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Journal articles on the topic 'Social hiring'

Author: Grafiati

Published: 7 June 2025

Last updated: 2 August 2025

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1

Montalvo, Roberto E. "Social Media Management." International Journal of Management & Information Systems (IJMIS) 15, no. 3 (2011): 91. http://dx.doi.org/10.19030/ijmis.v15i3.4645.

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The article focuses on the influence that social media is having on the corporate landscape. It offers a view of recent activity in corporate social media management hiring and contrasts it to the webmaster hiring during the mid-1990s. The hiring activity reflects the growth in time people are spending online socially. It also describes how social media management influences brand awareness and brand reputation. It explains the core business competencies of strategy development; business analytics; creativity; and collaboration. The article cites the level of hiring as a call for academic cour

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Montalvo, Roberto E. "Social Media Management." International Journal of Management & Information Systems (IJMIS) 20, no. 2 (2016): 45–50. http://dx.doi.org/10.19030/ijmis.v20i2.9645.

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The article focuses on the influence that social media is having on the corporate landscape. It offers a view of recent activity in corporate social media management hiring and contrasts it to the webmaster hiring during the mid-1990s. The hiring activity reflects the growth in time people are spending online – socially. It also describes how social media management influences brand awareness and brand reputation. It explains the core business competencies of strategy development; business analytics; creativity; and collaboration. The article cites the level of hiring as a call for academic co

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Tzabbar, Daniel, Brian S. Silverman, and Barak S. Aharonson. "Learning by hiring or hiring to avoid learning?" Journal of Managerial Psychology 30, no. 5 (2015): 550–64. http://dx.doi.org/10.1108/jmp-01-2013-0001.

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Purpose – The purpose of this paper is to advance the understanding of the mechanisms associated with learning-by-hiring. Design/methodology/approach – The authors built a yearly dyad data structure of all of the hiring and sourcing firms in the US biotechnology sector between 1973 and 1999. Findings – The authors found that hiring firm’s learning from a prior employer’s knowledge is limited in scope to the knowledge developed by the newly hired inventor, and could be attributed to new hire direct involvement. Learning from new recruit occurred only when incumbent inventors collaborate intensi

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Griffin, Marlynn M., and Robert L. Lake. "Social Networking Postings: Views from School Principals." education policy analysis archives 20 (April 20, 2012): 11. http://dx.doi.org/10.14507/epaa.v20n11.2012.

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Numerous recent media accounts indicate that teachers are being fired, put on probation, or otherwise censured because of information found on their social networking sites (SNS). While the literature in business, psychology, and pharmacy shows initial investigations of the impact of SNS information on hiring decisions, this area has not been investigated in the field of education. Data from pre-service teachers’ SNS were compiled into a 51-item questionnaire and K-12 school principals rated each statement on its likelihood to influence a hiring decision if it were found on the SNS of a teache

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Machado, Noel G., and Jerrin Samuel. "Predictably Irrational Hiring." NHRD Network Journal 14, no. 2 (2021): 243–58. http://dx.doi.org/10.1177/2631454120988415.

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The hiring process plays a key role in organisational performance, but it involves contentious judgements and decisions. Behavioural economics can help us improve hiring effectiveness and enable the development of strong cultures and successful organisations. Using three historical cases from a Big-Five accounting firm, we present counter-intuitive hiring strategies that are relevant to organisations today. The cases involve six practices related to hiring and nine scientific concepts. The practices are: reverse interview, reverse recruitment, assessment centre (AC) design, structured intervie

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McKnight, Mark A., Sherrie Plouchard, and Nancy Bizal. "Organizational Hiring Preferences: Comparison of Traditional and Non-traditional Hiring and Recruitment Practices." International Journal of Human Resource Studies 5, no. 2 (2015): 52. http://dx.doi.org/10.5296/ijhrs.v5i2.7529.

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Social media is working its way into the modern organization in a more productive manner, and at an aggressive pace, as organizations are beginning to learn how to best implement and use social media practices. The present research investigates the role of social media and other technology related to the staffing function in organizations. Specifically, the data reveals tendencies related to how the employment process is anticipated to change in the near future. Namely, the data suggests that employers will significantly change their usage of video resumes, cover letters, and social and profes

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MARSDEN, PETER V. "The Hiring Process." American Behavioral Scientist 37, no. 7 (1994): 979–91. http://dx.doi.org/10.1177/0002764294037007009.

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Campos-Vazquez, Raymundo M., and Eva Gonzalez. "Obesity and hiring discrimination." Economics & Human Biology 37 (May 2020): 100850. http://dx.doi.org/10.1016/j.ehb.2020.100850.

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Laura, Crystal T. "Enacting Social Justice Leadership Through Teacher Hiring." Urban Review 50, no. 1 (2017): 123–39. http://dx.doi.org/10.1007/s11256-017-0432-y.

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10

Cook, Sarah Gibbard. "Guidelines for Screening Social Networks in Hiring." Women in Higher Education 20, no. 10 (2011): 22–23. http://dx.doi.org/10.1002/whe.10248.

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Chua, Phoebe K., Hillary Abraham, and Melissa Mazmanian. "Playing the Hiring Game: Class-Based Emotional Experiences and Tactics in Elite Hiring." Proceedings of the ACM on Human-Computer Interaction 5, CSCW2 (2021): 1–27. http://dx.doi.org/10.1145/3479536.

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While studies have shown that graduates from elite universities enjoy high employment rates, they do not tell the story of how students from different social class backgrounds experience the hiring process. We address this question by interviewing upper-middle-class (UMC) and working- and middle-class (WMC) Computer Science Ph.D. students at prestigious universities who are applying for lucrative internships at established technology companies. We find that while these students are aware of and have access to the "same" resources (e.g., social connections and insider knowledge about employers'

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Kowalski, Melissa A. "Hiring and Training Requirements for Correctional Officers: A Statutory Analysis." Prison Journal 100, no. 1 (2019): 98–125. http://dx.doi.org/10.1177/0032885519882342.

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U.S. state statutes provide the minimum hiring and training requirements for correctional officers (COs), but it is unclear whether COs have achieved professionalism. This article utilizes a statutory analysis to examine state hiring qualifications and training requirements for COs. The findings reveal that not all 50 have statutes outlining CO hiring and training requirements. Although some states are very specific, many provide only general standards. As such, statutes regarding CO hiring and training are far from uniform.

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Cheung, Adam Ka-Lok, and Lake Lui. "Hiring Domestic Help in Hong Kong." Journal of Family Issues 38, no. 1 (2016): 73–99. http://dx.doi.org/10.1177/0192513x14565700.

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The associating factors of hiring domestic help have not been thoroughly studied in a non-Western context. Using household survey data ( N = 974), this article investigates the interactive role of gender attitude and women’s income on the decision to hire domestic help in Hong Kong. Some previous studies fall short in finding a significant association between respondents’ gender attitudes and the hiring of domestic help, while wives’ income is a consistent factor in the hiring of domestic help across a number of studies. In this study, we found that husbands’ traditional gender attitudes and w

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Phelan, Julie E., Corinne A. Moss-Racusin, and Laurie A. Rudman. "Competent Yet Out in the Cold: Shifting Criteria for Hiring Reflect Backlash Toward Agentic Women." Psychology of Women Quarterly 32, no. 4 (2008): 406–13. http://dx.doi.org/10.1111/j.1471-6402.2008.00454.x.

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We present evidence that shifting hiring criteria reflects backlash toward agentic (“masterful”) women ( Rudman, 1998 ). Participants ( N = 428) evaluated male or female agentic or communal managerial applicants on dimensions of competence, social skills, and hireability. Consistent with past research, agentic women were perceived as highly competent but deficient in social skills, compared with agentic men. New to the present research, social skills predicted hiring decisions more than competence for agentic women; for all other applicants, competence received more weight than social skills.

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Neumark, David, Joanne Song, and Patrick Button. "Does Protecting Older Workers From Discrimination Make It Harder to Get Hired? Evidence From Disability Discrimination Laws." Research on Aging 39, no. 1 (2016): 29–63. http://dx.doi.org/10.1177/0164027516656142.

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We explore the effects of disability discrimination laws on hiring of older workers. A concern with antidiscrimination laws is that they may reduce hiring by raising the cost of terminations and—in the specific case of disability discrimination laws—raising the cost of employment because of the need to accommodate disabled workers. Moreover, disability discrimination laws can affect nondisabled older workers because they are fairly likely to develop work-related disabilities, but are generally not protected by these laws. Using state variation in disability discrimination protections, we find

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Sharps, Daron L., and Cameron Anderson. "Social class background, disjoint agency, and hiring decisions." Organizational Behavior and Human Decision Processes 167 (November 2021): 129–43. http://dx.doi.org/10.1016/j.obhdp.2021.08.003.

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Christiansen, Neil D., Renee F. Rozek, and Gary Burns. "Effects of Social Desirability Scores on Hiring Judgments." Journal of Personnel Psychology 9, no. 1 (2010): 27–39. http://dx.doi.org/10.1027/1866-5888/a000003.

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Practitioners (N = 160) working in the area of selection and assessment read descriptions of a managerial position and the assessment profiles of two hypothetical candidates who were finalists for the job. Embedded in the profiles were scores on a battery of cognitive and personality tests that included information on socially desirable responding such that there were no social desirability (SD) scores provided, differing SD scores, or elevated SD scores for both candidates. Ratings indicated that elevated SD scores were used as personality information to infer that candidates were less candid

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Hansen, Karolina, and John F. Dovidio. "Social dominance orientation, nonnative accents, and hiring recommendations." Cultural Diversity and Ethnic Minority Psychology 22, no. 4 (2016): 544–51. http://dx.doi.org/10.1037/cdp0000101.

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Joos, John G. "Social media: New frontiers in hiring and recruiting." Employment Relations Today 35, no. 1 (2008): 51–59. http://dx.doi.org/10.1002/ert.20188.

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Roemmich, Kat, Tillie Rosenberg, Serena Fan, and Nazanin Andalibi. "Values in Emotion Artificial Intelligence Hiring Services: Technosolutions to Organizational Problems." Proceedings of the ACM on Human-Computer Interaction 7, CSCW1 (2023): 1–28. http://dx.doi.org/10.1145/3579543.

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Despite debates about emotion artificial intelligence's (EAI) validity, legality, and social consequences, EAI is increasingly present in the high stakes context of hiring, with potential to shape the future of work and the workforce. The values laden in technology play a significant role in its societal impact.We conducted qualitative content analysis on the public-facing websites (N=229) of EAI hiring services. We identify the organizational problems that EAI hiring services claim to solve and reveal the values emerging in desired EAI uses as promoted by EAI hiring services to solve organiza

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Mai, Angela Marie. "Hiring Agents’ Beliefs: A Barrier to Employment of Autistics." SAGE Open 9, no. 3 (2019): 215824401986272. http://dx.doi.org/10.1177/2158244019862725.

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Capable, qualified, and working-age (18-65) autistic adults experienced an 83% unemployment rate in the United States in 2017 resulting in extreme poverty and severely decreased quality of life. Research dating from 1957 to 2016 inferred hiring agents’ beliefs were the cause. In this multiple regression study, the nature of the relationship between hiring agents’ beliefs and their selection of qualified autistic candidates was explored through Ajzen’s theory of planned behavior to determine what hiring agent’s beliefs, if any, influence the selection of qualified autistic candidates to fill op

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Agard, Christine. "Recruitment Strategies, Matrices, and Techniques Used in Hiring Veterans." International Journal of Human Resource Studies 7, no. 2 (2017): 78. http://dx.doi.org/10.5296/ijhrs.v7i2.10960.

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Successful transition to civilian employment is a challenge for veterans. The purpose of this single case study was to explore critical aspects of hiring managers’ decision-making process and to understand how these strategies and techniques affect the hiring of veterans. Tajfel and Turner’s social identity theory and Lewin’s organizational change model formed the conceptual framework for the study. The participants for this study were 8 hiring managers from a midsized company in the Upper Hudson Valley Region, New York. Data were collected using semistructured interviews. The data were analyz

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Chua, Phoebe K., and Melissa Mazmanian. "The Substance of Style: How Social Class-Based Styles of Interpersonal Interaction Shape Hiring Assessments at Large Technology Companies." Proceedings of the ACM on Human-Computer Interaction 6, CSCW2 (2022): 1–22. http://dx.doi.org/10.1145/3555565.

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Individuals' social class background shapes their life experiences and outcomes, including their familial upbringing and educational attainment. However, we know little about how social class background influences the hiring practices of professional settings, and specifically, the ways in which evaluators conceptualize a potential link between social class background and hiring. Through interviewing 50 evaluators at large technology companies, we find that only 19 of them discussed how social class background affects applicants' access to resources, and none articulated the ties between socia

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Pao, Huei-Wen, Cheng-Yu Lee, Pi-Hui Chung, and Hsueh-Liang Wu. "Hiring decisions on certified manpower." Journal of Advances in Management Research 15, no. 4 (2018): 514–35. http://dx.doi.org/10.1108/jamr-05-2017-0070.

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Purpose The industry-wide adoption of a novel practice is often considered to be an institutional change. Although research on institutionalization has been accumulating, how and why embedded actors in the field become motivated to embrace change that remains sidelined. Viewing the introduction of a new human resource management practice, the recruitment of non-compulsory certified manpower, which is still in its infancy in the service sector of Taiwan, as a new institution, the purpose of this paper is to identify the distinct motives behind firms’ hiring decisions, and examine the extent to

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Adler, Geri, and Don Hilber. "Industry Hiring Patterns of Older Workers." Research on Aging 31, no. 1 (2009): 69–88. http://dx.doi.org/10.1177/0164027508324635.

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Levin, Irwin P., Robert M. Rouwenhorst, and Heather M. Trisko. "SEPARATING GENDER BIASES IN SCREENING AND SELECTING CANDIDATES FOR HIRING AND FIRING." Social Behavior and Personality: an international journal 33, no. 8 (2005): 793–804. http://dx.doi.org/10.2224/sbp.2005.33.8.793.

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A two-stage procedure (consideration set formation and final choice) was used to track the emergence of gender biases in hiring and firing decisions. Participants were allowed to select their own strategy for narrowing choice options (which candidates to retain or which candidates to delete). Each of the two experiments included a condition where job candidates were considered for hiring and a condition where current employees were considered for firing. Candidate features varied across experiments but the initial set always included 18 females and 18 males with comparable credentials. In both

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Boadi, Dankyi Alex, Dankyi Joyce Kwakyewaa, Abban Joseph Olivier, and Asabea Addo Antoinette. "The Impact of Research and Development and Professional New Hiring on Organizational Innovation." Human Resource Research 4, no. 1 (2020): 46. http://dx.doi.org/10.5296/hrr.v4i1.16385.

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Organizational innovation is highly dependent on the inflow of relevant information and proper integration of this information in the operational processes for a process, product and service innovation. Employee engagement and social connectedness of employees have been cited as key methodologies of integrating new information from research and development and professional new hiring. The study investigated the impact of research and development and professional new hiring on organizational innovation jointly mediated by employee engagement and social connectedness. A structural equation model

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Harvie, Kathryn, Jane Marshall-Mcaskey, and Lucy Johnston. "Gender-Based Biases in Occupational Hiring Decisions1." Journal of Applied Social Psychology 28, no. 18 (1998): 1698–711. http://dx.doi.org/10.1111/j.1559-1816.1998.tb01341.x.

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Sekeráková Búriková, Zuzana. "Paid home-based childcare in Slovakia: Informal markets and care loops." Journal of European Social Policy 29, no. 5 (2019): 653–65. http://dx.doi.org/10.1177/0958928719873834.

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Drawing on interviews conducted between 2013 and 2015 with childcare workers and their employers, this article focuses on the employment of paid home-based childcare in Slovakia, where local families prefer to employ local childcarers, rather than migrant childcarers. After a brief discussion of previous studies on home-based paid childcare and social policies, I introduce the concept of care loops and summarize family-oriented policies in Slovakia. I explain that relying on social networks and trust results in hiring local women rather than migrant childcarers. I then examine the motivations

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Pager, Devah, and Lincoln Quillian. "Walking the Talk? What Employers Say Versus What They Do." American Sociological Review 70, no. 3 (2005): 355–80. http://dx.doi.org/10.1177/000312240507000301.

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This article considers the relationship between employers' attitudes toward hiring exoffenders and their actual hiring behavior. Using data from an experimental audit study of entry-level jobs matched with a telephone survey of the same employers, the authors compare employers' willingness to hire black and white ex-offenders, as represented both by their self-reports and by their decisions in actual hiring situations. Employers who indicated a greater likelihood of hiring ex-offenders in the survey were no more likely to hire an ex-offender in practice. Furthermore, although the survey result

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O’Meara, KerryAnn, Dawn Culpepper, and Lindsey L. Templeton. "Nudging Toward Diversity: Applying Behavioral Design to Faculty Hiring." Review of Educational Research 90, no. 3 (2020): 311–48. http://dx.doi.org/10.3102/0034654320914742.

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This narrative and integrative literature review synthesizes the literature on when, where, and how the faculty hiring process used in most American higher education settings operates with implicit and cognitive bias. The literature review analyzes the “four phases” of the faculty hiring process, drawing on theories from behavioral economics and social psychology. The results show that although much research establishes the presence of bias in hiring, relatively few studies examine interventions or “nudges” that might be used to mitigate bias and encourage the recruitment and hiring of faculty

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Young, Nicole C. Jones, and Gregory P. Reilly. "The Impact of Social Class in the Hiring Process." Academy of Management Proceedings 2016, no. 1 (2016): 11263. http://dx.doi.org/10.5465/ambpp.2016.234.

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Acquisti, Alessandro, and Christina Fong. "An Experiment in Hiring Discrimination via Online Social Networks." Management Science 66, no. 3 (2020): 1005–24. http://dx.doi.org/10.1287/mnsc.2018.3269.

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Bair, Jeffrey H., and Kendra E. Bair. "Academic Elite in Social Work: 1994–2000." Psychological Reports 91, no. 3 (2002): 920. http://dx.doi.org/10.2466/pr0.2002.91.3.920.

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The 11 most highly rated graduate programs in social work in 1994 maintained their positions in 2000. These “elite” programs showed little or no change in their hiring of faculty from among their own and one another's graduates.

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Musafiri, Esther, and Dr Sarah Biru Berisso. "Influence of Technology Adoption on Recruitment Process: a Case of Liquid Telecom Company." International Journal of Economics, Business and Management Research 06, no. 04 (2022): 01–09. http://dx.doi.org/10.51505/ijebmr.2022.6401.

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Using technology, like social media, application tracking mechanisms, and even Artificial Intelligence (AI) and blockchain, to assist talent hiring, the traditional method of recruitment has changed significantly in recent years. The goal of this study was to provide some understanding of the current practices of using technology in the hiring process. In addition, the goal of this study was to determine how technological tools have altered the hiring process and whether technology has aided recruitment. The research found that technology has had a significant impact on the hiring process base

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Mullins, Morell E., and Crista Rogers. "Reliance on Intuition and Faculty Hiring." Industrial and Organizational Psychology 1, no. 3 (2008): 370–71. http://dx.doi.org/10.1111/j.1754-9434.2008.00067.x.

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ALBRIGHT, SHELLEY, and FURJEN DENQ. "Employer Attitudes Toward Hiring Ex-Offenders." Prison Journal 76, no. 2 (1996): 118–37. http://dx.doi.org/10.1177/0032855596076002002.

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The purposes of this article are to determine (a) employer attitudes toward hiring ex-offenders and (b) how these attitudes are affected by the level of training the ex-offender received while incarcerated, government incentives to hire, type of offense committed, and the relationship of the crime to the job to be filled. Eighty-three Houston and Dallas employers were surveyed on their attitudes toward hiring ex-offenders. In general, although the initial willingness to hire ex-offenders was low among employers, other findings indicate that the level of education, government incentives, and th

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Corazzini, John G., Therese M. May, and Steven B. Robbins. "Counseling center hiring preferences." Journal of Counseling Psychology 33, no. 1 (1986): 78–80. http://dx.doi.org/10.1037/0022-0167.33.1.78.

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Hoeg, Jerry, Eric Cohen, and Christine Fullen. "Hiring Policy in United States Spanish Departments." education policy analysis archives 7 (April 10, 1999): 12. http://dx.doi.org/10.14507/epaa.v7n12.1999.

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The present study focuses on two inter-related factors specific to United States college and university Spanish Departments: the unique demographic profile of the entry-level faculty in terms of gender, ethnicity, national origin, and social class; the relation between these factors and hiring practices, especially regarding field of specialization, pay scale, and tenure-track opportunities. We believe these issues are important in that they underscore the value of considering questions of social class as well as ethnicity and gender when analyzing academic job segmentation.

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Lehr, Brandon. "Optimal Unemployment Insurance with Endogenous Negative Duration Dependence." Public Finance Review 45, no. 3 (2016): 395–422. http://dx.doi.org/10.1177/1091142116644775.

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This article characterizes optimal unemployment insurance (UI) in an economy with endogenous negative duration dependence in hiring rates for the unemployed. The characterization generalizes the standard Baily–Chetty result and is independent of the particular mechanism generating endogenous hiring rates. I find that at the social optimum, UI equates the moral hazard cost with the sum of the insurance benefit and a new externality correction term. The sign of this externality correction term depends, in part, on the responsiveness of hiring rates to the UI benefit. I show how the effect of UI

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Petersen, Trond, and Thea Togstad. "Getting the offer: Sex discrimination in hiring." Research in Social Stratification and Mobility 24, no. 3 (2006): 239–57. http://dx.doi.org/10.1016/j.rssm.2006.06.001.

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MOSES, GARY. "Reshaping Rural Culture? The Church of England and Hiring Fairs in the East Riding of Yorkshire c. 1850–80." Rural History 13, no. 1 (2002): 61–84. http://dx.doi.org/10.1017/s0956793302000249.

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A previous article in Rural History entitled ‘“Rustic and Rude”: Hiring Fairs and their Critics in East Yorkshire c. 1850–75’, examined a critique of hiring fairs and farm service mounted by the Church of England in the East Riding of Yorkshire during the mid-Victorian period. This discussion builds upon that article by offering a more detailed examination of the actual attempts to reform and abolish hiring fairs that emanated from that critique. The article examines three stages of reform and abolition stretching over the mid-Victorian period: a first stage that centred upon imposing a system

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Izzett, Richard R., and Christopher W. Legrow. "Contextual Factors Associated With Affirmative Action Hiring Procedures." Journal of Social Psychology 137, no. 3 (1997): 389–91. http://dx.doi.org/10.1080/00224549709595451.

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Lageson, Sarah Esther, Mike Vuolo, and Christopher Uggen. "Legal Ambiguity in Managerial Assessments of Criminal Records." Law & Social Inquiry 40, no. 01 (2015): 175–204. http://dx.doi.org/10.1111/lsi.12066.

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In an age of widespread background checks, we ask how managers in different organizational contexts navigate legal ambiguity in assessing applicants' criminal history information, based on interview data obtained in a recent field experiment. The study builds on institutional analyses of the social sources of workplace legality to describe how employers consider applicants with criminal histories. We find that some organizations set explicit standards to guide hiring decisions, providing concrete policies on how to treat applicants with records. Where such procedural mandates are lacking, howe

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45

Kornrich, Sabino. "Hiring Help for the Home." Journal of Family History 37, no. 2 (2012): 197–212. http://dx.doi.org/10.1177/0363199011432539.

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The division between home and market has long been a key dimension of family life and shifts across the home/market boundary are important for both gender inequality and the family. Two shifts across this boundary occurred in the twentieth century: women’s movement into paid labor and a decline in household labor. One stylized conception suggests that as women moved into paid labor, they used their new resources to purchase replacements. This article takes up this question, asking whether women’s movement into market labor led to the commodification of the home. It does so by combining evidenc

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Taylor, Wendell C. "Nonsmoking and Nonobesity Hiring Policies and Practices: A Comparative Analysis." International Journal of Psychological Studies 15, no. 3 (2023): 26. http://dx.doi.org/10.5539/ijps.v15n3p26.

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Background: There is a dearth of literature related to nonobesity-only hiring policies. Addressing this significant gap in our knowledge base would enable a better understanding of the consequences of implementing nonobesity-only hiring policies. Methods: This paper analyzed both nonobesity-only and nonsmoking-only hiring policies according to ten criteria. The ten criteria selected were based on earlier literature reviews and frameworks for analyzing nonsmoking hiring policies and practices. Findings: The similarities between nonsmoking-only and nonobesity-only hiring policies were in the pre

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Andrea, Jeanette B. Amurao, Anne Marie G. Tababa Shane, Chloe G. Canlas Vincent, and Rick N. Corpuz Rhem. "Business Employer's Perspectives on Hiring Former Persons Deprived of Liberty in the City of Angeles, Philippines." International Journal of Innovative Science and Research Technology (IJISRT) 10, no. 1 (2025): 78–102. https://doi.org/10.5281/zenodo.14621333.

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Reintegrating into society with a criminal record is challenging, particularly in securing employment due to stigma and discrimination. In the Philippines, former persons deprived of liberty face a 13.8% unemployment rate—nearly double the national average of 7.1%. This study employs a quantitative Descriptive Correlational Survey design, surveying 150 business employers in Angeles City, Philippines, to examine perceptions of hiring former offenders. The research focuses on employers in SMEs with hiring responsibilities, excluding those without relevant policies or roles. Key factors inf

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48

Lewis, Anthony, and Brychan Celfyn Thomas. "Hiring the Best Job Applicants?" Journal of Media Management and Entrepreneurship 2, no. 2 (2020): 19–37. http://dx.doi.org/10.4018/jmme.2020070102.

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Human resources (HR) management professionals have been using different methods of social media (SM) in their recruitment strategies with varying degrees of success. Through examining SM and its effect, this can support the development of a more effective HR recruitment strategy. This research investigates effects and issues associated with SM and recruitment and whether SM is effective as an innovative e-entrepreneurship method of hiring the best job applicants for enterprises. Professionals, recruiters, and employees were questioned on their views of SM from a personal and professional persp

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Madhuri, Singh, and Rohit. "The Impact of Linguistic Exclusion on Corporate Hiring Decisions." International Journal of Trend in Scientific Research and Development 3, no. 5 (2019): 2580–83. https://doi.org/10.5281/zenodo.3591745.

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This paper explores the role of media, particularly, the quality of media content, in the formation of social prejudice against a group. Firstly, we try to explain the reasons behind social discrimination usually conducted by haves against marginalized groups have nots of the society using the theories from behavioral economics. Secondly, we come up with a simple probability model to frame the negative impact of linguistic exclusion by media discriminatory media content on corporate hiring decisions. Lastly we conclude with a discussion on economic losses due to the discriminatory practices wh

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Canady, Valerie A. "Bill would fund hiring of school counselors, social workers, psychologists." Mental Health Weekly 31, no. 48 (2021): 1–3. http://dx.doi.org/10.1002/mhw.33048.

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