Journal articles: 'Social workers – Recruiting'

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Newman, Alexander, Susan Mayson, Julian Teicher, and Rowena Barrett. "Recruiting, managing and rewarding workers in social enterprises." International Journal of Human Resource Management 29, no. 20 (November 13, 2018): 2851–60. http://dx.doi.org/10.1080/09585192.2018.1498368.

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McKitterick, Bill. "Recruiting, retaining and making the best use of social workers in adult social care." Social Care and Neurodisability 3, no. 3 (August 10, 2012): 116–21. http://dx.doi.org/10.1108/20420911211268731.

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이성대, 이경은, and 염동문. "A Study on the Selection Criteria for Recruiting Social Workers Using AHP." Korean Journal of Social Welfare 65, no. 3 (August 2013): 131–53. http://dx.doi.org/10.20970/kasw.2013.65.3.006.

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EVANS, SHERRILL, PETER HUXLEY, and MARIA MUNROE. "INTERNATIONAL RECRUITMENT OF SOCIAL CARE WORKERS AND SOCIAL WORKERS: ILLUSTRATIONS FROM THE UK." Hong Kong Journal of Social Work 40, no. 01n02 (January 2006): 93–110. http://dx.doi.org/10.1142/s0219246206000076.

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This paper presents the results of a survey of international recruitment of social workers and social care workers into the United Kingdom. The literature on international recruitment, especially in relation to social care workers, is extremely sparse. Reviews conducted by the authors for the UK Department of Health did not find any definitive answer to the question of the numbers at present in the UK workforce, their movement between jobs, and their length of stay in the UK. The present study is based on qualitative interviews with three senior managers, four human resources managers, one employment agency manager, one senior social services inspector and three inspectors and three staff from the voluntary and private sectors. The interviews confirmed some of the major benefits associated with international recruitment: a reduction in vacancy rates; filling gaps in key shortage areas; improved sickness records; and once training has been provided the standards of care have improved. In addition, recruitment from overseas has the effect of creating a more diverse staff mix through the appointment of people with more varied experience and experiences. There may also be cost benefits associated with the reduction in costs of employing agency staff. The challenges involved are: having an ethical recruitment policy; the transferability of qualifications and skill sets, and cultural expectations and differences. Employers need to recognize that higher levels of induction are needed in order to meet the unique local knowledge requirements of an overseas candidate. Generally however, there are very few problems, and employers recruiting from overseas find that any problems that exist diminish with each round of recruitment, that is, as employers learn from their previous mistakes. Nevertheless, international recruitment is only a short term strategy, and, alone, does not solve the fundamental domestic problems that lead to the shortages in the first place.

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Amin, Bushra Zafreen. "Ethical considerations of recruiting migrant workers for clinical trials." Journal of Medical Ethics 47, no. 6 (January 29, 2021): 434–36. http://dx.doi.org/10.1136/medethics-2020-106767.

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Migrant workers in dormitories are an attractive source of clinical trial participants. However, they are a vulnerable population that has been disproportionately affected by the COVID-19 pandemic. Guidelines on recruiting vulnerable populations (such as prisoners, children or the mentally impaired) for clinical trials have long been established, but ethical considerations for migrant workers have been neglected. This article aims to highlight and explain what researchers recruiting migrant workers must be cognizant of, and offers recommendations to address potential concerns. The considerations raised in this article include: three types of illiteracy, power dynamics, the risks associated with communal living and potential benefits to the migrant workers as well as researchers.

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Warman, Andrea, and Emil Jackson. "RECRUITING AND RETAINING CHILDREN AND FAMILIES' SOCIAL WORKERS: THE POTENTIAL OF WORK DISCUSSION GROUPS." Journal of Social Work Practice 21, no. 1 (March 2007): 35–48. http://dx.doi.org/10.1080/02650530601173599.

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Torre, Margarita, and Alejandro Llorente. "Winning the War for Talent: An Experimental Evaluation of Online Recruitment Campaigns Using Twitter." Business and Management Studies 5, no. 1 (February 11, 2019): 10. http://dx.doi.org/10.11114/bms.v5i1.4049.

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Organizations have moved rapidly from traditional recruitment methods to online recruiting. The present study argues that the fierce demand for labor in technology-related industries —“second war for talent”— besieges workers in competitive environments to the point of lowering their propensity to engage in online recruiting campaigns. Collecting data from the social media platform Twitter, we take an experimental approach to investigate the effectiveness of online recruitment processes in attracting the attention of potential job candidates from different occupational categories. The findings reveal that workers in technology, engineering, and mathematical occupations (TEM) are less likely to react to recruitment processes than workers in other professional jobs. However, motivated advertisement designed according to individual group interests significantly increase the rate of participation of TEM, while these ads have no effect on workers from other sectors. Our experiment helps to explain pre-hiring outcomes. The findings have important implications for organizations seeking to boost their talent acquisition strategies.

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Magliveras, Simeon S. "Filipino Guest Workers, Gender Segregation, and the Changing Social/Labor-Scape in the Kingdom of Saudi Arabia." Migration Letters 16, no. 4 (September 30, 2019): 503–12. http://dx.doi.org/10.33182/ml.v16i4.796.

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Filipinos are a major part of the workforce in the Kingdom of Saudi Arabia with a population of almost one million. This article investigates the effects of gender segregation on Filipino workers and how they navigate their lives through systems imposed on them. In particular, it examines the Kafala system (administrative sponsoring system) used for recruiting migrant workers for GCC countries. This article suggests that contrary beliefs about gender segregation and dress codes, Filipinas found it empowering. However, this article also concludes that gender segregation and dress codes also lead to isolation and loneliness. In addition, it is concluded that the fate and contentment of the overseas Filipino workers are directly dependent on who sponsors them.

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Adeosun, Oluyemi Theophilus, and Adeku Salihu OHIANI. "Attracting and recruiting quality talent: firm perspectives." Rajagiri Management Journal 14, no. 2 (July 17, 2020): 107–20. http://dx.doi.org/10.1108/ramj-05-2020-0016.

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Purpose Understanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. Firm’s recruitment strategies have an impact on the sorting patterns in the labour market which remains undetermined. This paper aims to explore the drivers of attracting and recruiting quality talents. Also, the role of policies including the national labour laws, industry norms and localised firm policies have on hiring practices and drivers in a developing country. Design/methodology/approach This study is underpinned by network theory, equity theory, social exchange theory and resource-based theory. The authors leveraged on a mixed methodology that is a structured questionnaire administered to 200 firm representatives in Lagos and interviews with key informants from the demand side for labour. Findings The study revealed that firms can leverage on salary, brand name, referral, job security as core factors in attracting and recruiting quality talents. Also, digitisation is a key strategy leveraged on attracting and recruiting quality talents. Techniques such as the use of social media, traditional media, online interviews, physical interviews have proven to help in selecting quality talents. Originality/value Specifically, the paper throws light on how firms use different recruitment channels for hiring workers, and how the use of these channels affects the quality of matches. Furthermore, the role of social networks, wages and benefits for firm recruitment and matching efficiency was well highlighted.

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Bossler, Mario. "Recruiting abroad: an empirical analysis." International Journal of Manpower 37, no. 4 (July 4, 2016): 590–605. http://dx.doi.org/10.1108/ijm-12-2014-0233.

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Purpose – In many European countries labor markets became more and more demand oriented. However, the average use of recruiting abroad is still low. From a firm perspective, recruiting abroad comes at substantial costs and risks. The purpose of this paper is to identify mechanisms leading to the use of recruiting from abroad. Design/methodology/approach – Effects are retrieved from simple OLS regressions as well as from demand-sided instrumental variable specifications applied to a large German establishment-level dataset. Findings – The share of foreign workers in the contemporary work force enhances recruiting abroad, which is in line with theoretical considerations that foreigners indicate of successful international assignments. The results also indicate that internationally operating businesses more likely recruit from abroad. Furthermore, the author finds that market forces are relevant for the strategy to recruit abroad. Both, the regional scarcity of labor and a high demand for skilled labor affect the employer’s decision to recruit abroad. Social implications – The results indicate that internationally oriented businesses more likely recruit abroad. Furthermore, labor market mechanisms, such as scarcities, are functional and foster the use of foreign labor markets. Originality/value – This study adds to the literature by providing first empirical evidence on recruiting abroad, which is the use of foreign labor markets.

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Ramsay, Donald. "Recruiting and Retaining Foster Carers: Implications of a Professional Service in Fife." Adoption & Fostering 20, no. 1 (April 1996): 42–46. http://dx.doi.org/10.1177/030857599602000109.

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Since 1990, all foster carers in Fife have been paid a professional fee plus maintenance allowances, and the fostering service has been managed by two specialist teams of social workers. Using findings from a recent survey of foster carers in the region, Donald Ramsay compares the characteristics of the carers with earlier British studies, and assesses the impact on turnover and recruitment of the financial and professional support they receive.

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Mattila, Tiina E. A., Ulla Ovaska, Birgitta Kinnunen, Veli-Matti Tuure, Jarkko Leppälä, Kirsti Taattola, Virve Rinnola, and Risto H. Rautiainen. "Experiences and Challenges of Foreign Agricultural Workers in Finland." Journal of Agricultural Safety and Health 27, no. 1 (2021): 13–28. http://dx.doi.org/10.13031/jash.13893.

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HighlightsBetter control of musculoskeletal workload remains a key factor in improving working conditions on Finnish farms.Orientation and training of workers should be carefully prepared with attention to content, method, and timing.Continued training is needed, especially for foremen and the increasing number of long-term foreign workers.Abstract. Foreign workers have become an important part of the workforce on horticulture and livestock farms in Finland. The aim of this study was to investigate the experiences of foreign workers regarding their working and living conditions. We conducted semi-structured theme interviews during two time periods: in 2008-2009 (n = 40 workers on eight farms) and again in 2018-2019 (n = 9 workers on four farms). We found variations in expectations and goals among workers when they take a job abroad. Compelling factors in the origin country included unemployment, low wages, and low standards of living, and enticing factors in the destination country included social relationships and expectations of better income. Personal networks had a strong role in the recruiting processes. Work on farms is physically demanding, and being a foreign worker affects social life in many ways, such as being separated from family and facing pressures from the home community to arrange jobs for others. New communication technologies have improved possibilities to stay in contact. Employers could contribute to better working and living conditions for foreign workers by improving work organization, ergonomics at work, orientation of new workers, and continued training of supervisors. Worker orientation and training should be carefully planned, taking into consideration the limited language skills, work competence requirements, and possibilities for career advancement of the workers. Keywords: Descriptive study, Foreign farm workers, Horticulture, Occupational safety.

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Nacar, Can. "“Our Lives Were Not as Valuable as an Animal”1: Workers in State-Run Industries in World-War-II Turkey." International Review of Social History 54, S17 (December 2009): 143–66. http://dx.doi.org/10.1017/s0020859009990277.

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SummaryThis article explores the lives of Sümerbank and Etibank workers inside and outside their workplaces during World War II. First, it examines their social origins and the process of recruiting those workers. Secondly, it draws attention to the unhealthy conditions in which they worked, the sundry forms of violence they were subjected to, and the insufficient wages they received. It goes on to analyze social services – nutrition, accommodation, and healthcare facilities – provided by those two enterprises. Drawing on official reports, petitions, and workers’ personal accounts, it highlights the inadequacies of those facilities, and the hierarchical and exclusionary practices inherent in them. Following this framework, it responds to the studies which portray workers in state-run enterprises as privileged government officials and those enterprises as centers of social education. Finally, it focuses on workers’ reactions to their social conditions in the form of high turnover rates. The discussions of politicians, government officials, and journalists revolving around high turnover rates suggest that this reactive form of labor activism played an important role in the formulation and enactment of social policies concerning labor.

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Newman, Alex, Susan Mayson, Julian Teicher, and Rowena Barrett. "Special issue ofInternational Journal of Human Resource Management: Recruiting, managing and rewarding workers in social enterprises." International Journal of Human Resource Management 26, no. 14 (April 29, 2015): 1907–9. http://dx.doi.org/10.1080/09585192.2015.1035086.

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Allen, Sean T., Katherine H. A. Footer, Noya Galai, Ju Nyeong Park, Bradley Silberzahn, and Susan G. Sherman. "Implementing Targeted Sampling: Lessons Learned from Recruiting Female Sex Workers in Baltimore, MD." Journal of Urban Health 96, no. 3 (July 31, 2018): 442–51. http://dx.doi.org/10.1007/s11524-018-0292-0.

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Johnston, Lisa Grazina, Keith Sabin, Mai Thu Hien, and Pham Thi Huong. "Assessment of Respondent Driven Sampling for Recruiting Female Sex Workers in Two Vietnamese Cities: Reaching the Unseen Sex Worker." Journal of Urban Health 83, S1 (September 23, 2006): 16–28. http://dx.doi.org/10.1007/s11524-006-9099-5.

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Alexander, Leslie B., and Kenneth A. Richman. "Ethical Dilemmas in Evaluations Using Indigenous Research Workers." American Journal of Evaluation 29, no. 1 (March 2008): 73–85. http://dx.doi.org/10.1177/1098214007313023.

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This article addresses ethical dilemmas experienced by street-level research and evaluation workers recruiting and gathering data in community-based research projects. The authors focus on a subgroup of street-level research workers, whom they call research extenders (REs), employed because they share important characteristics with the target population. Like other street-level research workers, some REs are single role (only do research work) and others are dual role (do research work and provide services). They discuss relevant literature and findings from pilot focus groups exploring how REs understand responsible ethical conduct in their research work in the community. REs face ethical issues somewhat different from those of more traditional, non-indigenous street-level research workers. These issues increase social risk for study participants and could compromise the validity of data. Researchers need to be aware of and address the distinctive set of ethical issues raised by research and evaluation projects employing indigenous, street-level research workers.

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Washington, Karla T., David L. Albright, Debra Parker Oliver, L. Ashley Gage, Alexandria Lewis, and Megan J. Mooney. "Hospice and palliative social workers' experiences with clients at risk of suicide." Palliative and Supportive Care 14, no. 6 (May 23, 2016): 664–71. http://dx.doi.org/10.1017/s1478951516000171.

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AbstractObjective:We sought to determine the frequency with which hospice and palliative social workers encounter patients, family caregivers, and other clients at risk of suicide, and to discover the extent to which hospice and palliative social workers feel prepared to address issues related to suicide in their professional practice.Method:We conducted a cross-sectional survey of hospice and palliative social workers, recruiting a convenience sample of volunteer respondents through advertisements at professional conferences and listservs, and via social media accounts associated with national organizations, state hospice and palliative care associations, and individual healthcare professionals.Results:Most respondents reported having worked with patients, family caregivers, or other clients who had exhibited warning signs of suicide during the previous year. Fewer respondents indicated that they had worked with patients and family members who had attempted or died by suicide. While the majority of respondents believed they possessed sufficient knowledge and skills to intervene effectively with individuals at risk of suicide, they indicated that additional education on this topic would be valuable for their professional practice.Significance of results:These study results suggest that suicide-related competencies are important in the practice of hospice and palliative social work. Future education and training efforts should include skill development in addition to knowledge building.

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McShane, Angela. "Recruiting Citizens for Soldiers in Seventeenth-Century English Ballads." Journal of Early Modern History 15, no. 1-2 (2011): 105–37. http://dx.doi.org/10.1163/157006511x554271.

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AbstractThis article revisits the “heroic and glamorous language” of recruitment and retention in seventeenth century England through an exploration of the market, medium and message of many hundreds of “military” ballads that were disseminated from London across the country, especially in times of war. These show that military volunteerism among the lower sorts was less surprising and more sophisticated than historians have previously imagined, which suggests the need to reconsider the question of military professionalism among ordinary rank and file soldiers. Furthermore, the common use of the love song as a vehicle for military messages, reveals how regular soldiering became a new vocation for the “lower sorts” in this transitional period for army development. This new “profession” not only marked a direct break from the older system of “estates” which put fighters at the top and workers at the bottom of society, it was negotiating its place within the social structures of household formation in early modern England.

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Дороговцева, Anna Dorogovtseva, Кюрзина, and Olga Kyurzina. "Features of Human Resources Development and Use in Saint–Petersburg." Management of the Personnel and Intellectual Resources in Russia 3, no. 2 (April 17, 2014): 45–50. http://dx.doi.org/10.12737/3533.

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The analysis of regional population and human resources is given, as well as brief review of human resources utilization within the region. The authors consider official documents, elaborated by the Saint-Petersburg government in order to optimize local workforce development and utilization, and suggest ways to raise employment in the economic sphere by means of recruiting those older than the employable age but still retaining working capacity. Economic and social effects of recruiting workforce elder, than employable age, is evaluated. Among positive effects the following can be emphasized: increased portion of workers possessing extensive life and professional experience, well-developed intellectual and adaptive abilities, as well as ability to couching and mentoring, thus enhancing overall workforce professionalism.

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Statham, June, and Margaret Greenfields. "Part-Time Fostering: Recruiting and Supporting Carers for Short-Break Schemes." Adoption & Fostering 29, no. 3 (October 2005): 33–41. http://dx.doi.org/10.1177/030857590502900305.

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Although most local authorities provide or commission home-based short-break services to support families with a disabled child, such schemes have been much slower to develop as a form of support for families where children are in need for reasons other than disability. June Statham and Margaret Greenfields draw on a study of barriers to the development of ‘support care’ schemes in England, focusing in particular on the motivation and experiences of those who undertake this part-time fostering work and the skills and support they require. Since childminders can now be registered to provide overnight care, and some already provide daytime care for children placed with them by social workers, the potential for childminders to expand their service into short-break care is also considered. The paper concludes that although local authorities have sometimes been reluctant to develop short-break schemes because they fear diverting potential carers from mainstream fostering, in practice such fears are not well founded. Support care schemes can offer a way for those who might be interested in fostering to ‘dip a toe’ in the water, as well as helping to retain existing foster carers who might otherwise leave the service. This kind of service also fits well with the current policy emphasis on early intervention to support children and families who are experiencing difficulties and on promoting flexibility in the social care workforce.

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Slaughter, Jamel, and Richard Hoefer. "The Impact of Internships on Recruiting and Retaining Mental Health Workers: Views From Students and Their Supervisors." Journal of Social Work Education 55, no. 3 (June 4, 2019): 489–503. http://dx.doi.org/10.1080/10437797.2019.1603127.

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Chirwa, Wiseman Chijere. "“No TEBA …Forget TEBA”: The Plight of Malawian Ex-migrant Workers to South Africa, 1988–1994." International Migration Review 31, no. 3 (September 1997): 628–54. http://dx.doi.org/10.1177/019791839703100305.

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This article is about the process of socioeconomic transformation in rural Malawi. It examines the survival strategies and enterprising spirit of Malawian migrant workers and their households. It argues that the strategies of these people often went beyond survival in the provision of basic necessities. Those who had the economic drive and entrepreneurial skills were able to use the proceeds of labor migration to improve their own and their households’ socioeconomic life. In March 1988, the South African Chamber of Mines stopped a century-old tradition of recruiting migrant workers from Malawi. This has arrested and put to a halt a process of accumulation taking place in the households of the returned migrant workers in the rural economy. Thus, the effects of the retrenchment of the workers will spread from the migrant and his family through the economic and social wellspring of all sectors of rural communities and their commercial lives.

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Torry, Bren, Sheila Furness, and Pat Wilkinson. "The Importance of Agency Culture and Support in Recruiting and Retaining Social Workers to Supervise Students on Placement." Practice 17, no. 1 (March 2005): 29–38. http://dx.doi.org/10.1080/09503150500058025.

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WILLSON, PERRY. "Italian Fascism and the Political Mobilisation of Working-Class Women 1937–43." Contemporary European History 22, no. 1 (December 14, 2012): 65–86. http://dx.doi.org/10.1017/s0960777312000483.

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AbstractThe Sezione Operaie e Lavoranti a Domicilio dei Fasci Femminili (Section of the Fascist Women's Groups for Female Workers and Outworkers) is the only one of the three Italian Fascist Party organisations for adult women that has never been studied. Founded in 1937 and recruiting factory workers, outworkers and domestic servants, it achieved a membership of almost a million by the fall of the regime in 1943. A top-down organisation, run by the largely middle-class Fasci Femminili, it offered its membership a mix of social, educational and professional opportunities. This article explores its activities, its organisational structure, the messages it attempted to convey to its membership and the reasons why such large numbers of women joined.

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Radermacher, Katharina, Martin R. Schneider, Anja Iseke, and Tobias Tebbe. "Signalling to young knowledge workers through architecture? A conjoint analysis." German Journal of Human Resource Management: Zeitschrift für Personalforschung 31, no. 1 (November 19, 2016): 71–93. http://dx.doi.org/10.1177/2397002216676038.

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In this article, we examine corporate architecture as an effective signal to knowledge workers in the recruiting process. Two types of corporate architecture that are common in the knowledge economy are distinguished: traditional functionalist and new functionalist architecture. New functionalist architecture combines a flat, transparent facade with semi-open office layouts including areas for social interaction. Holistically these functional elements signal and symbolize a non-bureaucratic, non-hierarchical organization. A conjoint analysis provides a first attempt to quantify how much students care for new functionalist architecture. Students’ stated preferences imply that they would forgo on average 10% of their starting salary in order to work in the new functionalist rather than the traditional functionalist workplace. The magnitude of this effect supports the view that architecture matters for job choice. Limitations of our study and directions for future research are discussed.

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Connolly, Heather, Stefania Marino, and Miguel Martinez Lucio. "‘Justice for Janitors’ goes Dutch: the limits and possibilities of unions’ adoption of organizing in a context of regulated social partnership." Work, Employment and Society 31, no. 2 (February 1, 2017): 319–35. http://dx.doi.org/10.1177/0950017016677943.

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Organizing has been adopted as a strategy for union renewal in the Netherlands, where the dominant repertoire has been consensus-based social dialogue. Certain Dutch unions have developed strategies inspired by the US ‘organizing model’ and have been relatively successful in recruiting and mobilizing under-represented workers. Despite some tensions emerging, the introduction of organizing resulted in the greater representation of workers in sectors such as cleaning, which has to an extent complemented social dialogue-based strategies. At the same time, the narrative and tactics of organizing have stimulated internal debate on union purpose and identity and indirectly contributed to a process of reform and democratization within parts of the union movement. The research demonstrates the pragmatic features of organizing as a strategy for union renewal in a context of regulated social partnership, but also points towards the potential for organizing to encourage shifts in the dominant sources of union legitimacy and power.

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Rojas, Fabio, Clayton D. Thomas, Shibashis Mukherjee, Emily Meanwell, and Lauren Apgar. "Complementary work in the hospital: How infection preventionists perceive opportunities for cooperation with higher status physicians." Journal of Professions and Organization 6, no. 2 (March 8, 2019): 196–212. http://dx.doi.org/10.1093/jpo/joz002.

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Abstract Social scientists and management scholars have tended to see workplace interaction through the lens of hierarchy. However, modern workplaces include many people who do not fit neatly into such hierarchies because their work is designed to assess, support, sanction, or monitor other workers who already have well-established positions. Motivated by this observation, we conducted interviews with 193 infection preventionists—healthcare workers whose job it is to work with higher status physicians to monitor and suppress healthcare-acquired infections—to assess how workers outside of existing hierarchies can integrate their work. Inductive analyses of these interviews suggest three strategies: deference; relying on bureaucracy’s routines and practices; and recruiting higher status confederates, which we call side-channeling. From these analyses, we introduce the concept of complementary work to describe labor that seeks to supplement existing workplace hierarchies.

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Rubio, Sónia Parella. "Immigrant women in paid domestic service. The case of Spain and Italy." Transfer: European Review of Labour and Research 9, no. 3 (August 2003): 503–17. http://dx.doi.org/10.1177/102425890300900310.

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In the familistic welfare state regimes of Italy and Spain, the resurgence in live-in domestic work and the demand for migrant domestic workers is stronger than in other European countries. Organising and regulating services in order to help with the burden of caring for one's family is not an important objective of social policy in southern European countries. It is taken for granted that the family (‘women') is the main provider of social protection. In the absence of policy decisions in this field, the increase in local women's labour market participation in recent decades has led to households recruiting non-EU immigrant women in order to help them balance the needs of their family with the demands of paid employment. These immigrants constitute an enormous supply of low-cost labour and there is a shortage of local female workers in paid domestic work.

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Babenko, Andrey, and Leonid Mukhin. "Recruiting recent graduates to work at agricultural enterprises: Siberian region case study." Applied Studies in Agribusiness and Commerce 11, no. 3-4 (December 31, 2017): 27–30. http://dx.doi.org/10.19041/apstract/2017/3-4/4.

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The authors present the results of the analysis of the employment of graduates of agricultural specialties in the Siberian Federal District of the Russian Federation. In the Siberian Federal District, more than 20 universities are engaged in the training of specialists in agriculture. The universities pay special attention to the employment of their graduates and often have their own programs of graduates’ employment.The article is devoted to discussing the reasons why the graduates consider the work in the rural area to be unattractive (low standards of living conditions compared with town, lack of quality education for children and possibilities for professional development, etc.) The necessity of realization of the state strategy intended to support graduates of agricultural specialties is grounded, including assigning the status of civil servants to social workers in rural areas and attracting successful entrepreneurs to the village and creating conditions for the development of the entrepreneurialenvironment. JEL Code: J21

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Holliday, Jenna K. "Turning the Table on the Exploitative Recruitment of Migrant Workers: The Cambodian Experience." Asian Journal of Social Science 40, no. 4 (2012): 464–85. http://dx.doi.org/10.1163/15685314-12341249.

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Abstract In 2009, regular labour migration from Cambodia to Malaysia grew at a rapid rate. As the result of a ban imposed by Indonesia, Cambodia’s private sector responded by immediately recruiting to fill the void. The number of women recruited, trained and sent to Malaysia was too high for the Cambodian Government to keep track of and by 2010 reports of underage recruitment, debt bondage and abuse in training centres were growing. Unable to control the recruitment agencies and with growing numbers of reports of abuse in Malaysia, Cambodia banned the sending of domestic workers to Malaysia in 2011. Since this ban, the government has been working to strengthen the system of labour migration management. The changes under way do little, however, to address the specific problems that existed before the ban. In addition, in developing initiatives that are restricted to the establishment of an agreement with Malaysia, increasing regulation and improving conditions in training centres, Cambodia is missing an opportunity to establish a comprehensive and self-sustainable system of protection, welfare and support for migrant workers. Cambodia has a unique opportunity to set up enduring systems that can regulate recruiters and protect migrants as the sector expands to other countries and other industries. In not taking full advantage of this opportunity, there is a real chance that this ban will not be the last.

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Damacena, Giseli Nogueira, Célia Landmann Szwarcwald, and Aristides Barbosa Júnior. "Implementation of respondent-driven sampling among female sex workers in Brazil, 2009." Cadernos de Saúde Pública 27, suppl 1 (2011): s45—s55. http://dx.doi.org/10.1590/s0102-311x2011001300006.

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Female sex workers are known in Brazil and elsewhere in the world as one of the most-at-risk populations for risk of HIV infection, due to their social vulnerability and factors related to their work. However, the use of conventional sampling strategies in studies on most-at-risk subgroups for HIV is generally problematic, since such subgroups are small in size and are associated with stigmatized behaviors and/or illegal activities. In 1997, a probabilistic sampling technique was proposed for hard-to-reach populations, called Respondent-Driven Sampling (RDS). The method is considered a variant of chain sampling and allows the statistical estimation of target variables. This article describes some assumptions of RDS and all the implementation stages in a study of 2,523 female sex workers in 10 Brazilian cities. RDS proved appropriate for recruiting sex workers, allowing the selection of a probabilistic sample and the collection of previously missing information on this group in Brazil.

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Goode, Sarah. "‘Researching a Hard-To- Access and Vulnerable Population: Some Considerations on Researching Drug and Alcohol-Using Mothers’." Sociological Research Online 5, no. 1 (May 2000): 61–73. http://dx.doi.org/10.5153/sro.438.

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Research indicates that the number of women using drugs, including alcohol, is increasing nationally, particularly among women of childbearing age. Nevertheless it is still largely men who contact drug or alcohol agencies for help, while women with children are particularly reluctant to access services and tend to remain a hidden population. Thus learning more about the lives of substance-using mothers is an important area of concern, pragmatically in terms of developing effective social policy which addresses their and their families’ needs, and sociologically in terms of studying a little-known and vulnerable population. This article discusses the conduct of a project set up to address this gap in knowledge and investigate the everyday lives and experiences of a sample of substance-using mothers in the mid-1990s. Accessing this population proved very difficult because of such factors as the women's involvement in illegal activities, lack of stable housing, and the stigma of being a mother with a substance-use problem. Several strategies to overcome these problems were tried, of which the most successful was relying on drug and alcohol workers as gate-keepers to assist in locating and recruiting volunteers for interview. Because it was so central to the success of the project, as the research progressed the role of the drug-worker became itself a focus for analysis. Having discussed aspects of the researcher/respondent relationship, therefore, the article focuses on the drug-worker/client relationship, and concludes by suggesting that drug-workers are typically required to act in both a counsellor and an authoritarian role, which appears from the research to lead at times to a problematic relationship with clients. The article ends by questioning whether the nature of the drug-worker/client relationship and the drug-worker's status as gate-keeper may at times in itself contribute to the research inaccessibility of this vulnerable population.

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Radcliffe, Polly, Martha Canfield, Maggie Boreham, Sally Marlow, and Gail Gilchrist. "How to capture the experience of mothers with alcohol problems involved in English family court proceedings – lessons from the field." Advances in Dual Diagnosis 13, no. 1 (January 23, 2020): 46–55. http://dx.doi.org/10.1108/add-11-2019-0015.

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Purpose It proved difficult to recruit sufficient mothers to a prospective cohort study designed to explore the factors and characteristics of mothers whose children are the subject of the public care system as a result of their drinking, retaining or losing care of their children. In conducting interviews instead with social workers in six local authorities, the repurposed study aimed to explore their views of the barriers and facilitators to involving this “hard to reach” population of mothers in research at the beginning of care proceedings. Design/methodology/approach For this study, 36 semi-structured telephone interviews were conducted with child and family social workers and social work managers located in six English local authorities. Transcripts were analysed using Nvivo and coded thematically. Findings Workforce issues and social work workload, court timescales and the additional burden that participating in research at a time of enormous stress for mothers were described as barriers to recruitment. Social workers suggested that the criteria for including participants could be widened to include mothers in pre-proceedings and that recruitment could take place via substance use services with whom mothers do not have an antagonistic relationship. Research limitations/implications The perspective of social work practitioners and not mothers themselves on barriers to engagement in research is a limitation of the study. Innovative and flexible research design is needed to include the participation of mothers whose alcohol use has led to court proceedings in research. Originality/value Few studies have investigated the barriers and facilitators to engaging mothers in research at the point that care proceedings have been issued. The re-purposed study highlighted the particular stresses on mothers and social workers and made recommendations for alternative strategies for recruiting these mothers and representing their experience in research.

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Saunders, Jack. "Emotions, Social Practices and the Changing Composition of Class, Race and Gender in the National Health Service, 1970–79: ‘Lively Discussion Ensued’." History Workshop Journal 88 (2019): 204–28. http://dx.doi.org/10.1093/hwj/dbz023.

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Abstract During the 1970s, Britain’s trade unions expanded into new areas of the economy, making considerable progress among the low-paid workers of the expanding welfare state. The Confederation of Health Service Employees (COHSE) and the National Union of Public Employees (NUPE) both made huge strides recruiting women and particularly women of colour in the National Health Service, as the laundry, cleaning, catering and portering services of Britain’s hospitals became union strongholds. This article questions why the increased weight of feminized service work is so marginal in our idea of 1970s workplace activism and why it features so rarely in histories of British trade unionism, despite being one of the movement’s most significant growth areas. Drawing on NUPE’s photographic archive, I argue that by looking at the changing character of worker-activist visual culture in this period we can reinsert women and women of colour back into those histories. This is followed by a close reading of trade-union branch minutes which explores how women re-ordered the gendered hierarchy of both their male-dominated union and their hospital between 1970 and 1979, exercising new-found agency within the highly paternalist setting of the NHS.

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Soulina, Fitri, and Nadia Yovani. "Forced labor practices of Indonesian migrant fishing vessels crew on Taiwan-Flagged Ships? A need for cognitive framework transformation." Journal of Social Studies (JSS) 16, no. 2 (September 24, 2020): 157–82. http://dx.doi.org/10.21831/jss.v16i1.32260.

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The foreign labor market delivers Indonesian workers with low qualifications for work in the informal fisheries sector as a fishing vessel crew (AKP). On the one hand, the use of Indonesian workers assists in increasing the absorption of domestic labor. Still, in real conditions, the workers are confronted with violations practices of labor rights. More than that, in the homestead, migrants' fishing vessel crew experience the repudiation of labor rights and human rights. Based on previous studies mapping, the phenomenon 'labor exploitation' is associated with functional dimensions of policy and regulation and its relation to rational action in the economic context. Those case studies of Taiwanese flagship's fishing vessel crew have not yet caught on to the complexity of continuous practice in Indonesian migrants from recruiting procedures to entirely adhering to the causes of migrants' precariousness. Using institutional analysis, the findings show the dynamics between institutions and actors in the labor market, ignoring important micro aspects to transpose to eliminate occupational practices. Neglect of the social-economic context's cognitive element builds a considerable gap between existing beleid and the resulting transformation.

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Soulina, Fitri, and Nadia Yovani. "Forced labor practices of Indonesian migrant fishing vessels crew on Taiwan-Flagged Ships? A need for cognitive framework transformation." Journal of Social Studies (JSS) 16, no. 2 (September 24, 2020): 157–82. http://dx.doi.org/10.21831/jss.v16i2.32260.

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The foreign labor market delivers Indonesian workers with low qualifications for work in the informal fisheries sector as a fishing vessel crew (AKP). On the one hand, the use of Indonesian workers assists in increasing the absorption of domestic labor. Still, in real conditions, the workers are confronted with violations practices of labor rights. More than that, in the homestead, migrants' fishing vessel crew experience the repudiation of labor rights and human rights. Based on previous studies mapping, the phenomenon 'labor exploitation' is associated with functional dimensions of policy and regulation and its relation to rational action in the economic context. Those case studies of Taiwanese flagship's fishing vessel crew have not yet caught on to the complexity of continuous practice in Indonesian migrants from recruiting procedures to entirely adhering to the causes of migrants' precariousness. Using institutional analysis, the findings show the dynamics between institutions and actors in the labor market, ignoring important micro aspects to transpose to eliminate occupational practices. Neglect of the social-economic context's cognitive element builds a considerable gap between existing beleid and the resulting transformation.

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Sepp, Jaana, Marina Järvis, and Karin Reinhold. "Work-Related Psychosocial Risk Factors and Care Workers Mental Health (In Estonian Nursing Homes)." Economics and Business 33, no. 1 (January 1, 2019): 5–21. http://dx.doi.org/10.2478/eb-2019-0001.

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Abstract The humankind is ageing rapidly, and as a result, there is an increasing need for old people’s homes. The nursing homes face different problems in financing and recruiting the labour force and management. Lack of resources causes the situation, when managers have to find possibilities to accomplish services and to provide quality care with the limited funds. This situation has an additional impact on the nursing professionals, who have to deal with many psychosocial risk factors in their work. The aim of the paper is to explore the work-related psychosocial risk factors and their relationships with mental health problems (MHPs) amongst care workers. A cross-sectional survey was undertaken amongst the care workers in nine Estonian nursing homes. Psychosocial work factors and MHPs (stress, somatic symptoms, depressive symptoms, burnout, cognitive symptoms, and sleep disorders) were analysed using the second version of the Copenhagen Psychosocial Questionnaire (COPSOQ II). Descriptive statistics and Pearson’s r correlation were used to analyse the data. The analysis was based on 340 care worker surveys. The highest mean scores for the studied work-related psychosocial factors were recorded for the quantitative demands, influence, rewards, role conflicts, trust, insecurity and work-family balance. Low mean scores were recorded for the meaning of work, role clarity, social relationships at work. The lowest score was followed by burnout and the highest - by cognitive symptoms.

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ColÓn, Rosa M., Sherry Deren, Honoria Guarino, Milton Mino, and Sung-Yeon Kang. "Challenges in Recruiting and Training Drug Treatment Patients as Peer Outreach Workers: A Perspective From the Field." Substance Use & Misuse 45, no. 12 (April 9, 2010): 1892–908. http://dx.doi.org/10.3109/10826081003684863.

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Packard, Randall M. "The Invention of the ‘Tropical Worker’: Medical Research and the Quest for Central African Labor on the South African Gold Mines, 1903–36." Journal of African History 34, no. 2 (July 1993): 271–92. http://dx.doi.org/10.1017/s0021853700033351.

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In 1903 the South African mining industry began recruiting African labor from Central Africa in order to shore up their labor supplies. From the outset, Central African recruitment was problematic, for Central African mine workers died at very high rates. The primary source of Central African mortality was pneumonia. In response to this high mortality the Union government threatened to close down Central African recruitment, a threat which they carried out in 1913. From 1911 to 1933, the mining industry fought to maintain, and then after 1913 to regain access to Central African labor. Of central importance in this struggle were efforts to develop a vaccine against pneumonia. While the mine medical community failed to produce an effective vaccine against pneumonia, the Chamber of Mines successfully employed the promise of a vaccine eventually to regain access to Central African Labor in 1934. The mines achieved this goal by controlling the terrain of discourse on the health of Central African workers, directing attention away from the unhealthy conditions of mine labor and toward the imagined cultural and biological peculiarities of these workers. In doing so the mines constructed a new social category, ‘tropical workers’ or ‘tropicals’. The paper explores the political, economic and intellectual environment within which this cultural construction was created and employed.

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McDonald, Kimberly S., and Alina M. Waite. "Future Directions: Challenges and Solutions Facing Career Readiness and Development in STEM Fields." Advances in Developing Human Resources 21, no. 1 (December 1, 2018): 133–38. http://dx.doi.org/10.1177/1523422318814552.

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The Problem This issue has highlighted some of the challenges in recruiting, preparing, and retaining individuals in science, technology, engineering, and mathematics (STEM) careers. Specifically, there is an increasing need to attract and prepare more STEM workers, address the underrepresentation of women in these careers, and provide ways to develop STEM students’ and employees’ social skills. The Solution These challenges require a systems approach involving educational institutions, community programs, and businesses and industry. Human resource development (HRD) initiatives and expertise are needed in all types of organizations to support the preparation and retention of a vibrant STEM workforce. The Stakeholders Teachers and faculty working with STEM students, managers and HRD practitioners, and HRD scholars interested in STEM careers.

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Bjørge, Anne Kari, and Sunniva Whittaker. "Language Management in a Multinational Workforce: The Knowledge Worker Perspective." HERMES - Journal of Language and Communication in Business 27, no. 54 (December 22, 2015): 137. http://dx.doi.org/10.7146/hjlcb.v27i54.22952.

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<p>Organisations recruiting knowledge workers worldwide face a considerable challenge with regard to the choice of corporate language. The use of English as a lingua franca is often perceived as the most obvious option. However, there may be good arguments for using the host country language even in cases where the language in question is relatively small and the English skills of the local population are high. Our paper reports on the results of a study of a Nordic organisation that has chosen the local language as its corporate language. We investigate the implications for the employees’ professional and social identity and also discuss the language ideology underlying this choice. The study is based on both interviews and a survey conducted among both local and international members of the organization.</p>

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Kremakova, Milena I. "Trust, Access and Sensitive Boundaries between ‘Public’ and ‘Private’: A Returning Insider's Experience of Research in Bulgaria." Sociological Research Online 19, no. 4 (December 2014): 148–61. http://dx.doi.org/10.5153/sro.3487.

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The article argues that social researchers need a critical, locally situated and historically informed understanding of the categories of ‘public’ and ‘private’, in particular when carrying out research in post-socialist Eastern Europe. Drawing on an ethnographic study of the working lives of Bulgarian maritime workers, the article discusses a range of ethical fieldwork dilemmas encountered while negotiating field access, maintaining relations with gatekeepers, recruiting participants, establishing rapport, interviewing, gaining access to documentary evidence and exiting the field. The analysis focuses on the conceptual and practical boundaries between the ‘public’ and the ‘private’ and highlights the entanglement of the public and private spheres. The notion of ‘returning insider’ is developed and the implications of the returning insider's positionality are discussed in Bulgarian post-socialist context.

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Жигун and Lyeonid ZHigun. "Ways to Recruit and Retain Specialists in Innovation-Oriented Organizations of Russia." Management of the Personnel and Intellectual Resources in Russia 3, no. 6 (December 15, 2014): 49–53. http://dx.doi.org/10.12737/7301.

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The paper discusses how to create proper arrangements to attract and retain high-class professionals, innovation-oriented organizations are in need of. Key elements of a vacant job attractiveness from the standpoint of a job seeker are highlighted. It is emphasized that conditional to retaining recruited workers is the ability of employing company to meet the needs and wants on part of workers, as these are increasing as the production, labor, social and psychological relations at work undergo changes. Attention is drawn to the fact, that wants and needs of well-qualifi ed employees diff er radically from those of conventional workforce and to meet these conventional needs is insuffi cient to recruit and retain highly professional specialists. The analysis of gaps between employers’ requirements to personnel and counter requirements of innovation-driven specialists to job positions are analyzed based on the D. Goleman, R. Boyatzis and A. McKee model, which breakdowns employees’ intellectual activities in four groups of emotional intelligence competences, namely, emotional self-awareness; self-control; social sensitivity and relationship management. Based on results of analysis, the author puts forward a proposal, that the policies of recruiting and retaining innovation-driven workers should be built on the foundation of scientifi c principles, set forth in this paper, thus enabling employers to set up proper work conditions helpful to creative intellectual work in the given sphere of activities.

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Tran, Bach Xuan, Anh Kim Dang, Phong Khanh Thai, Huong Thi Le, Xuan Thanh Thi Le, Toan Thanh Thi Do, Tu Huu Nguyen, et al. "Coverage of Health Information by Different Sources in Communities: Implication for COVID-19 Epidemic Response." International Journal of Environmental Research and Public Health 17, no. 10 (May 20, 2020): 3577. http://dx.doi.org/10.3390/ijerph17103577.

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Health personnel and community workers are at the front line of the COVID-19 emergency response and need to be equipped with adequate knowledge related to epidemics for an effective response. This study aimed to identify the coverage of COVID-19 health information via different sources accessed by health workers and community workers in Vietnam. A cross-sectional study using a web-based survey was carried out from January to February 2020 in Vietnam. Respondent-driven sampling (RDS) was used for recruiting participants. We utilized the exploratory factor analysis (EFA) to examine the construct validity of the questionnaire. A higher percentage of participants knew about “Clinical and pathogen characteristics of COVID-19”, compared to “Regulations and policies related to COVID-19”. The percentage of participants accessing the information on “Guidelines and policies on prevention and control of COVID-19” was the lowest, especially among medical students. “Mass media and peer-educators” channels had a higher score of accessing COVID-19 information, compared to “Organizations/ agencies/ associations” sources. Participants consumed most of their COVID-19 information via “Internet, online newspapers, social networks”. Our findings indicate an urgency to re-design training programs and communication activities for a more effective dissemination of information related to the COVID-19 epidemic or epidemics in general.

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Turek, Konrad, and Kène Henkens. "How Skill Requirements Affect the Likelihood of Recruitment of Older Workers in Poland: The Indirect Role of Age Stereotypes." Work, Employment and Society 34, no. 4 (May 29, 2019): 550–70. http://dx.doi.org/10.1177/0950017019847943.

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This article analyses the role of age stereotypes in the employability of older people. Unlike in existing studies, we shift emphasis from a direct consideration of stereotypes, focusing instead on skill requirements during recruitment. Using five waves of an employer survey from Poland, we assess how the likelihood of recruiting people over 50 years old depends on the skill requirements of the post. This study uses a real-life framework by referring to existing vacancies and actual requirements that reflect labour demands at the scale of an entire national labour market. The results suggest that some requirements lead to age bias during recruitment, and the chances of an older candidate being hired are especially hindered in jobs requiring computer, physical, social, creative and training skills. By illustrating an indirect link between age stereotypes and age discrimination, this study contributes to an understanding of the mechanisms that reduce employability of older people.

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Drury, Pauline. "Employer branding." Human Resource Management International Digest 24, no. 3 (May 9, 2016): 29–31. http://dx.doi.org/10.1108/hrmid-02-2016-0015.

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Purpose The purpose of this paper is to examine the effects of employer branding on company attractiveness to younger workers. Design/methodology/approach The paper analyzes the relative importance attached to symbolic and functional company attributes using a survey conducted at a large North American university. It considers the impact of differing levels of work experience on responses to employer branding. Findings The best employers get nearly twice as many job applications compared with other organizations. So when they are recruiting, they can pick and choose from a bigger talent pool and select the very best applicants. The “baby boomer” generation is retiring from the workforce, and later generations are smaller in size. The result of these demographic factors has been to increase fears of labor shortages. Competition for a shrinking talent pool of younger workers means that employers need to focus on the things that make their company attractive to potential applicants. Practical implications The study suggests ways in which human resources professionals can maximize the effectiveness of employer branding as a means of attracting job applications from young workers. Social implications It notes that symbolic attributes are more strongly predictive of company attractiveness than functional attributes and that this effect becomes more marked with work experience. Originality/value This paper aims to show how marketing concepts can be applied in a human resource context.

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Nizmi, Yusnarida Eka. "Mengurai Fenomena Perdagangan Perempuan di Negara-negara Teluk dan Timur Dekat." Andalas Journal of International Studies (AJIS) 4, no. 1 (May 1, 2015): 64. http://dx.doi.org/10.25077/ajis.4.1.64-79.2015.

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Women trafficking rises in three ways. First, job vacancy or salary. When someone desperates in economic condition, fake job can be easily success in recruiting a thousand workers by giving fake promise in particular countries. Women trafficking are also running well besause of fake marriage. In some countries which life extremely difficult for unmarried women and marriage is the only way to get convenience , social rights and avoid bullying in her whole life. The second, women trafficking exist because they are sold by their family.Poverty, desperate, and unemployment drive many family sell their children in women trafficking. Finally, love story . Many victims are forced to get involved in women trafficking because of love. These three conditions are the main reason why gulf states and near east become destination for women trafficking. Keywords: human trafficking, women trafficking, cheap labour, gulf states, near east

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Islam, M. Saiful. "Perilous Wages: Predicaments of Female Labour Migration from Bangladesh to the Middle East." Issues in Social Science 6, no. 1 (March 15, 2018): 61. http://dx.doi.org/10.5296/iss.v6i1.14933.

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The recent bilateral agreement between Bangladesh and the Gulf Cooperation Countries (GCC) has facilitated migration of female domestic workers, which has opened up an opportunity as well as challenge for Bangladesh. Opportunities are quite significant in a sense that male migration has already been saturated in the GCC countries which has a major impact on the flow of remittances. The abundant and employable female labour force in Bangladesh could easily contribute to this international labour migration, and thereby add to the national economic development. There are serious problems as well since many Bangladeshi female domestic workers are reported to be exploited, sexually abused and raped by the middle man, recruiting agents, and the overseas employers. Many women fled from their employer and sought shelter at the Bangladesh consulate in Jeddah and Riyadh, alleging that they are either being tortured, not properly fed, paid, or not given job as promised. Many female migrants left their family members and young children at home in Bangladesh, which created further social problems as women are still considered as homemakers and childcare providers in the Bangladeshi cultural context. At this backdrop, the time is up to find out ways to make female domestic migration safe and secure. Both the sending and receiving countries must come up with policies and awareness programs that would ensure safety for the female domestic workers. It requires a strong commitment from both the sending and receiving countries that the policies, acts and laws are in favour of female migrant workers. National and international NGOs, civil society and media could play vital role to adopt and implement appropriate policies for safe and sound migration of the female domestic workers.

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Ermolieva, E. G., and N. Yu Kudeyarova. "The phenomenon of new Spanish emigration: its historical retrospect and present post-crisis reality." Cuadernos Iberoamericanos, no. 3 (September 28, 2015): 25–36. http://dx.doi.org/10.46272/2409-3416-2015-3-25-36.

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The article outlines new trends in the international flows of highly-skilled human resources from Spain because of deep economic crisis started in 2008 with its dramatic social consequences. High levels of youth unemployment as a result of downturn of national labor market provoked emigration of young Spaniards. The paper aims to compare the main socio-economic characteristics of recent migration and massive movements of the 1960-1970s when thousands of domestic Spaniards went abroad, to neighboring European countries to find a job and better life conditions. That historical wave of migration had rotary cycles and was composed mainly by low educated and unskilled workers. In comparison, among recent Spanish-born emigrants predominates educated and highly-qualified youth. However the Europe is the main end of attraction, some Latin American countries are increasing their importance due to the government politics with the purpose of recruiting Spanish scientists and highly qualified professionals.

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Journal articles on the topic 'Social workers – Recruiting'

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