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Journal articles on the topic 'Sources of Recruitment'

Author: Grafiati

Published: 10 September 2021

Last updated: 25 July 2025

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1

Brenden, Travis O., Iyob Tsehaye, James R. Bence, Jeannette Kanefsky, and Kim T. Scribner. "Indexing recruitment for source populations contributing to mixed fisheries by incorporating age in genetic stock identification models." Canadian Journal of Fisheries and Aquatic Sciences 75, no. 6 (2018): 934–54. http://dx.doi.org/10.1139/cjfas-2016-0525.

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We describe a methodology for estimating relative recruitments for source populations (sources) contributing to mixed fisheries by incorporating age into genetic stock identification models. The approach produced recruitment estimates that were strongly correlated (median correlation = 0.849; 2.5 and 97.5 percentile in correlations = 0.613 and 0.951, respectively) with simulated recruitments across various design factors, including number of sources, genetic divergence among sources, and temporal variation in source recruitments. Sensitivity analyses indicated that the approach was robust to a

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Varun, Shenoy, and S. Aithal P. "Literature Review on Primary Organizational Recruitment Sources." International Journal of Management, Technology, and Social Sciences (IJMTS) 3, no. 1 (2018): 37–58. https://doi.org/10.5281/zenodo.1210777.

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The process of recruitment is a primary method of people absorption function in any organization. Various companies small and big, strategize and adopt various tactics in choosing the right source of recruitment or hiring quality professionals on to their workforce. Therefore, this research aims to investigate or enquire the various research literature published on various main recruitment methods implemented in company's recruitment process or function. In this paper, the resultant outcomes based on last 20 years literature investigation are discussed in detail through a systematic review

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Lutfi Al-Khasawneh, Akif, Nazem Mahmoud Malkawi, and Abdulla Ayed AlGarni. "Sources of recruitment at foreign commercial banks in Jordan and their impact on the job performance proficiency." Banks and Bank Systems 13, no. 2 (2018): 12–26. http://dx.doi.org/10.21511/bbs.13(2).2018.02.

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The purpose of this study was to identify sources of recruiting as practiced by the foreign commercial banks operating in Jordan and their impact on job performance proficiency. Six foreign banks were chosen randomly, 160 questionnaires were distributed to employees from the human resource departments at these banks, 121 valid questionnaires were recovered – 76% – and statistically analyzed. Results revealed the highest level of using internal recruitment sources related to accelerating promotion. External recruitment sources related to online ads and attracting distinctive graduates. There is

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Sajeena, .U. "RECRUITMENT AND SELECTION STRATEGIES OF PUBLIC SECTOR UNDERTAKINGS." International Journal of Research -GRANTHAALAYAH 5, no. 2 (2017): 333–37. https://doi.org/10.5281/zenodo.376075.

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This study examines the impact of recruitment and selection strategies of public sector undertaking .In the Indian context, Public sector or the PSEs primarily constitute the corporate bodies where 51% or more equity is held by the government, created under the special acts of legislature, or registered under the companies Act 1956.Primary data on various aspects of recruitment and selection were collected from the employees of different undertakings with the help of well framed questionnaire that was duly filled by the HRM officials and employees. This study highlight the emerging trends in t

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Tautz, J., and D. C. Sandeman. "Recruitment of honeybees to non-scented food sources." Journal of Comparative Physiology A 189, no. 4 (2003): 293–300. http://dx.doi.org/10.1007/s00359-003-0402-6.

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Pesek, James, and Charles McGee. "Recruitment Source As A Factor Affecting Turnover & Performance In Hospitals." Journal of Applied Business Research (JABR) 4, no. 1 (2011): 167. http://dx.doi.org/10.19030/jabr.v4i1.6457.

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This study examines the methods by which staff are recruited by hospitals A brief review of the literature on recruitment source effectiveness is presented. Data on 375 employees from 3 hospitals are used to examine the relationships between recruitment sources, turnover, and performance. The results reveal that employee referrals are one of the more effective recruitment sources for hospital staff.

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Dhotre, Avinash C., Laxmikant S. Shrimangal, and Kalyan B. Dhawle. "Recruitment and Selection Methods Used in Private Sector: With Special Reference to Aurangabad District." International Journal of Advance Study and Research Work 4, no. 3 (2021): 1–12. https://doi.org/10.5281/zenodo.4604689.

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<strong><em>The present research study is concerned with the recruitment and selection process in private organizations of Aurangabad district. Recruitment and selection is the main function of human resource management. The study overviews the challenges and issues of HRM, a global scenario of recruitment, current trends in recruitment and selection, etc. The profile of the Aurangabad industrial sector is of major significance while studying the recruitment and selection process. The review of literature has overviewed all elements of the recruitment and selection process. The study has been

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Lin, Hsiu-Fen. "The impact of company-dependent and company-independent information sources on organizational attractiveness perceptions." Journal of Management Development 34, no. 8 (2015): 941–59. http://dx.doi.org/10.1108/jmd-12-2013-0161.

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Purpose – Grounded in the extended technology acceptance model and dual-process theory, the purpose of this paper is to develop a research model to examine the impact of company-dependent (e.g. recruitment web sites) and company-independent (e.g. social influences) information sources on job seeker perceptions of organizational attractiveness. Design/methodology/approach – Utilizing data collected from 193 participants in Taiwan, various relationships in the research model are tested using the partial least squares approach. Findings – The results indicated that job seeker beliefs (perceived u

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T., Vidhya, and Sumathi M. "Human Resource Management." Shanlax International Journal of Commerce 6, S2 (2018): 61–63. https://doi.org/10.5281/zenodo.3243791.

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The Human Resources are the important asset of an organization. The success or  failure of an organization is largely depends on calibre of the people therein. Without positive and creative contribution from the people, organizations cannot progress and prosper. In order to achieve the goals or activities of an organization, they need to keep the present as well as the future the feature recruitments of the organization. A RECRUITMENT is de ned as, “a process to discover thee sources of manpower to meet the recruitments of the staf ng schedule and to employ effective measures for

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Zaili Rusli, Hugi Pribandani, Meyzi Heriyanto,. "POLA REKRUTMEN PETUGAS HAJI PADA KANTOR KEMENTERIAN AGAMA KOTA PEKANBARU." JIANA ( Jurnal Ilmu Administrasi Negara ) 18, no. 2 (2020): 136–42. https://doi.org/10.46730/jiana.v18i2.7941.

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Hajj Officer Recruitment Patterns at Pekanbaru Ministry of Religion Office s.This study aims to determine the pattern of Recruitment Officer Haji In the Office of Religious Affairs of Pekanbaru either of the recruitment process, the terms of recruitment, recruitment Sources, Methods Rektrutmen. This research use approach qualitative research methods. The primary data obtained directly through interviews, that the City Kementerian Agama pekanbaru. Secondary data were obtained from the research document. Results of the study that pattern Recruitment Officer Haji In Pekanbaru City Office of Relig

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Fielder, David G. "Sources of Walleye Recruitment in Saginaw Bay, Lake Huron." North American Journal of Fisheries Management 22, no. 3 (2002): 1032–40. http://dx.doi.org/10.1577/1548-8675(2002)022<1032:sowris>2.0.co;2.

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Vivek, Ramakrishnan. "Is Blind Recruitment an Effective Recruitment Method?" International Journal of Applied Research in Business and Management 3, no. 3 (2022): 56–72. http://dx.doi.org/10.51137/ijarbm.2022.3.3.4.

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Recruitment is a major activity of human resources management that decides the performance of the organization. One of the major drawbacks is that the selection of the candidate can be dependent on the demographics, appearance, and cultural differences of candidates. According to the literature review analysis, blind recruitment is linked to only a few studies, and a gap has been identified in knowledge areas. Thus, through this study, the researcher has reviewed the concept of blind recruitment. Then, the objectives of the study were to identify new themes in blind recruitment and to explore

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Ladkin, Adele, and Dimitrios Buhalis. "Online and social media recruitment." International Journal of Contemporary Hospitality Management 28, no. 2 (2016): 327–45. http://dx.doi.org/10.1108/ijchm-05-2014-0218.

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Purpose – This paper aims to reflect on issues concerning online and social media recruitment in hospitality organisations. It considers the implications for employers and prospective employees, discussing areas of mutual relevance. Design/methodology/approach – The paper draws on existing research to examine the subject of online and social media recruitment. Secondary sources are used to provide a framework for the consideration of online and social media recruitment for hospitality organisations. A model for understanding online- and social media-empowered hospitality recruitment is propose

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Dobson, Lucianne, Miguel Rosa-Grilo, and Catherine Mummery. "051 Novel patient pre-screening model improves patient recruitment and reduces screen-failure rates for AD clinical trials." Journal of Neurology, Neurosurgery & Psychiatry 90, no. 12 (2019): A22.3—A22. http://dx.doi.org/10.1136/jnnp-2019-abn-2.73.

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Rapid recruitment of participants is essential for the execution of clinical trials in Alzheimer’s disease (AD). Our objective was to improve site-led recruitment and screen-failure rates for clinical trials in AD by developing a novel patient pre-screening model. Information relating to sources of patient pre-screening activities was collated from recruitment data sources across two interventional and eight observational clinical trials in AD. The most efficient sources of recruitment were via the Cognitive Disorders Clinics, Join Dementia Research (JDR) website and referrals across research

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Hoppu, Kalle. "Patient Recruitment—European Perspective." Pediatrics 104, Supplement_3 (1999): 623–26. http://dx.doi.org/10.1542/peds.104.s3.623.

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A considerable number of patients have to be recruited in a clinical trial to obtain solid results. In pediatric studies, patient recruitment is frequently problematic. In the simple common childhood illnesses, the number of recruitable patients is certainly large, but they may be hard to reach, and the imbalance between potential benefit and inconvenience of participation may reduce motivation to enroll. In severe diseases, the balance may be right, but the available number of patients may be small. Good communication with the child and family, as well as the motivation of colleagues to admit

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Wiedenmann, John, and Olaf P. Jensen. "Uncertainty in stock assessment estimates for New England groundfish and its impact on achieving target harvest rates." Canadian Journal of Fisheries and Aquatic Sciences 75, no. 3 (2018): 342–56. http://dx.doi.org/10.1139/cjfas-2016-0484.

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Overfishing continues for many stocks in the New England groundfish complex despite efforts to constrain harvest rates and rebuild populations. We evaluated the magnitude and sources of scientific uncertainty in catch targets for groundfish and found that since 2004, annual harvest rates have been 151% above the target while catches have been 29% below the target catch, on average, resulting from overly optimistic catch targets for the majority of stocks. Multiple sources of scientific uncertainty contributed to this overestimation, but the largest contributor was overestimated abundance. By e

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Sinaga, Alfikri Rozan, and Farhan Indra. "POLA REKRUTMEN KEMENTERIAN AGAMA DALAM MENENTUKAN TIM PETUGAS HAJI INDONESIA KOTA TANJUNGBALAI." Jurnal Indonesia : Manajemen Informatika dan Komunikasi 4, no. 3 (2023): 999–1004. http://dx.doi.org/10.35870/jimik.v4i3.302.

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The Recruitment Pattern of the Ministry of Religion in Determining the Tanjungbalai City Indonesian Hajj Officer Team. This study aims to determine the Recruitment Patterns of the Ministry of Religion in Determining the Tanjungbalai City Indonesian Hajj Officer Team both from the recruitment process, recruitment requirements, recruitment sources, recruitment methods. This study uses a qualitative research method approach. Primary data was obtained directly through interviews, namely the Ministry of Religion of Tanjungbalai City. Secondary data obtained from research documents. The results of t

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Min, Hokey. "Examining sources of driver turnover from a managerial perspective." Journal of Transportation Management 13, no. 2 (2002): 59–68. http://dx.doi.org/10.22237/jotm/1030838760.

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There is growing concern about the declining profitability of the U. S. trucking industry. Such concerns often stem from the increased difficulty of recruiting and retaining qualified drivers. In fact, the trucking industry has been hit hard by shortages of qualified truck drivers over the last two decades. To cope with this chronic problem, trucking firms have attempted to formulate various driver recruitment and retention strategies that include pay raises, bonuses, equipment improvement, and adjustments in working hours. This article provides trucking firms with the means to implement a mor

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Kaur, Tavleen, and Ritesh Dubey. "Employee Reviews on Company Independent Sites and its Impact on Organizational Attractiveness: Role of Information Realism, Person – Environment Fit and Source Credibility Framework." Business: Theory and Practice 15, no. 4 (2014): 390–97. http://dx.doi.org/10.3846/btp.2014.404.

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Extant literature on recruitment has focused on the traditional sources of recruitment like company brochures, career fairs, and impact of such sources on intent to join the organization, productivity and turnover intention. The influence of recruitment related information on pre hire outcomes is still scarce and inconclusive. With the advent of technology and access to Internet, company websites have become an important source of recruitment. Apart from company websites, job seekers are now using company independent websites, forums or online communities to gather a more truthful picture and

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Kaur, Tavleen, and Ritesh Dubey. "Employee Reviews on Company Independent Sites and its Impact on Organizational Attractiveness: Role of Information Realism, Person – Environment Fit and Source Credibility Framework." Business: Theory and Practice 15, no. (4) (2014): 390–97. https://doi.org/10.3846/btp.2014.404.

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Extant literature on recruitment has focused on the traditional sources of recruitment like company brochures, career fairs, and impact of such sources on intent to join the organization, productivity and turnover intention. The influence of recruitment related information on pre hire outcomes is still scarce and inconclusive. With the advent of technology and access to Internet, company websites have become an important source of recruitment. Apart from company websites, job seekers are now using company independent websites, forums or online communities to gather a more truthful picture and

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Ohman, M. D. "Energy sources for recruitment of the subantarctic copepod Neocalanus tonsus1." Limnology and Oceanography 32, no. 6 (1987): 1317–30. http://dx.doi.org/10.4319/lo.1987.32.6.1317.

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Werbel, James D., and Jacqueline Landau. "The Effectiveness of Different Recruitment Sources: A Mediating Variable Analysis." Journal of Applied Social Psychology 26, no. 15 (1996): 1337–50. http://dx.doi.org/10.1111/j.1559-1816.1996.tb00074.x.

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Breed, M. D., and B. Bennett. "Mass recruitment to nectar sources inParaponera clavata: A field study." Insectes Sociaux 32, no. 2 (1985): 198–208. http://dx.doi.org/10.1007/bf02224233.

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Glaser, S. M., R. M. Feitosa, A. Koch, N. Goß, F. S. do Nascimento, and C. Grüter. "Tandem communication improves ant foraging success in a highly competitive tropical habitat." Insectes Sociaux 68, no. 2-3 (2021): 161–72. http://dx.doi.org/10.1007/s00040-021-00810-y.

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AbstractTropical ants experience intense intra- and interspecific competition for food sources, which influences their activity pattern and foraging strategies. Even though different ant species can coexist through spatial and temporal niche partitioning, direct competition for food cannot be avoided. Recruitment communication is assumed to help colonies to monopolize and exploit food sources successfully, but this has rarely been tested under field conditions. We studied if recruitment communication helps colonies of the Neotropical ant Pachycondyla harpax to be more successful in a highly co

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Nayia, Sharma. "A Study on Recruitment Process in "Midland Microfinance Limited" at Jal." International Journal of Engineering and Management Research 10, no. 1 (2020): 55–58. https://doi.org/10.31033/ijemr.10.1.10.

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<strong>Human Resources is the most valued and most treasured asset for any Organization. Best Outcome can be Judged with the efficient Recruitment and Selection strategies. The main objective of this paper is to streamline Recruitment process in Midland Microfinance Ltd at Jal. The study also focuses its attention to carry out and promote a fair and transparent recruitment procedure. The well-structured questionnaire was used for the data collection. The source of data was both primary and secondary. Data analysis has been done with statistical tools like tables, graphs, bar diagrams etc. Wit

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Webster, Melinda, Helen Kales, Lauren Parker, et al. "NATIONAL RECRUITMENT OF DIVERSE CAREGIVERS TO TEST AN ONLINE PLATFORM TO MANAGE BEHAVIORAL SYMPTOMS." Innovation in Aging 8, Supplement_1 (2024): 563. https://doi.org/10.1093/geroni/igae098.1843.

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Abstract Online platforms are promising scalable approaches to support diverse family caregivers. Testing these approaches requires recruiting nationally representative cohorts in terms of race, ethnicity, and geography. However, large-scale national recruitment is challenging given lack of best practices and inability to rely on local resources. We describe the recruitment sources used to enroll caregivers in an NIA-funded trial to test WeCareAdvisor, an online platform providing strategies to manage dementia-related behavioral symptoms. Over two years, 40 recruitment sources were pursued, yi

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Lynch, Meghan, and Catherine Mah. "Using internet data sources to achieve qualitative interviewing purposes: a research note." Qualitative Research 18, no. 6 (2017): 741–52. http://dx.doi.org/10.1177/1468794117731510.

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In this research note, we examine the function, merits, and challenges of using internet data sources, namely, social media discussion analysis and email interviewing, alongside data collected for the same study from traditional face-to-face interviewing. This comparison opportunity arose from recruitment challenges in our study, which investigated kindergarten teachers’ perspectives and experiences with play-based teaching in kindergartens. Although we had planned to use only face-to-face interviewing, recruitment challenges prompted the use of other data to examine the same research objectiv

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Narmadha., M. P., and M. R. Vanithamani Dr. "A Study on Future Talent Acquisition with Reference to e Recruitment Practices Followed in it and ITeS Companies." International Journal of Trend in Scientific Research and Development 2, no. 4 (2018): 1721–25. https://doi.org/10.31142/ijtsrd14321.

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This is a conceptual paper to study about the concept of electronic Recruitment, usage of social media network sites in e recruitment, forms of recruitment in organization and the advantages and disadvantages of e recruitment. The most crucial sources of competitive advantage are based on human resource efforts through attracting and retaining talented individuals. The internet has helped in attracting potential candidates to an organization from the recruitment process, which is referred to as E Recruitment. The practice of issuing a vacant position and applying for a job via a website has in

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Min, Deborah, Ji-Young Yun, Chad Parslow, Anushka Jajodia, and Hae-Ra Han. "Online-Based Recruitment Methods for Community-Dwelling Older Adults: Scoping Review and Lessons Learned From the PLAN Trial." Journal of Medical Internet Research 27 (February 25, 2025): e55082. https://doi.org/10.2196/55082.

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Background Despite rapid technological advancement and a considerably aging US population, there remains a gap in the literature pertaining to online-based recruitment strategies for older adults. Objective This study aimed to describe the lessons learned from the authors’ experience of recruiting a sample for PLAN (Preparing successful aging through dementia Literacy education And Navigation), an ongoing, community-based randomized controlled trial designed to promote the transition of community-dwelling Korean American older adults with probable dementia and their caregivers into the health

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Ashcroft, Jared, Khuloud Sweimeh, Jonathan Beck, and Linnea Fletcher. "Strategies to Increase Awareness, Recruitment, and Success in Community College Advanced Technical Education." Journal of Advanced Technological Education 1, no. 1 (2022): 28–35. https://doi.org/10.5281/zenodo.6506510.

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Community College Advanced Technological Education programs are prime sources for educating students for employment into the Skilled Technical Workforce, such as micro nanotechnology, biotechnology, and autonomous technologies. However, community college technical education programs struggle to make students aware of program availability, recruitment, and graduate students into the workforce. Recruitment and retention are fundamental to any workforce pipeline. Therefore, programs in biotechnology, nanotechnology, advanced manufacturing, autonomous technologies, and other Skilled Technical Work

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Johnsy, Johnson, and George Gisa. "A Comparative Study on Recruitment & Selection Process in Big Four Accounting Firms." RESEARCH REVIEW International Journal of Multidisciplinary 03, no. 11 (2018): 348–52. https://doi.org/10.5281/zenodo.1490550.

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Recruitment and selection are often entitled as the talent acquisition in the organisation and it is one of the key components at the starting point of human resources in organisation. There are many factors which contribute to the company’s prosperity such as employee ability, education, skill, experience, personality traits and motivation. Efficient recruitment and selection process will boost the organisational growth. The main objective of this paper is to study the recruitment and selection process in the Big Four accounting firms. This research paper highlights the odds and evens o

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Chhy, Sothy, and Norimune Kawai. "The Causal Impact of Recruitment and Selection on the Perceived Performance of Teachers: Evidence from Public Secondary Schools in Phnom Penh, Cambodia." Journal of Education for Sustainability and Diversity 3, no. 1 (2024): 28–52. http://dx.doi.org/10.57142/jesd.v3i1.540.

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In recent years, schools have investigated recruitment and selection practices to contribute to teacher performance, demonstrating that they value them. This quantitative study aimed to examine the impact of recruitment and selection practices on the performance of public secondary teachers in Phnom Penh, Cambodia, and the relationship between recruitment and selection and teacher performance. Our findings indicate that recruitment and selection impact teacher performance through processes and methods. It demonstrates the relationship between recruitment and selection and teacher performance t

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Salsabilah, Aisyah, Fatchia Fatimah Azzarna, Istiadzah Rizky A P, and Sentot Imam Wahjono. "HUMAN RESOURCE RECRUITMENT PROCESS: EXPLORING INNOVATIVE APPROACHES IN HUMAN RESOURCE OF WAREHOUSE KOREA-INDONESIA BY ALTNZYAAA." National Conference on Applied Business, Education, & Technology (NCABET) 3, no. 1 (2024): 222–30. http://dx.doi.org/10.46306/ncabet.v3i1.119.

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Human Resources (HR) is the main component and determines the success and failure of an organization or company. HR activities that will be managed and developed can increase effectiveness and efficiency with short-term and long-term planning goals. To get qualified prospective employees, the company must be able to carry out a good recruitment process. This research aims to explore the recruitment of human resources in the Korea-Indonesia warehouse by Altnzyaaa. This research is based on the key factors of effectiveness in the human resource recruitment process, namely recruitment constraints

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Edmunds, Peter J. "Recruitment hotspots and bottlenecks mediate the distribution of corals on a Caribbean reef." Biology Letters 17, no. 7 (2021): 20210149. http://dx.doi.org/10.1098/rsbl.2021.0149.

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Recruitment hotspots are locations where organisms are added to populations at high rates. On tropical reefs where coral abundance has declined, recruitment hotspots are important because they have the potential to promote population recovery. Around St. John, US Virgin Islands, coral recruitment at five sites revealed a hotspot that has persistent for 14 years. Recruitment created a hotspot in density of juvenile corals that was 600 m southeast of the recruitment hotspot. Neither hotspot led to increased coral cover, thus revealing the stringency of the demographic bottleneck impeding progres

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Liu, Yu-Lun, Kathleen A. Keeling, and K. Nadia Papamichail. "Should retail trade companies avoid recruiting maximisers?" Management Decision 53, no. 3 (2015): 730–50. http://dx.doi.org/10.1108/md-06-2014-0402.

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Purpose – The purpose of this paper is to investigate differences in characteristics, job outcome experiences and attitudes of maximiser and satisficer decision-making style groups working in the retail trade. Design/methodology/approach – A survey of 140 participants who have accepted a job offer in the retail trade in the past six months in the USA was conducted on Amazon Mechanical Turk. The survey examined participants’ opinions and attitudes towards their present job and established which job information source(s) they had used to search for retail trade job-related information. Findings

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Perrin, Robin D., and Armand L. Mauss. "Saints and Seekers: Sources of Recruitment to the Vineyard Christian Fellowship." Review of Religious Research 33, no. 2 (1991): 97. http://dx.doi.org/10.2307/3511907.

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Olley, R., RG Young, GP Closs, et al. "Recruitment sources of brown trout identified by otolith trace element signatures." New Zealand Journal of Marine and Freshwater Research 45, no. 3 (2011): 395–411. http://dx.doi.org/10.1080/00288330.2011.592196.

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Van Hoye, Greet. "Recruitment sources and organizational attraction: A field study of Belgian nurses." European Journal of Work and Organizational Psychology 21, no. 3 (2012): 376–91. http://dx.doi.org/10.1080/1359432x.2011.573146.

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Weller, Ingo, Brooks C. Holtom, Wenzel Matiaske, and Thomas Mellewigt. "Level and time effects of recruitment sources on early voluntary turnover." Journal of Applied Psychology 94, no. 5 (2009): 1146–62. http://dx.doi.org/10.1037/a0015924.

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Green, Anne E., and David W. Owen. "Skill Shortages and Recruitment Difficulties: Data Sources at a Local level." British Journal of Education & Work 5, no. 3 (1992): 57–77. http://dx.doi.org/10.1080/0269000920050305.

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Van Hoye, Greet, and Filip Lievens. "Investigating Web-Based Recruitment Sources: Employee testimonials vs word-of-mouse." International Journal of Selection and Assessment 15, no. 4 (2007): 372–82. http://dx.doi.org/10.1111/j.1468-2389.2007.00396.x.

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Vijaya, Mani. "The Effectiveness of Employee Referral as a Recruitment Source." International Journal of Management Sciences and Business Research 1, no. 11 (2012): 01–14. https://doi.org/10.5281/zenodo.3401893.

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An employee referral scheme encourages a company’s existing employees to select and recruit the suitable candidates from their social networks. As a reward, the employer typically pays the referring employee a referral bonus. Recruiting candidates using employee referral is widely acknowledged as being the most cost effective and efficient recruitment method to recruit candidates and as such, employers of all sizes, across all industries are trying to increase the volumes they recruit through this channel. The present study has made a comparative assessment of various recruitment sources

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Hemlata, Kenchund Gyanath, and Prathana Amrithlal Ms. "An Exploration of the Use of Online Technology to Improve the Recruitment and Selection Process at a TVET College." Journal of Marketing and HR 5 (July 10, 2017): 235–58. https://doi.org/10.5281/zenodo.3967180.

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Sourcing talent in a competitive labour market with a short supply of skilled labour is a difficult task for the human resource team and senior managers at the TVET College in this study. The purpose of this study is to explore the use of online technology to improve the recruitment and selection process at the College. The current approach to recruitment and selection was identified and the effectiveness of the recruitment sources used by the College in relation to its cost and reach was analysed. A comparative analysis of the current approach to recruitment and selection and the current tren

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Iskarim, Mochamad. "Rekrutmen Pegawai: Starting-Point menuju Kinerja Organisasi yang Berkualitas dalam Perspektif Manajemen Sumber Daya Manusia dan Islam." MANAGERIA: Jurnal Manajemen Pendidikan Islam 2, no. 2 (2017): 307–27. http://dx.doi.org/10.14421/manageria.2017.22-06.

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Success in employee recruitment system is a starting point toward a well performing organization. To gain employees who are match with the task requirements of an organization, requires some procedures, such as: job identification, job analysis, recruitment sources, recruitment method, and candidate interview and selection, as well as job offer. Referring to Islamic conception on employee recruitment, this research found numbers of principles in recruitment, they are: (a). merit system, that means reward system is given based on quality of services performed, (b). Belief in God and having high

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Белова, О., and O. Belova. "Modern Problems of Implementing Recruitment Functions in Russian Organizations (on the Example of Commercial Organizations in Moscow and the Moscow Region)." Management of the Personnel and Intellectual Resources in Russia 8, no. 1 (2019): 25–30. http://dx.doi.org/10.12737/article_5c50515de7c285.45174282.

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The article is devoted to the consideration of the leading trends in modern recruitment related to changes in views on the sources of efficiency, the development of strategic and marketing approach to staff, the active use of new principles, digital tools and methods. The results of the research of recruitment in the organizations of Moscow and Moscow region are summarized. The comparative analysis of the world and Russian trends in recruitment is given. The problems of the modern Russian recruitment complicating its development are allocated, necessity is shown and the main ways of its improv

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Siti Nur Atiqah Mohd Shafie, Mohd Noor Azam Nafi, Siti Nurhafizah Mohd Shafie, Nasuhar Ab. Aziz, Akmal Shafiq Badarul Azam, and Puteri Faida Alya Zainuddin6. "Leveraging Interactive Visualisation Using Tableau for Effective Human Resources Management." Journal of Mathematics and Computing Science 10, no. 2 (2024): 135–50. https://doi.org/10.24191/jmcs.v10i2.7393.

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Interactive visualisation tools like Tableau have revolutionised human resources data analysis, moving beyond static reports to dynamic dashboards that reveal meaningful information and enhance decision-making through clear and engaging manner. This paper aims to deliver insightful and interactive visualisations on the curiosities of employee profiling, factors influencing employee turnover, and effective recruitment sources. A sample of 113 employees was analysed, incorporating various demographic variables such as gender, marital status, citizenship status, race, and state, along with positi

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Fathima, Nazreena R. "E-recruitment strategies for effective recruitment: perception of recruiters in Chennai region." i-manager’s Journal on Management 18, no. 1 (2023): 37. http://dx.doi.org/10.26634/jmgt.18.1.19925.

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This study has examined the effectiveness of the internet as a source of recruitment. As a result, e-recruitment provides effectiveness in the hiring process by reducing costs and time. The outcome of the research indicates the idea of implementing and developing an organization's website to enable the e-recruitment system. The results have shown that the qualified employees generated from the e-recruitment system are more effective than other recruitment sources. Furthermore, the e-recruitment system has an impact on the applicant's decision to apply for the job, and the website presents the

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Kashtanova, YEkatyerina, and D. Zaharov. "The Main Directions of Improvement of the Modern Recruitment Service in the Company." Management of the Personnel and Intellectual Resources in Russia 9, no. 1 (2020): 13–18. http://dx.doi.org/10.12737/2305-7807-2020-13-18.

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The article deals with the issues related to the creation of conditions for the eff ective implementation of the function of recruitment and selection of personnel in the company. One of the main conditions put forward is the need to regulate the activities of the recruitment service, to establish uniform standards for all recruitment and selection procedures, to increase the ability of representatives of the recruitment service to interact with heads of departments on recruitment of candidates. A list of necessary internal local documents regulating the recruitment process and the actions of

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Davies, Teifion. "Recruitment into psychiatry: quantitative myths and qualitative challenges." British Journal of Psychiatry 202, no. 3 (2013): 163–65. http://dx.doi.org/10.1192/bjp.bp.112.115675.

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SummaryRecruitment into psychiatry is perceived as problematic in the UK but the paper by Goldacre and colleagues in this issue of the Journal shows that recruitment of new UK graduates has altered little over 35 years. Sources of psychiatry's malaise should be sought in its changing focus and the quality, rather than quantity, of its recruits.

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Mendes Athayde, André Luiz, Claudio Vaz Torres, and Stephanie Jeanne Thomason. "Guidance sources at work." Revista Gestão & Conexões 12, no. 1 (2023): 72–91. http://dx.doi.org/10.47456/regec.2317-5087.2023.12.1.38663.72-91.

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This study aimed to statistically test the influence of employees’ sociodemographic characteristics on their use of sources of guidance at work in the United States and Brazil. To achieve this objective, 220 employees from a Brazilian university and 166 employees from an American university filled out a paper-and-pencil questionnaire comprised of a previously-validated scale. Correlations and multiple linear regressions were run to test this influence. Among other results, American employees with higher education levels are more likely to use Informal Rules as sources of guidance at work. In t

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