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Journal articles on the topic 'The Recruitment Process'

Author: Grafiati

Published: 4 June 2021

Last updated: 27 April 2022

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1

Vincent, Vinod. "360° recruitment: a holistic recruitment process." Strategic HR Review 18, no. 3 (2019): 128–32. http://dx.doi.org/10.1108/shr-02-2019-0006.

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Purpose This paper aims to introduce the concept of 360° recruitment, which is a systematic, practical and holistic recruitment process that provides a reliable employee-selection structure for an organization of any size. Design/methodology/approach The recruitment process, which begins with establishing the correct selection criteria, provides a 360° view of a candidate by combining assessments, job interviews, reference checks and job previews. Findings Hiring the right employees is critical for the growth and success of an organization. However, many companies do not have an effective and

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2

Zand, Debra H., Nicole Renick Thomson, Mary Dugan, James Braun, Patricia Holterman-Hommes, and Patricia Hunter. "The Recruitment Process." Journal of Ethnicity in Substance Abuse 3, no. 2 (2004): 43–54. http://dx.doi.org/10.1300/j233v03n02_03.

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3

Cocuľová, Jana. "Recruitment Process Outsourcing." Acta Technologica Dubnicae 1, no. 2 (2011): 46–53. http://dx.doi.org/10.1515/atd-2015-0045.

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AbstractNowadays outsourcing presents a common way to increase business performance. This way of providing supporting business activities is more often used in the field of human resources. The paper deals with the topic of human resources outsourcing, especially the recruitment process outsourcing and it brings the views of several authors on the advantages and potential risks of its use.

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4

Smart, Nicola. "Understanding the Recruitment Process." Arteriosclerosis, Thrombosis, and Vascular Biology 40, no. 11 (2020): 2564–65. http://dx.doi.org/10.1161/atvbaha.120.315188.

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5

Ferris, Gerald R., Howard M. Berkson, and Michael M. Harris. "The recruitment interview process." Human Resource Management Review 12, no. 3 (2002): 359–75. http://dx.doi.org/10.1016/s1053-4822(02)00065-7.

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6

Österberg, JOHAN, EMMA Jonsson, and Anna Karin Berglund. "OFFICER RECRUITMENT – IMPROVING THE PROCESS." CONTEMPORARY MILITARY CHALLENGES, VOLUME 2018, ISSUE 20/2 (May 15, 2018): 23–35. http://dx.doi.org/10.33179/bsv.99.svi.11.cmc.20.2.1.

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Povzetek Edini način, da na Švedskem postaneš častnik, je, da končaš triletni program šolanja častnikov. V postopku selekcije za program šolanja častnikov je velika razlika med številom kandidatov in številom posameznikov, ki se v resnici začnejo šolati. Ena izmed posledic tega je, da program šolanja častnikov ni bil v celoti zapolnjen že od leta 2008, zaradi česar v švedski vojski primanjkuje častnikov. Prednostna naloga je torej popolnitev švedske vojske z zadostnim številom usposobljenih častnikov, zato se mora od zdaj naprej število kandidatov za častnike povečevati. Leta 2014 se je začel

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7

Fasang, Anette. "Recruitment in symphony orchestras: testing a gender neutral recruitment process." Work, Employment and Society 20, no. 4 (2006): 801–9. http://dx.doi.org/10.1177/0950017006069818.

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8

Sołek-Borowska, Celina, and Maja Wilczewska. "New Technologies in the Recruitment Process." Economics and Culture 15, no. 2 (2018): 25–33. http://dx.doi.org/10.2478/jec-2018-0017.

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Abstract Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a who

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9

Adikari, Pamila Sadeeka, Dileep De Silva, Sunil De Alwis, et al. "Improving recruitment process for nurses, professions supplementary to medicine and paramedical staff." Journal of Health Technology Assessment in Midwifery 3, no. 2 (2020): 94–98. http://dx.doi.org/10.31101/jhtam.1506.

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The recruitment process of nurses, professions supplementary to medicine and paramedical staffs had been a lengthy and labourers work for the Ministry of Health and Indigenous Medical Services (MoHIMS) of Sri Lanka. The process affected the regular recruitment of mentioned staff categories. Flaws in this system contributed negatively to the country's shortage of human resources for health (HRH) as well as efforts to improve the healthcare service delivery. The aim of the study was to identify the gaps in the traditional paper-based recruitment system of the MoHIMS and to design a suitable inte

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10

STAFSUDD, ANNA M. "RECRUITMENT POLICY VS. RECRUITMENT PROCESS: ESPOUSED THEORY AND THEORY-IN-USE." Academy of Management Proceedings 2003, no. 1 (2003): G1—G6. http://dx.doi.org/10.5465/ambpp.2003.13792975.

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11

Holm, A. B. "E-recruitment: Towards an Ubiquitous Recruitment Process and Candidate Relationship Management." German Journal of Human Resource Management: Zeitschrift für Personalforschung 26, no. 3 (2012): 241–59. http://dx.doi.org/10.1177/239700221202600303.

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12

Davies, Julie. "Legal aspects of the recruitment process." Nursing and Residential Care 13, no. 10 (2011): 500–502. http://dx.doi.org/10.12968/nrec.2011.13.10.500.

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13

Tsareva, Alina R., and Irina P. Bunkova. "Prospects for automating the recruitment process." Человек. Общество. Наука 2, no. 2 (2021): 79–82. http://dx.doi.org/10.53015/2686-8172_2021_2_2_79.

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14

Ibraimi, Xhemazie, and Enver Mala. "Civil Servants Recruitment Process in Kosovo." Journal of Legal Studies 27, no. 41 (2021): 26–43. http://dx.doi.org/10.2478/jles-2021-0003.

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Abstract In this study, we will analyze the instantaneous control in the recruitment of civil servants in the Republic of Kosovo. The purpose of the study is to achieve knowledge of the object of study, ie how the procedure of recruitment of civil servants is carried out, which procedures should be implemented until the establishment of employment in the civil service of Kosovo and which bodies are competent to control the legality of administrative acts of state administration bodies in the field of recruitment and establishment of employment of civil servants. Specifically the detailed aspec

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15

Methot, Richard D., and Ian G. Taylor. "Adjusting for bias due to variability of estimated recruitments in fishery assessment models." Canadian Journal of Fisheries and Aquatic Sciences 68, no. 10 (2011): 1744–60. http://dx.doi.org/10.1139/f2011-092.

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Integrated analysis models provide a tool to estimate fish abundance, recruitment, and fishing mortality from a wide variety of data. The flexibility of integrated analysis models allows them to be applied over extended time periods spanning historical decades with little information from which to estimate the annual signal of recruitment variability to modern periods in which more information about recruitment variability exists. Across this range of data availability, the estimation process must assure that the estimated log-normally distributed recruitments are mean unbiased to assure mean

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16

Camp, Ed, Angela B. Collins, Robert N. M. Ahrens, and Kai Lorenzen. "Fish Population Recruitment: What recruitment means and why it matters." EDIS 2020, no. 2 (2020): 6. http://dx.doi.org/10.32473/edis-fa222-2020.

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Recruitment, the process by which small fish transition to older, larger life stages, is probably the most important process that regulates populations of fish, but it is complicated to understand. This 6-page fact sheet written by Edward V. Camp, Robert N. M. Ahrens, Angela B. Collins, and Kai Lorenzen and published by the UF/IFAS Program in Fisheries and Aquatic Sciences, School of Forest Resources and Conservation explains the recruitment process in fish populations and why recruitment is so important to fisheries science and management. https://edis.ifas.ufl.edu/fa222

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17

Frączek, Adriana. "Social Media in the Employee Recruitment Process." Studia Gdańskie. Wizje i rzeczywistość XVII (June 1, 2021): 61–71. http://dx.doi.org/10.5604/01.3001.0014.9091.

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Satisfying the need for human resources in the organization, results from the employment plan. When it turns out that there is a vacancy in a particular position, either newly created or already existing, the recruitment procedure begins. A very important element in the recruitment of employees is the selection, which is understood as a series of actions taken to fill the vacant positions with suitable employees. The company can carry out the entire recruitment process on its own, by its Social Media in the Employee Recruitment Process own specialists, as well as may use the help of employment

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18

Katkovskaya, I. V. "ORGANIZATION OF THE AUDIT OF RECRUITMENT PROCESS." Vestnik Tomskogo gosudarstvennogo universiteta. Ekonomika, no. 34(2) (June 1, 2016): 66–77. http://dx.doi.org/10.17223/19988648/34/6.

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19

Jorgensen, Estelle R. "On the Recruitment Process in Amateur Ensembles." Canadian University Music Review, no. 6 (1985): 293. http://dx.doi.org/10.7202/1014041ar.

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20

Aseri, Salmin S. "Other specialties could improve recruitment process too." BMJ 331, no. 7531 (2005): s280.3—s280. http://dx.doi.org/10.1136/bmj.331.7531.s280-b.

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21

MARX, JONATHAN. "Organizational Recruitment as a Two-Stage Process." Work and Occupations 15, no. 3 (1988): 276–93. http://dx.doi.org/10.1177/0730888488015003003.

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22

KARAKHANYAN, ARMEN. "Competency approach to human resource recruitment process." Messenger of Armenian State University of Economics, no. 1 (2021): 51–63. http://dx.doi.org/10.52174/1829-0280_2021_1_51.

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23

Chandra Prasad, G. Anil. "New Age Recruitment Process - The AI Way." International Journal of Innovative Research in Engineering & Multidisciplinary Physical Sciences 9, no. 5 (2021): 1. http://dx.doi.org/10.37082/ijirmps.2021.v09si05.001.

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24

FraiJ, JihaD, and Várallyai László. "literature Review: Artificial Intelligence Impact on the Recruitment ProcessA LITERATURE REVIEW: ARTIFICIAL INTELLIGENCE IMPACT ON THE RECRUITMENT PROCESS." International Journal of Engineering and Management Sciences 6, no. 1 (2021): 108–19. http://dx.doi.org/10.21791/ijems.2021.1.10.

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This paper aim is to review the implementation of artificial intelligence (AI) in the Human Resources Management (HRM) recruitment processes. A systematic review was adopted in which academic papers, magazine articles as well as high rated websites with related fields were checked. The findings of this study should contribute to the general understanding of the impact of AI on the HRM recruitment process. It was impossible to track and cover all topics related to the subject. However, the research methodology used seems to be reasonable and acceptable as it covers a good number of articles whi

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25

TAYLOR, M. SUSAN, and THOMAS J. BERGMANN. "ORGANIZATIONAL RECRUITMENT ACTIVITIES AND APPLICANTs' REACTIONS AT DIFFERENT STAGES OF THE RECRUITMENT PROCESS." Personnel Psychology 40, no. 2 (1987): 261–85. http://dx.doi.org/10.1111/j.1744-6570.1987.tb00604.x.

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26

Chijioke NWACHUKWU, Isaiah OBOH, Hieu Minh VU,. "RECRUITMENT PROCESS IN NIGERIA PUBLIC SECTOR: LITERATURE REVIEW." INFORMATION TECHNOLOGY IN INDUSTRY 9, no. 1 (2021): 419–22. http://dx.doi.org/10.17762/itii.v9i1.147.

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Lack of objectivity in the recruitment process could hamper viability, trust, and ease of doing business with the Nigerian public sector. This paper reviews literature on recruitment process and performance, particularly in the public sector. While empirical studies have revealed that, proper recruitment process can lead to the hiring of skilled employees and increase the performance of both employee and the organization. We observe that there are few empirically studies on the subject in the Nigerian public sector. The authors recommend that politicians, business leaders, religious and other

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27

Sree Lakshmi. J, Sree Lakshmi J., and Dr A. Ravi Dr. A. Ravi. "Evaluation of the Satisfaction Level of E-Recruitment Process for it Industries at Bengaluru." Indian Journal of Applied Research 3, no. 2 (2011): 230–33. http://dx.doi.org/10.15373/2249555x/feb2013/78.

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28

Masys, Anthony J. "Radicalization and Recruitment." International Journal of Systems and Society 1, no. 2 (2014): 51–65. http://dx.doi.org/10.4018/ijss.2014070104.

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Recent events such as the terrorist attack in Algeria (January 2013), the Boston Marathon Bombing (April 2013), the apprehension of two suspected al-Qaeda linked terrorists in Toronto, (April 2013), highlight the requirement for greater understanding regarding the radicalization and recruitment of terrorists. As detailed in the US Department of State Report (2011), over 10,000 terrorist attacks occurred in 2011, affecting nearly 45,000 victims in 70 countries and resulting in over 12,500 deaths. With a focus on the outcomes and results of terrorist activities, terrorism itself often becomes a

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29

SOŁEK-BOROWSKA, Celina, and Maja Wilczewska. "New technologies in the recruitment and selection process." Nowoczesne Systemy Zarządzania 13, no. 3 (2018): 219–32. http://dx.doi.org/10.37055/nsz/129504.

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Dobrze przeprowadzony proces rekrutacji jest niezwykle ważny dla organizacji, pozwala na dogłębną i obiektywną weryfikację kandydatów pod kątem spełnienia oczekiwań pracodawcy i ostatecznie prowadzi do ich zatrudnienia. Głównym celem artykułu jest analiza, w jaki sposób nowe technologie wpłynęły na proces rekrutacji. Proces rekrutacji zostanie przedstawiony na dwóch przykładach: mianowicie ItutorGroup i sieci luksusowych salonów odzieżowych. Rekrutacja w grupie ITutor opierała się wyłącznie na nowych technologiach z ograniczoną ingerencją czynnika ludzkiego. Strategia rekrutacji opierała się n

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30

Alsaghir, Loubna, Nathalie Abdallah, and Stéphane B. Bazan. "Optimizing Recruitment Online." International Journal of E-Business Research 16, no. 4 (2020): 18–33. http://dx.doi.org/10.4018/ijebr.2020100102.

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This research aims at addressing the apparent lack of consensus in the literature on the efficiency-effectiveness promise of e-recruitment by adding the dimension of the used e-channel. In other words, this paper explores to what extent the e-channel used by a company could alter the efficiency and effectiveness of the recruitment process and, hence, generate a sub-optimal result. This research highlights the critical importance of the used e-channels for an efficient and effective e-recruitment process. Moreover, it enriches the literature by showing how companies may use a combination of sev

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31

Hancock, Cath. "Effective Recruitment and Selection." Legal Information Management 2, no. 2 (2002): 23–25. http://dx.doi.org/10.1017/s1472669600000086.

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Cath Hancock, Staff Development Officer at Cardiff University, and Alison Clayton of Cameron McKenna have supplied us with two articles addressing aspects of the recruitment and selectiom process. This article from Cath Hancock concentrates on the pre-intervies process but also looks briefly at post-interview issues.

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32

G., Kanagavalli, Dr Seethalakshmi R., and Dr Sowdamini T. "A SYSTEMATIC REVIEW OF LITERATURE ON RECRUITMENT AND SELECTION PROCESS." Humanities & Social Sciences Reviews 7, no. 2 (2019): 01–09. http://dx.doi.org/10.18510/hssr.2019.721.

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Purpose of the study: The main purpose of this study is to provide a new, macro-level model of strategic staffing to bridge the gap in the knowledge regarding how practices within recruitment and selection systems can work to provide a competitive advantage among various sectors. This study identifies the various methods of recruitment and selection process through a systematic review of literature, which would be the right fit for attracting and selecting employees in an organization. Design/methodology/approach: Content analysis method is adopted to review the literature and subcategor

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33

Kulkarni, Sangeeta S., Arati S. Phadke, N. R. Gilke, and Shubha Pandit. "Innovative Step Towards Quality in Faculty Recruitment Process." Journal of Engineering Education Transformations 33 (January 31, 2020): 175. http://dx.doi.org/10.16920/jeet/2020/v33i0/150138.

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34

Deshpande, Ashutosh. "Automated Recruitment Process Management using Rank Xtractor Algorithm." International Journal for Research in Applied Science and Engineering Technology 7, no. 12 (2019): 389–92. http://dx.doi.org/10.22214/ijraset.2019.12064.

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35

Woodin, S. A., S. M. Lindsay, and D. S. Wethey. "Process-Specific Recruitment Cues in Marine Sedimentary Systems." Biological Bulletin 189, no. 1 (1995): 49–58. http://dx.doi.org/10.2307/1542201.

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36

Lellis Thivagar, M., and V. Sutha Devi. "Computing Technique for Recruitment Process via Nano Topology." Sohag Journal of Mathematics 3, no. 1 (2016): 37–45. http://dx.doi.org/10.18576/sjm/030106.

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37

Visa, Ari, Jarno Einolander, and Hannu Vanharanta. "New Tools to Help in the Recruitment Process." Procedia Manufacturing 3 (2015): 653–59. http://dx.doi.org/10.1016/j.promfg.2015.07.297.

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38

Wood, Laurence. "Harmonisation of recruitment process: an alternative to centralisation." BMJ 331, no. 7526 (2005): s219—s220. http://dx.doi.org/10.1136/bmj.331.7526.s219.

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39

Goodyear, Helen M., Deepthi Jyothish, Vinod Diwakar, and David Wall. "Reliability of a regional junior doctor recruitment process." Medical Teacher 29, no. 5 (2007): 501–3. http://dx.doi.org/10.1080/01421590701526823.

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40

Siew-Chen, Sim, and Gowrie Vinayan. "Recruitment process outsourcing: a case study in Malaysia." Personnel Review 45, no. 5 (2016): 1029–46. http://dx.doi.org/10.1108/pr-10-2012-0172.

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Purpose – The purpose of this paper is to provide insights into the conduct of recruitment process outsourcing (RPO), based on a real-life case study of one company in Malaysia. The paper analyses the company’s process of recruitment outsourcing from beginning to end, in three sections: RPO decision, RPO implementation and RPO outcome. Design/methodology/approach – The case study was carried out through semi-structured interviews with relevant respondents, including the country HR manager, the HR staff and operation managers in the organisation, plus with the RPO provider. Findings – The key f

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41

Thomas, Michelle, Michael Bloor, and Jane Frankland. "The process of sample recruitment: an ethnostatistical perspective." Qualitative Research 7, no. 4 (2007): 429–46. http://dx.doi.org/10.1177/1468794107082300.

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42

Mangan, Sonia. "Making the best use of the recruitment process." Nursing and Residential Care 3, no. 10 (2001): 472–74. http://dx.doi.org/10.12968/nrec.2001.3.10.9272.

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43

David, Rajasekhar, Pratyush Banerjee, and Abhilash Ponnam. "Risks perceived regarding recruitment process outsourcing: stakeholder concerns." Journal of Global Operations and Strategic Sourcing 10, no. 1 (2017): 112–36. http://dx.doi.org/10.1108/jgoss-07-2016-0023.

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Purpose The purpose of this paper is to explore various risks that are associated with recruitment process outsourcing (RPO) strategy in the Indian information technology (IT)/IT-enabled service (ITes) industries. Design/methodology/approach Purposeful intensity sampling was used to select respondents from IT/ITes organizations. Twenty-eight respondents were interviewed through face-to-face semi-structured interviews and telephonic interviews. Each interview lasted for approximately 65 min. All interviews were audio recorded with the permission of the respondents and were then transcribed. The

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44

ffrench, Barrie. "The Team Management Index in the Recruitment Process." Management Decision 26, no. 5 (1988): 48–52. http://dx.doi.org/10.1108/eb001518.

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45

Stepanycheva, E., and L. Yakovleva. "IMPROVING THE RECRUITMENT PROCESS OF AN INDUSTRIAL ENTERPRISE." Actual directions of scientific researches of the XXI century: theory and practice 8, no. 4 (2021): 124–40. http://dx.doi.org/10.34220/2308-8877-2021-8-4-124-140.

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Currently, the staff is the most valuable resource of any organization, so the success of its activities depends on the quality of human resources. One of the fundamental criteria for the quality of human resources is the compliance of personnel competencies (both personal and professional), the requirements of the employer and the content of labor functions implemented within the framework of the position. Such compliance is primarily achieved by organizing a competent approach to the recruitment procedure. Today, many companies seek to independently select employees, which requires certain k

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46

DE FRUYT, FILIP CAMIEL M. "TOWARDS AN EVIDENCE -BASED RECRUITMENT AND SELECTION PROCESS." RVGP 16, no. 16 (May 1, 2019): 8–15. http://dx.doi.org/10.47623/ivap-rvgp.16.2019.01.

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47

Alamro, Saleh, Huseyin Dogan, Deniz Cetinkaya, Nan Jiang, and Keith Phalp. "Conceptualising and Modelling E-Recruitment Process for Enterprises through a Problem Oriented Approach." Information 9, no. 11 (2018): 269. http://dx.doi.org/10.3390/info9110269.

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Internet-led labour market has become so competitive it is forcing many organisations from different sectors to embrace e-recruitment. However, realising the value of the e-recruitment from a Requirements Engineering (RE) analysis perspective is challenging. This research was motivated by the results of a failed e-recruitment project conducted in military domain which was used as a case study. After reviewing the various challenges faced in that project through a number of related research domains, this research focused on two major problems: (1) the difficulty of scoping, representing, and sy

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48

Hardini, Tri Indri, Sri Setyarini, and Sri Harto. "INDONESIAN LANGUAGE ASSISTANT PROGRAM IN AUSTRALIAN SCHOOLS: RECRUITMENT AND SELECTION PROCESS." Jurnal Cakrawala Pendidikan 38, no. 2 (2019): 330–42. http://dx.doi.org/10.21831/cp.v38i2.25083.

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This research aims to investigate the process of recruitment, selection, and implementation of the Indonesian language assistant program of the Universitas Pendidikan Indonesia (UPI) in Australian schools. The main purpose of this research is to find out the processing stages and to see strengths and weaknesses in each stage of the recruitment and selection process held at UPI. The data were collected through survey questionnaires, in-depth interviews, and documents of the Indonesian language assistants on the implementation of the program. The questionnaires and interviews were directed to th

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Thejasree, V., P. Niharika, and M. Thirunavukkarasu. "AN INTELLIGENT SYSTEM FOR REQUIREMENTS VALIDATION PROCESS USING DECISION TREE." International Journal of Computer Science and Mobile Computing 11, no. 3 (2022): 23–30. http://dx.doi.org/10.47760/ijcsmc.2022.v11i03.003.

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An industry or a business or a firm requires quality personnel for accomplishment of objectives framed by them in order to survive in this competitive era. They all are in the beginning of fourth industrial revolution. To remain competitive in this digital world all search for bright, potential and dynamic employees. Organizations with an effective recruitment strategy will be able to employ suitable individual in order to manage the digital world and developing business environment. So, the recruitment strategy is the prime factor for every organization in hiring skilled employees who could b

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50

Gupta, Srishti. "Using Artificial Intelligence to Speed Up Post-Recruitment Process." International Journal for Research in Applied Science and Engineering Technology 8, no. 6 (2020): 2410–20. http://dx.doi.org/10.22214/ijraset.2020.6388.

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