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Dissertations / Theses on the topic 'The selection of job seekers'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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1

Kilsby, Mark Stephen. "Measuring and increasing self-determination for first time job-seekers with a learning disability in job selection in supported employment : an intervention study." Thesis, Cardiff University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.629584.

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This research tested the effectiveness of two Interventions employed to assist 33 first time job seekers with mild and moderate learning disabilities to increase the extent of self-determination in the vocational choices they make during the job selection component of the supported employment model. A job taster programme was set up in two South Wales supported employment agencies. During the Baseline the job coaches were provided with no specific instructions. Intervention I comprised a one-day training package to teach job coaches the principles of self-determination; to implement a self-ins

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2

Wesolowski, Peter. "We Only Accept Online Applications: The Effect of HRIS E-Recruitment Technology on Job-Seeker Fairness Perceptions in the Canadian Federal Public Sector." Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/34321.

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Industrial-organizational psychologist Stephen S.W. Gilliland developed a model for studying job-seeker fairness perceptions in 1993 based on existing research in organizational justice. The model includes several rules which will result in job-seeker perceptions of fairness if satisfied and job-seeker perceptions of unfairness if violated. Given the prominence of this model in the literature as well as changes which have occurred in personnel selection (such as human resource information systems, or HRIS, and e-recruitment), scholars have called for a technological re-envisioning of the origi

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3

Lan, George. "Do job-seekers benefit from contacts? : a direct test." Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/77876.

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Thesis (S.M.)--Massachusetts Institute of Technology, Sloan School of Management, 2012.<br>Cataloged from PDF version of thesis.<br>Includes bibliographical references (p. 30-32).<br>While it is intuitively plausible that using contacts in job search benefits a job-seeker, there is still both theoretical disagreement and inconclusive empirical evidence on why a job-seeker's social capital is associated with her labor-market outcomes (for reviews, see Mouw 2003, 2006). We take an important step toward identifying the source of this association by proposing a direct test for whether or not a job

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Teoh, Josephine, and Emma Wester. "Social networking platforms – A new era for job seekers." Thesis, Högskolan i Borås, Akademin för bibliotek, information, pedagogik och IT, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-10453.

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Social networking platforms have grown to become the most popular websites on the Internet,and are the most widely used tool for job seeking nowadays. In this study the researchersinvestigate the job seekers perspective on what they perceive as the benefits of using socialnetworking platforms when used as a job seeking method. The benefits are how socialnetworking platforms are superior to traditional job seeking methods. The researchers refer totraditional job seeking methods as methods used before the popularization of social media,such as handing in paper resumes to employers and also the I

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5

Nakai, Yoshie. "Resilience of Mature Job Seekers: A Four-Wave Longitudinal Investigation." University of Akron / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=akron1302551160.

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6

Ongart, Phanthong Haves Mike. "Thai overseas job seekers : a study of their exploitation and vulnerabilities before departure /." Abstract, 2006. http://mulinet3.li.mahidol.ac.th/thesis/2549/cd394/4437307.pdf.

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Hamilton, Kelly Mason. "Does X Mark the Applicant? Assessing Reactions to Gender Non-Binary Job Seekers." PDXScholar, 2019. https://pdxscholar.library.pdx.edu/open_access_etds/5266.

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The number of individuals who identify as a non-binary gender has almost tripled over the last 10 years. This growing population, and the legal protection against sex discrimination afforded to them under Title VII, puts a responsibility on employers to better understand their experiences in the workplace. The purpose of the current study was to examine how disclosing a non-binary gender identity when applying for jobs influenced hiring outcomes. Specifically, my study assessed (a) hiring managers' beliefs about non-binary gender identities, (b) how those beliefs impacted hiring managers' perc

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Alahmad, Badr Suleman. "Costly Ignorance: The Denial of Relevance by Job Seekers: A Case Study in Saudi Arabia." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc955039/.

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Job centers aid businesses seeking qualified employees and assist job seekers to select and contact employment and training services. Job seekers are also offered the opportunity to assess their skills, abilities, qualifications, and readiness. Furthermore, job centers ensure that job seekers are complying with requirements that they must meet to benefit from job assistance programs such as unemployment insurance. Yet, claimants often procrastinate and/or suspend their job search efforts even though such actions can make them lose their free time and entitlements, and more importantly they may

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9

Radermacher, Katharina [Verfasser]. "How corporate architecture affects job seekers : experimental evidence of signal-based mechanisms / Katharina Radermacher." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1195038496/34.

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10

Thornbury, Erin Elizabeth. "DETERMINANTS OF SYMBOLIC INFERENCES ABOUT ORGANIZATIONS AMONG JOB MARKET ENTRANTS." Bowling Green State University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1162306840.

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11

Anderson, Joanna M. "Job Hunting: One Experience." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/383.

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Excerpt: National Public Radio’s All Things Considered recently featured a piece by Annie Baxter called “Fear Is The Biggest Hurdle For Some Job Seekers” (February 16, 2012). This feature presented a hurdle that most people probably do not realize exists; namely, that for many long-term job-seekers, the fear of going back to work is quite real and intimidating.

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McClure, Ryan M. "Rolling with the Changes| How Marijuana Testing Policies Affect Job Seekers' Organizational Attractiveness, Job Pursuit Intention, and Corporate Social Responsibility Perceptions." Thesis, Southern Illinois University at Edwardsville, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10807794.

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<p> In recent years, marijuana use has become an increasingly prominent concern for Human Resource professionals. Policy makers for organizations are scrambling to understand how individual state legalization in the United States will affect their businesses. This study investigated job applicant perceptions of organizational attractiveness, job pursuit intention, and corporate social responsibility of organizations as potentially affected by marijuana testing policy. Marijuana use was studied as a potential moderator. Results suggest that marijuana use and drug-testing policy both play a role

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13

Koumbis, Venette N. "THE EFFECTS OF ANTICIPATED JOB EMBEDDEDNESS AND SOCIAL NEEDS ON ORGANIZATIONAL ATTRACTION." University of Akron / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=akron1184951571.

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Owusu, Bright Amponsah. "Perceived Job Insecurity And Its Impacts On Job Selection For College Students In America." Kent State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=kent1573242651176974.

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15

Catic, Amina, and Melissa Todorovska. "Optimizing The Employer Value Proposition : A Study on Value Perceptions Amongst Passive Job-Seekers Within the Engineering Industry." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-104014.

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Purpose: The purpose of this explanatory study is to extend the knowledge of how to develop an employer value proposition that conveys an attractive employer brand. Literature Review: Literature reviewed for this study includes the concepts of employer brand, employee value proposition, and different aspects of work attributes (i.e. interest value, social value, economic value, development value, and application value) that together form perceived employer attractiveness. Further literature that is reviewed includes the concepts of attitudes and the hierarchy of effects. Methodology: A mixed-m

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Ewain, Saleh Abdulrahman. "Perceptions of employers and job seekers toward obstacles to Saudization of the workforce in the Saudi private sector /." The Ohio State University, 1999. http://rave.ohiolink.edu/etdc/view?acc_num=osu1488191124569768.

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Karlsson, Viktor. "Concept of Interactive Video in Job Application : A qualitative research that tests the concept of interactive video and job seekers’ ability creating interactive video resumes." Thesis, Linnéuniversitetet, Institutionen för medieteknik (ME), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-89377.

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Interactive video seems to currently be an unpopular field of research. Video resumes however is an increasing trend when applying for jobs and sending out resumes. During this thesis, employers finds interactive video as a new, fun and exciting way of interacting with a resume that simplifies the recruitment process. Also, job seekers find creating interactive video as resumes as an extra nudge in to a company and a better way of marketing themselves for employers. However, conflict occurs between employers and job seekers regarding an interactive video resume. As it simplifies the recruitmen

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18

Phaaroe, Mokabai. "Ethical reputation as an organisational choice indicator: effects of job seekers' gender, field of study and family income level." Master's thesis, Faculty of Commerce, 2020. http://hdl.handle.net/11427/32919.

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Recruiting and retaining top tier talent has increasingly become one of the few ways organisations can differentiate themselves from their competitors. In pursuit of the best talent for competitive advantage, an understanding of what job seekers want has become paramount to recruitment strategies. Given South Africa's heterogenous population make-up, the labour market consists of various groups of job seekers, each with unique characteristics that inform their organisational choices. To this end, the researcher sought to compare organisational choice decisions of different demographic groups o

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Ngjelina, Enkelejda. "Predictors of Employment in a Treatment Sample of Individuals with Substance Use Disorders." VCU Scholars Compass, 2019. https://scholarscompass.vcu.edu/etd/6022.

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Efforts to increase employment rates through vocational skills training and job interview skills development have yielded mixed results. While initial studies of Job Seekers Workshop (JSW) found greater employment success for participants randomized to JSW as compared to a control condition (Hall, Loeb & Norton, 1977), a more recent Clinical Trials Network (CTN) study found no differences in employment outcomes between the JSW and control groups and the rate of employment overall was substantively lower than those reported in the early studies (Svikis et al., 2012). To better understand these

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20

Pearson, Marion Louise. ""Green Acres" or "Gotham"? : rural job selection by UBC Pharmacy graduates." Thesis, University of British Columbia, 2008. http://hdl.handle.net/2429/5035.

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There is a pharmacist shortage in British Columbia that is considered particularly acute in rural and remote locations. As a result, the Faculty of Pharmaceutical Sciences at the University of British Columbia has increased enrolment from certain geographic areas, assuming that students will return to these areas on graduation. The main objectives of this study are to determine where pharmacy graduates take their first jobs and the factors that influence their selection of job location. Survey methodology was used, with a written questionnaire being administered to the Class of 2007 after a va

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Mulcahy, Francis S. "The effectiveness of partnering and source selection in job order contracting." Thesis, Springfield, Va. : Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA403569.

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Evans, Mark W. "Self-monitoring as a Determinant of Job Selection in the Workplace." UNF Digital Commons, 2008. http://digitalcommons.unf.edu/etd/183.

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This study of 112 students from a university in Northeast Florida was designed to determine if there was a relationship between self-monitoring, job structure, and job selection. It was hypothesized that high self-monitors would choose structured jobs more than would low self-monitors. It was also hypothesized that low self-monitors would choose less structured jobs than would high self-monitors. These hypotheses were evaluated by using Snyder's Self-Monitoring Scale (1974) to classify participants as high or low self-monitors and by asking participants to role play being applicants offered on

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Lundgren, Ulf G. "Personlighetens inverkan på aktivt och passivt jobbsökande, karriärambition och arbetstillfredställelse." Thesis, Högskolan Kristianstad, Sektionen för lärande och miljö, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-12121.

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Previous research has focused limited attention on how personality affects job search for university educated people in work and no studies have focused on the difference between active and passive job seekers. This survey-based study that examined university educated economists and engineers with 5-25 years of experience, showed that career ambition mediated active job search for the personality dimensions of openness, agreeableness and extraversion and also gave clear evidence that active job seekers have lower levels of job satisfaction, and higher levels of career ambition, agreeableness a

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Dineen, Brian R. "The effects of customizing recruitment information to individual job seekers in a web-based recruitment context a multi-level experimental investigation /." Connect to this title online, 2003. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1054653747.

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Thesis (Ph. D.)--Ohio State University, 2003.<br>Title from first page of PDF file. Document formatted into pages; contains xii, 324 p.; also includes graphics (some col.). Includes bibliographical references (p. 205-217). Available online via OhioLINK's ETD Center

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Yonce, Clayton. "REJECTION IN THE JOB SELECTION PROCESS: THE EFFECTS OF INFORMATION & SENSITIVITY." Master's thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4319.

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Most people will experience rejection in the job selection process. Rejection from job opportunities is often issued via a letter from a hiring manager. These letters elicit reactions from applicants who may, in turn, have less favorable self perceptions and less favorable perceptions of the organization from which the applicant was rejected. Numerous research articles have been published that deal with delivering notification of selection and/or rejection to applicants in the job selection process. However, relatively few use a realistic laboratory design to obtain results. This study examine

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Drew, Erica N. "Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?" FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1231.

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The present dissertation consists of two studies that combine personnel selection, safety performance, and job performance literatures to answer an important question: are safe workers better workers? Study 1 tested a predictive model of safety performance to examine personality characteristics (conscientiousness and agreeableness), and two novel behavioral constructs (safety orientation and safety judgment) as predictors of safety performance in a sample of forklift loaders/operators (N = 307). Analyses centered on investigating safety orientation as a proximal predictor and determinant of sa

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Beek, Krijn Willem Hugo van. "To be hired or not to be hired, the employer decides relative chances of unemployed job-seekers on the Dutch labor market /." [S.l. : Amsterdam : s.n.] ; Universiteit van Amsterdam [Host], 1993. http://dare.uva.nl/document/92838.

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Cullen, Anne Marie. "The demand for aesthetic skills in interactive service work : the implications of this demand upon unemployed job seekers' access to this work." Thesis, University of Strathclyde, 2008. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=24269.

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It is suggested that one of the forces of social exclusion is the decline in manual employment and the shift to a service economy in the UK. Moreover, the growth of employment opportunities in interactive service work occurring alongside high economic inactivity and unemployment rates, in cities such as Glasgow. are a cause for concern. More specifically, the demand for aesthetic skills in much interactive service work is impacting upon unemployed job seekers access to this work. Although employers' demand for aesthetic skills has received attention in the literature there is a need for resear

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Pham, Do Dieu Thu. "Managing green recruitment to attract pro-environmental job seekers : the combined effect of green organizational process and green organizational distinctiveness of «Handicap» principle." Doctoral thesis, Université Laval, 2021. http://hdl.handle.net/20.500.11794/68754.

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L'accent mis sur la durabilité environnementale au sein des entreprises et l'engagement actif des organismes à but non lucratif globalement à trouver des solutions aux problèmes environnementaux au cours des dernières décennies ont tous deux contribué à l'essor du mouvement écologique. Parmi les facteurs explicatifs de ces tendances figurent la dégradation environnementale dans certaines régions du monde et l'augmentation de notre empreinte écologique individuelle, donnant lieu à une responsabilité socio-écologique partagée. Un autre facteur clé concerne la reconnaissance récente des nombreux

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Worren, Nicolay A. M. "Organizational characteristics and personnel managers' job applicant preferences." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=68148.

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Personnel managers in different firms, industries and countries do not hold the same preferences for job applicant attributes. This research was aimed at understanding the cause of some of these differences. Survey questionnaires were sent to personnel managers in Norway (N = 195) and Quebec (N = 172). The personnel managers were asked to rate: (1) aspects related to their firms' organizational characteristics (business environment, strategy, and structure), and (2) the importance of different personality traits for applicants to managerial and professional positions. Consistent with earlier r

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Thissen-Roe, Anne. "Adaptive selection of personality items to inform a neural network predicting job performance /." Thesis, Connect to this title online; UW restricted, 2005. http://hdl.handle.net/1773/9138.

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32

Bradley, Kevin Michael. "Personality Test Validation Research: Present-employee and job applicant samples." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/11052.

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In an effort to demonstrate the usefulness of personality tests as predictors of job performance, it is common practice to draw a validation sample consisting of individuals who are currently employed on the job in question. It has long been assumed that the results of such a study are appropriately generalized to the setting wherein job candidates respond to personality inventories as an application requirement. The purpose of this manuscript was to critically evaluate the evidence supporting the presumed interchangeability of present-employees and job applicants. Existing research on the use

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Andersson, Jonas, and Robert Sandgren. "Rich Media in Employer Branding : An experimental study on the impact of rich media testimonials on job seekers perceptions about firms’ Employer Brand Values." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-205644.

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This thesis investigated how information on a firm’s website presented with richmedia employee testimonials differs compared to a poor media descriptioncommunicating the same content in its ability to positively influence potential jobseekersperceptions about a firms employer brand values, in particular social valuedue to its potential in differentiation. A problem was identified being that firms areexperiencing difficulties with communicating social value of the firm to potential jobseekers. The authors used a mixed-method research design containing explorativeexpert interviews, an explanator

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Caron, Marie Claude. "Students' perspectives on the influence of fieldwork education on practice preferences and job selection." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ52978.pdf.

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Gopalakrishnan, B. "Computer integrated machining parameter selection in a job shop using expert systems and algorithms." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/53697.

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The research for this dissertation is focused on the selection of machining parameters for a job shop using expert systems and algorithms. The machining processes are analyzed in detail and rule based expert systems are developed for the analysis of process plans based on operation and work-material compatibility, the selection of machines, cutting tools, cutting fluids, and tool angles. Data base design is examined for this problem. Algorithms are developed to evaluate the selection of machines and cutting tools based on cost considerations. An algorithm for optimizing cutting conditions in t

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Hurley, Lauren E. "Are Two Hurdles Better than One? Effects of Selection Strategy, Number of Tools, and Job Level on Applicant Perceptions." Xavier University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1510832815232654.

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Barca, Tara Brook. "Predicting Maritime Pilot Selection with Personality Traits." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7459.

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Maritime pilots provide a vital service in facilitating the safe and efficient passage of vessels into and out of ports and waterways worldwide. Lack of effective selection of maritime pilots can jeopardize the welfare of people, property, and marine ecosystems. Based on Edwards' conceptualization of person-job fit theory, this quantitative, ex post facto study was an examination of whether personality traits, as measured by the Personality Research Form E (PRF-E), could predict maritime pilot selection. The research questions were: (a) Is there a significant relationship between respondents'

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Marcus, Justin. "AGEIST PERCEPTIONS IN PERSONNEL SELECTION DECISIONS: A PREJUDICE-REDUCTION INTERVENTION." Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2082.

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The purpose of the current study was to examine whether older job applicants are discriminated against relative to younger job applicants when changing careers, and to investigate whether an intervention designed to reduce stereotyping and prejudice could alleviate such unfair discrimination, if it was found. A between-subjects laboratory experiment with three factors was conducted, including age (young vs. old job applicant), career-transition type (within- vs. between-career transition), and a dual-identity based recategorization intervention (control vs. intervention), totaling 8 experiment

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Kumar, Riya. "The Use of Personality Testing in Personnel Selection." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2038.

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Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current

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Sjöberg, Sofia. "Utilizing research in the practice of personnel selection : General mental ability, personality, and job performance." Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-101976.

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Identifying and hiring the highest performers is essential for organizations to remain competitive. Research has provided effective guidelines for this but important aspects of these evidence-based processes have yet to gain acceptance among practitioners. The general aim of this thesis was to help narrowing the gap between research and practice concerning personnel selection decisions. The first study compared the validity estimates of general mental ability (GMA) and the five factor model of personality traits as predictors of job performance, finding that, when the recently developed indire

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Gomez, Ashley. "IMPACT OF CONDITIONAL JOB OFFER ON APPLICANT REACTIONS TO SOCIAL MEDIA IN THE SELECTION PROCESS." CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/789.

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Social media (SM) permits the sharing of personal information online, which can lead to employers accessing personal, non-job-related information about applicants throughout the selection process. Limited prior research (Jeske & Shultz, in press; Stoughton et al., 2015) has found that, to varying degrees, applicants find this access of their personal information to be an invasion of their personal privacy. The aim of the present study was to replicate prior findings regarding invasion of privacy moderating the relationship between SM screening presence and procedural justice perceptions and to

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Tristan, Esteban. "Measuring Applicant Faking with Job Desirability: Prevalence, Selection, and Measurement Issues in an Applied Sample." Wright State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=wright1237522622.

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Kaiser, Sally Allene. "Job applicants' age, gender, and exercise lifestyle as determinants of evaluations of hiring application forms." CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/696.

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LAI, MING-HSUAN, and 賴閔煊. "Exploring the Evaluation Criteria of Job seekers for Airline Selection." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/gh492q.

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碩士<br>世新大學<br>企業管理研究所(含碩專班)<br>106<br>This study uses the Analytic Hierarchy Process to explore the criteria and factors for job seekers in airline selection. In the past, the research mainly focused how to implement the recruitment from an enterprise perspective. However, the modern society stresses a win-win outcome. Moreover, the airline industry is a labor-intensive industry and thus airline companies require to recruit excellent employees. Therefore, this study explores the evaluation criteria of applicants in airline selection. Through literature review and interviews, a hierarchical str

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Lesuthu, Kali. "Job seekers' perceptions about the PNet website as an E-recruitment tool within South Africa." Thesis, 2013. http://hdl.handle.net/10352/354.

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M. Tech. (Human Resource Management, Faculty of Management Sciences): Vaal University of Technology<br>E-recruitment is one of the e-commerce applications that has enjoyed a multiple growth since its introduction in the early 1990s. There have been many variations regarding sophistication, types and success; as a result, this has posed a number of challenges to all stakeholders in these technologies. Thus, specific stakeholders may find specific applications suitable for their needs or within their reach to utilise. Companies can use these applications by implementing their own e-recruitment s

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Rychlíková, Anika. "Výběr uchazečů o zaměstnání." Master's thesis, 2019. http://www.nusl.cz/ntk/nusl-408792.

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The selection of job seekers Anika Rychlíková This diploma thesis deals with the topic of selection of job seekers from the point of view of personnel management as well as from the point of view of the related legislation. From the point of view of the legislation, the thesis focuses not only on the general regulation of relations before the relationships under the labour law, but also on the two most essential legal aspects of selection of job seekers that are the right to equality and non-discrimination and the protection of personal data. The main goal of this thesis is to present comple

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Mornet, Martin Pierre. "Recruitment consultants: a unique resource for job seekers." Master's thesis, 2017. http://hdl.handle.net/10071/14624.

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The main purpose of this research is to highlight the value added by recruitment consultants to the recruitment process. The focus is oriented towards the relationship between recruitment consultants and job seekers, becoming candidates once they have applied to a job offer. After reviewing what the literature offers on this topic, we will conduct a qualitative research, including an exploratory study by interviewing two groups of six and seven people, representing both sides of the relationship. The findings of these interviews will show that several views are brought to this topic. It

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Tsai, Pei-hsuan, and 蔡佩璇. "Casestudy of using jobboards：from job seekers, recruiters and jobboards’viewpoints." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/53323535226707287361.

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碩士<br>國立中山大學<br>傳播管理研究所<br>98<br>The rise of e-recruiting has change the way of traditional style of recruiting greatly, not only enhancing the efficiency of recruiting , lowering the cost of recruiting and broadening the scope of recruiting market for industries, but also saving more mental and physical efforts getting information about job opening for job seekers .According to a market research conducted by ORC in 2005 , the percentage of industries using internet to recruit people is rising from 56%(2004) to 75%. The statistics released by Insightxplorer company also points out that 80.9% o

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Ko, Yin Ju, and 柯音如. "The Discussion of the Impact of the Internet upon Labor Migration: by Distinguishing the Differences between Internet Job Seekers and Non Internet Job Seekers." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/74252179718835359814.

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碩士<br>國立中正大學<br>勞工研究所<br>92<br>According to the “Manpower Utilization Surveys” between 2000 and 2002, this dissertation is aiming to compare the difference between job hunters on the Internet and job hunters through the other ways. By distinguishing the difference between Internet job seekers and non Internet job seekers we shall discuss the impact of the Internet upon labor migration. The methodology of the research is Logistic Regression Analysis. Our research results indicate that there are significant differences between Internet job seekers and non Internet job seekers. People who are mal

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Howell, Catherine Ray 1985. "Protecting your interviewer's face : how job seekers perceive face threat in a job interview." Thesis, 2010. http://hdl.handle.net/2152/ETD-UT-2010-05-1159.

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The interview is an important component of the selection process for employment and is one of the initial presentations of self by the applicant to the interviewer. As an extension of a study by Wilson, Aleman, and Leatham (1998), this study used politeness theory to investigate perception of face threat in the context of a job interview, specifically, when making requests and giving advice. This study predicted that jobseekers perceive an act as a greater threat to an interviewer’s negative face (appealing to interviewer’s autonomy) when making a request than when giving advice. Secondly, the

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