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Journal articles on the topic 'The selection of job seekers'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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1

Susyanto, Teguh, and Khabib Mustofa. "Pencarian Lowongan Pekerjaan Berbasis Agen Berdasarkan Profil Pencari Kerja dengan Pendekatan Semantic Web Service." IJCCS (Indonesian Journal of Computing and Cybernetics Systems) 10, no. 1 (2016): 103. http://dx.doi.org/10.22146/ijccs.12734.

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Currently, job searching service still has many weaknesses and often fails to provide relevant job information that matches the needs of job seekers. This is due to the searching method applied in the search engines still uses the syntax-based matching and the lack of integration among the job service providers. Therefore it’s difficult for the job seekers to get the desired information. To overcome these weaknesses, a prototype of a job vacancy searching by involving a web service as a job information provider is proposed.This thesis is aimed to create job search based on the personalization

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Mueller, Andreas I., Johannes Spinnewijn, and Giorgio Topa. "Job Seekers’ Perceptions and Employment Prospects: Heterogeneity, Duration Dependence, and Bias." American Economic Review 111, no. 1 (2021): 324–63. http://dx.doi.org/10.1257/aer.20190808.

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This paper uses job seekers’ elicited beliefs about job finding to disentangle the sources of the decline in job-finding rates by duration of unemployment. We document that beliefs have strong predictive power for job finding, but are not revised downward when remaining unemployed and are subject to optimistic bias, especially for the long-term unemployed. Leveraging the predictive power of beliefs, we find substantial heterogeneity in job finding with the resulting dynamic selection explaining most of the observed negative duration dependence in job finding. Moreover, job seekers’ beliefs und

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Baek, HanUlAn, and JaeYoon Chang. "A study on the characteristics of college graduate job seekers who strongly believe unfounded tips on the successful job interview." Korean Journal of Industrial and Organizational Psychology 27, no. 3 (2014): 519–42. http://dx.doi.org/10.24230/kjiop.v27i3.519-542.

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Based on the perspective of Spence(1973)'s signaling theory, this study aimed to find out the unfounded tips on the successful job interview which were pervasive among college graduate job seekers, and to investigate the job seekers' characteristics which make them to strongly believe the unfounded tips. Using data from 120 college graduate job seekers and 77 managers who had experience of selection interview, this study could draw a lot of unfounded job interview tips which showed substantial difference of the perceived effectiveness of interview tips between job seekers and managers. After f

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Hartono, Hartono. "Changing University Students’ Mindset: From Job Seekers to Job Creators." Technium Social Sciences Journal 18 (April 7, 2021): 433–43. http://dx.doi.org/10.47577/tssj.v18i1.3026.

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The government continues to encourage the growth of entrepreneurship in Indonesia. Currently, university graduates are generally more interested in becoming workers or employees than in creating jobs. Indonesia still needs around 4.75 million entrepreneurs. Data from the Ministry of Education and Culture shows that in general, college graduates are more interested in becoming job seekers than job creators. Therefore, universities have the responsibility to change the students’ mindset from wanting to become job seekers to job creators. This research is a qualitative study using the phenomenolo

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Huy, Phuong Tran, Ngan Hoang Vu, Hue Thi Hoang, and Hanh Thi Hai Nguyen. "Procedural Justice in Selection from the Lens of Psychological Contract Theory." Organizacija 53, no. 4 (2020): 272–86. http://dx.doi.org/10.2478/orga-2020-0018.

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AbstractBackground and purpose: In recruitment and selection, job applicants do not only base their justice judgment on the actual experience but also compare what happens and what they expect. This study, therefore, investigates applicants’ reaction to procedural justice in recruitment selection through the lens of psychological contract framework. Psychological contract theory highlights the role of expectations, discrepancies between perception and expectation, and perceived contract breach on individual outcomes.Methodology: Two surveys were conducted with job seekers in Vietnam, one befor

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Khan, Mahrukh, Hira Rehman Shaikh, Ahmed Mustafa Memon, and Abdul Ghafoor Kazi. "Willingness of Gamified Recruitment and Selection among Job Seekers of Sindh, Pakistan." Journal of Management Info 6, no. 4 (2020): 15–22. http://dx.doi.org/10.31580/jmi.v6i4.1156.

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Technology advancement has made recruitment and selection process more efficient in the contemporary age. “Gamified Recruitment” is an innovative approach towards this process. Gamification uses game elements (simulations, board games etc.) to judge the cognitive potential of an applicant. The use of gamified recruitment surged up in Pakistan form late 2015, companies (PTCL, Nestle and Shan Foods) has been recruiting employees for their management trainee programs specifically but the scope of gamification is not measured academically in the perspective of the job seekers. This research focuse

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Wesche, Jenny S., and Andreas Sonderegger. "Repelled at first sight? Expectations and intentions of job-seekers reading about AI selection in job advertisements." Computers in Human Behavior 125 (December 2021): 106931. http://dx.doi.org/10.1016/j.chb.2021.106931.

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Pham, Do Dieu Thu, and Pascal Paillé. "Green recruitment and selection: an insight into green patterns." International Journal of Manpower 41, no. 3 (2019): 258–72. http://dx.doi.org/10.1108/ijm-05-2018-0155.

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Purpose Although the role of green recruitment and selection (GRS) has been widely recognised as an important dimension of green human resource management, no study has ever mapped the terrain of GRS and reviewed the literature. The purpose of this paper is to fill this gap while exploring the following questions: How do organisations select candidates in line with their pro-environmental stance? What impact do a company’s corporate environmental sustainability (CES) practices have on attracting pro-environmental job seekers? Design/methodology/approach This paper provides a systematic review

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Watermann, Henriette, Ulrike Fasbender, and Ute-Christine Klehe. "Predicting the self-regulated job search of mature-aged job seekers: The use of elective selection, loss-based selection, optimization, and compensation strategies." Journal of Vocational Behavior 128 (August 2021): 103591. http://dx.doi.org/10.1016/j.jvb.2021.103591.

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10

Reeve, Charlie L., and Lisa Schultz. "Job-Seeker Reactions to Selection Process Information in Job Ads." International Journal of Selection and Assessment 12, no. 4 (2004): 343–55. http://dx.doi.org/10.1111/j.0965-075x.2004.00289.x.

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Aniss, Qostal, Moumen Aniss, and Lakhrissi Younes. "The role of social networks in personality analysis for recruitment of laureates: A systematic review and exploratory study." SHS Web of Conferences 119 (2021): 05004. http://dx.doi.org/10.1051/shsconf/202111905004.

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Today, the recruitment process has seen a drastic change in the measure of the personality aspect of the candidates. Accordingly, in the era of digitalization and the proliferation of the professional social network, the selection of valuable information provided from the candidate’s accounts has a primordial role in the selection of the profiles responding to job offers and to create a global vision on the personality and the capability of the job seekers from teamwork and leadership to meet the job requirements. The paper aims to discover the approaches applied in the personality analysis ba

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Buchter, Lisa. "Tell Me Your Story: How Recruitment Practices Implementing Affirmative Action Laws May Undermine the Laws’ Goals." Law & Social Inquiry 45, no. 4 (2020): 902–34. http://dx.doi.org/10.1017/lsi.2019.79.

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AbstractScholars pointed out that antidiscrimination laws do not fully undermine workplace discrimination and that affirmative action policies mostly benefit overqualified or advantaged individuals within minorities. To elucidate this paradox, this case study analyzes how some companies adopted specific selection and assessment processes for job seekers after the reinforcement of a quota for workers with disabilities in France. I observed the creation of alternative recruitment channels, the hiring of disability experts for recruitment, the refusal of resume sorting as a prescreening tool, and

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Campion, Michael C., Emily D. Campion, and Michael A. Campion. "Using practice employment tests to improve recruitment and personnel selection outcomes for organizations and job seekers." Journal of Applied Psychology 104, no. 9 (2019): 1089–102. http://dx.doi.org/10.1037/apl0000401.

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Vankevich, Alena, Iryna Kalinouskaya, and Olga Zaitseva. "Methodological aspects of the analysis of seasonal labour market changes based on artificial intelligence technologies." University Economic Bulletin, no. 49 (May 22, 2021): 7–15. http://dx.doi.org/10.31470/2306-546x-2021-49-7-15.

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In the context of the world economy globalization, simultaneous increase in flexibility and volatility of the labour market, structural and demographic shifts, special attention should be paid to the employers' risk reduction associated with seasonal labour supply fluctuations. In the economic literature, the analysis of seasonality in the labor market is considered in terms of choosing the optimal time to apply for a job by job seekers However, the problem of optimal timing of recruitment by organizations remains poorly disclosed. The objective of this study is to forecast changes in labor su

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Green, Anne E. "Implications of technological change and austerity for employability in urban labour markets." Urban Studies 54, no. 7 (2016): 1638–54. http://dx.doi.org/10.1177/0042098016631906.

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Over the last decade two key changes affecting employability, labour market operation and policy delivery are austerity and the expansion of the use of information and communication technologies (ICT), especially web-based technologies. Increasingly, given pressures for cost savings and developments in ICT, employers’ recruitment and selection strategies are at least partly web-based, careers guidance and public employment services are moving towards ‘digital by default’ delivery and job seekers are expected to manage their job search activity and benefit claims electronically. So, what are th

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Mohamad Zamani, Nur Azmina, Norhaslinda Kamaruddin, Abdul Wahab, and Nur Shahana Saat. "Visualization of job availability based on text analytics localization approach." Indonesian Journal of Electrical Engineering and Computer Science 16, no. 2 (2019): 744. http://dx.doi.org/10.11591/ijeecs.v16.i2.pp744-751.

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<span>Rate of employment is a strong indicator of economic stability of a country. It relates to the number of volumes of produced products and services. If the unemployment rate is high, the amount of gross domestic product (GDP) of a country may be declined. One of the main factors that contributes to low rate of employment is the mismatch between job seeker and the requirement of the job applied. This is due to the limited analysis performed on the relevant information on job advertisement; such as, skills, responsibilities of the job, location and expectation of the employers. The ob

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Xiao, Hui-Min, Mei-Qi Wang, Yan-Li Cao, and Yu-Jie Guo. "Research on hesitant fuzzy clustering method based on fuzzy matroids." Journal of Intelligent & Fuzzy Systems 40, no. 5 (2021): 9031–39. http://dx.doi.org/10.3233/jifs-201476.

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In this paper, to improve the situation of singleness of selecting results in hesitant fuzzy set decision-making and expand the range of choices for decision makers, we construct a hesitant fuzzy set clustering algorithm combined with fuzzy matroid operation. The algorithm synthesizes the r-cut set, fuzzy shrinking matroids in the fuzzy matroids and the operational properties of the fuzzy derived matroids, the r value also is used to connect the two types of fuzzy matroids to form a clustering algorithm. Finally, we apply the algorithm to the hesitant fuzzy set decision-making of job seekers c

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SUDANA, I. GEDE ARI, NI LUH PUTU SUCIPTAWATI, and LUH PUTU IDA HARINI. "PENERAPAN REGRESI COX PROPORTIONAL HAZARD UNTUK MENDUGA FAKTOR-FAKTOR YANG MEMENGARUHI LAMA MENCARI KERJA." E-Jurnal Matematika 2, no. 3 (2013): 7. http://dx.doi.org/10.24843/mtk.2013.v02.i03.p041.

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Survival analysis is a statistical method that accommodates the collection of censored data. One of popular method in survival analysis is the Cox Proportional Hazard Regression. The Cox Proportional Hazard Regression can be used to see old looking for work where data may contain censored data. This article aims investigate the characteristics of job seekers and the variables that affect old looking for work. To establish the best model using Stepwise Selection method. Prior to that the assumption of Cox Proportional Hazards Regression is tested using log minus log curve. The results obtained

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Lepistö, Lauri, and Eeva-Mari Ihantola. "Understanding the recruitment and selection processes of management accountants." Qualitative Research in Accounting & Management 15, no. 1 (2018): 104–23. http://dx.doi.org/10.1108/qram-11-2016-0080.

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Purpose This paper aims to focus on the recruitment and selection processes of management accountants to enhance the understanding of how employers form perceptions of a suitable management accountant. Design/methodology/approach The analysis is based on 17 interviews with individuals involved in the recruitment of management accountants. Empirical data were collected during the recruitment process at eight organisations. Findings The findings suggest that in the social context of recruitment, technical skills and abilities related to management accounting are increasingly perceived as “taken

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Bingham, Brad, Sherrie Ilg, and Neil Davidson. "Great Candidates Fast: On-line Job Application and Electronic Processing." Public Personnel Management 31, no. 1 (2002): 53–64. http://dx.doi.org/10.1177/009102600203100106.

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The state of Washington Department of Personnel has recently launched a new Internet based tool to provide hiring managers throughout state government with virtually instant certification of highly qualified candidates for employment. The new Internet Application system allows simultaneous on-line application submittal, screening and testing, scoring and notification, eligibility list placement, and referral for interview. It is a revolutionary improvement over the traditional recruitment and selection system, and reduces recruitment cycle time from several weeks to one or two hours. Certifica

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Сувалова, Т., Tatyana Suvalova, Р. Ашурбеков, and R. Ashurbekov. "Perspective Applications of Artificial Intelligence in Domestic and Foreign Recruitment Companies." Management of the Personnel and Intellectual Resources in Russia 7, no. 6 (2018): 71–75. http://dx.doi.org/10.12737/article_5c17765624e826.76329373.

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The introduction of artificial intelligence in any sphere of human activity today occurs at an accelerated pace. Recruiting is no exception. Is artificial intelligence able to force out selection specialists and self-interview a candidate? How do job seekers react to being interviewed by a robot, not a person? Is it possible to completely exclude a person from the personnel selection process and shift all functions to artificial intelligence? Let’s try to answer the questions posed in this article. The study analyzes the results of introducing a startup from the St. Petersburg company Stafory,

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Khadija, Zamil, and Alsharqi Omar. "The Effect of Information Technology on the Recruitment Process in Healthcare Organization in Makkah City." Global Journal of Health Science 11, no. 2 (2019): 123. http://dx.doi.org/10.5539/gjhs.v11n2p123.

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As technology advances in recruitment and selection, it provides job seekers with more options for finding a career in the healthcare industry. At the same time, it helps organizations to streamline the hiring process. Internet job sites like CareerBuilder, Monster and Hot Jobs allow job seekers to post resumes which employers can view online and select qualified candidates. In addition, online candidate-tracking systems are helpful to employers. Social media forums like Facebook and LinkedIn are useful sources when selecting proper candidates for the healthcare industry. This research set aim

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Kulkarni, Mukta, Mark L. Lengnick-Hall, and Patricia G. Martinez. "Overqualification, mismatched qualification, and hiring decisions." Personnel Review 44, no. 4 (2015): 529–49. http://dx.doi.org/10.1108/pr-11-2013-0204.

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Purpose – The purpose of this paper is to examine how employers define overqualification and mismatched qualification and whether they are willing to hire applicants whose educational and work experience credentials do not match job requirements. Design/methodology/approach – This paper draws from qualitative interview data from 24 hiring managers across a wide range of US public sector and private industries. Data were analyzed and coded to identify themes related to managers’ perceptions of overqualification, matched, and mismatched qualification, and how these were related to selection deci

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Suranto, Suranto, Muhtadi Muhtadi, Kuswaji Dwi Priyono, and Totok Budi Santosa. "PENGEMBANGAN INKUBATOR KEWIRAUSAHAAN DI UNIVERSITAS MUHAMMADIYAH SURAKARTA." Warta LPM 19, no. 1 (2016): 1–9. http://dx.doi.org/10.23917/warta.v19i1.1959.

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Business Entrepreneurial Incubator Program (Inwabi) programmed for entrepreneurship aims to implement the role of science and technology for entrepreneurship for students at the University of Muhammadiyah Surakarta (UMS). Activities include: recognition, empowerment, improvement of hard and soft skills of students, mental construct of student entrepreneurship (entrepreneur soft skills), so that students are able to be creators of jobs (job creators) not only job seekers (job seekers). The target of the program Inwabi provide assistance to the 20 students in the field of new entrepreneurial sma

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Wahba, Mohamed, and Dalia Elmanadily. "Social Media Usage in Recruitment Practices in Egypt." International Journal of Business Administration and Management Research 4, no. 3 (2018): 1. http://dx.doi.org/10.24178/ijbamr.2018.4.3.01.

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Nowadays, networking within online social media platforms isn't just about swapping pictures and music, or discussing the trivial details of a night out, a TV show or a sporting event. Social media is increasingly becoming the space where professional life happens. The recent option by Face book to update user profile pages to offer a 'LinkedIn style' professional view, suggests that social media, on the whole, is becoming a medium for work as well as play.( Sophia,2009) Recruitment is a process of finding and attracting capable applicants for employment. E-recruiting is the use of inter

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Arcand, Carolyn. "A Field Experiment to Test the Labor Market Value of a Credential from a For-Profit Postsecondary School." Journal of Methods and Measurement in the Social Sciences 5, no. 1 (2014): 40. http://dx.doi.org/10.2458/jmm.v5i1.18308.

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The attainment of postsecondary credentials holds particular promise in improving economic security for low-income single mothers. However, the type of school attended may matter when determining whether postsecondary credentials will foster positive labor market outcomes and financial stability for former students. This paper describes the pre-test of a field experiment to examine whether the school type listed on a job applicant’s resume has an impact on receiving a call for a job interview, in fields commonly pursued by low-income women. School types tested were for-profit schools and commu

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Arcand, Carolyn. "A Field Experiment to Test the Labor Market Value of a Credential from a For-Profit Postsecondary School." Journal of Methods and Measurement in the Social Sciences 5, no. 1 (2014): 40. http://dx.doi.org/10.2458/v5i1.18308.

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The attainment of postsecondary credentials holds particular promise in improving economic security for low-income single mothers. However, the type of school attended may matter when determining whether postsecondary credentials will foster positive labor market outcomes and financial stability for former students. This paper describes the pre-test of a field experiment to examine whether the school type listed on a job applicant’s resume has an impact on receiving a call for a job interview, in fields commonly pursued by low-income women. School types tested were for-profit schools and commu

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Suryanto, Ade, and Muhammad Dinul. "Rancang Bangun Sistem Informasi Recruitment Karyawan Pada PT. Asta Pilar Gemilang Jakarta." UNISTEK 8, no. 1 (2021): 53–61. http://dx.doi.org/10.33592/unistek.v8i1.1204.

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The role and presence of technology today is very much needed, especially for companies engaged in the service sector. Computerized systems and integrated with other systems will greatly help support the company's wheels and be able to compete with other companies. PT Asta Pilar Gemilang Jakarta is currently still running a manual system in recruiting its employees, so the process from initial recruitment to employee selection takes a long time, and information on the availability of existing job vacancies is only through word of mouth (MOM). The best solution to the existing problems is by de

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Janifar, A. "Problems Faced by Agricultural Landless Laborers in Cuddalore District, Tamil Nadu: A Status Analysis." Asian Review of Social Sciences 8, no. 2 (2019): 135–38. http://dx.doi.org/10.51983/arss-2019.8.2.1568.

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India is the second the largest part populous country of the world and has changing socio-economic condition and political demographic and morbidity patterns that have been illustration global thought in current years. Though in recent times enacted MGNREGA, 2005 provides 100 days guarantee of employment in a year, there is great deal of fraud in issuing job cards. Moreover, gather rolls are not maintained accurately and work is not provided to job seekers who really are in need of such support. The problem of agricultural landless laborers is part of the wider problem of unemployment and unde

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Pastore, Francesco, and Marco Pompili. "Assessing the Impact of Off-the-Job and On-the-Job Training on Employment Outcomes: A Counterfactual Evaluation of the PIPOL Program." Evaluation Review 44, no. 2-3 (2020): 145–84. http://dx.doi.org/10.1177/0193841x20966112.

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Background: This article studies the effect of PIPOL, an integrated program of active labor policies launched by the Friuli Venezia Giulia, an Italian region, in 2014. Objectives: To understand the impact of training in a classroom setting (off-the-job) and work-related training (on-the-job) on employment integration of benefit recipients. Research design: We adopt a counterfactual approach by comparing a target group (treated) against a control group (19,899) extracted by means of propensity score matching and Mahalanobis distance matching among subjects who, while registered in the program o

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Ilmiyah, Warosatul, Frieyadie Frieyadie, and Frisma Handayanna. "PENERAPAN METODE AHP SEBAGAI PENUNJANG KEPUTUSAN PENERIMAAN KARYAWAN PADA PT. ARKONIN." Jurnal Riset Informatika 1, no. 3 (2019): 153–58. http://dx.doi.org/10.34288/jri.v1i3.105.

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Companies open job vacancies, so in a short time usually will be flooded with files from job seekers. The problem is sometimes companies have difficulty in selecting job applicants, so applicants who actually do not meet the criteria or needs are included in the interview process, or even accepted to work at the company. As a result the company will have a workforce that is actually not in accordance with company needs. This study aims to make it easier to determine which applicants are truly competent and fit to be employees for certain positions in a company and facilitate the placement of e

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Poulston, Jill. "Staff shortages and turnover: Causes and solutions." Hospitality Insights 1, no. 1 (2017): 7–8. http://dx.doi.org/10.24135/hi.v1i1.7.

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The New Zealand hospitality workforce is young; most are between 18 and 24 years old and attracted by the ease with which they can get work in a bar or restaurant. The work suits them; it is dynamic and easy to find, but many have no intention of staying in the industry. Hence, staff shortages and turnover are a constant problem for employers. However, the solution is not as difficult as one might imagine. This study identified why there are so few older workers in the New Zealand hotel industry after interviewing 44 managers and older workers in New Zealand hotels and looking at Human R

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Young, Nicole C. Jones, and Ann Marie Ryan. "Criminal history and the workplace: a pathway forward." Equality, Diversity and Inclusion: An International Journal 38, no. 5 (2019): 494–504. http://dx.doi.org/10.1108/edi-04-2019-0140.

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Purpose The purpose of this paper is to summarize some of the key gaps in knowledge regarding the use of criminal records in employee selection and post-hire challenges that those with a criminal record may continue to face. Design/methodology/approach This paper is a general review and introduction to the special issue on criminal history and employment. Findings The authors suggest that understanding the “what,” “how,” “why” and “who” may provide researchers with increased clarity regarding the relevance and use of criminal records within the employee selection process. Research limitations/

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Indrayanti, Asro Laelani, Arief Rahman Hakim, Yos Andi Tangkasiang, Perwira Jati Wicaksono, Robby Julianto, and Daryana Daryana. "Pembentukan Wirausaha Muda melalui Inkubator Bisnis Kewirausahaan Universitas PGRI Palangka Raya." PengabdianMu: Jurnal Ilmiah Pengabdian kepada Masyarakat 5, no. 4 (2020): 321–27. http://dx.doi.org/10.33084/pengabdianmu.v5i4.1434.

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Alumni of High Education is expected to be not only job seekers but also job creators. The role of the business world in employment is enormous, both large businesses, medium businesses, and MSMEs. The absorption of labor by SMEs is far greater than others. However, the development of MSMEs is still hampered by several obstacles, including limited knowledge in the field of production technology, limitations in reading the market, marketing technology is always simple, not thinking about strategic plans both short and long term and others. Universitas PGRI Palangka Raya tries to play a role in

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Manzoor, Faiza, Longbao Wei, Tamás Bányai, Mohammad Nurunnabi, and Qazi Abdul Subhan. "An Examination of Sustainable HRM Practices on Job Performance: An Application of Training as a Moderator." Sustainability 11, no. 8 (2019): 2263. http://dx.doi.org/10.3390/su11082263.

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This study attempts to examine the role of sustainable Human Resource Management (HRM) practices on job performance and encompasses training as a moderator variable to further evaluate the association among HRM practices and employee’s job performance.The study seeks to measure the effect of selection, participation, and employee empowerment on job performance in the publicly owned universities of Pakistan. The descriptive survey research design was utilized for this study. The target population was the entire teaching staff of two publicly owned universities (namely “The University of Agricul

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Jatmiko Indriyanto, Wildani Eko Nugroho, and Nurohim. "Pengenalan Aeromodelling Berbasis IT Untuk Menumbuhkan Jiwa Wirausaha Dan Prestasi Di SMK NU Tarub Tegal." Jurnal Abadimas Adi Buana 4, no. 2 (2021): 91–95. http://dx.doi.org/10.36456/abadimas.v4.i2.a2721.

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The basic problem of SMK graduates is that most are still looking for work in companies, because the number of SMK graduates is not comparable to the employment opportunities in companies, so many are unemployed. Unemployment is open at the level of SMK graduates is still high. The results of an analysis of the economic potential of the open unemployment data in 2015 showed that over one third or 36.78% of vocational school graduates were still unemployed. Education and training for job seekers has not been maximally organized by the Tegal City Government to encourage them to become new entrep

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Goertz, Wiebke, Ute R. Hülsheger, and Günter W. Maier. "The Validity of Specific Cognitive Abilities for the Prediction of Training Success in Germany." Journal of Personnel Psychology 13, no. 3 (2014): 123–33. http://dx.doi.org/10.1027/1866-5888/a000110.

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General mental ability (GMA) has long been considered one of the best predictors of training success and considerably better than specific cognitive abilities (SCAs). Recently, however, researchers have provided evidence that SCAs may be of similar importance for training success, a finding supporting personnel selection based on job-related requirements. The present meta-analysis therefore seeks to assess validities of SCAs for training success in various occupations in a sample of German primary studies. Our meta-analysis (k = 72) revealed operational validities between ρ = .18 and ρ = .26 f

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Lam, Sue, and Ben Hawkes. "From analytics to action: how Shell digitized recruitment." Strategic HR Review 16, no. 2 (2017): 76–80. http://dx.doi.org/10.1108/shr-01-2017-0005.

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Purpose The purpose of this paper is to share how Shell HR enabled technological change in their graduate hiring assessments. Design/methodology/approach Shell receives over 100,000 applications for their global graduate program each year for fewer than 1,000 technical and commercial positions. The foundation of the recruitment process is the assessments, providing data and insight on which to make selection decisions. The effectiveness of the assessments, along with attracting the best candidates, determines the quality of hire and long-term value to Shell. To stay competitive in the market w

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Manzoor, Asma, and Nasreen Aslam Shah. "Labour Laws And Women Workers Of The Export Processing Zones In Karachi." Pakistan Journal of Gender Studies 7, no. 1 (2013): 1–16. http://dx.doi.org/10.46568/pjgs.v7i1.266.

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The selection of Karachi Export Promotion Zone (EPZ) is inspired by the fact that this city being the centre of industrial and economic activity attracts an everincreasing number of job seekers from across the country. EPZs are an integral part of the expanding global market. Procurement of cheap and easy-to-control labour are the prerequisites of a market-based economy. Concentration of markets in developed countries and the establishment of production units in the less developed or slow developing countries mirrors political power imbalance. As women are the focus of this study, the assessme

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Asgari, Ali, Somayeh Mezginejad, and Fatemeh Taherpour. "The role of leadership styles in organizational citizenship behavior through mediation of perceived organizational support and job satisfaction." Innovar 30, no. 75 (2020): 87–98. http://dx.doi.org/10.15446/innovar.v30n75.83259.

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This paper seeks to examine transformational and transactional leadership, employees’ organizational citizenship behavior, employees’ job satisfaction and perceived organizational support; which are employees' organizational citizenship behavior associations. In addition, this study explores the mediating role of employees’ job satisfaction and perceived organizational support in the relationship between transformational and transactional leadership styles and employees’ organizational citizenship behavior. The study was conducted at the University of Birjand, Iran, on a sample of 250 employe

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Jain, Neetu, and Prachi Bhatt. "Employment preferences of job applicants: unfolding employer branding determinants." Journal of Management Development 34, no. 6 (2015): 634–52. http://dx.doi.org/10.1108/jmd-09-2013-0106.

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Purpose – In the ever increasing competition in the employment market, an organization’s need to become a “great place to work” has gained significant momentum. Employer branding has thus emerged as an essential management practice employed by the organization to create its image as desirable employer in the eyes of prospective employees. The purpose of this paper is to highlight the understanding of employer branding through the eyes of “potential” young employees in Delhi and North Central Region, India. The results presented in this paper throw light on the perceived importance of employer

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Rao, Akhila, Shailashri V. T, Molly Sanjay Chaudhuri, and Kondru Sudheer Kumar. "Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways." Think India 22, no. 2 (2019): 745–63. http://dx.doi.org/10.26643/think-india.v22i2.8878.

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The modern business milieu is highly competitive due to vast technological advancement which makes employees a vital source of competitive advantage. Precisely, the recruitment process has become a key determinant of an organization’s success and a logistic capital resource to the human resource; thus, the process should be entirely modern. A conventional recruitment and selection process comprises of job analysis, manpower planning, and recruitment and selection. The current study seeks to explore employee recruitment practices and proposes areas of future research in Indian Railways using se

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Prihantoko, Dhamang Mahindra, and Sutikno Sutikno. "SISTEM PENDUKUNG KEPUTUSAN PENYALURAN CALON TENAGA KERJA PADA BURSA KERJA KHUSUS (BKK) MENGGUNAKAN METODE ANALYTICAL HIERARCHY PROCESS." KLIK - KUMPULAN JURNAL ILMU KOMPUTER 5, no. 1 (2018): 98. http://dx.doi.org/10.20527/klik.v5i1.125.

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<p><em>Exclusive Employment Exchange was one of important component in measuring the level of educational in Vocational High School. Exclusive Employment Exchange selecting for job seekers who have registered appropriate quota amount requested by the company. However, this time to meet the quota amount demanded by the company they </em><em>we</em><em>re subjective, and prioritizing job seekers who register</em><em>ed</em><em> early.</em><em> </em><em>Therefore, it is necessary to build a system capable of deter

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Colón, Rod. "Calling all job seekers." Nursing Critical Care 8, no. 5 (2013): 48. http://dx.doi.org/10.1097/01.ccn.0000433810.80530.08.

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Taylor, Janelle S. "TV for Job Seekers." Anthropology News 44, no. 7 (2003): 60. http://dx.doi.org/10.1111/an.2003.44.7.60.

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Hall, Robert E., and Sam Schulhofer-Wohl. "Measuring Job-Finding Rates and Matching Efficiency with Heterogeneous Job-Seekers." American Economic Journal: Macroeconomics 10, no. 1 (2018): 1–32. http://dx.doi.org/10.1257/mac.20170061.

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Matching efficiency is the productivity of the process for matching job-seekers to available jobs. Job-finding is the output; vacant jobs and active job-seekers are the inputs.We develop a framework for measuring matching productivity when the population of job-seekers is heterogeneous. We find that overall matching efficiency declined smoothly over the period from 2001 through 2013. Measures of matching efficiency that neglect heterogeneity among the unemployed and also neglect job-seekers other than the unemployed suggest a large 28 percent decline in efficiency between 2007 and 2009. Most o

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Kusumayanthi, Susi. "High Achievers." English Journal Literacy Utama 3, no. 2 (2019): 68–76. http://dx.doi.org/10.33197/ejlutama.vol3.iss2.2019.260.

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This paper reports on language learning strategies to develop speaking skill employed by university students categorized as high achiever students. It also focuses on the reasons why they employed those strategies. The study focuses on the above topics because the research concerning language learning strategies to develop speaking skill still receives a little attention in Indonesian EFL context. Some researchers, such as Chamot (1993), affirm that language learning strategy has primarily benefit for developing speaking skill. Two university students were participating in this study. They wer

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Kusumayanthi, Susie. "High Achievers." English Journal Literacy Utama 3, no. 2 (2019): 68–76. http://dx.doi.org/10.33197/ejlutama.vol3.iss2.2019.285.

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This paper reports on language learning strategies to develop speaking skill employed by university students categorized as high achiever students. It also focuses on the reasons why they employed those strategies. The study focuses on the above topics because the research concerning language learning strategies to develop speaking skill still receives a little attention in Indonesian EFL context. Some researchers, such as Chamot (1993), affirm that language learning strategy has primarily benefit for developing speaking skill. Two university students were participating in this study. They wer

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Baker-Eveleth, Lori J., Robert W. Stone, and Daniel M. Eveleth. "Job-pursuit intentions of online job seekers." Human Systems Management 35, no. 3 (2016): 185–96. http://dx.doi.org/10.3233/hsm-160868.

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Banerjee, Pratyush. "Attracting Job-Seekers Through Online Job Advertisements." International Journal of Technology and Human Interaction 12, no. 3 (2016): 1–17. http://dx.doi.org/10.4018/ijthi.2016070101.

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Online recruitment research has time and again addressed the issue of lack of credibility of online job advertising media compared to traditional media such as newspapers and the issue of poor quality web design in E-recruitment. In this paper, the issues of lack of credibility and quality of E-recruitment channels have been addressed through the introduction of a) realistic job previews (RJP), b) company independent channels for advertising jobs online (for example Blogs), and c) podcasts for corporate previews in online job website design. Final year post-graduate students about to enter job

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