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Articles de revues sur le sujet « Skill-based hiring »

Auteur : Grafiati

Publié le 7 juin 2025

Mis à jour le 2 août 2025

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1

Fu, Yan, Juan Feng, and Qiang Ye. "Skill Spanning in the Online Labor Market: A Double-Edged Sword?" Journal of the Association for Information Systems 23, no. 3 (2022): 750–78. http://dx.doi.org/10.17705/1jais.00739.

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Freelancers in online labor markets often display many skills in their profiles to increase their chances of being hired. However, such behavior may lead to the skills they display straddling multiple categories, that is, “skill spanning.” In this paper, we extend the concept of category spanning into online labor markets in the form of skill spanning and empirically examine (1) how freelancers’ skill spanning affects employers’ hiring decisions for two different types of jobs (low- and high-skill jobs, respectively), and (2) how freelancers’ skill matching moderates the effects of skill spann

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C A, Sahana, Shobha Madev Rabakvi, and Dr Veena Bhavikatti. "AStudy On Skill Based Hiring Over Degrees Focuses On Technology And It Sector In Bangalore." International Journal of Research Publication and Reviews 6, no. 7 (2025): 5206–15. https://doi.org/10.55248/gengpi.6.0725.2632.

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Gloriya, Antony, Zameen Aflah, K. Jesus Jeswin, Venugopal Navya, and Mathew Alpha. "Recruit Mate: An automated Interview Bot." Research and Reviews: Advancement in Robotics 6, no. 3 (2024): 1–3. https://doi.org/10.5281/zenodo.13120964.

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<em>Resume screening and interview bots have become essential in modern hiring processes, where a large volume of candidates apply for job posts. Manual sorting of resumes to match job requirements is a tedious task. The motivation behind our project is to automate the recruitment process, alleviating this challenge. Our objective is to develop an interview bot capable of automating hiring for specific job postings. Through prompt questions, the bot assists in profile creation and resume generation. Additionally, it recommends jobs based on candidate skills, enabling participation in multiple-

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Kamaruddin, Norhaslinda, Abdul Wahab Abdul Rahman, and Frederick C. Harris Jr. "Enhancing Talent Development Using AI-Driven Curriculum-Industry Integration." Environment-Behaviour Proceedings Journal 8, no. 26 (2023): 377–82. http://dx.doi.org/10.21834/e-bpj.v8i26.5129.

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The specific hiring needs render low-skill-based job-seeking invalid in coping with the nation's economic development. There needs to be more graduate readiness for the industry's needs. This paper explores the transformative potential of Artificial Intelligence (AI) in fostering a symbiotic relationship between academic curricula and industry demands, aimed at building a robust talent pool for the future. A new hiring selection model that matches industry-identified hiring parameters with the knowledge and skills obtained from the university. By aligning educational programs with real-world c

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Dr., Satish Kumar S., V. Abhista, S. Chiraag, Deepak M, and S. Shreehari N. "Smart Work Portfolio Analysis for Better Hiring." International Journal of Innovative Science and Research Technology (IJISRT) 9, no. 12 (2024): 92–97. https://doi.org/10.5281/zenodo.14444489.

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Locating appropriate expertise is a prime venture for organizations. Our version uses Natural Language Processing (NLP) to extract and analyze portfolio info, ranking them based on corporation necessities. By way of parsing crucial statistics like education, enjoy, and initiatives, we purpose to streamline hiring. We plan to increase a activity portal for employers and applicants to upload Portfolio, where NLP algorithms will create structured smart work portfolio evaluation for better Hiring and rank applicants consistent with the specified skill units, improving recruitment performance.

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Gulshann Banu A, Karthik A, Nithyasri R, Shalini S, and Sahana Shree C R. "AI-Enhanced Job Application Portal with Real-Time Evaluation and Skill Improvement." International Research Journal on Advanced Engineering Hub (IRJAEH) 2, no. 12 (2024): 2769–73. https://doi.org/10.47392/irjaeh.2024.0383.

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In the thriving job market, organizations needs an accurate,efficient and consistent candidate assessment to make sure that their applicant meet the necessary requirements. the traditional hiring processes rely on manual evaluation which is inconsistent and time-consuming which ultimately leads to the expansion of hiring cycles Along the side of candidates this hiring process lacks transparency and honesty and often fails to provide feedback leaving the applicant with uncertainty about their performance and unenlightened of the skills they need to enhance. In addition to that the unsucessful c

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Bone, Matthew, Eugenia González Ehlinger, and Fabian Stephany. "Skills or degree? The rise of skill-based hiring for AI and green jobs." Technological Forecasting and Social Change 214 (May 2025): 124042. https://doi.org/10.1016/j.techfore.2025.124042.

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Lengure, Mohit. "QuickHire: A Smart Recruitment Platform for Job Seekers and Recruiters." International Scientific Journal of Engineering and Management 04, no. 06 (2025): 1–9. https://doi.org/10.55041/isjem03932.

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Abstract This research paper presents the development and implementation of QuickHire, an intelligent and user-centric recruitment platform designed to streamline job searching and hiring processes for both job seekers and recruiters. Traditional job portals often lack personalized experiences, leading to inefficiencies and mismatches. QuickHire addresses these limitations by offering features such as smart job recommendations, real-time filtering, location-based suggestions, skill-based matchmaking, and a multi-role login system. The platform leverages modern technologies such as Flutter for

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Gerard, François, Lorenzo Lagos, Edson Severnini, and David Card. "Assortative Matching or Exclusionary Hiring? The Impact of Employment and Pay Policies on Racial Wage Differences in Brazil." American Economic Review 111, no. 10 (2021): 3418–57. http://dx.doi.org/10.1257/aer.20181596.

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We measure the effects of firm policies on racial pay differences in Brazil. Non-Whites are less likely to be hired by high-wage firms, explaining about 20 percent of the racial wage gap for both genders. Firm-specific pay premiums for non-Whites are also compressed relative to Whites, contributing another 5 percent for that gap. A counterfactual analysis reveals that about two-thirds of the underrepresentation of non-Whites at higher-wage firms is explained by race-neutral skill-based sorting. Non-skill-based sorting and differential wage setting are largest for college-educated workers, sugg

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Kimbrel, Laurie A. "Teacher Selection: School Principal Hiring Practices, Level of Training, and Confidence." International Research in Education 7, no. 2 (2019): 106. http://dx.doi.org/10.5296/ire.v7i2.15332.

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Student success is dependent on teacher quality; therefore, principals must hire the most effective teachers in order to ensure continuous school improvement. This study investigated teacher hiring processes to determine the extent to which principals use research-based practices that are most likely to identify high-quality teachers. This study also sought information about the type of personnel selection training principals receive and confidence of the principal in their ability to hire high-quality teachers. Data were gathered using a survey e-mailed to principals in ten states in the sout

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Russial, John, and Wayne Wanta. "Digital Imaging Skills and the Hiring and Training of Photojournalists." Journalism & Mass Communication Quarterly 75, no. 3 (1998): 593–605. http://dx.doi.org/10.1177/107769909807500312.

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This paper, based on a national survey, examines the importance newspaper photo editors place on digital imaging and traditional photography competencies, and it looks at the implications for the training and hiring of journalists. It concludes that the shift from chemical to digital processing has led to a relative lack of concern among photo editors about the need for chemical darkroom skills. Many journalism programs, however, continue to focus on those skills. It finds that new technical skills, such as the use of digital cameras and the web, are growing in importance as are skills that re

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Jaime, Rosanna, Cheryl Silipigno, Sharon Stemm, and Andrew D. Harding. "Uniquely Created Nurse Residency Program for Extraordinary Growth and Effectiveness." Nursing Administration Quarterly 49, no. 3 (2025): 231–38. https://doi.org/10.1097/naq.0000000000000697.

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In the wake of COVID-19 and surrounding hospital closures, South Shore Health embarked on an evidence-based journey to quadruple their new graduate nurses annual hiring by creating a unique nurse residency program. Balancing growth with a high-quality orientation and skill acquisition to mediate the effect of fewer direct patient clinical experiences for nursing students during the pandemic. Further the health system was able to achieve a dramatic improvement in their first-year retention rates for registered nurses.

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G. Venkateshwaran,. "Artificial Intelligence in HR: Transforming Recruitment and Selection in IT Industry." Journal of Information Systems Engineering and Management 10, no. 17s (2025): 38–45. https://doi.org/10.52783/jisem.v10i17s.2705.

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e integration of Artificial Intelligence (AI) in Human Resource Management (HRM) has revolutionized traditional recruitment and selection processes, particularly in the IT industry, where rapid technological advancements demand a skilled and dynamic workforce. AI-driven recruitment systems leverage machine learning, natural language processing (NLP), and predictive analytics to enhance efficiency, reduce hiring biases, and improve decision-making. This study explores the transformative role of AI in recruitment and selection within the IT sector, highlighting its benefits, challenges, and futu

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Dr. J. M. Patil, Krishna R. Kolekar, Samarth V. Zamre, Aniket S. Galzalwar, and Swastik P. Chaudhary. "GenAI-Powered ATS: Enhancing Recruitment with Skill Fitment Analysis." International Research Journal on Advanced Engineering Hub (IRJAEH) 3, no. 03 (2025): 1106–10. https://doi.org/10.47392/irjaeh.2025.0159.

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This study introduces a novel candidate-job matching framework leveraging Generative AI (GenAI) as an alternative to conventional Natural Language Processing (NLP) techniques. While existing research predominantly focuses on NLP-based resume parsing and keyword matching, our methodology utilizes GenAI to produce comprehensive skill assessments by evaluating candidate qualifications against job descriptions. The framework extracts candidate profiles from CVs and analyses their alignment with job requirements, classifying proficiency levels into four tiers: Beginner, Intermediate, Competent, or

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Lakshmi, Ganga. "The Paradox of Skilled Unemployment:Understanding Underemployment among Engineering Graduates." International Journal of Research in Social Science and Humanities 06, no. 04 (2025): 01–08. https://doi.org/10.47505/ijrss.2025.4.1.

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Underemployment among engineering graduates remains a critical challenge in India, where the rapid expansion of technical education has not been matched by sufficient job opportunities. This study employs a survey-based approach, analyzing responses from 100 engineering graduates in Kerala and using Chi-Square tests to identify key factors influencing underemployment. The findings indicatethat demographic factors, academic performance, and institution type do not significantly impact underemployment. However, participation in internships and skill development programs significantly reduces und

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Ambala, Dr Srinivas. "PlaceMentor: An Intelligent Analytical Platform for College Placements." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 04 (2025): 1–9. https://doi.org/10.55041/ijsrem46009.

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Abstract— The digitization of campus recruitment and placement systems is reshaping how educational institutions manage hiring processes. This research presents PlaceMentor, a Django-based analytical platform built to streamline and enhance college placement activities using data-driven techniques and modern web technologies. The platform enables administrators and placement officers to manage historical placement data, forecast recruitment trends using regression analysis, and extract in-demand skills through text processing. Notable features include resume parsing, clustering of students bas

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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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Tilahun, Nebiyou, and David Levinson. "An Agent-Based Model of Origin Destination Estimation (ABODE)." Journal of Transport and Land Use 6, no. 1 (2013): 73–88. http://dx.doi.org/10.5198/jtlu.v6i1.271.

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This paper proposes and tests an agent-based model of worker and job matching. The model takes residential locations of workers and the locations of employers as exogenous and deals specifically with the interactions between firms and workers in creating a job-worker match and the commute outcomes. It is meant to illustrate that by explicitly modeling the search and hiring process, origins and destinations (ODs) can be linked at a disaggregate level. The model is tested on a toy-city as well as using data from the Twin Cities area. The toy-city model illustrates that the model predicts reasona

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Goffnett, Sean P., Zachary Williams, Brian J. Gibson, and Michael S. Garver. "Identifying critical skills for logistics professionals: Assessing skill importance, capability, and availability." Journal of Transportation Management 27, no. 1 (2016): 45–61. http://dx.doi.org/10.22237/jotm/1467331500.

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The purpose of this research is to identify critical skills needed in the logistics profession now and in the future. This study uses survey research, means tests, and importance analysis to explore a multi-factor framework that identifies critical supply chain skills perceived by 176 experienced supply chain professionals from manufacturing, transportation, and retail/wholesale segments. Results indicate significant differences exist between current and future needed skills, among current capabilities and current availability of skills, and among skill needs utilizing a multi-factor index. Id

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McLaughlin, Jacqueline S., Mit Patel, and Joshua B. Slee. "A CURE Using Cell Culture–Based Research Enhances Career-Ready Skills in Undergraduates." Scholarship and Practice of Undergraduate Research 4, no. 2 (2021): 49–61. http://dx.doi.org/10.18833/spur/4/2/15.

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A course-based undergraduate research experience (CURE) using cell culture–based research was developed to allow students to test potential molecules for their ability to prevent the host inflammatory response to implantable biomaterials. This CURE was utilized for lab instruction in cell biology courses over a three-year period at two institutions and was assessed using a modified student assessment of learning gains (SALG) survey and a rubric from the Association of American Colleges and Universities (AAC&U). The SALG survey analysis showed enhanced essential “hard” skill sets and attitu

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Islam, Saiful, and Tasneem Nabila Islam. "Insights into the Skill Development Issues of Management Jobs: A Study on RMG and Textile Sectors of Bangladesh." Asian Social Science 14, no. 12 (2018): 56. http://dx.doi.org/10.5539/ass.v14n12p56.

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The purpose of this study is to provide an insight into the skill development and training related issues of the management jobs of textile and garments sector of Bangladesh which includes the skills requirements, differences in the skills of domestic managers and expatriates, local training facilities and barriers companies confront while sending their staffs abroad for training. A qualitative research approach has been adopted in this study where data has been collected through 30 in-depth interviews based on convenient and snowball sampling. The findings indicate that certain skills of dome

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Mills, Suzanne. "The geography of skill: Mobility and exclusionary unionism in Canada’s north." Environment and Planning A: Economy and Space 51, no. 3 (2018): 724–42. http://dx.doi.org/10.1177/0308518x18801025.

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This paper explores the spatial politics of racism and inter-worker competition through a case study of Indigenous employment during the construction of the Voisey’s Bay mine in northern Labrador. Over the course of construction, the building and construction trades unions (BCTUs) sought to restrict the hiring of local Inuit and Innu workers by challenging the legitimacy of place-based entitlements to work. Inuit and Innu workers had preferential access to employment as a result of unresolved land claims and the ensuing Impact and Benefit Agreements (IBA) between the Voisey’s Bay Nickel Compan

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Santra, Sayoni. "Contingent workforce management: a holistic overview." Strategic HR Review 20, no. 6 (2021): 199–205. http://dx.doi.org/10.1108/shr-08-2021-0035.

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Purpose This paper aims to illustrate a simple, holistic overview of contingent workforce management. Design/methodology/approach This paper’s viewpoint outlines benefits and challenges that employers and employees encounter with contingent work arrangements and highlights relevant human resource (HR) practices to effectively manage contingent workforce. Findings Benefits to employers are cost-effective hiring solutions, filling-up skill requirements, increasing numerical flexibility and diversity and broadened talent pool. Challenges include legal ramifications, hidden costs, confidentiality

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Karunamurthy, Dr A. "AI-Powered Resume Analysis Using SpaCy for Skill Extraction and Job Matching." International Scientific Journal of Engineering and Management 04, no. 05 (2025): 1–7. https://doi.org/10.55041/isjem03528.

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Abstract -In today's competitive job market, recruiters face the challenge of efficiently sifting through vast volumes of resumes to identify the best candidates for open positions. Traditional keyword-based filtering methods are often inadequate in identifying the nuances of skills and experiences required for specific job roles. This project presents an AI-powered resume analysis system using the SpaCy natural language processing (NLP) library to enhance the accuracy of resume screening and job matching. Leveraging SpaCy's advanced capabilities, including Named Entity Recognition (NER), sema

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Ren, Jie, Viju Raghupathi, and Wullianallur Raghupathi. "Exploring Influential Factors in Hiring Freelancers in Online Labor Platforms: An Empirical Study." Economies 11, no. 3 (2023): 80. http://dx.doi.org/10.3390/economies11030080.

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Sharing economy online labor platforms play a critical role in bringing together freelancers and potential employers. This research is one of the few studies to address how freelancers’ characteristics impact the likelihood of being hired by employers using the theory of person–environment fit as a broad framework. Using Freelancer data, this research investigates if country of residence (of a freelancer and the employer), amount earned, and time since registered on the platform, are associated with the employment decision. The results indicate that country of residence does matter. Freelancer

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Bhandari, Udbodh, Malati Rana, Niranjan Devkota, Seeprata Parajuli, and Udaya Poudel. "Status of Professional Skills in MBA Graduates, Its Challenges, and Way Forward in Kathmandu Valley: Evidence from Professional Skill Index." International Journal of Finance Research 2, no. 1 (2021): 24–36. http://dx.doi.org/10.47747/ijfr.v2i1.304.

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Today's MBA courses are continuous preparation-based teaching-learning practice to meet the requirements that industries expect from MBA graduates and further enhance their skills and knowledge that would aid them to fit in the job market. Thus, this study tries to assess the status of professional skills in MBA graduates, its challenges, and the way forward with the help of a professional skill index. Based on descriptive analysis, this study is conducted among 280 employers who employ MBA graduates, and a structured questionnaire was applied to collect information. The purposive sampling met

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GUPTA, PRANJAL. "ENHANCING RECRUITMENT AND SELECTION PROCESSES: INSIGHTS FROM PNB METLIFE’S TALENT ACQUISITION." International Scientific Journal of Engineering and Management 03, no. 05 (2024): 1–9. http://dx.doi.org/10.55041/isjem01822.

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This paper is on recruitment and selection process at PNB MetLife Insurance Company Limited. The process of identifying, screening, shortlisting, and choosing the best applicants to occupy the necessary vacant jobs is known as recruitment and selection. The primary objectives of this research are to determine how candidates are recruited, on what criteria the selection process is based, and what skill set is necessary for a certain position. The aim of this research is to investigate the PNB MetLife's recruitment and selection procedure and to investigate whether the procedure is simple to com

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Saraswathi, Dr M., Devulapalli Satya, and T. Naga Sai Sowmya. "Student Portfolio Designing using Nextjs." International Journal of Soft Computing and Engineering 13, no. 1 (2023): 21–24. http://dx.doi.org/10.35940/ijsce.a3598.0313123.

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Firstly, Portfolio is an important tool that addresses a person’s skill sets, qualifications, timelines, projects, and experiences the students have.Many organizations and companies are hiring candidates through resumes and CVs. In the current situation, organizations encourage Portfolios as they are easy to understand and highlight the student’s qualifications and experiences. The portfolio is a website-based application so it needs only a link to access. Resumes and CVs are in a form of Pdfs and Docs and take up a lot of memory space in the organization’s database. This old traditional way w

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Mweha, Musitaffa. "Youth Unemployment in Zimbabwe: A Microeconomic Analysis of Constraints and Intervention Strategies." International Journal of Research and Innovation in Social Science IX, no. XV (2025): 685–701. https://doi.org/10.47772/ijriss.2025.915ec0048.

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This paper examines youth unemployment in Zimbabwe through a comprehensive microeconomic lens, analysing individual, household, and firm-level factors that shape labour market outcomes across both urban and rural contexts. With approximately 60% of Zimbabwe’s population under 25 years of age and a youth unemployment rate of 41%, the country faces a significant socioeconomic challenge requiring targeted interventions. Through systematic analysis of literature and recent data, this research investigates the microeconomic determinants of youth unemployment, including skill mismatches, information

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Lokesh, Mr, Mr Kaleeswaran, Mr Vasigaran, and Mr Dany Rufus. "The Future of Human Resources: How Technology is Shaping Workforce Management." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 12 (2024): 1–6. https://doi.org/10.55041/ijsrem39339.

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In today's corporate world, technology is fundamentally altering HR departments. These technologies, such as artificial intelligence (AI), machine learning (ML), automation, and advanced data analytics, expand HR's capabilities from hiring and personnel management to performance reviews and employee engagement. This study investigates the ways in which these technologies affect personnel management and the strategic expansion of businesses. By using real-world examples and then analyzing the difficulties based on a survey of the literature, this research has brought attention to the strategic

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Snijder, Lucas L., Quirine T. S. Smit, and Maaike H. T. De Boer. "Advancing Ontology Alignment in the Labor Market: Combining Large Language Models with Domain Knowledge." Proceedings of the AAAI Symposium Series 3, no. 1 (2024): 253–62. http://dx.doi.org/10.1609/aaaiss.v3i1.31208.

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One of the approaches to help the demand and supply problem in the labor market domain is to change from degree-based hiring to skill-based hiring. The link between occupations, degrees and skills is captured in domain ontologies such as ESCO in Europe and O*NET in the US. Several countries are also building or extending these ontologies. The alignment of the ontologies is important, as it should be clear how they all relate. Aligning two ontologies by creating a mapping between them is a tedious task to do manually, and with the rise of generative large language models like GPT-4, we explore

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Dr., M. Saraswathi, Satya Devulapalli, and Naga Sai Sowmya T. "Student Portfolio Designing using Nextjs." International Journal of Soft Computing and Engineering (IJSCE) 13, no. 1 (2023): 21–24. https://doi.org/10.35940/ijsce.A3598.0313123.

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<strong>Abstract: </strong>Firstly, Portfolio is an important tool that addresses a person’s skill sets, qualifications, timelines, projects, and experiences the students have. Many organizations and companies are hiring candidates through resumes and CVs. In the current situation, organizations encourage Portfolios as they are easy to understand and highlight the student’s qualifications and experiences. The portfolio is a website-based application so it needs only a link to access. Resumes and CVs are in a form of Pdfs and Docs and take up a lot of memory space in the organizatio

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Garimella, Bhaskar, Sandeep Shenoy, Rashmi Yogesh Pai, and Rishali Shetty. "Structured Education for Sustainable Employment: Technology Enabled Queueing Theory Applications." Foundations of Management 10, no. 1 (2018): 75–86. http://dx.doi.org/10.2478/fman-2018-0007.

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Abstract Unemployment is a serious challenge that has been rising day by day. Skill development and creation of employment opportunities are key factors to address youth unemployment. This study emphasizes on the need for job-oriented education and to link education to employment. This study derives a mathematical model and tests the same using live university hiring data and attempts to integrate the three stakeholders, employers, education providers, and the young, each of whom have a unique approach, expectation, and understanding of the paradigm. Novel methodology inclusive of empirical ev

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T., Ms Manasa, and Dr Vyomakesisri T. "Game Based Learning (GBL): Gaming Soft skills for Corporate Readiness." International Journal of English Literature and Social Sciences 10, no. 3 (2025): 224–29. https://doi.org/10.22161/ijels.103.35.

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As we are inching towards the fourth industrial revolution, companies are searching for talent who possesses domain expertise, digital literacy and industry-relevant abilities. Thus, experiential and skill-based learning are promoted under the National Educational Policy 2020. The NEP- 2020 helps to bridge the talent-skill gap, which exists at various tiers and is significant, impacting the hiring scenario in almost every sector, by equipping students with industry-specific abilities so as to prepare them to be future-ready professionals. The NEP- 2020 recognizes the importance of soft skills

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Brown, Alan S. "The State of American Manufacturing 2017." Mechanical Engineering 139, no. 05 (2017): 38–43. http://dx.doi.org/10.1115/1.2017-may-2.

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This article provides an insight into the state of American manufacturing through five snapshots based on research data. Two recent trends—outsourcing and digital services—have enabled manufacturers to stretch that old definition to the breaking point and made it difficult for statistics to capture the entirety of the manufacturing sector. Research and development supports better design and engineering, which add the majority of value to high-value products and the industrial processes needed to make them. Experts suggest that manufacturers are hiring people with the right skill sets. In a 201

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Alhamagi, Zahra, Salwa Sallam, Eman Alhamaqi, Hussain Alsuleiman, and Shereen Almatter. "Factors Associated with Nurses' Intention to Leave from Different Critical Care Units." Evidence-Based Nursing Research 6, no. 4 (2024): 54–62. http://dx.doi.org/10.47104/ebnrojs3.v6i4.366.

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Context: Nurses' likelihood of leaving the intensive care unit is substantially high. The high turnover intention among nurses significantly contributes to nursing shortages, although several other factors also play a role. Aim: This study sought to identify the factors associated with nurses' intention to leave from different critical care units. Methods: A quantitative cross-sectional analytical study was conducted at Dammam Medical Complex on 291 critical care nurses. Data were gathered through a self-administered questionnaire that included demographic and employment information, the Nurse

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Rainey, Kristin, and Jennifer Rosenthal. "749 Does a Dedicated Burn Therapist Add Value in an Outpatient Setting?" Journal of Burn Care & Research 44, Supplement_2 (2023): S157. http://dx.doi.org/10.1093/jbcr/irad045.223.

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Abstract Introduction Caring for burn patients requires specific knowledge, skill, and a collaborative team approach from multiple disciplines including occupational therapy. In the hospital system, therapists are often under direction of rehabilitative services, not nursing administration. There are specific productivity expectations within the rehabilitation department which rely heavily on time-based billed interventions. This hospital had an occupational therapist (OT) assigned to the burn clinic as well as acute care patients to help improve the therapist’s productivity. With a growing bu

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YUSKOVYCH-ZHUKOVSKA, VALENTYNA, and OLEG BOGUT. "AN INTELLECTUAL INFORMATION SYSTEM FOR RANK-BASED SELECTION OF WEB PROGRAMMERS." Herald of Khmelnytskyi National University. Technical sciences 345, no. 6(2) (2024): 11–20. https://doi.org/10.31891/2307-5732-2024-345-6-1.

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The rapid growth of the digital economy and the increasing demand for high-quality web applications have intensified the need for skilled web programmers. The selection and evaluation of these professionals pose significant challenges, particularly for organizations seeking to balance technical proficiency, team collaboration, and alignment with project objectives. Traditional hiring methods often fail to address the complexities of evaluating candidates' multifaceted skills, leading to inefficiencies in recruitment processes and suboptimal project outcomes. As a result, the development of int

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Brown, Damon. "Leadership Hiring: Does the Promotional Practice and Selection in Public Service Result in Placing Highly Skilled Experts in Our Communities?" Business Ethics and Leadership 5, no. 1 (2021): 98–108. http://dx.doi.org/10.21272/bel.5(1).98-108.2021.

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Primarily, this technical article intends to address the hiring practices of executive police leadership. The article questions police executives’ capability based upon a significant number of police chiefs exiting their position for several reasons related to the summer of 2020, whereas several societal crises ensued. The article demonstrates how police executives are not hired based on their ability to be capable leaders or, highly skilled experts but are repeatedly hired based upon tenure, deemed as qualified. Subjective measures exclude specific demographics, human and conceptional skills,

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Nikhil, Modi, Indalkar Aaditi, Kapole Aryan, Khamkar Saara, and A. Indalkar Madhavi. "Next-Gen Talent Matching System: Innovating Recruitment with AI-Driven JD and CV Matching." International Journal of Innovative Science and Research Technology (IJISRT) 9, no. 12 (2025): 2437–41. https://doi.org/10.5281/zenodo.14608655.

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This study introduces the Next-Gen Talent Matching System, an innovative JD-based CV filtering web application designed to transform the recruitment process by leveraging Large Language Models (LLMs) and OpenAI technologies. Unlike traditional systems that rely on skill-based c filtering, this system focuses on job description (JD)-based filtering, providing greater accuracy and relevance in candidate selection. By enabling users to securely submit CVs, the system stores data in a MongoDB database, allowing HR administrators to access and match CVs based on semantic analysis. Using LLMs, the s

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Meyer, Ruth, and Huw Vasey. "Immigration, Social Networks, and the Emergence of Ethnic Segmentation in a Low-Skill Labor Market." Social Science Computer Review 38, no. 4 (2018): 387–404. http://dx.doi.org/10.1177/0894439318815636.

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Postwar migration to “western” countries has gone hand in hand with the development of ethnically segmented labor markets, particularly in low-skill roles where entry requirements are minimal. While numerous theories have been forwarded as to why such situations occur, it has remained difficult to empirically test the relative impact of the many interacting processes that produce segmentation in the labor market. In this article, we investigate the processes of ethnic segmentation in low-skilled labor markets, where referral hiring is the norm, with particular reference to the role of ethnical

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Dicky Kurniawan and Deden A. Wahab Sya'roni. "The Influence of Generation Z to Unemployment in Indonesia Start Up." Proceeding of International Conference on Business, Economics, Social Sciences, and Humanities 8 (June 20, 2025): 297–306. https://doi.org/10.34010/icobest.v8i.702.

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Generation Z, born between 1997 and 2012, accounts for 27.94% of Indonesia’s population. Based on BPS data (2023), 42.62% of Gen Z aged 15–24 are unemployed due to limited work experience, skill mismatches, and age-related hiring restrictions. This situation creates an imbalance between workforce supply and demand, particularly in start-up companies that require adaptive and resilient employees. Although Generation Z is recognized for their digital literacy and entrepreneurial mindset, many face challenges adjusting to the fast-paced and demanding nature of start-up environments. This study ai

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Kliestik, Tomas, Robert Dragomir, Aurelian Virgil Băluță, et al. "Enterprise generative artificial intelligence technologies, Internet of Things and blockchain-based fintech management, and digital twin industrial metaverse in the cognitive algorithmic economy." Oeconomia Copernicana 15, no. 4 (2024): 1183–221. https://doi.org/10.24136/oc.3109.

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Research background: Enterprise generative AI system-based worker behavior tracking and monitoring, socially responsible organizational practices, employee performance management satisfaction, and human resource management procedures, relationships, and outcomes develop on hiring and objective performance assessment algorithms in terms of human resource management activities, functions, processes, practices, policies, and productivity. Deep reinforcement and machine learning techniques, operational and analytical generative AI and cloud capabilities, and real-time anomalous behavior recognitio

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M, Deepa, Susithra N, Santhanamari G, and Reba P. "Leveraging Agile Framework for a Project Based Learning Environment in Embedded Systems Design Course." Journal of Engineering Education Transformations 37, IS2 (2024): 514–22. http://dx.doi.org/10.16920/jeet/2024/v37is2/24082.

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Fast paced technological advancements lays more emphasis on embedded system design to real world applications. This mandates the inclusion of hardwarebased courses like Digital Electronics and Microprocessors & Microcontrollers. These pre-requisite courses introduced in the early semesters pave the way for students to develop keen interest, skill and proficiency in the area of embedded systems and System-on-Chip design. The challenges that lay before the course instructors are to kindle the students' interest in these courses and also to make them industryready engineers. In order to bridg

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Williams, Rhonda, Carol Woodell, Erin McCarville, et al. "Desired Attributes and Skills of Program Managers in Translation of Evidence-Based Interventions." Health Promotion Practice 12, no. 6_suppl_1 (2011): 82S—90S. http://dx.doi.org/10.1177/1524839911412593.

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Successful chronic disease project management, especially of multiyear initiatives using evidence-based interventions (EBIs), is of great importance to funders, health care decision makers, and researchers, particularly in light of limited funding. However, a gap in knowledge may exist regarding which attributes and skills are most desirable in a program manager to help him or her ensure successful implementation of EBIs. Although some literature examines the dynamics contributing to the success of community coalitions, public health leadership, and community health education, there is minimal

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Gupta, Mr. Suresh Shitalaprasad, Suresh Shitalaprasad Gupta, and Jadhav Pravin Prabhakar. "HR Practices In Private Banks: Challenges And Opportunities With Reference To NEP 2020." International Journal of Advance and Applied Research 6, no. 20 (2025): 61–63. https://doi.org/10.5281/zenodo.15348198.

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The National Education Policy (NEP) 2020 aims to transform India's education system by emphasizing skill development, multidisciplinary learning, and technology integration. This policy shift has a significant impact on human resource (HR) practices in private banks, particularly in talent acquisition, employee training, performance management, and employee engagement. The evolving educational landscape necessitates major adjustments in HR strategies to align with new skill-based learning approaches. This paper examines the challenges and opportunities that NEP 2020 presents to HR practices in

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Patel, Simran. "The Impact of Artificial Intelligence and Automation on HR Practices: Opportunities and Challenges." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 06 (2025): 1–9. https://doi.org/10.55041/ijsrem49994.

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ABSTRACT The integration of Artificial Intelligence (AI) and automation into Human Resource (HR) practices has introduced a paradigm shift in the way organizations manage their workforce. As businesses face growing competition and a need for rapid decision-making, AI is being increasingly adopted to bring efficiency, accuracy, and innovation into various HR functions. This research paper highlights how AI-driven tools and automation processes are being utilized to optimize recruitment, enhance employee engagement, ensure regulatory compliance, and improve overall HR operations. These technolog

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Córdoba, Juan C., Anni T. Isojärvi, and Haoran Li. "Equilibrium Unemployment: The Role of Discrimination." Finance and Economics Discussion Series 2021, no. 077 (2021): 1–67. http://dx.doi.org/10.17016/feds.2021.080.

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U.S. labor markets are increasingly diverse and persistently unequal between genders, races and ethnicities, skill levels, and age groups. We use a structural model to decompose the observed differences in labor market outcomes across demographic groups in terms of underlying wedges in fundamentals. Of particular interest is the potential role of discrimination, either taste-based or statistical. Our model is a version of the Diamond-Mortensen-Pissarides model extended to include a life cycle, learning by doing, a nonparticipation state, and informational frictions. The model exhibits group-sp

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Gupta, Harshul. "AI Powered Career Advisor: Bridging the Gap between the Aspirations and Opportunities." International Journal for Research in Applied Science and Engineering Technology 13, no. 4 (2025): 2900–2908. https://doi.org/10.22214/ijraset.2025.68837.

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The job market is changing at an accelerating rate, creating challenges to both the future employees and organizations engaged in the hiring process. It is difficult for the majority of job applicants to make decisions about their careers based on guided advice from empirical observations because there are no suggestions based on empirical evidence. At the same time, organizations typically encounter challenges in selecting the appropriate candidates for particular positions. While traditional career guidance might pose some benefit, it typically fails to provide the tailored advice contempora

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Godbless, Eromafuru Edward, and Ohwojero Kelvin Obaro (M.Sc). "Evolving Human Resource Management Practices and Employee Performance of Selected Pharmaceutical Companies in Nigeria." International Journal of Business and Management 18, no. 1 (2022): 60. http://dx.doi.org/10.5539/ijbm.v18n1p60.

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This paper assessed affinity of evolving human resource practices with the performance of employees of the pharmaceutical companies in Nigeria. Prior studies have addressed the concept from generalist perspective majorly short of exploring innovative thrust of human resource processes and practices and bearing on organisational performance of the pharmaceutical concerns. Study essentially relied on survey research design and questionnaire as a source of data collection. Data were analyzed through descriptive statistics including the means, standard deviation and analysis of variance. Test of h

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