Business Commons^™

Law Enforcement Recruitment, Why It Matters, And Key Management Decisions, Part Two, Patrick Oliver

History and Government Faculty Publications

No abstract provided.

Building A Representative Workforce: How We Can Help Our Gateway Cities Recruit And Retrain Employees Reflective Of Their Communities, Jessica Lynn Feldman, Andrew J. Russo

School of Professional Studies

No abstract provided.

Employer Branding In The Healthcare Sector: The Role Of Instrumental And Symbolic Image Attributes Among Potential Applicants And Doctors, Jiaxin Luo, Aristides I. Ferreira, Filip Lievens, Beatriz R. Trigo

Research Collection Lee Kong Chian School Of Business

This study draws from the instrumental-symbolic framework to analyze the employer image of public hospitals among final-year students and employed doctors. We examine the relative importance of perceived instrumental and symbolic employer image attributes in public hospitals in China among two groups of individuals (211 final-year students and 200 currently employed doctors). Both instrumental and symbolic attributes are significantly related to hospitals' attractiveness as an employer. Symbolic trait inferences explain incremental variance in employer attraction beyond instrumental attributes. Although both attributes explain similar portions of the variance in the two groups, the attributes that emerge as significantly related to hospitals' …

Uab Sdg: Recruitment Based On Values, Lina Girdauskiene, Asta Savaneviciene Dr, Rasa Laliene Dr, Zivile Stankeviciute

Case Studies

JSC SDG is a group of companies providing safe work consultancy services. The company was established in 2002 and has grown to the group of the companies. During the growth period organization faced various human resource management problems. One of the most significant issues are leadership. Recruiting suitable employees is a challenging aspect, as it affects the well-being of the employees and the goals of the organization.

Employer Image Within And Across Industries: Moving Beyond Assessing Points-Of-Relevance To Identifying Points-Of-Difference, Greet Van Hoye, Filip Lievens, Bert Weijters, Saartje Cromheecke

Research Collection Lee Kong Chian School Of Business

This study draws from brand positioning research to introduce the notions of points-of-relevance and points-of-difference to employer image research. Similar to prior research, this means that we start by investigating the relevant image attributes (points-of-relevance) that potential applicants use for judging organizations' attractiveness as an employer. However, we go beyond past research by examining whether the same points-of-relevance are used within and across industries. Next, we further extend current research by identifying which of the relevant image attributes also serve as points-of-difference for distinguishing between organizations and industries. The sample consisted of 24 organizations from 6 industries (total N = …

Determining Factors In Graduate Recruitment And Preparing Students For Success, Denise Jackson, Linda Riebe, Flavio Macau

Research outputs 2022 to 2026

Purpose: This study aims to investigate graduate employer perceptions of determining factors in recruitment decisions and their preferred use of recruitment channels. This study drew on the employability capitals model to interpret findings and identify ways to better prepare higher education students for recruitment and selection. This is particularly important in declining graduate labour markets, further weakened by COVID-19. Design/methodology/approach: This study gathered data from surveying 183 Australian employers from different organisational settings. Responses were analysed using descriptive and multivariate techniques, the latter exploring variations by role type, sector and organisation size. Findings: Findings reaffirmed the criticality of students having …

Law Enforcement Recruitment, Why It Matters, And Key Management Decisions, Part One, Patrick Oliver

History and Government Faculty Publications

No abstract provided.

Recruitment, Megan Paul

Umbrella Summaries

What is recruitment? Recruitment refers to efforts by organizations to make potential job candidates aware of job openings and influence whether they apply, maintain interest in the job until an offer is made, and accept an offer (Breaugh, 2008). Note that although applicants may be affected by strategies used to assess their qualifications and potential (e.g., interviews), those activities are not considered part of recruitment and will not be covered in this summary. Further details will be provided in the umbrella summary on employee selection. Why is recruitment important? The most obvious reason that recruitment is important is because vacancies …

Research Participation And Employment For Autistic Individuals In Library And Information Science: A Review Of The Literature, Nancy Everhart, Amelia M. Anderson

STEMPS Faculty Publications

Autism prevalence is growing, and autistic people themselves are important in the library and information science field, both as library patrons and employees. Including them in all stages of research about the neurodivergent experience is valuable, and their input and participation is increasingly used in technology research, particularly usability studies. Neurodivergent persons also have unique abilities that align with a wide array of information professions and accommodations can be made that allow them to thrive in the workplace. It is critical that meaningful involvement of autistic individuals is a component of making policy at all levels.

What Do Consistency And Personableness In The Interview Signal To Applicants? Investigating Indirect Effects On Organizational Attractiveness Through Symbolic Organizational Attributes, Annika Wilhelmy, Martin Kleinmann, Klaus G. Melchers, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Personnel selection research has recognized the importance of providing applicants with both standardized (i.e., “consistent”) and individualized (i.e., “personable”) treatment during interviews. However, research has yet to examine the mechanisms underlying the effects of perceived consistency and personableness in the interview on applicants’ attraction to organizations. Drawing from signaling theory, we investigate how interview consistency and personableness impact organizational attractiveness. To this end, we developed a conceptual model that proposes that applicants interpret perceived interview consistency and personableness as signals about what the organization is like in terms of symbolic organizational attributes (organizational competence and benevolence, Lievens and Highhouse 2003), …

Designing Rigorous Tests Of Workforce Interventions In Complex Environments, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Public child welfare agencies continually struggle with how to address issues of staff recruitment and retention. Furthermore, very little evidence exists regarding what works to attract, select, and retain talented staff. Much of what agencies do to address workforce issues is never formally evaluated and successes are not published widely. Thus, agencies confronted with urgent retention needs have little to go on to identify an intervention that is likely to succeed. The Quality Improvement Center for Workforce Development (QIC-WD) was funded by the Children’s Bureau to begin to address this issue, in part through carefully selected, and rigorously evaluated interventions …

Managing Diverse Talent: Best Practices In Sourcing, Attracting, And Retaining Diverse Employees, Joseph Mastrocola

Publications & Research

This paper explores the importance of diversity in the workplace and how to create a more diverse workforce. It explores the competitive advantages associated with employing diverse talent and how that can translate to greater profits. It also looks at best practices in recruiting diverse employees, specifically where to find diverse talent and how to attract it. It also focuses on what efforts should be made to ensure the retention of diverse talent and how to foster an organizational culture that supports diversity and inclusion.

Third Party Employment Branding: What Are Its Signaling Dimensions, Mechanisms, And Sources?, Brian R. Dineen, Greet Van Hoye, Filip Lievens, Lindsay Mechem Rosokha

Research Collection Lee Kong Chian School Of Business

Massive shifts in the recruitment landscape, the continually changing nature of work and workers, and extraordinary technological progress have combined to enable unparalleled advances in how current and prospective employees receive and process information about organizations. Once the domain of internal organizational public relations and human resources (HR) teams, most employment branding has moved beyond organizations’ control. This chapter provides a conceptual framework pertaining to third party employment branding, defined as communications, claims, or status-based classifications generated by parties outside of direct company control that shape, enhance, and differentiate organizations’ images as favorable or unfavorable employers. Specifically, the authors first …

Involvement Of Social Media Profiles In The Hiring Process, Theresa Lant, Ashley Mejias

Student and Faculty Research Days

In recent years, social media has become a popular tool in the recruitment and selection process for employers. Many companies see it as a more cost efficient screening process than traditional background checks and interviews. However, its’ use comes with a greater risk for the company and potential applicants in terms of privacy violation and discrimination. This article will examine the rising popularity of the use of social media in the recruitment and selection process. In addition, it will explore the role social media plays in the hiring process from the viewpoint of employees in their respective companies versus undergraduate …

Best Practices For Talent Acquisition In 21st-Century Academic Libraries, Kimberley Bugg

Publications and Research

Building a qualified and capable staff to engage students, faculty, and staff in a 21st century academic libraries requires that libraries rethink traditional approaches to recruitment and retention. This article draws attention to four phases: strategic planning, branding, pipe-lining, and candidate experience as essential to talent acquisition.

Looking To Quit? Recruiting Community College Students Into An Online Smoking Cessation Study, Michael R. Dunn

MPA Capstone Projects 2006 - 2015

The Web-Assisted Tobacco Intervention (WATI), a research team from the University of Rochester, has been recruiting research subjects from community college campuses since 2012. Recruitment has proved to be difficult for the team and has slowed the progress of the research project. WATI is seeking to recruit community college students into a smoking cessation study. The WATI team relies upon the help of champions (representatives) at the participating community colleges to facilitate local recruitment efforts. This capstone project seeks to discover effective and ineffective recruitment methods which have been used by the champions at the participating community colleges.

A Phenomenological Exploration Of Black Male Law Enforcement Officers' Perspectives Of Racial Profiling And Their Law Enforcement Career Exploration And Commitment, Gregory A. Salters

FIU Electronic Theses and Dissertations

This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201).

Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive analysis …

Linked Into A Job?: The Ethical Considerations Of Recruiting Through Linkedin, Meghan E. Parez

Management

LinkedIn’s goal is to help business professionals meet, make business deals, inquire about jobs, and find careers through connections with people that members already know. This research study will investigate the ethical practices of LinkedIn recruitment. Students’ awareness of the methods for effective use, as well as the damaging elements of a LinkedIn profile will be examined. LinkedIn is an effective, helpful tool for recruiting candidates and for job searching; however, the best results will come to those who use LinkedIn professionally and with caution. Our findings indicate that despite its risks, jobseekers and employers can benefit from using LinkedIn.

The Recruiting And Hiring Of Older Workers, Filip Lievens, Van Hoye Greet, Hannes Zacher

Research Collection Lee Kong Chian School Of Business

Abstract This chapter reviews five key components,of the recruitment process with regard to an aging workforce. First, targeted recruitment entails that organizations understand the needs, preferences, and strengths of older workers. Second, the recruitment message should communicate job and organizational characteristics that are attractive to older jobseekers. Third, the recruitment source should be consistent with the media useand job search behaviors of older jobseekers. Fourth, the characteristics and behaviors of recruiters play an essential role in the recruitment of older applicants. Finally, organizations need to convey an attractive image of themselves as employers for older workers. Throughout the chapter, best …

Social Recruiting: The Role Of Social Networking Websites In The Hiring Practices Of Major Advertising And Public Relations Firms, Keri Cook

Senior Honors Theses

The purpose of this study is to determine the role that professional networking websites, such as LinkedIn, play in the hiring decisions of talent recruiters at major advertising and public relations firms. A study of literature relating to social media, traditional recruitment techniques and legal implications regarding the use of networking websites in the hiring process provided a foundation for the study. Primary research, in the form of online surveys distributed to hiring managers at some of the largest international advertising and public relations firms, was conducted to set a foundation for understanding the use of networking websites in the …

Aging, Retirement And Human Resources Management: A Strategic Approach, Barbara L. Rau, Gary A. Adams

Management Faculty Research and Publications

This chapter introduces the organizational view of retirement by exploring the relationship between organizational strategy and human resource management decisions regarding retirement. The authors begin with an overview of organizational strategy and discuss two methods used to plan for an aging and retiring workforce. Several key human resource decisions related to retirement are then addressed. In the pre-retirement phase, the role of HR In helping employees to prepare for retirement Is discussed, focusing primarily on financial planning and other retirement-related benefits. Next, human resource decisions pertaining to managing a retirement-ready workforce are discussed, addressing specifically the issues of knowledge transfer …

Indexing Change In Lis Work: Implications For Recruiting Managers, John Cullen, Allison Kavanagh

Articles

Purpose: This paper reports on three periods of library and information service (LIS) recruitment data collected over a six-year timeframe with the aim of developing a tool for indexing change in the recruitment and labour market for workers in the field. Methodology / Approach: The recruitment data was collected in an Irish context over three distinct 12-month timeframes (1999, 2001-2002 and 2005). The two earlier annual sets of data have already been reported and discussed (the latter in Library Management in 2004a), and the most recent set (2005) is presented here. The data over the three timeframes is compared here, …

Measuring Attraction To Organizations, Scott Highhouse, Filip Lievens, Evan F. Sinar

Research Collection Lee Kong Chian School Of Business

Organizational attraction measures are commonly used as surrogate assessments of organizational pursuit. Despite the range in content often encompassed by such instruments, no research has systematically examined the assumptions underlying their use. The authors address this issue by empirically distinguishing items assessing attractiveness, prestige, and behavioral intentions and by modeling their effects on organization pursuit. Undergraduates (N = 305) were randomly assigned to recruitment literature from one of five well-known companies and were asked to respond to a series of items commonly used in past research. Analyses of the item responses suggested that three components of organizational attraction can be …

There Is Nothing More Diverse Than "New", Frederick A. Miller, Roger Gans

Communication Faculty Publications

In the organizational competition for talent, successful retention of newly recruited workers is at least as important as the initial hire. Still, many organizations fail to establish a sense of inclusion for new people in much the same way they often fail to create a sense of inclusion for people of color, women, people with foreign accents, or anyone with obvious differences from the “traditional group.” In most organizations, even those that have embarked on “diversity initiatives,” newly hired people often do not feel welcomed. Consequently, turnover rates in the first two years of employment are seven times greater than …

Human Resource Management Manual For Children's Services, Vicki Banham, Les Evans, Lynda Pragnell

Research outputs pre 2011

A Children's Services Human. Resource Management is based on the policies and procedures that define the staffing requirements for the effective operation of the children's service. The total process of staffing, from advertisement to employment, is based upon the specific criteria that is determined for the particular position required. Thus, the entire process is designed to provide the children's service with the best information necessary to select the most appropriate person for each staff position in the team.

Consequently, well defined inclusive personnel policies and procedures enable each member of staff to understand the duties, skills, knowledge and responsibilities of …

Women In Leadership Program 1993: Shaping The Culture, Catriona Pyner

Research outputs pre 2011

In discussing Women in Leadelrship one member of the Management Group sometimes used the term "Program", and sometimes "Project". This was not a mere slip of the tongue. One useful way to conceptualise "Women in Leadership" is as a Project- which seeks to strategically engage with a changing institution, and which is both organic and structured. Part of the Project structure is the Program. The Program is made up of three formal elements: The Collegial Groups; the Public Lecture Series and the National Conference. And yet, part of the Purpose of the Program is to engage with, shape and respond …