Social and Behavioral Sciences Commons^™

Identifying Barriers: Analysis Of Federal Law Enforcement Social Media And Recruitment Efforts, Reena Desai, Edgar Greer, Meghan Waldron

Doctor of Education Capstones

The Federal Bureau of Investigation Richmond Field Office seeks to diversify their applicant pool. In an effort to provide information on how to meet this need, our doctoral team analyzed the social media sites of six federal law enforcement agencies to include: the Federal Bureau of Investigation- Headquarters, Federal Bureau of Investigation-Richmond Field Office, Alcohol Tobacco & Firearms, the Federal Bureau of Prisons, the Drug Enforcement Agency, and the United States Marshal Service. By examining a 60-day window of images and their associated text on X (formerly Twitter), Facebook, and Instagram accounts, we wanted to gain a stronger understanding of …

It's About Outcome: Look For Colleges That Care, Ben Sells

Press Releases

Now that spring break has come and gone, high school seniors and their parents will be finalizing a college choice for fall. They have more independent and objective information available to them to help make that choice than ever before.

It's Not Raining Men: A Mixed-Methods Study Investigating Methods Of Improving Male Recruitment To Health Behaviour Research, Jillian Ryan, Luke Lopian, Brian Le, Sarah Edney, Gisela Van Kessel, Ronald Plotnikoff, Corneel Vandelanotte, Tim Olds, Carol Maher

Research outputs 2014 to 2021

Background Although gender is an important determinant of health behaviour with males less likely to perform health-protective behaviours, samples in health behaviour research are heavily biased towards females. This study investigated the use of online social network, Facebook, to reach and recruit inactive males to a team-based, social, and gamified physical activity randomised controlled trial. Methods Methodological techniques included a narrative literature review, survey of inactive males (n = 34) who rated advertisement images and text captions on scales of 1–10, and trial Facebook-delivered recruitment campaigns. Advertisement effectiveness was measured by cost-per-click to the study website, number of expressions of …

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 …

Broad Changes Are Needed To Move Toward Social Harmony, Vanessa Lopez-Littleton

UCF Forum

I wonder if the need for workplace-diversity initiatives is an indicator of an underlying societal issue? If so, could a more comprehensive approach to diversity serve as a catalyst for social transformation?

Shaping The Repository, Paul Royster

University of Nebraska-Lincoln Libraries: Conference Presentations and Speeches

Repositories play 2 critical roles: collection and dissemination. How Nebraska's repository has progressed despite not taking common expert advice. Remarks on the current state of publishing. Opportunities for library publishing and disruptive innovation. A call for scholarship to "come out of Babylon"--the commercial marketplace that inhibits the free creation and sharing of knowledge. A call for librarians to take leadership in the evolution of new roles and relationships with our faculty colleagues. Sturm und Drang, hyperbole, irony, and passion.

Note: Download button links to pdf version. PowerPoint slides (~30mb) attached below as related file.

Streaming video is available at http://scholarship.law.wm.edu/lawrepositories/2015/lr2015/1/

Youthbuild Providence: Public Relations Plan, Madeline Armater, Clayton Durant, Michelle Ryder, James Paternostro, Kaiwen Zhu

Marketing and Communications

Understanding what incentives drive businesses to partner with non-profits, as well as understanding what media business owners will pay attention to can help our firm get YouthBuild Providence’s name and message in the correct places that will have a higher probability of being consumed by these higher level managers or small business owners. To get the message out correctly, we are going to leverage the use of social media and local media to push our message out to small businesses.

Youthbuild Providence: Public Relations Plan, Courtney Yost, Jessica Dellot, Mark Assad, Francesca Mardenli, Ciara Galligan, Luke Westervelt, Arnold Robinson

Marketing and Communications

We are targeting small local businesses because our survey showed us that they are the best source to solicit donations from. Small businesses also tend to care about their image within the community they operate in. If a business decides to donate to YouthBuild, they will be perceived as caring and philanthropic within the community. This action makes people feel more comfortable with their organization and therefore more willing to choose their business over their competition that may not give back. Due to that reasoning, businesses tend to look for charitable organizations to donate to. Small businesses also often times …

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 …