Changes in recruitment practices post‐pandemic

2021 ◽  
Vol 25 (8) ◽  
pp. 3-10
Author(s):  
Marguerite J. Dennis
Keyword(s):  
Recruitment Practices

Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways

Think India ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 745-763
Author(s):  
Akhila Rao ◽  
Shailashri V. T ◽  
Molly Sanjay Chaudhuri ◽  
Kondru Sudheer Kumar
Keyword(s):  
Selection Process ◽  
Secondary Data ◽  
Manpower Planning ◽  
Future Research ◽  
Technological Advancement ◽  
Employee Recruitment ◽  
Recruitment Practices ◽  
Modern Business ◽  
The Government ◽  
Recruitment And Selection

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 secondary data. It also gives recommendations on how to improve the recruitment practices in the government-owned Indian Railways. The trends investigated in the study include the applicant tracking software (ATS), use of video resumes, Chatbots, the utilization of social networks, and increased focus on passive candidates.

scholarly journals Accessing the public workforce: Organisational recruitment practices and the inclusion or exclusion of individuals of immigrant origin

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Christine Lang
Keyword(s):  
Decision Making ◽  
Qualitative Case Study ◽  
Ethnic Discrimination ◽  
German State ◽  
The Public ◽  
Ethnic Stereotypes ◽  
Recruitment Practices ◽  
Public Workforce

AbstractOrganisations are important gatekeepers in the labour market inclusion of immigrants and their children. Research has regularly documented ethnic discrimination in hiring decisions. Aiming to further our understanding of the role of organisations in influencing the professional trajectories of individuals of immigrant origin, this paper investigates the recruitment practices of public administrations. Drawing on approaches from organisational sociology and a qualitative case study of public administrations in the German state of Berlin, the article identifies three crucial elements of organisational decision-making affecting the recruitment of staff of immigrant origin: decisions regarding advertisement strategies, formal criteria, and individual candidates. Further, the article shows the underlying decision-making rationalities and the role of organisational contexts and ethnic stereotypes for recruitment-related decisions.

Colonial Education, Political Elites, and Regional Political Inequality in Africa

2021 ◽  
pp. 001041402199717
Author(s):  
Joan Ricart-Huguet
Keyword(s):  
Political Elites ◽  
Colonial Education ◽  
Short Term ◽  
Colonial Era ◽  
Political Inequality ◽  
Post Colonial ◽  
Strategic Bargaining ◽  
Recruitment Practices ◽  
Colonial Legacies ◽  
Home Region

Political elites tend to favor their home region when distributing resources. But what explains how political power is distributed across a country’s regions to begin with? Explanations of cabinet formation focus on short-term strategic bargaining and some emphasize that ministries are allocated equitably to minimize conflict. Using new data on the cabinet members (1960–2010) of 16 former British and French African colonies, I find that some regions have been systematically much more represented than others. Combining novel historical and geospatial records, I show that this regional political inequality derives not from colonial-era development in general but from colonial-era education in particular. I argue that post-colonial ministers are partly a byproduct of civil service recruitment practices among European administrators that focused on levels of literacy. Regional political inequality is an understudied pathway through which colonial legacies impact distributive politics and unequal development in Africa today. JEL: F54, I26, N37, N47

How to increase diversity through your recruitment practices

2004 ◽  
Vol 36 (4) ◽  
pp. 158-161 ◽  
Author(s):  
Jeremy Tipper
Keyword(s):  
Recruitment Practices

Recruitment Practices and the Politics of Inclusion in Cancer Clinical Trials

2012 ◽  
Vol 26 (3) ◽  
pp. 338-360 ◽  
Author(s):  
Galen Joseph ◽  
Daniel Dohan
Keyword(s):  
Clinical Trials ◽  
Cancer Clinical Trials ◽  
Recruitment Practices

Recruitment Practices in the Private Sector: Results from a National Survey of Employers

1998 ◽  
Vol 36 (2) ◽  
pp. 73-87 ◽  
Author(s):  
M. Wooden ◽  
D. Harding
Keyword(s):  
Private Sector ◽  
National Survey ◽  
Recruitment Practices

scholarly journals A longer shortlist increases the consideration of female candidates in male-dominant domains

2021 ◽  
Author(s):  
Brian Jeffrey Lucas ◽  
Zachariah Berry ◽  
Laura M. Giurge ◽  
Dolly Chugh
Keyword(s):  
Gender Equity ◽  
Dominant Role ◽  
Low Cost ◽  
Professional Advancement ◽  
Early Step ◽  
Female Candidates ◽  
Recruitment Practices ◽  
Selection Decisions ◽  
Initial List ◽  
Category Prototype

Making it onto the shortlist is often a crucial early step toward professional advancement. For underrepresented candidates, one barrier to making the shortlist is the prevalence of informal recruitment practices (e.g., colleague recommendations). The current research investigates informal shortlists generated in male-dominant domains (e.g., technology executives) and tests a theory-driven intervention to increase the consideration of female candidates. Across ten studies (N = 5,741) we asked individuals to generate an informal shortlist of candidates for a male-dominant role and then asked them to extend the list. We consistently found more female candidates in the extended (versus initial) list. This longer shortlist effect occurs because continued response generation promotes divergence from the category prototype (e.g., male technology executives). Studies 3-4 supported this mechanism and Study 5 tested the effect of shortlist length on selection decisions. This longer shortlist intervention is a low-cost and simple way to support gender equity efforts.

scholarly journals Controversies on Twitter about new approaches to recruitment practices and ethical issues of gamifying activities

2020 ◽  
Author(s):  
Lydia Martin ◽  
Philippe Inowlocki ◽  
Antoine Taly ◽  
Marie-Hélène Ferrer
Keyword(s):  
Job Search ◽  
Semantic Analysis ◽  
Ethical Issues ◽  
Structured Interview ◽  
Traditional Media ◽  
Recruitment Practices ◽  
Selection Processes ◽  
Potential Applications ◽  
Tv Show ◽  
The Voice

Objective : Our article aims to understand the reasons for an unusual resonance in the traditional media and on the Twitter social network of an article published specifically following the integration of the TV show concept "The Voice" into the recruitment practices. Background : Gamification consists in associating game mechanics with contexts that do not originally have them. Introducing a game into a work environment is in itself a gamification process. The Voice is a TV entertainment to recruit the future singers. Some job search agencies are now drawing inspiration from practices previously dedicated to leisure activities.Method : Our study is based on a semantic analysis, using the Tropes software, and a semi-structured interview with an agent from these agencies. Results : By focusing on the increased use of Twitter we show that this wave of media and twitter messages may reveal ethical issues related to this form of gamification. The use of Twitter promotes speech that could be censored without a medium. Further that it provides benefits to make visible "private-public" deliberation.Conclusion : The use of gamification as an innovative selection processes, which is currently very much encouraged, particularly with escape games, need to be studied and analysed to better understand their ethical issues and their impact on job seekers.Application : Potential applications of this research include the use of gamification in the field of professional insertion and the professional ethics to be followed by designers of training through serious games.

General Surgery Twitter during COVID-19: Tweets, Trends, and Implications for Recruitment Strategies

2021 ◽  
pp. 000313482110604
Author(s):  
James Shell Cox ◽  
Chase J. Wehrle ◽  
Christopher Mejias ◽  
Aditya K. Devarakonda ◽  
Jonathan Andrew McKenzie ◽  
...  
Keyword(s):  
Social Media ◽  
Thematic Analysis ◽  
General Surgery ◽  
Recruitment Strategies ◽  
Residency Programs ◽  
General Surgery Residency ◽  
Recruitment Practices ◽  
The Subject ◽  
Virtual Events ◽  
The Impact

Background The COVID-19 pandemic has disrupted traditional resident recruitment practices, requiring virtual interviews and new forms of outreach. Social media, such as Twitter, is one tool programs can use to connect with applicants. This study sought to assess changes in Twitter use during the COVID-19 pandemic among general surgery programs. Methods Twitter and residency program websites were queried for public Twitter accounts related to general surgery residency programs. Publicly available tweets for available accounts were reviewed for all posts for the period March 15, 2019-November 25, 2020. Thematic analysis of each tweet was performed, and engagement was determined by likes and retweets on each tweet. Results The number of programs with active Twitter accounts increased after the onset of COVID-19 pandemic, as did the number of tweets, likes-, and retweets-per-tweet. There was a significant increase in the number of tweets regarding resident promotion, program promotion, and virtual event promotion. Tweets received more likes-per-tweet if the subject was program promotion and resident promotion than tweets regarding virtual events. All results were statistically significant ( P < .05). Discussion Twitter use and engagement with residency programs have increased significantly since pandemic onset. Engagement is highest for tweets regarding program and resident promotion as measured by likes-per-tweet and highest for program promotion and virtual events as measured by retweets-per-tweet. Given the nearly nationwide increase in Twitter engagement after pandemic onset, programs should consider the impact of Twitter as a means of communication with applicants and program branding.

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