Diversity Staffing: Inclusive Personnel Recruitment and Selection Practices

2013 ◽  
Author(s):  
Derek R. Avery ◽  
Patrick F. McKay ◽  
Sabrina D. Volpone
Keyword(s):  
Research Literature ◽  
Future Research ◽  
Job Seekers ◽  
Research And Practice ◽  
Personnel Recruitment ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Shed Light ◽  
Selection Practices

In this chapter, we discuss the research literature on diversity staffing to shed light on a topic that is increasingly important to both researchers and practitioners. To navigate the literature in this area, we organize our discussion around six basic questions confronting organizations as they pursue diversity during the recruitment and selection processes: (1)whyshould organizations staff for diversity, (2)whoshould recruit and select applicants, (3)whatmessages should organizations convey to job seekers, (4)whenshould organizations prioritize diversity staffing, (5)whereshould organizations recruit applicants, and (6)howshould organizations select for diversity. We also discuss several existing gaps in the literature and identify directions for future research and practice.

scholarly journals Co-Creating New Directions for Service Robots in Hospitality and Tourism

2021 ◽  
Vol 2 (1) ◽  
pp. 43-61
Author(s):  
Francesc Fusté-Forné ◽  
Tazim Jamal
Keyword(s):  
Ethical Issues ◽  
Research Literature ◽  
Service Robots ◽  
Future Research ◽  
Research Attention ◽  
Research And Practice ◽  
Tourism Management ◽  
New Directions ◽  
Hospitality And Tourism ◽  
New Research

Research on the relationship between automation services and tourism has been rapidly growing in recent years and has led to a new service landscape where the role of robots is gaining both practical and research attention. This paper builds on previous reviews and undertakes a comprehensive analysis of the research literature to discuss opportunities and challenges presented by the use of service robots in hospitality and tourism. Management and ethical issues are identified and it is noted that practical and ethical issues (roboethics) continue to lack attention. Going forward, new directions are urgently needed to inform future research and practice. Legal and ethical issues must be proactively addressed, and new research paradigms developed to explore the posthumanist and transhumanist transitions that await. In addition, closer attention to the potential of “co-creation” for addressing innovations in enhanced service experiences in hospitality and tourism is merited. Among others, responsibility, inclusiveness and collaborative human-robot design and implementation emerge as important principles to guide future research and practice in this area.

scholarly journals ARE SOCIAL NETWORK WEBSITES EFFECTIVE TOOLS FOR RECRUITMENT AND SELECTION IN TOURISM SECTOR? AN EXPLORATORY CASE STUDY

2020 ◽  
pp. 507-524
Author(s):  
Umut Denizli ◽  
Keyword(s):  
Social Network ◽  
Human Resources ◽  
Research Question ◽  
Job Seekers ◽  
Selection Processes ◽  
Job Opportunities ◽  
Tourism Sector ◽  
Group Interviews ◽  
Recruitment And Selection

This chapter is aimed at obtaining empirical data with regard to the research question, how both recruiters and job seekers take advantage of the integration of social network websites and recruitment & selection processes. Two major social network websites, LinkedIn and Facebook, have been examined due to the fact that they are mostly being used by human resources professionals and job seekers. Qualitative content analyses have been carried out by collecting data via in-depth and focus group interviews with recruiters of a holding that also operates in the tourism sector and with job seekers looking for a job in this sector. It has been observed that the purpose of job seekers’ usage of social network websites is to build networks, connections and reach new job opportunities. Likewise, businesses also aim to reach and attract candidates and communicate at the beginning of the recruitment process.

scholarly journals BEHAVIORAL ECONOMICS PERSPECTIVE ON ASSESSMENT OF RECRUITMENT AND SELECTION PRACTICES IN LATVIA

2020 ◽  
pp. 128-139
Author(s):  
Arturs Mons ◽  
Velga Vevere
Keyword(s):  
Online Survey ◽  
Selection Process ◽  
Current Paper ◽  
Primary Data ◽  
Selection Methods ◽  
Recruitment Methods ◽  
Survey Form ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Selection Practices

The aim of the current paper is to evaluate the current Human Resource Management evolution in Latvia with respect to employee recruitment and selection practices. The focus is set on the used methods of selection process in organizations, when they are hiring personnel on different organization levels. The authors of the current paper applied several empirical methods to research the recruitment and selection processes. The study was executed in two stages: (1) discussion with Latvia’s recruitments practitioners (Delphi method), and (2) quantitative study performed in Latvia. The research questions were the following. Question 1: Which recruitment methods are used in their represented organizations? Question 2: Which of selection methods are used in their organization? To collect primary data an online survey form was created which was completely self‐administrative. A sample of 16 businesses from different industries in Latvia, was selected. The sampling was conducted during the whole month of January 2020 and data is reflected in the findings. The survey results demonstrate that the employee selection methods applied in Latvia are not that various. Most of the respondents holds on to the traditional methods such as panel interviews and one to one interviews.

scholarly journals Technology-Based Recruitment and Selection Approaches of an American Multinational Company (AMNC): Practical Implications

2020 ◽  
Vol 10 (3) ◽  
pp. 117
Author(s):  
Mussie T. Tessema ◽  
Kiflemariam Abraham ◽  
Jing Han ◽  
Madison Bowe ◽  
Tayler Bug
Keyword(s):  
Job Applicants ◽  
Multinational Company ◽  
Future Research ◽  
Hiring Managers ◽  
Use Of Technology ◽  
Selection Processes ◽  
Future Research Directions ◽  
Recruitment And Selection ◽  
Hr Managers

This study identifies and discusses six technologies that affect recruitment and selection approaches using an American multinational company (AMNC) as a case study. It indicates that technology-based recruitment and selection approaches have had a noticeable impact on the AMNC’s recruitment and selection processes and practices in general, and the three stakeholders (human resource- HR- managers, hiring managers, and job-applicants) in particular. It concludes that the use of technology-based recruitment and selection approaches is not the matter of choice but is a requirement for the success of any company. It also offers the study’s implications and future research directions.

Organizational Climate and Culture Factors

2006 ◽  
Vol 24 (1) ◽  
pp. 255-272 ◽  
Author(s):  
Sean P. Clarke
Keyword(s):  
Health Care ◽  
Organizational Climate ◽  
Research Literature ◽  
Future Research ◽  
Leadership Practice ◽  
Research And Practice ◽  
Improve Health Care ◽  
Culture And Climate ◽  
Health Care Safety ◽  
Improve Health

Nurses and others have expressed a great deal of interest in the potential for incorporating notions about organizational culture and climate in research and practice aiming to improve health care safety. In this review, definitions and measures of these terms are explored, the state of the research literature connecting culture and climate with safety is reviewed, and directions for future research and leadership practice are outlined.

Emergent Digital Literacies

2019 ◽  
pp. 133-159
Keyword(s):  
Smart Cities ◽  
Research Literature ◽  
Digital Literacies ◽  
Urban Theory ◽  
Research And Practice ◽  
Study Approach ◽  
Exploratory Case Study ◽  
Support Of Research ◽  
Shed Light

The purpose of this chapter is to explore digital literacies in the context of smart cities in relation to aware people and aware technologies. This work aims to shed light on the ambient concept for learning, play, and inclusion contributing to emergent requirements for urban digital literacies. The research literature for digital literacies, ambient learning, ambient play, and ambient inclusion is explored in this chapter in the context of smart cities, enabling identification of issues, controversies, and problems. Using an exploratory case study approach, solutions and recommendations are advanced. This chapter makes a contribution to 1) the research literature for digital literacies, ambient learning, ambient play, and ambient inclusion in smart cities; 2) the evolving of urban theory for 21st century cities; and 3) ambient urbanities by formulating and operationalizing a conceptual framework for ambient learning, play, and inclusion for smart cities in support of research and practice.

Green recruitment and selection: an insight into green patterns

2019 ◽  
Vol 41 (3) ◽  
pp. 258-272 ◽  
Author(s):  
Do Dieu Thu Pham ◽  
Pascal Paillé
Keyword(s):  
Systematic Review ◽  
Environmental Sustainability ◽  
Future Research ◽  
Job Seekers ◽  
Environmental Attitude ◽  
Content Type ◽  
Recruitment And Selection ◽  
Green Human Resource Management ◽  
Corporate Environmental Sustainability

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 of 22 peer-reviewed articles published during the period 2008–2017. The articles were included in the review if they addressed at least one of the two research questions. Findings Some companies choose to apply green criteria when selecting candidates while others do not. In any case, communicating a company’s environmental values and orientation is worth practicing during GRS. Previous studies have identified four mediators (anticipated pride, perceived value fit, expectation of favourable treatment, perceived organisational green reputation/prestige) that intervene between signals of a company’s CES and a job seeker’s perceptions of organisational attractiveness. However, the strength of this effect is influenced by five moderators (pro-environmental attitude, socio-environmental consciousness, desire to have a significant impact through one’s work, environmental-related standard registration, job seeker’s expertise). Originality/value This paper provides the first systematic review of GRS and thus paves the way for future research.

scholarly journals INSTITUTIONALIZATION OF RECRUITMENT AND SELECTION PROCESSES: THE CASE OF A SMALL FAMILY BUSINESS

2021 ◽  
Vol 1 (2) ◽  
pp. 20-30
Author(s):  
Alexandra Alf Gallon ◽  
Darlan Ariel PROCHNOW ◽  
Airton Adelar Mueller ◽  
Nelson José Thesing ◽  
Danieli de Oliveira Biolchi
Keyword(s):  
Family Business ◽  
Structured Interview ◽  
Small Companies ◽  
Small Family ◽  
Personnel Recruitment ◽  
Selection Processes ◽  
Small Family Business ◽  
Data Collection Technique ◽  
Recruitment And Selection

The present study aims to analyze the institutionalization of personnel recruitment and selection processes in a small family business. In order to achieve the proposed objective, a case study was carried out in a company in the food trade branch located in the northwest of the state of Rio Grande do Sul. As a data collection technique, a semi-structured interview and observation of the location was used. The data were analyzed using Bardin's content analysis. The results demonstrated that the institutionalization of the recruitment and selection processes of people is directly related to the performance of the owner of this enterprise, being that he is responsible for coordinating the actions that define the requirements for the vacancy, the form of disclosure and the interview of selection. The standards implicit in the company are typical of the small family business, where family members assume the role of managing different areas of the organization. It was suggested that further research be carried out in small companies in other Brazilian locations, in order to expand the discussions addressed by the present study. Key-words: Institutional theory; People management; Human Resources.

scholarly journals Understanding the recruitment and selection processes of management accountants

2018 ◽  
Vol 15 (1) ◽  
pp. 104-123 ◽  
Author(s):  
Lauri Lepistö ◽  
Eeva-Mari Ihantola
Keyword(s):  
Design Methodology ◽  
Job Seekers ◽  
Recruitment Process ◽  
Content Type ◽  
Social Nature ◽  
Selection Processes ◽  
Management Accountants ◽  
The Social ◽  
Recruitment And Selection ◽  
Practical Implications

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 for granted”, and employers instead focus on evaluating candidates’ appearance and overall credibility. In particular, employers look for individuals who appear to be sociable, dynamic and appealing. Thus, a candidate’s overall appearance and personality are central to the recruitment process, both of which are assessed through characteristics and traits associated with personal charisma. Practical implications The findings have practical implications for both job seekers and recruiters of management accountants. Originality/value This study complements past studies on the role and image of management accountants by elucidating the social nature of their recruitment and selection.

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