Attracting Students to Sales Positions: The Case of Effective Salesperson Recruitment Ads

2018 ◽  
Vol 42 (2) ◽  
pp. 170-190 ◽  
Author(s):  
Dawn R. Deeter-Schmelz ◽  
Andrea L. Dixon ◽  
Robert C. Erffmeyer ◽  
Kyoungmi (Kate) Kim ◽  
Raj Agnihotri ◽  
...  
Keyword(s):  
Academic Programs ◽  
Student Group ◽  
Entry Level ◽  
Study Approach ◽  
Business Colleges ◽  
Job Advertisements ◽  
Job Ads ◽  
Group Characteristics ◽  
Insight Into ◽  
Do So

Given the recent proliferation in sales programs, business colleges face a new set of challenges. Sales competencies are changing rapidly, and firms struggle with identifying and attracting sales candidates on campus. Therefore, it is important that we understand needed competencies and how the content of job advertisements may differentially appeal to various student populations. To do so, we develop a conceptual model, based on signaling theory, that focuses on how students formulate their intention to pursue a given sales position. Our research utilizes a two-study approach. First, we explore the desired entry-level sales skills communicated by employers through job advertisements. Next, we examine both student and advertisement characteristics and their distinct relationships with the satisfaction with the job ad and the intention to apply for a sales position. Our study is unique, as we examine distinct undergraduate groups’ (sales, marketing, other business, and nonbusiness students) responses to sales job advertisements. Our findings demonstrate that differences in job ad clusters and student group characteristics influence the intention to pursue a sales position. Specifically, different student majors perceive job characteristics communicated within job ads differently. As such, our research provides insight into academic programs as well as corporate sales recruiters.

scholarly journals Job Ads Don’t Add Up: Arabic + Middle East + Texts ≠ Islam

2020 ◽  
Author(s):  
Ilyse Morgenstein Fuerst
Keyword(s):  
Middle East ◽  
Qualitative Data ◽  
Religious Studies ◽  
Islamic Studies ◽  
Faculty Positions ◽  
Job Advertisements ◽  
Scholarly Discourse ◽  
Job Ads ◽  
Insight Into

Abstract Job advertisements for Islamic studies faculty positions provide material and significant insight into the construction and reification of a normative Islam. These ads serve to further entrench inaccurate notions of “authentic” Islam. Quantitative and qualitative data demonstrate how religious studies colleagues craft job calls that replicate stereotypes about Islam and Muslims, how the study of Islam functions, and an Arab and Arabic-centric emphasis. Such ads prefer specific regions (the Middle East), languages (Arabic), and subjects (texts). Ironically, this archive shows that ads for jobs in the field of Islamic studies frequently instantiate biases and stereotypes that Islamic studies scholars dedicate their careers to dismantling. Stated hiring preferences, including teaching obligations, entrench an “essence” of Islam or Islamic studies at odds with scholarly discourse about Islam, Islamic studies, and religious studies that may be summarized as a simple, troubling equation: Islam = Middle East + Arabic + texts.

scholarly journals A Graduate Degree in Library or Information Science Is Required, but not Sufficient, to Enter the Profession

2011 ◽  
Vol 6 (1) ◽  
pp. 85
Author(s):  
Nazi Torabi
Keyword(s):  
Content Analysis ◽  
Information Science ◽  
Graduate Degree ◽  
Entry Level ◽  
Job Advertisements ◽  
Part Time ◽  
Job Postings ◽  
Online Library ◽  
Job Ads ◽  
Technical Services

A Review of: Reeves, R., & Hahn, T. (2010). Job advertisements for recent graduates: Advising, curriculum, and job-seeking implications. Journal of Education for Library and Information Science, 51(2), 103-119. Objective – To analyze the current state of the job market for recent MLS or MLIS graduates. Design – Content analysis of job postings. Setting – Online library or archival job advertisements published between 15 April, 2006 and 10 May, 2009 and collected from two national library publications (American Libraries and Library Journal), two electronic lists (Maryland's iSchool Discussion list and the Archives and Archivists list sponsored by the Society of American Archivists), two Internet job banks (USAJobs.gov and LISJobs.com), and several local chapters of library and archival organizations in the South Atlantic region of the United States. Subjects – 1,042 online library or archival job advertisements. Salary data were obtained from 401 available online job advertisements. Methods – The methodology for collection and content analysis of job ads was adapted from earlier studies, with slight modification wherever appropriate. The following criteria for selecting the ads were applied: • Ad says "entry-level" • No mention of professional experience • No experience or duties impossible for entry-level librarians to gain • Only ads that required an MLS or MLIS degree from an ALA-accredited institution • Part-time or temporary positions of less than nine months were excluded The authors removed duplicated job postings and identified three major areas of content analysis. Table 1 lists a brief summary of these areas and further sub-categories for each area. The content analysis was performed using a custom Microsoft Access database for data organization and storage and Microsoft Excel spreadsheet for data manipulation. SPSS was used for statistical analysis. Main Results – The two largest represented institution types for library positions were academic (63.6%) and public (17.5%). For archival positions, the academic (62.7%) and “other” (25.4%) institutions rank first and second. When the job ads were broken down into the position types, which were covering a wide range of responsibilities, the greatest numbers of entry-level library positions are found to be public service (52.2%) and technical services (23.9%) positions. The two largest represented position types in archives are technical services (50.7 %) and generalist (40.5%). While average salaries increased slightly over the four years of study, there is a more significant increase in the salaries of positions posted in 2009. The highest average salaries were found to be $43K for archivists working for government and $60K for library positions in the “other” category. In addition, the number of entry-level positions has increased from year to year over this period. Social competencies such as communication, collaboration and team work, and service orientation were the most emphasized traits for novice librarians and archivists. General information technology skills and knowledge of technical services were the most common skills required for both library and archive positions. Overall, the entry-level job postings did not require non-professional experience. However, 13.6% of the library and 18.7% of the archival positions required supervisory experience. Experience with preservation of physical objects and the knowledge of programming and mark-up languages were also common requirements for archives positions. Instructional and reference experience ranks the second and third essential skills for librarians. Conclusion – Based on the research results, a graduate degree in library or information science is required, but not sufficient, to enter the profession. Practical experience, either through internships, co-op programs, or part-time or full-time employment, is essential for new graduates seeking employment, but the majority of postings do not require a subject expertise, second Master’s degree, or knowledge of a foreign language. Since the job content analysis in this study only evaluated broad components of library services and archival operation, it might not provide sufficient data on new trends in the job market for the MLS curriculum review.

Evaluation of Writing Assignments

2017 ◽  
Vol 6 (2) ◽  
pp. 214
Author(s):  
Anita Jokić
Keyword(s):  
Standardized Tests ◽  
Teaching And Learning ◽  
Task Completion ◽  
Writing Assignments ◽  
Listening Skill ◽  
Job Application ◽  
Written Assignments ◽  
Insight Into ◽  
Teacher’S Responsibilities ◽  
Do So

Teaching English as a foreign language is now one of the most important subjects in Croatian secondary schools since English is one of the three obligatory subjects at 'matura' - standardized tests which the seniors need to pass to graduate. Writing is one of the three parts of the EL exam, the other two being listening and reading. When learning a language, students start from listening skill, move on to speaking and reading and finally to most difficult skill to master: writing. Teaching and learning writing faces a lot of challenges since it requires a lot of time to practice and even more to evaluate and monitor progress. Teacher's responsibilities are to regularly provide opportunities to write, encourage students to learn from their mistakes and promote their success. In order to do so, students should be given clear instructions on evaluation/assessment and concise feedback. Since grading written assignments takes up a lot of time, the author proposes rubrics which can be used to assess various types of writing taught at secondary level (description of place/event/person, letters of complaint, job application, invitation, discursive/opinion/for-and-against essay etc.). Author suggests four fixed rubrics and subdivisions: Task completion, Cohesion / coherence, Grammar and Vocabulary. All rubrics and subdivisions are described in the paper. A survey was also conducted on a sample of 140 students and has given an insight into students’ opinion on importance of assessment and feedback and its influence on their progress.

scholarly journals Designing for international law: The architecture of international organizations 1922–1952

2020 ◽  
pp. 1-22
Author(s):  
Miriam Bak McKenna
Keyword(s):  
New York ◽  
International Law ◽  
International Organizations ◽  
International Organization ◽  
International Labour Organization ◽  
The Relationship ◽  
Physical Manifestation ◽  
Insight Into ◽  
Do So

Abstract Situating itself in current debates over the international legal archive, this article delves into the material and conceptual implications of architecture for international law. To do so I trace the architectural developments of international law’s organizational and administrative spaces during the early to mid twentieth century. These architectural endeavours unfolded in three main stages: the years 1922–1926, during which the International Labour Organization (ILO) building, the first building exclusively designed for an international organization was constructed; the years 1927–1937 which saw the great polemic between modernist and classical architects over the building of the Palace of Nations; and the years 1947–1952, with the triumph of modernism, represented by the UN Headquarters in New York. These events provide an illuminating allegorical insight into the physical manifestation, modes of self-expression, and transformation of international law during this era, particularly the relationship between international law and the function and role of international organizations.

Socio-Semantic Processes in Social Actors Representation: A Case Study of “Ya-Sin”

2017 ◽  
Vol 15 (2) ◽  
pp. 145-169
Author(s):  
Roghayeh Farsi
Keyword(s):  
Case Study Approach ◽  
Academic Field ◽  
Social Actors ◽  
Study Approach ◽  
Wide Range ◽  
New Perspective ◽  
Linear Nature ◽  
Do So ◽  
Semantic Processes

AbstractThe academic field of Qurʾānic Studies employs a wide range of approaches, each one of which helps to open up a new perspective on the Qurʾānic text. The Holy Book was revealed to guide people; it is thus of relevance to all aspects of people’s lives. This article focuses on the way social actors are represented in one Meccansūra, entitled “Ya-Sin”, and employs a case-study approach to do so. The analysis carried out includes the socio-semantic processes that thesūrauses in order to represent social actors either by behavior (action) or meaning (reflection), and it also analyzes the actors as they are represented in processes such as activation and passivation. The methodology adopted is eclectic and analytic. It is a hybrid of Swales’ move analysis, El-Awa’s identification of shift-markers, and Halliday’s and Van Leeuwen’s theories of social actor representation. This study shows how such an analysis can contribute to understanding the apparently fragmented and non-linear nature of “Ya-Sin”.

scholarly journals Emancipation from the Whirlwind: Piety and Rebellion among Jewish-American Post-Holocaust and Christian Liberation Readings of Job

2011 ◽  
Vol 2 (2) ◽  
Author(s):  
David C Tollerton
Keyword(s):  
Modern World ◽  
Jewish American ◽  
Political Opposition ◽  
The Bible ◽  
The Holocaust ◽  
Theologically Conservative ◽  
State Of Israel ◽  
Political Radicalism ◽  
Insight Into ◽  
Do So

This article focuses upon the manner in which the Book of Job’s dissonant messages of theological radicalism and conservatism have been utilised within discussion of two specific episodes of innocent suffering in the modern world – the murder of six million Jews during the Holocaust and the suffering of the oppressed in the developing world. Overlaying the discussion, the following model is proposed: that, firstly, Christian liberation theologians emphasise the more theologically conservative messages that can be drawn from Job while asserting radical political opposition to those who possess power. Conversely, Jewish Holocaust theologians empathise with Job’s more theologically radical elements, yet do so within outlooks committed to conservatively maintaining the security and power of the state of Israel after two thousand years of Jewish powerlessness. This model is tested by focusing upon seven treatments of Job associated with liberation or Holocaust theologies. It is concluded that, although there are significant complications, in broad terms the model largely holds ”“ offering a comparative insight into contextual Christian and Jewish interpretations of the Bible in which political radicalism and theological radicalism are found to be at odds with one another.

scholarly journals How is organisational fit addressed in Australian entry level midwifery job advertisements

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Dianne Bloxsome ◽  
Courtney Glass ◽  
Sara Bayes
Keyword(s):  
Public Health ◽  
Health Care ◽  
Clinical Skills ◽  
Public Health Care ◽  
Job Retention ◽  
Search Term ◽  
Private Health Care ◽  
Entry Level ◽  
Link Type ◽  
Job Advertisements

Abstract Background Midwifery job retention is an ongoing global issue. Prior research has recognised that considering an individual’s attributes in relation to their work environment may assist in improving job satisfaction among midwives, leading to improved long-term job retention in the midwifery profession. The aim of this study was to evaluate whether, and how organisational fit is addressed in current entry level midwifery job advertisements within Australia. Methods Midwifery jobs were searched for within 12 search engines, using the search term ‘midwife’, including Seek.com, Indeed.com, government employment websites for all Australian states and territories, and private health organisation websites. Data were extracted from eligible job advertisements by three independent researchers. Extracted data encompassed elements addressing person-job fit and person-organisation fit. Content analysis involving chi-square and Fischer exact tests were completed on extracted data. Results Key findings demonstrate private health care organisations (29.2%) are more likely than public health care organisations (8.8%) to ask potential candidates to have additional qualifications, however, public health care organisations (34.1% vs. 16.7%) are more likely to ask for dual registration as a midwife and nurse. This is further supported by private health care organisations being more likely to refer to the candidate as a midwife (72.9% vs. 48.4%) than as a nurse. Private health care organisations more often noted access to support for employees and were more likely to mention access to employee assistance programs (41.7% vs. 13.2%), orientations (16.7% vs. 0%) and included benefits (72.9% vs. 42.9%). Clinical skills and personality traits were more frequently addressed in public health organisation advertisements; these included a requirement of employees to be accountable (49.5% vs. 6.3%), innovative (28.6% vs. 0%), have teamwork (69.2% vs. 52.1%) and conflict resolution skills (36.3% vs. 8.3%), and have knowledge of legislation (44.0% vs. 25.0%) and contemporary midwifery issues (28.6% vs. 4.2%). Conclusion This study highlights that organisations employing midwives may be unwittingly contributing to the problem of midwife attrition through inattention to factors that endear midwives to workplaces in job advertisements. Further work developing employee selection and recruitment processes that are informed by the concept of person-job-organisation fit, is necessary.

scholarly journals Entry Level Systems Analysts: What Does the Industry Want?

10.28945/3517 ◽  
2016 ◽  
Vol 19 ◽  
pp. 141-160 ◽  
Author(s):  
Erastus Karanja ◽  
Donna M. Grant ◽  
Shinetta Freeman ◽  
David Anyiwo
Keyword(s):  
Oral Communication ◽  
Job Skills ◽  
Chi Square ◽  
Skill Sets ◽  
Entry Level ◽  
Science Degree ◽  
Job Advertisements ◽  
Systems Analysts ◽  
People Skills ◽  
Industry Certifications

This study investigates the skill sets necessary for entry level systems analysts. Towards this end, the study combines two sources of data, namely, a content analysis of 200 systems analysts’ online job advertisements and a survey of 20 senior Information Systems (IS) professionals. Based on Chi-square tests, the results reveal that most employers prefer entry level systems analysts with an undergraduate Computer Science degree. Furthermore, most of the employers prefer entry level systems analysts to have some years of experience as well as industry certifications. The results also reveal that there is a higher preference for entry level systems analysts who have non-technical and people skills (e.g., problem solving and oral communication). The empirical results from this study will inform IS educators as they develop future systems analysts. Additionally, the results will be useful to the aspiring systems analysts who need to make sure that they have the necessary job skills before graduating and entering the labor market.

One size does not fit all: Tailoring Peer Support Programmes for optimal student engagement

2017 ◽  
Vol 3 (1) ◽  
pp. 274
Author(s):  
Rosey Davies ◽  
Amanda Pocklington ◽  
Simon Allington
Keyword(s):  
Student Engagement ◽  
Student Retention ◽  
Peer Support ◽  
Short Paper ◽  
Student Group ◽  
Local Contexts ◽  
Support Programmes ◽  
The University ◽  
Insight Into

Peer Support Programmes (PSPs) have long been a feature of student engagement activity at the University of Exeter.  Peer Support at Exeter started over eight years ago, with just two discipline-specific programmes. Since then, the number of programmes has increased significantly, but throughout this period of growth the bespoke nature of the programmes has been retained.  All PSPs are student-led and, crucially, they are tailored to meet the specific needs of the student group involved.  We, the authors, are firmly of the opinion that ‘one size does not fit all’ and that tailoring every programme to the specific needs of each student group is vital if it is to be successful.  It is now recognised that engagement in interventions such as PSPs can play an important role in improving student retention and success (Thomas, 2012) and that an understanding of ‘local contexts’ can enhance the efficacy of such programmes (Thomas et al, 2017).  However, this was not as well understood when PSPs were first introduced at Exeter. This short paper seeks to present an overview of the evolution of PSPs at the University of Exeter, which may provide others with a useful insight into the development of tailored PSPs for optimal student engagement.

Text mining for human resources competencies: Taiwan example

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chih-Hung Chung ◽  
Lu-Jia Chen
Keyword(s):  
Text Mining ◽  
Human Resources ◽  
Success Factors ◽  
Course Design ◽  
Data Sets ◽  
Job Market ◽  
Content Type ◽  
Entry Level ◽  
Critical Success ◽  
Job Advertisements

Purpose The purpose of this study is to explore the capabilities required by entry-level human resources (HR) professionals based on job advertisements by using text mining (TM) technique. Design/methodology/approach This study used TM techniques to explore the capabilities required by entry-level HR professionals based on job advertisements on HR agency 104’s website in Taiwan. Python was used to crawl the advertisements on the website, and 841 posts were collected. Next, the author used TM to explore and understand hidden trends and patterns in numerous data sets. Findings The results of this study revealed four critical success factors (specific skills, educational level, experience and specific capabilities), five clusters and ten classifications. Practical implications The results can aid HR curriculum developers and educators in customizing and improving HR education curricula, such that HR students can develop capabilities required to secure employment in the current HR job market. Originality/value Our results may facilitate the understanding of the current trends in the HR job market and provide useful suggestions to HR curriculum developers for improving training and professional course design, such that students’ competitiveness is enhanced and professional capabilities improved.

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