Using stated individual preferences for job ads’ attributes to design a better matching algorithm between job ads and job-seekers

2021 ◽  
Author(s):  
Cécile WELTER-MEDEE
Keyword(s):  
Job Seekers ◽  
Matching Algorithm ◽  
Individual Preferences ◽  
Job Ads

A study on the effectiveness of aesthetically appealing print recruitment advertisement

2019 ◽  
Vol 42 (4) ◽  
pp. 506-520
Author(s):  
Muruganantham Ganesan ◽  
Esther Princess George
Keyword(s):  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Organizational Attraction ◽  
Job Seekers ◽  
Content Type ◽  
Job Advertisement ◽  
Recruitment Advertising ◽  
Job Ads

Purpose The purpose of this paper is to assess the nature of intervention of job seeker’s perception of organizational attraction and attitude toward ad and organization in the application intention produced by aesthetics of print job ads. Design/methodology/approach An aesthetically appealing faculty-opening job advertisement was used as stimuli and around 250 responses to an administered questionnaire were collected from among job seekers in the academic domain. Partial least square structural equation modeling (PLS-SEM) was used to test the hypothesis. Findings According to the results of the study, aesthetic features of print recruitment ad, even though insignificant in directly inducing job seeker intention to apply, significantly enhanced their organizational attraction and attitudes, and thereby, their application intention. Therefore, job seeker’s perception of organizational attractiveness and attitude were found to full mediate this relationship, regardless of the job seekers’ degree of familiarity with the organization. Practical implications This study encourages recruiters in the academic job sectors to design and administer aesthetically appealing job advertisements to maximize the high talent pool of applicants from which to choose. Originality/value This study is the first of its kind in the Indian context in terms of print recruitment advertising. This study is also original in reporting organizational attraction and attitude towards ad and organization as mediators of application intention produced by ad aesthetics.

Immigrant stereotypes and differential screening

2019 ◽  
Vol 49 (4) ◽  
pp. 921-938
Author(s):  
Jason R. Lambert ◽  
Ekundayo Y. Akinlade
Keyword(s):  
Differential Screening ◽  
Future Research ◽  
Foreign Born ◽  
Job Seekers ◽  
Content Type ◽  
Hiring Managers ◽  
Technology Sector ◽  
Correspondence Study ◽  
Job Ads ◽  
E Mail

Purpose There has been an increasing number of allegations of discrimination toward US employees and anecdotal indications of immigrant employee exploitation in the information technology sector. The purpose of this paper is to investigate if applicants’ work visa status causes native-born applicants to be treated differentially (less favorably) than foreign-born applicants. Design/methodology/approach A correspondence study design is used to observe differential screening processes by measuring the frequency of favorable job application responses received by foreign-born applicants compared to equally skilled native-born applicants. Findings Results from the study suggest that fictitious Asian foreign-born applicants who demonstrate the need for H-1B work visa sponsorship for employment receive significantly more favorable e-mail responses to job ads than US native-born applicants. Moreover, white native-born applicants are approximately 23 percent less likely than Asian foreign-born applicants to receive a request for an interview. Research limitations/implications Because of the chosen method, the research results may lack generalizability. The hypotheses should be tested further by targeting more geographical locations, a variety of industries and using qualitative methods in future research. Practical implications The paper includes implications for hiring managers who wish to reduce their liability for employment discrimination and foreign-born job seekers wishing to manage their expectations of the recruitment process. Originality/value This paper fulfills an identified need to empirically study how the work visa status of job seekers affects early recruitment as increasingly more anecdotal evidence of immigrant exploitation and discrimination in the technology sector is reported.

An Examination of Job Titles Used for GIScience Professionals

2010 ◽  
Vol 1 (1) ◽  
pp. 40-56 ◽  
Author(s):  
Thomas A. Wikle
Keyword(s):  
Geospatial Data ◽  
Government Agencies ◽  
Job Seekers ◽  
Employment Opportunities ◽  
Public And Private ◽  
Non Profit ◽  
Private Organizations ◽  
Job Titles ◽  
Career Ladders ◽  
Job Ads

Over the last 20 years the increasing availability, utility, and importance of geospatial data has led to new kinds of positions in government agencies, non-profit organizations and private businesses. While employment opportunities have grown substantially, guidelines for assigning titles, qualifications and responsibilities have not kept pace. Inconsistency in GIScience titles and job qualifications has made it difficult for employers and job seekers to compare positions across organizations in terms of duties, compensation, and status. This paper explores job titles used by public and private organizations that hire GIScience professionals. An analysis of 204 online job ads shows variation in qualifications associated with titles. Model job titles and career ladders are suggested as a means of attracting and retaining GIScience professionals.

scholarly journals Age discrimination at work and some reflections from job ads: The case of Turkey

2020 ◽  
Vol 28 (4) ◽  
pp. 162-169
Author(s):  
Fuat Man
Keyword(s):  
Design Method ◽  
Age Discrimination ◽  
Social Consequences ◽  
Future Research ◽  
Marmara Region ◽  
Job Seekers ◽  
Employment Agency ◽  
Discrimination Rate ◽  
Absolute Age ◽  
Job Ads

Purpose – to analyze the situation of age discrimination at work and to give some reflections from job ads in the case of Turkey. Design/Method/Approach of the research. This study presents a limited depiction of age discrimination occurring in Turkey by analyzing job ads. Findings. One of the most critical demographic issues for the entire world, especially for the advanced world, is aging. It is essential as it necessitates some critical regulations that have economic and social consequences. During this aging trend, job seekers over a certain age in labor markets face age discrimination. Although many countries, both developed and developing, have some legal regulations against age discrimination, it remains a crucial form of discrimination. Where we can easily see this kind of discrimination is job ads. This study examined more than fifteen hundred job ads posted by İŞKUR, state-affiliated Employment Agency of Turkey, for the cities of Marmara Region of Turkey were examined. Nearly 20% of all job ads is indicating some statement for age limit. Research limitations/Future Research. Although just the age value indicated by employers in the ads itself does not mean an absolute age discrimination rate, 20 % is a vital implication for that kind of discrimination, and also, this figure implies the need for detailed further studies. Paper type – empirical.

Getting the Words Right: When Wording of Job Ads Affects Ethnic Minorities’ Application Decisions

2017 ◽  
Vol 31 (4) ◽  
pp. 533-558 ◽  
Author(s):  
Lien Wille ◽  
Eva Derous
Keyword(s):  
Ethnic Minority ◽  
Ethnic Groups ◽  
Ethnic Minorities ◽  
Field Experiments ◽  
Recruitment Strategies ◽  
Job Seekers ◽  
Job Advertisements ◽  
Job Attraction ◽  
Job Ads

Targeted recruitment strategies aim to communicate job vacancies to specific groups of job seekers that organizations wish to attract, such as qualified ethnic minorities. Typically, these strategies do not consider how person requirements are communicated in job advertisements and how job seekers from different ethnic groups react to such requirements. Two field experiments among actual job seekers investigated whether the type of required trait and the wording of traits affected ethnic minorities’ job attraction (Study 1, N = 140) and qualified ethnic minorities’ and majorities’ decision to apply (Study 2, N = 130). Findings show that ethnic minority job seekers were less attracted to job ads targeting a trait they have negative meta-stereotypes about. Wording of traits did not moderate this effect. However, ethnic minority job seekers who were qualified for a negatively meta-stereotyped trait decided not to apply when that trait was worded in a dispositional (vs. a behavioral) way.

scholarly journals Predictive language processing revealing usage-based variation

2018 ◽  
Vol 10 (2) ◽  
pp. 329-373 ◽  
Author(s):  
VÉRONIQUE VERHAGEN ◽  
MARIA MOS ◽  
AD BACKUS ◽  
JOOST SCHILPEROORD
Keyword(s):  
Language Processing ◽  
Voice Onset Time ◽  
Onset Time ◽  
Predictive Processing ◽  
Job Seekers ◽  
News Reports ◽  
Word Predictability ◽  
Prior Experiences ◽  
Job Ads ◽  
Predictive Language Processing

abstractWhile theories on predictive processing posit that predictions are based on one’s prior experiences, experimental work has effectively ignored the fact that people differ from each other in their linguistic experiences and, consequently, in the predictions they generate. We examine usage-based variation by means of three groups of participants (recruiters, job-seekers, and people not (yet) looking for a job), two stimuli sets (word sequences characteristic of either job ads or news reports), and two experiments (a Completion task and a Voice Onset Time task). We show that differences in experiences with a particular register result in different expectations regarding word sequences characteristic of that register, thus pointing to differences in mental representations of language. Subsequently, we investigate to what extent different operationalizations of word predictability are accurate predictors of voice onset times. A measure of a participant’s own expectations proves to be a significant predictor of processing speed over and above word predictability measures based on amalgamated data. These findings point to actual individual differences and highlight the merits of going beyond amalgamated data. We thus demonstrate that is it feasible to empirically assess the variation implied in usage-based theories, and we advocate exploiting this opportunity.

An Examination of Job Titles Used for GIScience Professionals

2012 ◽  
pp. 68-81
Author(s):  
Thomas A. Wikle
Keyword(s):  
Geospatial Data ◽  
Government Agencies ◽  
Job Seekers ◽  
Employment Opportunities ◽  
Public And Private ◽  
Non Profit ◽  
Private Organizations ◽  
Job Titles ◽  
Career Ladders ◽  
Job Ads

Over the last 20 years the increasing availability, utility, and importance of geospatial data has led to new kinds of positions in government agencies, non-profit organizations and private businesses. While employment opportunities have grown substantially, guidelines for assigning titles, qualifications and responsibilities have not kept pace. Inconsistency in GIScience titles and job qualifications has made it difficult for employers and job seekers to compare positions across organizations in terms of duties, compensation, and status. This paper explores job titles used by public and private organizations that hire GIScience professionals. An analysis of 204 online job ads shows variation in qualifications associated with titles. Model job titles and career ladders are suggested as a means of attracting and retaining GIScience professionals.

scholarly journals English in the Russian-based recruitment discourse

2020 ◽  
Vol 24 (3) ◽  
pp. 669-686
Author(s):  
Elena S. Gritsenko ◽  
Anastasia V. Alikina
Keyword(s):  
Job Seekers ◽  
Job Market ◽  
Work Related ◽  
Second Stage ◽  
Ethnographic Interviews ◽  
Main Instrument ◽  
Two Stages ◽  
Job Ads ◽  
Main Language

The paper addresses the use of English in the Russian-based recruitment discourse. Language is viewed through the prism of the sociolinguistics of globalization and understood as a set of mobile trans-locally operative resources used to achieve specific goals of communication. The corpus for analysis includes job ads and rsums posted on the recruitment platforms HeadHunter and Super.Job, videotaped conversations of job seekers with recruiters and employers, and ethnographic interviews with recruitment professionals. We used discourse analysis, ethnographic methods, and quantitative measuring to analyze the data. The study consists of two stages. During the first stage, we found out that English can be used as the main language of recruitment or in the form of insertions in the Russian-based texts to demonstrate professionalism, position the company, and filter the candidates. The second stage revealed that the all-English segment of the Russian recruitment discourse has narrowed, while the use of English in truncated forms has increased. This dynamic is caused by the expansion of the digital segment of the Russian job market (social media, Internet channels), where English-mediated technologies are the main instrument of interaction with clients. It results in further hybridization and boosts translingualism in work-related settings. English, with its tendency to informal personified communication patterns, also affects the communicative conventions of the Russian-based recruitment discourse. The study demonstrates the growing role of English as an agent of global professional discourses and an intermediary between people and technologies.

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