Hiring Process Guidance for External Candidates

In the era of Globalization, advancement of technology and stiff competition, particularly, in the I.T. Industry, companies have to adopt new H.R. strategies and practices so as to constantly evolve and grow. In this context, existing recruitment strategies have to be replaced by new strategies. Many companies are now extensively depending on the internet to connect to larger audiences globally. Organizations are in a position to attract profiles, resumes from potential candidates by announcing their vacancies on their own websites. E-recruitment is evoking interest among the companies typically over the last few years. The spread of information technology and growth of Internet has paved way for companies willing to hunt for talent on the job seeking websites. In the years to come, social networking will soon be an indispensable part of the hiring process. It is cost effective, does not require setting up an office and forms an effective tool for recruiters. The main purpose of this study was to understand the application of factor analysis in social science research and to reduce a large number of variables into manageable smaller factors for further analysis of the employers’ perception on social media recruitment with reference to the I.T. Sector in Bangalore.

Principals’ Preferences in the Hiring Process: Is Everything Old New Again?

The Educational Forum ◽

10.1080/00131725.2021.1873474 ◽

2021 ◽

pp. 1-15

Author(s):

Lindsay L. Diamond ◽

Tammy V. Abernathy ◽

MaryAnn Demchak

Keyword(s):

Hiring Process

A predictable smoothing evolution model for computer-controlled polishing

Journal of the European Optical Society Rapid Publications ◽

10.1186/s41476-020-00145-4 ◽

2020 ◽

Vol 16 (1) ◽

Author(s):

Jing Hou ◽

Pengli Lei ◽

Shiwei Liu ◽

Xianhua Chen ◽

Jian Wang ◽

...

Keyword(s):

Evolution Model ◽

Quantitative Prediction ◽

Theoretical Support ◽

Model Combining ◽

Process Guidance ◽

Dependent Model ◽

Computer Controlled Optical Surfacing ◽

Computer Controlled ◽

Time Dependent Model ◽

Selection Of

AbstractQuantitative prediction of the smoothing of mid-spatial frequency errors (MSFE) is urgently needed to realize process guidance for computer controlled optical surfacing (CCOS) rather than a qualitative analysis of the processing results. Consequently, a predictable time-dependent model combining process parameters and an error decreasing factor (EDF) were presented in this paper. The basic smoothing theory, solution method and modification of this model were expounded separately and verified by experiments. The experimental results show that the theoretical predicted curve agrees well with the actual smoothing effect. The smoothing evolution model provides certain theoretical support and guidance for the quantitative prediction and parameter selection of the smoothing of MSFE.

Reproducing scientists’ mobility: a data-driven model

Scientific Reports ◽

10.1038/s41598-021-90281-9 ◽

2021 ◽

Vol 11 (1) ◽

Author(s):

Giacomo Vaccario ◽

Luca Verginer ◽

Frank Schweitzer

Keyword(s):

Decision Rules ◽

Migration Policy ◽

Large Data ◽

Global Scale ◽

Global Network ◽

Data Sets ◽

Mobility Patterns ◽

Agent Based ◽

Hiring Process ◽

Geographical Distances

AbstractHigh skill labour is an important factor underpinning the competitive advantage of modern economies. Therefore, attracting and retaining scientists has become a major concern for migration policy. In this work, we study the migration of scientists on a global scale, by combining two large data sets covering the publications of 3.5 million scientists over 60 years. We analyse their geographical distances moved for a new affiliation and their age when moving, this way reconstructing their geographical “career paths”. These paths are used to derive the world network of scientists’ mobility between cities and to analyse its topological properties. We further develop and calibrate an agent-based model, such that it reproduces the empirical findings both at the level of scientists and of the global network. Our model takes into account that the academic hiring process is largely demand-driven and demonstrates that the probability of scientists to relocate decreases both with age and with distance. Our results allow interpreting the model assumptions as micro-based decision rules that can explain the observed mobility patterns of scientists.

Boomerang hiring: Strategy for sustainable development in COVID-19 era

Human Systems Management ◽

10.3233/hsm-201152 ◽

2021 ◽

pp. 1-6

Author(s):

Penumadu V. Raveendra ◽

Yellappa M. Satish

Keyword(s):

Sustainable Development ◽

Organization Culture ◽

Human Beings ◽

Hiring Process ◽

Positive Growth ◽

The World ◽

Key Drivers ◽

Hr Managers ◽

The Right

BACKGROUND: Many companies are forced to restructure themselves by right sizing due to unexpected fall in demand for their products and services created by the COVID-19 pandemic. COVID 19 not only affected the health of human beings but also their wealth across the world. Global economic parameters are showing a sign of positive growth with decreased number of COVID 19 cases across the world. Many companies are in a dilemma to rehire their former employees or to hire the new candidates to meet the increased demand. OBJECTIVES: The objectives of study are i) to analyze the key drivers for boomerang hiring and ii) to develop a conceptual process for boomerang hiring. METHODS: An exploratory methodology was designed to identify the key drivers of boomerang hiring by studying the various successful stories of those companies which had rehired their former employees. Various papers were reviewed to develop the process for boomerang hiring. RESULTS: Study showed that knowledge about the culture of the company, cost of hiring, morale booster for the existing employees, and customer retention, are the key drivers for boomerang hiring. This hiring process requires special skills from HR Managers, as this decision will impact long term success of the company. CONCLUSION: The process of boomerang hiring cannot be standardized as each organization culture is different and companies cannot have the same strategy for each candidate as every individual is different. Boomerang hiring will work as the right strategy during pandemic situation as former employees would have built relations with the customers. The customers will be happy to see the former employees who had served them better.

Make reference checks more valuable to hiring process

Recruiting & Retaining Adult Learners ◽

10.1002/nsr.30765 ◽

2021 ◽

Vol 23 (11) ◽

pp. 8-8

Author(s):

Steven Tolman ◽

Daniel W. Calhoun

Keyword(s):

Hiring Process

Make reference checks more valuable to hiring process

Enrollment Management Report ◽

10.1002/emt.30807 ◽

2021 ◽

Vol 25 (4) ◽

pp. 8-8

Author(s):

Steven Tolman ◽

Daniel W. Calhoun

Keyword(s):

Hiring Process

Make reference checks more valuable to hiring process

The Successful Registrar ◽

10.1002/tsr.30857 ◽

2021 ◽

Vol 21 (5) ◽

pp. 9-9

Author(s):

Steven Tolman ◽

Daniel W. Calhoun

Keyword(s):

Hiring Process

“I Assumed It Was a Much Safer Place Than It Really Is”: Nonbinary Educators’ Strategies for Finding School Jobs

Journal of Education Human Resources ◽

10.3138/jehr-2021-0009 ◽

2021 ◽

Author(s):

Lee Iskander

Keyword(s):

Middle Class ◽

Gender Identity ◽

Gender Justice ◽

Hiring Process ◽

White Middle Class ◽

Trans People ◽

Semistructured Interviews ◽

American Schools ◽

Selling Point ◽

Transformative Approach

People who are nonbinary—one of many kinds of trans identity that do not fit neatly within a man/woman binary—face particular challenges when seeking employment in P–12 schools, which have historically been places where rigid gender norms are strictly enforced. This paper draws on semistructured interviews conducted in 2018 to explore how 16 nonbinary educators navigated the process of finding, securing, and keeping jobs in Canadian and American schools. I found that most participants were concerned about securing a job or potentially losing their job or their safety at work because others might be inhospitable to their gender identity or expression. At the same time, participants had strategies to ensure that they found and kept jobs they were comfortable with, such as investigating a school’s support for queer and trans people, forging positive relationships with administrators and staff, and presenting their gender in particular ways during the hiring process. This study illustrates the limitations of individualistic, tokenizing forms of trans inclusion and reveals the continued prevalence of gender normativity in schools, despite a rapidly shifting gender landscape. While trans inclusion, at least on the surface, may be a selling point for some schools, trans people continue to face barriers when the underlying structures that privilege White, middle-class, cisgender, and heteronormative gender expression remain intact. I argue that, if trans people are to be fully supported in the education workplace, an intersectional and broadly transformative approach to gender justice is necessary.