scholarly journals A study on the characteristics of college graduate job seekers who strongly believe unfounded tips on the successful job interview

2014 ◽  
Vol 27 (3) ◽  
pp. 519-542
Author(s):  
HanUlAn Baek ◽  
JaeYoon Chang
Keyword(s):  
Job Search ◽  
Career Planning ◽  
Perceived Effectiveness ◽  
Job Seekers ◽  
Job Interview ◽  
College Graduate ◽  
Job Seeking ◽  
Selection Interview ◽  
Related Stress ◽  
Using Data

Based on the perspective of Spence(1973)'s signaling theory, this study aimed to find out the unfounded tips on the successful job interview which were pervasive among college graduate job seekers, and to investigate the job seekers' characteristics which make them to strongly believe the unfounded tips. Using data from 120 college graduate job seekers and 77 managers who had experience of selection interview, this study could draw a lot of unfounded job interview tips which showed substantial difference of the perceived effectiveness of interview tips between job seekers and managers. After finding out the unfounded interview tips, this study also investigated the characteristics of job seekers who strongly believe them. The results showed that the degree of believing the unfounded job interview tips was positively related to the strength of formal job search behavior and the job seeking related stress, and negatively to having clear career planning.

Job-Search Activities, Job-Seeking Barriers, and Work Experiences of Transition-Age Youths With Visual Impairments

2021 ◽  
pp. 0145482X2110591
Author(s):  
Jennifer L. Cmar ◽  
Anne Steverson
Keyword(s):  
Job Search ◽  
Parental Support ◽  
Visual Impairments ◽  
Work Experiences ◽  
Job Seekers ◽  
Short Term ◽  
Work Activity ◽  
Transition Age ◽  
Work Activities ◽  
Job Seeking

Introduction: The purpose of this study was to describe the job-seeking and work experiences of transition-age youths with visual impairments. Methods: We analyzed follow-up data from a quasi-experimental study of a job-search intervention conducted from 2016 to 2019. Participants were 88 youths with visual impairments from three states; approximately half received the job-search intervention, and the other half served as a comparison group. Measures included job-search activities and outcomes, job-seeking barriers, volunteer and work experiences, and parental support for job-seeking. Results: Commonly reported job-search activities were preparing or revising resumes, talking to people about jobs, submitting applications, and submitting resumes, but most participants performed these activities infrequently. Many job-seekers encountered barriers during their job search, and few searches resulted in paid employment. Participants generally reported moderate levels of preparation to handle job-seeking barriers and parental support for job-seeking. Intervention and comparison participants had similar results on most measures, with few exceptions. Discussion: When youths actively search for a job but do not find one, their motivation to continue job-seeking may be reduced, particularly if their preparedness to overcome job-seeking barriers is low. Although many participants had some engagement in volunteer or work activities, short-term work experiences were the most common—and perhaps most misunderstood—work activity. Implications for practitioners: Youths with visual impairments may benefit from feedback on their job-seeking approach, application materials, and interview skills so they can make changes and determine how to focus or refocus their efforts. In addition to offering feedback, service providers can provide ongoing support to youth job-seekers and encourage them to persist in their job search. Explicit discussions about different types of work activities may help transition-age youths understand how short-term work experiences differ from paid jobs.

Career self-management of unemployed workers: the role of proactive coping in job-to-job transition

2020 ◽  
Vol 16 (1) ◽  
pp. 135-153
Author(s):  
Katarzyna Ślebarska ◽  
Maria Flakus
Keyword(s):  
Job Search ◽  
Search Behavior ◽  
Proactive Coping ◽  
Self Management ◽  
Job Seekers ◽  
Job Transition ◽  
Content Type ◽  
Job Seeking ◽  
Starting Point ◽  
Job Search Behavior

PurposeJob search behavior is an important factor of an individual's career. In this study, proactive individuals' search for career opportunities during the transition from unemployment to employment is investigated. This investigation concentrates on the “in-between jobs” phase to better understand career transition. Proactive coping is a particularly important aspect of the transition from unemployment to work.Design/methodology/approachUsing the career self-management model and proactive coping theory, this paper establishes a conceptual model and adopts path analysis to examine the model with a sample of 208 unemployed workers from Poland.FindingsThe results indicate both direct and indirect effects for proactive coping on job-seeking behavior. Unemployed job seekers, with greater proactive coping, intensify their job search behavior and increase their chances for re-employment.Practical implicationsProactive coping is an important factor in career development. The findings of this study are a promising starting point for career self-development training for unemployed workers in transition.Originality/valueMost of the training for the unemployed prepares them to react and adapt to ongoing circumstances. Our findings show the importance of being proactive during active coping with unemployment.

Using Social Network Activity Data to Identify and Target Job Seekers

2021 ◽  
Author(s):  
Peter Ebbes ◽  
Oded Netzer
Keyword(s):  
Social Network ◽  
Job Search ◽  
Life Transitions ◽  
Network Activity ◽  
Job Seekers ◽  
Cross Sectional Survey ◽  
Activity Data ◽  
Cross Sectional ◽  
Job Seeking ◽  
Network Platform

An important challenge for many firms is to identify the life transitions of its customers, such as job searching, expecting a child, or purchasing a home. Inferring such transitions, which are generally unobserved to the firm, can offer the firms opportunities to be more relevant to their customers. In this paper, we demonstrate how a social network platform can leverage its longitudinal user data to identify which of its users are likely to be job seekers. Identifying job seekers is at the heart of the business model of professional social network platforms. Our proposed approach builds on the hidden Markov model (HMM) framework to recover the latent state of job search from noisy signals obtained from social network activity data. Specifically, we use the latent states of the HMM to fuse cross-sectional survey responses to a job-seeking status question with longitudinal user activity data, resulting in a partially HMM. Thus, in some time periods, and for some users, we observe a direct measure of the true job-seeking status. We demonstrate that the proposed model can predict not only which users are likely to be job seeking at any point in time but also what activities on the platform are associated with job search and how long the users have been job seeking. Furthermore, we find that targeting job seekers based on our proposed approach can lead to a 29% increase in profits of a targeting campaign relative to the approach that was used by the social network platform. This paper was accepted by Juanjuan Zhang, marketing.

A University Career Planning Course for Academic Credit

1998 ◽  
Vol 7 (3) ◽  
pp. 3-5 ◽  
Author(s):  
Sharon D. Crozier
Keyword(s):  
Decision Making ◽  
Job Search ◽  
Development Process ◽  
Career Planning ◽  
Career Decision ◽  
Course Evaluations ◽  
Career Decision Making ◽  
Academic Credit ◽  
Education Planning ◽  
Job Seeking

Career decision-making and preparation for job-seeking are major tasks that students face during their university years. A credit course that focuses on understanding higher education, planning a career, learning job search strategies and managing transitions, assists students to successfully deal with their career development process. An outline for this course will be given, course evaluations will be reviewed, and the process used for obtaining academic credit will be discussed.

Predictors and outcomes of Vietnamese university graduates’ networking behavior as job seekers

2019 ◽  
Vol 47 (10) ◽  
pp. 1-11
Author(s):  
Shang-Ping Lin ◽  
Son-Tung Le
Keyword(s):  
Job Search ◽  
Structural Equation ◽  
Network Size ◽  
Equation Modeling ◽  
University Graduates ◽  
Job Seekers ◽  
Job Interview ◽  
Networking Behavior ◽  
The Individual

Although networking is considered a positive job search behavior, scholars have paid little attention to the role of networking in an individual’s job search outcomes. In this research we used structural equation modeling to test empirically the relationship between networking behavior and job search outcomes with a sample of 773 Vietnamese university graduates. We also integrated individual difference theory and social network theory to investigate the predictors of networking behavior that indirectly influence employment outcomes. Results show that networking behavior had a positive effect on a job seeker’s chances of obtaining a job interview and receiving a job offer. In addition, the individual differences of personality traits, jobsearch clarity, and networking comfort, as well as network size and tie strength in the structure of the network, were significant antecedents of job seekers’ networking behavior. Theoretical and practical implications are discussed.

scholarly journals In a Lonely Place? Social Networks, Job Seeking and the Experience of Long-Term Unemployment

2009 ◽  
Vol 9 (1) ◽  
pp. 25-37 ◽  
Author(s):  
Colin Lindsay
Keyword(s):  
Social Networks ◽  
Job Search ◽  
Community Relations ◽  
Job Seekers ◽  
Unemployed People ◽  
Social Community ◽  
Disadvantaged Communities ◽  
Job Seeking ◽  
The City

Combating long-term unemployment remains a central strand of policies to promote social and labour market inclusion. One area of increasing concern is that the long-term unemployed (and especially those residing in disadvantaged communities) can find themselves isolated from the diverse social networks that can contribute to effective job seeking. This article draws on interviews conducted with 220 job seekers in two areas of high unemployment within the city of Glasgow to investigate: whether long-term unemployed people in these areas struggle to access social networks for job search; and the extent to which long-term unemployment is in itself associated with a more general erosion of social/community relations and a withdrawal from what has been termed the ‘tertiary sphere of sociability’. The article concludes with a discussion of the potential role for social policy in seeking to help the long-term unemployed and other job seekers to develop and broaden social networks and activities.

scholarly journals Mismatch Unemployment and the Geography of Job Search

2018 ◽  
Vol 10 (3) ◽  
pp. 42-70 ◽  
Author(s):  
Ioana Marinescu ◽  
Roland Rathelot
Keyword(s):  
Job Search ◽  
Search And Matching ◽  
Job Seekers ◽  
Matching Model ◽  
Search And Matching Model ◽  
Aggregate Unemployment ◽  
Using Data ◽  
A Minor ◽  
Zip Code

Could we significantly reduce US unemployment by helping job seekers move closer to jobs? Using data from the leading employment board CareerBuilder.com, we show that, indeed, workers dislike applying to distant jobs: job seekers are 35 percent less likely to apply to a job 10 miles (mi.) away from their zip code of residence. However, because job seekers are close enough to vacancies on average, this distaste for distance is fairly inconsequential: our search and matching model predicts that relocating job seekers to minimize unemployment would decrease unemployment by only 5.3 percent. Geographic mismatch is thus a minor driver of aggregate unemployment. (JEL E24, J41, J61, J63, J64, R23)

scholarly journals The German Job Search Panel

2020 ◽  
Author(s):  
Clemens Hetschko ◽  
Michael Eid ◽  
Mario Lawes ◽  
Ronnie Schöb ◽  
Gesine Stephan
Keyword(s):  
Job Search ◽  
Well Being ◽  
Sampling Procedure ◽  
Job Seekers ◽  
Skilled Workers ◽  
Administrative Records ◽  
Job Seeking ◽  
Employment Agency ◽  
Hair Sampling ◽  
Frequent Measurement

This report introduces the German Job Search Panel, a longitudinal survey that follows people who register as job seeking over the course of up to two years. The focus of the survey is on job seekers’ well-being and health. An innovative survey app is used to allow for frequent measurement every month and for conducting the experience sampling method. The collected data may be linked to administrative records of the Federal Employment Agency, provided that people give their consent. A subsample of surveyed job seekers took part in hair sampling to measure their cortisol levels. In this report, we describe the sampling procedure, adjustments over the recruitment period and the collected data. We moreover examine selective participation in the panel. It turns out that high-skilled workers, young individuals and women were more likely to sign up. Age increases the probability to take part in the hair sampling. People working in East Germany were more likely to consent to the linkage of survey data and administrative records.

Strategies of job seekers related to age-related stereotypes

2014 ◽  
Vol 29 (8) ◽  
pp. 1009-1027 ◽  
Author(s):  
Brent J. Lyons ◽  
Jennifer L. Wessel ◽  
Yi Chiew Tai ◽  
Ann Marie Ryan
Keyword(s):  
Job Search ◽  
Identity Management ◽  
Management Strategies ◽  
Job Seekers ◽  
Content Type ◽  
Job Seeking ◽  
Career Placement ◽  
Age Related ◽  
Job Searches ◽  
Related Identity

Purpose – Given the increasing diversity in the age of job seekers worldwide and evidence of perceptions of discrimination and stereotypes of job seekers at both ends of the age continuum, the purpose of this paper is to identify how perceptions of age-related bias are connected to age-related identity management strategies of unemployed job seekers. Design/methodology/approach – Data were collected from 129 unemployed job-seeking adults who were participants in a career placement service. Participants completed paper-and-pencil surveys about their experiences of age-related bias and engagement in age-related identity management strategies during their job searches. Findings – Older job seekers reported greater perceptions of age-related bias in employment settings, and perceptions of bias related to engaging in attempts to counteract stereotypes, mislead or miscue about one's age, and avoid age-related discussions in job searching. Individuals who were less anxious about their job search were less likely to mislead about age or avoid the topic of age, whereas individuals with higher job-search self-efficacy were more likely to acknowledge their age during their job search. Older job seekers higher in emotion control were more likely to acknowledge their age. Originality/value – Little is known about how job seekers attempt to compensate for or avoid age-related bias. The study provides evidence that younger and older job seekers engage in age-related identity management and that job search competencies relate to engagement in particular strategies.

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