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 Monitoring photogenic ecological phenomena: Social network site images reveal spatiotemporal phases of Japanese cherry blooms

2021 ◽  
Author(s):  
Moataz Medhat ElQadi ◽  
Adrian G Dyer ◽  
Carolyn Vlasveld ◽  
Alan Dorin
Keyword(s):  
Social Media ◽  
Social Network ◽  
Research Question ◽  
Small Scale ◽  
Social Network Site ◽  
Cherry Tree ◽  
Cultural Symbol ◽  
Network Site ◽  
Multi Stage

AbstractSome ecological phenomena are visually engaging and widely celebrated. Consequently, these have the potential to generate large footprints in the online and social media image records which may be valuable for ecological research. Cherry tree blooms are one such event, especially in Japan where they are a cultural symbol (Sakura, 桜). For centuries, the Japanese have celebrated Hanami (flower viewing) and the historical data record of the festival allows for phenological studies over this period, one application of which is climate reconstruction. Here we analyse Flickr social network site data in an analogous way to reveal the cherry blossoms’ seasonal sweep from southern to northern Japan over a twelve-week period.Our method analyses data filtered using geographical constraints, multi-stage text-tag classification, and machine vision, to assess image content for relevance to our research question and use it to estimate historic cherry bloom times. We validated our estimated bloom times against official data, demonstrating the accuracy of the approach. We also investigated an out of season Autumn blooming that has gained worldwide media attention. Despite the complexity of human photographic and social media activity and the relatively small scale of this event, our method can reveal that this bloom has in fact been occurring over a decade.The approach we propose in our case study enables quick and effective monitoring of the photogenic spatiotemporal aspects of our rapidly changing world. It has the potential to be applied broadly to many ecological phenomena of widespread interest.

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 Top Management Involvement in Open Innovation Processes: Learning from a Global Carmaker

2018 ◽  
Vol 11 (7) ◽  
pp. 142 ◽  
Author(s):  
Elena Candelo ◽  
Diego Matricano ◽  
Mario Sorrentino
Keyword(s):  
Human Resources ◽  
Open Innovation ◽  
Business Models ◽  
Research Question ◽  
Future Developments ◽  
Top Managers ◽  
Ex Post ◽  
The Future ◽  
Innovation Processes

Over the last decades, management scholars have largely investigated several aspects related to Open Innovation Processes – OIPs that concern the beginning, the diffusion and the future developments of the phenomenon, its typologies, its linkages with strategies and business models, its implementation, and even errors to be avoided when managing them. However, there is one aspect that seems to be underexplored and this deals with the involvement of top management.OIPs, like all the other managerial activities, need to be planned and defined ex ante; implemented, launched and managed; analyzed ex post. Thus, a decisional process – pertaining the activities to be carried out, human resources to be involved, criticalities to be avoided and results to be exploited – needs to be managed. Accordingly, the research question posed herein is: How do top managers handle OIPs?In order to respond to the above research question, a case study is presented hereinafter. This case study deals with an OIP launched by Fiat Chrysler Automobiles (FCA), one of the top ten global carmakers, and concerning the car of the future. In particular, through this case study, it is rebuilt and analysed how FCA top managers have handled the whole OIP.By leveraging on the achieved results, the paper speculates on the strong commitment that top managers need to put in practice if they aspire to make OIPs successful.

With a Little Help from My Friends

2020 ◽  
pp. 76-90
Author(s):  
Daithi McMahon
Keyword(s):  
Social Network ◽  
Human Resources ◽  
Cost Effective ◽  
Economic Hardship ◽  
Radio Station ◽  
Radio Stations ◽  
Network Site ◽  
The Social ◽  
Radio Industry

Ireland has faced significant economic hardship since 2008, with the Irish radio industry suffering as advertising revenues evaporated. The difficult economic circumstances have forced radio station management to devise new and cost effective ways of generating much-needed income. The answer has come in the form of Facebook, the leading Social Network Site (SNS) in Ireland. Using Ireland as a case study, this chapter looks at how radio station management are utilising the social network strategically in a bid to enhance their audiences and revenues. Radio station management consider Facebook to be an invaluable promotional tool which is very easily integrated into radio programming and gives radio a digital online presence, reaching far greater audiences than possible through broadcasting. Some radio stations are showing ambition and are realising the marketing potential that Facebook and other SNSs hold. However, key changes in practice, technology and human resources are required to maximise the profit-making possibilities offered by Facebook.

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.

Statistics for Recruitment and Selection

2017 ◽  
pp. 108-141
Author(s):  
Sanket Sunand Dash
Keyword(s):  
Human Resources ◽  
Job Performance ◽  
Selection Procedure ◽  
Job Analysis ◽  
Optimal Combination ◽  
Statistical Procedures ◽  
Selection Processes ◽  
Recruitment And Selection

Recruitment and selection processes focus on the acquisition of suitable human resources. Recruitment refers to the firm's efforts to attract the maximum number of minimally-qualified applicants while selection refers to the firm's efforts to choose competent and suitable candidates. The parameters for identifying minimally-qualified candidates come from job analysis. Statistical processes used in recruitment include summing the scores on different parameters; finding mean scores of applicants and rejecting candidates with scores below the cutoffs. The selection procedure focuses on designing tests that identify superior talent from the candidate pool. Statistical procedures used in selection include development of scales for capturing competencies, measuring the reliability of the scales, that is, how well they capture the underlying construct, measuring the validity of the scales, that is, how well the competencies relate to job performance and optimal combination of the selection instruments.

scholarly journals The Opportunity Presented by Technological Innovation to Attract Valuable Human Resources

2019 ◽  
Vol 11 (20) ◽  
pp. 5785 ◽  
Author(s):  
José-Luis Rodríguez-Sánchez ◽  
Antonio Montero-Navarro ◽  
Rocío Gallego-Losada
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Technological Innovation ◽  
New Technologies ◽  
Selection Process ◽  
Geographical Location ◽  
Sustainable Competitive Advantage ◽  
Hr Management ◽  
Recruitment And Selection

Technological innovation fostered by the use of the Internet and social networks in the business context requires the modification of the human resources (HR) management process to use the opportunities to obtain a sustainable competitive advantage. This paper analyzes the opportunities provided by technological innovation, which allows for the development of a new e-recruitment and selection process to access and attract valuable HR regardless of their geographical location. Adapting the traditional selection process, companies can incorporate new 2.0 selection techniques that generate an extraordinary improvement opportunity in human resource management. Given the need for members of the human resources department to master new technologies in order to maximize the benefits of e-recruitment and selection, the aim of this work is to carry out a case study in a leading company in the mechanical engineering sector. To this end, we will start by reviewing the literature. Then, the work offers a model of HR management considering the influence of technological innovation on the attraction of valuable human resources, integrating the previous theoretical contributions of experts in the field. Based on the observation of the case study, the results show the main factors, human resource practices, and management results and behaviors undertaken by a multinational company. The case study allows researchers to learn from professionals and business leaders and presents a roadmap that can be used to manage e-recruitment and selection.

scholarly journals How Socio-Economic Impact Tourism Development in Pandemic COVID-19? Study of Bintan Regency, Indonesia

2021 ◽  
pp. 175-190
Author(s):  
Fitri Kurnianingsih ◽  
Iskandar Zulkarnain ◽  
Mahadiansar Mahadiansar
Keyword(s):  
Human Resources ◽  
Regional Development ◽  
Economic Impact ◽  
Research Method ◽  
Case Study Approach ◽  
Study Approach ◽  
Tourism Sector ◽  
Socio Economic Impact

The socio-economic impact is part of the benchmark for measuring the success of regional development in various sectors, especially tourism in Indonesia. During the Covid 19 pandemic, the tourism sector in Bintan Regency has decreased so that it has an impact on the life and welfare of the community. The purpose of this study is to analyze the socio-economic impacts of the tourism sector in the Bintan Regency before COVID 19 and after the COVID-19 pandemic. The research method used is qualitative with a case study approach and a literature approach which will later be analyzed in depth. The results showed that the socio-economy in the tourism sector during the COVID-19 pandemic in Bintan Regency affected people's living conditions to meet their daily needs and did not prioritize profit. Apart from that, the socio-economy also affects the lifestyle of people who must have the initiative to survive. Other findings need strengthening of stakeholders and new socio-economic needs by preparing the quality of human resources to revive the tourism sector in Bintan Regency.

scholarly journals Reemployment of Displaced Workers – The Case of a Plant Closing on a Remote Region in Finland

2012 ◽  
Vol 2 (1) ◽  
pp. 81 ◽  
Author(s):  
Arja Jolkkonen ◽  
Pertti Koistinen ◽  
Arja Kurvinen
Keyword(s):  
Occupational Status ◽  
Displaced Workers ◽  
Family Status ◽  
Job Seekers ◽  
Multinomial Regression ◽  
Global Workforce ◽  
Explanatory Factors ◽  
Job Opportunities ◽  
White Collar Workers

The aims of this article are to examine the reemployment of displaced workers and individual factors that predict reemployment and education, earnings in new jobs, and paths to reemployment. This article is based on a case study of the closing down of the Perlos Ltd plants in North Karelia in eastern Finland. From the 1990s, the Perlos Corporation grew from a Nokia subcontractor into a globally operating limited company with a global workforce of over 13,000 workers and almost 2,000 workers in North Karelia. In 2007, the corporation closed down all its production activities in Finland. In the case study, various data sources were used but this article is based mainly on the questionnaire conducted in 2008 among 1,217 trade union members. Logistic and multinomial regression analyses are used as analysis methods. Against expectations, the fast reemployment of the displaced workers was a surprise, which can be explained by the good demand and hidden need for labor in other firms in this region. However, the demand was specific and differentiated between the workers’ job opportunities. White-collar workers had better chances of reemployment. Gender, next to the occupational status, was an important predictor for reemployment. On the other hand, education, the willingness to move, and family status were not statistically significant explanatory factors for reemployment. The age of the job seekers was one important factor predicting unemployment.

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