scholarly journals Online Campus Selection Process

2021 ◽  
Vol 10 (02) ◽  
pp. 269-276
Author(s):  
K. Parvathi ◽  
S. Sujitha ◽  
Allen steve
Keyword(s):  
Flow System ◽  
Selection Process ◽  
College Campus ◽  
Recruitment Process ◽  
New Model ◽  
Administrative Work ◽  
Minimal Time

The Present digital and technological era has facilitated the college campus recruitment process towards a manifestation of a vibrant shift in new systems of workforce engagements. The processes like gathering and compilation of information, filing of records, and all data related administrative work are done electronically, and therefore, paperwork is considerably diminished in the new model. Significantly, very less physical campus space is utilized for interview processes, and overall, consumes minimal time as compared with more traditional recruiting methods.And the super process excellence techniques is applied in the corporate with renewed focus on quality, even people recruiting has also been structured as a online flow system for steady results.

scholarly journals ABCD Analysis of On-line Campus Placement Model

2016 ◽  
Vol 5 (2) ◽  
pp. 227 ◽  
Author(s):  
Sreeramana Aithal ◽  
Varun Shenoy
Keyword(s):  
College Campus ◽  
Analysis Framework ◽  
Affecting Factors ◽  
Framework Analysis ◽  
Recruitment Process ◽  
New Model ◽  
Administrative Work ◽  
On Line ◽  
Universal Applicability ◽  
Constituent Elements

<div><p><em>The Present digital and technological era has facilitated the college campus recruitment process towards a manifestation of a vibrant shift in new systems of workforce engagements. The processes like gathering and compilation of information, filing of records, and all data related administrative work are done electronically, and therefore, paperwork is considerably diminished in the new model. Significantly, very less physical campus space is utilized for interview processes, and overall, consumes minimal time as compared with more traditional recruiting methods. Therefore, a brief study is undertaken in this research to discover the practical viability, usefulness, resourcefulness and universal applicability of on-line campus placement model to Recruiters, Students, Parents, Society, and Institutions. A new model of framework analysis named ABCD analysis developed by Aithal P. S. et. al. (2015) is adopted here for arriving at appropriate theory, hypothesis or postulate constructs regarding the ubiquitous appeal of the on-line campus placements. The determinant issues are identified and affecting factors under the constructs advantages, benefits, constraints, and disadvantages are determined under common key attributes. 158 Critical Constituent Elements (CCE) for are identified based on this analysis framework.</em></p></div>

scholarly journals Use of Artificial Intelligence and Automation of Interview Process using the Chat Bot

2019 ◽  
Vol 8 (10S) ◽  
pp. 192-196
Keyword(s):  
Artificial Intelligence ◽  
Selection Process ◽  
Mobile Platform ◽  
Recruitment Process ◽  
Interview Process ◽  
The Future ◽  
Chat Bot

The AI and the Interview Chat bot used in the system will be the future for any recruitment process as it effectively saves the time /effort and improves the efficiency of the recruitment process. The selection process through the bot will be unbiased and also will be speedy as multiple interviews can be done at the same time. Chatbots will also make the interviewee comfortable as it may be integrated on mobile platform. To summarise, the future of the interviewing process will be made simple by use of the chatbots

Case Study

2019 ◽  
pp. 299-311
Author(s):  
Amit Verma ◽  
Iqbaldeep Kaur ◽  
Dolly Sharma ◽  
Inderjeet Singh
Keyword(s):  
Genetic Algorithm ◽  
Information Retrieval ◽  
Selection Process ◽  
Limiting Factors ◽  
Recruitment Process ◽  
Software Environment ◽  
Major Application ◽  
Limiting Values ◽  
Taking Care

Recruitment process takes place based on needed data while certain limiting factors are ignored. The objective of the chapter is to recruit best employees while taking care of limiting factors from the cluster for resource management and scheduling. Various parameters of the recruits have been selected to find the maximum score achieved by them. Recruitment process makes a database as cluster in the software environment perform the information retrieval on the database and then perform data mining using genetic algorithm while taking care of the positive values in contrast to limiting values received from the database. A bigger level recruitment process finds required values of a person, so negative points are ignored earlier in the recruitment process because there is no direct way to compare them. Genetic algorithm will create output in the form of chromosomal form. Again, apply information retrieval to get actual output. Major application of this process is that it will improve the selection process of candidates to a higher level of perfection in less time.

Psychometric sifting to efficiently select the right service employees

2014 ◽  
Vol 24 (5) ◽  
pp. 418-433 ◽  
Author(s):  
John E.G. Bateson ◽  
Jochen Wirtz ◽  
Eugene Burke ◽  
Carly Vaughan
Keyword(s):  
Customer Orientation ◽  
Selection Process ◽  
Traditional Approach ◽  
Real Life ◽  
Operational Efficiency ◽  
Service Firms ◽  
Recruitment Process ◽  
Content Type ◽  
Service Employees ◽  
The Right

Purpose – Service employees in subordinate service roles are crucial for operational efficiency and service quality. However, the stressful nature of these roles, inappropriate hire selection, and the proliferation of job boards have created massive recruitment problems for HR departments. The purpose of this paper is to highlights the growing costs of recruiting the right candidates for service roles while offering an alternative approach to recruitment that is more efficient and effective than the traditional approach. Design/methodology/approach – The study offers empirical evidence of five instances in which the use of psychometric sifting procedures reduced recruitment costs, while improving the quality of the resultant hires. Findings – By standing the traditional recruitment process “on its head” and using psychometric tests at the start of the selection process, the recruitment process can be significantly improved. Such tests efficiently weed out unsuitable candidates before they even enter the recruitment process, leaving a smaller, better-qualified pool for possible recruitment. Practical implications – Firms can safely use the psychometric sifts to select applicants according to their operational efficiency, customer orientation, and overall performance. This paper illustrates the use of both traditional questionnaire measures and situational judgment tests to remove unsuitable applicants at the start of the selection process. A real-life case study suggests that such an approach increases the hiring success rate from 6:1 to 2:1. In the opening of a new supermarket by a UK group, this process saved 73,000 hours of managers’ time, representing $1.8 million savings in opening costs. Originality/value – The paper offers a viable cost-saving alternative to a growing problem for HR departments in service firms and provides directions for further research.

Human Resource Management in Modern Society

2021 ◽  
Vol 110 ◽  
pp. 25-30
Author(s):  
Petronela Cristina Simion ◽  
Mirona Ana Maria Popescu ◽  
Iustina Cristina Costea-Marcu ◽  
Iuliana Grecu
Keyword(s):  
Human Resources ◽  
Selection Process ◽  
Human Resources Management ◽  
Modern Society ◽  
Machine Learning Algorithms ◽  
Recruitment Process ◽  
Healthy Environment ◽  
Search And Selection ◽  
The Right ◽  
High Level

Recruitment is one of the main pillars for the proper functioning of a healthy environment, which meets its objectives and is a process coordinated by the human resources department, together with the respective managers for each position. The recruitment process consists in promoting vacancies using the most appropriate channels, means and tools to maximize the attraction rate of the most suitable candidates, as addressability and accessibility within the target group of potential applicants to meet almost all the conditions. and the criteria set out in the profile of the ideal candidate. There is an acute need for skills in a labor market that demands competitiveness as soon as possible. The most important thing that managers and leaders do in an organization is to hire the right people for the right job. At present, the recruitment process has become very dynamic and is constantly changing. We are currently facing an impressive increase in the use of technology and automation in almost every aspect of the recruitment industry. Undoubtedly, the automation of the recruitment process and the integration of artificial intelligence and machine learning algorithms in these systems has brought a number of benefits and changed the way candidates are selected. The authors of the article aim to conduct a bibliographic research to illustrate the current state of human resources management and the methods adopted in its optimization. The latest trends in this field are researched and the main challenges that appear are exposed. There are presented the means used to maintain employees within the organizations and increase their productivity. The collected data are interpreted and a model of systematization of the recruitment process is proposed using process modeling, for an easier implementation. In conclusion, it is found that the role of recruiters will change through the adoption on a larger scale of solutions to automate the process of search and selection of candidates. Although the benefits of recruiting automation could outweigh the arguments against it, it is prudent for recruiters to combine technology with the human factor in the selection process of the right candidate. The most important strategic challenge in HR for companies is to maintain a high level of employee involvement, which is difficult to achieve only through technology.

Psychiatric Training and the Trainee: Is there a Fit?

1986 ◽  
Vol 31 (8) ◽  
pp. 727-730 ◽  
Author(s):  
E. Persad ◽  
P. Cameron
Keyword(s):  
Canadian Journal ◽  
Training Programs ◽  
Career Path ◽  
Psychiatric Training ◽  
Recruitment Process ◽  
New Model ◽  
University Of Toronto ◽  
The University

This data would suggest that psychiatric training programs may not be organized according to the interest or needs of many trainees. The emphasis on fulltime research in neurobiological psychiatry is centre stage in most programs, and yet according to our survey, few residents view this as a desirable career path. Our data from 8 years of trainees at the University of Toronto indicates that a new model of training streams would best suit the needs of the trainee, the profession and the community. This report is a continuation of a study into the recruitment process. An earlier report was published in the Canadian Journal of Psychiatry Vol. 29, December 1984. Our present data is on two groups of trainees as well as from faculty.

scholarly journals RECRUITMENT MANAGEMENT FOR MEMBERS OF ARABIC LEARNING IN ARABIC LANGUAGE STUDENT ASSOCIATION

2020 ◽  
Vol 7 (2) ◽  
pp. 219-234
Author(s):  
Muhamad Rizal Falaqi ◽  
Ahmad Fahmi Arif Ahda ◽  
Danial Hilmi
Keyword(s):  
Learning Process ◽  
Selection Process ◽  
Arabic Language ◽  
Qualitative Approach ◽  
Time Constraints ◽  
Recruitment Process ◽  
Recruitment And Selection ◽  
The Right ◽  
Student Association

We steered this research to explore the recruitment and selection management of members based on interests applied by the selection team in the Arabic language student association. This research was a case study with a qualitative approach. The data were collected by interview, documentation, and observation. The results revealed that students who took part in the selection were classified based on their interests or skills through interviews and tests conducted by the selection team. However, the selection team experienced 2 obstacles: 1) time constraints during the selection process, 2) obstacles after the recruitment process. The first obstacle was when some students did not know what interests they have and the second one was when the members lost their motivation and commitment to learn. These obstacles affect other members and the learning process in the Arabic language student association. Therefore, the right recruitment process will attract more members that meet the qualifications and influence the student association. Then, in turn, it will make students more creative, explore themselves, become generation of achievers.

scholarly journals Videoconference Interviews: A Timely Primary Care Residency Selection Approach

2020 ◽  
Vol 12 (6) ◽  
pp. 737-744
Author(s):  
Rebecca McAteer ◽  
Shala Sundaram ◽  
Shantie Harkisoon ◽  
Julia Miller
Keyword(s):  
Primary Care ◽  
Residency Program ◽  
Selection Process ◽  
Cost Savings ◽  
Cost Effective ◽  
Structured Interview ◽  
Recruitment Process ◽  
Medical Specialties ◽  
Application Service ◽  
Program Costs

ABSTRACT Background Videoconference interviews (VCIs) are increasingly being used in the selection process of residency program candidates across a number of medical specialties, but nevertheless remain an underutilized approach, particularly in the field of primary care. Objective This retrospective data review with cost analysis explores financial and acceptability outcomes of VCI implementation over a 9-year period. Methods VCIs were incorporated into the recruitment process at a community-based academic family medicine residency program in 2011, whereby suitable candidates were selected for VCIs after Electronic Residency Application Service (ERAS) application review. Based on the outcome of VCI, candidates were invited via a structured interview tool for a subsequent in-person interviews to determine final rank decisions. Costs of the interview process were tracked, as well as perceptions of VCIs. Results VCI implementation over 9 years demonstrated a median 48% reduction of in-person interviews—or 95 applicants eliminated out of a total 195 VCIs performed. This represents a mean annual direct cost savings estimated at $9,154, equating to a 55% reduction in allocated program costs, in addition to indirect cost savings to both applicants and the program. Conclusions Compared to exclusively in-person interviewing, the utilization of VCIs is potentially more cost-effective for residency programs and candidates, while creating a more personal experience for applicants early in the recruitment process. Limited data of acceptability among faculty and candidates is generally favorable but remains mixed.

scholarly journals Exploration of Human Resources (HR) Practices Based on Local Cultural Values in Cooperatives in Bali

2021 ◽  
Vol 04 (09) ◽  
Author(s):  
Ni Wayan Sitiari ◽  
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Cultural Values ◽  
Performance Appraisal ◽  
Selection Process ◽  
Training And Development ◽  
Recruitment Process ◽  
Analytical Technique ◽  
Hr Practices ◽  
Process Implementation

The purpose of this study is to find out whether human resources (HR) practices in cooperatives in Bali have adopted Balinese cultural values. How Balinese cultural values are applied to HR practices in cooperatives in Bali has never been studied. The title of this research is Exploration of HR Practices Based on Local Cultural Values in cooperatives in Bali. The number of respondents 79 who are managers of cooperatives in Bali. The analytical technique used is statistical analysis techniques. The results of the study show HR practices in cooperatives in Bali have been implemented based on local Balinese cultural values with high criteria. It can be said that HR practices in cooperatives are in a strong category. The results of the identification of HR practices based on local culture which include (1) Dimensions of performance appraisal, (2) Dimensions of career development, (3) Dimensions of compensation, (4) Dimensions of training and development, (5) Dimensions of the selection process. Implementation of HR practices that are in accordance with Balinese Cultural Values, among others: HR practices contained in the concept of menyamabraya are reflected in the dimensions: performance appraisal, career development, and the selection process. HR practices contained in the concept taksu, namely in the selection and recruitment process, HR practices contained in the concept of jengah: Implemented in selecting and awarding compensation.

scholarly journals Toward The Best Model In Recruitment Process And Employee Competence In Outsourcing Industries

2018 ◽  
Vol 23 (2) ◽  
Author(s):  
Mochamad Soelton
Keyword(s):  
Data Analysis ◽  
Social Science ◽  
Data Processing ◽  
Selection Process ◽  
Employee Performance ◽  
Sampling Technique ◽  
Process Selection ◽  
Recruitment Process ◽  
Probability Sampling

This study aims to examine and analyze the effect of the recruitment process, selection process and employee competence on outsourced employee performance( in outsourcing Industries). Data was collected through questionnaires distributed and executed on 70 employees of outsourcing of commercial division, data analysis in this research using non- probability sampling technique and using saturation sampling where its data processing using Statistical Package for Social Science (SPSS) version 23 program. The results of the analysis show that the Recruitment Process, Selection process and Competence have the positive and significant impact on Employee Performance.

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