Unconscious Bias Towards African American Women in the Education Workforce

The number of African American women who become school principals is low per national and local statistics. An unconscious bias towards African American women may have contributed to these low statistics. The process of applying for a school principal's position has not been consistent for over a century. It seems that for job openings in which the dominant culture is not African American, the likelihood of being the school principal is doubtful. Unveiling and examining these biases may lead to determining how to include more African American women in educational administration. This chapter will describe 10 African American women who encountered unconscious bias as they sought and procured public-school principalship.

A Window to Telehealth Geriatric Social Work Job Market Landscape: A Cross-Sectional Study

The purpose of this research study is to explore current Telehealth geriatric social work by describing its most recent job market characteristics. As part of a larger longitudinal research, data for this cross- sectional study was collected in January 2021. Three top job search engines, Google, ZipRecruiter, and Indeed, were used to collect data on Telehealth social work job openings. On each search engine, five searches were completed with the five key words: “social work” Telehealth jobs, LCSW Telehealth jobs, remote LCSW jobs, Telehealth “social work” jobs, and Telehealth "social worker” jobs. It analyzed 112 Telehealth geriatric social work job ads, 12.8% of total 873 ads from these fifteen searches. Results from descriptive and thematic data analysis show large, for-profit organizations are dominating the Telehealth geriatric social work field while small private practices are emerging during the pandemic. The study found Telehealth geriatric social work is providing vital continuum services to older people in communities, hospitals, and long-term care facilities at individual, family, and group levels. The results document innovative technological tools present new methods to engage, assess, and intervene, particularly with mental health needs. The Telehealth organizations are making the pitch to attract competitive professionals. While nearly 1/3 of the sampled organizations stated they intended to make Telehealth/remote positions temporary, the study concludes Telehealth has built its infrastructure and workforce to become an indispensable and ongoing part of gerontological and geriatric social work. Social work education, research, and practice must pay close attention to its implications in skill building.

Penyuluhan Machine Learning dan Quantum Artificial Intelligence di Era Industri 4.0

The Digital Era 4.0 has started since 2016 and two Southeast Asia countries such as Malaysia and Singapore have already adapted to the era; unfortunately, Indonesia has been struggling to adapt the era and, therefore, needs to catch up the digital competitiveness of its neighbouring countries. According to IMD World Digital Competitiveness 2020, Indonesia placed 56th of 63 countries in the digital competitiveness measurement. Despite its poor performance, Indonesia can catch up with other countries by starting from universities’ environment where Indonesia’s next generations study. Universities are prominent education institutions which prepare next generations for world digital competitiveness. According to BPS Indonesia, the unemployment of bachelor, master, and doctoral graduates reach a total number of 737.000, or 5,67% of 13 millions work force. One of the causes is the lack of technological knowledge, specifically, Artificial Intelligence (AI), from the graduates. Particularly, when they become business leaders, they are not fully prepared to create new job openings because mostly their mindsets are to find suitable jobs after study. The two webinars are results of collaboration between several universities which form NUNI (Jejaring Universitas Nusantara) whose purpose is to equip students with the knowledge of AI. Our method of counselling whose format is two webinars with both titles are Interpretable Machine Learning and Quantum Artificial Intelligence has gained appreciation in the form of average participation score which approaches excellent score (4,60 of 5,00). Additionally, these two webinars are publicly available in web blogs and Youtube videos.

Need to downsize? Your future employees may like the idea of cutting pay more

PurposeStudies comparing the consequences of payroll cost reduction methods (i.e. cutting pay and downsizing) have been limited, with no studies comparing these methods' impact on job-seeker attraction. The current research tries to close this gap by comparing the effects of cutting pay and downsizing on job-seeker attraction outcomes.Design/methodology/approachTwo studies are conducted. The first study compares the effects of the two payroll cost reduction methods (i.e. cutting pay vs downsizing) on job-seeker attraction through a within-subject design experiment of people in the United States. The second study analyzes secondary data in South Korea to compare the two methods' effects on the number of job applicants applying for job openings.FindingsThe results demonstrate that organizations with a history of pay cuts yield more favorable job-seeker attraction outcomes than organizations with a history of downsizing.Practical implicationsAlthough firms that choose to downsize may better maintain the morale of surviving employees, the decision of downsizing can have long-term costs, such as having a worse capability to attract job-applicants than firms that choose to cut pay and share the pain as a group.Originality/valueThe research provides an insight into which payroll cost reduction method yields better outcomes in terms of job-seeker attraction. The research responds to the call in the payroll cost reduction method literature of identifying a feasible alternative to downsizing in terms of various outcomes other than the morale of current (or remaining) employees.

Online Vacancies and its Role in Labor Market Performance

This paper assesses whether the expansion of online job vacancies leads to a more efficient labor market. We provide compelling evidence that the increase in online job vacancy penetration in Colombia has had an enhancing effect on the labor market's efficiency by making it easier for firms to find workers to fill their job openings. An estimation of the Beveridge Curve (unemployment to vacancies relationship), a well-established theoretical development from search models, concludes that policies that increase online vacancy posting enhance efficiency. We implement a differences in differences design to take advantage of a regulation, which mandates that all authorized online vacancy providers report any online vacancy to the Public Employment Service in Colombia. We find that sub-segments of the labor market with a relevant fraction of their vacancies posted online, presented on average nearly 15% lower vacancy rate for a given unemployment rate. Therefore, for these sub-segments, the Beveridge curve shifted inwards due to efficiency enhancements. These findings support active search policies to reduce information barriers, which reduce the odds of firms and workers finding one other in the labor market. Policies as those implemented by the Public Employment Service in Colombia seem to be beneficial.

Talent management: four “buying versus making” talent development approaches

PurposeThis paper presents a typology exploring employers’ perceptions of the quality of available applicants and employers decisions to buy qualified staff vs. to hire available workers and then make i.e. develop them via employer-supported training.Design/methodology/approachThis study uses 2015 survey data from Southwestern Ontario, Canada, based on responses from 834 employers regarding their hiring, separations, training and other HRM policies.FindingsAmong surveyed employers, 10% are “Reliants” who found the quality of available applicants to be low, yet these employers do not provide employee training. Almost half of employers (at 45%) are “Developers” who find the quality of applicants to be low but they do provide employee training. Approximately, 7% of employers are “Poachers” who find that the quality of applicants is high and do not provide employee training, while 38% are Refiners, who find the quality of applicants is high and they provide employee training.Originality/valueEmployers need to make their training decisions in alignment with their assessment of the quality of job applicants to whom they have access. In this paper, decisions on training and applicant quality are considered concurrently. From an academic viewpoint, the findings raise the issue as to whether other stakeholders (such as educational institutions) are sufficiently helping individuals gain the skills, credentials and work experiences that employers are seeking. If job openings are remaining unfilled because employers are unwilling to hire those available, then applicants lose, employers lose and societies lose.

Superlatives and Scope of Improvement in Online Recommendations: Breath of Life or a Kiss of Death?

Online professional networks are important tools used by recruiters to find qualified candidates for job openings. Within these networks, professional recommendations are used to supplement profiles and add credibility. These recommendations tend to be overly positive, full of superlatives, and lacking in critical statements (referred to as scope of improvement). We draw on the theory of online trust to argue that having scope of improvement and superlatives may affect various dimensions of trust and to show how online trust, in turn, can affect the usefulness of a recommendation and the likelihood of receiving an interview. We contribute to the body of work on online trust both theoretically and empirically. From a theory perspective, we explain why including scope of improvement and superlatives in recommendations on online professional networks may help certain candidates in getting an interview but hurt others. From an empirical perspective, we provide a unique empirical setting that allows us to observe not only the effect of scope of improvement and superlatives, but also validate the theoretically argued underlying process. Furthermore, through discussion with recruiters, we identify then test contextual factors that differentiate recommendations on online professional networks from traditional recommendations. In this study, we use a scenario-based, quasi-experimental survey to test the effects of superlatives and scope of improvement on the usefulness and effectiveness of recommendations. Further, we test the mediating role of trust and how the experience levels of the recommendee affect the sign and strength of these relationships. Our findings indicate that including scope of improvement increases the effectiveness and usefulness of recommendations for candidates at low- and middle levels of experience. For the most experienced candidates, including scope of improvement has a negative effect on effectiveness. Superlatives negatively affect the perceived competence of the recommender and thus should be avoided. This negative effect is reduced when combined with scope of improvement.