Reducing search barriers for job seekers

Programs focused on reducing job search barriers often improve job seekers’ employment outcomes. These programs can help job seekers increase their search effort, identify where and how to look for jobs, surmount geographic and financial obstacles to finding a job, and communicate qualifications to employers.

Analisis Kebutuhan Kompetensi Lulusan Akuntansi

In accordance with the demands of the times in today's digital era resulting in the industry looking for skilled human resources in their fields. Job seekers are required to have the skills expected by the industry in order to compete for the expected job positions. For that it is important for job seekers to equip themselves with skills that are the needs of the industry. Skill improvement needs support from educational institutions in creating skilled human resources in accordance with the qualifications required by the industry. This study aims to identify what is needed from an accounting graduate. This research was conducted with descriptive quantitative method, with content analysis approach. By using the incidental sampling technique, 705 industrial job vacancies were published on the online job vacancy website for the period January 2021 to June 2021. This study focuses on accounting work including financial accountants, auditors, and tax accountants. The results showed that the basic technical skills of accounting (Technical Skills) which include basic understanding of accounting, mastery of accounting software and Microsoft office are the skills most needed by the world of work. Meanwhile, the generic skills needed by the industry are communication skills, which are derived skills from interpersonal skills.

The Influence of Administrative Procedure of Online Registration of Job Seekers to The Effectiveness of a Yellow Card on The Department of Employment Cianjur District

Department of employment Cianjur District is a government agency that provides yellow card making service using online administration procedures, where the public required to be able mastering technology that are always changing. The research aimed to find effective yellow card making online, improving service quality is the main goal in the policy. The writer does the research used quantitative and descriptive. The research conducted against yellow card makers and employees department of employment Cianjur districk, The technique data collection used with observation, dokumentation, written interview also literature review which has close relationship from the subject matter, the data is processed using descriptive analysis. From this research the results is that yellow card making online 99% can be effective time and cost also makes it easier for the public making yellow card.

Lama Mencari Kerja di Indonesia dengan Menggunakan Analisis Survival

Unemployment hurts society. During this period of unemployment, job seekers will use their savings/assets. As long as the unemployment period has not ended, job seekers will need more of these savings/assets to meet their needs. This study aims to determine the effect of job seekers based on gender, age, and education level on how long they can get a job in Indonesia. This study uses the National Labor Force Survey Panel data set (SAKERNAS PANEL 2017) through a survival analysis approach with Cox Proportional Hazard Regression. The results showed that unproductive age and higher education level would extend the length of time job seekers was looking for work.

Protection of the Rights of Persons Who Have Lost Their Jobs Because of the Spread of COVID-19

The aim of the study was to identify possible ways to protect the rights of people who have lost their jobs due to the spread of COVID-19, and thus to analyze the effectiveness of international experience. The information in this article is obtained by three methods: direct observation, comparison, and analysis of the content of the documents. However, at the beginning of the pandemic, the regulation of guarantees and social protection of the rights of dismissed people was not enough. In the future, job seekers must learn the skills of the most popular professions and specialties: in the field of healthcare, in the field of digital technology and transportation. In turn, government programs should promote the reconversion of the most vulnerable groups in the labor market through free courses and online learning programs, and assistance in the employment of people with disabilities. It is concluded that, during the pandemic, most countries modified their labor regulations and provided labor subsidies to preserve jobs. However, during recovery after the pandemic, governments in all countries must change their approach.

An Efficient Interpretable Visualization Method of Multidimensional Structural Data Matching Based on Job Seekers and Positions

With the rapid development of Internet technology, millions of small, medium, and microenterprises are using Internet recruitment platforms to host their recruitment information. They have different job requirements and benefits positions. It is important to understand them for job seekers when choosing a position. Existing Internet recruitment platforms do not provide a detailed analysis of positions and visual methods for multidimensional matching of positions and job applicants. Candidates need to spend a lot of energy to screen out suitable positions. In this paper, we propose an efficient interpretable visualization method of multidimensional structural data matching based on job seekers and positions. First, we extract the keywords of the job seeker’s ability and benefits based on personal information, and we generate a job seeker ability table and a job seeker demand table. After that, we calculate the degree of the support, confidence, and promotion of each rule through the association rules generated by each frequent itemset of recruitment data to obtain the association rule table. We further explore the relationship between the skills required for the three types of positions based on the association rule. Finally, we use the regression method to build a salary forecasting model. On this basis, we predict the salary of job seekers based on the work experience, education, and work city provided by the job seeker. Simulation results show that our method has better performance on the job analysis and recommendation.

London Calls? Discrimination of European Job Seekers in the Aftermath of the Brexit Referendum

The central question in this article is whether there was greater discrimination against European applicants in the labor market in those English regions where public opinion was more strongly in favor of Brexit. Using a field experiment conducted immediately after the Brexit Referendum, we provide causal evidence that applicants with EU backgrounds faced discrimination when applying for jobs in England. On average, applicants from EU12 countries and applicants from Eastern European member states were both less likely to receive a callback from employers than were white British applicants. Furthermore, in British regions where support for Brexit was stronger, employers were more likely to discriminate against EU12 applicants. This finding, though, is driven by the more favorable treatment reserved to EU12 applicants applying for jobs in the Greater London area. Eastern Europeans, on the other hand, did not benefit from this ‘London advantage’. Administrative and legal uncertainties over the settlement status of EU nationals cannot explain these findings, as European applicants, both EU12 and Eastern Europeans, faced the same legislative framework in all British regions, including London. Rather, London appears to exhibit a cultural milieu of ‘selective cosmopolitanism’. These findings add to the still limited literature on the relationship between public opinion on immigrants (here proxied by the referendum vote) and the levels of ethnic discrimination recorded in field experiments.

Feeling Positive, Negative, or Both? Examining the Self-Regulatory Benefits of Emotional Ambivalence

According to self-regulation theories, affect plays a crucial role in driving goal-directed behaviors throughout employees’ work lives. Yet past work presents inconsistent results regarding the effects of positive and negative affect with theory heavily relying on understanding the separate, unique effects of each affective experience. In the current research, we integrate tenets of emotional ambivalence with self-regulation theories to examine how the conjoint experience of positive and negative affect yields benefits for behavioral regulation. We test these ideas within a self-regulatory context that has frequently studied the benefits of affect and has implications for all employees at one point in their careers: the job search. Adopting a person-centered (i.e., profile-based) perspective across two within-person investigations, we explore how emotional ambivalence relates to job search success (i.e., interview invitations, job offers) via job search self-regulatory processes (i.e., metacognitive strategies, effort). Results illustrate that the subsequent week (i.e., at time t + 1; Study 1) and month (Study 2) after job seekers experience emotional ambivalence (i.e., positive and negative affect experienced jointly at similar levels at time t), they receive more job offers via increased job search effort and interview invitations. Theoretical and practical implications for studying emotional ambivalence in organizational scholarship are discussed.