Academic literature on the topic 'Hiring bots'
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Journal articles on the topic "Hiring bots"
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Bernotavicz, Freda, and Amy Locke. "Hiring Child Welfare Caseworkers." Public Personnel Management 29, no. 1 (March 2000): 33–42. http://dx.doi.org/10.1177/009102600002900103.
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When this study was conducted, both authors were on the staff of the Maine Child Welfare Training Institute. The Institute is a collaborative program of the Edmund S. Muskie School of Public Service at the University of Southern Maine and the Maine Department of Human Services.
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Braun, Robert L., Margaret N. Boldt, Shawn Mauldin, and Chuck Viosca. "Accounting graduates with both online and traditional coursework: impact on hiring decisions." Accounting Education 29, no. 4 (June 30, 2020): 340–55. http://dx.doi.org/10.1080/09639284.2020.1788613.
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Baydur, Ismail. "Worker Selection, Hiring, and Vacancies." American Economic Journal: Macroeconomics 9, no. 1 (January 1, 2017): 88–127. http://dx.doi.org/10.1257/mac.20140260.
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This paper incorporates worker selection into a random matching model with multi-worker firms. Unlike the standard Diamond-Mortensen-Pissarides (DMP) model, the extended model is compatible with cross-sectional behavior of vacancy yields, which rise with employment growth and worker turnover, but fall with establishment size. Using calibrated versions of the standard and worker selection models, I show that accounting for these patterns has quantitatively important policy implications. I also compare the worker selection and the directed search models. While both models account for these patterns equally well, they differ with regard to labor market policy. (JEL E24, J23, J63, J64)
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Pager, Devah, and Lincoln Quillian. "Walking the Talk? What Employers Say Versus What They Do." American Sociological Review 70, no. 3 (June 2005): 355–80. http://dx.doi.org/10.1177/000312240507000301.
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This article considers the relationship between employers' attitudes toward hiring exoffenders and their actual hiring behavior. Using data from an experimental audit study of entry-level jobs matched with a telephone survey of the same employers, the authors compare employers' willingness to hire black and white ex-offenders, as represented both by their self-reports and by their decisions in actual hiring situations. Employers who indicated a greater likelihood of hiring ex-offenders in the survey were no more likely to hire an ex-offender in practice. Furthermore, although the survey results indicated no difference in the likelihood of hiring black versus white ex-offenders, audit results show large differences by race. These comparisons suggest that employer surveys-even those using an experimental design to control for social desirability bias-may be insufficient for drawing conclusions about the actual level of hiring discrimination against stigmatized groups.
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Leonard, Elizabeth. "Career Conversations: Disability and Hiring." Reference & User Services Quarterly 58, no. 4 (October 25, 2019): 202. http://dx.doi.org/10.5860/rusq.58.4.7144.
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In my experience, librarians believe they try very hard to be aware and supportive of people with differing abilities, both physical and intellectual. Our successes in this area tend to be public facing, with detailed attention paid to construction of public spaces, design of accessible online content, and creation of inclusive public programming. We talk about library services and outreach to people with disabilities—the web pages, articles, and blog posts out there are legion. Yet when it comes time to make hiring changes within our ranks, inclusivity doesn’t happen. While I genuinely believe we want to support diversity in hiring, we fall short.
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Kornrich, Sabino. "Hiring Help for the Home." Journal of Family History 37, no. 2 (March 29, 2012): 197–212. http://dx.doi.org/10.1177/0363199011432539.
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The division between home and market has long been a key dimension of family life and shifts across the home/market boundary are important for both gender inequality and the family. Two shifts across this boundary occurred in the twentieth century: women’s movement into paid labor and a decline in household labor. One stylized conception suggests that as women moved into paid labor, they used their new resources to purchase replacements. This article takes up this question, asking whether women’s movement into market labor led to the commodification of the home. It does so by combining evidence from primary and secondary sources about women’s reliance on services to offer a picture of how services have been used. The article argues that household labor is infused with emotional and relational content which has made it difficult to replace.
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Foster, Nicole, Sherry Dingman, Jessica Muscolino, and Michael A. Jankowski. "Gender in Mock Hiring Decisions." Psychological Reports 79, no. 1 (August 1996): 275–78. http://dx.doi.org/10.2466/pr0.1996.79.1.275.
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On the basis of reviewing three resumés, 80 college students (44 women, 36 men), role-playing as human resource managers, were asked to recommend a candidate for a sales position at a brokerage firm. The apparent gender of candidates for the position was manipulated by assigning names that were gender-ambiguous or gender-specific to a given resumé. Students were asked to select one of three candidates: (1) the most qualified, (2) the less qualified for whom gender was ambiguous, or (3) the less qualified who differed in gender from the most qualified. Students were also asked to select a second candidate for an interview for the job. Analysis indicated both men and women favored their own gender. Only 56% of these college students who were enrolled in psychology and business courses, which should serve as some foundation for a career in human resources, actually selected the most qualified applicant.
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Lewis, Anthony, and Brychan Celfyn Thomas. "Hiring the Best Job Applicants?" Journal of Media Management and Entrepreneurship 2, no. 2 (July 2020): 19–37. http://dx.doi.org/10.4018/jmme.2020070102.
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Human resources (HR) management professionals have been using different methods of social media (SM) in their recruitment strategies with varying degrees of success. Through examining SM and its effect, this can support the development of a more effective HR recruitment strategy. This research investigates effects and issues associated with SM and recruitment and whether SM is effective as an innovative e-entrepreneurship method of hiring the best job applicants for enterprises. Professionals, recruiters, and employees were questioned on their views of SM from a personal and professional perspective through a variety of methods including focus groups and questionnaires. It is argued that the advantages of using SM for online recruitment include increased efficiency and convenience for both potential employees and enterprises, whereas where the systems are not designed correctly, it can create increased difficulties for the enterprises in communicating with potential employees. A framework is provided that can be used by enterprises in order to create their own SM recruitment cycle.
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McDonnall, Michele C., and Karla Antonelli. "A Second Look at Factors Associated with Employer Hiring Behavior Regarding People Who Are Blind or Have Low Vision." Journal of Visual Impairment & Blindness 113, no. 6 (November 2019): 538–50. http://dx.doi.org/10.1177/0145482x19887642.
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Introduction: Although negative employer attitudes and reasons that employers do not hire people with disabilities have both been investigated, little research has focused on why employers do hire people with disabilities. The purpose of this study was to investigate factors associated with employer hiring behavior regarding people with visual impairments, including the opportunity to hire (i.e., application receipt). Method: Participants were a national sample of 388 hiring managers who completed an online survey that assessed their hiring experiences concerning people with visual impairments. Two logistic regression models were analyzed, one that included nine independent variables thought to be associated with hiring (Model 1) and one that included these nine variables plus application receipt (Model 2). Results: Variables that were significantly associated with hiring behavior in Model 1 were prior communication with vocational rehabilitation (VR) professionals, employer attitudes, company size, company policy, and personal relationship with someone with a visual impairment. Significant variables in Model 2 were received application, employer attitudes, and personal relationship. Discussion: As expected, application receipt was the most important predictor of hiring behavior, with odds of hiring increasing by more than 40 with receipt of an application. Despite this exceptionally strong relationship, employer attitudes and having a personal relationship remained significant predictors, indicating the robustness of attitudes as a determinant of why employers hire and the importance of personal connections to hiring behavior. Implications for practice: Employers cannot hire unless given the opportunity, and the first step to being hired is typically submitting an application. VR professionals should both encourage consumers to submit applications, providing support in this process as needed, and communicate with employers to encourage their consideration of these applications.
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Pallais, Amanda. "Inefficient Hiring in Entry-Level Labor Markets." American Economic Review 104, no. 11 (November 1, 2014): 3565–99. http://dx.doi.org/10.1257/aer.104.11.3565.
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Hiring inexperienced workers generates information about their abilities. If this information is public, workers obtain its benefits. If workers cannot compensate firms for hiring them, firms will hire too few inexperienced workers. I determine the effects of hiring workers and revealing more information about their abilities through a field experiment in an online marketplace. I hired 952 randomly-selected workers, giving them either detailed or coarse public evaluations. Both hiring workers and providing more detailed evaluations substantially improved workers' subsequent employment outcomes. Under plausible assumptions, the experiment's market-level benefits exceeded its cost, suggesting that some experimental workers had been inefficiently unemployed. (JEL J23, J24, M51)
Dissertations / Theses on the topic "Hiring bots"
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Victorin, Karin. "AI as Gatekeepers to the Job Market : A Critical Reading of; Performance, Bias, and Coded Gaze in Recruitment Chatbots." Thesis, Linköpings universitet, Tema Genus, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177257.
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The topic of this thesis is AI recruitment chatbots, digital discrimination, and data feminism (D´Ignazio and F.Klein 2020), where I aim to critically analyze issues of bias in these types of human-machine interaction technologies. Coming from a professional background of theatre, performance art, and drama, I am curious to analyze how using AI and social robots as hiring tools entails a new type of “stage” (actor’s space), with a special emphasis on social acting. Humans are now required to adjust their performance and facial expressions in the search for, and approval of, a new job. I will use my “theatrical glasses” with an intersectional lens, and through a methodology of cultural analysis, reflect on various examples of conversational AI used in recruitment processes. The silver bullet syndrome is a term that points to a tendency to believe in a miraculous new technological tool that will “magically” solve human-related problems in a company or an organization. The captivating marketing message of the Swedish recruitment conversational AI tool – Tengai Unbiased – is the promise of a scientifically proven objective hiring tool, to solve the diversity problem for company management. But is it really free from bias? According to Karen Barad, agency is not an attribute, but the ongoing reconfiguration of the world influenced by what she terms intra-actions, a mutual constitution of entanglement between human and non-human agencies (2003:818). However, tech developers often disregard their entanglement of human-to-machine interferences which unfortunately generates unconscious bias. The thesis raises ethical questions of how algorithmic measurement of social competence risks holding unconscious biases, benefiting those already privileged or those acting within a normative spectrum.
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Wang, Cheng-Fang, and 王正芳. "A Study on the Behavior of Crew-hiring and Labor Policy of Inshore & Coastal Fishing Boats in Taiwan." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/10632177978492383320.
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碩士國立海洋大學
應用經濟研究所
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Due to an excessive number of fishing vessels, depleted fisheries resource, and reduced ground in the inshore and coastal fisheries, the income for fishermen has been decreased in recent years. This prompted an exodus of labor force from the fishing industry so that a shortage of workers in these fisheries. To deal with the problem, the government has lessened the regulations to employ foreign and Mainland China crews. The percentage of foreign crews was more than 30%. Because of the differences in the management system and other factors, such as wage rate, language, hiring procedures and unlimited supply, employers prefer Mainland China crews to foreign crews. If the trend continues, domestic crews will eventually withdrawn from the labor market of fishing industry. This will have an adverse effect on the sustainable development of the inshore and coastal fisheries, national security and the welfare of the general public. Based on questionnaire survey and other secondary data, this study analyzes factors that determine boat owners’ hiring decision and provides a review of the current system and regulations with suggestions for future considerations. The research concludes that: 1.The inshore and coastal fishing boat owners are aged. 2.The percentage of hiring Mainland China crews has been increased while the size of fishing boats became smaller. 3.Some boat owners have employed foreign or Mainland China crews in management. 4.Most boat owners hire Mainland China crews through employment agencies. 5.Government intervention becomes necessary. 6.The demand for foreign and Mainland crew is projected to be 24,641. If the policy that a boat owner must hire one domestic or (and) foreign crew for every Mainland China crew employed is adopted, the total demand for Mainland China crews would be between 6,000 and 12,000. For the sustainable development of the fisheries, we suggested: 1.The program of vessel reduction should be continued to lower the demand for crews. 2.To provide job opportunities for domestic crews, the regulation of requiring employers to fill a minimum quota of domestic crews should be maintained. 3.Formal channels for hiring Mainland China crews should be established. 4.The maximum number of Mainland China crews employed should be restricted to reduce the dependency on them. 5.Domestic crews should be trained for management. Incentives should be provided to encourage them to fisheries. 6.Employers in the fisheries should be educated the benefit of training domestic crews.
Books on the topic "Hiring bots"
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Hiring for attitude: A revolutionary approach to recruiting and selecting people with both tremendous skills and superb attitude. New York, NY: McGraw-Hill, 2012.
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Gray, John L. Boss' Hiring Interview: Separating the Job-Seeking "Pretenders" from the "Contenders". CreateSpace Independent Publishing Platform, 2014.
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Whistman, Jonathan. Sales Boss: The Real Secret to Hiring, Training and Managing a Sales Team. Wiley & Sons, Incorporated, John, 2016.
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A Field Guide on the Hiring Process From Both Sides of the Desk. 2nd ed. Uniquely Yours, 2000.
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Whistman, Jonathan. Sales Boss: The Real Secret to Hiring, Training and Managing a Sales Team. Wiley & Sons, Incorporated, John, 2016.
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Hiring for attitude: A revolutionary approach to recruiting and selecting people with both tremendous skills and superb attitude. 2nd ed. Mcgraw-Hill Education, 2016.
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Rosen, Ira. Auto Accident? How to Win Your Auto Accident Case Without Hiring a Lawyer (The Nuts and Bolts Series in Personal Injury Litigation). Hanrow Pr, 2000.
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Golubovich, Juliya, Rong Su, and Steven B. Robbins. Establishing an International Standards Framework and Action Research Agenda for Workplace Readiness and Success. Oxford University Press, 2017. http://dx.doi.org/10.1093/acprof:oso/9780199373222.003.0013.
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Employers both in the United States and internationally are facing difficulties hiring workers who meet the skill requirements of 21st century jobs. This chapter focuses on the skill requirements of middle-skill jobs and argues for building a talent supply chain with standards that workforce entrants need to meet. The chapter provides a framework summarizing these skill requirements. By establishing a framework of critical skills for workplace readiness, identifying valid assessments of these skills, and defining expected skill levels for a targeted subset of jobs, expectations of what it means to be ready for the workplace can be articulated and education and business systems can communicate using a common set of standards. These activities will help link a “broken” talent supply chain by bridging education and work systems and by encouraging individuals to seek out transferable skills as they seek livable wage jobs and meaningful employment.
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Milkman, Ruth. Women’s History and the Sears Case. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252040320.003.0005.
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This chapter explores the dynamics of job segregation by gender as well as the social and cultural construction of boundaries between “male” and “female” work in the retail sector. More specifically, it analyzes the role of employers and their hiring policies in shaping the sexual division of paid labor by focusing on the controversy stemming from the legal battle between Sears Roebuck & Co. and the Equal Employment Opportunity Commission (EEOC). After discussing the political context of the EEOC's class-action sex-discrimination lawsuit against Sears, the chapter considers the historical evidence presented by both parties through the expert testimonies of two historians: Rosalind Rosenberg for Sears and Alice Kessler-Harris for the EEOC. It examines how women's history and the issue of difference figured in Sears's defense, along with the EEOC's argument that Sears's policies systematically excluded women from its most highly paid sales jobs.
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Redstone, Ilana, and John Villasenor. Unassailable Ideas. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190078065.001.0001.
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Colleges and universities in the United States play a profoundly important role in American society. Currently, that role is being hampered by a climate that constrains teaching, research, hiring, and overall discourse. There are three core beliefs that define this climate. First, any initiative framed as an antidote to historical societal ills is automatically deemed meritorious, and thus exempted from objective scrutiny of its potential effectiveness. However, to use a medical analogy, not all proposed cures for a disease are good cures. Second, all differences in group-level outcomes are assumed to be due entirely to discrimination, with little tolerance given to exploring the potential role of factors such as culture or preferences. Third, everything must be interpreted through the lens of identity. Non-identity-centered perspectives, regardless of how worthy they might be, are viewed as less legitimate or even illegitimate. All of these beliefs are well intentioned and have arisen in response to important historical and continuing injustices. However, they are enforced in uncompromising terms through the use of social media, which has gained an ascendant role in shaping the culture of American campuses. The result is a climate that forecloses entire lines of research, entire discussions, and entire ways of conducting classroom teaching. The book explains these three beliefs in detail and provides an extensive list of case studies illustrating how they are impacting education and knowledge creation—and increasingly the world beyond campus. The book also provides a detailed set of recommendations on ways to help foster an environment on American campuses that would be more tolerant of diverse perspectives and open inquiry. A note about Covid-19: While the production of this book was done in spring and summer of 2020, we completed the manuscript in 2019, well before the Covid-19 pandemic shuttered American college campuses in March 2020. To put it mildly, the dynamics of campus discourse are very different when dorms have been largely emptied and instruction has been moved to Zoom. Of course, at present we cannot know when students will be able to return to campus in significant numbers. That said, we are confident that our call for a culture of more open discourse in higher education will remain relevant both during the pandemic and after it has passed.
Book chapters on the topic "Hiring bots"
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Catalá-Pérez, Daniel, and Gabino Ponce-Herrero. "Music for the Moors and Christians Festivities as Intangible Cultural Heritage: A Specific Genre for Wind Bands in Certain Spanish Regions." In Music as Intangible Cultural Heritage, 101–17. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-76882-9_7.
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AbstractThis chapter makes a brief approach to the origins and evolution of both wind bands and the Moors and Christians festivals, especially in the Valencian Region, tracing the lines that connected both phenomena at a specific moment in history. The indissoluble relationship that has united them since then has created a musical genre that has not only become one of the most recognisable signs of Valencian society’s identity, but also a treasure of its intangible cultural heritage, and a fundamental part of the economic activity of musical societies in the context of what certain authors call “the ecosystem of the Moors and Christians cluster”. Moors and Christians festivals are linked to the hiring of bands for musical accompaniment in parades and for the celebration of other activities, such as concerts, recreational performances and recordings which make up an essential part of many musical societies’ funding sources.
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Uttl, Bob. "Lessons Learned from Research on Student Evaluation of Teaching in Higher Education." In Student Feedback on Teaching in Schools, 237–56. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75150-0_15.
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AbstractIn higher education, anonymous student evaluation of teaching (SET) ratings are used to measure faculty’s teaching effectiveness and to make high-stakes decisions about hiring, firing, promotion, merit pay, and teaching awards. SET have many desirable properties: SET are quick and cheap to collect, SET means and standard deviations give aura of precision and scientific validity, and SET provide tangible seemingly objective numbers for both high-stake decisions and public accountability purposes. Unfortunately, SET as a measure of teaching effectiveness are fatally flawed. First, experts cannot agree what effective teaching is. They only agree that effective teaching ought to result in learning. Second, SET do not measure faculty’s teaching effectiveness as students do not learn more from more highly rated professors. Third, SET depend on many teaching effectiveness irrelevant factors (TEIFs) not attributable to the professor (e.g., students’ intelligence, students’ prior knowledge, class size, subject). Fourth, SET are influenced by student preference factors (SPFs) whose consideration violates human rights legislation (e.g., ethnicity, accent). Fifth, SET are easily manipulated by chocolates, course easiness, and other incentives. However, student ratings of professors can be used for very limited purposes such as formative feedback and raising alarm about ineffective teaching practices.
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Kreiss, Daniel, Kirsten Adams, Jenni Ciesielski, Haley Fernandez, Kate Frauenfelder, Brinley Lowe, and Gabrielle Micchia. "How Political Tech Can Become More Equitable." In Recoding the Boys' Club, 131–62. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780197535943.003.0006.
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The conclusion turns the book’s findings into a set of recommendations for how campaigns can create the more equitable political technology field of the future. The conclusion argues that candidates and their campaigns must create more deliberate hiring processes designed to achieve gender equity, inclusion, and diversity more broadly, especially in leadership. Creating real institutions to ensure accountability would result in clear consequences for misconduct. Investing in positions such as chief diversity officers would provide for more sustained efforts to recruit, retain, and develop staffers from underrepresented groups. Campaigns can create more workplace flexibility to support all their employees. Women in leadership positions can promote women’s voices in office culture. Male allies must use their already recognized voices to promote those of women and work to ensure representation through hiring and promotion. Media outlets need to be more deliberate about their coverage of campaigns.
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Kreiss, Daniel, Kirsten Adams, Jenni Ciesielski, Haley Fernandez, Kate Frauenfelder, Brinley Lowe, and Gabrielle Micchia. "The Underrepresentation of Women in Political Technology." In Recoding the Boys' Club, 51–81. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780197535943.003.0003.
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This chapter demonstrates how women are deeply underrepresented in the field of political technology, especially in leadership roles. Women also do not have the same entrepreneurship opportunities in the field that men have. The barriers to the equal representation of women in the field of political tech are multifaceted and systemic. Women are underrepresented on campaigns because of the time constraints and network relationships that shape the hiring process, in addition to gendered assumptions about their qualifications. Women routinely cited that the goal of electing candidates outweighed any other considerations both in hiring and when women are in the room. While the lack of work–life balance on campaigns affects both men and women, it likely affects women disproportionately more given that they are often primary caregivers and have familial obligations that men do not have. Campaign hierarchies and bureaucracies often promote men as decision-makers and leaders, resulting in women’s voices often being absent from the corridors of power.
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"Improving Hiring Processes Saves Both Time and Money." In Lean Culture, 69–73. Productivity Press, 2020. http://dx.doi.org/10.4324/9780367807603-14.
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Ellis, Reginald K. "Creating an Intellectual Partnership While Easing the White Man’s Burden." In Between Washington and Du Bois. University Press of Florida, 2017. http://dx.doi.org/10.5744/florida/9780813056609.003.0004.
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This chapter examines the faculty that Shepard was able to recruit to NCC during the height of the Jim Crow period. It also focuses on Shepard’s desire to elevate the race by hiring qualified faculty of all races who had the ability to train their students to be critical thinkers, while also using their skills in a pragmatic manner. In this chapter I argue that Shepard understood the role of a highly qualified faculty, not only in their capacity as educators but also as researchers. For example, it was with Shepard’s blessings that Dr. John Hope Franklin was able to begin the first draft of his landmark work, From Slavery to Freedom, while he served on the faculty at North Carolina College for Negroes. I also argue that Shepard’s faculty and invited speakers were appointed or invited not only to provide “book knowledge” but also to offer training for his students in becoming moral social activists for the race.
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"Seven Truths of Career Success, for Both Good Times and Bad." In Get the Job You Want, Even When No One's Hiring, 10–17. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2011. http://dx.doi.org/10.1002/9781118257951.ch12.
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Lewis, Anthony, and Brychan Celfyn Thomas. "Hiring the Best Job Applicants?" In Research Anthology on Strategies for Using Social Media as a Service and Tool in Business, 1700–1719. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-9020-1.ch083.
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Human resources (HR) management professionals have been using different methods of social media (SM) in their recruitment strategies with varying degrees of success. Through examining SM and its effect, this can support the development of a more effective HR recruitment strategy. This research investigates effects and issues associated with SM and recruitment and whether SM is effective as an innovative e-entrepreneurship method of hiring the best job applicants for enterprises. Professionals, recruiters, and employees were questioned on their views of SM from a personal and professional perspective through a variety of methods including focus groups and questionnaires. It is argued that the advantages of using SM for online recruitment include increased efficiency and convenience for both potential employees and enterprises, whereas where the systems are not designed correctly, it can create increased difficulties for the enterprises in communicating with potential employees. A framework is provided that can be used by enterprises in order to create their own SM recruitment cycle.
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Young, Judy, Lisa Stern, and Daniel Geller. "Hiring and Employing Wounded and Disabled Veterans." In Military Veteran Employment, 134–70. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190642983.003.0008.
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Some members of the military may leave the service with physical and/or psychological injuries or wounds. This chapter offers business leaders and human resource professionals a blueprint for hiring and retaining wounded warriors and veterans with disabilities in civilian organizations by providing an overview of the intersection between disability, veteran status, and employment. It contextualizes the employment picture of this population, addresses misconceptions surrounding their capabilities, and provides employers a road map for how to help them successfully reintegrate into the civilian workforce. The chapter provides guidance on tackling obstacles faced by both employers and veterans throughout the hiring process and addresses and dispels the myths related to job performance. Key issues of disability disclosure and reasonable accommodation are indicated, followed by promising practices for hiring and retaining veterans with disabilities. The chapter concludes by outlining federal laws pertaining to the employment of veterans with disabilities along with additional resources for employers.
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Diepenbrock, Amy, and Wanda Gibson. "The Use of Social Media in College Recruiting and the Student Job Search." In Multigenerational Online Behavior and Media Use, 768–88. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7909-0.ch042.
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This chapter addresses the gap in the literature regarding employer recruitment of college students, and more specifically, the use of social media in the recruitment and hiring processes by both students and employers. Background information on traditional recruiting strategies is briefly discussed as well as how employers are using social media. Additionally, how millennial college students typically communicate and how they should be using social media in the job search process are addressed. This chapter also includes data from a survey, administered by the authors, of U.S.-based employers who recruit college students with anecdotal information about how they utilize, or do not utilize, social media in their recruiting and hiring practices.
Conference papers on the topic "Hiring bots"
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Hoyle, Mike J. R., John J. Stiff, and Rupert J. Hunt. "Jack-Up Site Assessment: The Voyage to an ISO." In ASME 2011 30th International Conference on Ocean, Offshore and Arctic Engineering. ASMEDC, 2011. http://dx.doi.org/10.1115/omae2011-50056.
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As a mobile offshore unit, a jack-up can float, self-elevate and then impose proofing loads on the seabed to establish a safe working envelope for subsequent drilling or construction activities. Jack-up site assessment has seen significant advances over the 50 or more years that jack-ups have been deployed offshore. The advances have occurred as a result of both the improvements that have been seen in the analytical tools and also as a result of the many significant strides in our understanding of the physics of the jack-up and the ocean environment. Jack-ups, due to their semi-compliant nature, pose particularly difficult challenges to the designer and operator — more so than most offshore structures. This requires cutting edge technologies to assure that practical solutions can be reached without either too much conservatism or too little safety. These advances have often occurred, or been encouraged, as a result of the engagement of the operators hiring the jack-ups and their technical overseers such as Jan Vugts. Jan was instrumental in initiating the Shell study into jack-up site assessment that resulted in a follow-up JIP which developed the SNAME Recommend Practice. Since then ISO 19905-1 has been under development and Jan has provided both encouragement and also very detailed review comments. This paper charts the voyage from the early days of jack-up site assessment through to the development of the ISO and highlights some of the key technical developments.
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Emelianov, Vitalii, George Arvanitakis, Nicolas Gast, Krishna Gummadi, and Patrick Loiseau. "The Price of Local Fairness in Multistage Selection." In Twenty-Eighth International Joint Conference on Artificial Intelligence {IJCAI-19}. California: International Joint Conferences on Artificial Intelligence Organization, 2019. http://dx.doi.org/10.24963/ijcai.2019/809.
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The rise of algorithmic decision making led to active researches on how to define and guarantee fairness, mostly focusing on one-shot decision making. In several important applications such as hiring, however, decisions are made in multiple stage with additional information at each stage. In such cases, fairness issues remain poorly understood. In this paper we study fairness in k-stage selection problems where additional features are observed at every stage. We first introduce two fairness notions, local (per stage) and global (final stage) fairness, that extend the classical fairness notions to the k-stage setting. We propose a simple model based on a probabilistic formulation and show that the locally and globally fair selections that maximize precision can be computed via a linear program. We then define the price of local fairness to measure the loss of precision induced by local constraints; and investigate theoretically and empirically this quantity. In particular, our experiments show that the price of local fairness is generally smaller when the sensitive attribute is observed at the first stage; but globally fair selections are more locally fair when the sensitive attribute is observed at the second stage – hence in both cases it is often possible to have a selection that has a small price of local fairness and is close to locally fair.
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Bernstein, William Z., Arjun Ramani, Xiulin Ruan, Devarajan Ramanujan, and Karthik Ramani. "Designing-In Sustainability by Linking Engineering Curricula With K-12 Science Projects." In ASME 2012 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/detc2012-70461.
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In light of society’s increasing awareness with regards to the health of the environment, many engineering firms are hiring recent engineering graduates with project- (or course-) based experience in environmental sustainability. Currently engineering schools at the collegiate level have addressed this need by modifying their curricula by including additional coursework on sustainability related subjects. The next step of adaptation calls for a holistic treatment of sustainability concepts by integrating them within traditional coursework. Engineering schools have not yet addressed the best way to accomplish this integration due to the concerns stemming from the increase in cognitive load and scheduling pressure. Additionally, it has been shown that K-12 curricula also lack exposure to sustainable thinking. As a result, incoming freshmen are not aware of the inherent correlations between engineering principles, e.g. heat transfer, and environmental sustainability. To prepare the next generation of innovative thinkers to solve these complex, interdisciplinary issues, engineering principles must be contextualized in terms of sustainable design at both the K-12 and undergraduate levels. To meet this need, the authors developed a general framework for introducing sustainable design thinking into K-12 student projects. A pilot case is presented to illustrate a particular student’s (listed as a co-author) growth through a newly gained understanding of environmental sustainability through experimentation. The project specifically addresses various insulation materials for residential buildings by judging their individual environmental advantages and economic feasibility. The main outcome of this project is the extensive redesign of an existing undergraduate heat and mass transfer lab experiment.
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Rennels, Kenneth E. "Future of Engineering Technology Education." In ASME 2002 International Mechanical Engineering Congress and Exposition. ASMEDC, 2002. http://dx.doi.org/10.1115/imece2002-33964.
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Engineering technology education in the United States can trace its history back to the Wickenden and Spahr study of 1931, which identified the place of engineering technology education in the technical spectrum [1]. By 1945, the Engineering Council for Professional Development developed the first accreditation procedures for two-year engineering technology programs and by 1946, the first program was accredited. On this timeline the Purdue University engineering technology programs at Indianapolis can trace their history back to 1946 [2]. Over the last 70 years, engineering technology education in the United States has distinguished itself by a history of evolution, development and continuous improvement. Engineering technology education faces significant challenges during the next several years. These challenges are driven by the rapid evolution of computer technology and changing expectations of the educational process by the stakeholders. Stakeholders include not only students and faculty but also various groups in both the public and private sectors including industry, professional organizations, funding agencies, state government and the university system. Two specific challenges facing engineering technology educators are ‘basic faculty credentials’ and changing expectations for ‘creative activities’. These two challenges can be delineated by the following questions: • Will a doctorate degree be necessary for engineering technology faculty in the future for promotion and tenure in the university environment? • Will applied research or pedagogical research be ‘good enough’ for tenure? This paper addresses these two issues using a study of current engineering technology faculty hiring practices as a basis. Ultimately, critical future discussions must occur as engineering technology education continues to evolve and move into the future.
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Cipollone, Roberto, Davide Di Battista, and Angelo Gualtieri. "Energy Recovery From the Turbocharging System of Internal Combustion Engines." In ASME 2012 11th Biennial Conference on Engineering Systems Design and Analysis. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/esda2012-82302.
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On the road transportation sector, considering its deep involvement with many social expectations, assumed such proportions to become one of the major source of air pollution, mainly in urban highly congested areas. The use of reciprocating internal combustion engines (ICE) dominates the sector and the environmental dimension of the problem is under a strong attention of Governments. European Community, for instance, through sequences of regulations (EURO) reduced the emission allowed of primary pollutants; more recently, the Community added limits to climate-altering gases which directly refer to fuel consumption reduction. These limits today appear the new driver of the future engine and vehicle technological evolution. Similar efforts are under commitment by other developed countries (USA, Japan, etc,…) as well as also by the other Countries whose economic importance will dominate the markets in a very near future (BRICS Countries). The need to fulfill these issues and to keep the traditional engine expectations (torque, speed, fun to drive, etc..) triggered, especially in recent decades, a virtuous cycle whose result will be a new engine and vehicle era. The evolution till had today has been driven by the EURO limits and it demonstrated surprisingly that emission reduction and engine performances can be matched without compromises in both sides. Today, adding severe limits on equivalent CO2, emissions, it appears very difficult to predict how future engines (and vehicles) will be improved; new technologies are entering to further improve the traditional thermal powertrain but the way to a massive and more convinced electrification seems to be definitely opened. The two aspects will match in the sector of energy recovery which appears one of the most powerful tools for fuel consumption saving and CO2 reduction. When the recovery is done on exhaust gases it has an additional interest, having a moderate cost per unit of CO2 saved. The potentiality of this recovery is huge: 30%–35% of the chemical energy provided by the fuel is lost with the flue gases. For different reasons engines for passengers cars or goods transportation (light and heavy unit engines) as well those used for electricity generation (gen-set) are interested to this recovery: the first sector for the CO2 reduction, the second for the increasing value of electrical energy on the market. This wide interest is increasing the probability to have in a near future a reliable technology, being different actors pushing in this direction. In recent years the literature focused the attention to this recovery through a working fluid (organic type) on which the thermal energy is recovered by increasing its enthalpy. Thanks to a sequence of thermodynamic transformations (Rankine or Hirn cycle), mechanical work is produced. Both concept (Organic working fluid used and Rankine Cycle) are addressed as ORC technology. This overall technology has an evident complexity and doesn’t match with the need to keep reduced costs: it needs an energy recovery system at the gas side, an expander, a condenser and a pump. The space required by these components represents a limiting aspect. The variation of the flow rate and temperature of the gas (typical in ICE), as well as that at the condenser, represents additional critical aspect and call for suitable control strategies not yet exploited. In this paper the Authors studied an energy recovery method integrated with the turbocharging system, which does not require a working fluid making the recovery directly on the gas leaving the cylinders. Considering that the enthalpy drop across the turbine is usually higher than that requested by the compressor to boost the intake air, the concept was to consider an additional turbine which operates in parallel to the existing one. Room for recovery is guaranteed if one considers that a correct matching between turbine and compressor is actually done bypassing part of the exhaust gas from the turbine (waste gate) or using a variable geometry turbine (VGT) which, in any case, represents an energy loss. An additional positive feature is that this recovery does not impact on engine performances and the main components which realizes the recovery (valves & turbine) are technologically proven. In order to evaluate the potentiality of such recovery, the Authors developed a theoretical activity which represents the matching between turbocharger and engine. Thanks to an experimental characterization done on an IVECO F1C 16v JTD engine, an overall virtual platform was set up. The result produced a very satisfactory representation of the cited engine in terms of mechanical engine performances, relevant engine flow rates, pressures and temperatures. The ECU functions were represented too, such as boost pressure, EGR rates, rack control of VGT, etc… Two new direct recovery configurations have been conceived and implemented in the engine virtual platform.
Reports on the topic "Hiring bots"
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Martinez, Cindy, and Micah Musser. U.S. Demand for Talent at the Intersection of AI and Cybersecurity. Center for Security and Emerging Technology, November 2020. http://dx.doi.org/10.51593/2020ca009.
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As demand for cybersecurity experts in the United States has grown faster than the supply of qualified workers, some organizations have turned to artificial intelligence to bolster their overwhelmed cyber teams. Organizations may opt for distinct teams that specialize exclusively in AI or cybersecurity, but there is a benefit to having employees with overlapping experience in both domains. This data brief analyzes hiring demand for individuals with a combination of AI and cybersecurity skills.