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Journal articles on the topic 'Hiring bots'
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1
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)
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Irvine, A. D. "Jack and Jill and Employment Equity." Dialogue 35, no. 2 (1996): 255–92. http://dx.doi.org/10.1017/s0012217300008350.
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Jack and Jill have both applied for the same entry-level position at a local university. After interviewing the leading candidates, the members of the hiring committee agree that both Jack and Jill have all the necessary qualifications for appointment to the position. Both have the required education and training. Both have strong letters of recommendation from their Ph.D. supervisors and from their current employers. Both are similarly experienced and both are potentially capable of making important future contributions to their chosen discipline. The members of the hiring committee also agree that Jack and Jill are superior to all other applicants for the position. In short, in the judgment of the hiring committee, they are the two best qualified candidates and both meet their potential employer's expectations concerning a successful applicant. Yet neither Jack nor Jill is clearly superior to the other.
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Vial, Andrea C., Janine Bosak, Patrick C. Flood, and John F. Dovidio. "Individual variation in role construal predicts responses to third-party biases in hiring contexts." PLOS ONE 16, no. 2 (February 3, 2021): e0244393. http://dx.doi.org/10.1371/journal.pone.0244393.
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We theorize that individuals’ pre-existing beliefs about the hiring manager role (role construal) are associated with their tendency to condone bias accommodation in hiring contexts, in which a person aligns hiring decisions with the perceived biases of others. In two studies, we focus on human resources (HR) professionals’ endorsement of the role demand to prioritize candidate fit with others (e.g., supervisor) when making hiring decisions. Study 1 examined bias accommodation from a vicarious perspective, revealing that role demand endorsement is positively associated with viewing it as acceptable and common for another hiring manager to accommodate third-party bias against women. Study 2 examined bias accommodation experimentally from an actor’s perspective, showing lower preference for and selection of a female (vs. male) job candidate in the presence of cues to third-party bias against women, but only when role demand endorsement is relatively high. HR professionals in both studies indicated that third-party bias influences in hiring are relatively common. Responses in Study 2 provide preliminary evidence that the phenomenon of third-party bias accommodation might be relevant in the context of employment discrimination based on group characteristics other than gender (e.g., race/ethnicity, age). We discuss the practical implications of our findings for hiring professionals and for organizations seeking to increase diversity in their workforce.
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Lockie, Robert G., J. Jay Dawes, Robin M. Orr, and Joseph M. Dulla. "Physical fitness: Differences between initial hiring to academy in law enforcement recruits who graduate or separate from academy." Work 68, no. 4 (April 27, 2021): 1081–90. http://dx.doi.org/10.3233/wor-213438.
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BACKGROUND: Law enforcement agencies often include fitness testing as part of the hiring process. However, it can be months from this testing to when a recruit starts academy. OBJECTIVE: To determine fitness changes from hiring to academy in recruits who graduate (GRAD) or separate (SEP; do not complete) from academy. METHODS: Analysis on recruits from one agency, split into GRAD (n = 436) and SEP (n = 78) groups, was conducted. These tests were conducted during initial hiring and academy: push-ups, sit-ups, and arm ergometer revolutions in 60 s; 75-yard pursuit run (75PR); and 2.4 km run. Data were analyzed via a two-way repeated measures ANOVA. Change scores were derived between hiring and academy data for both groups, and analyzed via independent samples t-tests. RESULTS: Push-ups, 75PR, arm ergometer, and 2.4 km run generally improved (p≤0.001). There were no significant between-group interactions or differences in performance changes for GRAD and SEP recruits. SEP recruits tended to have lesser fitness test performance compared to GRAD recruits. CONCLUSIONS: GRAD and SEP recruits showed some fitness improvements between initial hiring through to academy. However, SEP recruits with lesser muscular endurance, running speed, and aerobic capacity during hiring did not substantially improve by academy, which likely impacted their academy survivability.
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Jankowski, Michael, Christine Prokop, and Markus Tepe. "Representative Bureaucracy and Public Hiring Preferences: Evidence from a Conjoint Experiment among German Municipal Civil Servants and Private Sector Employees." Journal of Public Administration Research and Theory 30, no. 4 (April 15, 2020): 596–618. http://dx.doi.org/10.1093/jopart/muaa012.
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Abstract Drawing on Weber, this study tests whether the normative principles of merit orientation and impartiality are more prevalent in shaping public hiring preferences among civil servants—both junior and senior—than among private sector employees. In a conjoint experiment, respondents are asked to compare two hypothetical applicants for an office job in a municipal administration and to decide which they would hire. The application profiles vary with respect to a set of meritocratic and nonmeritocratic attributes. The empirical findings suggest that first, in all three samples, hiring decisions are primarily based on meritocratic attributes. Second, there is evidence of ethnic discrimination in the private employee sample, while there is no such effect in either of the two civil servant samples. Third, private employees’ hiring preferences are influenced by personal political beliefs, while civil servants are less likely to let political attitudes affect their hiring choices. Thus, while civil servants hiring preferences are largely consistent with passive representation and nondiscrimination, support for a representative bureaucracy among citizens should be improved.
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Pacheco-Paredes, Angel Arturo, Dasaratha V. Rama, and Clark M. Wheatley. "The Timing of Auditor Hiring: Determinants and Consequences." Accounting Horizons 31, no. 3 (April 1, 2017): 85–103. http://dx.doi.org/10.2308/acch-51732.
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SYNOPSIS Regulators and legislators have long been interested in the auditor change process and in auditors' learning curves. We find that auditor changes closer to the year-end are associated with longer reporting lags and lower audit quality. We find that both audit fees and audit report lags are higher when there is a hiring lag between announcements of the predecessor auditor's dismissal and the hiring of the successor auditor. We also find that the appointment of new executives is associated with the timing of the auditor change, suggesting that client executives have a significant role in the auditor-hiring process.
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Sekeráková Búriková, Zuzana. "Paid home-based childcare in Slovakia: Informal markets and care loops." Journal of European Social Policy 29, no. 5 (December 2019): 653–65. http://dx.doi.org/10.1177/0958928719873834.
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Drawing on interviews conducted between 2013 and 2015 with childcare workers and their employers, this article focuses on the employment of paid home-based childcare in Slovakia, where local families prefer to employ local childcarers, rather than migrant childcarers. After a brief discussion of previous studies on home-based paid childcare and social policies, I introduce the concept of care loops and summarize family-oriented policies in Slovakia. I explain that relying on social networks and trust results in hiring local women rather than migrant childcarers. I then examine the motivations of working mothers for hiring childcare workers. I show how mothers use both structural (social policy) and cultural factors (ideals of motherhood and childrearing) to explain their childcare choices. I argue that hiring full-time childcare workers is both a way to fill the care gap and a response to a cultural preference for mother-like care for infants and toddlers. This cultural preference also results in hiring part-time childcare workers who are responsible for micromobilities of care and who help parents to manage care loops.
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Levin, Irwin P., Robert M. Rouwenhorst, and Heather M. Trisko. "SEPARATING GENDER BIASES IN SCREENING AND SELECTING CANDIDATES FOR HIRING AND FIRING." Social Behavior and Personality: an international journal 33, no. 8 (January 1, 2005): 793–804. http://dx.doi.org/10.2224/sbp.2005.33.8.793.
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A two-stage procedure (consideration set formation and final choice) was used to track the emergence of gender biases in hiring and firing decisions. Participants were allowed to select their own strategy for narrowing choice options (which candidates to retain or which candidates to delete). Each of the two experiments included a condition where job candidates were considered for hiring and a condition where current employees were considered for firing. Candidate features varied across experiments but the initial set always included 18 females and 18 males with comparable credentials. In both experiments male and female respondents selected candidates of their own sex for hiring and both males and females selected mostly male candidates for firing. In each experiment the bias showed up only in the final-choice stage.
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Kotturi, Yasmine, Anson Kahng, Ariel Procaccia, and Chinmay Kulkarni. "HirePeer: Impartial Peer-Assessed Hiring at Scale in Expert Crowdsourcing Markets." Proceedings of the AAAI Conference on Artificial Intelligence 34, no. 03 (April 3, 2020): 2577–84. http://dx.doi.org/10.1609/aaai.v34i03.5641.
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Expert crowdsourcing (e.g., Upwork.com) provides promising benefits such as productivity improvements for employers, and flexible working arrangements for workers. Yet to realize these benefits, a key persistent challenge is effective hiring at scale. Current approaches, such as reputation systems and standardized competency tests, develop weaknesses such as score inflation over time, thus degrading market quality. This paper presents HirePeer, a novel alternative approach to hiring at scale that leverages peer assessment to elicit honest assessments of fellow workers' job application materials, which it then aggregates using an impartial ranking algorithm. This paper reports on three studies that investigate both the costs and the benefits to workers and employers of impartial peer-assessed hiring. We find, to solicit honest assessments, algorithms must be communicated in terms of their impartial effects. Second, in practice, peer assessment is highly accurate, and impartial rank aggregation algorithms incur a small accuracy cost for their impartiality guarantee. Third, workers report finding peer-assessed hiring useful for receiving targeted feedback on their job materials.
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Picariello, Manuela, and Pamela Angelle. "A Woman? Really? Issues of Diversity in Hiring Decisions." Case Studies in Sport Management 5, no. 1 (January 2016): 48–52. http://dx.doi.org/10.1123/cssm.2015-0021.
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Women are vastly underrepresented in leadership positions in sport organizations both in the United States and internationally (Burton, 2015; Knoppers & Anthonissen, 2008; Whisenant, 2008). The realm of sport is perceived as a gendered space in which the concept of masculinity maintains dominance. This concept may have an influence on the decision making related to the hiring of new staff. When the owner of a men’s professional basketball team decided to hire a new head coach for the upcoming season, he found himself facing many different challenges. He believes that if knowledge, skills, and abilities are the parameters to evaluate a coach, then gender should not be an issue (Chelladurai, 2005). The focus in this case includes (a) organizational fit in hiring, (b) leadership and gender, (c) considerations of diversity, and (d) organizational culture and operations in hiring. This case exemplifies the need to understand that hiring decisions in large organizations are complex and involve a delicate balance of stakeholder interests.
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Nuzulia, Siti, and Felix Yong Peng Why. "When the Dark Shines: The Role of Dark Personality Traits in Leadership Role Occupancy and Hiring Decisions in a Collectivistic Culture." Social Psychological and Personality Science 11, no. 8 (February 17, 2020): 1089–100. http://dx.doi.org/10.1177/1948550619893956.
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Two studies investigated the role of the Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism), conscientiousness, and intelligence on leadership role occupancy and hiring decisions in Indonesian culture, which is a collectivist culture. Study 1 used generalized linear model to examine two groups of participants with (i.e., school principals) and without (i.e., teachers) significant leadership responsibilities by controlling for participant grouping by school. The results indicated that, in comparison with teachers, school principals had significantly higher narcissism and conscientiousness and lower psychopathy and intelligence. In Study 2, video recordings of simulated job interviews of 133 undergraduates were evaluated by 133 professional recruiters. Interviewee narcissism was the only significant positive predictor for hiring decision. Both studies provide consistent evidence that narcissism is a significant positive factor in both leadership role occupancy and hiring decision in a collectivist culture.
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Kinga, N., and W. Chetem. "An Economic Analysis Of Government Custom Hiring Services For Different Farm Machineries In Bhutan." SAARC Journal of Agriculture 17, no. 2 (February 3, 2020): 93–101. http://dx.doi.org/10.3329/sja.v17i2.45297.
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Farmers in Bhutan trend to own agricultural machineries though the individual area under farm mechanization is not enough. Hiring out or in of farm machineries as a business enterprise need to be advocated. Therefore, an effort was made in this study to generate some parameters regarding farm machinery business at farm level based on practical experience. Bhutanese Government has endorsed some users’ parameters including cost and return which are used to guide the custom rates for different machineries for farmers and service providers. The study’s objective was to generate different empirical formula for different farm machineries which shall help to propose varying custom hiring rates based on the projected operation days based on the government endorsed parameters. It is also to ascertain whether the present rates charged by Farm Machinery Corporation Limited bring a positive return to its custom hiring business for different machines. The study revealed that the operation cost of farm machinery includes both fixed cost and variable cost. Cost, return and break-even data for different farm machineries give a confident opinion for the owners and Farm Machinery Corporation Limited (FMCL) to take up the hiring scheme as a profitable business. The custom hiring rate also gives a good guide on the custom hiring rates to be charged based on the operating days in the country. On endorsed hiring rates and parameters by government, FMCL shall be able to make a huge profit annually especially on tractors and mini combine harvesters as compared to other machineries by Nu 0.51M and 0.39 M respectively. All other machines are also making a profit annually under the government endorsed parameters. However, there is also an opportunity to reduce the custom rates to bring down the overall cost of cultivation of respective crops using the machines.
SAARC J. Agri., 17(2): 93-101 (2019)
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Stouthamer-Loeber, Magda, Welmoet van Kammen, and Rolf Loeber. "The Nuts and Bolts of Implementing Large-Scale Longitudinal Studies." Violence and Victims 7, no. 1 (March 1, 1992): 63–78. http://dx.doi.org/10.1891/0886-6708.7.1.63.
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Studies that assess large numbers of subjects for longitudinal research, for epidemiological purposes, or for the evaluation of prevention and intervention efforts, are very costly and should be undertaken with the greatest care to ensure their success. The success of a study, apart from its scientific merit, depends largely on the ability of the researcher to plan and set up a smoothly running operation. However, the skills required for such a task are often not acquired in academic training, nor do scientific journals abound with information on the practical aspects of running a large study. This paper summarizes the experience gained in executing a longitudinal study and covers aspects of planning, hiring of staff, training and supervision of interviewers, data collection and data entry and management. The importance of the use of the computer as a management tool is stressed.
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Grubb III, W. Lee, Amy McMillan-Capehart, and William C. McDowell. "Why Didnt I Get The Job? White Nonbeneficiaries Reactions To Affirmative Action And Diversity Programs." Journal of Diversity Management (JDM) 4, no. 2 (April 1, 2009): 25–34. http://dx.doi.org/10.19030/jdm.v4i2.4955.
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The purpose of this study was to investigate how justifications for hiring procedures and hiring decisions impact white nonbeneficiaries perceptions of fairness. The results for the procedural and distributive justice hypotheses were strikingly similar. Both the diversity justification and no justification were perceived to be fairer than the affirmative action justification for both procedural and distributive justice. Interestingly, however, the respondents perceived no justification to be fairer than the diversity justification. Of the three different scenarios, no justification was perceived to be the most fair and affirmative action was perceived to be the least fair justification.
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Mosquera, Andrés Muñoz. "On the Notion of Precarious Employment in International Organizations." International Organizations Law Review 11, no. 2 (May 26, 2014): 294–317. http://dx.doi.org/10.1163/15723747-01102003.
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International civil servants form part of the essential fabric of international organizations, but some of the hiring modalities of these institutions appear at first glance to pursue an endemic employment malpractice. However, the practice referred to in national labour markets as ‘precarious employment’ appears to be necessary for international organizations to carry out their constitutional mission, and which is essential if they are to adapt and evolve. Both constitutionalist and functionalist standpoints recognise that precarious employment is an existing phenomenon within international institutions. Nevertheless, such hiring practices also arguably have the effect of partially severing the loyalty of an international organization’s staff, which is seen as a fundamental component supporting the effective functioning of an international institution. A functionalist approach therefore largely explains this hiring reality among international organizations; but international administrative tribunals and the limits established by them also play a part, indicating that more constitutionalist elements of control are also present. This paper presents the axiomatic elements of the hiring practices of international organizations, and seeks to unearth an apparent meeting point between the understandings of constitutionalists and functionalists that indicate that international law is evolving.
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Everly, Benjamin A., Miguel M. Unzueta, and Margaret J. Shih. "Can Being Gay Provide a Boost in the Hiring Process? Maybe If the Boss is Female." Journal of Business and Psychology 31, no. 2 (July 11, 2015): 293–306. http://dx.doi.org/10.1007/s10869-015-9412-y.
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Gaudino, Ann C. "School District Administrator Perceptions and Hiring Practices of Teachers Who Participated in International Student Teaching Placements." Journal of Comparative & International Higher Education 13, no. 1 (March 23, 2021): 103–13. http://dx.doi.org/10.32674/jcihe.v13i1.1751.
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This study investigated school district administrators’ perceptions and hiring practices of teachers who participated in international student teaching experiences. Thirty central office administrators from 12 states across the United States were interviewed. The responses and practices of these administrators and the districts that they represent were compared with the perceptions of student teachers and teachers from previous studies who had student taught abroad. Findings reveal that both teachers and administrators believe that there are a multitude of benefits to international student teaching and that this experience ultimately impacts student learning. While they also believe that such experience should be accounted for in the hiring process, very few districts have a formal way of accounting for international student teaching experiences. Recommendations include how districts might adjust their hiring process to account more specifically for the various of experience that teachers bring to their positions.
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Brown, Jason L., Patrick R. Martin, Donald V. Moser, and Roberto A. Weber. "The Consequences of Hiring Lower-Wage Workers in an Incomplete-Contract Environment." Accounting Review 90, no. 3 (October 1, 2014): 941–66. http://dx.doi.org/10.2308/accr-50959.
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ABSTRACT Firms frequently attempt to increase profits by replacing some existing workers with new lower-wage workers. However, this strategy may be ineffective in an incomplete-contract environment because the new workers may provide lower effort in response to their lower wages, and hiring new lower-wage workers may damage the remaining original workers' reciprocal relationship with the firm. We conduct an experiment to examine this issue and find that when new lower-wage workers become available, firms hire them to replace original higher-wage workers and pay the new workers lower wages. However, these lower wages do not improve firm profit because the decision to hire new lower-wage workers causes both the new and remaining workers to provide lower effort. Moreover, hiring lower-wage workers reduces new workers' payoffs and, thus, decreases social welfare. These unintended consequences suggest that firms should consider both the wage savings and the potential costs when deciding whether to replace some workers with new lower-wage workers. We discuss the implications of our findings for contract design, hiring practices, and managerial accountants.
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Cannata, Marisa, Mollie Rubin, Ellen Goldring, Jason A. Grissom, Christine M. Neumerski, Timothy A. Drake, and Patrick Schuermann. "Using Teacher Effectiveness Data for Information-Rich Hiring." Educational Administration Quarterly 53, no. 2 (December 20, 2016): 180–222. http://dx.doi.org/10.1177/0013161x16681629.
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Purpose: New teacher effectiveness measures have the potential to influence how principals hire teachers as they provide new and richer information about candidates to a traditionally information-poor process. This article examines how the hiring process is changing as a result of teacher evaluation reforms. Research Methods: Data come from interviews with more than 100 central office personnel and 76 principals in six urban school districts and two charter management organizations. These sites were systematically sampled based on the amount of time and resources devoted to creating data systems and implementing processes that allow principals access to teacher effectiveness data. In addition to the fieldwork, we also surveyed all principals in six of the eight systems. A total of 795 principals responded to the survey, with an overall response rate of 85%. Findings: The findings suggest that while teacher effectiveness data can be used to inform hiring decisions there is variation in how and the extent to which principals use these measures in hiring. This variation is explained by central office practices as they mediated how principals approached teacher effectiveness data in the hiring process, as well as individual principal characteristics such as principal knowledge and skills, perceived validity of data, and social capital. Implications for Research and Practice: Our results demonstrate ways in which school systems and principals are incorporating teacher effectiveness data into the hiring process. Both principal preparation programs and school systems should focus on ensuring that principals have the skills and resources to use data for human capital decisions.
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Boadi, Dankyi Alex, Dankyi Joyce Kwakyewaa, Abban Joseph Olivier, and Asabea Addo Antoinette. "The Impact of Research and Development and Professional New Hiring on Organizational Innovation." Human Resource Research 4, no. 1 (March 10, 2020): 46. http://dx.doi.org/10.5296/hrr.v4i1.16385.
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Organizational innovation is highly dependent on the inflow of relevant information and proper integration of this information in the operational processes for a process, product and service innovation. Employee engagement and social connectedness of employees have been cited as key methodologies of integrating new information from research and development and professional new hiring. The study investigated the impact of research and development and professional new hiring on organizational innovation jointly mediated by employee engagement and social connectedness. A structural equation model was adopted for the study. The estimator adopted in testing the hypothetical model and the hypothesis was a maximum likelihood. A comparative analysis of the single mediating and the joint mediating of employee engagement and social connectedness was conducted. The results indicated that professional new hiring and research and development activities have a statistically significant indirect effect on organizational innovation through a joint mediation of social connectedness and employee engagement. The threshold for the model fitness was satisfied. The study, based on the findings on both the decomposed and final model, concludes that employee engagement and social connectedness jointly influence the relationship between the research and development and professional new hiring on organizational innovation better than the single mediation.
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Christiansen, Neil D., Renee F. Rozek, and Gary Burns. "Effects of Social Desirability Scores on Hiring Judgments." Journal of Personnel Psychology 9, no. 1 (January 2010): 27–39. http://dx.doi.org/10.1027/1866-5888/a000003.
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Practitioners (N = 160) working in the area of selection and assessment read descriptions of a managerial position and the assessment profiles of two hypothetical candidates who were finalists for the job. Embedded in the profiles were scores on a battery of cognitive and personality tests that included information on socially desirable responding such that there were no social desirability (SD) scores provided, differing SD scores, or elevated SD scores for both candidates. Ratings indicated that elevated SD scores were used as personality information to infer that candidates were less candid and sincere individuals. Candidates with elevated SD scores were judged to be less hirable, and less weight was given to the personality assessment. Despite this, even when SD scores were elevated, personality test results had more influence on hiring judgments than scores on the cognitive tests. Implications are discussed in the context of research that had failed to show SD scores are useful for facilitating hiring decisions or adjusting trait scores.
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Tahir, Hassane, and Patrick Brézillon. "Using Contextual Graphs as a Decision-making Tool in the Process of Hiring Candidates." International Journal of Artificial Intelligence & Applications 11, no. 6 (November 30, 2020): 37–46. http://dx.doi.org/10.5121/ijaia.2020.11604.
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Poor selection of employees can be a first step towards a lack of motivation, poor performance, and high turnover, to name a few. It's no wonder that organizations are trying to find the best ways to avoid these slippages by finding the best possible person for the job. Therefore, it is very important to understand the context of hiring process to help to understand which recruiting mistakes are most damaging to the organization in order to reduce the recruiting challenges faced by Human resource managers by building their capacity to ensure optimal HR performance. This paper initiates a research about how Contextual Graphs Formalism can be used for improving the decision making in the process of hiring potential candidates. An example of a typical procedure for visualization of recruiting phases is presented to show how to add contextual elements and practices in order to communicate the recruitment policy in a concrete and memorable way to both hiring teams and candidates.
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Fernandez, Roberto M., and Santiago Campero. "Gender Sorting and the Glass Ceiling in High-Tech Firms." ILR Review 70, no. 1 (September 28, 2016): 73–104. http://dx.doi.org/10.1177/0019793916668875.
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With few exceptions, studies have conceived of the glass ceiling as reflecting internal promotion biases. In this article, the authors argue that glass ceiling patterns can also be the result of external recruitment and hiring processes. Using data on people applying by means of the Internet for jobs at 441 small- and medium-sized high-tech firms, they find evidence that the glass ceiling is produced by both internal and external hiring processes. On the supply side, females are sorted into lower-level job queues than males. On the demand side, screening biases against women also are evident, but a series of “what if” simulations suggest that demand-side screening processes play a comparatively minor role in producing the glass ceiling pattern. These results suggest that bias remediation policies designed to equalize gender differences in hiring chances are likely to be less effective than recruitment and outreach policies designed to improve gender disparities in candidate pools.
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Landay, Karen, and Sarah DeArmond. "Recruitment Process Outsourcing and Recruiter and Hiring Firm Characteristics." Journal of Personnel Psychology 17, no. 4 (October 2018): 183–92. http://dx.doi.org/10.1027/1866-5888/a000206.
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Abstract. Recruitment process outsourcing (RPO) is rapidly expanding across the globe. However, understanding of its effects on job applicants remains limited. Using signaling theory, we examined the effects of recruiter characteristics, hiring firm reputation, and RPO on organization attraction in two experimental studies. Results showed significant main effects of recruiter competence, recruiter personableness, and hiring firm reputation on organization attraction. We also found significant interactions between both recruiter characteristics and RPO. This indicates that, contrary to prior research, RPO is more accurately conceptualized as a boundary condition that indicates to applicants when recruiter characteristics are relevant signals.
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Yavorsky, Jill E. "Uneven Patterns of Inequality: An Audit Analysis of Hiring-Related Practices by Gendered and Classed Contexts." Social Forces 98, no. 2 (January 18, 2019): 461–92. http://dx.doi.org/10.1093/sf/soy123.
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Abstract Despite women’s uneven entrances into male-dominated occupations, limited scholarship has examined whether and how employers in different occupational classes unevenly discriminate against women during early hiring practices. This article argues that intersecting gendered and classed features of occupations simultaneously shape hiring-related practices and generate uneven patterns of inequality. Using data derived from comparative white-collar (N = 3,044 résumés) and working-class (N = 3,258 résumés) correspondence audits and content-coded analyses of more than 3,000 job advertisements, the author analyzes early hiring practices among employers across two gendered occupational dimensions: (1) sex composition (male- or female-dominated jobs) and (2) gender stereotyping (masculinized or feminized jobs, based on the attributes that employers emphasize in job advertisements). Broadly, findings suggest a polarization of early sorting mechanisms in which discrimination against female applicants is concentrated in male-dominated and masculinized working-class jobs, whereas discrimination against male applicants at early job-access points is more widespread, occurring in female-dominated and feminized jobs in both white-collar and working-class contexts. Interestingly, discrimination further compounds for male and female applicants—depending on the classed context—when these occupational dimensions align in the same gendered direction (e.g., male-dominated jobs that also have masculinized job advertisements). These findings have implications for the study of gender and work inequality and indicate the importance of a multidimensional approach to hiring-related inequality.
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Lamare, J. Ryan. "The Devil Is in the Details: Attorney Effects on Employment Arbitration Outcomes." ILR Review 73, no. 2 (September 23, 2019): 456–78. http://dx.doi.org/10.1177/0019793919877404.
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Conventional wisdom holds that hiring an attorney will improve outcomes for non-union employees who take individual rights complaints to arbitration. The limited empirical scholarship on this topic, however, rarely accounts for the concurrent influence of employer representatives or for differences in attorney characteristics. The author analyzes all arbitration awards rendered within the securities industry for cases filed at the implementation of its ADR program through 2007. Findings show that hiring an attorney benefits employees, but only in the rare instances when employers do not include an agent. In addition, the author examines lawyers’ biographical records to determine attorney quality differences and their effects on outcomes conditional on both sides having legal counsel. Findings show that employee and employer attorney characteristics differ and have grown more pronounced over time. These differences can affect awards, particularly to the benefit of employees. The author concludes that although simply hiring any attorney will not redress systematic imbalances within employment arbitration, lawyers are important to the system and certain types of representatives can affect the outcomes of arbitration.
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Ciesielkiewicz, Monika, Claire Bonilla, and Carlos Olave López de Ayala. "Putting ePortfolios into Practice: Willingness of School Principals to Use the ePortfolio as a Hiring Tool in Poland and Spain." International Journal of Interactive Mobile Technologies (iJIM) 14, no. 14 (August 28, 2020): 109. http://dx.doi.org/10.3991/ijim.v14i14.15075.
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The ePortfolio has been used extensively in education in various countries and for diverse career paths. It is a dynamic platform that students can use to compile and formulate a digital presentation using different types of media which can be updated and adapted for distinct purposes and audiences. Because the ePortfolio is, by nature, flexible and adaptable, it can be developed over the course of a student’s studies and be easily incorporated into professional networking platforms as a job search tool. The objective of this study was to assess and compare the willingness of school principals from Poland and Spain to use the ePortfolio as a hiring tool. The authors also sought to ascertain whether the number of employees in the participants’ schools or previous contact with ePortfolio affected their opinion of it as a hiring tool. Participants took a survey after reviewing examples of career ePortfolios, and their answers were tabulated and analyzed. The results show that principals from both countries would be inclined to use the ePortfolio as a hiring tool, and that neither previous contact nor number of employees significantly affected their opinion. These results are significant as they demonstrate a broad willingness to implement the ePortfolio as a hiring tool, that was not significantly affected by country or size of school. It is also relevant that this broad support was shared by principals who were unfamiliar with the ePortfolio before participating in this study.
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Brown, Katie, and Anna Mountford-Zimdars. "Exploring academic hiring and life in humanities and social sciences at an English research university through a PhD students-as-partners project." Studies in Graduate and Postdoctoral Education 8, no. 1 (May 8, 2017): 15–29. http://dx.doi.org/10.1108/sgpe-02-2016-0001.
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Purpose The purpose of this study is twofold: to make explicit academics’ tacit knowledge of academic employment and to develop the educational research and employability skills of 12 postgraduate researchers. Design/methodology/approach Twelve postgraduate researchers from ten different disciplines conducted 24 semi-structured interviews (12 with early career academics, 12 with senior academics). Respondents shared the skills, experiences and attributes sought when hiring and their lived experience of being academics. Findings The importance given to both explicitly stated (publications, teaching experience) and implicit (values, behaviour) factors varies greatly among individual academics. There is a mismatch between stated job requirements and the realities of academic life. A students-as-partners project fosters critical engagement with these questions and offers other benefits to participants. Research limitations/implications Most respondents work at one research-intensive English institution, potentially limiting generalisability to teaching-led and international institutions. Practical/implications Researcher development programmes should make explicit the range of factors considered in hiring while also encouraging critical engagement with the realities of academic work. Through students-as-partners projects, postgraduate research students can uncover first-hand what academic life is like and what hiring committees are looking for. Originality/value Through involving students-as-partners, the research question changed to reflect the actual concerns of those contemplating an academic career. Students gained invaluable awareness of academic hiring and insights into academic life, as well as transferable skills.
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Johnson, Graeme, Philip Wilding, and Andrew Robson. "Can outsourcing recruitment deliver satisfaction? A hiring manager perspective." Personnel Review 43, no. 2 (March 4, 2014): 303–26. http://dx.doi.org/10.1108/pr-12-2012-0212.
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Purpose – The purpose of this paper is to determine whether an outsourced recruitment service can provide a satisfactory organisational solution from the perspective of its line-managers. Design/methodology/approach – The study is based on a single, large organisation involving dissemination of an on-line survey targeting line-managers with a recent record of hiring new employees. Using quantitative analysis including correlation, multiple regression and binary logistic regression, assessment is made regarding manager perception, including experience as customers, overall rating of the recruiter and a willingness to recommend the service. Findings – Aspects of standard service, assessed in terms of operations and recruiter provision, are perceived as being at appropriately high levels, while the arguably more demanding external aspects of the recruitment process are perceived to be less successful. Line-manager satisfaction as customers and satisfaction with the recruiter are explained by various experiences of both service and recruiter, while willingness to recommend is explained in terms of customer satisfaction, satisfaction with the recruiter and recognition that the service provides added value. Personal line-manager experiences, perceived realisation of organisational values or achieving preferred line-manager recruitment objectives play no significant part in these explanations. Research limitations/implications – The research considered an individual organisation, with participating managers being solely from within. Further research could see the assessment being extended to other organisations perhaps at different points of maturity in their relationships with an external recruitment partner, as well as revisiting the participating organisation at a later point in time to assess potential changes in the relationships assessed. Practical implications – To enhance line-manager satisfaction with service and with the recruiter, aspects of process and recruiter contribution both play a role, while these satisfaction indicators, in tandem with an appreciation of added value will prompt a line-manager to ultimately recommend such a service. Originality/value – This centres on the assessment of an outsourced recruitment service from the particular perspective of its hiring line-managers, through evaluation of service satisfaction and willingness to recommend.
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Jeon, Mihyon, and Jiyoon Lee. "Hiring native-speaking English teachers in East Asian countries." English Today 22, no. 4 (October 2006): 53–58. http://dx.doi.org/10.1017/s0266078406004093.
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ENGLISH is the most commonly used language in the world. As it has become the language that provides access to higher education and job opportunities, and has become almost exclusively the language of diplomatic discussion and business negotiation (cf. English APEC Strategic Plan, 2004), there has been a growing interest in hiring native-speaking English Teachers (NSETs) in Asian countries. The aim of this paper is to report policies and practices that invite NSETs to Asian countries, including China and Hong Kong, Taiwan, Japan, and South Korea, with emphasis on public education sectors. Through surveying both similar policies and the implementation of policies in several Asian countries, we seek to find practical suggestions for hiring NSETs. We survey policy goals, recruitment procedures, and the qualifications of NSETs. The analysis will be based on the premise that ‘language planning cannot be understood without reference to its social contexts’ (Cooper, 1989:3).
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Yu, Helen H. "Gender and Public Agency Hiring: An Exploratory Analysis of Recruitment Practices in Federal Law Enforcement." Public Personnel Management 47, no. 3 (April 9, 2018): 247–64. http://dx.doi.org/10.1177/0091026018767473.
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Census data indicate that women are grossly underrepresented in federal law enforcement. As all agencies must compete to attract quality candidates to reflect the diversity of the communities they serve, recruiting and hiring more women should be a priority for all agency leaders. This descriptive and exploratory analysis seeks to understand the recruitment process in federal law enforcement using both qualitative and quantitative data generated from surveys collected from 201 new federal law enforcement officers working in 32 federal law enforcement agencies. The study finds that although recruitment usually precedes hiring, federal law enforcement agencies do not appear to actively recruit their officers. The study further highlights proactive efforts to recruit more women into federal law enforcement.
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Rosendale, Joseph A. "Gauging the value of MOOCs." Higher Education, Skills and Work-Based Learning 7, no. 2 (May 8, 2017): 141–54. http://dx.doi.org/10.1108/heswbl-09-2016-0065.
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Purpose The purpose of this paper is to examine hiring managers’ perceptions of massive open online courses (MOOCs) as compared to traditional degree-conferred forms of higher education in relation to hiring and employment decisions. Design/methodology/approach A literature review is presented along with a triangulated theoretical framework. Using online survey data, quantitative methods reveal findings related to the main research question: what are hiring managers’ attitudes toward MOOCs as a form of post-secondary education? Findings Analysis of the data reveals that hiring managers have a clear preference for traditionally educated job applicants but employer demographics, apart from organizational procedures, do not significantly impact their overall perceptions of MOOCs’ value. Research limitations/implications Most of the research is based on anecdotal research. Very little has been written on how to fix this problem. Practical implications This paper illustrates implications of MOOCs’ future development and implementation both in higher education and in the labor-force. The main implication is that MOOCs represent neither a panacea to the issues facing higher education and the American labor-force nor an alarming threat to stakeholders appreciative of the status quo. Originality/value This paper fills a current research gap as evidenced in the literature; employers’ perceptions of MOOC-educated job applicants when compared to traditionally educated/degree-conferred job applicants. By determining the value of MOOCs as employers pragmatically view them, stakeholder groups can better determine their future positioning of MOOC-related resources in addition to time and money allocated in MOOCs’ direction.
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Schommer, Jon C., Anthony W. Olson, SuHak Lee, Caroline A. Gaither, and Stephen W. Schondelmeyer. "A 15-Year Ecological Comparison for the Hiring Dynamics of Minnesota Pharmacies between 2006 and 2020." Pharmacy 9, no. 2 (May 6, 2021): 100. http://dx.doi.org/10.3390/pharmacy9020100.
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Labor market forces in pharmacy are affected by frictional unemployment (job turnover), structural employment forces that require new skill sets for employees, and hiring practices that integrate technology or less costly labor such as pharmacy technicians. The objectives of this study were to describe hiring trends for both the pharmacist and technician workforces in licensed pharmacies on a biennial basis from 2006 through 2020 using data collected in Minnesota. Ecological comparisons were made between the survey years using descriptive statistics. For open-ended questions added to the 2020 survey, content analysis was applied. Demand for technicians increased which might be due to the expansion of their roles into activities that had been reserved for the pharmacist. Pharmacies reportedly would like to hire pharmacists to meet the demand for new services that pharmacists can provide. However, respondents articulated that this is not feasible under current economic pressures. This represents a lost opportunity for transformation in pharmacy that would establish pharmacists’ roles in the rapidly transforming health care value chain. We conclude that hiring dynamics in pharmacies are being driven more by economic and organizational shifts than meeting the demand for services that pharmacists can provide.
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Leasure, Peter. "Misdemeanor Records and Employment Outcomes: An Experimental Study." Crime & Delinquency 65, no. 13 (October 31, 2018): 1850–72. http://dx.doi.org/10.1177/0011128718806683.
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This study examined whether misdemeanor drug convictions impact entry-level hiring outcomes. An experimental correspondence study was used whereby fictitious resumes are sent to employers. Resumes were randomly assigned to one of three conditions: no criminal record, 1-year-old misdemeanor record, and a 1-year-old felony record. Resumes were also randomly assigned with a distinctively White or African American name. Job type was used as an additional predictor. Results indicate that a misdemeanor conviction significantly hinders hiring outcomes for both African American and White applicants. However, results did not show statistically significant differences in the outcome between races. These results should be utilized to better inform defendants, practitioners, and policy-makers on the negative impacts of low-level convictions.
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Dimopoulos, Andreas. "Comparative Affect of Candidates’ Physical Attractiveness between Resume Screening and Interview Process Outcomes. Empirical Research for Greece." International Journal of Human Resource Studies 9, no. 3 (August 6, 2019): 230. http://dx.doi.org/10.5296/ijhrs.v9i3.15226.
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Many factors can affect recruiters, personnel managers or employers during employee selection process such as degrees and other typical qualifications of candidates the possess of the right transferable skills, the knowledge of job market, their working experience, the combination of personal attributes, self presentation skills, personality. Apart of them and many others factors, there is a consensus in a large extent, that candidates’ physical attractiveness can affect recruiters’ decisions during employment selection process, both in first stage of screening their curriculums’ vitae, as well as in the second stage which is the interview hiring process. This study aims to search the role of employee candidates’ physical attractiveness and its comparative impact between first stage of screening applicants according to their resumes and second stage of hiring decisions during employment interview. For this purpose, an empirical research has been conducted in order to explore the importance and relative impact of candidates’ physical attractiveness in decisions and selection process outcomes. In particular we asked two hundred and sixty recruiters’, personnel managers’ and employers in Greece about the impact of candidates’ physical attractiveness might have in their recruiting and hiring decisions. Results show that physical attractiveness influence recruiters decisions and affect selection outcomes in both selection stages. The impact is higher and statistically more significant in interview process. Physical attractiveness also compared to resume quality in order to explore relative impact among these factors. Results show a greater influence of resume quality than physical attractiveness.
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Rehman, Sufia, and S. Shahid Mazhar. "A STUDY ON NEW HIRING STRATEGIES TO MANAGE TALENT CRISIS AT ENTRY LEVEL FROM THE PERSPECTIVE OF RECRUITERS AND FRESH GRADUATE ENGINEERJOB SEEKERS." International Journal of Research -GRANTHAALAYAH 4, no. 9 (September 30, 2016): 14–29. http://dx.doi.org/10.29121/granthaalayah.v4.i9.2016.2530.
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Internet apart from influencing life of people has also emerged as a key HR tool for acquiring talent. Traditional HR strategies are being modernized, driven by technology and innovations. The remarkable popularity of internet & Social Media Sites, lower hiring cost & res ponce time and competitive advantage has allured the recruiters not only to use it for effective branding but also for hiring. They offer a great source of talent pool, as almost every fresh graduate / professional has Social Media account. Professional networking with social media as a recruitment tool is influencing with offer of better platform to both recruiters and this study discusses the Impact & effectiveness of New Hiring Strategies. Their advantages and limitations over traditional methods and their role in making or breaking the job opportunity.
The study used data from secondary sources also personal interviews with industry professionals and Job seekers were conducted. A comprehensive analysis of the new trends has been done and described through various graphs and diagrams.
The findings of the survey show a significant change in trend from traditional recruitment methods to modern techniques. However there remains good scope for improvement in utilizing the various benefits of the new strategies
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Handy, Jocelyn, and Lorraine Rowlands. "The systems psychodynamics of gendered hiring: Personal anxieties and defensive organizational practices within the New Zealand film industry." Human Relations 70, no. 3 (July 21, 2016): 312–38. http://dx.doi.org/10.1177/0018726716651690.
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This article uses systems psychodynamic concepts to explore the creation and reproduction of gendered inequality within the New Zealand film industry. The article focuses on the ways in which senior film production workers’ anxieties about hiring, or working with, women influence the process of assembling project teams. It suggests that the process of choosing team members creates considerable anxiety for both senior film production workers with responsibility for hiring and lower-status team members who need to rely on them to create high-functioning teams. The industry ideal of the autonomous creative worker is implicitly gendered, conforming more closely to traditional concepts of the unencumbered male worker than traditional ideals of femininity and motherhood. The antithesis between these representations creates anxiety, raising unconscious fears that women as a category are less trustworthy workers. Consequently, discriminatory hiring practices that diminish these anxieties become collectively accepted as rational responses to organizational problems and embedded within the social system as collectively endorsed defences against anxiety. Given that project-based employment is temporary, this pattern of discrimination against women is regularly repeated and contributes to entrenched gender inequality within the film industry. Qualitative data from interviews with 12 male and 13 female film production workers is presented to illustrate this analysis.
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Farías, Pablo, Eduardo Torres, and Roberto Mora Cortez. "A new model for measuring salesperson lifetime value." Journal of Business & Industrial Marketing 32, no. 2 (March 6, 2017): 274–81. http://dx.doi.org/10.1108/jbim-09-2016-0205.
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Purpose The purpose of this paper is to propose a new salesperson valuation model. This paper presents a calculation method for estimating both the individual lifetime value of a salesperson and the sales force equity. Design/methodology/approach This is a conceptual paper supported by a case study. Findings The authors contribute to the literature by operationalizing the salesperson lifetime value concept and introducing new important aspects in comparison with previous discussions, including peer effect, recruitment/hiring cost and termination costs. Originality/value This manuscript theoretically and practically contributes to personnel value management in the organization and sales force financial control. The authors introduce peer effects, hiring/recruitment costs and termination costs, which are missing as a set in previous research. In addition, this paper offers a simple but robust model to practitioners’ use.
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Boucher, Robert L., Kevin Morese, and Patricia L. Chant. "Employee-Selection Practices and Public Relations." Recreational Sports Journal 25, no. 1 (May 2001): 57–65. http://dx.doi.org/10.1123/nirsa.25.1.57.
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The recruitment and selection of employees is an important human resource component of the management of intramural recreation departments across North America. While much is written about the mechanics of the hiring process, little attention has been paid to the public relations aspects of this activity. As Currie (1997) suggests, the employee-selection process has the potential to create favorable impressions of an organization on job applicants.This article explores a number of activities that are usually part of hiring of new employees with a view to determining the negative or positive outcomes from a public relations standpoint. The “recruitment phase” of the process is extremely important when leaving applicants with a favorable impression of an organization. Keep in mind that numerous individuals who do not ultimately secure a position, are subject to forming impressions by being exposed to advertisements, job descriptions, Websites and various other forms of communication.The second important phase of hiring that has potential for the creation of impressions is the “interview process.” While the interview is the most widely employed yet least understood, techniques used in the hiring process (Boucher, 1991), there is no question that indelible impressions are formed during this phase. Both employer and candidates for positions invariably “exchange impressions” during an interview to the extent that initial (and in some cases lasting) attitudes are formed. It is also apparent from the literature that “extra-viewing” techniques such as panel interviews, drug testing, and personality tests, often are viewed as demeaning by applicants.The last, but certainly no less important, area of concern is the “post-selection” activities. Several authors cite a number of practices that treat unsuccessful candidates very disrespectfully. A more enlightened approach would be to treat unsuccessful candidates as potential hires in subsequent job searches. Even if these individuals never apply for positions in the future, the objective should be to have them treated with the utmost attention to human dignity. As such, countless individuals who apply for positions within organizations will form positive impressions of that organization consistent with comprehensive public relations policies.The hiring process should be considered as just one of the efforts of creating, communicating, enhancing, and maintaining a corporate image that is critical to an organization's success (Brendsel, 1993).
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Swensen, J. Gordon, John Rakis, Melanie G. Snyder, and Randall E. Loss. "Engaging Employers and Business in the Hiring of Individuals with Criminal Records." Journal of Applied Rehabilitation Counseling 45, no. 4 (December 1, 2014): 15–24. http://dx.doi.org/10.1891/0047-2220.45.4.15.
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The successful reentry and reintegration of ex-offenders with disabilities will be discussed in terms of barrier removal, employer perception, and an improved relationship with the criminal justice system. A criminal record limits opportunitiesfor employment and without collaborative community supports can increase both recidivism rates and increase costs to an over-burdened criminal justice system. Employer relationships, including outreach, marketing and evidence-based partneringlcollaboration will be reviewed, including a model program from Lancaster County, Pennsylvania that supports the discussion. Special considerations for those with sex offenses will be provided, as well as efforts to eliminate the stigma involved with criminal and/or felony records. The correlation between disability and delinquency in terms of both impairment and vocational impediments is described through three disabilities (TBL Substance Abuse/Dependency, and Mental Illness). The role of the VR counselor in terms of community efforts at reducing recidivism, increasing employment outcomes for ex-offenders/clients, through effective partnerships, can affect significantly both societal and economic improvement, as well as impact overall recidivism, reentry and community reintegration issues for ex-offenders.
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Kuhn, Kristine M. "Is it disqualifying? Practitioner responses to criminal offenses in hiring decisions." Equality, Diversity and Inclusion: An International Journal 38, no. 5 (June 17, 2019): 547–63. http://dx.doi.org/10.1108/edi-10-2018-0182.
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Purpose The purpose of this paper is to explore variation in the responses of human resource practitioners and managers to criminal offenses. Design/methodology/approach This paper considers background checks as a personnel selection test. In the first study, 280 professionals with hiring experience indicate how various criminal offenses, described as having occurred either within the past year or several years ago, would affect their evaluation of an applicant for a call center position. In the second study, a separate sample of 109 practitioners evaluates criminal as well as non-criminal transgressions that might appear on a background report. Findings In Study 1, both the apparent seriousness of an offense and its recency influence modal responses. Even non-violent misdemeanors from several years ago, however, are judged as automatically disqualifying by some participants. Study 2 shows that a practitioner’s attitude toward criminal offenses is distinct from their attitude to related forms of stigma. Results from both studies find associations between demographic variables and general willingness to accept applicants with criminal records. Originality/value This work provides quantitative data on practitioner reactions to several specific criminal offenses for a specific job context. By considering differences among offenses and among gatekeepers, rather than among applicants, it identifies challenges to fair implementation of background checks during the hiring process.