Journal articles on the topic 'Hiring channel'
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Hilger, Anne, Christophe Jalil Nordman, and Leopold R. Sarr. "Which Skills Matter for What Type of Worker? Cognitive Skills, Personality Traits, Hiring Channels and Wages in Bangladesh." Indian Journal of Human Development 16, no. 2 (August 2022): 219–47. http://dx.doi.org/10.1177/09737030221120472.
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We use matched employer-employee data representing the formal sector in Bangladesh to provide descriptive evidence of both the relative importance of cognitive skills and personality traits in this part of the labour market and the interplay between skills and hiring channels in determining wages. While cognitive skills (literacy, a learning outcome) affect wages only by enabling workers to use formal hiring channels, they have no additional wage effect. Personality traits do not affect hiring channels, but they do enjoy a positive wage effect. This wage effect differs by hiring channel: those hired through formal channels benefit from higher wage associations with openness to experience, but lower effects of hostile attribution bias. Those hired through networks enjoy higher wages for higher levels of emotional stability, but they are also punished for higher hostile attribution bias—in line with different occupational levels being hired predominantly through one channel or the other. We provide suggestive evidence that employers might use hiring channels differently, depending on what skill they deem important: employers valuing communication skills, arguably observed during selection interviews, are associated with a larger within-firm wage gap between formal and network hires, while the importance of teamwork is associated with a smaller wage gap.
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Eriksson, Stefan, and Jonas Lagerström. "Detecting discrimination in the hiring process: evidence from an Internet-based search channel." Empirical Economics 43, no. 2 (August 12, 2011): 537–63. http://dx.doi.org/10.1007/s00181-011-0496-6.
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Gavazza, Alessandro, Simon Mongey, and Giovanni L. Violante. "Aggregate Recruiting Intensity." American Economic Review 108, no. 8 (August 1, 2018): 2088–127. http://dx.doi.org/10.1257/aer.20161420.
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We develop an equilibrium model of firm dynamics with random search in the labor market where hiring firms exert recruiting effort by spending resources to fill vacancies faster. Consistent with microevidence, fast-growing firms invest more in recruiting activities and achieve higher job-filling rates. These hiring decisions of firms aggregate into an index of economy-wide recruiting intensity. We study how aggregate shocks transmit to recruiting intensity, and whether this channel can account for the dynamics of aggregate matching efficiency during the Great Recession. Productivity and financial shocks lead to sizable procyclical fluctuations in matching efficiency through recruiting effort. Quantitatively, the main mechanism is that firms attain their employment targets by adjusting their recruiting effort in response to movements in labor market slackness. (JEL D22, E24, E32, J23, J41, J63, M51)
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Bruttel, Oliver, Arne Baumann, and Matthias Dütsch. "The new German statutory minimum wage in comparative perspective: Employment effects and other adjustment channels." European Journal of Industrial Relations 24, no. 2 (July 25, 2017): 145–62. http://dx.doi.org/10.1177/0959680117718661.
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Germany was one of only seven EU member states without a statutory minimum wage before its new legislation took effect in January 2015. We explore the consequences for wage structure, employment and companies. The new wage floor brought significant increases for low-paid employees, with limited observable negative employment effects thus far. To explain these benign outcomes, we refer to institutionalist and behavioural theories and discuss a number of other adjustment channels for companies. Preliminary evidence suggests that companies in sectors highly affected have responded by reducing working hours and/or increasing work intensity and prices. Some have cut special payments and non-wage benefits, reduced labour turnover and attempted to absorb higher wages by hiring more qualified staff. Non-compliance may also constitute an adjustment channel.
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Chemmanur, Thomas J., Lei Kong, Karthik Krishnan, and Qianqian Yu. "Top Management Human Capital, Inventor Mobility, and Corporate Innovation." Journal of Financial and Quantitative Analysis 54, no. 6 (November 15, 2018): 2383–422. http://dx.doi.org/10.1017/s0022109018001497.
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Using panel data on top management characteristics and a management quality factor constructed using common factor analysis on individual management quality measures, we analyze the relation between top firm management quality and corporate innovation input and output. We show that top management quality is an important determinant of corporate innovation, with individual aspects of management quality affecting innovation in younger and older firms differently. Further, firms with higher top management quality engage in more risky (“explorative”) innovation strategies. Finally, hiring more and higher-quality inventors is an important channel through which firms with higher management quality achieve greater innovation output.
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Sury, Kartina. "We’re Hiring! Brand and Remuneration as Antecedents in Social Media Recruitment Campaign." Advanced Science Letters 21, no. 4 (April 1, 2015): 759–62. http://dx.doi.org/10.1166/asl.2015.5943.
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Advances in digital technology have contributed to the shift of companies’ marketing strategy in regards to realtime engagement with customers to support brand-to-customers and attracting future employees. In discussing recruitment initiatives, many companies have begun to harness the power of social media to drive leads of new talents and employees recruiting strategy while strengthening company-applicants relationship. Brand awareness and established corporate reputation are argued as the expected outcomes of social media recruitment initiative. Deloitte, Ernst and Young are amongst those well-known case studies on social network utilization for recruitment initiative with Facebook, LinkedIn and YouTube as the leading platform to support Human Resources effort. The purpose of this study is to contribute to the emerging discussion on social media in specific of its utilization for both recruitment and brand development by discussing future research opportunities and the framework of drivers in social media recruitment in specific to life insurance industry. This study focuses on discussing the outcomes of companies-applicants relationship through social media recruitment, which are brand awareness and employer’s reputation building by focusing on key pertinent variables namely brand and reputation and remuneration offerings. This paper limits its discussion to below managerial level type of job post in life insurance industry published and socialized on Facebook and LinkedIn channel, targeting Indonesians young graduates with maximum of five years of working experience.
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Leekha Chhabra, Neeti, and Sanjeev Sharma. "Employer branding: strategy for improving employer attractiveness." International Journal of Organizational Analysis 22, no. 1 (March 4, 2014): 48–60. http://dx.doi.org/10.1108/ijoa-09-2011-0513.
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Purpose – To examine the organizational attributes that attract final-year management students towards organizations. The paper aims to study the already adopted employer branding strategies and the preferred channel through which organizations should promote employer attractiveness. Based on previous studies and current findings, a conceptual model on employer branding process has been developed and presented. Design/methodology/approach – This article is based on semi-structured interviews, survey results and review of academic employer branding models. Findings – It was found that among the students, most preferred organizational attributes were organizational culture, brand name and compensation. Students rated job portal to be the preferred channel for employer attractiveness. The study showed that there exists a significant and positive correlation between strong brand image and likelihood to apply. Research limitations/implications – The survey sample was limited to private business schools only. Practical implications – One of the sources for hiring on which corporate rely heavily is private business schools. This study provides the employers an insight to make their strategies for employer branding more effective. In the process, it benefits the prospective employees as well. Originality/value – The study provides valuable inputs for formulating effective employer branding strategies. The novelty of the study is the conceptual model on the process of employer branding. One of the highlights of which is preferred communication channel for effectiveness of the strategies.
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Gutiérrez, Elizabeth, Ben Lourie, Alexander Nekrasov, and Terry Shevlin. "Are Online Job Postings Informative to Investors?" Management Science 66, no. 7 (July 2020): 3133–41. http://dx.doi.org/10.1287/mnsc.2019.3450.
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Human capital is a key factor in value creation in the modern corporation. Yet the disclosure of investment in human capital is scant. We propose that a company’s online job postings are disclosures made outside of the investor-relations channel that contain forward-looking information that could be informative to investors about future growth. We find that changes in the number of job postings are positively associated with changes in future performance and that this relation is stronger when postings likely represent growth rather than replacement. Consistent with job postings providing new information to the market, investors react positively to changes in the number of job postings. The market reaction to postings is stronger when firms are likely to be hiring for growth rather than replacement and for firms with low labor intensity (and therefore high marginal productivity of labor). This paper was accepted by Brian Bushee, accounting.
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Šuminas, Mykolas. "Effects of minimum wage increases on employment in Lithuania." Ekonomika 94, no. 2 (January 1, 2015): 96–112. http://dx.doi.org/10.15388/ekon.2015.2.8235.
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From the advent of minimum wage it was subject to controversy: economists did not agree on its effects on the state of the economy, the welfare of both firms and workers. Empirical academic literature usually investigates employment reaction to the minimum wage fluctuations. Regrettably, such papers do not exist for Lithuania, so the literature of similar scope and topic of the US and UK (along with several other countries) is explored in this paper.The effect of the Lithuanian real minimum wage on aggregate employment is estimated by using time series models. Dependant on the specification, the real minimum wage elasticity is estimated to be –0.03–0.03 yet statically insignificant in all of the models. The result is in line with the reviewed literature; more precisely most of papers published in mid-1990s and beyond do not register any significant minimum wage effects on employment. The phenomenon is attributed to the fact that firms can exploit other channels (raising prices, hiring more productive employees, etc.) to make adjustments to new, higher wages. The paper does not explore what channels were used by the firms; however, a possible channel of productivity is investigated. Moreover, the temperate minimum wage policy is one of the factors that could have led to the insignificance of minimum wage to employment conclusion: the nominal minimum wage was only raised during the period of economic growth, and during economic downturns and recoveries it was frozen. The claim is further supported by the share of minimum wage earners in respect to total employed and the minimum wage to average wage ratio: the variables were relatively constant from 2005 onwards.
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Sumption, Madeleine. "Is Employer Sponsorship a Good Way to Manage Labour Migration? Implications for Post-Brexit Migration Policies." National Institute Economic Review 248 (May 2019): R28—R39. http://dx.doi.org/10.1177/002795011924800111.
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This paper examines the implications of labour migration models that rely on employer sponsorship. According to UK government proposals, long-term migration into high-skilled jobs after Brexit will require workers to be sponsored by employers, while workers in low-skilled and low-wage jobs will receive short-term work permits that do not require an employer sponsor. The paper argues that choosing employer sponsorship over worker-driven routes has three key effects: it gives the government greater ability to regulate which jobs migrants fill; it gives employers more power over their workforce; and it increases the administrative burden associated with hiring workers from overseas. This implies that in high-skilled jobs, employer sponsorship is likely to improve the skill composition of labour migrants but reduce the total number of skilled workers admitted; and that in low-skilled positions the government faces a trade-off between the ability to channel workers to specific jobs (including those where employers struggle to attract workers) and the risk of increasing underpayment or exploitation.
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Kalwer, Muhammad Ahmed, Sonia Irshad Mari, Muhammad Saad Memon, Anweruddin Tanwari, and Ali Arsalan Siddiqui. "Simulation Based Approach for Improving Outpatient Clinic Operations." January 2020 39, no. 1 (January 1, 2020): 153–70. http://dx.doi.org/10.22581/muet1982.2001.15.
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The aim of this study is to suggest the optimum number and schedule of doctors at the OPD (Out-Patient Department) of Gastrology of a hospital in Pakistan. In order to achieve this aim, the discrete event simulation model is developed to minimize waiting time of patients. Data is collected for one week from the OPD; Data collection variables are arrival and service rate of patients, their salaries/income, patient‘s OPD fee, doctor’s charges/patient, service time of patients at each of service channel i.e. reception, triage and doctors’ cabin. Stop watch is used for recording the service time of patients. Input analyzer is used to reveal the distribution of the data. Rockwell arena software version 14.5 is used to model and simulate the queuing system of the outpatient department. Scenario analysis is conducted in four scenarios; in each of the scenario doctors were assumed to be seated for one additional hour. During the period of data collection, it is observed that most of the patients are coming with an appointment of doctors therefore, it is not justified to suggest the hiring of new doctor; especially when patients are coming for the particular doctor; therefore, already available doctors are suggested to be seated longer in the OPD; that is the way to serve the maximum number of patients in the virtual queue of patients that has been kept waiting for having an appointment and for their turn to see the doctor.
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Torres, Ariana P., Alicia L. Rihn, Susan S. Barton, Bridget K. Behe, and Hayk Khachatryan. "Evaluating the Business and Owner Characteristics Influencing the Adoption of Online Advertising Strategies in the U.S. Green Industry." HortScience 56, no. 6 (June 2021): 659–66. http://dx.doi.org/10.21273/hortsci15766-21.
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Online advertising is becoming a mainstay business practice to reach firms’ customer bases. Yet, the adoption and use of online advertising in the green industry are topics that have not been adequately researched. Using a national survey of green industry firms conducted in 2019, this research uses a double-hurdle model to investigate factors that impact firms’ adoption of, and amount spent on, online advertising. Our results show that one-third of the companies invested in online advertising. Of those investing in online advertising, the average percentage of online advertising as a share of all advertising expenditures was 46%. Small businesses were less likely to invest in online advertising compared with larger businesses; however, once they invested in online advertising, the percentage of investment was 25% higher among small firms when compared with their larger counterparts. Increasing years in operation as well as trade show participation was related to a 3% decrease in likelihood to use online advertising. Business owners who perceived hiring competent employees as a barrier to business growth invested 19% less of their advertising budget in online channels, which may indicate a lack of human resources to advertise online. We also compared the industry results with data from a 2014 survey and found the amount invested in online advertising increased ≈3% to 5% between studies. The percentage in wholesale sales influenced the amount spent on online advertising in 2014 but not in 2019. Being a small firm in 2014 increased the amount spent on online advertising, but the effect was 14% lower in 2019. In 2014, firms located in the Pacific, Southcentral, and Southeast U.S. regions invested more in online advertising compared with other regions, but in 2019, the only geographic difference was that firms in the Great Plains spent less on online advertising. Despite their lower adoption rates, the increased expenditures on online advertising implies that smaller firms that implement online advertising receive value through that channel and are willing to allocate more resources to leverage its reach. Firms contemplating adopting and investing in online advertising should consider their resource availability and marketing goals related to reaching different customer groups through online advertising.
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Lam, Helen. "Social media dilemmas in the employment context." Employee Relations 38, no. 3 (April 4, 2016): 420–37. http://dx.doi.org/10.1108/er-04-2015-0072.
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Purpose – The purpose of this paper is to analyse social media issues that give rise to employment-related legal and ethical dilemmas, with reference made to recent case law development, and offer recommendations for employers and employees. Design/methodology/approach – Prior research, statistical trends, and case laws are reviewed. Findings – Employers using social media for employment decisions may risk crossing the lines of discrimination, infringement on personal privacy, and/or interference with employees’ concerted activities protected by US law. However, employers not using social media may face negligent hiring and damages for improper employee messages posted. For employees, while social media provides a connection tool, messages posted off-duty and thought to be “private” may still be used as evidence in support of disciplinary actions. Practical implications – Employers, employees, and their unions must be cognizant of the ethical and legal implications of using social media in the employment context, and the latest developments in the privacy rights, human rights, labour relations rights, and contractual rights. Concerns about power shift need to be addressed. Social implications – Social media growth has blurred the boundary between work and private lives. With employers able to monitor employees’ social media activities almost at all times, this has implications for the overall power and control. On the other hand, employees may find social media offering another voice channel that can also potentially increase their power to some extent. Originality/value – Social media is a fast developing area with new case laws emerging regarding its use in the employment context. The paper provides a systemic review of the issues and latest developments.
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Hanushek, Eric A., and Steven G. Rivkin. "The Quality and Distribution of Teachers under the No Child Left Behind Act." Journal of Economic Perspectives 24, no. 3 (August 1, 2010): 133–50. http://dx.doi.org/10.1257/jep.24.3.133.
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The main effects of No Child Left Behind on the quality of teaching are likely to come through two provisions of the act. First, NCLB establishes benchmarks based on test score pass rates that schools must meet in order to remain in good standing and avoid sanctions. Since teachers are central to student performance, this accountability component of NCLB is likely to have direct effects on both the demand for and supply of teachers and therefore on both the composition of the stock of public school teachers and the distribution of those teachers among schools. Second, NCLB explicitly requires districts to have “highly qualified” teachers, and the enunciation and enforcement of such a standard might have an additional effect on the composition of teachers. We will discuss three avenues by which these requirements might affect the quality of teachers. First, we will argue that the requirements for “highly qualified” teachers are unlikely to have had any perceptible effect on the performance of students. Second, the combination of quality requirements and the more-stringent testing environment could make teaching appear more costly and risky as a profession and thus alter the composition of new entrants, but at least so far, we find no evidence of such effects. Finally, the accountability provisions might change the dynamics of the labor market for teachers, including decisions about hiring and job separation. While not completely understood, this channel might be quite important, especially at low-performing schools where the stress of the accountability requirements is highest. We will provide new evidence from Texas on the relationship between school accountability ratings and teacher transitions both out of schools and out of grades three through eight, the grades subject to NCLB testing requirements. Finally, we offer some observations about potential policy implications and a future research agenda.
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Adhikari, Sudipta, and Kaushik Banerjee. "Role of Trade Union on Labour Administration on its Associate’s Performance in TNSTC, Kumbakonam Division–I." International Journal on Recent Trends in Business and Tourism 06, no. 03 (2022): 27–35. http://dx.doi.org/10.31674/ijrtbt.2022.v06i03.003.
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The existence of a recognized and strong trade union is vital for an industrial process to run smoothly. Act 651, also called the Labor Act 2003, was formed to help, and act as a guide to maintain a peaceful relationship between the employees and the management. It becomes important to acknowledge the major role the Union Activities have for an organization. These roles include maintaining harmony among employers and employees of an industry; negotiating or dealing with employees; serving as a director and guide for the employees for directing their concerns; and other similar roles. Decisions taken through a process of collective negotiation and bargaining between unions and the employer are highly influential. Trade unions, along with their important roles, are also helpful in maintaining an effective communication channel between the management and the workers. However, this study revealed the purpose of Job security, to protect from economic hazards, get respect from peers, express grievances through a trade union, get economic security, restrain management from acting, and gain more Bargaining Power is, a few reasons which compel a worker to join with the Trade Unions. The participation of all the employees in trade union activities can be motivated for the success of the trade union of the Corporation. The Union is involved in managing the working hours, holidays, or leaves, Managing the reshuffling or temporary transfers, Managing the dismissals or mandatory retirement, managing the collective agreement, Managing the labor hiring, Managing the employment, and staffing standards, Managing the bonus and wages, the standard for retirement allowance and annuity, Union manages the employee welfare. Hence the trade union has to take serious steps and bargain with the Corporation to ensure the job security of the employees. Hence the present study was aimed at analyzing the union activities on labour management on its member’s performance in Tamil Nadu State Transport Corporation Kumbakonam Division – I.
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D. G., Amusan, and Oyediran M. O. "Development of Efficient E-Recruitment System for University Staff in Nigeria." Circulation in Computer Science 1, no. 1 (May 24, 2016): 10–14. http://dx.doi.org/10.22632/ccs-2016-251-13.
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The development of e-recruitment system is web-based tool used in order to reduce communication gap between job seekers and employers. E-recruitment, also known as online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel. Most of the existing mode of recruitment (manual recruitment) takes much time in processing the application form, existing system will not automatically send feedback to all applicant whose meet up with the job requirement but with the help of the developed system there is reduction in time to process the application form and there is automatic feedback from the employer to the job seeker that meet up with requirement. The objective of this work is to developed an efficient e-recruitment system capable of managing all stages of the e- recruitment process, including multi-job posting, agency channel management and candidate filtering to identify the most relevant candidates. The development e-recruitment system employs 3-tier web architecture. The system consisted of design activities that produce system specifications satisfying the functional requirements that were developed in the system analysis process. A Unified Modeling Language (UML) was used to build a formal model of the university recruitment system. The Web-based University Recruitment System (WBURS) was designed to be user friendly and it is easy to navigate. A Macromedia dream wave was used in coding and developing website; SWISHmax was also used for creating graphics and animation in developing the website. Structured Query Language (SQL) was employed in creation of the database for the website and adoption of PHP (Hypertext Processor) was adopted to connect the website to a database. The performance of the developed system was evaluated by consulting three university staff and relevant information was collated through personal interviews and questionnaires was administered to the staff of those university, Human Resource Departments and other relevant professionals of these university.
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Damelang, Andreas, Sabine Ebensperger, and Felix Stumpf. "Foreign Credential Recognition and Immigrants’ Chances of Being Hired for Skilled Jobs—Evidence from a Survey Experiment Among Employers." Social Forces 99, no. 2 (January 8, 2020): 648–71. http://dx.doi.org/10.1093/sf/soz154.
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Abstract A large body of empirical research has demonstrated that foreign education is a major cause of ethnic disadvantages in the labor market. However, there are few insights into how these disadvantages of foreign training can be effectively countered. To improve skilled immigrants’ access to positions commensurate with their foreign qualifications, several countries have introduced policies to officially recognize foreign educational credentials. In this study, we examine the extent to which having recognized foreign credentials improves immigrants’ chances of being hired. To identify the causal effect of foreign credential recognition on immigrants’ chances of accessing adequate jobs, we focus on employers’ hiring decisions. Using vignettes, we simulate a hiring process and show randomized profiles of applicants to employers who then rate how likely they are to invite the applicants to a job interview. Our central finding is that having recognized foreign credentials considerably narrows but does not completely close the gap in the hiring chances between foreign- and native-trained applicants. Moreover, we find that the extent to which applicants benefit from foreign credential recognition varies with their occupational experience but not with the quality of the educational system in which they were trained. We conclude that whereas foreign credential recognition is a promising tool to highlight immigrants’ skill potential and reduce the disadvantages of the foreign-trained in the labor market, it hardly harmonizes the hiring chances of native- and foreign-trained applicants.
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Casella, Alessandra, and Nobuyuki Hanaki. "Information channels in labor markets: On the resilience of referral hiring." Journal of Economic Behavior & Organization 66, no. 3-4 (June 2008): 492–513. http://dx.doi.org/10.1016/j.jebo.2006.06.014.
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Svatiuk, Oksana, A. Zaharets, and Y. Sytnyk. "Digitization of managerial work of HR-manager." Management and Entrepreneurship in Ukraine: the stages of formation and problems of development 2022, no. 2 (December 27, 2022): 210–22. http://dx.doi.org/10.23939/smeu2022.02.210.
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The subject of the research is theoretical and methodological issues of digitalization of the process of work of an HR manager with personnel and justification of the possibility of investing in digitalization of the enterprise. The structure of private Austrian Investments LLC is described and the dynamics of its activity is analyzed. It is proved that the organizational level of the enterprise is a hierarchical structure of employees with a clear distinction between rights and obligations. This provides opportunities for professional and job development of personnel based on reasoned measurements of evaluating their work and individual characteristics. HR management covers the digitalization of the processes of planning, selection, training, evaluation, retraining and motivation of personnel. The authors conducted a study of the state of digitalization of the HR manager's work; analyzed the current state of information and digital provision of resources to the recruitment manager; developed recommendations for improving the digitalization of the HR manager’s work. Information support of the enterprise is characterized by an average level of digitalization. Theoretical and applied priorities for introducing new activity trends, namely aspects of digitalization of the HR manager’s work, are determined. The stages of the personnel strategy on digitalization issues and directions for implementing the chatbot project in the company’s Telegram channel are substantiated. The HR Manager fully ensures all processes of working with personnel, participates in solving managerial problems related to working with personnel at the enterprise. The HR strategy of digitalization in the enterprise is formed, organized and controlled by the HR manager in relation to personnel. The responsibilities of such a manager are: automated planning of HR processes and control of the number of employees; automation of HR functions for recruitment (recruitment and hiring), personnel career, rating using artificial intelligence in the enterprise management system; online training and staff adaptation; methods of integration of cloud services for the development and professional training of personnel, creation of coaching, corporate training system, certification; creating a database for the personnel Reserve; predictable people analytics on motivation and professional burnout, determining the effectiveness of staff work; introduction of augmented reality (VR) technology through talent acquisition and virtualization of corporate culture development through social networks. Practical significance lies in the development of directions and recommendations for improving the work of the HR manager on recruitment issues of the enterprise based on the personnel strategy of digitalization.
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Stumpf, Felix, Andreas Damelang, Martin Abraham, and Sabine Ebensperger. "How National Institutions Shape Skilled Immigrants’ Chances of Getting Hired: Evidence from Harmonised Factorial Surveys with Employers in Germany and England." KZfSS Kölner Zeitschrift für Soziologie und Sozialpsychologie 72, S1 (July 1, 2020): 351–73. http://dx.doi.org/10.1007/s11577-020-00682-3.
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Abstract This study provides novel insights into the institutional conditions under which skilled immigrants get hired for skilled jobs in different countries. We argue that immigrants’ hiring chances depend on the interplay between institutions in sending countries, which determine the type of education that immigrants bring, and institutions in receiving countries, which shape employers’ preferences for certain types of education. We develop a research design that considers this interplay and allows us to directly compare how education from sending countries with different institutional arrangements is rated by employers in two countries with widely divergent institutional contexts of reception, Germany and England. Using harmonised factorial surveys, we simulate hiring processes and evaluate the chances of German and English employers inviting foreign-educated immigrants to interviews for jobs commensurate with their education. The survey design makes it possible to experimentally vary the institutional settings in which immigrants acquired their education in the sending country, and isolate their effect on employers’ ratings. Our key finding is that immigrants from sending countries with highly standardised occupation-orientated education systems prevail in the hiring competition, irrespective of the education system in the receiving country.
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Antoninis, Manos. "The wage effects from the use of personal contacts as hiring channels." Journal of Economic Behavior & Organization 59, no. 1 (January 2006): 133–46. http://dx.doi.org/10.1016/j.jebo.2004.02.005.
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Baert, Stijn. "Facebook profile picture appearance affects recruiters’ first hiring decisions." New Media & Society 20, no. 3 (February 1, 2017): 1220–39. http://dx.doi.org/10.1177/1461444816687294.
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We investigate whether the publicly available information on Facebook about job applicants affects employers’ hiring decisions. To this end, we conduct a field experiment in which fictitious job applications are sent to real job openings in Belgium. The only characteristic in which these candidates differ is the unique Facebook profile that can be found online with their name. Candidates with the most beneficial Facebook picture obtain approximately 38% more job interview invitations compared to candidates with the least beneficial picture. In addition, we find suggestive evidence for a higher effect of Facebook profile picture appearance on hiring chances when candidates are highly educated and when recruiters are female.
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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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McCrostie, James. "The right stuff: hiring trends for tenured university positions in Japan." Language Teacher 34, no. 5 (September 1, 2010): 31. http://dx.doi.org/10.37546/jalttlt34.5-2.
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Despite the demographic crisis facing Japanese universities it remains possible, though increasingly difficult, to obtain a permanent teaching position. This article analyses three years worth of job ads to determine the qualifications necessary to increase one’s chances of securing a permanent, full-time position teaching English at a Japanese university.
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Rieucau, Geraldine. "Getting a low-paid job in French and UK supermarkets: from walk-in to online application?" Employee Relations 37, no. 1 (January 5, 2015): 141–56. http://dx.doi.org/10.1108/er-03-2014-0022.
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Purpose – The purpose of this paper is to compare the recruitment practices of the French and UK retail industry. It analyses the influence of specific business constraints, labour market institutions and employment patterns on recruitment practices. It devotes attention to incidences of the shift from classic to web-based hiring methods. Design/methodology/approach – The cases of two leading food retail chains are explored. This research draws on a mixed approach using semi-structured interviews, the analysis of online job-advertisement content and web sites. Findings – According to the literature, local and informal hiring channels (walk-in application, word-of-mouth, in-store adverts) are mainly used to fill low-paid vacancies in food retail chains. They are congruent with the key screening criteria as they allow face-to-face selection and provide candidates from the surrounding area. However, the food retail chains in this research have implemented a centralised and at-a-distance process which contrasts with the classic methods. Based on an “Internet-only scheme” and online testing, it is especially selective in the UK. Research limitations/implications – The number of semi-structured interviews is limited. Additional investigations are needed to evaluate whether the at-a-distance processes are isolated or whether they reflect growing practices. Practical implications – Retail food employers have to maintain a diversity of local hiring channels and not to indiscriminately embrace the at-a-distance scheme, which is not adapted to evaluate the key requirements. Social implications – A centralised and at-a-distance recruitment process decreases unfair face-to-face discrimination in selection but at the same time introduces indirect discrimination. This process may be interpreted as a way to target students; there is a risk that it exacerbates inequalities in low-wage labour markets. Originality/value – The topic is poorly explored. There is a need to understand web-based recruitment.
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Nadai, Eva, and Robin Hübscher. "“The First One to Pick up the Phone”: Forms of Recruitment for Low-Skilled Jobs." Swiss Journal of Sociology 48, no. 2 (July 1, 2022): 335–52. http://dx.doi.org/10.2478/sjs-2022-0017.
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Abstract Based on a qualitative study on the employability of workers without vocational qualification in five different industries, this article examines hiring practices in the labour market segment of low-skilled jobs from a sociology of conventions perspective. In the absence of educational signals, employers use personal networks and trial workdays to reduce the uncertainty regarding the quality of job applicants. However, professional and technical intermediaries become more important, thus leading to the formalization of recruitment channels and valorisation.
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Adeosun, Oluyemi Theophilus, and Adeku Salihu OHIANI. "Attracting and recruiting quality talent: firm perspectives." Rajagiri Management Journal 14, no. 2 (July 17, 2020): 107–20. http://dx.doi.org/10.1108/ramj-05-2020-0016.
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Purpose Understanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. Firm’s recruitment strategies have an impact on the sorting patterns in the labour market which remains undetermined. This paper aims to explore the drivers of attracting and recruiting quality talents. Also, the role of policies including the national labour laws, industry norms and localised firm policies have on hiring practices and drivers in a developing country. Design/methodology/approach This study is underpinned by network theory, equity theory, social exchange theory and resource-based theory. The authors leveraged on a mixed methodology that is a structured questionnaire administered to 200 firm representatives in Lagos and interviews with key informants from the demand side for labour. Findings The study revealed that firms can leverage on salary, brand name, referral, job security as core factors in attracting and recruiting quality talents. Also, digitisation is a key strategy leveraged on attracting and recruiting quality talents. Techniques such as the use of social media, traditional media, online interviews, physical interviews have proven to help in selecting quality talents. Originality/value Specifically, the paper throws light on how firms use different recruitment channels for hiring workers, and how the use of these channels affects the quality of matches. Furthermore, the role of social networks, wages and benefits for firm recruitment and matching efficiency was well highlighted.
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Lee, Alexander. "Does Affirmative Action Work? Evaluating India’s Quota System." Comparative Political Studies 54, no. 9 (February 10, 2021): 1534–64. http://dx.doi.org/10.1177/0010414021989755.
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This paper examines two common critiques of ethnic quota policies in government hiring and education: that they do not benefit the target group, and that any benefits are unevenly distributed within the target group. It focuses on the effects of educational and hiring quotas for Other Backward Class (OBC) castes in India, using difference-in-difference and triple difference designs that take advantage of the gradual introduction of these quotas. The results provide little support for these critiques: affirmative action is associated with small increases in educational attainment and government employment among eligible age cohorts, though the increases in government employment may be a result of other social and political trends. These benefits extend even to poorer OBCs (though not the very poorest), and increase the chances of social contact between uneducated OBCs and government officials.
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Mamgain, Rajendra P. "New Forms of Recruitment Processes and Discrimination in Urban Labour Market in India." Journal of Social Inclusion Studies 4, no. 1 (June 2018): 131–50. http://dx.doi.org/10.1177/2394481118775180.
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The penetration of information and communications technology (ICT) and financial services have led to significant changes in the nature of employment opportunities as well as hiring practices by employers in the Indian labour market. Both employers and jobseekers are increasingly using information technology (IT) in their searches in the labour market. However, social networks continue to play major role in job information and hiring decisions. In such changing milieu, access to information to jobseekers has become rather limited, thereby reducing job opportunities for those people or groups of people who do not have access to such sources of information and networks. The prevailing prejudices about the abilities of certain group of job applicants such as Scheduled Castes/Scheduled Tribes (SCs/STs) and Muslims, and overemphasis on meritocracy by employers also limit their chances of being selected, particularly in private industry.
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Fu, Yan, Juan Feng, and Qiang Ye. "Skill Spanning in the Online Labor Market: A Double-Edged Sword?" Journal of the Association for Information Systems 23, no. 3 (2022): 750–78. http://dx.doi.org/10.17705/1jais.00739.
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Freelancers in online labor markets often display many skills in their profiles to increase their chances of being hired. However, such behavior may lead to the skills they display straddling multiple categories, that is, “skill spanning.” In this paper, we extend the concept of category spanning into online labor markets in the form of skill spanning and empirically examine (1) how freelancers’ skill spanning affects employers’ hiring decisions for two different types of jobs (low- and high-skill jobs, respectively), and (2) how freelancers’ skill matching moderates the effects of skill spanning on employers’ hiring decisions. Based on a unique dataset of 12,428 high-skill jobs and 19,875 low-skill jobs on a leading online labor platform, we find that freelancers’ skill spanning has different impacts on employers’ hiring decisions for these two job types. Specifically, for high-skill jobs, freelancers’ skill spanning reduces their likelihood of winning contracts; however, for low-skill jobs, freelancers’ skill spanning and their probabilities of winning contracts demonstrate an inverse U-shape relationship. Furthermore, freelancers’ skill matching can moderate the negative effects of skill spanning for high-skill jobs but not for low-skill jobs. Our findings provide guidelines for different stakeholders in online labor markets, including freelancers and platform owners.
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Rogers, Martha, and Richard W. Buchanan. "Creating the Marketing‐Receptive Environment: Overcoming the Two‐Year Hatchet Limit for a Firm’s First Marketing Director." Journal of Consumer Marketing 7, no. 1 (January 1, 1990): 41–49. http://dx.doi.org/10.1108/eum0000000002568.
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Discusses the reasons for the high number of failures of first marketing directors within organizations. Analyses the problems involved in hiring first‐time marketing directors and offers solutions that increase both the chances of survival of the marketing director, and the firm′s marketing effort. Concludes that survival depends on the creation of a marketing‐receptive environment through training, recruitment, management structure, and well‐defined marketing expectations.
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Di Stasio, Valentina, and Edvard N. Larsen. "The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets." Social Psychology Quarterly 83, no. 3 (July 3, 2020): 229–50. http://dx.doi.org/10.1177/0190272520902994.
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We draw on a field experiment conducted in five European countries to analyze hiring discrimination on the basis of gender and race. We adopt an intersectional perspective and relate existing theories on gender and racial discrimination to recent work on the gendered stereotype content of different races. We find that employers prefer hiring white women over men for female-typed jobs. By contrast, women of color do not have any advantage over men of the same race. Moreover, black and Middle Eastern men encounter the strongest racial discrimination in male-typed jobs, where it is possible that their stereotyped masculinity, made salient by the occupational context, is perceived as threatening. Overall, we argue that the employment chances of applicants of different gender and racial backgrounds are highly dependent on their perceived congruence (or lack thereof) with the feminine or masculine traits of the job they apply to.
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Dutra, Renata Queiroz, and Vitor Araújo Filgueiras. "The so-called outsourcing (subcontracting) question and its regulation." Revista Direito e Práxis 11, no. 4 (December 2020): 2543–71. http://dx.doi.org/10.1590/2179-8966/2020/50086.
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Abstract Although outsourcing (or subcontracting) has been subject of great controversy, there is predominant consensus over the concept that defines it. The aim of this paper is to discuss this consensus and point out its contradictions, indicating that the casualization of labour related to outsourcing is not a contingency, but corollary of the nature of this way of hiring workers, which tends to reduce the chances of limiting labour exploitation.
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Ravi Sankar, M., and Dr K. V. Satyanarayana. "Ergodic sum rate of transmitting antenna selection in non-orthogonal multiple access for modern systems." International Journal of Engineering & Technology 7, no. 3.29 (August 24, 2018): 61. http://dx.doi.org/10.14419/ijet.v7i3.29.18462.
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Wireless systems hiring multiple antennas at the transmitter side used for the transmission of the high capacity information through the channels making the system more complex and costlier. To overcome these problems, the multiple antennas at the transmitter side must be reduced and the performance should retained with reduced antennas as earlier. This can be achieved by using the algorithm Transmitting Antenna Selection (TAS) which is carried out by considering the transmission of the information through the channels using the Non-Orthogonal Multiple Access (NOMA). The NOMA algorithm is used to provide the high throughput using the heterogeneous demands in which there is no interference between the transmitted signals from the multiple antennas equipped in a single base station. TAS-NOMA algorithm is proposed in this paper for selecting the best transmitting antenna out of multiple antennas equipped in the base station by using the Ergodic sum rate which is measured at the transmitter side considering the average of the channels capacity.
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KARPINSKA, KASIA, KÈNE HENKENS, and JOOP SCHIPPERS. "The recruitment of early retirees: a vignette study of the factors that affect managers' decisions." Ageing and Society 31, no. 4 (December 3, 2010): 570–89. http://dx.doi.org/10.1017/s0144686x10001078.
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ABSTRACTRetirement is characterised as a dynamic process that has several different outcomes, from early retirement to re-entry to the labour force. Recent studies of the Dutch population show that a substantial number of early retirees re-enter the workforce after early retirement, but others do not succeed even though they want to return to paid work. An often-named reason for their failures is bias in the selection process. This raises the questions as to what restrictions do early retirees face in the labour market and what are the characteristics that enhance or limit their hiring chances? The aim of this study was to identify the individual and organisational characteristics that influence managers' hiring decisions, and for the purpose a vignette study among Dutch managers and business students was conducted. Profiles of hypothetical early retirees were presented to the respondents who were then asked to make decisions whether of not to employ the individual. The results show that hiring early retirees is of low priority to both managers and students, and depends to a large extent on organisational factors (such as personnel shortages) and the age of the retiree. The findings suggest that despite equal opportunities policies, age discrimination is still present on the Dutch labour market and that managers generally hinder the re-employment of workers approaching the retirement age.
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Guo, Yiyou. "Are We under the Influence of What This Study See: The Power of Body Tattoos in a Job Interview." BCP Social Sciences & Humanities 16 (March 26, 2022): 306–16. http://dx.doi.org/10.54691/bcpssh.v16i.477.
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Fair treatment of employees is an important ethical question. With the increasing number of tattooed workers in the workplace and on the job market, their work experience and the treatment they receive deserve more attention. To date, however, very few studies have focused on such a niche group of employees. The intention of this study was to offer insights on the experience of tattooed individuals in job interviews. Using an experimental design, this study examined the influence of visible tattoos on hiring decisions and interviewers’ evaluations. Participants (N=233) were recruited online, in China, and they were assigned to one of four experimental conditions: tattoo vs. no tattoo job applicant and entry-level vs. managerial positions. The results show that applicants with visible tattoos had decreased chances of being hired. Interviewers in the study were also more likely to perceive the virtual job candidate with tattoos as less competent, especially when hiring at the management-level position. These results serve to raise awareness around biases and stereotypes experienced by tattooed individuals seeking employment.
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Gërxhani, Klarita, and Ferry Koster. "Making the right move. Investigating employers’ recruitment strategies." Personnel Review 44, no. 5 (August 3, 2015): 781–800. http://dx.doi.org/10.1108/pr-12-2013-0229.
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Purpose – The purpose of this paper is to investigate employers’ recruitment strategies to address distinct job-related agency problems before establishing an employment relationship. Insights from agency theory and the social embeddedness perspective are combined to hypothesize whether and why employers adapt their recruitment strategies to the job type (differing in level of discretion) for which they are externally hiring. Design/methodology/approach – The hypotheses are empirically tested using data from a survey of 288 Dutch employers. Questions were asked about the two types of jobs. Multi-level logistic regression analysis is applied to investigate the effect of social context on the choice of recruitment strategy. In addition to that, separate analyses are conducted for the two job types, using logistic regression analysis. Findings – As predicted, employers have the tendency to use informal recruitment channels more often for jobs with high degree of discretion (i.e. managerial, professional, and specialists jobs (MPS)) than for jobs with low degree of discretion (i.e. administrative and supporting jobs). In addition, the type of information transmitted through employers’ social contacts matters for their recruitment strategies. In particular, the reliable and trustworthy information from contacts with friends and family is more important for MPS jobs. This seems to be the way employers deal with the high agency costs characterizing this type of jobs. Originality/value – This study extends prior research as follows. First, while earlier studies more closely looked at why organizations use formal or informal recruitment, this study specifically focusses on the role the job type plays in the hiring process. Second, it provides an extension of agency theory by including job type in the analyses. And, third, the study examines how the networks of employers, rather than employees, affect the hiring process.
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Maurer-Fazio, Margaret, and Sili Wang. "Does marital status affect how firms interpret job applicants’ un/employment histories?" International Journal of Manpower 39, no. 4 (July 2, 2018): 567–80. http://dx.doi.org/10.1108/ijm-09-2017-0251.
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Purpose The purpose of this paper is to explore whether single and married female job candidates’ un/employment histories differentially affect their chances of obtaining interviews through China’s internet job boards, and to consider whether firms’ discrimination against, and/or preference for, candidates who are un/employed vary with the duration of unemployment spells. Design/methodology/approach Resumes of fictitious applicants are carefully crafted in terms of realistic work histories and educational backgrounds. Candidates’ experiences of unemployment and the revelation of their marital status are controlled. Over 7,000 applications are submitted to real job postings. Callbacks are carefully tracked and recorded. Linear probability models are employed to assess the roles of particular characteristics. Findings The marital status of female candidates affects how recruiters screen their applications. While current spells of unemployment, whether short or long term, significantly reduce married women’s chances of obtaining job interviews in the Chinese context, they strongly increase the likelihood that single women will be invited for interviews. Chinese firms appear to “forgive” long-term gaps in women’s employment histories as long as those gaps are followed by subsequent employment. Originality/value This paper is the first to explore how marital status affects the ways that firms, when hiring, interpret spells of unemployment in candidates’ work histories. It is also the first to explore the effects of both marital status and unemployment spells in hiring in the context of China’s dynamic internet job board labor market.
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Kübler, Dorothea, Robert Stüber, and Julia Schmid. "Take Your Time to Grow: A Field Experiment on the Hiring of Youths." German Economic Review 20, no. 4 (December 1, 2019): e706-e729. http://dx.doi.org/10.1111/geer.12188.
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AbstractWe investigate the effect of spells of no formal employment of young Germans on their chances of entering the labor market through an apprenticeship. We also study whether the potential negative effects of such spells can be mitigated by publicly provided training measures. In a field experiment, the fictitious applications of three young women were sent to firms advertising apprenticeships for the position of office manager. One application was from a fresh school-leaver and two from applicants who had been out of school for two years, where one of them had participated in a training measure. We find that applicants who have been out of school for two years and have participated in the training are more successful than older applicants without additional training. We do not find a significant difference between older applicants with or without training and fresh school leavers. Our findings show that training measures increase the attractiveness of applicants and that the potential stigma of spells of no formal employment after school are compensated by informal work experience or age or a combination of both.
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Waldinger, Roger. "Black/Immigrant Competition Re-Assessed: New Evidence from Los Angeles." Sociological Perspectives 40, no. 3 (September 1997): 365–86. http://dx.doi.org/10.2307/1389448.
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This paper reports on a survey of employers to assess the impact of immigration and employer practices on black employment chances in Los Angeles. We observe a process of cumulative causation in which a set of mutually reinforcing changes raise barriers to the hiring of blacks. Network hiring seems to have a dual function, bringing immigrant communities into the workplace, while at the same time detaching vacancies from the open market, thus diminishing opportunities for blacks. Employers also perceive immigrants as far more desirable employees than blacks, in part, because they expect that immigrants will be the more productive workers, in part, because they also see immigrants as more tractable labor. Any managerial propensity to favor immigrants is likely to be reinforced by the attitudes of the predominantly Latino workforce, as inserting a black worker in a predominantly Latino crew is not a technique for increasing productivity, given the hostility between the two groups. And African-Americans seem to play their own role in this process, apparently opting out of the low-level labor market in response to rising expectations, on the one hand, and the anticipation of employment difficulties on the other.
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Maurer-Fazio, Margaret, and Lei Lei. "“As rare as a panda”." International Journal of Manpower 36, no. 1 (April 7, 2015): 68–85. http://dx.doi.org/10.1108/ijm-12-2014-0258.
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Purpose – The purpose of this paper is to explore how both gender and facial attractiveness affect job candidates’ chances of obtaining interviews in China’s dynamic internet job board labor market. It examines how discrimination based on these attributes varies over occupation, location, and firms’ ownership type and size. Design/methodology/approach – The authors carry out a resume audit (correspondence) study. Resumes of fictitious applicants are first carefully crafted to make candidates appear equally productive in terms of their work histories and educational backgrounds. The authors control gender and facial attractiveness. The authors establish the facial attractiveness of candidate photos via an online survey. In total, 24,192 applications are submitted to 12,096 job postings across four occupations in six Chinese cities. Callbacks are carefully tracked and recorded. Discrimination is estimated by calculating the differences in the rates of callbacks for interviews received by individuals whose applications vary only in terms of facial attractiveness and gender. The authors reuse the same resumes repeatedly through this project such that names and photos of each of the candidates: attractive man, attractive woman, unattractive man, and unattractive woman is attached to each resume hundreds of times for each occupation in each city. Findings – The authors find sizable differences in the interview callback rates of attractive and unattractive job candidates. Job candidates with unattractive faces need to put in 33 percent more applications than their attractive counterparts to obtain the same number of interview callbacks. Women are preferred to men in three of the four occupations. Women, on average need put in only 91 percent as many applications as men to obtain the same number of interview callbacks. Research limitations/implications – The analysis of this paper focusses on only four different occupations. Its scope is also limited to exploring only the first part of the hiring process – obtaining a job interview. Furthermore, its fictitious applicants are all young people, approximately 25 years old. It would be useful to explore how gender and facial attractiveness affect candidates’ chances of landing a job after getting an interview. Originality/value – This paper contributes to and expands the literature on hiring through China’s internet job boards. It also contributes to the literature on the role of facial attractiveness in hiring.
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Yi, Candy So Suk, Eric Yung, Christopher Fong, and Shilpi Tripathi. "Benefits and Use of Blockchain Technology to Human Resources Management: A Critical Review." International Journal of Human Resource Studies 10, no. 2 (April 29, 2020): 131. http://dx.doi.org/10.5296/ijhrs.v10i2.16932.
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Globalization brings advantages to worldwide awareness and cross-border technology dissemination in two respects to enable nations to readily access foreign expertise and enhance international competition from the increase of emerging market companies, as well as innovation and the introduction of foreign innovations (Aslam et al., 2018). Human Resources (HR) nowadays generally faces various difficulties in the world internet era and spends a lot of time connecting, screening, and verifying the resume of applicants, conducting credentials verifications, and checking backgrounds to reduce the likelihood of poor recruitment. For example, recruiters connect the profile of candidates from different channels such as direct application, recruitment agency, and social media; and hiring resume verifications is therefore a bottleneck. Hong Kong's telecommunications industry is totally privately-owned and faces no restriction on foreign investment, and it is also open for competition. Use of blockchain in the twenty-first for the period from 2004 to 2014, an instance of international expertise and technology will increase innovation ability and labour productivity development. Experts say that obtaining verification of credentials using blockchain can reduce costs and delays, increase confidence and increase hiring automation (Han, 2017). Background checks on shortlisted candidates / applicants’ lies are used to find increasing numbers of companies on their profiles to get job opportunities (Wood et al., 2007 cited in Brody, Richard G, 2010).
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Vajjhala, Gopal Venkata, and K. S. Venu Gopal Rao. "Insider versus outsider – who is better? The case of Zyne furnishings." Emerald Emerging Markets Case Studies 11, no. 4 (December 9, 2021): 1–19. http://dx.doi.org/10.1108/eemcs-06-2020-0184.
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Case overview/synopsis Zyne is a mid-sized Delhi-based firm engaged in the home linen business under the company’s brand name. Raman was the Managing Director of Zyne. In 2019, Prashanth the head of the second-best region (West) quit abruptly without grooming a successor. Prashanth’s team consisted of greenhorn executives whom he recruited from colleges. Raman has options of selecting a replacement for Prashanth from within the organization. Two candidates are in the reckoning, namely, Amit and Neha. Amit was 48 years old, a veteran in the business and associated with the Zyne group for over 15 years. He was a top sales performer in the Central region and was interested in relocating to the West. Twenty-seven-year-old Neha was industrious, talented and creative. Within three years of joining Zyne, she had proven herself as a go-getter with remarkable ability to develop strong channel partner relations. Raman had to decide whom to select from among the two or go for an outsider from the industry. Raman has to contend with selection issues related to insider vs an outsider. If one of the internal candidates is chosen how could he motivate the other to continue to perform and deliver? The case focuses on the challenges of recruitment of a Sales Manager (SM) in a small home furnishing business. Use of competency framing to validate the candidates is the high point of the case Learning objectives By the end of case discussion participants should be able to understand the following: differentiate skills required in a sales leadership role as compared to that of a sales executive; evaluate the pros and cons of internal promotions versus hiring an outsider; apply the concept of competency framework to evaluate different candidates vying for the same position; and understand how a candidate not selected for the position understands the reasons thereof to enable improvements. Complexity academic level Started in 2010, Zyne Furnishings headquartered at Delhi, was in the business of selling home furnishings. Raman, a second-generation entrepreneur was Zyne’s Managing Partner. With help from his father Rajesh Gupta, Raman worked toward expanding Zyne’s business operations in India. Raman was facing a challenge because of the abrupt resignation of Prashanth, the Western Region SM. Prashant had done well in the region and assiduously built Zyne brand’s presence there. As Raman pondered over the ways of filling up the SM position, questions confronted him for which he did not have immediate answers. He had 30 days in which a replacement must be finalized. Raman looked at the file containing the applications of the two internal candidates, namely, Amit (Southern region) and Neha (Western region) who had applied for the position. What evaluation process should he adopt to ensure an objective assessment is done before deciding on which of the two candidates fit the bill? Given that it was the first week of January 2020 and the year-end targets had to be met by March, Raman knew time was running out. He had to take a quick call. Use of competency mapping to evaluate candidates is a high point of the case. This case can be used to enhance the participants understanding of the challenges of identifying the right candidate for a senior position and weigh the pros and cons associated with the selection. Motivating the rejected internal candidate through the procedural justice system adds value to the case. Supplementary materials Teaching notes are available for educators only. Subject code CSS 8: Marketing.
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Hou, Yifan, Xun Geng, Shuai Xing, Yonghe Tang, and Qing Xu. "RADIOMETRIC CALIBRATION OF MARS HiRISE HIGH RESOLUTION IMAGERY BASED ON FPGA." ISPRS - International Archives of the Photogrammetry, Remote Sensing and Spatial Information Sciences XLI-B4 (June 13, 2016): 405–9. http://dx.doi.org/10.5194/isprs-archives-xli-b4-405-2016.
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Due to the large data amount of HiRISE imagery, traditional radiometric calibration method is not able to meet the fast processing requirements. To solve this problem, a radiometric calibration system of HiRISE imagery based on field program gate array (FPGA) is designed. The montage gap between two channels caused by gray inconsistency is removed through histogram matching. The calibration system is composed of FPGA and DSP, which makes full use of the parallel processing ability of FPGA and fast computation as well as flexible control characteristic of DSP. Experimental results show that the designed system consumes less hardware resources and the real-time processing ability of radiometric calibration of HiRISE imagery is improved.
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Hou, Yifan, Xun Geng, Shuai Xing, Yonghe Tang, and Qing Xu. "RADIOMETRIC CALIBRATION OF MARS HiRISE HIGH RESOLUTION IMAGERY BASED ON FPGA." ISPRS - International Archives of the Photogrammetry, Remote Sensing and Spatial Information Sciences XLI-B4 (June 13, 2016): 405–9. http://dx.doi.org/10.5194/isprsarchives-xli-b4-405-2016.
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Due to the large data amount of HiRISE imagery, traditional radiometric calibration method is not able to meet the fast processing requirements. To solve this problem, a radiometric calibration system of HiRISE imagery based on field program gate array (FPGA) is designed. The montage gap between two channels caused by gray inconsistency is removed through histogram matching. The calibration system is composed of FPGA and DSP, which makes full use of the parallel processing ability of FPGA and fast computation as well as flexible control characteristic of DSP. Experimental results show that the designed system consumes less hardware resources and the real-time processing ability of radiometric calibration of HiRISE imagery is improved.
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Shamim, Farkhanda, Nobuyoshi Yamori, and Shahid Anjum. "Clicks business of deposit-taking institutions: an efficiency analysis." Journal of Economic Studies 44, no. 6 (November 13, 2017): 911–30. http://dx.doi.org/10.1108/jes-01-2017-0003.
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Purpose The purpose of this paper is to empirically examine the direct and indirect effects of automated teller machines (ATMs) on the performance and scope economies of the Japanese financial institutions. Design/methodology/approach Stochastic frontier approach is adopted to estimate banks’ cost and profit efficiency indices and to examine the relationship between inefficiency scores and the number of ATMs. Findings The study concludes that the banks not only minimize costs and save money by using ATMs, but also spend the saved funds on hiring highly skilled staff to introduce a better product mix which allows the banks to observe scope economies. Originality/value The findings suggest that although branches would remain a crucial interaction point for relationship banking, but given their high fixed cost, shifting routine banking transactions from the branch to low-cost electronic channels can significantly reduce costs and enhance efficiency of the financial institutions.
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Nohel, František, Daniela Spěšná, and Pavel Pospěch. "Regional markets with agricultural workforce based on Labour offices' data." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 59, no. 4 (2011): 177–86. http://dx.doi.org/10.11118/actaun201159040177.
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The changes in Czech agriculture over the past twenty years have had their impact on the agricultural labour market, too. The regional differentiation of the chances of applicants on the labour market as well as the agricultural enterprises’ chances of hiring employees fitting their requirements, are, among others, influenced by the specific conditions of agricultural production. The aim of this paper pertains to two basic problem areas: first, the differentiation of respective regions based on the number of agricultural applicants and job vacancies, and second, the identification of disequilibrium on the agricultural labour market. The latter is based on a theoretical framework defined by approaches in economy dealing with labour market equilibrium. Due to the unavailability of economic data (including wages, economic performance, etc.) on the regional level, authors develop their own methodological approach, based on the number of applicants per job vacancy. A database of applicants and vacancies available from the Labour Offices is used as a source for the analysis and interpretation of data, enabling us to study the agricultural labour market not only sector-wise but also region-wise.
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Franzosa, Emily, Wingyun Mak, Orah Burack, Kenneth Boockvar, and Joann Reinhardt. "It Was Trial by Fire: Recommendations for Building a Stronger Nursing Home Workforce After COVID-19." Innovation in Aging 5, Supplement_1 (December 1, 2021): 247–48. http://dx.doi.org/10.1093/geroni/igab046.958.
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Abstract The COVID-19 crisis showed the urgent need for a unified, well-supported nursing home workforce. The objective of this qualitative study was to examine the lived experience of certified nursing assistants (CNAs) and administrators during COVID-19 to identify best practices moving forward. Six administrator interviews and 10 remote focus groups with CNAs at 5 nursing homes (N=56) were examined through directed content analysis. Based on priorities identified by CNAs and administrators, the following practices may be most impactful: 1) ongoing and responsive staff training; 2) transparent, direct, and two-way communication channels; 3) prioritizing hiring permanent staff to avoid shortages and reliance on agency staff; 4) building collaborative staff-management relationships; 5) providing flexible job benefits; 6) providing staff-centered emotional support resources; and 7) appraising COVID-19 innovations. Our results suggest that rather than returning to “business as usual,” nursing homes can draw on these lessons to build a more sustainable workforce and industry.
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El-Sayed, Ali M. "Varieties of Today’s English." ITL - International Journal of Applied Linguistics 76 (January 1, 1987): 63–86. http://dx.doi.org/10.1075/itl.76.04els.
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Today’s English refers to a state or states of the English language as used by its speakers. There are many varieties of English spoken throughout the world. Today’s English is a term that does not describe a single regional or national variety of English, but a language that extends beyond the national borders of native speakers to include second and foreign language speakers. Recent research focuses on the state of the language, the diversity of its users, the contexts of its use, and the effects on the communities using it. It has been the practice of those in authority in the Ministries of Education and universities in the Arab World in general and the Arabian Gulf in particular to hire many native speakers of English to teach English in schools and universities. The assumption was that natives with native speakers’ accent are more effective teachers than teachers of English whose native language is Arabic. Why should an Arab student learn, for instance RP and not any other variety? The writer advocates the practice of hiring a greater percentage of Arabic speaking teachers to teach English in Arab schools and universities. Hiring a particular native speaker of English to teach English to Arab students forces those students to listen and be exposed to a particular variety instead of an international variety that is intelligible and international enough to be accepted by every one. Besides, listening and speaking to a Britisher more an American are not of great importance to Arab students. What is more important are the two skills of reading and writing since they are the only two channels through which western science and technology could be transferred to Arabs. Because of the nature of Arab students’ motivation, the writer advocates the use of more suitable cultural materials.
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Leite, Marco, António J. Baptista, and António M. R. Ribeiro. "A trap of optimizing skills use when allocating human resources to a multiple projects environment." Team Performance Management: An International Journal 23, no. 3/4 (June 13, 2017): 110–23. http://dx.doi.org/10.1108/tpm-04-2016-0013.
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Purpose The purpose of this paper is to highlight possible hidden risks when allocating multi-skilled human resources to teams working in a multi-project environment. Are allocation strategies maximizing the use of skills for each project, the only way to improve the chances of all projects being successful? What are the risks in this strategy? What are the available alternatives? Design/methodology/approach Simulation was used for different allocation strategies to evaluate, using two different metrics, the staffing of human resources in different projects. Three categories of companies were studied, and for each typology, virtual companies were created and several scenarios of collaborators, projects and tasks were simulated to evaluate the staffing process. Findings It is shown that for different simulations, different allocation strategies and metrics are possible for evaluation and that there is no golden rule of staffing in organizations with multiple projects and with multiple skills collaborators. The staffing is very much dependent on the context of the company. Practical implications The numerical method provides general managers with a useful tool to enable a better distribution of staff collaborators in teams handling multiple projects that require multi-skilled human resources. This method can also be used to evaluate training needs and hiring strategies, as it presents an overview of all human resources skills and motivations. Originality/value For academics, the methodology developed enables the study of characteristics of human resources, skills and motivations, which are interesting for team formation. To practitioners, the numerical method is a practical tool for staffing in multiple skills and multiple projects. This tool can also diagnose each company situation regarding current collaborators’ skills and motivations, serving as a tool for training and for hiring.