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Relevant bibliographies by topics / Recruiters

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Books
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Academic literature on the topic 'Recruiters'

Author: Grafiati

Published: 4 June 2021

Last updated: 6 February 2022

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Journal articles on the topic "Recruiters"

1

Katz, Barbara. "Recruiters." Emergency Medicine News 29, no. 7 (July 2007): 45. http://dx.doi.org/10.1097/01.eem.0000285248.03479.e2.

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John, Joby, and Mark Needel. "Entry-Level Marketing Research Recruits: What do Recruiters Need?" Journal of Marketing Education 11, no. 1 (April 1989): 68–73. http://dx.doi.org/10.1177/027347538901100113.

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Brown, J. Lesley, Ming-an Sun, and Judith A. Kassis. "Global changes of H3K27me3 domains and Polycomb group protein distribution in the absence of recruiters Spps or Pho." Proceedings of the National Academy of Sciences 115, no. 8 (February 5, 2018): E1839—E1848. http://dx.doi.org/10.1073/pnas.1716299115.

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Polycomb group (PcG) proteins maintain the silenced state of key developmental genes in animals, but how these proteins are recruited to specific regions of the genome is still poorly understood. In Drosophila, PcG proteins are recruited to Polycomb response elements (PREs) that include combinations of sites for sequence specific DNA binding “PcG recruiters,” including Pho, Cg, and Spps. To understand their roles in PcG recruitment, we compared Pho-, Cg-, and Spps-binding sites against H3K27me3 and key PcG proteins by ChIP-seq in wild-type and mutant third instar larvae. H3K27me3 in canonical Polycomb domains is decreased after the reduction of any recruiter. Reduction of Spps and Pho, but not Cg, causes the redistribution of H3K27me3 to heterochromatin. Regions with dramatically depleted H3K27me3 after Spps knockout are usually accompanied by decreased Pho binding, suggesting their cooperative binding. PcG recruiters, the PRC2 component E(z), and the PRC1 components Psc and Ph cobind thousands of active genes outside of H3K27me3 domains. This study demonstrates the importance of distinct PcG recruiters for the establishment of unique Polycomb domains. Different PcG recruiters can act both cooperatively and independently at specific PcG target genes, highlighting the complexity and diversity of PcG recruitment mechanisms.

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Hegghammer, Thomas. "The recruiter’s dilemma." Journal of Peace Research 50, no. 1 (January 2013): 3–16. http://dx.doi.org/10.1177/0022343312452287.

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How do terrorists recruit? We know much about the profiles and pathways of recruits, but little about the strategies and tactics of recruiters. Such procedures matter because they help determine who joins. I highlight a key determinant of recruiter tactics, namely, the tension between personnel needs and infiltration risks. Drawing on signalling theory, I present an analytical framework that conceptualizes recruitment as a trust game between recruiter and recruit. I argue that the central logic shaping recruiter tactics is the search for cost-discriminating signs of trustworthiness. Due to the context-specificity of signal costs and the room for tactical innovation, optimal recruitment tactics vary in space and time, but the underlying logic is the same for most groups facing a high threat of infiltration. I apply the framework to an al-Qaeda recruitment campaign in early 2000s Saudi Arabia, where it helps explain tactical preferences (why recruiters favoured some recruitment arenas over others) and differential network activation (why recruiters preferred war veterans over radical candidates from other networks). The trust dilemma also accounts for unexpected recruiter choices, such as their reluctance to solicit on the Internet and in mosques, and their preference for recruits who knew poetry or wept during prayer. Thus the signalling framework does not challenge, but provides a useful micro-level complement to, existing theories of recruitment.

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Harper, Kimberly. "Recruiters' New Role." American Journal of Nursing 95, no. 12 (December 1995): 17. http://dx.doi.org/10.2307/3471292.

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Jackson, Michael. "Recruiters & Industry." Nature 428, no. 6981 (March 25, 2004): 450. http://dx.doi.org/10.1038/nj6981-450b.

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Laporte, Ronald. "Recruiters & Academia." Nature 428, no. 6985 (April 2004): 876. http://dx.doi.org/10.1038/nj6985-876b.

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Rodriguez, Joe. "Recruiters & industry." Nature 429, no. 6990 (May 2004): 486. http://dx.doi.org/10.1038/nj6990-486b.

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Gimalac, Anne. "Recruiters & Industry." Nature 430, no. 6996 (July 2004): 276. http://dx.doi.org/10.1038/nj6996-276b.

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Rousselle, Tristan. "Recruiters & Industry." Nature 430, no. 6998 (July 2004): 488. http://dx.doi.org/10.1038/nj6998-488b.

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Dissertations / Theses on the topic "Recruiters"

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Emerson, Ellen H. "Navy recruiter incentives and motivation : a survey of enlisted recruiters." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA389647.

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Coronado, Christine A. "An analysis of the effectiveness of the U.S. Army Recruiter incentive program to motivate recruiters : a survey of Enlisted Recruiters." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA370712.

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Stadig, Martin, Emelie Lindwall, and Johanna Gustafsson. "EMPLOYEE-RECRUITER MATCHING : A quantitative study about students’ perceptions and recruiters’ wants." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-26170.

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Recruiters are hiring people with the right set of skills and attributes in order to fit the demands of the company. Simultaneously, students who decide to invest in a university education are most likely doing it for one major reason – to become more attractive in the labor market. A problem arose concerning whether there is a discrepancy between students’ perceptions of sought employee attributes and wanted attributes by recruiters, or not. Therefore, the current study aimed at assessing the discrepancy between the employee attributes that employers want, and students’ perceptions of sought employee attributes. Available literature within the field was reviewed, resulting in an identified research gap which led to a research question as well as four stated hypotheses. Methodology wise, a pre-study was conducted in the current research which had a qualitative approach in order to construct the questionnaires for the main part of the study, which had a quantitative approach. The questionnaires were answered by 83 students and 126 recruiters. The results from the study showed that discrepancies exist concerning 10 of 26 measured attributes. Students perceived interpersonal skills, teamwork, knowledge about the market, gender, and well formulated CV and personal letter to be more important than recruiter considered them to be. Moreover, recruiters considered self-management, commitment, responsibility, self-awareness, and physical well-being to be more important than students perceived them to be.

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Skidmore, Mark L. "Incentives for recruiters." Thesis, Monterey, California. Naval Postgraduate School, 1992. http://hdl.handle.net/10945/23922.

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Stafford, Benjamin Arthur. "Recruiter Consensus in Judging Applicant Résumé Content." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1243361579.

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Matuszewski, Douglas F. "Optimization models for placing nurse recruiters." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1994. http://handle.dtic.mil/100.2/ADA286139.

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Thesis (M.S. in Operations Research) Naval Postgraduate School, September 1994.
Thesis advisor(s): Siriphong Lawphongpanich. "September 1994." Includes bibliographical references. Also available online.

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Helmy, Nora, and Maria Tomljanovic. "Future Recruiters’ Attitudes Toward Gender Dysphoric Individuals." Thesis, Stockholms universitet, Psykologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-119802.

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Gender dysphoric individuals are a growing number in society and like other minority groups they are at risk of falling victim to discrimination. In an attempt to understand how attitudes affect discriminatory behaviour in a recruitment situation, future recruiters’ implicit and explicit attitudes toward gender dysphoric individuals were measured in relation to a résumé choice task. Implicit attitudes were measured with an Implicit Association Test and explicit attitudes with a transphobia scale. An independent sample t-test was conducted (N = 42), to measure if implicit attitudes differed between participants who chose a résumé of a gender dysphoric individual and participants that chose a résumé of a non-gender dysphoric individual. Although no significant differences in attitudes between the two groups were found, the results indicate other noteworthy differences in that a vast majority of participants had negative implicit attitudes toward gender dysphoric individuals in contrast to their positive explicit attitudes.

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Starkey, Benjamin J. "U.S. Army incentive program : incentives that motivate recruiters." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA368103.

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Thesis (M.S. in Management) Naval Postgraduate School, September 1999.
"September 1999". Thesis advisor(s): Bob Barrios-Choplin, Cary A. Simon. Includes bibliographical references (p. 55). Also Available online.

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McCullough, III Paul Vincent. "A Comparison of Marketing Techniques Among Military Recruiters." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2220.

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The U.S. Department of Defense spent $11 billion in enlistment and retention bonuses from 2006 to 2010, which had only a marginally positive effect on the enlistment rate for the Army. The case study addressed this business problem of recruiting by exploring marketing strategies successful recruiting professionals used to motivate individuals to join the military. The purpose of this study was to determine effective recruiting strategies. Therefore, it incorporated the conceptual framework of emergent strategy theory, which postulated the best strategies are neither completely planned nor completely random, but are rather an adaptation to changing dynamics and circumstances. The population consisted of 2 former recruiters, 1 from the Army and another from the Marine Corps, as well as 38 college students located in Wilkes-Barre, Pennsylvania. Data for the study morphed from face-to-face interviews and 3 focus groups comprised of 10 to 15 students each, for the purpose of addressing the research question. Data analysis occurred through a process of coding and theming. The 9 themes identified included tell the story, advertising strategies, and fit for duty. A lesson learned from these themes was that the key for successful recruiting strategies lies in aligning with the wants and needs of individuals in the target demographic. If senior leaders in the Department of Defense followed the recommendations provided, each of the branches of the military service could potentially achieve higher recruiting rates at a lower cost. The study could result in social change whereby eligible recruits could view the Army and Marine Corps as professions of arms in which individuals can live out their ideals of patriotism but also have a good quality of life due to the benefits of military service.

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Abulkheir, Randa, and Pengfei Li. "How does Military Experience Affect the Perception of Recruiters in Swedish Civilian Jobs? : A Case Study about Swedish Civilian Job Recruiters." Thesis, Jönköping University, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-49496.

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Under the United Nations’ proposal of downsizing military plans for peacekeeping, countries are continuously decreasing their military personnel size, resulting in a global military personnel decrease of 10% in twenty years, which is equivalent to a decrease of 3 million soldiers. Sweden, on the other hand, decreased its military personnel by 15% in just one year (2020), leaving these military personnel for the quest of new careers in civilian jobs.The purpose of this study is to understand how military experience affects the perception of recruiters in Swedish Civilian Job. This study will be able to help Swedish individuals with military experience who are switching careers to civilian jobs to understand the perception of recruiters on them and provide guidance for successful employment. For recruiters, this study can be used as a measurement model of how to accurately evaluate veterans, which can more effectively translate expertise for organizations, and help to enrich their human resources.This paper conducts a qualitative study, collecting responses from thirteen Swedish civilian recruiters by the method of semi-structured interviews to ensure effective data collection. Through the analysis of the data by NVivo coding program, and further analysis by the researchers, the theoretical model is established and discussed.The findings show that military experience does affect the perception of recruiters in swedish civilian jobs. The effect is overall mirthful and positive because military experience is perceived to affect personality and skills positively. However, the findings also showed that in the eyes of recruiters, military experience may generate some obstacles to employment if the individual did not obtain other qualities or sets, such as education, job experience before their military service, good communication skills, and emotional intelligence.

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Books on the topic "Recruiters"

1

Command, United States Marine Corps Recruiting. Guidebook for recruiters. [Washington, DC]: U.S. Marine Corps, Recriting Command, 1994.

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2

Skidmore, Mark L. Incentives for recruiters. Monterey, Calif: Naval Postgraduate School, 1992.

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3

John, Sumser. Recruiters' internet survival guide. Los Altos, CA: Staffing Industry Analysts, 1996.

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Council, Equal Employment Advisory. EEO essentials for recruiters. Washington, DC: Equal Employment Advisory Council, 2002.

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The guide to executive recruiters. New York: McGraw-Hill, 1997.

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A, Scanlon Scott, ed. Job seekers guide to executive recruiters. New York: John Wiley, 1997.

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Matuszewski, Douglas F. Optimization models for placing nurse recruiters. Monterey, Calif: Naval Postgraduate School, 1994.

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8

Thomas, George W. USAR recruiting success factors. Monterey, Calif: Naval Postgraduate School, 1987.

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Hunt, Christopher W. Job seekers guide to Wall Street recruiters. New York: Wiley, 1998.

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A, Scanlon Scott, ed. Job seekers guide to Silicon Valley recruiters. New York: Wiley, 1998.

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Book chapters on the topic "Recruiters"

1

Furnham, Adrian. "Professional recruiters." In Management Mumbo-Jumbo, 115–16. London: Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1057/9780230626591_44.

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O’Sullivan, Adrian. "Recruiters and Trainers." In Nazi Secret Warfare in Occupied Persia (Iran), 86–107. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137427915_8.

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Wallwork, Adrian. "Templates and Recruiters." In English for Academic Research, 13–31. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-11090-1_2.

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Donovan, Clare. "The contribution of institutional recruiters to interpreter training." In American Translators Association Scholarly Monograph Series, 343–68. Amsterdam: John Benjamins Publishing Company, 2019. http://dx.doi.org/10.1075/ata.xix.16don.

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Altbach, Philip G. "The Ambiguities of Working with Third-Party Recruiters." In The International Imperative in Higher Education, 123–27. Rotterdam: SensePublishers, 2013. http://dx.doi.org/10.1007/978-94-6209-338-6_27.

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Altbach, Philip G. "Agents and Third-Party Recruiters in International Higher Education." In The International Imperative in Higher Education, 129–33. Rotterdam: SensePublishers, 2013. http://dx.doi.org/10.1007/978-94-6209-338-6_28.

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Agrawal, Saksham. "Assessing Student Employability to Help Recruiters Find the Right Candidates." In Advances in Analytics and Applications, 161–74. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-1208-3_14.

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Chan, Andy Lung Jan. "Effectiveness of translator certification as a signaling device: Views from the translator recruiters." In Identity and Status in the Translational Professions, 31–48. Amsterdam: John Benjamins Publishing Company, 2011. http://dx.doi.org/10.1075/bct.32.04cha.

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Shinkawa, Kaoru, Kenichi Saito, Masatomo Kobayashi, and Atsuhi Hiyama. "Towards Extracting Recruiters’ Tacit Knowledge Based on Interactions with a Job Matching System." In Human Aspects of IT for the Aged Population. Applications, Services and Contexts, 557–68. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-58536-9_44.

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Anderson, Gary L. "School Leaders, Marketers, Spin Doctors, or Military Recruiters?: Educational Administration in the New Economy." In What You Don't Know about Schools, 115–26. New York: Palgrave Macmillan US, 2006. http://dx.doi.org/10.1057/9781403982872_6.

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Conference papers on the topic "Recruiters"

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O‘Donnell, D. "The Recruiters Tale." In 69th EAGE Conference and Exhibition incorporating SPE EUROPEC 2007. European Association of Geoscientists & Engineers, 2007. http://dx.doi.org/10.3997/2214-4609.201401422.

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Khatua, Aparup, and Wolfgang Nejdl. "Matching Recruiters and Jobseekers on Twitter." In 2020 IEEE/ACM International Conference on Advances in Social Networks Analysis and Mining (ASONAM). IEEE, 2020. http://dx.doi.org/10.1109/asonam49781.2020.9381392.

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James, Melissa. "The Impact of Government Policy on Higher Education International Student Recruiters." In Sixth International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.10820.

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This paper explores higher education actors involved in the recruitment of internationalstudents and their perceptions of their home country’s government policy on their practice. It examines case study institutions from three countries Canada, Hong Kong, and the United Kingdom. This study shows higher education institutions do not exist in a vacuum and regardless of their location, government policy shapes perceptions for international student recruiters who believe that government policies contribute or hinder their practice. All of the participants, regardless of location, show a high level of awareness of government policy that greatly shapes their strategies. More specifically, recruiters find tensions arising from these policies with government shaping recruitment priorities and restricting or instigating competitive responses, while their institutions do not challenge government policy (enough). The findings suggest that government policies establish the “playing field” for recruiters as they attempt to navigate an increasingly competitive environment but at the same time, these perceptions are highly localized and need to be understood in their individual settings.Keywords:internationalization; government policies; recruiters; students

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"Service-Quality Criteria of Web Recruiters: A Content Analysis." In 2009 42nd Hawaii International Conference on System Sciences. IEEE, 2009. http://dx.doi.org/10.1109/hicss.2009.389.

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Reiners, Torsten, and Paul Alexander. "Social Network Perception Alignment of E-Recruiters and Potential Applicants." In 2013 46th Hawaii International Conference on System Sciences (HICSS). IEEE, 2013. http://dx.doi.org/10.1109/hicss.2013.490.

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Chollet, Mathieu, Magalie Ochs, Chloe Clavel, and Catherine Pelachaud. "A Multimodal Corpus Approach to the Design of Virtual Recruiters." In 2013 Humaine Association Conference on Affective Computing and Intelligent Interaction (ACII). IEEE, 2013. http://dx.doi.org/10.1109/acii.2013.10.

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Cardoso, Alan, Fernando Mourão, and Leonardo Rocha. "A characterization methodology for candidates and recruiters interaction in online recruitment services." In WebMedia '19: Brazilian Symposium on Multimedia and the Web. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3323503.3349541.

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Noite, Miguel, and Mafalda Nogueira. "THE ROLE OF HEI BRANDS AS KEY DRIVERS FOR STUDENTS AND RECRUITERS’ CHOICES IN A COMPETITIVE MARKETPLACE: EXPLORING BRAND ATTRIBUTES AS PERCEIVED BY STAKEHOLDERS (INSTITUTION, STUDENTS AND RECRUITERS)." In 11th International Conference on Education and New Learning Technologies. IATED, 2019. http://dx.doi.org/10.21125/edulearn.2019.1597.

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Lee, Sooun, and xiang fang. "Perception Gaps Between IS Students and Recruiters About the Entry-Level Skill Requirement." In 2007 International Conference on Wireless Communications, Networking and Mobile Computing. IEEE, 2007. http://dx.doi.org/10.1109/wicom.2007.1527.

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Cho, John Yohan. "Do Temnothorax rugatulus (Hymenoptera: Formicidae) recruiters inform nestmates about the quality of the target?" In 2016 International Congress of Entomology. Entomological Society of America, 2016. http://dx.doi.org/10.1603/ice.2016.115070.

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Reports on the topic "Recruiters"

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Frieman, Steven R. Sales Training for Army Recruiter Success: Interviews with Excellent Recruiters. Fort Belvoir, VA: Defense Technical Information Center, November 1987. http://dx.doi.org/10.21236/ada192326.

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Long, Linda. Counter-Recruiters in High School. Fort Belvoir, VA: Defense Technical Information Center, January 2006. http://dx.doi.org/10.21236/ada503229.

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Frieman, Steven R. Sales Training for Army Recruiter Success: Modeling the Sales Strategies and Skills of Excellent Recruiters. Fort Belvoir, VA: Defense Technical Information Center, November 1987. http://dx.doi.org/10.21236/ada191691.

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Frieman, Steven R. Sales Training for Army Recruiter Success: Sales Strategies and Skills Used by Excellent U. S. Army Recruiters. Fort Belvoir, VA: Defense Technical Information Center, November 1987. http://dx.doi.org/10.21236/ada193712.

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Jacobson, Sid. Sales Training for Army Recruiter Success: Supplementary Information on Modeling the Sales Strategies and Skills of Excellent Recruiters. Fort Belvoir, VA: Defense Technical Information Center, November 1987. http://dx.doi.org/10.21236/ada195005.

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Grant, Craig A. Properly Screening Recruiters for Assignment to Recruiting Duty. Fort Belvoir, VA: Defense Technical Information Center, February 2006. http://dx.doi.org/10.21236/ada503349.

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Inn, Andres, and Sandra C. Adams. Why Successful Recruiters Do Not Convert to Recruiting Military Occupational Specialty. Fort Belvoir, VA: Defense Technical Information Center, July 1988. http://dx.doi.org/10.21236/ada205049.

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Shields, Thomas P. Every Marine in the Fight: 8412 Career Recruiters as Career Retention Specialists. Fort Belvoir, VA: Defense Technical Information Center, February 2008. http://dx.doi.org/10.21236/ada511263.

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Mero, Neal P., James R. VanScotter, and Rebecca M. Guidice. The Influence of Incentives and Monitoring on the Task and Contextual Performance of Navy Recruiters. Fort Belvoir, VA: Defense Technical Information Center, September 2002. http://dx.doi.org/10.21236/ada409337.

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McBride, James R., and R. R. Cooper. Modification of the Computer Adaptive Screening Test (CAST) for Use by Recruiters in All Military Services. Fort Belvoir, VA: Defense Technical Information Center, April 1999. http://dx.doi.org/10.21236/ada362350.

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