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Dissertations / Theses on the topic 'Recruiters'

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Published: 4 June 2021
Last updated: 6 February 2022

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1

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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2

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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3

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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4

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

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5

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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6

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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7

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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8

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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9

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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10

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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11

Grabert, Philip, and Philip Sandberg. "Vilka egenskaper värdesätter rekryterare inom komplex tjänsteförsäljning? : En studie genomförd med personlighetsverktyget "The Big-Five"." Thesis, Högskolan i Gävle, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-27445.

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Sammanfattning Titel: Vilka egenskaper värdesätter rekryterare inom komplex tjänsteförsäljning? – En studie genomförd med personlighetsverktyget ”The Big-Five” Nivå: C-uppsats i ämnet företagsekonomi Författare: Philip Grabert och Philip Sandberg Handledare: Jonas Kågström Nyckelord: Big Five, recruiters, sales recruiters, recruitment matching, recruiting methods Datum: 2018 – Maj Syfte: Syftet med denna studie är att beskriva och analysera vilken personlighetsprofil enligt Big-Five teorin, som rekryteringsansvariga verksamma inom komplex tjänsteförsäljning söker. Ansats/Metod: Studien utgår från en kvantitativ metod som via insamling av data från ett deduktivt förhållningssätt utgår från en positivistisk förutsättning. Det empiriska materialet har samlats in från webbenkäter, som skickades ut till 144 rekryterare över hela Sverige. Genom att tillämpa statistikprogrammet SPSS kunde insamlad data resultera i en deskriptiv analys, faktoranalys samt en klusteranalys. Teori: Den teoretiska utgångspunkten är baserad på teori kring rekrytering i allmänhet och forskning kring femfaktorteorin. Där fokus läggs på vilka faktorer som leder till en lyckad rekrytering och vad rekryterare inom fastighetsmäklarbranschen söker. Resultat & Analys: Studiens analyserade material visar att rekryterare i branschen använder sig först och främst av traditionella rekryteringsmetoder och prioriterar underrepresenterad grupp. Personlighetsprofilen som rekryteringsansvariga söker inom fastighetsmäklarbranschen innefattar ett högt värde på extraversion, conscientiousness, agreeableness och openness. Uppsatsens bidrag: Studien ska öka kunskapen och förståelsen för vilken personlighet som rekryterare i fastighetsmäklarbranschen söker samt vilka faktorer som en rekryterar tittar på först. Studien ska även ge ett bidrag till liknande säljbranscher eftersom studien kan fylla forskningsgapet huruvida det finns en personlighetsprofil som rekryteringsansvariga inom komplex tjänsteförsäljning söker.
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12

Watson, Chuck. "Acceptance of online education degrees by human resource recruiters." Thesis, Baker College (Michigan), 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10248132.

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A review of research regarding acceptance of online degrees by employers returns contradictory results. The current research focused on human resources recruiters’ perceptions and biases toward traditional versus online education. Human capital theory, signaling theory, and stakeholder theory formed the conceptual support for understanding the potential impact of bias toward online education. The researcher used semi-structured phone interviews with 18 recruiters as the data collection method. A purposive sample ensured that the participants were selected appropriately. Interviews were transcribed, coded, and manually analyzed for themes related to the acceptance of online education. Eighty-three percent of respondents believed online and traditional educations are equal among accredited institutions. This finding marks a change from previous studies that have found mixed attitudes among employers about online education. The perceived lack of social interaction inherent in online education and reputation of specific institutions were concerns. The results suggest that attitudes toward online education are changing to a more favorable view. The majority (83%) of participants indicated online education was equal to traditional education when reviewing resumes. The researcher recommends that online students participate in outside the classroom social activities to compensate for perceived lack of social interaction. Institutions offering online programs should obtain or maintain accreditation and strengthen their reputation for their graduates to be acceptable to business recruiters.

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13

Lisa, Aysha Khatun, and Simo Valerie Rostan Talla. "An in-depth study on the stages of AI in recruitment process of HRM and attitudes of recruiters and recruitees towards AI in Sweden." Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-184521.

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With the constant technological changes globally, organizations are now at the forefront of changing their business processes to be more competitive. These technological developments have brought in several shifts within business processes. Human resource management (HRM) has been dramatically affected by such changes more than ever, especially the recruitment process. As such, there is rising concern to shift from a traditional to an AI recruitment process. The adoption of AI in the recruitment process has remained relatively unexplored, especially within Swedish organizations. Despite its great discussion within academia and organizations, the limited amount of literature on the subject makes it interesting and current. Therefore, the main aims of this research are: (1) to analyze in which stages till date organizations are using AI in recruitment practices in Sweden and (2) to ascertain the attitudes of recruiters and recruitees towards the use of AI in the recruitment process in Sweden organizational context. This research adopted a qualitative approach with semi-structured approach interviews conducted with three recruiters and five recruitees in Sweden. The empirical findings of the study reveal that organizations have not fully implemented AI in the recruitment process. Factors such as timeframe, recruitment cost, work efficiency, and human biases were considered the top challenges of the traditional recruitment process. AI in the recruitment process can help reduce the lengthy time while increasing work efficiency with faster-recruiting methods. Organizations can share recruitment costs. Human biases can significantly be reduced with the use of AI at the pre-screening and selection stages. It was also discovered that the attitudes of recruiters and recruiters were seemingly positive towards the acceptance of AI in the recruitment process. Furthermore, AI was not seen as a threat to human jobs instead as a complementary role. This leads to the conclusion that AI can complement the recruitment process and AI cannot take human jobs since humans will still be needed for software development. This research provides contributions towards theoretical, practical, and social. This research offers an extent of the existing knowledge on the subject matter. It will help recruiters understand the importance of AI in the recruitment process. Furthermore, recruitees will be more accustomed to the idea of AI. In addition, the findings of this research can assist in the curriculum adjustment of educational institutions to best serve the needs of the changing business climate. At the government level, the findings can be used to encourage continuous innovation and learning. Furthermore, this research can be a starting point for other future research.
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14

Peacock, Jessica Ivy. "Corporate Recruiters' Perceived Value of Study Abroad and International Travel Experiences." NCSU, 2005. http://www.lib.ncsu.edu/theses/available/etd-04282005-132601/.

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The purpose of this study was to develop a comprehensive listing of the character traits and personal gains students who participate in study abroad have claimed to acquire from international trips abroad (from secondary data sources) and to determine whether these are congruent with the desires of corporate recruiters and hiring managers. This study was also used to determine if and how corporate criteria is used to evaluate study abroad/international travel experiences during the resume portion of interviews. Conclusions were made from the results of personal interviews regarding the themes which emerge about travel/study abroad and employability. This study contributed to a general understanding of company interviewing procedures and the role study abroad and international travel experiences associated with studying abroad during interviews. Recommendations were made based on interaction between human resource directors, hiring managers and campus recruiters during the interview process of this study.
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15

Teague, Michael J. "An optimal allocation of Army recruiting stations with active and reserve recruiters." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1994. http://handle.dtic.mil/100.2/ADA291570.

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16

Savola, Hannimari, and Bijona Troqe. "Recruiters just wanna have...AI? : Implications of implementing AI in HR recruitment." Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158480.

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The development and implementation of AI is rapidly growing in the Nordic countries, yet the perception and information of AI is still limited. This paper will look deeper into the managerial aspects of implementing AI as part of the recruitment system, specifically the selection process and machine learning in text mining. The data gathering of this research has been conducted via interviews with Linköping's municipality, as well as collecting secondary data from public reports and scientific articles. Afterwards, the data was then scrutinized through theoretical analysis, using frameworks from different academic researches. A set of aspects was found, which affects the implementation of AI in an organisation in Sweden. A managerial view was taken to find a deeper significance on why an understanding of these aspects is necessary when implementing AI as a part of company's recruitment processes. However, while other elements other than the ones identified in this thesis do exist, a coherent picture of the process and the affecting variables can be thoroughly explained through these specifically chosen viewpoints. The paper concludes with drawing a bigger image of the AI in recruitment and selection processes, and the implications of it to an organisation considering to implement AI as part of these processes in near future. The thesis can be seen as a recommendation to any establishment that is making the decision of adopting the usage of AI as part of recruitment.
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17

Faingold, Alan Mark. "Association Between Recruiters' Perceptions of Education Delivery Mode and Applicants' Workplace Readiness." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7640.

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The academy, its faculty, and recruiters have discordant views about credentialed graduates’ workplace viability. As the powerful gatekeepers between education and the employment market, recruiters’ perceptions of college credentials may dictate applicants’ interview progression. Although nearly 100% of today’s college administrators believe higher education programs prepare students for the workplace, less than 12% of recruiters deem graduates ready to succeed in organizational settings after graduation. The purpose of this study was to investigate differences in recruiters’ perceptions of online and face-to-face higher education credentials as indicators of applicants’ workplace readiness. The theoretical foundation of this study was Spence’s signaling theory grounded on the traditional premise that academic credentials profoundly benefit college graduates. Topics of inquiry were recruiters’ perceptions of college degree importance, the applicability of online and face-to-face higher education credentials, academic rigor, educational quality, credential trustworthiness, and applicants’ workplace and leadership readiness. A non-experimental cross-sectional Higher Education and Workplace Readiness Survey comparative design provided quantitative data from 159 recruiters and was analyzed with U, H, and t tests. Recruiters viewed academic credentials as important to applicants’ workplace readiness, yet perceived that online college degree programs lack academic rigor and educational quality. Online bachelors, masters, and doctorate credentials were viewed as inferior to and less trustworthy than face-to-face credentials. Positive social change can occur when academic and organizational leaders collaborate to build principled degree programs around essential job skills, so graduates and recruiters view all academic credentials as trusted predictors of career readiness that benefit society.
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18

Turos, Jessica M. "EMPLOYMENT RECRUITERS’ DIFFERENTIATION OF CANDIDATE CHARACTERISTICS: DOES STUDY ABROAD MAKE A DIFFERENCE?" Bowling Green State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1288593471.

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19

Eisel, Jean Ellen. "Age-gender bias of on-campus college recruiters toward non- traditional graduates /." The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487841548272124.

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20

Cruz, Patricia K. "A preliminary study of Navy recruiters: incentive programs and the effects of job-related stress." Thesis, Monterey, California. Naval Postgraduate School, 1988. http://hdl.handle.net/10945/23359.

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21

Herrmann, Annika, and Meike Petermann. "The Influence of Gender Stereotype Consistent and Inconsistent Attributes of Job Applicants on Recruiters’ Memory." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75025.

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According to a growing body of research, gender stereotypes can have a profound effect on hiring decisions. However, it is unclear whether information confirming or contradicting gender stereotypes can bias recruiters’ memory and ultimately affect hiring decisions. This study examined whether gender stereotypes about job applicants can affect memory of recruiters to remember stereotype consistent information, specifically when hiring for a predominantly male gender-typed job position as Financial Advisor. In a true experiment, 158 participants screened CVs of fictitious applicants, containing either gender stereotype consistent or inconsistent information in an online hiring scenario conducted mainly through a professional social network site. Recognition of consistent and inconsistent information was measured, as well as the intent to hire and to invite the applicant for a job interview. The results revealed that stereotype consistent information on the CV was not remembered more than stereotype inconsistent information. Additionally, male applicants were not preferred over female applicants in regard to the intent to hire. Female applicants were more likely to be invited for an interview than male applicants, as opposed to our hypothesized presumption. Professional experience in personnel selection did not affect the results. Practical implications are discussed.
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Crane, Deborah Donnini. "The influence of recruiters' perceptions of student emotional intelligence competencies on advancement to second round interviews." Scholarly Commons, 2008. https://scholarlycommons.pacific.edu/uop_etds/693.

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This research was conducted to determine the influence of recruiters' perceptions on students' demonstration of emotional and social competencies during the interview process and if employers' perceptions factor into decisions regarding advancement to second round interviews. This is a pilot study and the research investigated the importance of social and emotional competencies. This study is strengthened by the use of "real" interviews and immediate collection of employer perceptions. This is a case study using mixed methodology, specifically triangulation, to examine employers' perceptions of students' emotional/social competencies demonstrated during face to face interviews. These competencies included: ability to demonstrate meeting or exceeding goals, articulate strengths and weaknesses, demonstrate composure, demonstrate active listening skills, and build rapport. In a correlation analysis there was a significant correlation in two competencies that factored into students being invited to a second round interview. These competencies were the ability to articulate strengths and weaknesses and ability to demonstrate active listening skills. Additionally, while recruiters in this study indicated they either were aware of differences in culture or did not take cultural differences into consideration when making decisions for second round interviews, the results seem to show that culture was a factor.
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23

Brand, Thomas H. "Non-technical skills and traits needed to be career ready graduates as perceived by agribusiness employers and recruiters." Morgantown, W. Va. : [West Virginia University Libraries], 2005. https://etd.wvu.edu/etd/controller.jsp?moduleName=documentdata&jsp%5FetdId=3915.

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Thesis (M.S.)--West Virginia University, 2005.
Title from document title page. Document formatted into pages; contains x, 85 p. Vita. Includes abstract. Includes bibliographical references (p. 51-54).
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24

Gyld, Anders. "Rekryterares uppfattningar om användning av arbetspsykologiska test vid urval av ny personal." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-21297.

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The aim of this study was to investigate recruiters thoughts about using work psychological testing for personnel selection. The sample consisted of recruiters with good knowledge of recruitment and active within public organizations. Data was collected using interviews and was analyzed with thematic analysis. The result indicates that the recruiters consider traditional selection methods to function well and that work psychological tests are a good complement. It further indicates that the recruiters cannot rely on the test result. The result also indicates that the recruiters do not consider intelligence to be a good predictor for good work performance in general recruiting situations. A conclusion is that the recruiters view on intelligence as a predictor contributes to a limited use of work psychological testing. Another conclusion is that the use of work psychological testing, as a complement, set recruiters in situations where they rather rely on selection methods with significantly lower predictive performance.
Syftet med studien var att undersöka rekryterares uppfattningar om användning av arbetspsykologiska test vid urval av ny personal. Urvalet bestod av rekryterare som ansågs ha god kännedom om personalrekrytering och verksamma inom offentliga organisationer. Data samlades in genom användning av intervjuer och analyserades med tematisk analys. Resultatet påvisar att rekryterare anser att traditionella urvalsmetoder fungerar bra och att arbetspsykologisk testning är ett bra komplement. Det påvisar vidare att rekryterarna inte kan förlita sig på testresultaten. Resultatet indikerar även att rekryterarna inte anser att begåvning är en bra prediktor för goda arbetsprestationer vid de flesta rekryteringssituationerna. En slutsats är att rekryterarnas syn på begåvning som prediktor medverkar till en ytterst begränsad användning av arbetspsykologisk testning. Ytterligare en slutsats är att användningen av arbetspsykologiska test som komplement riskerar att försätta rekryterarna i situationer där de snarare förlitar sig på metoder med betydligt lägre prognostisk förmåga.
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Miranda, Pablo. "The level of technical skills and management competency demanded by the hospitality industry as perceived by hospitality recruiters 1998." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999miranda.pdf.

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26

Courelas, Micaela Sofia Faria. "Social networks : advantages and disadvantages of its use in job hunting." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7502.

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Mestrado em Gestão de Sistemas de Informação
Portugueses altamente qualificados estão a emigrar em busca de melhores condições de trabalho na área dos seus estudos, pois não conseguem encontrar empregos bem remunerados desempenhando as funções para as quais estudaram durante tantos anos. Os desempregados que permanecem em Portugal tentam encontrar trabalho de muitas maneiras. Alguns contentam-se com um emprego abaixo do seu potencial, outros procuram oportunidades na internet usando as redes sociais (/profissionais). Sites como o Facebook e o LinkedIn são ferramentas digitais, muitas vezes utilizadas como Virtual Markets, cheias de oportunidades para os desempregados e com bases de dados que ajudam os recrutadores na busca de candidatos. Este estudo irá fazer uma comparação entre as perspectivas dos recrutadores e dos candidatos relativamente à procura de emprego através das redes sociais; especificamente as oportunidades que o Facebook e o LinkedIn podem dar aos candidatos a emprego e a forma como os recrutadores podem expor essas oportunidades. Os resultados obtidos mostraram que o Facebook é a fonte de divulgação mais utilizada pelos candidatos, enquanto que os recrutadores tendem a usar mais o LinkedIn. Em termos do que é colocado online os dois grupos estão em sintonia, ambos concordam que a informação curricular é a chave para um perfil de sucesso. Os recrutadores sentem que há muita informação on-line, o que torna mais difícil encontrar o perfil procurado. A característica negativa mais apontada pelos candidatos é a afluência de informações enganosas on-line. Ambos veêm a falta de privacidade como uma grande desvantagem e networking como o maior beneficio.
Portugal is going through an unprecedented unemployment crisis. Highly trained personnel are emigrating in search for better work conditions in their studies area since they cannot find well-remunerated jobs for the functions they studied for so many years. Job seekers that stay in Portugal try to find work in many ways. Some settle for a job beneath their potential, others search through the web using social (/professional) networks. Sites like Facebook and LinkedIn are digital tools, being many times used as virtual Markets, full of opportunities for the unemployed and also with large information databases that help recruiters in the search for candidates. This study will make a comparison between recruiters and candidates perspectives on job-hunting through social networks: specifically how Facebook and LinkedIn might give job seekers opportunities and how recruiters expose these opportunities. Obtained results showed that Facebook is wider spread trough candidates preferences, while recruiters tend to use more LinkedIn. In terms of what is posted they are tuned, both agreeing that curricular information is the key for a successful profile. Recruiters feel that there is too much information online, which makes talent hunting harder. Candidates consider that misleading information online is a very negative feature of social media. Both of them see lack of privacy as a big disadvantage and networking as the best advantage.
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Coelho, Ana Carolina. "A importância do Linkedln para os Headhunters e recrutadores no processo de E-recrutamento." Master's thesis, Universidade de Évora, 2016. http://hdl.handle.net/10174/19732.

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As redes sociais são cada vez mais utlizadas como o principal instrumento de trabalho no mundo atual, sendo por isso, pertinente verificar como as redes sociais, e em específico o LinkedIn, se tornaram uma importante ferramenta de recrutamento, no contexto português. Assim, o objetivo geral deste estudo é analisar a importância do LinkedIn para os headhunters e recrutadores no processo de e-recrutamento, sendo utilizada na metodologia uma abordagem quantitativa com o auxílio de uma ferramenta qualitativa. Durante o estudo serão desenvolvidos os conceitos de e-recrutamento e de headhunting, bem como a evolução das redes sociais e as particularidades do LinkedIn. Conclui-se com este estudo que a rede LinkedIn ainda não é muito utilizada em Portugal, mas no entanto, os headhunters e recrutadores que utilizam a rede LinkedIn consideram que a mesma facilita o processo de recrutamento; Abstract: The Importance of LinkedIn for Headhunters and Recruiters in the E-recruitment Process Social networks are increasingly used as the main working tool in today's world, being therefore relevant to see how social networks, and in particular LinkedIn, have become an important recruitment tool in the Portuguese context. Thus, the aim of this study is to analyze the importance of LinkedIn for headhunters and recruiters in the e-recruitment process using in the methodology a quantitative approach with the aid of a qualitative tool. During the study it will be developed the concepts of e-recruitment and headhunting as well as the evolution of social networks and the particularities of LinkedIn. In this study we conclude that the LinkedIn network is not yet widely used in Portugal, however, headhunters and recruiters that use the LinkedIn network believe that it facilitates the recruitment process.
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LaPrade, Keith. "Effective Nurse Recruitment Methods for Long-Term Care Facilities." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7550.

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Nurse recruitment is a challenge for long-term care (LTC) leaders. Some owners of LTC businesses lack knowledge of how to attract, market, and hire qualified nurses to help ensure success. The purpose of this multiple case study was to explore the methods and strategies LTC leaders used to recruit nurses. The target population consisted of leaders of 3 LTC facilities who were responsible for recruiting nurses. This selection was based on findings that organization leaders experienced a downsizing of more than 20% of their personnel. The conceptual framework was the motivation-hygiene theory. Working conditions were influenced by Herzberg's 2-factor principles of job dissatisfaction. I focused on analyzing the participant data, public documents, and performance outcomes that demonstrated the effectiveness of participant recruitment strategies. Data were collected from semistructured interviews. I compared the motivational hygiene theory factors that influenced employee job satisfaction and dissatisfaction identified with the conceptual framework and any new studies published since beginning my study. Results of data coding and analysis revealed 3 major themes: communicating job descriptions to new LTC recruits, hiring for nurse–position fit to address turnover, and making the position attractive by offering competitive wages and benefits. Successful recruiting strategies included ensuring nurse position fit, contacting qualified candidates, and work conditions designed to meet candidates' needs, expectations, and requirements. Results of this study might contribute to social change by providing recruitment strategies to ensure quality nursing services in LTC and strategies necessary to sustain business operations.
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Råsberg, Rebecca, and Medul Aurangazeb. "Är positiv särbehandling aktuellt? : Den positiva särbehandlingens inverkan på rekryteringsarbetet." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-21310.

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SAMMANFATTNING Titel: Är positiv särbehandling aktuellt? – Den positiva särbehandlingens inverkan på rekryteringsarbetet inom offentlig sektor. Nivå: C-uppsats i ämnet företagsekonomi Författare: Medul Aurangazeb och Rebecca Råsberg Handledare: Kristina Mickelsson och Pär Vilhelmson Datum: 2016 – Januari Syfte: Syftet med denna studie är att få en ökad förståelse för hur rekryterare inom organisationer arbetar och hur de styrs av positiv särbehandling. Metod: Studien har gjorts utifrån en kvalitativ metod för att få en helhetsförståelse kring begreppet positiv särbehandling och empiriskt material har samlats in genom semistrukturerade intervjuer. Tio rekryterare inom den offentliga sektorn har intervjuats och materialet har därefter analyserats samt bearbetats med hjälp av den teoretiska referensramen, för att sedan presentera ett resultat av data. Resultat & Slutsats: Studien har visat att positiv särbehandling kan ha en inverkan i en organisations rekryteringsprocess. Vissa organisationer ansåg sig inte ha behov av att nyttja positiv särbehandling, medan andra tillämpade den genom riktad annonsering och för att kunna skilja två lika kvalificerade kandidater åt i slutfasen av rekryteringsprocessen. Med hjälp av att aktivt arbeta med positiv särbehandling kan en organisation få en jämnare könsfördelning och därmed uppnå mångfald. Förslag till fortsatt forskning: För att få ett ytterligare perspektiv behöver fler kvalitativa intervjuer göras för att fastställa hur organisationer inom offentlig sektor skapar och upprätthåller mångfaldiga arbetsgrupper om de inte arbetar utifrån positiv särbehandling. Det skulle även vara intressant att undersöka vidare om synen på jämställdhet har förändrats hos rekryterare och chefer inom organisationer. Studiens bidrag: Det finns skilda åsikter kring positiv särbehandling och den kan lätt missförstås. Studien har bidragit till att om positiv särbehandling tillämpas på ett korrekt sätt sker ingen diskriminering och kandidaten anställs utifrån sin kompetens samt att organisationen kan uppnå mångfald. Genom att öppna vägar för underrepresenterade grupper med riktad annonsering samt gå ut i samhället för att locka en bredare grupp av individer, kan även leda till ökad mångfald. Nyckelord: positiv särbehandling, kön, kvinnor, rekryterare, motstånd, mångfald
ABSTRACT Title: Is affirmative action up to date? - The influence of the affirmative action on recruitment in the public sector. Level: Final assignment for Bachelor Degree in Business Administration Author: Medul Aurangazeb and Rebecca Råsberg Supervisor: Kristina Mickelsson and Pär Vilhelmson Date: 2016 - January Aim: The purpose of this study is to gain a better understanding of how recruiters in organizations work and how they are controlled by affirmative action. Method: The study was based on a qualitative method to get an overall understanding of the concept of affirmative action and the empirical data were collected through semi-structured interviews. Ten recruiters in the public sector have been interviewed and the material is then analyzed and processed using the theoretical framework, this to report the results of the data. Conclusions: The study shows that affirmative action can have an impact on an organization's recruitment process. Some organizations did not have the need to use affirmative action, while others applied it with advertising and to be able to distinguish between two equally qualified candidates at the final stage of the recruitment process. By working actively with affirmative actions an organization can get a more equal gender balance and achieve diversity. Suggesstions for future research: In order to get an additional perspective more interviews are needed to determine how public sector organizations create and maintain diverse working groups, this if they do not work on the basis of affirmative action. It would also be interesting to further investigate if recruiters and managers view of equality has changed within organizations. Contribution of the thesis: There are different opinions regarding affirmative action and it can easily be misunderstood. The study has contributed with, if affirmative action is applied correctly, there is no discrimination and the candidate is hired based on their qualifications and the organization can achieve diversity. By making the way easier for underrepresented groups with targeted advertising, and go out into the community to attract a broader group of individuals, this could also lead to increased diversity. Key words: affirmative action, gender, women, recruiters, resistance, diversity
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Kinneer, James W. "A comparison of health care recruiters' attitudes toward RN-to-BSN degrees based on instructional delivery method and college for-profit/nonprofit status." Thesis, Indiana University of Pennsylvania, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3602789.

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Despite the rapid growth of online learning and student enrollment at for-profit colleges, previous research has found that employers are wary of job applicants with credentials earned from these sources. This study compared the attitudes of health care recruiters toward four different RN-to-BSN degree options based on the method of instruction (classroom, online) and the type of college (traditional, for-profit). A sample of 116 health care recruiters from across the United States completed an online survey. The study revealed that there were significant differences in the perceived advantage in the hiring process, credibility, concerns about credentials and likelihood to recommend hiring. Applicants with RN-to-BSN degrees from traditional colleges and via classroom instruction were clearly most favored and those with degrees earned through online instruction at for-profit colleges were perceived the least favorably. An online degree from a traditional college was determined to be more acceptable than an online degree from a for-profit college but still less acceptable than a degree earned through classroom instruction at a traditional college. The implication of these findings is that the return on education for students earning college degrees online or from for-profit colleges may be inhibited by employer perceptions regarding the quality of credentials earned in these environments.

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Björnström, Yasmina. "Employer branding : ett sätt att attrahera talangfull arbetskraft?" Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-65670.

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Det första steget, i en produktiv kompetensförsörjning, är att attrahera arbetskraften. För att lyckas med detta är det fördelaktigt om en organisation bearbetar sitt arbetsgivarvarumärke. Detta arbetsgivarvarumärke ger ett löfte om upplevelsen av anställningen till potentiella kandidater. Syftet med detta examensarbete är att undersöka hur sex olika civilingenjörsstudenter uppfattar attraktionskraft och vilka faktorer som är betydelsefulla. En organisation valdes ut, där civilingenjörer tillhör målgruppen, och där attraktivitet studerades från tre rekryterares perspektiv. Examensarbetet genomfördes med en kvalitativ metod samt med en hermeneutisk och abduktiv ansats. Det insamlade materialet tolkades därefter tematiskt och kodades företrädesvis med en data-driven kodning. Examensarbetets resultat visar att det finns ett antal faktorer som har betydelse för attraktionskraften hos ett företag. De faktorer som ökar attraktiviteten enligt de intervjuade civilingenjörsstudenterna är: Varumärke, Image och Arbets- och företagsprofil. Företagets miljö bedömdes vara viktigt men inte avgörande. Den faktor som inte var viktig för attraktiviteten var Kompensation, i form av ekonomisk ersättning. Resultatet visar också att det finns skillnader mellan studenternas och rekryterarnas uppfattning av attraktivitet gällande faktorer såsom arbetsprofil och image. Ett antal utvecklingsområden hos företagets arbete med att attrahera ny arbetskraft presenteras, till exempel: exponering av varumärke och hantering av image och företagsrykte.
Attracting a talented workforce is the key element of keeping the supply of skills as efficient as possible. To succeed in this effort an organization should work actively with its employer brand. The purpose of this bachelor thesis is to investigate how six different civil engineering students perceives attractiveness and which factors are of greatest importance. An organization was selected and attractiveness is studied from the perspective of three recruiters. The study was conducted with a qualitative method and with a hermeneutic and abductive approach – the collected data was then interpreted thematically. The results of the study show that there are a number of factors that are important for the attractiveness of an organisation. The factors that increased the perceived attractiveness according to the students were: Brand, Image and Work and Company profile. The company’s environment was considered important but not crucial. Financial compensation was not important for the attractiveness. The results also show that there are differences between the students and the recruiters’ perceptions of attractiveness, regarding factors such as work profile and image. Development areas in the company’s work with attracting talented workforce are presented, such as: brand exposure and management of image.
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McCoy, Mary Catherine. "The rating policies of corporate and school district recruiters: effect of prototypes on the judgement and retrieval of personal data sheet information of college seniors." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/53841.

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The purpose of this study was to examine the effect of occupational prototypes on the evaluation and retrieval of information provided in hypothetical personal data sheets of college seniors. Prototypes for mechanical engineers and elementary school teachers were generated by college students majoring in engineering and education. These prototypes were used to construct a simulated personal data sheet evaluation exercise. A total of 36 personal data sheets [2(replications) X 3(GPA: high, medium, low) X 2(extracurricular activities: prototypic, nonprototypic) X 3(work experience: high, medium, low)] were developed for each occupation. Each of the 36 personal data sheets were rated by corporate or school district recruiters. Based on the results of the study, several conclusions were proposed. First, it was apparent that prototypes differed structurally between occupations, and that these prototypes may differ slightly between students and recruiters. Second, it was noted that not all aspects of a prototype were weighted equally during information processing. One dimension, GPA, was heavily emphasized by the majority of recruiters, with little consideration given to work experience and extracurricular activities. Third, it was suggested that schematic organization affected the recruiters rating process because 85% of the engineering recruiters and 87% of the education recruiters used the same rating policy. Furthermore, while prototypes differed structurally between occupations, the weighting, or importance, of a particular dimension in the rating process may be equivalent for all occupations, Thus, although the underlying structure of the prototypes differed between occupations, the emphasis on GPA by both groups of recruiters resulted in the identical rating policies of both engineering and school district recruiters. Finally, recruiters tended to remember prototypic rather than nonprototypic information from the Personal Data Sheets. These results suggest that schematic organization and prototypes are affecting the judgement and retrieval of Personal Data Sheet information of college seniors.
Ph. D.
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Britton, Donald L. "Predicting the number of potential military recruits over the next ten years with application to recruiter placement." Thesis, Monterey, Calif. : Naval Postgraduate School, 2007. http://bosun.nps.edu/uhtbin/hyperion-image.exe/07Sep%5FBritton.pdf.

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Thesis (M.S. in Operations Research)--Naval Postgraduate School, September 2007.
Thesis Advisor(s): Buttrey, Samuel E. "September 2007." Description based on title screen as viewed on October 19, 2007. Includes bibliographical references (p. 45-46). Also available in print.
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Davidson, Lance G. "Study of the Department of Defense student testing program." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Mar%5FDavidson.pdf.

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Englund, Sofia, and Sophie Karlerö. "En rekryterares bedömningsproblematik i vardagen : En fallstudie om objektiv- och subjektiv bedömning i rekryteringsprocessen." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-248555.

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I följande uppsats undersöker vi rekryterarens bedömningsproblematik i vardagen. Ämnet är relevant eftersom arbetsmarknaden ständigt utvecklas vilket innebär att rekryterarens objektiva bedömning har försvårats. Rekryteraren måste hitta en balansgång mellan den subjektiva och objektiva bedömningen. Studiens syfte är att undersöka rekryterarens perspektiv på och upplevelser om rekryteringsprocessen. För att få en djupare förståelse kring rekryterarnas bedömningsproblematik vid en rekrytering. Våra frågeställningar är följande: Vilken bedömningsproblematik möter rekryterare i vardagen? Hur kan rekryteraren hitta en balansgång mellan objektiv och subjektiv bedömning i rekryteringsprocessen? Utifrån vårt syfte och våra frågeställningar har vi genomfört en kvalitativ studie med semistrukturerade intervjuer. Vi har genomfört sex intervjuer med rekryterare på en offentlig verksamhet och två privata rekryteringsföretag. I denna studie utgår vi ifrån våra intervjupersoners åsikter, upplevelser och erfarenhet inom vårt ämnesområde. Empirin har transkriberats och analyserats med hjälp av en fenomenografisk analysmetod. Studiens resultat presenteras efter följande kategorier: Kravprofilen betydelse i en rekrytering, Att utföra en rättvis bedömning, Vikten av ett ärligt informationsutbyte, Bedömning av tillförlitligheten hos referenspersonerna och Hjälpmedel för objektiv bedömning. Sammanfattningsvis tyder resultatet på att rekryteraren har svårt att finna en balansgång mellan den subjektiva och objektiva bedömningen. Rekryterarna är medvetna om vilka problem som kan uppstå och kan med hjälp av deras erfarenhet finna lösningar på problemen. Problemen som uppstår vid en rekrytering skiljer sig inte emellan den offentliga verksamheten och rekryteringsföretagen. Avslutningsvis har vi diskuterat undersökningens resultat och analys utifrån våra teorier och modeller om rekrytering och bedömning.
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Oh, Jason Gay Taur. "Recruiter and recruit match: the effect of gender and race match or mismatch on the quality of recruits." Thesis, Monterey, California: Naval Postgraduate School, 2013. http://hdl.handle.net/10945/38990.

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This study explores how the match or mismatch between recruiters and recruits in terms of gender and race/ethnicity is associated with various measures of the quality of recruits. Specifically, amongst recruits of a similar race/ethnicity and/or gender, we compare across recruiters, by race/ethnicity and by gender, AFQT scores, and the likelihood of Delayed Entry Program attrition and attrition at various points in the career. Personnel data on the universe of Navy recruiters and recruits over the past 15 years is used. The findings suggest that while there is a statistically significant effect of the gender match on the quality of recruits, it is very small in economic terms. On the other hand, there is an economically (and statistically) large effect of the racial/ethnic match or mismatch on the quality of recruits. In particular, Hispanic and Black recruits recruited by recruiters of the same race/ethnicity have lower AFQT scores as well as lower probability of being a Category A recruit. Furthermore, the recruits signed by Hispanic recruiters (within each racial/ethnic group) are less likely to attrite in the first year of service. As recruiters may not be randomly assigned to recruiting populations, it is impossible to determine whether these associations are reflecting a causal or correlational relationship, a fact which must be known in order to use these findings for policy purposes.
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Göransson, Malin, and Madeleine Olsson. "Rekryteringsprocess av maskinbefäl : en kvantitativ studie om hur tjänsterna ombord tillsätts." Thesis, Linnéuniversitetet, Sjöfartshögskolan (SJÖ), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35748.

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Syftet med det här arbetet var att kartlägga rekryteringsprocessen i svenska rederier och bemanningsbolag av maskinbefäl. För att ta reda på detta skickades det ut ett antal enkäter till personalrekryterarna i respektive rederi/bemanningsbolag. Studien är en kvantitativ undersökning för att få in ett så stort underlag som möjligt och därefter kunna få fram ett trovärdigt resultat. Resultatet blev att rekryteringsprocessen har påverkats av utflaggningen av fartygen och då framför allt för juniorbefälen. Det som personalrekryterarna ansåg som mest betydelsefullt vid nyrekrytering av maskinbefäl är rekommendationer från redan anställda i rederiet/bemanningsbolaget och fullständig sjöingenjörsexamen. Arbetsförmedlingens tjänster användes i mindre grad på grund av det dåliga urvalet och inte heller available position-sidan på rederiernas/bemanningsbolagens hemsida vid rekrytering av nya maskinbefäl.
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Larsson, Karin, and Camilla Löf. "Videointervjuers påverkan vid urval i rekryteringsprocessen : En kvalitativ studie utförd i kommunala verksamheter." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20111.

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Rekryterare inom kommunala verksamheter har tidigare använt sig av fysiska anställningsintervjuer vid rekrytering, men har på grund av covid-19 pandemin ersatt dessa med videointervjuer. Enligt tidigare forskning begränsas den icke-verbala kommunikationen i samband med videointervjuer vilket riskerar att påverka rekryterarens uppfattning och omdöme av kandidaten. Forskning visar även att kandidater som intervjuas via videolänk tenderar att bli rankade lägre än de som intervjuas via ett fysiskt möte. Den teoretiska referensram som används i studien består av Media Richness Theory och Social Presence Theory som båda analyserar hur den icke-verbala kommunikationen går att avläsa i olika kommunikationskanaler. Studiens syfte är att bidra till ökad kunskap och förståelse för hur rekryterare inom den offentliga sektorn, som har växlat om från att arbeta på en fysisk arbetsplats till att arbeta på distans, upplever användandet av videointervjuer. Vidare syftar studien till att undersöka vilken påverkan videointervjuer har på urvalet av kandidater i en offentlig rekryteringsprocess samt hur negativa effekter som uppkommer i samband med videointervjuer kan förebyggas. Studien har genomförts via kvalitativa semistrukturerade intervjuer med HR-medarbetare från mindre kommuner i Sverige som arbetar med rekrytering. Studiens slutsats visar att den begränsade icke-verbala kommunikationen vid videointervjuer underlättar beslutsfattande baserat på den sökande kandidatens kompetens och erfarenhet. Vidare visar studien att användningen av olika kommunikationsmedel under rekrytering ger olika förutsättningar för rekryteraren att inhämta information om den sökande kandidaten, vilket understryker vikten av att sökprocessen utformas på ett liknande sätt för samtliga sökande kandidater. Studien visar även att det finns ett samband mellan hur kandidater hanterar det digitala mötesrummet och hur de blir bedömda i urvalet för tjänsten. Detta på grund av att ickeverbal kommunikation, på ett särpräglat vis, även påverkar samtalen i en videointervju, men på ett annat sätt än i den traditionella fysiska intervjun, såsom genom en kandidats datorvana, ljussättning och bakgrund i rummet. Avslutningsvis konstaterar studien att det finns ett behov av att kombinera fysiska intervjuer med videointervjuer för att optimera framtida rekryteringsprocesser samt främja lika förutsättningar hos de sökande kandidaterna, studien mynnar således ut i ett förslag på en uppdaterad modell av den traditionella sökprocessen för rekrytering.
Recruiters working in different municipal departments have previously used face-to-face job interviews when recruiting new employees, due to the covid-19 pandemic however, these have been replaced with video interviews. Non-verbal communication is reduced in video interviews, affecting the recruiter's perception and assessment of candidates. According to previous studies, candidates interviewed via video link risk being ranked lower than those interviewed in person. The theoretical framework supporting the study consists of Media Richness Theory and Socia lPresence Theory, both of which analyze how non-verbal communication may be perceived through different communication channels. The purpose of the study is to contribute to increasing the knowledge and to further the understanding of public recruiters experiences of recruitment via video link. The study focuses on recruiters who have shifted from working in a physical workplace to working from home. Furthermore, the aim of the thesis is to investigate the impact of video interviews on the selection of candidates in the public recruitment process and how negative effects that arise in connection with video interviews may be prevented. The study was conducted via qualitative semi-structured interviews with ten HR employees, working with recruitment in smaller municipalities in Sweden. The thesis conclude that the limitation of non-verbal communication in video interviews facilitates recruiter’s decision-making in terms of basing the decision made on competence and experience. It also shows that different means of communication provide different conditions for the recruiter to obtain information, which emphasizes the importance that the search process looks the same for all candidates. The study also shows that there is a connection between how candidates handle the digital meeting room and how they are assessed in the selection for different positions. This is because there is a distinctive form of non-verbal communication that affects the conversations in a video interview in a different way than in the traditional face-to-face interview, such as a candidate's computer skills, lighting and background in the room. The results show that in order to optimize future public recruitment processes and to promote equal opportunities for all applicants, there is a need to combine face-to-face interviews with video interviews, the study thereby concludes with presenting an updated model of the traditional search process.
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39

Zellweger, Joyce Elaine. "Profile of the successful recruiter." Thesis, Monterey, California. Naval Postgraduate School, 1986. http://hdl.handle.net/10945/22046.

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40

Booth, Judith, and edu au jillj@deakin edu au mikewood@deakin edu au kimg@deakin. "A critique of "cultural fit" in relation to the recruitment of Indian Information Technologists for the Y2K project in Australia." Deakin University. School of Communication & Creative Arts, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20040617.142627.

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In this study of intercultural communication, I investigate the multi-faceted meaning of the expression " cultural fit " in the sense that it is used by recruiters when shortlisting Indian information technologists to fill skills shortages for the Y2K project in Australia. The data is in the form of ten videotaped interviews in Bangalore and the recruiter commentary on those tapes in Melbourne. A crucial decision to be made by recruiters in any shortlisting process is " How will the candidate fit into the workplace?" This question becomes more problematical when applied to overseas-trained professionals. I take a critical approach, drawing principally on the research traditions of linguistics where studies of intercultural communication and workplace interaction intersect, employing chiefly the tools of Critical Discourse Analysis and Interactional Sociolinguistics and the more abstract notions of Bourdieu. A bridge between these different discourse approaches is provided by Sarangi & Roberts < 1999 < who show the connection between the larger institutional order and interactional routines, through an elaboration of frontstage talk and backstage talk following Goffman < 1959 < . An analysis of the interviews < frontstage talk < reveals "cultural fit" to involve a knowledge of institutional talk, in particular, directness. The recruiter commentary < backstage talk < draws attention to issues of intelligibility, body language, technical expertise and workplace values. the study shows that Indian Information Technologists have "partial fit" in that they possess technical fit but do not demonstrate, or lack the opportunity to demonstrate in the interview, Australian workplace values such as small talk, humour and informality. The recruiter judgments were fleeting and apart from checking for intelligibility, were made on the basis of candidates' body language thus highlighting its importance and its relative absence from the discourse approaches mentioned above. This study shows clearly that there is room for more communicative flexibility on the part of all the stakeholders.
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Briggs, John H. "Analysis of the predictive accuracy of the Recruiter Assessment Battery." Thesis, Monterey, California. Naval Postgraduate School, 2005. http://hdl.handle.net/10945/2315.

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The Recruiter Assessment Battery (RAB) is a predictive test being developed by Navy Personnel Research Studies and Technology (NPRST) to aid in the selection of U.S. Navy recruiters. This thesis analyzes the predictive accuracy of the RAB. Data were gathered from Commander, Navy Recruiting Command (CNRC) and the Defense Manpower Data Center (DMDC) for a sample of recruiters on duty in 2003. Data on the recruiters' RAB score, monthly production, and Naval Recruiting District (NRD) characteristics were obtained from Commander, Navy Recruiting Command (CNRC). Demographic information on the recruiters was obtained from DMDC. Multivariate models were estimated to determine the effects of the RAB score on the average monthly production of recruiters. The results of the models showed that the RAB score is positively correlated with recruiter productivity. The models also indicated that neither NRD characteristics nor personal demographic characteristics affected the relationship between the RAB score and recruiter production. The results of the study suggest that the RAB can be used to predict recruiter productivity. Further research should be conducted on implementing the RAB in the recruiter selection process. Additionally, the relationship of RAB score to recruiter productivity and personal demographic characteristics should be investigated more extensively.
Lieutenant, United States Navy
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42

Ortiz, Luis IV. "The effects of incentives on recruiter productivity." Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/41426.

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Approved for public release; distribution is unlimited.
The objective of this research is to gain a greater understanding of how various incentives, both non-monetary and monetary, can impact recruiter productivity. Towards this end, I developed and administered a survey that was applied to most NRDs and elicited preferences for various monetary and non-monetary incentive schemes. One key result is that enlisted production recruiters tend not to value non-monetary awards, while management believes that these awards are important motivators. The other key result is that a modest bonus per high-quality contract (of $50 or $100), along with eliminating demand constraints, would significantly increase productivity. Based on conservative assumptions, I find that a $100 bonus per high-quality contract would allow for a reduction of over 600 recruiters and potentially have a 35-to-1 benefit-cost ratio. In light of potential problems of using bonuses, other results suggest that giving a half-day of liberty per HQ contract would also elicit significantly higher productivity, notably with no increase in costs.
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43

Lorry, Nanette M. "Design of a recruiter selection expert system." Thesis, Monterey, California. Naval Postgraduate School, 1989. http://hdl.handle.net/10945/25830.

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This study attempts to identify the attributes associated with the successful recruiters. Using past research and interviews with 13 recruiting experts eight attributes were identified: conscientiousness, initiative, aggressive, outgoing, self-discipline, maturity, stability, and adaptability. An expert system was designed using these characteristics and the minimum requirements for assignment to recruiting duty given in the Navy's Enlisted Transfer Manual. A recommended Command Officer's Screening Form was designed that will have all the data needed to be placed into the expert system. Recommendations for improvements of the prototype and follow-on study are presented. Keywords: Expert systems; Decision support systems; Recruiter selection; Recruiter success attributes; Theses
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44

Stafford, Benjamin Arthur. "Recruiter consensus in judging applicant résumé content." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1243361579.

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45

Hernandez, Alejandro S. "Design of a predictive recruiter success model (PRiSM)." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1994. http://handle.dtic.mil/100.2/ADA286024.

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Thesis (M.S. in Operations Research) Naval Postgraduate School, September 1994.
Thesis advisor(s): James G. Taylor, Ronald A. Weitzman. "September 1994." Includes bibliographical references. Also available online.
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46

Winn, Todd C. "NAVY ENLISTED RECRUITING: ALTERNATIVES FOR IMPROVING RECRUITER PRODUCTIVITY." Monterey, California. Naval Postgraduate School, 2013. http://hdl.handle.net/10945/32918.

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See a presentation from this author for this work: http://hdl.handle.net/10945/39528
This study examines the productivity of Navy enlisted recruiters and makes recommendations for improving Production per Recruiter (PPR). Specifically, this research focuses on two areas. First, the study reviews the initial assignment and training process for recruiters. Typically this process, known as the on-boarding process, takes eight months after initial assignment to basic ENlisted Recruiter Orientation (ENRO). The study evaluates how that process might be shortened by altering when a recruiter reports to initial training. The analysis examines whether it is possible to increase individual productivity with minimal to no increase in cost to the Navy. Second, the study examines the differences in recruiter productivity across Navy enlisted ratings to see whether sailors in some ratings tend to perform better than those in other ratings, in an effort to maximize labor efficiency. The results of the study suggest that some of the ratings that require higher cognitive ability, based on Armed Services Vocational Aptitude Battery (ASVAB) sub-scores, generally perform at a slightly higher level (PPR) than other ratings with lower cognitive ability requirements. Further research is recommended to fully quantify the cost of a rating screening process and understanding the differences in cognitive ability, the different cultures of each rating, and their correlation to recruiting performance.
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47

Piper, Samuel T. "A simulation of the Bonus Incentive Recruiter Model (BIRM)." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1995. http://handle.dtic.mil/100.2/ADA305525.

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48

Luby, Cord H. "U.S. Army Recruiter incentives : comparison, evaluation, and possible alternatives." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA362161.

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49

Keith, Melinda Kristine. "Resume screening a policy capturing study of recruiter judgments /." Connect to this title online, 2008. http://etd.lib.clemson.edu/documents/1211387142/.

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50

Knapp, Kathleen L. "Analysis of Recruiter Refresher Training for the U.S. Navy." Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/6818.

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This thesis analyzes the training continuum for Navy recruiters coming from the fleet. Specifically, the study examines the current training pipeline and the theories of how people learn, why they learn, and how they retain information. The study focuses on the uniqueness of recruiting assignments, recruiter training requirements, the 2011 recruiting environment, the Navy Recruiting Command organization, and the influence of incentives on recruiting performance. The training cycle for the main selling tool, Professional Selling Skills, is analyzed based on elements of learning, forgetting, and motivation. The purpose is to strengthen the training continuum and help mitigate potential recruiting difficulties in the years ahead. The primary sources of information are Navy Recruiting Command Instructions and basic learning and motivational theories. This study suggests ways to support the training continuum by ensuring that recruiters are provided with standardized and comprehensive training throughout their recruiting tour. Periodic refresher training would ultimately boost individual recruiter productivity as well as strengthen on-the-job training. In addition to reinforced training, new motivational factors and incentives can augment the training continuum. Recommendations are provided to improve the current training continuum with recruiting simulators and enhanced incentives.
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