Journal articles: '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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Smaglik, Paul. "Recruiters & Industry." Nature 431, no. 7006 (September 2004): 384. http://dx.doi.org/10.1038/nj7006-384b.

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Zimmerman, Eric. "Recruiters & Academia." Nature 431, no. 7011 (October 2004): 1022. http://dx.doi.org/10.1038/nj7011-1022b.

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Wong, Grace. "Recruiters & Industry." Nature 431, no. 7012 (October 2004): 1128. http://dx.doi.org/10.1038/nj7012-1128b.

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de Lanerolle, Primal. "Recruiters & Academia." Nature 433, no. 7024 (January 2005): 442. http://dx.doi.org/10.1038/nj7024-442b.

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Ludvigsson, Jonas F. "Recruiters & Academia." Nature 434, no. 7032 (March 2005): 542. http://dx.doi.org/10.1038/nj7032-542b.

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Bezdek, Roger, and Robert Wendling. "Recruiters & Industry." Nature 434, no. 7033 (March 2005): 678. http://dx.doi.org/10.1038/nj7033-678b.

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Smaglik, Paul. "Recruiters & Industry." Nature 434, no. 7035 (April 2005): 938. http://dx.doi.org/10.1038/nj7035-938b.

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Mundy, Dorothy. "Recruiters & Academia." Nature 435, no. 7040 (May 2005): 382. http://dx.doi.org/10.1038/nj7040-382b.

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Williams, Wendy M., and Stephen J. Ceci. "Recruiters & Academia." Nature 435, no. 7041 (May 2005): 534. http://dx.doi.org/10.1038/nj7041-534b.

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Wilson, Greg. "Recruiters & Academia." Nature 436, no. 7050 (July 27, 2005): 600. http://dx.doi.org/10.1038/nj7050-600b.

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Sutton-Grier, Ariana, and Melissa Kenney. "Recruiters & Academia." Nature 436, no. 7052 (August 2005): 886. http://dx.doi.org/10.1038/nj7052-886b.

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Jeremy Ono, Santa. "Recruiters & Academia." Nature 437, no. 7060 (October 2005): 924. http://dx.doi.org/10.1038/nj7060-924b.

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Sorensen, Charlene. "Recruiters & Academia." Nature 438, no. 7066 (November 2005): 392. http://dx.doi.org/10.1038/nj7066-392b.

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Wilson, Jack. "Working with Recruiters." Math Horizons 6, no. 1 (September 1998): 16–17. http://dx.doi.org/10.1080/10724117.1998.11975067.

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Vallance, Jennifer. "Managers as recruiters." Nursing Management (Springhouse) 34, no. 11 (November 2003): 9. http://dx.doi.org/10.1097/00006247-200311000-00005.

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Vluggen, Stan, Ciska Hoving, Lieve Vonken, Nicolaas C. Schaper, and Hein de Vries. "Exploring factors influencing recruitment results of nurses recruiting diabetes patients for a randomized controlled trial." Clinical Trials 17, no. 4 (May 5, 2020): 448–58. http://dx.doi.org/10.1177/1740774520914609.

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Background Effective recruitment of patients by health professionals is challenging but pivotal to the success of clinical trials. Many trials fail to include the required number of participants, which affects the power of the study, generalizability of results, and timely dissemination of positive outcomes. Existing research is inconclusive regarding factors influencing recruitment results, and most research does not focus on perceptions of recruiting health professionals themselves. Therefore, thorough evaluations of recruitment facilitators and barriers in trials are needed in order to optimize future patient recruitment in trials. We observed divergent recruitment results among nurses who recruited diabetes patients to our trial, which examined the effectiveness of an eHealth programme. Therefore, we aimed to describe nurses’ recruitment results and related shifts over time, and to qualitatively explore factors influencing nurses’ recruitment results. Methods Nurses’ recruitment results and related temporal shifts were derived from trial data (NTR6840). Based on their recruitment results, nurses were categorized as non-, low-, medium-, or high-recruiters. Subsequently, a subset of nurses per group participated in an individual semi-structured telephone interview. Interviews were analysed using NVivo software, applying an inductive coding approach. Results Ninety-six nurses participated in our trial and recruited on average seven patients (range: 0–32). Fifteen nurses did not recruit any patients. Most patients were recruited close to recruitment onset. Nurses who did not recruit patients close to recruitment onset generally ended up recruiting no patients. Data show a relatively high number of early recruited patients that progressively declined over time. High-recruiters were generally successful throughout the entire recruitment period. Recruitment facilitators and barriers comprised organizational, study, patient, and especially recruiter characteristics. Contrary to non- and low-recruiters, medium- and high-recruiters reported more in-depth knowledge about the study and trial requirements, expressed more personal participation-related benefits and fewer barriers, and incorporated more recruitment activities, reminders, and barrier-focused coping strategies. Conclusion and implications To optimize patient recruitment to clinical trials, suggested intervention targets include the continued inclusion of recruiters after initial recruitment onset and the encouragement of early recruitment success. A personalized approach may aid recruiters to become and remain successful. Primarily, it is important to provide recruiters with sufficient information on trial requirements and to address salient benefits for participation in the trial, both for themselves and for their patients. Finally, teaching recruiters skills on how to overcome barriers may further enhance motivation and recruitment capacities.

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Schmid Mast, Marianne, Denise Frauendorfer, and Laurence Popovic. "Self-Promoting and Modest Job Applicants in Different Cultures." Journal of Personnel Psychology 10, no. 2 (January 2011): 70–77. http://dx.doi.org/10.1027/1866-5888/a000034.

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The goal of this study was to investigate the influence of the recruiter’s cultural background on the evaluation of a job applicant’s presentation style (self-promoting or modest) in an interview situation. We expected that recruiters from cultures that value self-promotion (e.g., Canada) will be more inclined to hire self-promoting as compared to modest applicants and that recruiters from cultures that value modesty (e.g., Switzerland) will be less inclined to hire self-promoting applicants than recruiters from cultures that value self-promotion. We therefore investigated 44 native French speaking recruiters from Switzerland and 40 native French speaking recruiters from Canada who judged either a self-promoting or a modest videotaped applicant in terms of hireability. Results confirmed that Canadian recruiters were more inclined to hire self-promoting compared to modest applicants and that Canadian recruiters were more inclined than Swiss recruiters to hire self-promoting applicants. Also, we showed that self-promotion was related to a higher intention to hire because self-promoting applicants are perceived as being competent.

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M. Vijayakumar, M. Vijayakumar, and Dr S. Ramalingam Dr. S. Ramalingam. "Recruiters’ Perception of Fresh Graduates in Engineering Colleges." Indian Journal of Applied Research 3, no. 3 (October 1, 2011): 259–60. http://dx.doi.org/10.15373/2249555x/mar2013/85.

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Bertolino, Jennifer P. "Staff Nurses as Recruiters." Journal for Specialists in Pediatric Nursing 9, no. 3 (July 2004): 106–8. http://dx.doi.org/10.1111/j.1547-5069.2004.00106.x.

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30

Ferrier, David E. "Use of Professional Recruiters." American Journal of Health-System Pharmacy 45, no. 10 (October 1, 1988): 2073. http://dx.doi.org/10.1093/ajhp/45.10.2073a.

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Neumann, Peter R. "Chapter Three: The Recruiters." Adelphi Papers 48, no. 399 (June 2008): 31–42. http://dx.doi.org/10.1080/05679320802686817.

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Bartone, Paul T., and Stephen V. Bowles. "Coping with recruiter stress: Hardiness, performance and well-being in US Army recruiters." Military Psychology 32, no. 5 (September 2, 2020): 390–97. http://dx.doi.org/10.1080/08995605.2020.1780061.

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&NA;. "10 QUESTIONS RECRUITERS WILL ASK." Nursing 20, no. 3 (March 1990): 116–23. http://dx.doi.org/10.1097/00152193-199003000-00038.

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34

Runciman, Brian. "Good Recruiters versus Body Shops." ITNOW 57, no. 3 (August 17, 2015): 8–9. http://dx.doi.org/10.1093/itnow/bwv060.

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&NA;, &NA;. "RECRUITERS REBOUND AS SHORTAGE ESCALATES." AJN, American Journal of Nursing 86, no. 9 (September 1986): 1054. http://dx.doi.org/10.1097/00000446-198609000-00039.

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36

Harcourt, Jules, A. C. “Buddy” Krizan, and Patricia Merrier. "Recruiters' Opinions about Resume Content." Journal of Education for Business 66, no. 5 (June 1991): 267–73. http://dx.doi.org/10.1080/08832323.1991.10117483.

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Krumbiegel, Richard. "Hospital pharmacists needed as recruiters." American Journal of Health-System Pharmacy 42, no. 7 (July 1, 1985): 1511. http://dx.doi.org/10.1093/ajhp/42.7.1511a.

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Connerley, Mary L., and Sara L. Rynes. "The Influence of Recruiter Characteristics and Organizational Recruitment Support on Perceived Recruiter Effectiveness: Views from Applicants and Recruiters." Human Relations 50, no. 12 (December 1997): 1563–86. http://dx.doi.org/10.1177/001872679705001205.

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39

Frauendorfer, Denise, and Marianne Schmid Mast. "Hiring Gender-Occupation Incongruent Applicants." Journal of Personnel Psychology 12, no. 4 (January 2013): 182–88. http://dx.doi.org/10.1027/1866-5888/a000095.

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Gender-occupational stereotypes that recruiters harbor toward male and female applicants still exist. However, there might be individual differences in recruiters that account for more or less stereotyping when facing male and female applicants who do not correspond to attributes of the job opening (e.g., male-typical vs. female-typical job). In this study, we tested whether recruiters high on interpersonal sensitivity are more likely to hire gender-occupational incongruent applicants. Seventy-three participants in the role of a recruiter conducted a job interview with either a gender-occupational incongruent (woman applying for a male-typical job or man applying for a female-typical job) or a gender-occupational congruent applicant. Results showed that the likelihood of hiring a gender-occupation incongruent applicant increased the more the recruiter was interpersonally sensitive, whereas interpersonal sensitivity did not affect hiring decision regarding gender-occupation congruent applicants.

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40

Pearce, C. Glenn, and Tracy L. Tuten. "Internet Recruiting in the Banking Industry." Business Communication Quarterly 64, no. 1 (March 2001): 9–18. http://dx.doi.org/10.1177/108056990106400103.

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The Internet has brought about changes in the job search and application process. For this article, recruiters at several large commercial banks in the US were inter viewed on the usage of Internet recruiting tools. The interviews identified a number of trends that are fairly uniform across these banks, including the following: 1. Recruiters are using the Internet at an increasing rate. 2. While job site services are popular, most recruiters we interviewed preferred using the corporate Website. 3. The percentage of Internet-recruited applicants actually hired varies widely and is still a small percentage of the whole. 4. Diversity programs are not hampered by Internet recruiting.

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Biggs, David L., and Nicholas J. Beutell. "Job Applicants' Sex and Marital Status as Determinants of Evaluations of Resumes." Psychological Reports 58, no. 3 (June 1986): 767–73. http://dx.doi.org/10.2466/pr0.1986.58.3.767.

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Job applicants' sex and marital status were manipulated in a paradigm in which a resume was evaluated. Personnel recruiters were role-played by 117 MBA students, each of whom evaluated one resume. An interaction of sex of recruiter × applicant's marital status was found in relation to interviewing the applicant and applicant's motivation to work. Male recruiters rated the applicant more favorably in each case. No significant effects of applicant's sex × marital status were found. Implications for management were discussed.

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42

Ponds, Katherine. "Career Management Series: Recruiters: Myths, Realities." Journal of Petroleum Technology 52, no. 03 (March 1, 2000): 14. http://dx.doi.org/10.2118/0300-0014-jpt.

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SILVERMAN, JENNIFER. "Hospitalist Recruiters Have Trouble Filling Slots." Clinical Psychiatry News 33, no. 1 (January 2005): 82. http://dx.doi.org/10.1016/s0270-6644(05)70316-7.

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Maldonado-Báez, Lymarie, and Beverly Wendland. "Endocytic adaptors: recruiters, coordinators and regulators." Trends in Cell Biology 16, no. 10 (October 2006): 505–13. http://dx.doi.org/10.1016/j.tcb.2006.08.001.

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Powell, Gary N. "Recruiters' and Applicants' Awareness of the other Party's Postinterview Evaluations." Psychological Reports 79, no. 3_suppl (December 1996): 1363–69. http://dx.doi.org/10.2466/pr0.1996.79.3f.1363.

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This study examined applicants' and recruiters' awareness of the other party's evaluations after joint participation in 219 campus employment interviews. Although both parties showed some awareness of the other's postinterview evaluations, applicants left the interview with a greater awareness of recruiters' evaluations than vice versa. In particular, applicants were aware of recruiters' assessments of the likelihood of a job offer, whereas recruiters were unaware of applicants' assessments of the likelihood that they would accept such an offer.

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Zięba-Olma, Katarzyna. "Evaluation of the effectiveness of recruitment for hiring managers." Nowadays and Future Jobs 1, no. 1 (December 26, 2017): 23–28. http://dx.doi.org/10.21511/nfj.1.2017.03.

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The issues raised in the article are very relevant, due to the growing costs of recruitment for hiring managers. The object of the article is also important due to need to improve the level of knowledge of recruiters, which unfortunately is still imperfect. As a result of the research, it was discovered that the majority (75%) of recruiters do not have sufficient knowledge about the industry in which they recruit a manager, don’t take into consideration the individual needs of organizations seeking managers with special skills, for instance, in the field of innovation management - the use of modern technologies. The aim of the article is to assess the effectiveness of recruitment for hiring managers. The main attention is paid to methods and tools used by the recruiters, evaluation of recruiter performance, following the subjectivity of the recruiter during the candidate’s assessment, incompatibility of the organization and the candidate in terms of remuneration, length of breaks between individual stages of recruitment and their impact on candidates. The methodology of the study includes analysis of relevant literature, desk research and the research method – anonymous survey.

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Lee, Sunghee, Ai Rene Ong, and Michael Elliott. "Exploring Mechanisms of Recruitment and Recruitment Cooperation in Respondent Driven Sampling." Journal of Official Statistics 36, no. 2 (June 1, 2020): 339–60. http://dx.doi.org/10.2478/jos-2020-0018.

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AbstractRespondent driven sampling (RDS) is a sampling method designed for hard-to-sample groups with strong social ties. RDS starts with a small number of arbitrarily selected participants (“seeds”). Seeds are issued recruitment coupons, which are used to recruit from their social networks. Waves of recruitment and data collection continue until reaching a sufficient sample size. Under the assumptions of random recruitment, with-replacement sampling, and a sufficient number of waves, the probability of selection for each participant converges to be proportional to their network size. With recruitment noncooperation, however, recruitment can end abruptly, causing operational difficulties with unstable sample sizes. Noncooperation may void the recruitment Markovian assumptions, leading to selection bias. Here, we consider two RDS studies: one targeting Korean immigrants in Los Angeles and in Michigan; and another study targeting persons who inject drugs in Southeast Michigan. We explore predictors of coupon redemption, associations between recruiter and recruits, and details within recruitment dynamics. While no consistent predictors of noncooperation were found, there was evidence that coupon redemption of targeted recruits was more common among those who shared social bonds with their recruiters, suggesting that noncooperation is more likely to be a feature of recruits not cooperating, rather than recruiters failing to distribute coupons.

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Maheswaran, S., and R. K. Jena. "Recruiters’ Preferences for B-School Campus Placement." International Journal of Asian Business and Information Management 3, no. 1 (January 2012): 21–28. http://dx.doi.org/10.4018/jabim.2012010103.

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Placement has been a vital factor for future existence of b-schools in India. B-schools are trying their best to prepare their students for getting best placements available. This study explores the preference by recruiters in the campus recruitment process in India. Again, this study will useful to both recruiters and B-schools to enhance industry-institution interface.

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Terzis, Vasileios, and Anastasios A. Economides. "Job Site Evaluation Framework (JSEF) and comparison of Greek and foreign job sites." Human Systems Management 24, no. 3 (August 3, 2005): 223–37. http://dx.doi.org/10.3233/hsm-2005-24305.

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Job sites are emerging as a successful way of job finding and filling. Job seekers are using job sites to find appropriate jobs. Recruiters are using job sites to find appropriate employees. This paper provides a Job Site Evaluation Framework (JSEF) both from the job seeker and the recruiter point of view. This framework may be useful for job seekers, recruiters and job site designers. Furthermore, the paper evaluates the state of Greek job sites in comparison to foreigner ones. Guidelines and proposals for job sites improvement are given.

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Stout, Sydney M., and Julie B. Olson-Buchanan. "It’s All Greek to Me: Recruiters’ Perceptions of Résumé Items." Journal of Career Development 46, no. 4 (April 2018): 366–80. http://dx.doi.org/10.1177/0894845318757916.

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Résumés are often used as a screening device for employment purposes, yet there have been very few recent empirical examinations of how recruiters perceive résumé content items, particularly extracurricular college activities such as involvement in Greek social organizations. This study examined 152 recruiters’ perceptions of applicant involvement in three type of extracurricular activities: Greek organizations (social, professional, and honors), non-Greek organizations (social, professional, and honors), and other applied experiences (internships, mentoring programs, and study abroad). Results indicated that recruiters perceive applied experiences more favorably than non-Greek organization involvement in terms of technical skills, interpersonal skills, overall employability, and personal impression. Recruiters perceived non-Greek organization involvement more favorably than Greek organization involvement with respect to technical skills, overall employability, and personal impression. There was no significant overall effect for perceptions among the three types of Greek organizations (social, professional, and honors), suggesting recruiters viewed the three types of Greek organizations similarly.

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Journal articles on the topic 'Recruiters'

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