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Dissertations / Theses on the topic 'Recruiting'

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Published: 4 June 2021

Last updated: 29 July 2024

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1

Jarosz, Suzanne K. "Allocation of recruiting resources across navy recruiting stations and metropolitan areas." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA361844.

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Thesis (M.S. in Management) Naval Postgraduate School, March 1999.
Thesis advisor(s): Stephen L. Mehay, Mike D.Cook. "March 1999". Includes bibliographical references (p. 85). Also available online.

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2

Ford, P. T. "Late Roman recruiting practices." Thesis, Queen's University Belfast, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.546034.

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3

Dodge, R. Nicholas. "The use of internet technology in Navy Recruiting : the Online Recruiting Station (ORS)." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA361838.

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Thesis (M.S. in Management) Naval Postgraduate School, March 1999.
Thesis advisor(s): Mark J. Eitelberg, William J. Haga. "March 1999". Includes bibliographical references (p. 67). Also available online.

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4

Figueroa, Samuel E. "Improving recruiting of the 6th Recruiting Brigade through statistical analysis and efficiency measures." Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/44559.

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Approved for public release; distribution is unlimited
For the first time since the inception of the all-volunteer force in 1973, the percentage of minorities within the U.S. Army has reached a record high as presented by University of Syracuse’s Amy Lutz. In her journal in 2008, Who Joins the Military?: A Look at Race, Class, and Immigration Status, Lutz examines socio-economic status as an important predictor to military service. However, budget cuts and the downsizing of military personnel make the recruiting selection more competitive than ever before while the Army needs qualified individuals from all social classes and ethnic backgrounds. The U.S. Army’s 6th Recruiting Brigade (6th REC BDE) has the largest recruiting mission in the western United States. Data from the U.S. Census Bureau shows that minority population growth concentrates throughout counties in this region. The fact that those minority groups predominate poses a unique challenge for the 6th REC BDE. This research explores statistically the effect that recruiters with additional language ability have on improving recruiting. Also, it examines how significant it would be to allocate recruiters with secondary languages in areas where those languages prevail. The statistical procedures used in this research have proved that language is a significant factor, and that those recruiters who have secondary language skills contribute significantly to the recruiting mission.

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5

O'Donell, Warren N. "Implementation of an incentive based recruiting system within the United States Army Recruiting Command." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1996. http://handle.dtic.mil/100.2/ADA315289.

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6

DiMacchia, Timothy A. (Timothy Allen) 1963. "Net impact on productivity through the use of online recruiting versus traditional recruiting methods." Thesis, Massachusetts Institute of Technology, 2003. http://hdl.handle.net/1721.1/29707.

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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2003.
Page 184 blank.
Includes bibliographical references (leaves 157-158).
With the explosion of the internet in the nineties, companies were transforming the way they conducted business from traditional business methodologies to a new paradigm involving an extensive force of change through increased information and communication. Within the 'internet-driven world', new technology was used to connect 'everyone to everything'. As their need and desire to deploy this new technology grew so did the demand for companies to expand their operations. Many companies were forced to adopt aggressive hiring techniques to satisfy their demand for new skills and services. Within Silicon Valley, as well as throughout the world, companies were growing at such an explosive rate that traditional -recruiting methods (such as the newspaper ads, trade publications, recruiting services, profiling services, referrals and/or executive search firms) couldn't scale to the demand. While these traditional methods had been effective for years, they began to lose ground to a new form of recruiting, eRecruiting/Online recruiting which offered real-time access to a vast array of prospective employees and company positions. More importantly, eRecruiting, offered a method for keeping pace with 'Internet Time'; allegedly a seven to one speed propulsion (where one internet year was equivalent to seven non-internet years) experienced by those caught up in this new era. This paper will evaluate the impact on productivity and return of investment of online recruiting versus traditional recruiting methods. Encompassing this evaluation will be a perspective of what is and is not working for eRecruiting followed by a series of recommendations to leverage the maximum return of this emerging e-channel.
by Timothy A. DiMacchia.
M.B.A.

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7

Eisele, Stefan. "Online-Recruiting : Strategien, Instrumente, Perspektiven /." Saarbrücken : VDM, Müller, 2006. http://deposit.ddb.de/cgi-bin/dokserv?id=2802340&prov=M&dok_var=1&dok_ext=htm.

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8

Eisele, Stefan. "Online-Recruiting Strategien, Instrumente, Perspektiven." Saarbrücken VDM, Müller, 2004. http://deposit.ddb.de/cgi-bin/dokserv?id=2802340&prov=M&dok_var=1&dok_ext=htm.

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9

Leduc, Norm. "Recruiting Generation X for missions." Theological Research Exchange Network (TREN), 1996. http://www.tren.com.

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10

McGuffin, Frederick A. "U.S. Navy Chaplain Corps recruiting ideas to boost deficiencies with recruiting and assessing of chaplains." Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://bosun.nps.edu/uhtbin/hyperion-image.exe/08Mar%5FMcGuffin.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2008.
Thesis Advisor(s): Gates, Bill ; Simon, Cary. "March 2008." Description based on title screen as viewed on May 5, 2008. Includes bibliographical references (p.77-78). Also available in print.

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11

Yanity, Molly. "Identifying Ethical and Legal Challenges and Solutions in the Online Coverage of Recruiting High School Athletes." Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1298298764.

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12

Miller, James F. "Crossing the line: Recruiting violations in high school athletics." Kent State University Honors College / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1494668739905539.

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13

Ward, Patrick L. "An evaluation of the Production Recruiting Incentive Model vs quota-based recruiting using Monte Carlo simulation." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1997. http://handle.dtic.mil/100.2/ADA343434.

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Thesis (M.S. in Management) Naval Postgraduate School, December 1997.
"December 1997." Thesis advisor(s): Katsuaki L. Terasawa, William R. Gates. Includes bibliographical references (p. 81-82). Also available online.

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14

Jones, Julia W. "Study of Navy recruiting simulation tool." Thesis, Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Mar/10Mar%5FJones%5FJulia.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2010.
Thesis Advisor(s): Eitelberg, Mark J. ; Roberts, Benjamin J. "March 2010." Description based on title screen as viewed on April 28, 2010. Author(s) subject terms: Manpower/Supply, Recruiting, Utilization, Training, Simulation. Includes bibliographical references (p. 105-108). Also available in print.

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15

Fernandez, Viola. "Hispanic Preferences in Organizational Recruiting Ads." Honors in the Major Thesis, University of Central Florida, 2003. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/412.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf
Bachelors
Arts and Sciences
Psychology

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16

Choi, Byung Ook. "Estimating high tech Army recruiting markets." Thesis, Monterey, California. Naval Postgraduate School, 1992. http://hdl.handle.net/10945/23880.

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17

Schwartz, Garry S. "Realigning the U.S. Navy Recruiting Command." Thesis, Monterey, California. Naval Postgraduate School, 1993. http://hdl.handle.net/10945/39896.

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Approved for public release; distribution is unlimited.
This thesis addresses two problems in aligning the recruiting structure for Navy Recruiting Command. The first problem involves two decisions affecting recruiting stations within a single recruiting district: which stations should remain open and how many recruiters should be assigned to each open station? The second problem is to decide how many recruiters and stations each district should have. The first problem is formulated as a nonlinear mixed integer programming problem. To obtain a solution with readily available software, the problem is decomposed into four subproblems that are solved sequentially. This decomposition approach is empirically shown to yield near optimal solutions for problems of varied sizes. The second problem is formulated as a nonlinear resource allocation problem in which the objective function is not expressible in closed form. To efficiently solve this problem, the function is approximated in a piecewise linear fashion using the results from the first problem. To illustrate the applications of these optimization models, solutions were obtained for Navy Recruiting District Boston and Navy Recruiting Area 1, which consists of Albany, Boston, Buffalo, New York, Harrisburg, Philadelphia, Pittsburgh and New Jersey districts.

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18

Stenvinkel, Fredrik. "Referrals, : The Holy Grail of Recruiting." Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-175775.

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A critical aspect for organizational performance is recruiting “the right” people. Great talent serves as a foundation for great companies and a strong pool of candidates is a prerequisite for success. It is furthermore necessary to have an effective recruitment process in order to attract high quality candidates. Slow-paced recruiting processes may serve as a bottleneck to growth meanwhile an effective recruitment process within an organization speaks volumes about the company. It is a direct reflection of the professionalism and validity of the business while leaving its mark on both current and prospective employees. Referral-based recruiting is often referred to as the “holy grail” of recruiting strategies and is an industry term for when a someone, such as a current employee, supplies a candidate from their own network to the recruiter. The strategy capitalizes on the social and professional networks of people in order to generate candidates and is often combined with rewards to incentivize recommendations. Many claims that the recruitment method yields advantages such as increased candidate quality, retention rate and reduced time to hire etc. However, often, these claims are not peer reviewed and lack the empirical evidence to support these claims. This research aims to contribute with knowledge to what role referral-based recruiting plays within Stockholm and to learn more about how the social processes and human elements affects the outcome. Furthermore, how the recruitment method impacts the assessed quality of the candidate pool and recruitment process. A total of six managers active within recruiting in Stockholm has been interviewed for this research. The managers were each asked to describe and evaluate the hiring of five candidates and their respective recruitment process. The empirical results were analyzed in combination to the theoretical framework. Through the analysis, the conclusion was drawn that referral-based recruiting in fact appears to offer unique advantages in comparison to traditional recruiting strategies, such as job-adverts, headhunting and hiring the services of recruitment firms.

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19

Munoz, Jose. "Recruiting students for technology teacher education /." View abstract, 2000. http://library.ctstateu.edu/ccsu%5Ftheses/1608.html.

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Thesis (M.S.)--Central Connecticut State University, 2000.
Thesis advisor: John R. Wright. "Submitted in fulfillment of requirements [for the degree of Master of Science in Technology Education] for TE 596."

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20

Boehm, Chris H. B. "Federal government on campus college recruiting /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1999. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1999.
Source: Masters Abstracts International, Volume: 45-06, page: 2932. Typescript. Abstract precedes thesis as 3 preliminary leaves. Includes bibliographical references 43-46.

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21

Chung, Yeon Chang. "Meta analysis on high quality recruiting enlistments." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1995. http://handle.dtic.mil/100.2/ADA303812.

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22

Lohberg, Sven. "Online-Recruiting : externe Personalgewinnung über das Internet /." Saarbrücken : VDM, Müller, 2006. http://deposit.ddb.de/cgi-bin/dokserv?id=2779253&prov=M&dok_var=1&dok_ext=htm.

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Lohberg, Sven. "Online-Recruiting externe Personalgewinnung über das Internet." Saarbrücken VDM, Müller, 2003. http://deposit.ddb.de/cgi-bin/dokserv?id=2779253&prov=M&dok_var=1&dok_ext=htm.

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24

Mourouzis, Michael G. "Finding Lawrence recruiting talent for unconventional warfare." Thesis, Monterey, California. Naval Postgraduate School, 2011. http://hdl.handle.net/10945/5702.

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Approved for public release; distribution is unlimited.
From Francis Marion's guerrilla war against the British to advising the resistance against the Nazis and Japanese, the United States has depended on unconventional warfare (UW) as a component of national defense. Today, the U.S. Army Special Forces (SF) is the premiere unconventional warfare unit in the U.S. military. With a smaller Army and increasing missions, SF must expand its recruiting efforts. This thesis analyzes the recruitment and selection process used by other units and finds four traits common to successful UW individuals: motivation, interpersonal intelligence, cross-cultural capability, and adaptability. SF recruiting is then examined to identify recommendations for targeting individuals who possess these traits, two of which are difficult to measure during selection--interpersonal intelligence and cross-cultural capability. A demographic profile of the Special Forces Regiment emphasizes shortfalls where more targeted recruitment may help. Through recruiter reorganization, establishment of a referral system, more accurate advertising, adoption of a long-term engagement strategy, and renewed leader involvement, SF recruiting can more effectively target those who already possess high UW potential. As it is paramount to find the right individuals for UW, targeted recruitment will help improve the short and long-term health of the regiment.

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25

Celski, Robert J. "Realignment of the U.S. Army Recruiting Command." Thesis, Monterey, California. Naval Postgraduate School, 1992. http://hdl.handle.net/10945/24023.

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26

Chaurasia, Hema. "Exploring Recruiting Challenges of the Insurance Industry." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1840.

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Insurance companies provide financial protection to the general population, but their workforce challenges may destabilize the companies to the point of financial distress. Senior insurance company leaders lack effective strategies to recruit skilled professionals. With contingency theory and resource-based view theory as the framework, the focus in this multicase study was the exploration of the recruiting strategies of human resources (HR) managers in New York City area insurance companies. Four insurance company HR managers were recruited via a purposeful and snowball sampling method for semistructured interviews. These interviews were analyzed through a reflective interpretation process, which was guided by the van Manen method. Additional data were gathered through document analysis of the managers' companies' job postings. Participants reviewed the transcription of the interview by member checking and verifying the commonly identified patterns. The findings included themes such as applying strategy vs. tactics to job postings, building the pipeline before the need arises, and target marketing for the multigenerational workforce. By implementing executive support for strategic management of the recruitment process, insurance companies can overcome the barriers to recruiting qualified candidates. The findings from this study may influence social change by reducing the literature gap, enhancing the learning amongst companies in the insurance industry, and creating jobs in local communities.

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27

Munoz, Patricia. "An exploratory cost analysis of Navy Recruiting stations." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1997. http://handle.dtic.mil/100.2/ADA333451.

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28

Gundayao, Jenniffer D. "Development of a Navy recruiting vehicle budget model." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1997. http://handle.dtic.mil/100.2/ADA342560.

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Thesis (M.S. in Management) Naval Postgraduate School, December 1997.
"December 1997." Thesis advisor(s): Stephen L. Mehay, Shu S. Liao. Includes bibliographical references (p. 49). Also available online.

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29

Murphy, Kimberly A. "The impact of regional economic conditions on recruiting." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA361449.

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30

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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31

Hammen, Jeremy J. L. "Genetic structure of Wisconsin's naturally recruiting walleye population /." Link to full-text, 2009. http://epapers.uwsp.edu/thesis/2009/Hammen.pdf.

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Thesis (M.S.)--University of Wisconsin--Stevens Point, 2009.
Submitted in partial fulfillment of the requirements of the degree Master of Science in Natural Resources (Fisheries), College of Natural Resources.) Includes bibliographical references (leaves 52-63).

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32

Borg, Andrew Edward. "Strategies Agency Managers Use to Retain Recruiting Staff." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2790.

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The high rate of employee turnover in the staffing industry is costly and impedes sustainability of employment agencies. The focus of this qualitative single case study explored strategies that 10 human resource managers (HRMs) and 5 HR directors used to retain recruiting staff at one regional recruiting agency in the southeastern region of the United States. The target population and research site were selected because of prior success in employee retention strategies. The conceptual framework grounding this study was sustainability theory. Methodological triangulation was achieved with semistructured interviews and focus group data. Data were thematically analyzed using Atlas.ti7, and all interpretations from the data were member checked to ensure the trustworthiness of findings. Emergent themes from the analysis revealed that these HRMs and HR directors increased employee job training, improved transparency in strategic planning and business practices, and enhanced communication of their employees' roles and responsibilites. The application of the findings may contribute to social change by providing HRMs and directors with insights that could improve employee retention and organizational sustainability. Stakeholders may benefit from an increased understanding of employee retention strategies and potentially reduce employee turnover for the local community.

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33

Borja, Jairo. "Recruiting Strategies for a Nonprofit Health Care Facility." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6524.

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Although predictions for the supply of registered nurses (RNs) is projected to increase to 3,849,000 by 2025, the demand for RNs is projected to grow to 3,509,000. The purpose of this single case study was to explore the strategies some recruiters in a nonprofit health care facility used to recruit RNs. The conceptual lens used for this study was general systems theory. Through a purposeful sample of 3 recruiters at a nonprofit health care facility located in New York, data collection occurred through semistructured interviews, reviewing job boards and the company website, and taking field notes the day of the interviews. Data analysis involved a process of organizing, coding, arranging data into common themes relevant to the research question, and interpreting the data. Member checking was used to enhance the credibility and validity of the data. Through thematic analysis, 4 themes emerged: partnering with colleges, strategies in recruiting RNs, partnering with professional organizations to recruit RNs, and updating the website. Using multiple job boards to promote available RN positions was also identified as a strategy to recruit RNs. Identifying strategies to recruit RNs may assist human resource leaders in a challenging business environment in which the supply of qualified RNs is low. The study findings have implications for positive social change for recruiters in a nonprofit health care facility and in the community. Recruiters in a nonprofit health care facility that recruit qualified RNs may assist with improving the nonprofit mission, identifying sickness or disease, and assisting with proper treatment for patients.

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Celadin, Giulia <1992&gt. "Digital recruiting: nuovi strumenti e approcci nell'era 4.0." Master's Degree Thesis, Università Ca' Foscari Venezia, 2021. http://hdl.handle.net/10579/18538.

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Il seguente elaborato ha lo scopo di analizzare il digital recruiting e i nuovi strumenti digitali a disposizione del datore di lavoro per attrarre i candidati ideali per le esigenze aziendali. Per competere in un mercato sempre più dinamico e complesso in cui si assiste ad un rovesciamento delle dinamiche classiche del reclutamento (sono le aziende adesso a doversi far scegliere dai candidati e non più viceversa) è importante che le aziende evolvano il loro approccio al recruiting affiancando ai tradizionali canali di reclutamento l’utilizzo di automazione, intelligenza artificiale, robotizzazione, gamification. Nel primo capitolo, partendo da un’analisi della sfida di ogni vertice aziendale, ovvero quello di vincere la “Guerra dei talenti”, verranno approfondite le fasi tipiche del reclutamento tradizionale rispondendo alle domande “Chi inserire in azienda?”, “Dove cercare?”, “Come scegliere la persona da inserire?”. Il secondo capitolo, invece, partendo dal presupposto di offrire al candidato una buona candidate experience, fornirà una panoramica dei principali canali di reclutamento, tradizionali e online, analizzandone criticità e sfide future. Il terzo capitolo si focalizzerà invece sul digital recruiting: partendo da una generica panoramica sull’argomento, verranno affrontati i cambiamenti di questo nuovo modo di concepire il reclutamento, analizzandone le potenzialità e i rischi. Dopo aver approfondito anche gli strumenti digital maggiormente utilizzati, il capitolo si concluderà con l’analisi dell’enorme mole di dati che gli strumenti consentono di ottenere, i cosidetti big data, i quali per poter essere sfruttati richiedono approcci predittivi e nuove figure professionali. L’elaborato si concluderà con un capitolo dedicato all’analisi empirica dei temi trattati attraverso indagini sul campo che permetteranno di comprendere come le aziende italiane si stiano approcciando al digital recruiting.

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Wigbers, Daniel. "Pathways to parliament : legislative recruitment in Germany and Great Britain." Thesis, University of Cambridge, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.607763.

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Lee, Hak-wai Robert, and 李克偉. "An analysis of recruitment and selection procedures for assistantassessors in the Inland Revenue Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974466.

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37

Lau, Wing-cheuk, and 劉榮卓. "A study of the recruitment of liaison officers II in the home affairs department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B30433198.

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38

Martin, Paul E. "A multi-service location-allocation model for military recruiting." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA362162.

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Burger, Eric C. "A multivariate times series analysis of U.S. Army recruiting." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA379705.

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Thesis (M.S. in Operations Research)--Naval Postgraduate School, June 2000.
Thesis advisor(s): Buttrey, Samuel E. "June 2000." Includes bibliographical references (p. 89-90). Also available in print.

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40

Hu, Dawei, and Andrei Kehlmeier. "Recruiting the Right Junior Auditor : a Human Resource Perspective." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-17541.

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Employee turnover has long been an issue within the audit profession and is generally considered to have a negative impact on auditing firms. As auditing firms rely on the skills and knowledge of their employees, the recruitment process is crucial in order to appoint candidates who will benefit the firm. Previous research has studied the turnover within audit firms, where the majority of the studies have focused on why employees choose to leave. While previous research mainly focuses on the individual’s perspective, the purpose of this thesis will be to explore how audit firms’ HR-departments work with the recruitment of junior auditors from a turnover perspective. A model that illustrates the recruitment process has been created through researching theories and literature regarding turnover. In order to collect information, semi-structured interviews were used. The questions were based on the created model and the literature presented throughout the thesis. Interviews were held with HR-respondents in order to explore their view on the recruitment process. Junior auditors were also interviewed in order to explore their perception of the recruitment process, and to identify if there were any differences from the HR-respondents’ views. Our findings indicate that the participating firms’ recruitment process is both extensive and well developed in order to make sure that they hire a suitable candidate. It did not become apparent that the firms focused on tenure during the employment selection, although the well-established structure of the recruitment process might indirectly impact the turnover situation. Our results also indicate that firms invest much time and resource into their marketing activities and that they value the personal competence of their candidates greatly.

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41

McRoberts, Claude M. "Navy enlistment supply model at the recruiting station level." Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://bosun.nps.edu/uhtbin/hyperion-image.exe/08Jun%5FMcRoberts.pdf.

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Thesis (M.S. in Operations Research)--Naval Postgraduate School, June 2008.
Thesis Advisor(s): Buttrey, Samuel E. "June 2008." Description based on title screen as viewed on August 26, 2008.. Includes bibliographical references (p. 41-42). Also available in print.

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Weathers, Michael B. "Special Forces Officer recruiting in a high OPTEMPO environment." Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://handle.dtic.mil/100.2/ADA483567.

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Thesis (M.S. in Defense Analysis)--Naval Postgraduate School, June 2008.
Thesis Advisor(s): Fox, William. "June 2008." Description based on title screen as viewed on August 28, 2008. Includes bibliographical references (p. 81-85). Also available in print.

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Fawcett, Bruce. "Recruiting clergy for Canadian Baptist Churches : a typological understanding." Thesis, Bangor University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.429651.

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Meyer-Rodrigues, Sims. "Recruiting Cyclists in Uppsala: Why do exchange students cycle?" Thesis, Uppsala universitet, Institutionen för geovetenskaper, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-376705.

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The current trend of emissions from the transport sector is unsustainable. To increase cycling mitigates these emissions, while also actively promoting health and alleviating congestion within cities. However, the clear benefits from cycling, along with efforts from municipalities around the world to promote cycling, have not translated in a sufficient change in behavior to reverse the global trends in emissions. Rather than looking at individual behavior, Social Practice Theory (SPT) is concerned with the practice (of cycling) as a whole. Primarily through interviews with international students about their experiences cycling and how they picked up cycling in Uppsala, voted best bike city in Sweden in 2018, I present an analysis of the recruitment process, and the overall practice of cycling in Uppsala through the lens of SPT. In this thesis I found that the pervasiveness of cycling throughout Uppsala and the social networks created by exchange students work together to recruit practitioners and spread the practice of cycling.

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Chelf, Carole Melisa. "An Intervention Model for Recruiting Rape Victims into Treatment." Diss., Virginia Tech, 1999. http://hdl.handle.net/10919/11160.

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The percentage of rape victims who do not seek social support after rape is alarming, particularly given the potential consequences of not seeking help. The present study attempts to address the dilemma of rape and attempted rape victims' lack of support seeking through a two-phase online intervention designed to encourage them to seek treatment. The study manipulates factors involved in characterizing oneself as a rape victim and in seeking help for problems resulting from rape. It was hypothesized that victims who received the intervention would seek counseling more than victims in a wait-list control group. Participants were 1322 women ranging in age from 17 to 39 from a large, southeastern university. Of these women, 344, or 26% of the sample, reported an experience consistent with a legal definition of rape or attempted rape. Unfortunately, it was not possible to fully examine the proposed model in this study, as hypothesized differences between intervention and control subjects did not exist. However, interesting trends developed collapsing across treatment groups. While few participants sought formal help, almost three-fourths sought informal help and almost half sought information about counseling. These findings are made even more salient by the large number of non-recent victims who sought help for the first time. Taking part in the study itself appeared to encourage victims who had gone without help for some time to actually seek help. In addition, higher levels of distress were associated with seeking help, as were higher levels of negative social reactions, stigma, and self-blame. Perceived need for help was found to mediate the relationship between distress and intent to seek help. Limitations and suggestions for future research are discussed.
Ph. D.

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Senter, Robert R. "An analysis of Navy Recruiting Command's officer goaling models." Thesis, Monterey, California : Naval Postgraduate School, 1990. http://handle.dtic.mil/100.2/ADA237493.

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Thesis (M.S. in Management)--Naval Postgraduate School, June 1990.
Thesis Advisor(s): Mehay, Stephen L. Second Reader: Eitelberg, Mark. "June 1990." Description based on title screen as viewed on October 16, 2009. DTIC Identifier(s): Naval Personnel, Recruiting, Officer Personnel, Nurses, Theses. Author(s) subject terms: NUPOC, Nurse Corps Recruiting, NUPOC Recruiting, Navy Recruiting District. Includes bibliographical references (p. 82). Also available in print.

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Whaley, Darrin L. "Scheduling the recruiting and MOS training of enlisted Marines /." Thesis, access online version, 2001. http://handle.dtic.mil/100.2/ADA397646.

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Favara, Jeremiah. "Recruiting for Difference and Diversity in the U.S. Military." Thesis, University of Oregon, 2018. http://hdl.handle.net/1794/23102.

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After shifting to an all-volunteer force (AVF) in 1973, the U.S. military was forced to expand recruiting efforts beyond the ideal figure of the white male soldier in order to meet personnel needs. Shaped by the economic realities of the AVF, such recruiting efforts sought to show individuals historically excluded from military service, namely women and people of color, that there was a place for them in the military. The presence of women and people of color in recruitment materials contributes to ideals of citizenship and articulates understanding of gender, race, sexuality, and class in relation to military inclusion. Focusing on recruitment advertisements published in three consumer magazines—Sports Illustrated, Ebony, and Cosmopolitan—from January 1973 to December 2014, this dissertation argues that the project of military inclusion is driven by a need to recruit bodies in maintenance of the military institution and obfuscates class inequalities critical to recruiting, reconfigures ideas about military masculinity, promotes ideologies of colorblindness, and regulates ideas about gender and sexuality.

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Fleming, Wanda C. "Strategies for Recruiting and Retaining Rural Emergency Department Physicians." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3880.

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Recruiting and retaining physicians to work in rural emergency departments (EDs) have reached a crisis level, threatening the availability of services to rural residents. In this study, a case study design was used to explore strategies that rural ED administrators use to recruit and retain physicians to work in their facilities. The study population consisted of 5 rural hospital administrators operating EDs in central Mississippi. These administrators were charged with the responsibility to recruit and retain ED physicians. The on-going staffing of ED physicians, with no lapses in coverage, was evidence that these administrators successfully recruited and retained ED physicians at their facilities. The conceptual framework that grounded this study was strategic human resource management. Semistructured interviews were used to collect data from participants, and the modified van Kaam method of data analysis was used to create and cluster themes, validate data, and to construct and describe textural meaning. One of the dominate themes that emerged from the study was the challenge of maintaining rural ED physician coverage. Deterrents to maintaining ED coverage included insufficient pools of available physicians, changing technological demands, and financial constraints. A second dominate theme permeating the study was the insufficient focus on retention of rural ED physicians. Study findings may contribute to social change by providing a replicable recruitment and retention model for recruiting and retaining rural ED physicians. The most successful strategies to recruit and retain ED physicians, as identified in this study, were provision of financial incentives and development of a sense of family and community.

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Combs, Jeffery. "Closing the Manufacturing Skills Gap Through Innovative Recruiting Practices." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7623.

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Business leaders’ recognition of the increasing shortage of skilled workers to meet industry demand is a business problem. The purpose of this multiple case study was to explore strategies that business leaders used to recruit skilled workers at 3 manufacturing facilities in South Carolina. The human capital theory was the conceptual framework used for this study. Data were collected from face-to-face interviews with 3 business leaders who demonstrated successful recruitment strategies, a focus group of 4 skilled manufacturing employees hired during the time period of 2018-2019, and a review of company documents. Data were analyzed using Yin’s 5-step process. Six key themes emerged from data analysis: competitive wages and benefits; clean, safe, and stable work environment; employee investment and on-the-job training; use of recruiting agencies and skilled recruiters; strong community relations/image; and industry competition. The implications of this study for positive social change include the potential to provide significant knowledge and skills to manufacturing leaders conducive to the success of recruiting skilled workers to meet their needs. By meeting the demand for skilled manufacturing workers, organizations could boost their bottom line by increasing productivity and sales. Because of greater profits, business leaders could increase their contribution to the community with stable employment and the creation of additional jobs through supplier initiatives.

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