Relevant bibliographies by topics / Recruitment and selection process

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Recruitment and selection process'

Author: Grafiati
Published: 4 June 2021
Last updated: 27 April 2022

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Journal articles on the topic "Recruitment and selection process"

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Vincent, Vinod. "360° recruitment: a holistic recruitment process." Strategic HR Review 18, no. 3 (June 10, 2019): 128–32. http://dx.doi.org/10.1108/shr-02-2019-0006.

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Purpose This paper aims to introduce the concept of 360° recruitment, which is a systematic, practical and holistic recruitment process that provides a reliable employee-selection structure for an organization of any size. Design/methodology/approach The recruitment process, which begins with establishing the correct selection criteria, provides a 360° view of a candidate by combining assessments, job interviews, reference checks and job previews. Findings Hiring the right employees is critical for the growth and success of an organization. However, many companies do not have an effective and reliable recruitment process that enables them to hire top-notch talent who are highly compatible with the firm. The 360° recruiting process is a practical technique that enables organizations to evaluate job applicants from multiple angles while reducing the uncertainty and the biases that are inherent in a typical recruiting process. Originality/value The 360° recruitment process is comprehensive yet practical and can be used by an organization of any size. The technique, if properly administered, will optimize recruiting and ensure that qualified and compatible employees are hired into the organization.
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Hancock, Cath. "Effective Recruitment and Selection." Legal Information Management 2, no. 2 (2002): 23–25. http://dx.doi.org/10.1017/s1472669600000086.

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Cath Hancock, Staff Development Officer at Cardiff University, and Alison Clayton of Cameron McKenna have supplied us with two articles addressing aspects of the recruitment and selectiom process. This article from Cath Hancock concentrates on the pre-intervies process but also looks briefly at post-interview issues.
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Clayton, Alison, and Cameron McKenna. "Effective Recruitment and Selection." Legal Information Management 2, no. 2 (2002): 26–29. http://dx.doi.org/10.1017/s1472669600000098.

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Alison Clayton and Cath Hancock have supplied us with two articles addressing aspects of the recruitment and selection process. This article from Alison Clayton, Training and Development Officer at Cameron McKenna, deals with the skills you need to be an effective interviewer.
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G., Kanagavalli, Dr Seethalakshmi R., and Dr Sowdamini T. "A SYSTEMATIC REVIEW OF LITERATURE ON RECRUITMENT AND SELECTION PROCESS." Humanities & Social Sciences Reviews 7, no. 2 (March 5, 2019): 01–09. http://dx.doi.org/10.18510/hssr.2019.721.

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Purpose of the study: The main purpose of this study is to provide a new, macro-level model of strategic staffing to bridge the gap in the knowledge regarding how practices within recruitment and selection systems can work to provide a competitive advantage among various sectors. This study identifies the various methods of recruitment and selection process through a systematic review of literature, which would be the right fit for attracting and selecting employees in an organization. Design/methodology/approach: Content analysis method is adopted to review the literature and subcategories were formed to analyze the research. Literature was collected from 40 articles of a reputed journal from 2010 to 2018. Main findings: The review of literature revealed that the recruitment and selection process is carried out in organizations by adopting latest technologies like online portals, outsourcing, job fair, campus interviews, and mobile recruitment applications. The representation of this practice is to find the best candidate for an organization. Besides adopting the latest technology, consideration of the expatriate factor would lead to an effective way of recruitment practices in finding out the right candidate for the right job and thus create a healthier work environment. The expatriate factors have not been considered well in the Indian context, but have been given importance in the global context in the process of recruitment and selection. Social Implications: Highlighting the significance of various recruitment practices results in the selection of the right person in the right job, which enhances a healthier working environment in organizations, in turn rendering high quality products and services to the society. Originality of the study: Prior research has studied various factors that influence internal recruitment, external recruitment, and selection process. This study is an attempt to analyze the expatriate factors and other factors through the content analysis method.
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Sołek-Borowska, Celina, and Maja Wilczewska. "New Technologies in the Recruitment Process." Economics and Culture 15, no. 2 (December 1, 2018): 25–33. http://dx.doi.org/10.2478/jec-2018-0017.

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Abstract Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a whole. The recruitment process will be presented on the example of ItutorGroup. The paper considers the possibilities of including modern technologies in the recruitment and selection strategies of the organization based on a case study method. The case study describes the project of cooperation of the Work Service personnel consultancy with the international organization ItutorGroup. Its selection and recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.
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SOŁEK-BOROWSKA, Celina, and Maja Wilczewska. "New technologies in the recruitment and selection process." Nowoczesne Systemy Zarządzania 13, no. 3 (September 24, 2018): 219–32. http://dx.doi.org/10.37055/nsz/129504.

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Dobrze przeprowadzony proces rekrutacji jest niezwykle ważny dla organizacji, pozwala na dogłębną i obiektywną weryfikację kandydatów pod kątem spełnienia oczekiwań pracodawcy i ostatecznie prowadzi do ich zatrudnienia. Głównym celem artykułu jest analiza, w jaki sposób nowe technologie wpłynęły na proces rekrutacji. Proces rekrutacji zostanie przedstawiony na dwóch przykładach: mianowicie ItutorGroup i sieci luksusowych salonów odzieżowych. Rekrutacja w grupie ITutor opierała się wyłącznie na nowych technologiach z ograniczoną ingerencją czynnika ludzkiego. Strategia rekrutacji opierała się na rekrutacji wideo. Drugie studium przypadku opisuje współpracę między agencją doradztwa personalnego a luksusową siecią sprzedaży detalicznej, mającą na celu rekrutację i zatrudnianie sprzedawców w Polsce poprzez wprowadzenie działań Big Data w mediach społecznościowych oraz proces scoutingu. Wyniki wskazują, że e-rekrutacja przekształca tradycyjny proces rekrutacji w proces niezależny od czasu, oparty na współpracy. Najważniejsze zmiany są rejestrowane, istnieje zwiększona podzielność głównych zadań rekrutacyjnych. Głównym zadaniem rekrutera staje się komunikacja z kandydatami. Z drugiej strony w niektórych projektach rekrutacyjnych nie można polegać wyłącznie na nowych technologiach. Rekrutacja w postaci bezpośrednich kontaktów z potencjalnymi kandydatami wydłużyła proces w czasie, ale pozwoliła na uzyskanie „skrojonych na miarę” kandydatów przygotowanych i sprawdzonych w miejscu pracy. Strategia rekrutacji i selekcji oparta na nowoczesnych technologiach wymaga doświadczonego i kompetentnego zespołu, dwie niewątpliwe korzyści to: ograniczenie długości procesu w czasie i możliwość obniżenia kosztów.
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DE FRUYT, FILIP CAMIEL M. "TOWARDS AN EVIDENCE -BASED RECRUITMENT AND SELECTION PROCESS." RVGP 16, no. 16 (May 1, 2019): 8–15. http://dx.doi.org/10.47623/ivap-rvgp.16.2019.01.

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Österberg, JOHAN, EMMA Jonsson, and Anna Karin Berglund. "OFFICER RECRUITMENT – IMPROVING THE PROCESS." CONTEMPORARY MILITARY CHALLENGES, VOLUME 2018, ISSUE 20/2 (May 15, 2018): 23–35. http://dx.doi.org/10.33179/bsv.99.svi.11.cmc.20.2.1.

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Povzetek Edini način, da na Švedskem postaneš častnik, je, da končaš triletni program šolanja častnikov. V postopku selekcije za program šolanja častnikov je velika razlika med številom kandidatov in številom posameznikov, ki se v resnici začnejo šolati. Ena izmed posledic tega je, da program šolanja častnikov ni bil v celoti zapolnjen že od leta 2008, zaradi česar v švedski vojski primanjkuje častnikov. Prednostna naloga je torej popolnitev švedske vojske z zadostnim številom usposobljenih častnikov, zato se mora od zdaj naprej število kandidatov za častnike povečevati. Leta 2014 se je začel projekt, katerega namen je preučiti pridobivanje kandidatov in selekcijo za program šolanja častnikov ter prepoznavati dejavnike uspešnosti in področja, na katerih so potrebne izboljšave. Dodatna ambicija tega projekta je tudi uvedba ukrepov, potrebnih za povečanje učinkovitosti pridobivanja kandidatov na podlagi rezultatov in razmerja kandidatov, ki se vključijo v program šolanja častnikov. Projekt je privedel do izvajanja drugačne strategije zaposlovanja v letih 2016 in 2017. V začetku postopka selekcije so s prijavljenimi stopili v stik kandidati, ki so že vključeni v program šolanja častnikov, povabljeni pa so bili tudi na informativni sestanek na švedski obrambni univerzi. S tistimi, ki so bili izbrani za šolanje v programu, so nato stopili v stik njihovi prihodnji poveljniki vodov in jim dali koristne informacije. Rezultati kažejo, da se je število kandidatov, ki so se vključili v program šolanja častnikov, povečalo, osip v izbirnem postopku pa je bil manjši kot kadar koli prej. Ključne besede: pridobivanje kadra, častniki, program šolanja častnikov, švedska vojska. Abstract The only way to become an officer in Sweden is to complete the three-year Officers’ Programme (OP). In the selection process for the OP, there is a large gap between the number of applicants and the number of individuals who start the programme. One consequence of this is that the OP has not been fully manned since 2008, thus leaving the Swedish Armed Forces (SAF) with a shortage of officers. Manning the SAF with sufficient officers with the right qualifications is a priority, and henceforth the number of cadets must increase. Therefore, in 2014, a project was launched with the aim of examining recruitment to and selection for the OP, as well as identifying success factors and areas of improvement. An additional ambition was to introduce measures intended to increase recruiting efficiency based on the results, and the proportion of individuals who enter the OP. The project led to the implementation of a different recruitment strategy in 2016 and 2017. Early in the selection process applicants were contacted by cadets already studying on the OP, and were invited to an information meeting at the Swedish Defence University. Those who were selected to start the OP were also contacted by their future platoon commanders, who provided useful information. The outcomes show that the numbers of cadets starting the OP increased, and the dropout rate during the selection process was lower than before. Keywords: Recruitment, Officers, Officers’ Programme, Swedish Armed Forces
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Parvathi, K., S. Sujitha, and Allen steve. "Online Campus Selection Process." International Journal on Cybernetics & Informatics 10, no. 2 (May 31, 2021): 269–76. http://dx.doi.org/10.5121/ijci.2021.100230.

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The Present digital and technological era has facilitated the college campus recruitment process towards a manifestation of a vibrant shift in new systems of workforce engagements. The processes like gathering and compilation of information, filing of records, and all data related administrative work are done electronically, and therefore, paperwork is considerably diminished in the new model. Significantly, very less physical campus space is utilized for interview processes, and overall, consumes minimal time as compared with more traditional recruiting methods.And the super process excellence techniques is applied in the corporate with renewed focus on quality, even people recruiting has also been structured as a online flow system for steady results.
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Sutrisno, Sutrisno, Sutikno Wahyu Hidayat, Avando Bastari, and Okol Sri Suharyo. "APPLICATION OF FUZZY MULTIPLE CRITERIA DECISION MAKING (MCDM) IN SELECTION OF PROSPECTIVE EMPLOYEES." JOURNAL ASRO 10, no. 1 (May 7, 2019): 10. http://dx.doi.org/10.37875/asro.v10i1.86.

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The recruitment process is the initial process that determines the sustainability and success of a company. In the process, effective and efficient selection tests are the key. The level of professionalism and academic ability of prospective employees are two things that are very much needed as a reference and criteria that are used as selection factors in the recruitment process. This study uses the Fuzzy Multiple Criteria Decision Making (MCDM) method by solving problems using the Simple Addictive Weighting Method (SAW). The use of this method is expected to produce an electronic selection test application that can help the recruitment team in carrying out the selection process at PT. X. The results of the research are in the form of prospective employee selection test applications to simplify the process of selecting prospective employees according to their needs. Keywords: Selection Test, Application, FMCDM, SAW
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More sources

Dissertations / Theses on the topic "Recruitment and selection process"

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LeCompte, Angela D. "Cost analysis of the University of Wisconsin-Stout unclassified recruitment and selection process." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003lecomptea.pdf.

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Löv, Michelle, Tinne Lestrin, and Josefine Uppfeldt. "Föredrar arbetsgivaren festprissen eller kontorsnissen? : En kvalitativ studie om rekryterares granskning av arbetssökandes sociala medier inom IT-branschen." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105042.

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The purpose of the study is to create an understanding of whether, and in such cases how, employers in IT-firms examine jobseekers' social media as a part of the company's recruitment process. The study has been limited to recruiters in the IT-industry as it was considered extra interesting to examine the recruitment process related to social media due to the technical skills that are required within the IT industry. The choice of industry was also based on the fact that it is estimated that 70.000 new employees will be needed until the year of 2022, to meet Sweden's demand of employees within the IT-industry. Ten respondents with various positions in different IT-firms, that are responsible for the recruitment process, have participated in the study through semi-structured interviews. The conclusions drawn from the respondents' answers in relation to the theoretical framework are that all respondents actually examine job seekers' social media. This is done regardless of whether the company has considered that this is something that should be avoided or not. It was shown that the recruiters examined the job seekers' social media by their own initiative rather than on the basis of established guidelines. It did not appear that any specific guidelines nor policies existed or was used by any company regarding the review, and neither that there exists any form of internal dialogue regarding any specific approach. The majority of the respondents performed the review of social media in the final stages of the recruitment process. It has, however, been shown that the review is not used as a decisive decision in the recruitment process, rather as a complement for the overall picture. Even so, it turned out that there is content on social media that could have been decisive, but this only applies to individual cases where the content was considered extreme. Examples of such content were strong political statements that for instance regarded racism or other statements concerning inequality.
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Bhaur, Amer, and Jakub Mulač. "Dimensions of Enterprise Hypocrisy with Specifics to Recruitment & Selection." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1222.

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The increase in white-collar crimes has become a common feature around the globe and

its impact has left many conglomerates despaired affecting businesses, economies,

employees and families that are somehow related to these organizations. The famous

money laundering and accounting scandals such as; Parmalat, Adelphia, Yukos Oil

Company, Qwest Communications International, Tyco, and WorldCom, are true bitter

realities of the corporate world. The dilemma is costing enterprises great amounts of

money to set the image right that keeps on getting wrong. People are hired on loads of

relevant work experience with excellent academic backgrounds, yet the strain of

dishonesty lurks within the individual worker of an organization.

The purpose of the research is to investigate the dismal realities that occur within the

recruiters’ conscious or subconscious mind during a recruitment and selection process

(the gateway to an organization). Our objective is to identify the dimensions of enterprise

hypocrisy and to understand and explain the scenarios and the ways professionals are

trying to cope with the matter.

The recruiters see the white collar crimes as a potential rising concern and are using

personality test such as the OPQ 32 (Occupational Personality Questionnaire) together

with other methods (interviews, references, intuition, education, etc.) in hiring the right

candidate for the job, which hopefully would be potentially harmless to the organization.

The findings are not based on a systematic comparative study and can therefore only be

interpreted as indicative.

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Peterová, Lenka. "Získávání a výběr zaměstnanců." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-17212.

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The aim of the thesis is to analyze the recruitment and selection process of the employees in Nestlé Czech Republic and simultaneously to propose the possible steps how to improve above mentioned processes.
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Degenaar, Wilna. "The development of a model that incorporates ethics in the recruitment and selection process." Diss., Pretoria: [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-08242005-112228.

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Vlčková, Lucie. "Rozbor procesů získávání a výběru zaměstnanců ve vybrané organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-201790.

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The aim of this master´s thesis is to analyze the process of recruitment and selection of employees in the chosen company to identify its strengths and weaknesses and propose measures to increase the effectiveness of this process. The master´s thesis consists of theoretical and practical part. The theoretical part defines the essential terms and provides basic solutions for the issue of recruitment and selection of employees. The practical part presents the selected company, evaluates the process of recruitment and selection of employees and presents suggestions to improve the functioning of the whole process. The practical part also includes a survey, which examines employee satisfaction with recruiting and selecting new personnel.
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Paul, Maya Larissa, and Rico Kleiner. "The Recruitment Process within the Family Business Context : A Multiple Case Study." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35710.

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The presented master thesis is an exploratory, multiple case study that analyzes the recruitment practices and their respective processes in five family firms located in the Southern part of Germany. A strong HR function inside a company is necessary to stay competitive in the market and survive in the long-run. Hereby recruitment is an important field of research because firms depend on their employees who are ultimately the vital factor in running a successful business. Recruitment is an ongoing process in a dynamic business world and a very crucial responsibility of HRM inside the organization. Especially due to the strong family involvement, commitment to the localities, overlap between financial and nonfinancial goals, and a deeply ingrained business culture based on the family founders’ values, establishing an effective recruitment process is even more important in family than in nonfamily firms. Thus, this study aims at exploring and researching individual characteristics associated with the recruitment practices and tries to display the main influencing factors in the recruitment process of the studied firms. Through analyzing secondary and primary data collected with the help of semi-structured interviews, the authors were able to gather insightful data from CEOs and HR representatives in order to draw comprehensive conclusions regarding how suitable employees are recruited in family firms. The results show that the person-organization (P-O) fit is a main component which family firms try to assess in their applicants. Personality and the fit to the respective business culture, apart from the actual skill-set, is an additional requirement for being recruited. Through various recruitment channels, strategies, and assessments the family firms try to use the construct of familiness to their advantage and benefit.
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Akbarnejad, Navid. "Candidate workshop framework! : A tool to get better user experience in the recruitment process." Thesis, Linnéuniversitetet, Institutionen för design (DE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-100568.

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This study is about the recruitment process. It started with a big picture of Work-life and narrowed down at the beginning of the career when candidates are applying for a job. There are different problems in the recruitment process. It is a stressful and uncertain experience for candidates. Also, the organizations will take damage by selecting an inadequate candidate. And, the recruiters have a hard time making a decent decision. This study investigates how to improve the experience of the stakeholders of candidates, organizations, and recruiters. The model of the design innovation process is the methodology of the project. The result is a candidate workshop framework that is a tool to get a deeper understanding of candidates. Designing a workshop can help to select an adequate person when there are the last few candidates. This workshop is complementary to a job interview, which can be before or after the job interview. It can be a physical or remote workshop. The workshop is about testing the abilities and soft skills that are not easy to measure by a traditional job interview. As a result, this solution can create an opportunity to gain better experience as teams and organizations meet people who are going to work with, and candidates get better feedback.
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Hebib, Dzenita, and Rebecca Lindstedt. "Sociala medier i rekryteringsprocessen." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-26080.

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Introduktion - Vid rekrytering, tycker arbetsgivare att de traditionella metoderna är en kostsam process som tar tid och bidrar med för lite information för att göra en lyckad rekrytering. Sociala mediers framväxt, har bidragit med en annan form av information som har fått arbetsgivare att vilja använda sociala medier i rekryteringsprocessen. Det finns många fördelar med att använda sociala medier, dock finns det minst lika många nackdelar. Syfte - Syftet med denna uppsats är att öka medvetenheten hos arbetsgivare om användandet av sociala medier vid granskning av profiler i rekryteringsprocessen. Problemformulering - För att besvara vårt syfte valde vi att utgå från två problemformuleringar; hur använder arbetsgivare sociala medier vid granskning av profiler i rekryteringsprocessen samt vilka fördelar respektive nackdelar finns det med användandet av sociala medier för arbetsgivare när de granskar kandidaters profiler i rekryteringsprocessen? Metod - Vi utgick från en deduktiv ansats och kvantitativ metod. Vi började med att skapa en teoretisk modell som sedan låg till grund för vår empiriska insamling. Vi genomförde en tvärsnittsstudie då vi ville få ett generaliserat svar. Utifrån den kvantitativa metoden skapade vi en muntlig enkät och intervjuade 300 företag i Kalmar stad. Svaren vi fick under intervjuerna har analyserats med en deskriptiv analys. Resultat - Arbetsgivare som använder sociala medier i rekryteringsprocessen, ansåg att det var för att de fick tillgång till bättre, säkrare, mer sann och en större mängd information och att det var en enklare, billigare och snabbare urvalsmetod. Anledningen som dominerade bland de arbetsgivare som använder sociala medier, var att de ansåg sig kunna utläsa personligheten bättre via sociala medier och att det gjorde rekryteringen mycket mer rolig än de traditionella metoderna. Det var en mycket större andel av företagen vi intervjuade som inte använder sociala medier än de som använde det. Anledningarna varierade till att inte använda sociala medier, för att det var för osäkert, kändes oprofessionellt, var för avancerat, det fanns inga tydliga riktlinjer, det var intrång på privatlivet samt att informationen uppfattades som otrovärdig. Arbetsgivare var generellt nöjda med de traditionella metoderna. Slutsats - Det finns många fler nackdelar än fördelar med att använda sociala medier, enligt både teorin och de arbetsgivare vi intervjuade. De fördelar som finns med att använda sociala medier är dock mycket fördelaktiga men på grund av att det inte finns riktlinjer och lagar kring sociala medier, så väljer många arbetsgivare bort sociala medier och använder sig istället av de traditionella metoderna. I dagsläget verkar det som att sociala medier har en negativ klang i samhället då det anses sudda ut gränsen mellan privatliv och arbetsliv. Vi tror dock att det kommer ske en skiftning och att sociala medier kommer att utvecklas och användas mer i rekryteringsprocessen. Sociala medier kommer enligt oss, att bli en vanlig och accepterad urvalsmetod i framtiden, då fler arbetsgivare blir medvetna om sociala mediers fördelar och hur de undviker dess nackdelar.
Introduction - When recruiting, employers think that the traditional methods is an expensive process that takes time and contributes too little information to make a successful recruitment. Social media's emergence, has contributed to another form of information that has made employers wanting to use social media in the recruitment process. The benefits of using social media are many, but there are just as many disadvantages. Purpose - The purpose of this paper is to raise awareness among employers about the use of social media in the examination of profiles in the recruitment process. Problem formulation - To answer our purpose, we chose to start from the two problem formulations; how are employers using social media in the examination of profiles in the recruitment process and what advantages and disadvantages are there with the use of social media for employers, when they review the candidates' profiles in the recruitment process? Method - We used a quantitative method and we had a deductive approach. We began by creating a theoretical model that was the basis for our empirical collection. We conducted a cross-sectional study because we wanted to get a generalized answer and with an oral survey, we interviewed 300 companies in Kalmar town. The responses we received during the interviews have been approached through a descriptive analysis. Results - Employers using social media in the recruitment process, felt that it was because they had access to better, safer, truer, and a greater amount of information and that it was a simpler, cheaper and faster method of selection. The reason that dominated among the employers using social media was because they felt able to deduce personality better through social media and it made recruitment much more fun than the traditional methods. It was a much larger proportion of the companies we interviewed who are not using social media than those who used it. The reasons for not using social media was that it was too unsafe, felt unprofessional, was too advanced, there were no clear guidelines, it was infringing on privacy, and information was perceived as not true. The employers were generally satisfied with the traditional methods. Conclusion - There are many more disadvantages than advantages to using social media, according to both the theory and the employers we interviewed. The benefits of using social media are very advantageous but that is because of that there are no guidelines and laws around social media, many employers choose not to use social media and use the traditional methods instead. In this current moment, it seems that social media has a negative connotation in the society, because it is considered to blur the line between private and professional life. However, we believe that there will be a shift and that social media will be developed and used more in the recruitment process, in the future. Social media will, in our opinion, become a common and accepted method of selection in the future, as more employers becomes aware of social media's benefits and how to avoid its disadvantages.
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Figueira, Patrícia Isabel Venâncio. "Recrutamento e Seleção na Empresa Deloitte : relatório de estágio." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/11438.

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Mestrado em Gestão de Recursos Humanos
As práticas de recrutamento e seleção de recursos humanos estão hoje no centro das atenções das organizações, onde as pessoas se assumem como a maior fonte de vantagem competitiva das empresas. É, por isso, premente que a estratégia organizacional se apoie numa gestão de pessoas rigorosa e competitiva mediante processos de recrutamento e seleção dos melhores talentos. As linhas que se seguem dão conta das atividades desenvolvidas no âmbito do estágio curricular que decorreu na empresa Deloitte. Tendo o estágio decorrido no período de Setembro a Fevereiro, a grande maioria das atividades desenvolvidas e agora analisadas estão associadas ao processo de recrutamento e seleção World Class. Para que seja possível uma melhor compreensão das temáticas abordadas assim como das atividades do estagiário, é apresentada uma revisão de literatura que chama a atenção para os métodos e técnicas de recrutamento e seleção, com um maior enfoque para os que são mais são utilizados na Deloitte. Por último, é explanada uma reflexão acerca das atividades realizadas no estágio, norteada pelos contributos disponíveis na literatura, mas também uma apreciação pessoal da experiência de estágio.
Nowadays, human resources recruitment and selection techniques are at the center of attention of organizations, where people are the largest source of competitive advantage for companies. It is therefore important that organizational strategy relies on rigorous and competitive people management through recruitment and selection of the best talent. The following text reports on the activities developed during the internship at Deloitte. Because the internship took place between September and February, most of the developed (and now analyzed) activities are associated with the World Class recruitment and selection process. In order to make it easier to understand the addressed themes, as well as the trainee's activities, a literature review is presented that points out the recruitment and selection methods and techniques, focusing on the ones that are most used at Delloite. Finally, a reflexion on the activities performed during the internship is narrated. It is guided by the contributions available in the literature, as well as on the trainee's personal experience.
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Books on the topic "Recruitment and selection process"

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Management, Institute of. Managing people: The recruitment and selection process. London: Pitman Publishing, 1995.

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Curran, Margaret M. Stereotypes and selection: Gender and family in the recruitment process. London: H.M.S.O., 1985.

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Monk, Kelly Ann. An analysis of the recruitment and selection process at Pfizer Limited. Oxford: Oxford Brookes University, 2001.

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Schermerhorn, John R. Core concepts of management. Hoboken, N.J: Wiley, 2004.

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Sharpe, Judith M. A case-study on: The effects of organisational change on the management recruitment and selection process in Irishorganisations. Dublin: University College Dublin, 1993.

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Great Britain. Equal Opportunities Commission., ed. Stereotypes and selection: Gender and family in the recruitment process : a report for the Equal Opportunities Commission. London: H.M.S.O., 1985.

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Cox, Peter. Passing the Police Recruit Assessment Process. Exeter [England]: Law Matters Pub., 2007.

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Cox, Peter. Passing the Police Recruit Assessment Process. Exeter [England]: Law Matters Pub., 2007.

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Currie, Julia. Recruitment & selection. Manchester: Open College, 1995.

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Imelauer, Gregor. Recruitment Process Outsourcing. Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-12773-2.

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Book chapters on the topic "Recruitment and selection process"

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Edis, Martin. "The Recruitment Selection Process Overall." In Both Sides of Selection, 154–60. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-12095-6_20.

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Smoker, Annabel. "The Selection and Recruitment Process." In Launching Your Career in Nursing and Midwifery, 71–104. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-36241-4_4.

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Kamran, Asif, Jawad Dawood, and Saad Bin Hilal. "Analysis of the Recruitment and Selection Process." In Advances in Intelligent Systems and Computing, 1357–75. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-662-47241-5_114.

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Vannier, Benoît, Laurent de Castelbaiac, and Laurent Teysseyre. "ISO 9001 Certification of the Selection and Recruitment Department of Air France (DP.GS)." In Business Process Excellence, 237–46. Berlin, Heidelberg: Springer Berlin Heidelberg, 2002. http://dx.doi.org/10.1007/978-3-540-24705-0_14.

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Sneddon, Wendy. "Step 4: how to define what and who you need?" In Ten steps to building a successful veterinary practice, 31–38. Wallingford: CABI, 2021. http://dx.doi.org/10.1079/9781786394910.0004.

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Abstract This chapter discusses various aspects of recruitment and selection in veterinary practices, including the purpose of a recruitment and selection policy, best practices in the recruitment process, and the importance of relevant and up-to-date job descriptions.
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Kubal, Agnieszka, Inna Shvab, and Anna Wojtynska. "Initiation of the RDS Recruitment Process: Seed Selection and Role." In Applying Respondent Driven Sampling to Migrant Populations, 37–48. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137363619_5.

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Sneddon, Wendy. "Step 5: recruitment and induction." In Ten steps to building a successful veterinary practice, 41–54. Wallingford: CABI, 2021. http://dx.doi.org/10.1079/9781786394910.0005.

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Abstract In the context of veterinary practice, this chapter offers guidelines for recruitment, from the drafting of the job advertisement to the screening, interview and selection process, and finally the making of a job offer.
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Resende, Inês, and Emília Fernandes. "Recruitment and Selection in the Expatriation Process: Comparing Perceptions between Organizations and Individuals." In Organizational Management, 132–49. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137473080_6.

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Kesavaraj, Geeta, and Manjula Pattnaik. "A Study on the Effectiveness of Campus Recruitment and Selection Process in IT Industries." In Lecture Notes in Mechanical Engineering, 745–57. India: Springer India, 2012. http://dx.doi.org/10.1007/978-81-322-1007-8_71.

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Aubry, Lise M., Emmanuelle Cam, and Jean-Yves Monnat. "Habitat Selection, Age-Specific Recruitment and Reproductive Success in a Long-Lived Seabird." In Modeling Demographic Processes In Marked Populations, 365–92. Boston, MA: Springer US, 2009. http://dx.doi.org/10.1007/978-0-387-78151-8_16.

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Conference papers on the topic "Recruitment and selection process"

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Olmedo, MSc Alexis, Paolo Herrera Manriquez, Felipe Rojas Rojas, and Michael Olivares Maturana. "Analysis of the Factors Affecting the Decision Making Process of Recruitment and Selection of Strategic Positions." In International Symposium on the Analytic Hierarchy Process. Creative Decisions Foundation, 2014. http://dx.doi.org/10.13033/isahp.y2014.035.

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Perkasa, Didin, Ryani Parashakti, and Yohana Prexi. "Effect of Recruitment and Selection Process on Employee Performance at PT Neckermann Utama Jakarta." In Proceedings of The International Conference on Environmental and Technology of Law, Business and Education on Post Covid 19, ICETLAWBE 2020, 26 September 2020, Bandar Lampung, Indonesia. EAI, 2020. http://dx.doi.org/10.4108/eai.26-9-2020.2302689.

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Chen, Honglin, Xia Li, Jianghua Zhu, and Liren Li. "Recruitment and selection of dual-qualification nursing teachers: a fuzzy analytic hierarchy process approach." In 2015 International Conference on Industrial Technology and Management Science. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/itms-15.2015.217.

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Ozkan, Necmettin. "Digging social networks by mashups to support recruitment and selection functions in university student intake process." In 2010 IEEE International Workshop on: Business Applications of Social Network Analysis (BASNA). IEEE, 2010. http://dx.doi.org/10.1109/basna.2010.5730303.

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Western, Laura T., Kuldeepsinh Rana, and Michael R. King. "Flow-Based Isolation and Neutralization of Circulating Tumor Cells." In ASME 2009 7th International Conference on Nanochannels, Microchannels, and Minichannels. ASMEDC, 2009. http://dx.doi.org/10.1115/icnmm2009-82137.

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Circulating tumor cells (CTC) have the potential to be used clinically as a diagnostic tool and a treatment tool in the field of oncology. As a diagnostic tool, CTC may be used to indicate the presence of a tumor before the tumor is large enough to cause noticeable symptoms. As a treatment tool, CTC isolated from patients may be used to test the efficacy of chemotherapy options to personalize patient treatment. One way for tumors to spread is through metastasis via the circulatory system. CTC are able to exploit the natural leukocyte recruitment process that is initially mediated by rolling on transient selectin bonds. Our capture devices take advantage of this naturally occurring recruitment step to isolate CTC from whole blood by flowing samples through selectin and antibody-coated microtubes. Whole blood was spiked with a known concentration of labeled cancer cells and then perfused through pre-coated microtubes. Microtubes were then rinsed to remove unbound cells and the number of labeled cells captured on the lumen was assessed. CTC were successfully captured from whole blood at a clinically relevant level on the order of 10 cells per mL. Combination tubes with selectin and antibody coated surface exhibited higher capture rate than tubes coated with selectin alone or antibody alone. Additionally, CTC capture was demonstrated with the KG1a hematopoietic cell line and the Du145 epithelial cell line. Thus, the in vivo process of selectin-mediated CTC recruitment to distant vessel walls can be used in vitro to target CTC to a tube lumen. The microtube device can also be used to capture CTC of hematopoietic and epithelial tumor origin and is demonstrated sensitivity down to the order of 10 CTC per mL. In a related study aimed at reducing the blood borne metastatic cancer load, we have shown that cells captured to a surface can be neutralized by a receptor-mediated biochemical signal (Rana et al. 2008). In the proposed method we have shown that using a combined selecting and TRAIL (TNF Related Apoptosis Inducing Ligand or Apo 2L) functionalized surface we are able to kill about 30% of the captured cells in a short duration of 1 hour whereas it took about 4 hours to kill the same proportion of cells without flow on a similarly functionalized. Here we have taken the approach a step further by showing that with very small doses of chemotherapeutic agents like Bortezomib, we can increase the kill rate of CTCs., thus allowing the device to function in senarios where the patient is undergoing treatment. We show here with leukemic cells that are treated with Bortezomib that we are able kill about 41% of the captured cells.
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Sirkemaa, Seppo. "DEVELOPING RECRUITMENT PROCESS WITH ELECTRONIC RECRUITMENT." In 10th annual International Conference of Education, Research and Innovation. IATED, 2017. http://dx.doi.org/10.21125/iceri.2017.0103.

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Chow, Sam, and Derek Chapman. "Gamifying the employee recruitment process." In Gamification '13: Gameful Design, Research, and Applications. New York, NY, USA: ACM, 2013. http://dx.doi.org/10.1145/2583008.2583022.

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Kosucu, Bilgin, Ozlem Durmaz Incel, and Cem Ersoy. "Recruitment selection strategies for crowdsourced sensing." In 2012 20th Signal Processing and Communications Applications Conference (SIU). IEEE, 2012. http://dx.doi.org/10.1109/siu.2012.6204824.

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Vemić Đurković, Jelena, Ivica Nikolić, and Slavica Siljanoska. "KNOWLEDGE BASED EMPLOYMENT PROCESS – DATA DRIVEN RECRUITMENT." In 6th International Scientific Conference ERAZ - Knowledge Based Sustainable Development. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/eraz.2020.207.

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The purpose of this paper is to highlight the main benefits and challenges of using a data-driven recruiting system in enterprises. The trend of increasing digital presence in all fields requires new knowledge and skills of employees. Sustainable development of enterprise is increasingly based on human capital and investment in it. Precisely in these conditions of business, on the one hand, there is increasing pressure to attract and hire the highest quality employees more efficiently, which implies large investments in the recruitment processes and on the other hand to justify those investments. The high-quality data-driven recruitment system provides a way to measure the contribution of recruiting process to the success, to adequately manage existing recruitment programs, and to justify investments in their further development. A special part of this paper will be consecrated to the trends and challenges of using data-driven recruitment in the context of the global crisis of the coronavirus COVID - 19 pandemic.
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Siraj, Fadzilah, Norhashimah Mustafa, Megat Firdaus Haris, Shahrin Rizlan Mohd Yusof, Muhammad Ashraq Salahuddin, and Md Rajib Hasan. "Pre-selection of Recruitment Candidates Using Case Based Reasoning." In 2011 Third International Conference on Computational Intelligence, Modelling and Simulation (CIMSiM). IEEE, 2011. http://dx.doi.org/10.1109/cimsim.2011.24.

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Reports on the topic "Recruitment and selection process"

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CORPS OF ENGINEERS WASHINGTON DC. Civilian Personnel: Corporate Recruitment and Selection. Fort Belvoir, VA: Defense Technical Information Center, August 2001. http://dx.doi.org/10.21236/ada403962.

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Watkins, William M., Han Wei Lin, Kelly McClelland, Rebecca Ann Ullrich, Soheil Khanjenoori, Karen Dalton, Anh Tri Lai, Michal Kuca, Sandra Pacheco, and Jessica Shaffer-Gant. COTS software selection process. Office of Scientific and Technical Information (OSTI), May 2006. http://dx.doi.org/10.2172/885111.

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Kuhn, Peter, Kailing Shen, and Shuo Zhang. Gender-Targeted Job Ads in the Recruitment Process: Evidence from China. Cambridge, MA: National Bureau of Economic Research, December 2018. http://dx.doi.org/10.3386/w25365.

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McPhedran, R., K. Patel, B. Toombs, P. Menon, M. Patel, J. Disson, K. Porter, A. John, and A. Rayner. Food allergen communication in businesses feasibility trial. Food Standards Agency, March 2021. http://dx.doi.org/10.46756/sci.fsa.tpf160.

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Background: Clear allergen communication in food business operators (FBOs) has been shown to have a positive impact on customers’ perceptions of businesses (Barnett et al., 2013). However, the precise size and nature of this effect is not known: there is a paucity of quantitative evidence in this area, particularly in the form of randomised controlled trials (RCTs). The Food Standards Agency (FSA), in collaboration with Kantar’s Behavioural Practice, conducted a feasibility trial to investigate whether a randomised cluster trial – involving the proactive communication of allergen information at the point of sale in FBOs – is feasible in the United Kingdom (UK). Objectives: The trial sought to establish: ease of recruitments of businesses into trials; customer response rates for in-store outcome surveys; fidelity of intervention delivery by FBO staff; sensitivity of outcome survey measures to change; and appropriateness of the chosen analytical approach. Method: Following a recruitment phase – in which one of fourteen multinational FBOs was successfully recruited – the execution of the feasibility trial involved a quasi-randomised matched-pairs clustered experiment. Each of the FBO’s ten participating branches underwent pair-wise matching, with similarity of branches judged according to four criteria: Food Hygiene Rating Scheme (FHRS) score, average weekly footfall, number of staff and customer satisfaction rating. The allocation ratio for this trial was 1:1: one branch in each pair was assigned to the treatment group by a representative from the FBO, while the other continued to operate in accordance with their standard operating procedure. As a business-based feasibility trial, customers at participating branches throughout the fieldwork period were automatically enrolled in the trial. The trial was single-blind: customers at treatment branches were not aware that they were receiving an intervention. All customers who visited participating branches throughout the fieldwork period were asked to complete a short in-store survey on a tablet affixed in branches. This survey contained four outcome measures which operationalised customers’: perceptions of food safety in the FBO; trust in the FBO; self-reported confidence to ask for allergen information in future visits; and overall satisfaction with their visit. Results: Fieldwork was conducted from the 3 – 20 March 2020, with cessation occurring prematurely due to the closure of outlets following the proliferation of COVID-19. n=177 participants took part in the trial across the ten branches; however, response rates (which ranged between 0.1 - 0.8%) were likely also adversely affected by COVID-19. Intervention fidelity was an issue in this study: while compliance with delivery of the intervention was relatively high in treatment branches (78.9%), erroneous delivery in control branches was also common (46.2%). Survey data were analysed using random-intercept multilevel linear regression models (due to the nesting of customers within branches). Despite the trial’s modest sample size, there was some evidence to suggest that the intervention had a positive effect for those suffering from allergies/intolerances for the ‘trust’ (β = 1.288, p<0.01) and ‘satisfaction’ (β = 0.945, p<0.01) outcome variables. Due to singularity within the fitted linear models, hierarchical Bayes models were used to corroborate the size of these interactions. Conclusions: The results of this trial suggest that a fully powered clustered RCT would likely be feasible in the UK. In this case, the primary challenge in the execution of the trial was the recruitment of FBOs: despite high levels of initial interest from four chains, only one took part. However, it is likely that the proliferation of COVID-19 adversely impacted chain participation – two other FBOs withdrew during branch eligibility assessment and selection, citing COVID-19 as a barrier. COVID-19 also likely lowered the on-site survey response rate: a significant negative Pearson correlation was observed between daily survey completions and COVID-19 cases in the UK, highlighting a likely relationship between the two. Limitations: The trial was quasi-random: selection of branches, pair matching and allocation to treatment/control groups were not systematically conducted. These processes were undertaken by a representative from the FBO’s Safety and Quality Assurance team (with oversight from Kantar representatives on pair matching), as a result of the chain’s internal operational restrictions.
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Lear, E., ed. IETF Plenary Meeting Venue Selection Process. RFC Editor, February 2020. http://dx.doi.org/10.17487/rfc8718.

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Handley, Holly A., and Alexander H. Levis. On Organizational Adaptation via Dynamic Process Selection. Fort Belvoir, VA: Defense Technical Information Center, January 2000. http://dx.doi.org/10.21236/ada461378.

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Winey, Karen I., and John E. Fischer. Nanotube/Polymer Composites: Materials Selection and Process Design. Fort Belvoir, VA: Defense Technical Information Center, May 2004. http://dx.doi.org/10.21236/ada423465.

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Min, Seoha, Lina Ceballos, and Jennifer Yurchisin. Exploring Role Power within Bridal Gown Selection Process. Ames: Iowa State University, Digital Repository, November 2016. http://dx.doi.org/10.31274/itaa_proceedings-180814-1541.

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Antypas, Katie, John Shalf, and Harvey Wasserman. NERSC-6 Workload Analysis and Benchmark Selection Process. Office of Scientific and Technical Information (OSTI), August 2008. http://dx.doi.org/10.2172/938789.

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Mulholland, G. T., and S. J. Wintercorn. Cryostat "UV" Relief Valve Selection and Process Flow. Office of Scientific and Technical Information (OSTI), August 1987. http://dx.doi.org/10.2172/1030719.

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