Relevant bibliographies by topics / Recruitment trends

Academic literature on the topic 'Recruitment trends'

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Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Recruitment trends"

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Chavez-Badiola, A. "Recruitment trends." BJOG: An International Journal of Obstetrics and Gynaecology 113, no. 7 (July 2006): 855. http://dx.doi.org/10.1111/j.1471-0528.2006.00986.x.

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Silverman, Jennifer. "Recruitment Trends Track Rising Salaries." Skin & Allergy News 36, no. 7 (July 2005): 73. http://dx.doi.org/10.1016/s0037-6337(05)70436-8.

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Mukundhan, S. "A Study on Recent Trends in Recruitment Practices in India." International Journal of Trend in Scientific Research and Development Volume-3, Issue-4 (June 30, 2019): 749–51. http://dx.doi.org/10.31142/ijtsrd23902.

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Falcone, Santa. "International Student Recruitment: Trends and Challenges." Journal of International Students 7, no. 2 (April 1, 2017): 246–56. http://dx.doi.org/10.32674/jis.v7i2.379.

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This paper provides a review of current trends in international student recruitment. Focusing specifically on recruitment of Chinese students, important aspects of China’s educational system relevant to recruitment are presented. Barriers to Chinese student recruitment are then discussed. Successful, employed, international graduates validate domestic institutional value to prospective foreign students and their parents. In that regard, guidance is then offered for domestic universities to use to assist international students to achieve their desired outcomes as an integral part of the institution’s international student recruitment strategy.
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Nesbeitt, Sarah L. "Trends in Internet-Based Library Recruitment." Internet Reference Services Quarterly 4, no. 2 (June 1999): 23–40. http://dx.doi.org/10.1300/j136v04n02_05.

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Piatt, Janice P. "National Trends in Pediatric Resident Recruitment." Archives of Pediatrics & Adolescent Medicine 146, no. 8 (August 1, 1992): 979. http://dx.doi.org/10.1001/archpedi.1992.02160200101038.

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Morra, Alexandra, Elliott Kyung Lee, Debra Michelle Hamer, and Kathryn Fung. "Increasing Recruitment Trends To Psychiatry In Canada." Academic Psychiatry 45, no. 3 (March 3, 2021): 401–2. http://dx.doi.org/10.1007/s40596-021-01429-8.

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Haltuch, Melissa A., Z. Teresa A’mar, Nicholas A. Bond, and Juan L. Valero. "Assessing the effects of climate change on US West Coast sablefish productivity and on the performance of alternative management strategies." ICES Journal of Marine Science 76, no. 6 (March 15, 2019): 1524–42. http://dx.doi.org/10.1093/icesjms/fsz029.

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Abstract US West Coast sablefish are economically valuable, with landings of 11.8 million pounds valued at over $31 million during 2016, making assessing and understanding the impact of climate change on the California Current (CC) stock a priority for (1) forecasting future stock productivity, and (2) testing the robustness of management strategies to climate impacts. Sablefish recruitment is related to large-scale climate forcing indexed by regionally correlated sea level (SL) and zooplankton communities that pelagic young-of-the-year sablefish feed upon. This study forecasts trends in future sablefish productivity using SL from Global Climate Models (GCMs) and explores the robustness of harvest control rules (HCRs) to climate driven changes in recruitment using management strategy evaluation (MSE). Future sablefish recruitment is likely to be similar to historical recruitment but may be less variable. Most GCMs suggest that decadal SL trends result in recruitments persisting at lower levels through about 2040 followed by higher levels that are more favorable for sablefish recruitment through 2060. Although this MSE suggests that spawning biomass and catches will decline, and then stabilize, into the future under both HCRs, the sablefish stock does not fall below the stock size that leads to fishery closures.
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Lepper, Joe. "The Challenges of Recruitment." Children and Young People Now 2015, no. 6 (March 17, 2015): 22–25. http://dx.doi.org/10.12968/cypn.2015.6.22.

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Lapointe, Michael F., Randall M. Peterman, and Alec D. MacCall. "Trends in Fishing Mortality Rate along with Errors in Natural Mortality Rate can cause Spurious Time Trends in Fish Stock Abundances Estimated by Virtual Population Analysis (VPA)." Canadian Journal of Fisheries and Aquatic Sciences 46, no. 12 (December 1, 1989): 2129–39. http://dx.doi.org/10.1139/f89-263.

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Many researchers have reported biases in estimates offish abundance reconstructed by virtual population analysis (VPA). We document that VPA can produce changing levels of bias through time, thereby creating spurious time trends in recruitment and stock biomass estimates. We generated catch data from empirically based simulations of nine fish populations, estimated abundances using VPA with a deliberately mis-specified natural mortality rate, M, and compared the estimates to the models' "true" abundances. A period of increasing fishing mortality rate, F, combined with an overestimate of M produced spurious decreasing time trends in estimated abundance and recruitment, even when the true time series of F was known. Analogously, an underestimate of M led to a spurious increasing time trend. Bias was increased by a higher true M, and (for a given total change in F) by a slower increase in F. Because field estimates of M are uncertain and trends in F are common, some apparent trends (or lack of them) in abundances reconstructed by VPA may be artifacts. Therefore, inferences about the results of past management actions and about physical or biological effects on variability in recruitment must be made cautiously when VPA estimates are used.
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Dissertations / Theses on the topic "Recruitment trends"

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James, Nicola Caroline. "Trends in fish community structure and recruitment in a temporarily open/closed South African estuary." Thesis, Rhodes University, 2007. http://hdl.handle.net/10962/d1005178.

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Long-term interannual changes in richness, abundance, diversity and structure of the fish community in the temporarily open/closed East Kleinemonde Estuary, Eastern Cape, are described and the recruitment success of two estuary-dependent marine species assessed. In addition, laboratory experiments were conducted to assess the possible role of olfaction in the recruitment process of an estuary-dependent marine fish species. Multivariate analyses of the annual marine fish communites identified two distinct groups with more species recorded during years that succeeded spring (September to November) mouth opening events than in years following no mouth opening events in spring. Interannual community stability (IMD) and seriation (IMS) also increased from the ‘other’ to the ‘spring’ years. These results highlight the importance of the timing of mouth opening to the marine fish community in a temporarily open/closed estuary. This study also made use of long-term records of daily mouth state and linked them to the recruitment of distinct year-class cohorts in two spardis with contrasting lifehistory characteristics. Lithognathus lithognathus only recruited into the estuary in years when the mouth opened between late August and January. This was linked to the limited spawning season of this species and its inability to enter closed estuaries via wave overwash events. In contrast, recruitment by Rhabdosargus holubi juveniles appeared to be uninterrupted and was not determined by the seasonality of mouth opening. This species dominates the marine-spawning component of the East Kleinemonde Estuary and its success is attributed to an extended spawning season and its ability to recruit into estuaries during both overwash and open mouth conditions. Attraction of postflexion Rhabdosargus holubi larvae to estuary, surf zone and river water was also measured using a rectangular choice chamber. In two sets of experiments, conducted during peak recruitment periods, larvae from both the surf zone and estuary mouth region selected estuary water with a significantly higher frequency than sea water. Larvae collected in the mouth region showed a stronger preference for river water than those collected in the surf zone, thus suggesting that these fish are more attracted to freshwater influenced nursery areas once they have entered the estuary than those in the surf zone. Larvae collected in the marine environment also selected surf zone water with significantly higher frequencies than estuary water or offshore sea water, thus confirming the importance of the surf zone as an interim nursery area for postflexion R. holubi.
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Podder, Sukanya. "Child soldier reintegration outcomes in post conflict environments : An analysis of re-recruitment trends in the Liberian civil wars." Thesis, University of York, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.533479.

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Ahrens, Robert Norman Matthew. "A global analysis of apparent trends in abundance and recruitment of large tunas and billfishes inferred from Japanese longline catch and effort data." Thesis, University of British Columbia, 2010. http://hdl.handle.net/2429/21742.

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There has been substantial debate in recent years about the extent to which industrialized fishing has affected tunas and other large pelagic predator populations and altered the pelagic community. Variations in the type of data incorporated into assessments, statistical treatment of catch rate information, and different assessment methodologies have lead to diverging interpretations of stock levels and the sustainability of current large-scale industrialized fisheries. Simple nominal catch rates derived from Japanese longline catch and effort data paint a biased picture of the impact of industrialized fishing on the large pelagic tuna and billfish community, suggesting that abundance as of 2002 was only 10% of pre-1950 levels. Methods that correct for the spatial expansion, shift in distribution, and change in species targeting of the Japanese fleet, by averaging catch rates over spatial areas while imputing missing catch rate values, indicate a less severe decline with tuna and billfish stock reduced to an average of 50% of pre 1950 levels. For the majority of stocks, simple assessment methods indicate these relative abundance trends may still be biased and additional information sources are necessary to constrain assessments and evaluate the status of the stocks. With the incorporation of prior information on current fishing mortality rates and in some instances stock productivity, assessments indicate that a number of stocks are over-fished and experiencing over-fishing. Optimization models based on the same catch and effort data, aimed a redistributing fishing effort to maximize profits subject to fishing mortality constraints, suggest economic efficiencies can be gained in the long term if effort reductions are coupled with closed areas. Areas open to fishing should be placed where potential value and recruitments into the fishery are high. Fisheries are complex adaptive systems and it is not necessarily apparent how data resulting from fishing activities relate to the states of the assemblage of species captured. Careful consideration must be given to the nature of the sampling processes that give rise to these data. Without such consideration or alternative sources of information, inferences about impacts of fisheries on natural systems can be severely distorted.
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Norburn, Jill. "NATIONAL MERIT FINALISTS AT THE UNIVERSITY OF CENTRAL FLORIDA-TRENDS, ATTRITION, AND RETENTION1997-2005." Doctoral diss., University of Central Florida, 2006. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4069.

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The purpose of this study was to examine the trends, attrition and retention rates of National Merit Finalists at the University of Central Florida between the years of 1997 to 2005. This study was intended to provide information for higher education practitioners, faculty, and administrators to help them better understand the expectations and current trends of National Merit Finalists. The problem was to determine how to increase recruitment and retention while decreasing the attrition rates of these highly desirable students. The importance of this study includes identifying trends that may aid in future recruitment efforts for National Merit Finalists; finding the causes of dissatisfaction towards the University among these students; and identifying specific areas in which to alleviate those dissatisfactions. The results will hopefully provide insight into specific recruitment, services, and programming options for these students. The study examined data that was collected from the University of Central Florida's Burnett Honors College database known as FileMaker 8.0. The data examined characteristics such as grade point averages (high school and college); valedictorian and salutatorian status; test scores (SAT and ACT); Honors in the Major (undergraduate thesis) students; Honors and university status (withdrawn, probation, removed, disqualified, enrolled, graduated); Honors college attrition; university attrition; ethnicity; gender ratios; majors; and, prestigious scholarships awarded in college (such as the Rhodes, Truman, Marshall). The actual size of the sample was one hundred ninety-eight National Merit Finalists. Data was also collected from a survey given to all University of Central Florida National Merit Finalists. Descriptive statistics were reported for each of the components examined. This data examined the types of scholarship packages that National Merit Finalists were offered; the reasons students chose the University of Central Florida over other universities; the college recruitment process; hours studied for the PSAT; siblings; perceptions on being a National Merit Finalist; the number of times students changed their majors; job status; transportation; computer attainment; disabilities; and the potential disadvantages of being labeled as a National Merit Finalist. The data could be utilized to examine the trends of our National Merit Finalists, in order to see what is working and what is not in terms or recruitment and retention; and also to further examine what these students want from their institutions. Findings indicated that problems exist in regard to the following: the recruitment of female and minority National Merit Finalists; males historically score higher on the SAT than females; decreasing the attrition rates of this population at the University of Central Florida; the majority of National Merit Finalists at the University of Central Florida come from Florida; the majority of National Merit Finalists at the University of Central Florida do not tend to be high school salutatorians or valedictorians; high school counselors seem to be the least effective tool for recruiting National Merit Finalists at the University of Central Florida; and the majority of National Merit Finalists at the University of Central Florida did not study at all for the PSAT test. However, the University of Central Florida is extremely competitive with other institutions of higher education with regard to scholarship packages. Results also revealed the following: the SAT is a more widely accepted tool for determining NMSC status as opposed to the ACT; the majority of National Merit Finalists have a GPA between 3.600 and 3.999 at the University of Central Florida; the University of Central Florida is succeeding in making its National Merit Finalists feel special during the recruitment process; the most influential reason that National Merit Finalists are choosing UCF is based upon the financial scholarship packages they are offered; and the majority of National Merit Finalists at the University of Central Florida do not feel that there are disadvantages toward being labeled as such. This data provides a basis for further research on National Merit Finalists trends, attrition, and retention. Practical considerations are revealed in the data that will influence future recruitment methods and lead to higher retention rates and increased student satisfaction. Several other recommendations are made to conduct further research studies on the trends, attrition, and retention rates of National Merit Finalists.
Ed.D.
Department of Educational Research, Technology and Leadership
Education
Educational Leadership
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Ferreira, Sofia Santos. "A integração da formação na gestão de recursos humanos : o caso da Abylos." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/12874.

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Mestrado em Gestão de Recursos Humanos
O seguinte relatório surge como resultado do estágio curricular realizado na empresa Abylos, Trends & Consulting, e visa descrever e analisar as atividades desenvolvidas. O estágio ocorreu num ambiente multidisciplinar, e permitiu-me ter acesso a vários procedimentos do Departamento de Recursos Humanos. O foco, porém, incide sobre o tema formação e o modo como esta se envolve com a cultura organizacional. A formação é uma ferramenta muito importante, pois permite, cada vez mais, que as organizações alcancem maior e melhor competitividade, de modo a enaltecer e expandir a sua produtividade. Numa primeira fase irei realizar um enquadramento teórico acerca das práticas de Gestão de Recursos Humanos (GRH), caracterizando sobretudo o conceito de formação e a sua integração na organização, bem como o modo como se insere na cultura organizacional. Numa segunda fase, de forma a contextualizar o ambiente de estágio, irei dar especial atenção às aplicações de GRH desenvolvidas na Abylos, Trends & Consulting, nomeadamente atividades de formação e desenvolvimento de materiais pedagógicos. Seguir-se-á a apresentação da empresa, a sua cultura e valores. De seguida irei focar-me na descrição das atividades desempenhadas no decorrer do estágio e no trajeto que percorri. O relatório termina com uma análise crítica à luz do enquadramento teórico e com uma secção conclusiva.
The following report is a result of the curricular internship developed in Abylos, Trends & Consulting. The main aim is to describe and analyse the developed activities. The internship occurred in a multidisciplinary environment and allowed to have access to the several procedures of the Human Resources Department (HRD). The focus of the theme concerns the training and how it is involved with the organizational culture, which is a really important tool that allows organizations to achieve bigger and better competitiveness, in order to emphasize and expand their productivity. In a first stage, it will be conducted a theoretical framework on the management practices of Human Resources (HRM), mainly featuring the concept of training and its integration into the organisation and how the changes fit into the organizational culture. In order to contextualize the internship environment, the report will pay special attention to HRM applications developed in Abylos, Trends & Consulting, including activities and training programs and development of pedagogic materials. Secondly, will follow the presentation of the company, its culture and values. Then, the report will focus on the description of the activities performed during the internship and on the path travelled. The report will end with a critical analysis of the theoretical framework and a concluding section.
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Jones, Jess W. "Genetics, demography and modeling of freshwater mussel (Bivalvia: Unionidae) populations in the Clinch River, U.S.A." Diss., Virginia Tech, 2009. http://hdl.handle.net/10919/26288.

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Genetic variation was examined in two endangered mussel species, Epioblasma brevidens and E. capsaeformis, and a common species Lampsilis fasciola, in the Clinch River, TN, by screening mitochondrial DNA (mtDNA) sequences and nuclear DNA microsatellites. These species use fish hosts with varying dispersal capabilities, ranging from low, moderate, and high, respectively. Patterns of mtDNA polymorphism exhibited different trends for long-term population sizes for each species during the Holocene (~10,000 ya to present); namely, E. brevidens has declined over time, E. capsaeformis has remained stable, and L. fasciola has expanded. Long-term effective population size (Ne) was smallest in E. brevidens, intermediate in E. capsaeformis, and highest in L. fasciola. Moderately diverged mtDNA lineages, perhaps indicative of secondary contact, were observed in E. brevidens and E. capsaeformis. High levels of gene flow (Nm) were estimated among demes of L. fasciola using traditional F-statistics and likelihood estimates of Nm, whereas such metrics were lower in E. brevidens and E. capsaeformis. Data are consistent with population dynamics and life history traits of each species and their fish hosts. Age, shell growth, and population demography of Epioblasma brevidens, E. capsaeformis, and Lampsilis fasciola were studied from 2004-2007 in a 32-km reach of the Clinch River, TN. Observed maximum age and length of E. brevidens was 28 y and 71.5 mm for males and 11 y and 56.6 mm for females; of E. capsaeformis, 12 y and 54.6 mm for males and 9 y and 48.6 mm for females; and of L. fasciola, 45 y and 91.3 mm for males and 13 y and 62.6 mm for females. For all three species, observed maximum age and length was greater among males than females. Estimated population size in this river reach was approximately 43,000 individuals for E. brevidens, 579,000 individuals for E. capsaeformis, and 30,000 individuals for L. fasciola. Mean recruitment y-1 of 1 y-old E. brevidens ranged from 7.1% to 20%, of E. capsaeformis from 4.0% to 32.4%, and of L. fasciola from 5.8% to 25.6%. Population growth rate y-1 was 24.9% for E. brevidens, 34.6% for E. capsaeformis, and -22.4% for L. fasciola. Mortality rates of females were higher than for males of E. capsaeformis and L. fasciola, but not E. brevidens. Juvenile mussels were collected but temporally and spatially variable in occurrence, and a significant component of the age-class structure of all three species. Recruitment was very high during 2006-2007 for E. capsaeformis and other species, likely due to low river discharges in the spring-summer of 2005-2007. Surplus individuals of E. brevidens and E. capsaeformis are currently available to conduct translocations for restoration purposes. Population modeling of Epioblasma brevidens and E. capsaeformis in the Clinch River was conducted to determine suitable harvest levels for translocation of sub-adults and adults, and to determine quantitative criteria for evaluating performance and recovery of extant and reintroduced populations. For both species, the recommended annual harvest was <1% of local population size to minimize risk of decline. Reintroduction modeling indicated that size of the initial population created during a 5 y build-up phase greatly affected final population size at 25 y, being similar to size at the end of the build-up phase, especially when expected growth rate was low, (e.g., 1-2%). Excluding age-0 individuals, age-1 juveniles or recruits on average comprised approximately 11% and 15% of a stable population of each species, respectively. The age-class distribution of a stable or growing population was characterized by multiple cohorts, to include juvenile recruits, sub-adults, and adults. Molecular genetic and demographic data indicated that the ratio of Ne/Nc was ~5% for both species. Based on this ratio and predicted declines of genetic variation at different population sizes, target sizes for reintroduced or recovered populations of each species should be â ¥5,000 individuals (Ne=250) and â ¥10,000 individuals (Ne=500), respectively, and should be comprised of multiple smaller demes spread throughout a river. Populations of both species are currently large enough to sustain harvest for translocation and reintroduction purposes, offering an effective species recovery strategy.
Ph. D.
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Mrázková, Michaela. "Náborový proces ve vybrané mezinárodní společnosti s přihlédnutím k aktuálním trendům." Master's thesis, Vysoká škola ekonomická v Praze, 2017. http://www.nusl.cz/ntk/nusl-359304.

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The aim of this diploma thesis is to analyze processes such as recruitment and selection of employees at Nestlé Česko s.r.o., to identify the strengths and weaknesses and to propose actions that could optimize the above mentioned HR activities while taking into account current trends in that field. The theoretical part of the thesis provides a comprehensive framework related to human resource management, especially traditional and modern methods and concepts related to Recruitment, as well as the overview of an area of personnel marketing and a generation Y. In the practical part of this thesis, several optimization steps were proposed based on the results of an employee survey and the analysis of recruitment and employee selection practices at Nestlé.
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Veliká, Zuzana. "Komparácia trendov v oblasti získavania a výberu zamestnancov." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-197437.

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Master's Thesis focuses on comparison of trends in the area of recruitment and selection of the employees. The aim of the thesis is to highlight the constantly changing tools and channels used in recruitment. The thesis is divided into two main parts, the theoretical and practical part. The theoretical part generally describes the personnel work and filling the vacancies. The practical part deals directly with comparing trends in recruitment and selection of the employees. Specifically compares past and current trends, providing an overview of possible future trends in recruitment.
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Eck, Jenalle L. "Variation in Tropical Tree Seedling Survival, Growth, and Colonization by Arbuscular Mycorrhizal Fungi near Conspecific Adults: Field and Shadehouse Experiments in Panama." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1503242529467534.

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Håkansson, Rissler Teodor, and Thomas Moberg. "Kravbilden på den aspirerande revisorn : Hur trender inom rekrytering och nya föreskrifter påverkar kravbilden av juniora revisorer i Sverige." Thesis, Karlstads universitet, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-85658.

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Syftet är att förklara hur trender inom rekrytering och nya föreskrifter påverkar kravbilden av juniora revisorer. Detta syfte härleds utifrån två iakttagelser: trender inom rekryteringsarbete samt Revisorsinspektionens (RI):s nya teoretiska utbildningskrav. Från och med den 1 juli 2018 sänkte RI kraven för teoretisk utbildning vilket innebär att ingen fördjupning inom juridik eller redovisning krävs för auktorisation. Därutöver är utbildning en hård färdighet, vilket är en kategori av färdigheter som blivit mindre viktig i rekryteringssammanhang. Den generella trenden inom rekrytering som har identifierats av tidigare forskning indikerar ett ökat fokus på mjuka färdigheter. Färdigheter (hårda- och mjuka) är en faktor som enligt annan forskning kan påverka individers förmåga att prestera på jobbet. Samtidigt visar studier att aspirerande revisorer undersöker hur de ska bli optimala kandidater. Därför finns anledning att undersöka hur trender inom rekrytering och RI:s nya föreskrifter påverkar kravbilden av aspirerande juniora revisorer. Denna studie har genomfört en metodkombination av intervjuer och dokumentforskning. Sju intervjuer har genomförts med medarbetare från Big-4 i Sverige. Därutöver har nyckelbegrepp från 50 platsannonser samlats in mellan 2015 och 2021. I intervjuerna menade respondenterna att utbildningens längd inte var en avgörande del i kravbilden vilket innebär att aspirerande revisorer med en kandidatexamen har lika stor chans till anställning som en aspirerande revisor med en magister- eller masterexamen. Majoriteten menar att det är ett krav, eller meriterande, att sökande har en akademisk bakgrund som uppfyller RI:s nya krav. Utöver utbildning var arbetslivserfarenhet en viktig faktor i kravbilden. Respondenterna menar också att mjuka färdigheter är av stor vikt i samband med rekrytering. En del påstår även att mjuka färdigheter (som exempelvis samarbete) är viktigare än hårda färdigheter. Analysen av nyckelord från platsannonserna visade små eller inga förändringar före 2018 och efter. Många platsannonser från Big-4 krävde att de teoretiska utbildningskraven måste vara uppfyllda före 2018 och efter, även om det kravet blev förändrat. Resultatet indikerar att Big-4 anpassat sin kravbild utifrån RI:s nya krav. I enlighet med data som samlats in är slutsatsen också att mjuka färdigheter är av stort fokus för många kontor. Kandidater med lägre utbildningslängd anställs i större utsträckning som resultat av RI:s nya krav. Det finns tillit för att interna utbildningar kan täcka eventuella kunskapsgap.
The purpose of this study is to explain how trends in recruitment and new regulations affect the requirements of junior auditors. As of July 1, 2018, SIA (Swedish Inspectorate of Auditor) lowered the requirements for theoretical education, which means no in-depth study in accounting or law is required for future authorization. In addition, education is considered a hard skill, which is a category of skills that has become less important in relation to other skills. The trend in recruitment that has been identified by previous research indicates an increased focus on soft skills. Skills (hard and soft) are a factor that according to other research can affect how an individual performs at work. At the same time, studies show that aspiring auditors are investigating how to become the optimal candidate. Therefore, there is reason to investigate how trends in recruitment and SIA's new regulations affect the requirements of the aspiring auditor. This study has conducted data from interviews and from document research. Seven interviews were conducted with employees from Big-4 in Sweden and 50 job advertisements were collected between 2015 and 2021. In the interviews, the respondents said that the length of the education was not a decisive part of the requirements, which means that aspiring accountants with a bachelor's degree have as much chance of employment as an aspiring accountant with a master's exam. The majority believe that it is a requirement or merit that applicants have an academic background that meets SIA's new requirements. In addition to education, work experience was an important factor. However, the respondents also believe that soft skills are of great importance. Some also claim that soft skills such as collaboration are more important than hard skills. The analysis of keywords from the job advertisements showed little or no changes before 2018 and after. Many job advertisements from Big-4 required that the theoretical training requirements must be met before 2018 and after, even though the requirement was changed. The result indicates that Big-4 has adapted its requirements based on SIA's new requirements. In accordance with the data collected, the conclusion is also that soft skills are of great focus for many offices. Candidates with a lower length of education are employed to a greater extent in connection with SIA's new requirements. There is a trust in internal education that in such cases can cover the knowledge gap.
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Books on the topic "Recruitment trends"

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Connor, Helen. Trends into the 1990s: An authoratative guide to the graduate recruitment market. London: New Opportunity Press, 1987.

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Pankl, Elisabeth. Recruitment, development, and retention of information professionals: Trends in human resources and knowledge management. Hershey, PA: Business Science Reference, 2010.

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1975-, Pankl Elizabeth, Theiss-White Daniel 1977-, and Bushing Mary, eds. Recruitment, development and retention of information professionals: Trends in human resources and knowledge management. Hershey, PA: Business Science Reference, 2010.

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E-recruitment: Analysis of Current Trends Based on an Empirical Survey Focussing on Online Career Networks. Saarbrücken: VDM Verlag Dr. Müller, 2008.

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Falls, Michaela. Capitalizing on HR trends: Leading HR executives on new strategies for workforce planning, recruitment, and making employees happy. [Boston, Mass.]: Aspatore Books, 2008.

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Zabelina, Ol'ga, Irina Omel'chenko, Anna Mayorova, and Ekaterina Safonova. Human resource Development in the Digital Age: Strategic Challenges, Challenges, and Opportunities. ru: INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1243772.

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The monograph, based on the identification of trends and problems of changes in the demand and supply of skills, as well as the study of modern mechanisms of their formation and actualization, substantiates the priority areas of human resources development in the Russian Federation that meet the strategic challenges of the period of digital transformation of the labor sphere. The authors identify and systematize current and future trends related to changes in the demand for professions and skills in the Russian and global labor markets. The directions of transformation of the demand for skills and professions in the conditions of digitalization of the economy, skills and professions of the future are determined. Quantitative and qualitative imbalances and trends in labor supply and demand in the Russian labor market are identified (based on statistical analysis of data from 2009-2019). The features and problems of supply and demand of professions/skills in the segments of the Russian labor market covered by Internet recruitment are identified (based on data from resume parsing and vacancies of Internet recruitment portals in 2018 and 2020). Methodological approaches to identifying widely-and poorly-demanded skills are proposed and tested during the competence analysis of labor supply and demand using Big Data technologies.the competence profile of the vacancies of the professional core and extra - skills. An innovative author's approach to assessing the potential of skills capitalization — a possible increase in the salary of an applicant due to the expansion of the set of skills that he has-is proposed and tested. The current policy directions of formation and improvement of skills of the population in the Russian Federation are identified and systematized. The strategic challenges of the period of digital transformation of the labor sphere facing the Russian Federation and the priority areas of human resources development that meet these challenges are identified. The conclusions and recommendations can be used in the work of the Ministry of Labor of Russia, Rostrud, the Ministry of Education and Science of Russia, the Ministry of Education of Russia, government authorities, employment services of the Russian regions, as well as organizations of the professional education system.
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Bragg, Don C. Modeling large woody debris recruitment for small streams of the central Rocky Mountains. Fort Collins, CO: U.S. Dept. of Agriculture, Forest Service, Rocky Mountain Research Station, 2000.

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Bragg, Don C. Modeling large woody debris recruitment for small streams of the central Rocky Mountains. Fort Collins, CO: United States Dept. of Agriculture, Forest Service, Rocky Mountain Research Station, 2000.

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Valkenburg, Patrick. Investigation and improvement of techniques for monitoring recruitment, population trend, and nutritional status in the western Arctic caribou herd. Juneau, AK (P.O. Box 25526, Juneau 99802): Alaska Dept. of Fish and Game, Division of Wildlife Conservation, 1996.

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Valkenburg, Patrick. Investigation and improvement of techniques for monitoring recruitment, population trend, and nutritional status in the western Arctic caribou herd. Juneau, AK (P.O. Box 25526, Juneau 99802): Alaska Dept. of Fish and Game, Division of Wildlife Conservation, 1994.

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Book chapters on the topic "Recruitment trends"

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Faliagka, Evanthia, Maria Rigou, and Spiros Sirmakessis. "An e-Recruitment System Exploiting Candidates’ Social Presence." In Current Trends in Web Engineering, 153–62. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24800-4_13.

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Furtmueller, Elfi. "Current Trends in Employee Recruitment Using the Internet." In Lecture Notes in Business Information Processing, 73–78. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-39336-5_8.

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Wernbom, John, Kristoffer Tidemand, and Eriks Sneiders. "Benefits of Implementing Marketing Automation in Recruitment." In Trends and Innovations in Information Systems and Technologies, 234–41. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-45688-7_24.

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Sharaburyak, Viktoriya, Gonçalo Moreira, Mafalda Reis, Pedro Silva, and Manuel Au-Yong-Oliveira. "The Use of Social Media in the Recruitment Process." In Trends and Innovations in Information Systems and Technologies, 165–74. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-45688-7_17.

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Ramalingam, Manju, and B. Esther Clara. "Time to Recruitment for Organisations Having n Types of Policy Decisions with Lag Period for Non-identical Wastages." In Trends in Mathematics, 393–405. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-030-01120-8_44.

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Khan, Manal, Isheeta Zalpuri, and Vishal Madaan. "Recruitment of International Medical Graduates: Contributions, Trends and Challenges Ahead." In Graduate Medical Education in Psychiatry, 125–40. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-00836-8_9.

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Fumasoli, Tatiana, and Gaële Goastellec. "Global Models, Disciplinary and Local Patterns in Academic Recruitment Processes." In Academic Work and Careers in Europe: Trends, Challenges, Perspectives, 69–93. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-10720-2_4.

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Suvalova, T. V., M. A. Zhukova, and O. S. Suvalov. "The Recruitment Evolution in Russia and the CIS Countries." In Proceedings of the International Scientific Conference “Smart Nations: Global Trends In The Digital Economy”, 10–16. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-94873-3_2.

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Poornima, S., and B. Esther Clara. "Analysis on Time to Recruitment in a Three-Grade Marketing Organization Having Classified Sources of Depletion of Two Types with an Extended Threshold and Shortage in Manpower Forms Geometric Process." In Trends in Mathematics, 315–21. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-030-01120-8_36.

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Peshkova, O. A. "Digital Footprint Analysis Technology: Some Aspects of Its Application in Recruitment." In Proceedings of the International Scientific Conference “Smart Nations: Global Trends In The Digital Economy”, 368–75. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-94873-3_46.

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Conference papers on the topic "Recruitment trends"

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Kiselicki, Martin, Saso Josimovski, and Lidija Pulevska ivanovska. "PROCESS OF E-RECRUITMENT FOR ENTRY LEVEL POSITIONS IN NORTH MACEDONIA." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2022. http://dx.doi.org/10.47063/ebtsf.2022.0030.

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The focus of the paper are the different channels for implementation of e-recruitment and their respective efficiency. As the “work from home” model became the default in the pandemic, there was a steady rise in the use of e-recruitment platforms and social media channels. However, businesses report that there is a discrepancy between in the e-recruitment process between varying position levels, based on the industry, type of job and required experience. The paper researches the first step (i.e. attracting candidates) in the e-recruitment process for entry-level positions, as defined being with lower than country average salary, no required experience and faculty education. Through the process of primary quantitative and qualitative analysis, the results of the paper determine that certain channels may deliver results several times higher than others, in particular social media as a whole. Variable factors such as creative elements, job description and other are outlined in the paper to place the foundation for further research. The reach and efficiency of social media channels in e-recruitment is determined to be a powerful tool if utilized within a proper framework. The paper finalizes the research with the obstacles created with e-recruitment as a whole in the recruitment process, after the first phase of attracting candidates is completed.
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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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Chaudhari, H., N. Yadav, and Y. Shukla. "A predictive analysis on job recruitment." In International Conference on Recent Trends in Engineering, Science & Technology - (ICRTEST 2016). Institution of Engineering and Technology, 2016. http://dx.doi.org/10.1049/cp.2016.1474.

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Maji, Karunamoy, and A. B. Bera. "Developing a Suitability Index Algorithm for Recruitment." In 2020 National Conference on Emerging Trends on Sustainable Technology and Engineering Applications (NCETSTEA). IEEE, 2020. http://dx.doi.org/10.1109/ncetstea48365.2020.9119944.

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Mhadgut, Sanika, Neha Koppikar, Nikhil Chouhan, Parag Dharadhar, and Parthak Mehta. "vRecruit: An Automated Smart Recruitment Webapp using Machine Learning." In 2022 International Conference on Innovative Trends in Information Technology (ICITIIT). IEEE, 2022. http://dx.doi.org/10.1109/icitiit54346.2022.9744135.

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Oswal, Nidhi, Karamath Ateeq, and Saju Mathew. "Trends in Recruitment Information and Communication System using Artificial Intelligence in Industry 4.0." In 3rd International Conference on Finance, Economics, Management and IT Business. SCITEPRESS - Science and Technology Publications, 2021. http://dx.doi.org/10.5220/0010503201110118.

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Payoux, Mélany, Lara Abdel Halim, Alexandra Didry, and Arnaud Trenvouez. "PRACTICAL AND SCIENTIFIC CHALLENGES IN ADAPTING DIGITAL COGNITIVE TESTS IN PROFESSIONAL ENVIRONMENT." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact038.

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"Recruiting today is no longer what it used to be. Digital transformation has deeply changed the company, and particularly the recruitment process. The challenges linked to this transformation are two-fold: practical and scientific. Indeed, the world of human resources needs new tools to detect potentials. Research must meet this need by adapting, modernizing and scientifically validating the tools. To predict job performance, cognitive and soft skills, often referred to as ""21st century skills"", are now central to recruitment, talent development and career management. The objective of our study was to create digital versions of cognitive tests, based on reliable and well-known theoretical foundations. We want to present in detail the conception and construct validity of two of our online tests: the first one inspired by the Stroop effect (Stroop, 1935), the second one based on corsi blocks (Corsi, 1972). We hypothesise that the tests we created are positively correlated to the original ones. 91 participants were interviewed, aged between 18 and 58 (average = 34.57 years old, SD = 10.91). The proportion of women was 76.6% (n = 69), compared to 24.4% of men (n = 22). They all answered the original tests first, face-to-face, and a few months later, the digital ones we had created. We observed positive correlations between the two series of results. These very encouraging results will be clarified and discussed. These two new versions shed light on the candidates' attention and memory abilities that should be enriched during an interview focused on soft skills. In fact, the highest predictability is guaranteed by a method which necessarily combines cognitive evaluations and with other types of assessments, such as personality tests (Güler, Bayrak & Ocaks, 2019). This is why it is important to continue research efforts on the adaptation of digital cognitive tests in a professional environment."
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Ingersoll, Richard. "Trends in the Recruitment, Employment, and Retention of Teachers From Underrepresented Racial-Ethnic Groups." In 2022 AERA Annual Meeting. Washington DC: AERA, 2022. http://dx.doi.org/10.3102/1886539.

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Emasealu, Helen, and Susan Nnadozie Umeozor. "Training Librarians for 21st Century Repository Services: Emerging Trends." In InSITE 2016: Informing Science + IT Education Conferences: Lithuania. Informing Science Institute, 2016. http://dx.doi.org/10.28945/3430.

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[The final form of this paper was published in the journal Issues in Informing Science and Information Technology.] The paper reviewed the emerging roles of the 21st century librarians, charged with the responsibility to manage repository services across libraries in present-day information technology environment. Librarians need to be trained and empowered with requisite skills and knowledge needed for successful management of the ICT driven repository initiatives that the 21st century demands. Literature was reviewed on the roles and responsibilities of librarians, training needs and opportunities, career path and recruitment of librarians, and community support necessary for effective and efficient implementation and management of repository initiatives. This entails the ability to comprehend trends and change patterns which are essential for providing research focused and user-friendly models in open repository services that are based on thorough analytical understanding of the challenges of emerging trends. To achieve this requires the training and retraining of librarians to reposition them as information specialists in their career path. The role of the library as an integral part of its social environment is to educate the community about the existence of an open repository by building partnership with community-oriented research centres through seminars, workshops, symposium, training, and awareness programmes. The study recommends that librarians should strategize and collaborate with researchers to make open repository an essential research tool.
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Tappura, Sari. "OHS Management Skill Development and Continuing Learning." In Human Systems Engineering and Design (IHSED 2021) Future Trends and Applications. AHFE International, 2021. http://dx.doi.org/10.54941/ahfe1001140.

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Occupational Health and Safety (OHS) management focuses on employee safety and health; OHS legislation establishes the requirements for OHS management competencies. This study aims to identify measures for developing OHS management skills during a management career to support managers’ competence development and continuing learning. A qualitative multiple-case study of seven industrial companies in the energy and processing industries and industrial services was conducted. Measures for developing OHS management skills during the following stages of a management career were identified: 1) recruitment, 2) orientation, 3) competence assessment, 4) competence development, 5) performance assessment and measurement, and 6) incentives and rewards. This study suggests practical organizational measures for developing managers’ OHS competence at different career stages as general management competencies. Developing managers’ OHS competence provides them with knowledge of their responsibilities and expectations, as well as company-wide OHS objectives and practices to improve OHS and operational efficiency.
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Reports on the topic "Recruitment trends"

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Weinstein, Emily, Channing Lee, Ryan Fedasiuk, and Anna Puglisi. China’s State Key Laboratory System. Center for Security and Emerging Technology, June 2022. http://dx.doi.org/10.51593/20210019.

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China’s State Key Laboratory system drives innovation in science and technology. These labs conduct cutting-edge basic and applied research, attract and train domestic and foreign talent, and conduct academic exchanges with foreign counterparts. This report assesses trends in the research priorities, management structures, and talent recruitment efforts of nearly five hundred Chinese State Key Labs. The accompanying data visualization maps their geographical locations and host institutions.
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Kaufman, Christopher J. Pilot Recruitment of African-Americans: An Examinaton of a Negative Trend. Fort Belvoir, VA: Defense Technical Information Center, April 2000. http://dx.doi.org/10.21236/ada388099.

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Yagci Sokat, Kezban. Understanding the Role of Transportation in Human Trafficking in California. Mineta Transportation Institute, November 2022. http://dx.doi.org/10.31979/mti.2022.2108.

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Human trafficking, a form of modern slavery, is the recruitment, transport, and/or transfer of persons using force, fraud, or coercion to exploit them for acts of labor or sex. According to the International Labor Organization, human trafficking is the fastest growing organized crime with approximately $150 billion in annual profits and 40.3 million individuals trapped in slave-like conditions. While it is not compulsory to involve transportation for human trafficking, the transportation industry plays a critical role in combating human trafficking as traffickers often rely on the transportation system to recruit, move, or transfer victims. This multi-method study investigates the role of transportation in combatting human trafficking in California by conducting a survey followed up with semi-structured in-depth interviews with key stakeholders. The expert input is supplemented with labor violations and transit accessibility analysis. Experts emphasize the importance of education, training, and awareness efforts combined with partnership, data, and analysis. Screening transportation industry personnel for human trafficking is another step that the industry can take to combat this issue. Particularly, sharing perpetrator information and transportation related trends among transportation modalities and local groups could help all anti-trafficking practitioners. In addition, the transportation industry can support the victims and survivors in their exit attempts and post/exit life. Examples of this support include serving as a safe haven, and providing transportation to essential services. Transportation should ensure that all of these efforts are survivor-centric, inclusive for all types of trafficking, and tailored to the needs of the modality, population, and location.
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Leis, Sherry. Vegetation community monitoring at Lincoln Boyhood National Memorial: 2011–2019. National Park Service, April 2021. http://dx.doi.org/10.36967/nrr-2284711.

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Lincoln Boyhood National Memorial celebrates the lives of the Lincoln family including the final resting place of Abraham’s mother, Nancy Hanks Lincoln. Lincoln’s childhood in Indiana was a formative time in the life our 16th president. When the Lincoln family arrived in Indiana, the property was covered in the oak-hickory forest type. They cleared land to create their homestead and farm. Later, designers of the memorial felt that it was important to restore woodlands to the site. The woodlands would help visitors visualize the challenges the Lincoln family faced in establishing and maintaining their homestead. Some stands of woodland may have remained, but significant restoration efforts included extensive tree planting. The Heartland Inventory and Monitoring Network began monitoring the woodland in 2011 with repeat visits every four years. These monitoring efforts provide a window into the composition and structure of the wood-lands. We measure both overstory trees and the ground flora within four permanently located plots. At these permanent plots, we record each species, foliar cover estimates of ground flora, diameter at breast height of midstory and overstory trees, and tree regeneration frequency (tree seedlings and saplings). The forest species composition was relatively consistent over the three monitoring events. Climatic conditions measured by the Palmer Drought Severity Index indicated mild to wet conditions over the monitoring record. Canopy closure continued to indicate a forest structure with a closed canopy. Large trees (>45 cm DBH) comprised the greatest amount of tree basal area. Sugar maple was observed to have the greatest basal area and density of the 23 tree species observed. The oaks characteristic of the early woodlands were present, but less dominant. Although one hickory species was present, it was in very low abundance. Of the 17 tree species recorded in the regeneration layer, three species were most abundant through time: sugar maple (Acer saccharum), red bud (Cercis canadensis), and ash (Fraxinus sp.). Ash recruitment seemed to increase over prior years and maple saplings transitioned to larger size classes. Ground flora diversity was similar through time, but alpha and gamma diversity were slightly greater in 2019. Percent cover by plant guild varied through time with native woody plants and forbs having the greatest abundance. Nonnative plants were also an important part of the ground flora composition. Common periwinkle (Vinca minor) and Japanese honeysuckle (Lonicera japonica) continued to be the most abundant nonnative species, but these two species were less abundant in 2019 than 2011. Unvegetated ground cover was high (mean = 95%) and increased by 17% since 2011. Bare ground increased from less than 1% in 2011 to 9% in 2019, but other ground cover elements were similar to prior years. In 2019, we quantified observer error by double sampling two plots within three of the monitoring sites. We found total pseudoturnover to be about 29% (i.e., 29% of the species records differed between observers due to observer error). This 29% pseudoturnover rate was almost 50% greater than our goal of 20% pseudoturnover. The majority of the error was attributed to observers overlooking species. Plot frame relocation error likely contributed as well but we were unable to separate it from overlooking error with our design.
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RESEARCH PRIORITIES: Western Balkans Snapshot. RESOLVE Network, October 2020. http://dx.doi.org/10.37805/rp2020.1.wb.

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Amidst the evolving threat of violent extremism (VE) worldwide, the Western Balkans face substantial challenges to social cohesion and stability. As elsewhere, narratives of religious, far right, and nationalist militancy resonate with vulnerable youth populations in Western Balkan countries where a history of ethnic, religious, and civil strife created a situation vulnerable to terrorist recruitment at home and abroad. Individuals who traveled to fight alongside violent extremist organizations abroad are returning to their home countries following the territorial losses of extremist groups in Syria and Iraq. At the same time, ethno-nationalist extremism continues to gain traction and expand across the region. While some of these topics have received increased attention in the current body of literature, others remain under-researched. Existing research topics also require more field research and deeper conceptual foundation. The resulting gaps in our collective understanding point to the need for further research on evolving social and VE dynamics in the Western Balkans. More rigorous and grounded research, in this regard, can help inform and improve efforts to prevent and counter violent extremism (P/CVE) in the region. In 2019, the RESOLVE Network convened local and international experts to discuss research gaps and develop a preliminary list of research priorities for P/CVE moving forward in the Western Balkans. The topics identified in this Research Priorities Snapshot reflect their collective expertise, in-depth understanding, and commitment to continued analysis of VE trends and dynamics in the region.
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