Bibliografías temáticas / Recruitment

Literatura académica sobre el tema "Recruitment"

Autor: Grafiati
Publicado: 4 de junio de 2021
Última modificación: 28 de julio de 2024

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Artículos de revistas sobre el tema "Recruitment"

1

Kennedy, Eleanor D. y David R. Matthews. "NIHR Diabetes Research Network: recruitment, recruitment, recruitment". Practical Diabetes 29, n.º 9 (noviembre de 2012): 369–70. http://dx.doi.org/10.1002/pdi.1724.

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Methot, Richard D. y Ian G. Taylor. "Adjusting for bias due to variability of estimated recruitments in fishery assessment models". Canadian Journal of Fisheries and Aquatic Sciences 68, n.º 10 (octubre de 2011): 1744–60. http://dx.doi.org/10.1139/f2011-092.

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Integrated analysis models provide a tool to estimate fish abundance, recruitment, and fishing mortality from a wide variety of data. The flexibility of integrated analysis models allows them to be applied over extended time periods spanning historical decades with little information from which to estimate the annual signal of recruitment variability to modern periods in which more information about recruitment variability exists. Across this range of data availability, the estimation process must assure that the estimated log-normally distributed recruitments are mean unbiased to assure mean unbiased biomass estimates. Here we show how the estimation method implemented in the integrated analysis model, Stock Synthesis, achieves this unbiased characteristic in a penalized likelihood approach that is comparable to the results from Markov chain Monte Carlo. The total variability in recruitment is decomposed into variability among annual recruitment estimates based on information in the data and a residual variability. Because data are never perfectly informative, we show that estimated recruitment variability will always be less than the true variability among recruitments and that the method implemented here can be used to iteratively estimate the true variability among recruitments.
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Brenden, Travis O., Iyob Tsehaye, James R. Bence, Jeannette Kanefsky y Kim T. Scribner. "Indexing recruitment for source populations contributing to mixed fisheries by incorporating age in genetic stock identification models". Canadian Journal of Fisheries and Aquatic Sciences 75, n.º 6 (junio de 2018): 934–54. http://dx.doi.org/10.1139/cjfas-2016-0525.

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We describe a methodology for estimating relative recruitments for source populations (sources) contributing to mixed fisheries by incorporating age into genetic stock identification models. The approach produced recruitment estimates that were strongly correlated (median correlation = 0.849; 2.5 and 97.5 percentile in correlations = 0.613 and 0.951, respectively) with simulated recruitments across various design factors, including number of sources, genetic divergence among sources, and temporal variation in source recruitments. Sensitivity analyses indicated that the approach was robust to aging inaccuracies and assumed source mortalities. Application to walleye (Sander vitreus) sources contributing to the Saginaw Bay, Lake Huron, fishery produced similar recruitment estimates to assessment models. There was greater discrepancy between recruitment estimates for lake trout (Salvelinus namaycush) hatchery strains in northern Lake Michigan when compared with strain stocking levels, although this mismatch may stem from stocking levels being a poor recruitment measure. The estimation approach should prove beneficial for indexing source recruitment based on fishery or assessment collections from mixtures, even when long-term time series of harvest and survey data required for integrated assessments are not available.
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Logan, Jessica M., Amy L. Sanders, Abraham Z. Snyder, John C. Morris y Randy L. Buckner. "Under-Recruitment and Nonselective Recruitment". Neuron 33, n.º 5 (febrero de 2002): 827–40. http://dx.doi.org/10.1016/s0896-6273(02)00612-8.

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Asarudeen, S. Sheik y R. Priya R. Priya. "Recruitment of Ethical Hackers". International Journal of Scientific Research 2, n.º 1 (1 de junio de 2012): 145–46. http://dx.doi.org/10.15373/22778179/jan2013/50.

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&NA;, &NA;. "RECRUITMENT". AJN, American Journal of Nursing 92, n.º 6 (junio de 1992): 66–67. http://dx.doi.org/10.1097/00000446-199206000-00026.

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GULOTTA, KLEANTHE y KATIE MATLACK. "Recruitment". Nursing Management (Springhouse) 21, n.º 10 (octubre de 1990): 72???78. http://dx.doi.org/10.1097/00006247-199010000-00021.

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&NA;, &NA;. "Recruitment". Nurse Educator 13, n.º 5 (septiembre de 1988): 6. http://dx.doi.org/10.1097/00006223-198809000-00005.

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Kim, WunJung. "Recruitment". Child and Adolescent Psychiatric Clinics of North America 16, n.º 1 (enero de 2007): 45–54. http://dx.doi.org/10.1016/j.chc.2006.09.003.

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OSBORNE, SUSAN E. "RECRUITMENT". Advances in Neonatal Care 1, n.º 1 (octubre de 2001): 59–61. http://dx.doi.org/10.1053/adnc.2001.27792.

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Tesis sobre el tema "Recruitment"

1

Eldarli, Javad <1996&gt. "Digitalization of Recruitment: Use of Video Interviews in Recruitment". Master's Degree Thesis, Università Ca' Foscari Venezia, 2022. http://hdl.handle.net/10579/21484.

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The transformation that recruitment may undergo as a result of big data analytics and artificial intelligence (AI) is especially exciting, which is why this thesis focuses on the changes that recruiting procedures are experiencing and may experience as new technology solutions emerge. The purpose of this research is to get a better understanding of new technology-based recruiting approaches, with an emphasis on how they are used by recruiters and how the chances and hazards that these new technical solutions present in recruiting processes are experienced. The function of video interviews in the recruiting process will be examined in further detail. With the introduction of new innovative technology, the recruiting process is undergoing changes. Video is a media that is used to deliver additional information to both job seekers and enterprises throughout the recruiting process. In this paper, the use of video tools in job adverts and recruitment marketing, video résumés, video interviews, rejection letters, and onboarding will be investigated, as well as the implications of future technology and regulation on the use of video in recruiting. Concerns about the validity and acceptability of video tools have arisen as a relatively new technique in recruiting. The goal of the study is to develop reasons for the advantages and concerns that should be considered before opting to incorporate these in a company’s recruitment process. The future potential of technology-based recruiting will also be investigated. Its use of tech in recruiting techniques is becoming increasingly commonplace among businesses. With new technology enabling rapid, effective, and cost- effective means of locating potential employees, recruiting as a whole has undergone a significant transformation. Big data and artificial intelligence (AI) are two of these emerging technologies. Organizations have been gathering large volumes of data for years, and they’re still able to gain real value from big data and artificial intelligence. The data for the study will be gathered through interviews with several recruiting specialists that operate in the field on a regular basis. Data will be analyzed, coded, and themes will be identified using qualitative methodologies. Because the goal of this thesis is to increase awareness of the phenomena of new technology-based recruiting techniques, the research findings will be broad and varied, emphasizing the issue’s freshness by demonstrating the diversity of perspectives expressed by the respondents. Practical organizing, prescreening applications, and candidate communication are the three phases where AI might be useful throughout the recruiting process. The pros and cons of AI in recruiting generate a lot of debate and differing viewpoints among the interviewers. When it comes to using new technology in recruitment, there are both opportunities and hazards to consider. Accelerating the recruiting process, automating mundane work, and improving objectivity have all been identified as prospects. Discrimination, data distortion, and breach of privacy, among other things, have all been identified as threats. Key Words: AI, shifts in recruitment process, video interviews, video resumes, technology- based recruitment methods
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Eldarli, Javad <1996&gt. "Digitalization of Recruitment: Use of Video Interviews in Recruitment". Master's Degree Thesis, Università Ca' Foscari Venezia, 2022. http://hdl.handle.net/10579/21485.

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The transformation that recruitment may undergo as a result of big data analytics and artificial intelligence (AI) is especially exciting, which is why this thesis focuses on the changes that recruiting procedures are experiencing and may experience as new technology solutions emerge. The purpose of this research is to get a better understanding of new technology-based recruiting approaches, with an emphasis on how they are used by recruiters and how the chances and hazards that these new technical solutions present in recruiting processes are experienced. The function of video interviews in the recruiting process will be examined in further detail. With the introduction of new innovative technology, the recruiting process is undergoing changes. Video is a media that is used to deliver additional information to both job seekers and enterprises throughout the recruiting process. In this paper, the use of video tools in job adverts and recruitment marketing, video résumés, video interviews, rejection letters, and onboarding will be investigated, as well as the implications of future technology and regulation on the use of video in recruiting. Concerns about the validity and acceptability of video tools have arisen as a relatively new technique in recruiting. The goal of the study is to develop reasons for the advantages and concerns that should be considered before opting to incorporate these in a company’s recruitment process. The future potential of technology-based recruiting will also be investigated. Its use of tech in recruiting techniques is becoming increasingly commonplace among businesses. With new technology enabling rapid, effective, and cost- effective means of locating potential employees, recruiting as a whole has undergone a significant transformation. Big data and artificial intelligence (AI) are two of these emerging technologies. Organizations have been gathering large volumes of data for years, and they’re still able to gain real value from big data and artificial intelligence. The data for the study will be gathered through interviews with several recruiting specialists that operate in the field on a regular basis. Data will be analyzed, coded, and themes will be identified using qualitative methodologies. Because the goal of this thesis is to increase awareness of the phenomena of new technology-based recruiting techniques, the research findings will be broad and varied, emphasizing the issue’s freshness by demonstrating the diversity of perspectives expressed by the respondents. Practical organizing, prescreening applications, and candidate communication are the three phases where AI might be useful throughout the recruiting process. The pros and cons of AI in recruiting generate a lot of debate and differing viewpoints among the interviewers. When it comes to using new technology in recruitment, there are both opportunities and hazards to consider. Accelerating the recruiting process, automating mundane work, and improving objectivity have all been identified as prospects. Discrimination, data distortion, and breach of privacy, among other things, have all been identified as threats. Key Words: AI, shifts in recruitment process, video interviews, video resumes, technology- based recruitment methods
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3

Christopher, Massa. "Modeling Recruitment/Derecruitment". ScholarWorks @ UVM, 2008. http://scholarworks.uvm.edu/graddis/47.

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Recruitment and derecruitment (R/D) of airways is known to significantly influence mechanical properties of the respiratory system during artificial ventilation, particularly in states of lung injury. The prevailing view of this phenomenon treats airway R/D as a static function of pressure. Recent experimental and clinical data suggests that this is not the case, but rather that R/D is an inherently dynamic process. In order to quantitatively assess the dynamics of lung recruitment during mechanical ventilation we extended a mathematical model by Bates and Irvin (9) for the purpose of fitting experimental data. The model of the lung consists of a parallel network of flow pathways with identical resistive and elastic elements. Each pathway is allowed to be either open, whereby it accumulates flow and decreases overall lung stiffness, or closed, increasing lung elastance and not participating in ventilation. The pathways are characterized by unique critical closing and opening pressures, and opening and closing velocities, each chosen from probability distribution functions. The rate of transition between an open and closed state depends on the magnitude difference between the pressure in the respiratory system and each unit’s critical pressure times the airway’s opening or closing velocity constant. Since the exact form of the pressure dependence governing recruitment and derecruitment remains unknown we explored four model variants to predict how opening or closing behavior is altered in injury. The lung model was coupled with a computational model of a mechanical ventilator in order to simulate elastance changes following deep inflation (DI) at three levels of Positive End Expiratory Pressure (PEEP). Elastance measurements came from healthy or lung injured mice at 4, 14, 24 or 48 hours following intratracheal instillation of saline (control) or hydrochloric acid (injury). The Nelder and Mead simplex optimization method was used to minimize error between model variants and average experimental elastance for each condition. By comparing the residual error of the fits for each model, we have demonstrated that only one variant was able to recreate both the transient response to deep inflations and the response to static PEEP. In fitting the best model to data from individual mice we obtained estimates for parameters governing opening and closing behavior. Statistics and model sensitivity were determined for each parameter in every experimental condition. Comparison of parameter values between groups revealed a significant increase in closing and opening pressures from health to injury, which worsened with increasing injury severity. The progressive increase in critical pressures as injury worsens implicates surfactant deactivation as the likely cause of increased propensity for airway closing during acute lung injury.
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Evans, Linda Meerdink. "Graduate student recruitment". Diss., The University of Arizona, 1993. http://hdl.handle.net/10150/186185.

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Graduate student recruitment has received relatively little attention in the literature. Most of the research has been quantitative and narrowly focused on factors related to student choice. While graduate student enrollment has remained essentially stable for over ten years, demographic shifts and anticipated needs for doctoral prepared faculty and scientists give cause for concern. The goals of this research were to understand how four departments at a large research university approach graduate student recruitment and what influences how departments recruit students. In addition, the study sought to understand how students experience the recruitment process and how that experience may differ by ethnic group, by gender, and by department. One hundred faculty, administrators, and graduate students were interviewed and a wide variety of documents were analyzed. Findings indicate graduate recruitment has been left to the departments, in contrast to undergraduate recruitment where coercive mechanisms have been applied centrally, through access and equal opportunity initiatives. Departmental goals related to recruitment focus primarily on getting the best students, while central administration goals are centered on increasing diversity among students and enhancing the quality of research. The numbers and characteristics of the customers, suppliers, and competitors have a significant impact on departmental recruitment. Experiences of students differed widely by department and by level of study. Generally students did not feel recruited. Masters students had different experiences than did doctoral students, and women had different experiences than male graduate students. The practical implications are: (1) Because graduate student recruitment is a student-initiated process, communication about graduate school must improve; (2) Departments must take better care of students, both undergraduate and graduate, so that students will want to continue their education at the graduate level; (3) Faculty involvement in recruitment is important; (4) Recruitment can be enhanced by strengthening connections among units on campus; (5) Departments lack expertise in recruitment; (6) Departmental efforts to increase ethnic minority enrollment need to be improved; (7) External sources of potential graduate students need to be explored; (8) Ways to decrease the financial obstacles must be developed and maintained; and (9) Consideration should be given to increasing graduate student enrollment in particular disciplines.
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5

Marr, Erica R. "E-recruitment: the effectiveness of the internet as a recruitment source". Thesis, Queensland University of Technology, 2007. https://eprints.qut.edu.au/16566/1/Erica_Marr_Thesis.pdf.

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The present study has made a comparative assessment of recruitment source effectiveness. The study is based on the pre-hire measures of the quantity and quality of applicants, with a specific focus on e-recruitment. A nine year longitudinal study was employed over a period of pre-internet and post-internet use by a large organisation which enabled the exploration of changes in applicant data. Recruitment source effects were assessed through two perspectives: applicant and organisational. The relationship between source and applicant was explored in terms of key job and organisational attributes communicated to attract quality applicants, and their subsequent intention to pursue the job. The research was designed with two studies to capture the two perspectives. Applicant perspectives were assessed through the distribution of a survey to real applicants of the organisation. Organisational perspectives were captured through interviews with Human Resource Practitioners of eight mid- to large-size organisations. Results indicated that the quality of applicants generated by e-recruitment is equivalent to or less than that of other sources, therefore it is not the most effective recruitment source. Furthermore, recruitment sources had some effect on applicant intentions to pursue the job, but this relationship was not mediated by applicant perspectives. In terms of source information, job attributes were considered more important than organisational attributes in attracting quality applicants from both perspectives. Overall, the research has provided evidence to support the need for organisations to develop a recruitment strategy which incorporates a diverse range of sources to reach quality applicants in the desired target market.
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Marr, Erica R. "E-recruitment: the effectiveness of the internet as a recruitment source". Queensland University of Technology, 2007. http://eprints.qut.edu.au/16566/.

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The present study has made a comparative assessment of recruitment source effectiveness. The study is based on the pre-hire measures of the quantity and quality of applicants, with a specific focus on e-recruitment. A nine year longitudinal study was employed over a period of pre-internet and post-internet use by a large organisation which enabled the exploration of changes in applicant data. Recruitment source effects were assessed through two perspectives: applicant and organisational. The relationship between source and applicant was explored in terms of key job and organisational attributes communicated to attract quality applicants, and their subsequent intention to pursue the job. The research was designed with two studies to capture the two perspectives. Applicant perspectives were assessed through the distribution of a survey to real applicants of the organisation. Organisational perspectives were captured through interviews with Human Resource Practitioners of eight mid- to large-size organisations. Results indicated that the quality of applicants generated by e-recruitment is equivalent to or less than that of other sources, therefore it is not the most effective recruitment source. Furthermore, recruitment sources had some effect on applicant intentions to pursue the job, but this relationship was not mediated by applicant perspectives. In terms of source information, job attributes were considered more important than organisational attributes in attracting quality applicants from both perspectives. Overall, the research has provided evidence to support the need for organisations to develop a recruitment strategy which incorporates a diverse range of sources to reach quality applicants in the desired target market.
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Eskew, Don E. "Fairness in recruitment : applying a framework of organizational justice to recruitment perceptions". The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1272294607.

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Beltman, Johanna Gerharda Maria. "Metabolically assessed fibre recruitment". Thesis, Manchester Metropolitan University, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.397527.

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Anurova-Prykhodko, I. O. y M. V. Chernyakhovskya. "Improvement of Enterprise Recruitment". Thesis, Київський національний університет технологій та дизайну, 2017. https://er.knutd.edu.ua/handle/123456789/8387.

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Швіндіна, Ганна Олександрівна, Анна Александровна Швиндина, Hanna Oleksandrivna Shvindina y O. Y. Eric Etongwe. "Recruitment and career management". Thesis, Видавництво СумДУ, 2012. http://essuir.sumdu.edu.ua/handle/123456789/26628.

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Growth and profitability are permanently engraved in each strategic plan to describe its performance potential.Without growth in turnover to create value and profitability without pay for the capital investment, no salvation. When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/26628
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Libros sobre el tema "Recruitment"

1

Parry, Julie. Recruitment. London: Library Association Pub., 1994.

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Services, Incomes Data, ed. Recruitment. London: Institute of Personnel Management, 1990.

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Services, Incomes Data. Recruitment. London: Incomes Data Services, 1992.

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Services, Incomes Data. Recruitment. London: Incomes Data Services, 1985.

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Services, IncomesData, ed. Recruitment. London: Incomes Data Services, 1992.

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Diederich, Joachim, Cengiz Günay y James M. Hogan. Recruitment Learning. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-14028-0.

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Commission, United States Securities and Exchange. Legal recruitment. Washington, D.C: U.S. Securities and Exchange Commission, 1990.

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Commission, United States Commodity Futures Trading. Attorney recruitment. Washington, DC: Commodity Futures Trading Commission, 1990.

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Hotel and Catering International Management Association., ed. Recruitment consultants. [s.i.]: HCIMA, 1999.

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Kilibarda, Penny. Recruitment benchmarks. [London]: IPD, 1997.

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Capítulos de libros sobre el tema "Recruitment"

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Coppin, Alan. "Recruitment". En The Human Capital Imperative, 51–56. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-49121-9_6.

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Imber, Colin. "Recruitment". En The Ottoman Empire, 1300–1650, 116–30. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-01406-1_3.

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Iber, Frank L., W. Anthony Riley y Patricia J. Murray. "Recruitment". En Conducting Clinical Trials, 107–25. Boston, MA: Springer US, 1987. http://dx.doi.org/10.1007/978-1-4613-1919-1_9.

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Amine, Daniel, Barbara Tint y Mindy Johnston. "RECRUITMENT". En Diasporas in Dialogue, 40–47. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2017. http://dx.doi.org/10.1002/9781119129813.ch4.

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West, Alan. "Recruitment". En Modern Sales Management, 27–57. London: Macmillan Education UK, 1987. http://dx.doi.org/10.1007/978-1-349-18570-2_2.

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Cascio, Wayne F. y Herman Aguinis. "Recruitment". En Applied Psychology in Talent Management, 256–75. 2455 Teller Road, Thousand Oaks California 91320: SAGE Publications, Inc., 2019. http://dx.doi.org/10.4135/9781506375953.n14.

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Stein, Alexandra. "Recruitment". En Terror, Love and Brainwashing, 43–62. New York : Routledge, [2017]: Routledge, 2016. http://dx.doi.org/10.4324/9781315559223-4.

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Morgenroth, Sascha. "Recruitment". En Key Aspects of German Employment and Labour Law, 21–28. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-642-00678-4_2.

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Brunt, Carol. "Recruitment". En Human Resource Management in International NGOs, 35–56. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-57306-3_2.

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O’Donoghue, Tom. "Recruitment". En Catholic Teaching Brothers, 57–76. New York: Palgrave Macmillan US, 2012. http://dx.doi.org/10.1057/9781137269058_4.

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Actas de conferencias sobre el tema "Recruitment"

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Sirkemaa, Seppo. "DEVELOPING RECRUITMENT PROCESS WITH ELECTRONIC RECRUITMENT". En 10th annual International Conference of Education, Research and Innovation. IATED, 2017. http://dx.doi.org/10.21125/iceri.2017.0103.

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Tansy, Thomas y David Erhart. "SunSpec Cyberguardians Fall Recruitment Webinar 20200901". En SunSpec Cyberguardians Fall Recruitment Webinar 20200901, virtual, September 1, 2020. US DOE, 2020. http://dx.doi.org/10.2172/1673164.

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Strathdee, Donald. "Effective Recruitment Strategy". En Abu Dhabi International Petroleum Exhibition and Conference. Society of Petroleum Engineers, 2008. http://dx.doi.org/10.2118/118190-ms.

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Schep, Madeleine. "Session details: Recruitment". En SIGCSE09: The 40th ACM Technical Symposium on Computer Science Education. New York, NY, USA: ACM, 2009. http://dx.doi.org/10.1145/3247305.

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Maddumage, Chamila, Dulanjaya Senevirathne, Isuru Gayashan, Tharusha Shehan y Sagara Sumathipala. "Intelligent Recruitment System". En 2019 IEEE 5th International Conference for Convergence in Technology (I2CT). IEEE, 2019. http://dx.doi.org/10.1109/i2ct45611.2019.9033836.

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Wall Bortz, Whitney. "Responsible Recruitment: Broadening Participation in STEM Through Graduate Student Recruitment". En 2021 AERA Annual Meeting. Washington DC: AERA, 2021. http://dx.doi.org/10.3102/1683696.

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Dianti, J. M., M. S. Venuti, E. Gogniat, M. Ducrey, M. Madorno, M. Las Heras, S. Giannasi, E. San Roman y G. Tusman. "Stress Index Predicts Alveolar Recruitment After a Lung Recruitment Maneuver". En American Thoracic Society 2019 International Conference, May 17-22, 2019 - Dallas, TX. American Thoracic Society, 2019. http://dx.doi.org/10.1164/ajrccm-conference.2019.199.1_meetingabstracts.a1657.

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Kuznetsova, Elena Vyacheslavovna. "EFFECTIVE METHODS OF RECRUITMENT". En Russian science: actual researches and developments. Samara State University of Economics, 2020. http://dx.doi.org/10.46554/russian.science-2020.03-1-207/211.

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A special role in the service team is attributed to the issue of subordination, and other relationships between the chief and subordinate, with these interpersonal relationships we encounter every day when we perform our work duties. In order for relations with the management to develop in the best possible way, you should carefully prepare for the first stage of acquaintance, at which the personnel review takes place. The most important issue for the Manager at this stage is the qualitative selection of personnel to ensure the cohesion and effectiveness of the team. The purpose of the work will be to review the selection methodology staff of the American businessman Harvey Mckay and analysis of the success of this approach at the present time.
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Tapia, Andrea H. y Lynette Kvasny. "Recruitment is never enough". En the 2004 conference. New York, New York, USA: ACM Press, 2004. http://dx.doi.org/10.1145/982372.982392.

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Delecraz, Sebastien, Loukman Eltarr, Martin Becuwe, Henri Bouxin, Nicolas Boutin y Olivier Oullier. "Making recruitment more inclusive". En ICSE '22: 44th International Conference on Software Engineering. New York, NY, USA: ACM, 2022. http://dx.doi.org/10.1145/3524491.3527309.

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Informes sobre el tema "Recruitment"

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Tasseff, Sarah, Daniel Judge, David Lockwood y Michael Nudelman. Recruitment Brand Guidelines. Office of Scientific and Technical Information (OSTI), marzo de 2021. http://dx.doi.org/10.2172/1768449.

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Tasseff, Sarah. RCT Recruitment Materials. Office of Scientific and Technical Information (OSTI), noviembre de 2022. http://dx.doi.org/10.2172/1897397.

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Butler, Leroy B. Hezbollah: The Dynamics of Recruitment. Fort Belvoir, VA: Defense Technical Information Center, mayo de 2011. http://dx.doi.org/10.21236/ada545234.

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Tasseff, Sarah. HR Recruitment banners Round 2. Office of Scientific and Technical Information (OSTI), julio de 2022. http://dx.doi.org/10.2172/1879343.

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Harries-Jenkins, Gwyn. Recruitment to the All Volunteer Force. Fort Belvoir, VA: Defense Technical Information Center, diciembre de 2001. http://dx.doi.org/10.21236/ada397593.

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

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Sendanyoye, Claudia, Steven Sebastian, S. Petrie, Dean B. Carson y Paul A. Peters. Recruitment and Retention of Rural Physicians. Spatial Determinants of Health Lab, Carleton University, julio de 2019. http://dx.doi.org/10.22215/sdhlab/2019.1.

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Ingersoll, Richard y Henry May. Recruitment, Retention, and the Minority Teacher Shortage. Consortium for Policy Research in Education, septiembre de 2011. http://dx.doi.org/10.12698/cpre.2011.rr69.

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Kerrick, Sharon S. y Charles D. Vincent. Final Technical Report; NUCLEAR ENGINEERING RECRUITMENT EFFORT. Office of Scientific and Technical Information (OSTI), julio de 2007. http://dx.doi.org/10.2172/909348.

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Verdugo, Naomi B. Volunteers for Uncle Sam: Rethinking Military Recruitment. Fort Belvoir, VA: Defense Technical Information Center, mayo de 1999. http://dx.doi.org/10.21236/ada443518.

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