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1
Eldarli, Javad <1996>. "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
2
Eldarli, Javad <1996>. "Digitalization of Recruitment: Use of Video Interviews in Recruitment". Master's Degree Thesis, Università Ca' Foscari Venezia, 2022. http://hdl.handle.net/10579/21485.
Texto completoResumen
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
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.
4
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.
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/.
Texto completoResumen
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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Weitner, Henning. "A study of recruitment channels in Sweden. Which factors shape businesses recruitment behaviour?" Thesis, Blekinge Tekniska Högskola, Sektionen för management, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-1159.
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This paper examines an area of the recruitment process in today’s labour market from the point of view of the employer. More specifically, an analysis is conducted with respect to the recruitment channels that Swedish firms utilise in the present days, combined with a detailed discussion of each of the recruitment channels’ comparative advantages and disadvantages. In addition to that the factors that determine employers’ selection of recruitment channel are examined and the relative importance of each of these factors is assessed. Furthermore, the degree of importance that firms place on finding the best available candidate for a vacant position will be investigated. Finally, it will be discussed whether or not the recent global financial crisis has lead to changes as far as firms’ choice of recruitment channel(s) is/are concerned. The study reveals among others that contacts and recruitment agencies are the two most highly utilised recruitment channels, especially for the hiring of individuals who possess high levels of skill. Similarly, the analysis indicates that locating high quality candidates is the most influential factor for employers who are seeking new candidates. Other results reveal, among others, that recruitment costs are of comparably higher importance to smaller organisations than to larger ones, that large firms use formal recruitment channels to a larger extent than small ones do, and that a substantial amount of companies have changed their choice of recruitment channel since the occurrence of the global financial crisis.0046767160878
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Rosén, Anton y Charlotte Hamrin. "Battle of Recruitment : A Comparative Study of German and Swedish Militaries’ Recruitment Films". Thesis, Uppsala universitet, Institutionen för informatik och media, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-414479.
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Studien syftade till att undersöka skillnader i framställning i två militära rekryteringsfilmer från Tyskland och Sverige. Syftet uppfylls genom multimodala analyser av filmerna och genom en fokusgruppsintervju beståendes av tyska och svenska studenter. I den multimodala analysen kartlades relevanta meningsbärande modaliteter för att ta reda på hur organisationerna framställer sig själva i filmerna. Fokusgruppsintervjun gav underlag till en kvalitativ innehållsanalys där publikens tolkning av filmerna kartlades med ett särskilt fokus på hur kultur har för betydelse för tolkningen. Studiens teoretiska bakgrund utgörs dels av Althussers teori kring ideologier och statliga anordningar och interpellationskonceptet som det vidareutvecklas av Judith Williamson. För tolkning av fokusgruppsintervjun applicerades Stuart Halls teori om Encoding/Decoding och Kim Schröders multidimensionella mottagarmodell. Studien kommer fram till att filmerna syftar till att interpellera, tilltala, publiken på skilda vis vilket leder till att två olika ideologier reproduceras. Innehållsanalysen av fokusintervjun pekade på att den kulturella bakgrunden kan vara en central faktor som förklarar varför filmerna tolkades olika av deltagarna. Ur ett samhälleligt perspektiv är studien relevant då den påtalar militära organisationers reproduktiva makt över ideologier i samhället. Förslagsvis kan framtida forskning undersöka kulturens roll för avkodning av militära rekryteringsfilmer på en mer detaljerad nivå. Till exempel skillnader i mottagande mellan landsorts- och stadsbefolkning. Studiens begränsningar utgörs främst av den korta tidsram inom vilken den genomförts och bristen på triangulering av data
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Hawkins, Beverley. "Recruitment agents : how to self-managed teams of recruitment consultants negotiate gendered organizational culture". Thesis, Keele University, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.496329.
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This thesis contributes to scholarship by providing an account of what it is like to work in the private recruitment industry, a sector which has previously been neglected by researchers. I offer a series of ethnographically-derived insights which explore the frenetic efforts of those working in two self-managed teams, a branch of an international recruitment organization here given the pseudonym 'Strongstaff'.
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Brand, Hugo. "Unfair discrimination in recruitment practices". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021197.
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The focus of this paper is to emphasize the importance for every employer to avoid unfair discrimination during the recruitment process and to value diversity in the workplace. This is not only a legal requirement, but also gives an employer the best chance of getting the right person for the job. It is crucial to understand that job applicants are mostly people that employer’s do not actually employ, but might be able to make an unfair discrimination claim against the employer if the claimant believes he/she was not selected for a job because the employer discriminated against them unlawfully in the recruitment process. When writing the job description and a person specification, the employer should state clearly what tasks the person will have to execute and what skills will be needed for the job. Job descriptions should accurately describe the genuine essential duties and inherent requirements of the job. Personnel specifications should accurately describe the relevant, non-discriminatory and objectively justifiable requirements to be met by the post-holder. Specifications should not have any requirements that are not directly related to the job and it is important for employers to provide evidence that each recruitment and screening practice is job-related and consistent with business necessity. Employers are advised to devise and implement recruitment procedures and guidelines for all staff and applicants involved in the process of recruitment and to ensure that these incorporate the principles of the organisation’s equal opportunity principles. Employers should administer recruitment and other selection procedures without regard to race, colour, national origin, sex, religion, age and disability. Even though South Africa is now governed by a new democratic order, historical workplace inequalities still need to be addressed. Not only compelled to redress inequalities by the Constitution, the South African government was motivated by the International Labour Organisation (ILO) to enact laws that would prohibit discrimination and promote the economic advancement of the majority. Recruitment tests or selection procedures must be job-related and its results appropriate for the employer’s purpose. If a recruitment procedure screens out a protected group, the employer should determine whether there is an equally effective alternative selection procedure that has less adverse impact and, if so, adopt the alternative procedure. The justification of discrimination in recruitment practices and affirmative action is only meaningful if it is targeted towards particular aims. One of the more important defences against unfair discrimination in the workplace is the general fairness defence. The general fairness defence is considered to be an applicable defence based on fairness in situations where the two statutory exceptions do not apply. This means than when one looks at the concept of unfair discrimination it implies that discrimination may be justified in certain circumstances Legislation prohibits discrimination on various grounds especially throughout the process of recruitment and selection. There are limited exceptions to the general principle that it is unlawful to use gender, race, religion or sexual orientation as a criterion in the recruitment process. These exceptions are known as genuine occupational qualifications and the specifications for jobs should be carefully examined to ensure that there are no factors contained that are indirectly discriminatory. Focus must be placed on avoiding indirect discrimination in job factors. In the early stages of the recruitment process, an employee specification should be written that describes the type of person the employer seeks to be appointed in terms of qualifications, experience, skills and personal attributes. The imposition of inappropriate or unsuccessfully high standards or criteria may indirectly discriminate against people from a particular minority or racial group or religion. Employees must have the necessary skills to demand employment equity status especially where a designated employer does not have sufficient affirmative action employees and is obliged to rectify the situation. However, this does not mean that affirmative action applicants must be chosen above non-affirmative action employees. The principle of reversed discrimination stands firm if the motivation for appointing a particular person is based on a genuine desire to promote diversity, to apply affirmative action and to increase the numbers of people from a disadvantaged group in employment, or to create a more balanced workforce.
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Tasto, Michael T. "Firm Recruitment Competition among States". Digital Archive @ GSU, 2008. http://digitalarchive.gsu.edu/econ_diss/48.
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Economic growth is a major concern for state governments. One method that states use to spur economic growth is recruiting firms to relocate or expand within their state. Headlines and press releases from high–profile recruitment cases suggest that states compete with each other to recruit firms. The primary question in this dissertation is whether states compete to recruit firms. A unique panel data set that captures a state’s firm recruitment effort now provides the opportunity to answer this question. A variety of econometric methods (2SLS, MLE, and GS2SLS–GMM) isolate the spatial interdependence effect, and the empirical results show states do compete with each other to recruit firms. Another question answered in this dissertation is whether it matters how researchers measure a state’s effort to recruit firms. The results reveal that it is important to capture only spending related to firm recruitment, as other measures provide fundamentally different results. In addition, this dissertation tests for the nature of rivalry between states and shows that states compete with other states that are economically or demographically similar. The results of competition are not only robust, but large in magnitude as well. States are very responsive to their rival’s effort to recruit firms. Can states stop spending on firm recruitment? If they do, the other states will capture their potential firms–thus the competition to recruit firms does not seem likely to end soon.
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Sinerchia, Matteo. "Testing theories on fisheries recruitment". Thesis, Imperial College London, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.443851.
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I have designed, coded and tested a new ecosystem model (the Lagrangian Ensemble Recruitment Model or LERM) to predict fisheries recruitment in a Virtual Ecosystem. This LERM is based on the Lagrangian Ensemble metamodel, which treats plankton as individuals obeying phenotypic equations for behaviour and physiology. The model extends the classical food chain. Physical environment is computed by submodels for optics (Liu, 25 spectral bands) and turbulence (WB mixed layer model). Chemical environment includes three nutrients (ammonia, nitrate, silicate) in solution and in Droop pools in each plankter. Diatoms feature Geider photo-adaptation, in which the growth rate and chlorophyll content of a cell vary with ambient irradiance, temperature and nutrient concentration. Copepods perform diel migration; ingestion is based on gut capacity; the ingested carbon is dynamically allocated to lipid, protein and carapace pools. Growth is staged to allow size specific ingestion by predators. They have an energy cost for each metabolic activity (basal, digestion, swimming). Squid include an explicit embryonic phase (temperature dependent) that determines the size and stoichiometry of the hatchling. They feed visually on the copepods and smaller squid, until they grow too big and switch diet. As in the copepods, respiration is related to activities (basal, new tissue production, swimming, feeding), which vary independently. Squid paralarvae are eaten by top predators with exogenous demography (trophic closure). The model is being used to realistically describe the trophic relations within the ecosystem (e.g. predator-prey interactions) and to test Cushing’s match-mismatch theory.
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Nerjovaj, Valmir y Egor Solovev. "Recruitment strategies in transition economies". Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-13216.
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This study is concentrated in recruitment strategies and finding the right competence for firms establishing in transition economies. The study is conducted with six Swedish companies operating in Russia and the Baltic States. Thus, this is a qualitative study in order to identify the different strategies used by the companies and why or why not they have been successful. Furthermore this study is based on in-depth interviews that give us the dimensions we need to solve the issue of recruitment in transition economies. In conclusion the study shows us that major companies have issues when recruiting personnel in Russia and also a guidance what should be done in order to be as successful as possible in process of recruitment.
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Vupputuri, Naga Durga Murali Mohan. "Catalyst for accelerating recruitment process". Kansas State University, 2011. http://hdl.handle.net/2097/10721.
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Master of ScienceDepartment of Computing and Information Sciences
Mitchell L. Neilsen
Hiring process in an organization is very crucial which consumes cost along with a lot of time. I developed a catalyst which will accelerate the recruiting process which assures optimum time and cost utilization. Keeping track of all the applicants throughout the recruiting process is cumbersome. This catalyst for accelerating recruitment process is an interactive web application which helps multinational corporations and organizations to keep track of the recruiting steps for different position, reasons for creating a new position, history of all the potential applicants and the employer’s feedback along with email communication to all the people involved. Major emphasis of the web application ensures that none of the applicants in recruiting process are terminated unconditionally due to manual errors or miscommunication. Initially a position is created specifying the requirements and duties by a line manager or a branch manager. Initial applications are shortlisted by the recruiter and interviews are scheduled with panelists. This web application does not involve in the decision making, rather it provides a framework and sequence to follow and to tag an offer to a potential candidate. The web application follows 3- tier architecture and Asp.net is used is used to develop the web application. Asp.net web forms, HTML, CSS, and JavaScript are used to provide rich front end, Vb.net classes provide the business logic, and Microsoft SQL server serves as the data layer. A part from the SMTP mail server is used to send mails to HR manager, line manager, panelists and candidates.
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Foley, Virginia P. "Recruitment and Retention of Teachers". Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/5993.
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Lindgren, Emma y Louise Österlind. "Inclusion in a recruitment process". Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-23847.
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This paper is a qualitative study written with an assignment description done in collaboration with the global home furnishing retailer organisation; the IKEA Group. The assignment information has worked as the foundation when constructing this paper. This paper contributes with analyses and discussions about the relationship between recruitment and inclusion. The research method was semi-structured interviews and these serve as the primary data for analysis and discussion. In this paper, inclusion is a part of sustainability, more specific social sustainability. The results from this paper show that there are several factors that can enable and optimise inclusion in a recruitment process. One way to promote inclusion can be achieved through the implementation and usage of digital tools and digital solutions in the recruitment process. To implement and use digital tools and digital solutions in the recruitment process. However, in order to enhance inclusiveness, the employee’s awareness and knowledge about inclusion and diversity on the workplace needs to be fostered.
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Ariani, Dewi. "Amerindo International Nurse Recruitment Agency". Thesis, California State University, Long Beach, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10259383.
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The national nursing shortage and high nurse turnover rates in the United States have been negatively affecting the quality of health care services since providing optimal patient care requires fulfilling necessary standards including nurse-to-patient ratios. The failure to maintain the mandated nurse-to-patient ratio not only will cause a penalty for a health care facility, but also will compromise the quality of health care service to the patients. Amerindo, an international nurse recruitment agency, intends to address these challenges by supplying qualified internationally educated nurses to the U.S. Amerindo will provide three levels of nursing vocations from Certified Nurse Assistants, Licensed Practical Nurses, and Registered Nurses, for all nursing domains including pediatric nursing, geriatric nursing, medical surgical nursing, maternity nursing, and psychiatric nursing.
Amerindo’s mission is to be a trusted connector between internationally educated nurses and health care facilities in Southern California, by supplying qualified nurses with two years of initial employment contract. With the unique initial employment contract and several additional qualities, Amerindo distinguishes itself from other health care recruitment agencies. Moreover, Amerindo helps the health care facilities maintaining their nurse-to-patient ratio, and reducing the nurse turnover rate. Thus, in general, Amerindo helps improving health care access and quality.
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Jarošová, Ilona. "Recruitment in small japanese company". Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-4163.
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The thesis focuses on employee recruitment in japanese environment. Among others, the discussed topics include interview process, experiences of recruitment agences with japanese companies on the Czech market and recommendations of specific steps for the analysed company. The hypothesis of the thesis is that japanese compnanies are unsuccessful regarding employee recruitment in the Czech Republic, suffer from insufficient interest of potencial candidates . All these factors combined with general underestimating of HR policies lead to high employee fluctuation in japanese branch offices.
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Cabrera, Diego Luis Adrian. "Automatic methods for assisted recruitment". Thesis, Avignon, 2015. http://www.theses.fr/2015AVIG0205/document.
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L'utilisation massive de l'Internet et les ordinateurs ont changé plusieurs aspects de notre vie quotidienne et la façon que nous postulons pour un travail n'y fait pas exception. Aujourd'hui, le recrutement et sélection des candidats pour un poste se font en utilisant les technologies de l'information. Ceci a créé le recrutement électronique. Depuis les 15 dernières années, les chercheurs du Traitement de la Langue Naturelle ont étudié comment améliorer les performances des recruteurs avec l'aide du recrutement électronique. Beaucoup de systèmes ont été développés dans ce domaine, depuis les moteurs de recherche de candidats ou de postes jusqu'au classement automatique de candidats. Dans ce dernier cas, les systèmes développés font, pour la plupart, la comparaison entre les CV des candidats et les offres d'emploi. Seul un système utilise les CV de processus de sélection relevant du passé pour classer les candidats à un nouveau poste. Dans le cadre de cette thèse, nous avons étudié la possibilité et la façon d'utiliser les CV, sans avoir à exploiter aucun processus de sélection précédent, pour développer nouvelles méthodes applicables aux systèmes de recrutement électronique. Plus spécifiquement, nous commençons par le traitement automatique d'un grand ensemble de CV utilisés pendant des processus réels de recrutement et sélection. Ensuite, nous analysons et appliquons différentes mesures de proximité pour savoir lesquelles sont les plus appropriées pour étudier les CV des candidats. Après, nous introduisons une méthode innovante qui repose sur le Relevance Feedback et l'utilisation de mesures de proximité seulement sur les CV pour pouvoir classer les candidats d'un poste. Finalement, nous présentons l'étude et l'application d' une mesure statistique permettant de comparer, en même temps, l'offre d'emploi, un certain candidat et les autres candidats ; le but est de pouvoir classer tous les candidats d'un poste. Dans cette thèse, nous montrons que les CV contiennent assez d'information sur le processus de sélection pour pouvoir classer les candidats. Néanmoins, il est important de choisir correctement les mesures de proximité à utiliser. D'ailleurs, nous présentons des résultats intéressants de la triple comparaison entre les CV et les offres d'emploi. Les résultats obtenus dans cette thèse forment une base pour la conception de nouveaux prototypes de systèmes de recrutement électronique et possiblement le début d'une nouvelle façon pour les développerThe massification of the Internet and computers has changed several aspects of our daily life and the way we apply to a job is not the exception. Nowadays, the recruitment and selection of applicants for a job is done through the use of information technologies, creating what it is known as e-Recruitment. Since the last 15 years, the researchers in Natural Language Processing have been studying how to improve the performance of recruiters with the help of the e-Recruitment. Several systems have been developed in this field, from the job and applicants search engines to the automatic ranking of applicants. In the last case, most of the developed systems consist in the comparison between the résumés of applicants and a job offer. Only one system makes use of résumés from past selection processes to rank newer applicants.In this thesis we study whether and how we can use the résumés, without having to use past selection processes, to develop new methods for e-Recruitment systems. More specifically, we start with the automatic treatment of a large set of résumés used during real recruitment and selection processes. Then, we analyze and apply different proximity measures to know which are the most adequate to study the résumés of applicants. We introduce, after, an innovative method which consists on the Relevance Feedback and the use of proximity measures over uniquely the résumés to rank applicants. Finally, we present the study and application of a statistical measure which allows us to compare, at the same time, the job offer, one specific applicant and the rest of applicants, in order to rank all the job candidates. Along this thesis we show that résumés have enough information about the selection processes, in order to rank the applicants. Nonetheless, it is important to choose correctly the proximity measure to use. As well, we present interesting outcomes from the triple comparison between résumés and job offers.The results obtained in this thesis are the basis for a new prototype of an e-Recruitment system and hopefully, the beginning of a new way to create these
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Cotton, Ward Arthur. "Teacher recruitment by secondary agricultural educators". Thesis, Montana State University, 2005. http://etd.lib.montana.edu/etd/2005/cotton/CottonW0805.pdf.
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Wongthatsanekorn, Wuthichai. "Strategic Network Growth with Recruitment Model". Diss., Georgia Institute of Technology, 2006. http://hdl.handle.net/1853/14636.
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In order to achieve stable and sustainable systems for recycling post-consumer goods, it is frequently necessary to concentrate the flows from many collection points to meet the volume requirements for the recycler. This motivates the importance of growing the collection network over time to both meet volume targets and keep costs to a minimum. This research addresses a complex and interconnected set of strategic and tactical decisions that guide the growth of reverse supply chain networks over time. This dissertation has two major components: a tactical recruitment model and a strategic investment model. These capture the two major decision levels for the system, the former for the regional collector who is responsible for recruiting material sources to the network, the latter for the processor who needs to allocate his scarce resources over time and to regions to enable the recruitment to be effective. The recruitment model is posed as a stochastic dynamic programming problem. An exact method and two heuristics are developed to solve this problem. A numerical study of the solution approaches is also performed. The second component involves a key set of decisions on how to allocate resources effectively to grow the network to meet long term collection targets and collection cost constraints. The recruitment problem appears as a sub-problem for the strategic model and this leads to a multi-time scale Markov decision problem. A heuristic approach which decomposes the strategic problem is proposed to solve realistically sized problems. The numerical valuations of the heuristic approach for small and realistically sized problems are then investigated.
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Tjandra, Kartika. "Leukocyte recruitment and function in cholestasis". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq20857.pdf.
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Claesson, Jonas. "Intestinal effects of lung recruitment maneuvers". Doctoral thesis, Umeå : Univ, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-981.
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Rech, Matthew Falko. "A critical geopolitics of RAF recruitment". Thesis, University of Newcastle Upon Tyne, 2012. http://hdl.handle.net/10443/1743.
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This PhD thesis investigates the geopolitics of Royal Air Force (RAF) recruitment practices. Set at the interface between military and civilian life, RAF recruitment represents an important site from which particular imaginations of the military are consumed, enacted and performed. Drawing primarily on critical geopolitical theory and military geography, along with more-than-representational approaches to popular culture, the thesis uncovers how RAF recruitment necessitates an understanding of, and participation within, certain military-political narratives and imaginaries. It shows that these imaginaries – variously associated with the role, utility and legitimacy of state-sanctioned military violence – are powerful in their ability to affect popular understandings of the military, and to affect certain bodily and material engagements within the immediate spaces of recruitment. Furthermore, with a specific focus on the RAF, it demonstrates how certain ideas around the role and utility of military airpower are represented, enacted and performed. The thesis approaches the geopolitics of RAF recruitment in three ways. Firstly, focussing on the representative tenets of recruitment, the thesis examines both the historical and contemporary design of recruiting texts, images and documents. Using a socio-historical analysis of recruiting images, and drawing upon interviews with the military and corporate producers of recruitment, it demonstrates how recruitment emerges from particular structures, knowledges and experiences. Secondly, focussing on the visualities of military public-relations, the thesis demonstrates how large-scale public and private events, such as military airshows, provide spaces in which military-political narratives and imaginaries are enacted in and through regimes of seeing and sighting. Based on ethnographic research at military airshows, the thesis works to uncover the ways in which techniques of vision at spectacular events tie the potential recruit into particular imaginations of military legitimacy, efficacy, heritage and power. Thirdly, the thesis examines how the more mundane, quotidian sites of RAF recruitment are powerful in their ability to affect bodily predispositions and material engagements. Focussing on RAF recruiting games, military fitness regimes and the material, ephemeral nature of the airshow in particular, the thesis provides an insight into why the material and bodily cultures of militarism matter, and how they work persuasively to entrain particular imaginations of military life and culture. x The thesis raises important questions about the presence of military narratives and imaginaries in the public, civilian sphere, and in popular culture in particular. Set at the interface between military and civilian life, RAF recruitment demonstrates how popular geopolitical discourses of the military sometimes work not only to script imaginations of military violence, but to affect, mark and alter civilian lives and futures.
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殷小曼 y Shiu-man Yolanda Yan. "Patient recruitment strategies in clinical trials". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31970874.
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MacColl, Andrew Donald Cameron. "Factors affecting recruitment in Red Grouse". Thesis, University of Aberdeen, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.265378.
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Red grouse (Lagopus lagopus scoticus Lath.) populations often show cycles in numbers. It has been suggested that these are caused by positive feedback between population kin structure and recruitment of young cocks to the territorial population, and by negative feedback between population density and recruitment. In previous studies of red grouse in north-east Scotland, recruitment was the key demographic factor affecting population change. Changes in recruitment were the result of changes in breeding success and changes in the proportion of young cocks establishing territories in autumn. This thesis investigates the differences between those young males which successfully established a territory and those that did not, on a heather moorland on the edge of the Cairngorm mountains, north-east Scotland. It describes the behaviour and movements of young cocks during the period of territory establishment. In particular it is shown that young cocks which had more close relatives as neighbours were more likely to establish a territory. However, investigation of the effect of relatedness on the aggressive interactions between cocks did not reveal any robust behavioural mechanism by which this relationship might have come about. Relatedness between individuals was estimated from microsatellite genetic data. Young cocks which established territories had larger supra-orbital combs than those which did not. This suggests that hormonal status is important in determining recruitment success, since comb size is an indicator of the level of circulating androgens of an individual. Territory establishment by young cocks took place rapidly in mid-September following the break up of broods. Young cocks were never observed to win encounters with old established cocks during territory establishment. Persistence in engaging in encounters may be more important than winning them.
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Rich, Patrick Dylan. "Place cell recruitment in novel environments". Thesis, University of Cambridge, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.708008.
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Crossland, V. M. "Cell cycle specific recruitment of PKCε". Thesis, University College London (University of London), 2012. http://discovery.ucl.ac.uk/1352790/.
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Protein kinase C (PKC) comprises a family of serine/threonine kinases which play central roles in intracellular signal transduction typically triggered by recruitment to membraneous compartments. The epsilon isoform of PKC (PKCå) has been shown to localize to cell-cell contacts and to the cytokinetic furrow/midbody, indicative of a role in the cell cycle. Both recruitment patterns can be visualized under conditions of PKCå inhibition, which is selectively achieved using a gatekeeper mutant (PKCå-M486A) and the inhibitor NaPP1. Initial studies indicated that interphase and mitotic cells were not distinguished in their capacity for PKCå-M486A recruitment as evidenced by optical trapping experiments. I therefore assessed whether recruitment to the furrow/midbody is a general property reflecting the juxtaposition of two membranes and a cell-cell contact response. I have successfully used fluorescence recovery after photobleaching (FRAP) to distinguish between the localization at the furrow/midbody from that at cell-cell contacts by measuring PKCå-M486A turnover at these two compartments. It is demonstrated that PKCå-M486A has a slower turnover at the furrow/midbody. The distinct kinetic behaviour of PKCå M486A at the furrow/midbody is indicative of other factors contributing to recruitment and/or retention. Sites and domains within PKCå-M486A were therefore assessed for their involvement in this process using a combination of mutagenesis and confocal microscopy. Through these studies I have identified a short motif in the regulatory domain of PKCå-M486A, the inter C1 domain (IC1D), that is in part required for the accumulation of PKCå-M486A at the furrow/midbody. The deletion of this domain (PKCå-ÄIC1D-M486A) prevents the kinase being recruited to the furrow/midbody despite, the recruitment and furrow/midbody localization of the co-expressed PKCå-M486A. Given that the IC1D was previously identified as an actin-binding region, I have assessed the relationship between actin and PKCå-M486A recruitment by manipulating actin polymerization. Using latrunculinA, an inhibitor of F-actin assembly, I have shown that PKCå-M86A and RhoA colocalize and are stabilized in the same compartment in conditions where F-actin is depolymerized. Importantly, the behaviour is observed for both active and inactive PKCε-M486A. This condition may be analogous to a stage in midbody biogenesis and may be evidence of the requirement of F-actin for normal PKCε and RhoA behaviour in cytokinesis. These data show some progress towards understanding the unique behaviour of PKCε at the furrow/midbody and indicate a complex relationship between PKCε, actin and RhoA.
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Almeida, Mafalda. "Mechanisms of Xist-dependent Polycomb recruitment". Thesis, University of Oxford, 2017. https://ora.ox.ac.uk/objects/uuid:e66c3d72-9ab6-4891-a089-da8a4315fe9d.
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The Polycomb repressive complexes PRC1 and PRC2 play a central role in developmental gene regulation, functioning, at least in part, by catalyzing specific histone modifications, H2AK119u1 and H3K27me3, respectively. The hierarchical model of Polycomb recruitment proposes that PRC2 is recruited to target loci by sequence specific factors and/or non-coding RNAs, and that PRC1 recruitment occurs subsequently as a consequence of recognition of H3K27me3 by the PRC1 subunit CBX. However, non-canonical PRC1 complexes, defined by the presence of different PCGF subunits, lack the CBX subunit and are therefore recruited independently of PRC2 activity. Moreover, recent evidence has shown that H2AK119u1 catalyzed by non-canonical PRC1 can directly recruit PRC2, establishing a reverse model of Polycomb recruitment. I analyzed Polycomb recruitment using a classical model system, X chromosome inactivation mediated by Xist RNA. Previous reports suggested that Polycomb recruitment to the inactive X chromosome is initiated by a direct interaction of PRC2 subunits with Xist RNA, and that PRC1 is then recruited via interaction of the CBX subunit with PRC2 mediated H3K27me3. This model has been challenged, since it does not account for all experimental observations. In this thesis, I provide evidence that Polycomb recruitment by Xist RNA is initiated by deposition of H2AK119u1 by noncanonical PRC1 complexes. PRC2 is therefore recruited indirectly, presumably by binding to H2AK119u1. I also show that all non-canonical PRC1 complexes are enriched on the inactive chromosome, albeit with different dynamic behaviors. PCGF3- and PCGF5-PRC1 complexes, which have a slower dynamics on the inactive chromosome as determined by FRAP, are necessary for the initiation of Polycomb domain formation on the inactive chromosome, presumably through direct recruitment by Xist RNA or through an adaptor protein that mediates this interaction. Subsequent enrichment of other non-canonical PRC1 complexes relies predominantly on H2AK119u1 recognition by RYBP/YAF2, which also contributes to the enrichment of the more dynamic fraction of PCGF3- and PCGF5-PRC1 complexes on the inactive chromosome. Altogether, these observations overturn existing models for Polycomb recruitment by Xist RNA, and thereby, provide new insights into the dynamics and mechanisms for Polycomb recruitment by non-coding RNAs.
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Hernández, Prados Mª Ángeles y Bordallo David Ibáñez. "Vulnerability of Teenagers to sects’ recruitment". Pontificia Universidad Católica del Perú, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/117585.
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The uniqueness» fracture of the ruling speech about modernity has plunged usinto despair of relativity voices of postmodernism. We assist, according to Garcia(2008), to a new era characterized by the implementation of a spiritual market anda religions cocktail. The increased sensitivity of citizenship by cultivating integrityalong with the host institutions crisis exacerbates the vulnerability of people tobe influenced of sectarian ideologies. After having analyzed society as a beneficialcrop to the sects, the speech focused on adolescence as the most vulnerable stage,claiming that education, from many different contexts, is the most likely responseto prevent the sect»s recruitment.La fractura de la unicidad del discurso imperante en la modernidad nos hasumergido en la desesperanza de la relatividad de las voces de la posmodernidad.Asistimos, según García (2008) a una era nueva caracterizada por la implantaciónde un supermercado espiritual y por el cóctel de las religiones. La sensibilización dela ciudadanía por el cultivo de la interioridad junto a la crisis de las instituciones deacogida agudiza la vulnerabilidad de las personas ante las influencias de ideologíassectarias. Tras el análisis de la sociedad como cultivo para las sectas, el discursose centra en los adolescentes como etapa de mayor vulnerabilidad, así como enreivindicar la respuesta educativa, desde diferentes contextos, para prevenir lacaptación de los mismos.
A fratura da unicidade do discurso dominante na modernidade mergulhou-nosno desespero da relatividade das vozes do pós-modernismo. Atendemos, de acordocom Garcia (2008) para uma nova era caracterizada pela implementação de umsupermercado espiritual, e pelo cocktail das religiões. A sensibilização da cidadaniapelo cultivo da interioridade junto com a crise das instituições de acolhimentoaumenta a vulnerabilidade das pessoas nas influências das ideologias sectárias.Após a analise da sociedade como cultivo para as seitas, o discurso centra-se nosadolescentes como a fase de mais vulnerabilidade, assim como a reivindicaçãona resposta educativa, desde diferentes contextos, para prevenir a captação dosmesmos.
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Walden, Rachel R. y Antonio Rusinol. "Faculty Recruitment for Diversity and Excellence". Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/8831.
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Ramil, Muradli y Artem Shestak. "International students recruitment: factors of influence". Thesis, Київський національний університет технологій та дизайну, 2018. https://er.knutd.edu.ua/handle/123456789/10565.
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Stockwell, Glenda, Peter R. Bockhorst y Reid Blackwelder. "Recruitment Strategies Utilizing the Group Dynamic". Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etsu-works/6929.
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One of the challenges facing interns and faculty in family medicine residencies each year is finding ways to accurately assess baseline skills and begin the process of providing effective training for residents who come from a wide variety of educational programs and professional experiences. For the past two years our orientation process has included a focused evaluation of interns in each of the areas of the ACGME core competencies. The use of OSCEs, Human Patient Simulator scenarios, observed physical exams, practice In Training Exams, EKG interpretation, and competency-based self assessments provides both interns and faculty with a good understanding of strengths and deficits and leads to an early opportunity to structure experiences designed to optimize those critical first few months of residency.
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Young, Derek Rutherford. "Voluntary recruitment in Scotland, 1914-1916". Thesis, University of Glasgow, 2001. http://theses.gla.ac.uk/8202/.
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The belief that Scotland showed undue patriotism by providing a high proportion of volunteers in 1914-16 needs to be looked at in a new light. While the New Armies of 1914-16 may have been volunteer in concept, they were not volunteer in actuality, and, while there was no doubt a proportion of men in Scotland, as elsewhere in the British Empire, who were prepared to come forward for purely altruistic or 'patriotic' ideals, the majority enlisted for more practical or realistic reasons. External forces either pushed or pulled those men and enticed or forced them to enlist. Previous analyses have been primarily top down. We know how many men served, and with what units, but not why. This thesis is an investigation of Scottish recruitment from the bottom up, to determine whether or not those who enlisted came from any particular section of Scottish society. This investigates and explains the driving forces behind voluntary recruitment in Scotland, August 1914 - December 1915, its methods, course taken, and its impact on the country as a whole.
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Villumsen, Lea A. D. "Virksomheders rekrutteringspolitik = Recruitment policies in firms /". Aarhus : Institut for Økonomi, Aarhus Universitet, 2009. http://mit.econ.au.dk/Library/Specialer/2009/20011631.pdf.
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Yan, Shiu-man Yolanda. "Patient recruitment strategies in clinical trials". Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk/hkuto/record.jsp?B24872623.
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Weidie, Stuart. "Candidate Recruitment in American State Legislatures". W&M ScholarWorks, 2002. https://scholarworks.wm.edu/etd/1539626366.
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Barratt, Edward. "Representing and interpreting organisations in the recruitment process : a study of recruitment texts and job candidates readings". Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285055.
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Guselin, Mathias, Sebastian Johansson y Joakim Jörgensen. "Brand Equity for E-recruitment companies : A quantitative research on individuals´ intention to use e-recruitment websites". Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-55586.
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Background: Internet has brought radical changes in the recruitment industry where individuals are increasingly turning to the Internet when seeking jobs. The increased use of e-recruitment is partly because it is considered to be the most effective way to reach the target group of applicants, and partly because of the cost savings and competitive pressure in the market. Therefore, is the brand a crucial factor for online companies such as e-recruitment websites thus having a strong brand can lead to competitive advantage in the market. The role of branding in e-marketing is increasingly getting more important. Previous research has used intention to purchase as an outcome of brand equity. However, this research studies brand equity towards intention to use as most e-recruitment websites offer free services. Purpose: To describe the determinants of brand equity of e-recruitment websites and how they affect individuals’ intention to use such websites. Methodology: A quantitative research was chosen to collect the data using an online questionnaire to be able to describe the variables relationship in this research. Conclusion: The findings of this research suggests that brand equity as a whole increases individuals’ intention to use an e-recruitment website. The determinant of brand equity; brand awareness, perceived quality and brand loyalty gave a positive and significant relationship towards individuals’ intention to use. The findings involving the moderator were found to be significant when using brand equity as whole, while being rejected when involving the determinants of brand equity.
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Knutas, Frida. "Religion and Recruitment : A quantitative study on the effects of religious motivations for conflict on rebel recruitment". Thesis, Uppsala universitet, Institutionen för freds- och konfliktforskning, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-314703.
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Rami, Ali. "Beyond the dichotomies of a coercion and voluntary recruitment Afghan unaccompanied minors unveil their recruitment process in Iran". Thesis, Stockholms universitet, Avdelningen för mellanösternstudier, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-167729.
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Ali, Rami. "Beyond the dichotomies of a coercion and voluntary recruitment, Afghan unaccompanied minors unveil their recruitment process in Iran". Thesis, Stockholms universitet, Avdelningen för mellanösternstudier, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-167730.
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By shedding light on accounts from unaccompanied Afghan asylum-seeking minors in Sweden who were child soldiers in Syria, this thesis explores and examines their narratives and their involvement in the civil war in Syria. The research aims to create a deeper understanding of how these children themselves made sense of their participation in the war by answering the following questions: How were the children approached by the recruiters? What kind of reasons for joining the war are put forward by the recruiters and what strategies do the children encounter: a) economic; b) identity formation; c) social deprivation; d) feeling of vulnerability; e) militarization; f) mental development; g) ideology/ religious-sectarian; or all together? How do the children perceive these encounters and make sense of their recruitment to the Shiite Fatemiyoun Brigade? To which extent has the ideology of Shi’ism played an important role for them in joining the Syrian War? This is a qualitative study based on in-depth interviews which combines procedures from two approaches and techniques: an ethnographic approach and a narrative approach that explores the interviewees’ experiences in a period of time and also generates detailed insights. Despite the fact that none of the respondents testified for being recruited at gunpoint or having been ill-treated, the respondents emphasized that they were forced to join due to the bad circumstances they were living in. In addition, many similarities with other cases regarding child soldiering in several countries have been explored in this thesis, for instance factors related to the socio- economic context and the experiences that are related to the children’s development processes. Differences can be located in various details regarding ideologies and indoctrination since the respondents did not share the politico-religious purposes of the recruiters.
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Palombo, Linda Duffy. "Recruitment practices of Virginia public school divisions and the effectiveness of selected sources in the recruitment of teachers". W&M ScholarWorks, 1995. https://scholarworks.wm.edu/etd/1539618683.
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The major purposes of this study were to describe the recruitment practices of the public school divisions in Virginia and to examine the relationship between recruitment sources used in Chesapeake Public Schools and four measures of personnel effectiveness (retention rates, job performance, job satisfaction, and attendance of teachers). Data were collected using three questionnaires designed for the study, the Minnesota Satisfaction Questionnaire, and archival records maintained by Chesapeake Public Schools. Information was solicited from the superintendents or chief personnel officers of the 133 public school divisions in the Commonwealth of Virginia and from teachers hired in Chesapeake Public Schools between 1989 and 1993, inclusively.;Data related to the recruitment practices of Virginia school divisions were analyzed using descriptive statistics. Data related to recruitment source effectiveness were analyzed using chi-square tests and analyses of variance.;Study findings indicated that most Virginia school systems do not have written policies addressing teacher recruitment or a plan for regularly evaluating the recruitment process. In addition, most use traditional methods of recruiting such as campus recruitment and recruitment brochures and provide little or no training for recruiters. No statistical difference was found in the retention rates, job performance, job satisfaction, or attendance rates of teachers who were recruited from different sources. Results of this study suggest that school systems need to carefully evaluate their recruitment efforts to determine if their recruitment goals are being met.
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Johnson, Sonja A. "Recruitment strategies for DoD information technology managers". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1994. http://handle.dtic.mil/100.2/ADA284545.
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Thesis (M.S. in Information Systems Management) Naval Postgraduate School, September 1994.Thesis advisor(s): Barry Frew, David R. Henderson. "September 1994." Bibliography: p. 77-80. Also available online.
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Kotovic, Kimberly Marie. "Co-transcriptional recruitment of the U1 snRNP". Doctoral thesis, Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2004. http://nbn-resolving.de/urn:nbn:de:swb:14-1103190658062-33439.
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It is currently believed that the splicing of most pre-mRNAs occurs, at least in part, co-transcriptionally. In order to validate this principle in yeast and establish an experimental system for monitoring spliceosome assembly in vivo, I have employed the chromatin immunoprecipitation (ChIP) assay to study co-transcriptional splicing events. Here, I use ChIP to examine key questions with respect to the recent proposal that RNA polymerase II (Pol II) recruits pre-mRNA splicing factors to active genes. In my thesis, I address: 1) whether the U1 snRNP, which binds to the 5¡¦ splice site of each intron, is recruited co-transcriptionally in vivo and 2) if so, where along the length of active genes the U1 snRNP is concentrated. U1 snRNP accumulates on downstream positions of genes containing introns but not within promoter regions or along intronless genes. More specifically, accumulation correlated with the presence and position of the intron, indicating that the intron is necessary for co-transcriptional U1 snRNP recruitment and/or retention (Kotovic et al., 2003). In contrast to capping enzymes, which bind directly to Pol II (Komarnitsky et al., 2000; Schroeder et al., 2000), the U1 snRNP is poorly detected in promoter regions, except in genes harboring promoter-proximal introns. Detection of the U1 snRNP is dependent on RNA synthesis and is abolished by intron removal. Microarray data reveals that intron-containing genes are preferentially selected by ChIP with the U1 snRNP furthermore indicating recruitment specificity to introns. Because U1 snRNP levels decrease on downstream regions of intron-containing genes with long second exons, our lab is expanding the study to 3¡¦ splice site factors in hopes to address co-transcriptional splicing. In my thesis, I also focus on questions pertaining to the requirements for recruitment of the U1 snRNP to sites of transcription. To test the proposal that the cap-binding complex (CBC) promotes U1 snRNP recognition of the 5¡¦ splice site (Colot et al., 1996), I use a ?´CBC mutant strain and determine U1 snRNP accumulation by ChIP. Surprisingly, lack of the CBC has no effect on U1 snRNP recruitment. The U1 snRNP component Prp40p has been identified as playing a pivotal role in not only cross-intron bridging (Abovich and Rosbash, 1997), but also as a link between Pol II transcription and splicing factor recruitment (Morris and Greenleaf, 2000). My data shows that Prp40p recruitment mirrors that of other U1 snRNP proteins, in that it is not detected on promoter regions, suggesting that Prp40p does not constitutively bind the phosphorylated C-terminal domain (CTD) of Pol II as previously proposed. This physical link between Pol II transcription and splicing factor recruitment is further tested in Prp40p mutant strains, in which U1 snRNP is detected at normal levels. Therefore, U1 snRNP recruitment to transcription units is not dependent on Prp40p activity. My data indicates that co-transcriptional U1 snRNP recruitment is not dependent on the CBC or Prp40p and that any effects of these players on spliceosome assembly must be reflected in later spliceosome events. My data contrasts the proposed transcription factory model in which Pol II plays a central role in the recruitment of mRNA processing factors to TUs. According to my data, splicing factor recruitment acts differently than capping enzyme and 3¡¦ end processing factor recruitment; U1 snRNP does not accumulate at promoter regions of intron-containing genes or on intronless genes rather, accumulation is based on the synthesis of the intron. These experiments have lead me to propose a kinetic model with respect to the recruitment of splicing factors to active genes. In this model, U1 snRNP accumulation at the 5¡¦ splice site requires a highly dynamic web of protein-protein and protein-RNA interactions to occur, ultimately leading to the recruitment and/or stabilization of the U1 snRNP.
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Berger, Constanza. "Individual differences in preferences for recruitment websites". FIU Digital Commons, 2006. http://digitalcommons.fiu.edu/etd/1596.
Texto completoResumen
This study investigated individual differences in preferences for recruitment websites. Specifically, I expected that personality and ethnic identity would be related to individuals' preferences for corporate websites. A policy-capturing methodology was employed to determine the weight participants place on five website characteristics (i.e. navigability, information relevancy, diversity information, privacy, and contact). Regression and correlational analyses were employed with the five beta weights obtained from individual regression analyses and the other individual differences measures. Results from two samples (student and general population) revealed that, generally, individuals do not differ in the weight they place on different aspects of recruitment websites. However, this study is the first to investigate individual differences in preferences for recruitment websites. Thus, it seems premature to conclude that such differences do not exist. Given its uniqueness, hopefully this study will stimulate research that further elucidates the process by which individuals interpret and evaluate recruitment websites.