Career Portal Research Articles

Stakeholders’ perception: E-Learning initiatives in school education of Rajasthan state in the course of COVID-19

The COVID-19 pandemic led to increased adoption of e-learning in academic institutions, leading to the adoption of digital learning initiatives in Rajasthan. Projects-like SMILE, ‘Shikshadarshan - Educational T-DD Rajasthan’, ‘Shikshavani - Education via Radio’, ‘Hawamahal- Joyful Saturday program’, and ‘YouTube Rajiv Gandhi Career Portal’ were implemented. This study aimed to understand stakeholders’ perceptions of e-learning initiatives in Rajasthan and the global transformation of the education system. A descriptive survey conducted on 308 stakeholders from five government schools in Dungarpur district. The study reveals that 89% of students in Rajasthan state use smartphones for online classes, using WhatsApp video links, e-Raksha apps, YouTube, and open learning sources like Google. However, students often need help with language problems in content provided through e-learning initiatives, possibly due to the absence of their local language. Teachers are aware of e-learning initiatives but must be fully aware of them. Many teachers believe digital teaching-learning approaches make teaching plans and assessments more complex than face-to-face teaching. Parents and community members agree that their children can adopt e-learning comfortably, but 63% are unsatisfied with e-learning during COVID-19. Most participants agree that face-to-face teaching is better than e-learning and that the focus should be on face-to-face learning. The government should consider local languages for online videos and live programs. The department should include training programs for online learning resources in post-service education and teacher training to implement effective online education.

Uniqueness meets Semantics: A Novel Semantically Meaningful Bag-of-Words Approach for Matching Resumes to Job Profiles

In an increasingly competitive world, automated screening of resumes of candidates is the need of the hour given the large numbers of such resumes in career portals on the World Wide Web. Resume classification is a subset of the document classification problem in which the keywords extracted from the resume play a significant role in determining the job profile. In this paper, we explore the novel combination of uniqueness in terms of the number of occurrences of a keyword in a resume class as compared to the other resume classes, and the concept of semantics by representing the filtered keywords using word embeddings that can be used to find semantic similarities between resume documents. The principle of maximum entropy partitioning is used to find the keywords unique to a particular class. The aim is to use semantic representations of only those keywords that occur more frequently in one class more than in any other class; these are then passed as input to a Bidirectional long short-term memory (LSTM) for classification. Our experiments on a benchmark dataset proves that the proposed approach outperforms the state of the art in text classification by a significant margin proving the efficacy of our approach.

How to Send Secondary Submission Emails using Oracle Taleo, to Candidates Applying on an External Career Portal

This document presents two innovative solutions for the efficient and targeted delivery of secondary submission emails to candidates applying for job positions via an external career portal. Solution 1 is designed to send emails to candidates who have applied using the short application flow, while Solution 2 offers a customized approach that aligns with specific business guidelines and workflows.

Strategically Implementing A Series of Critical Refinements to Organization External-Facing Career Portal, How Can These Changes Effectively Entice and Engage Top-Tier, High-Caliber Talent as Part of the Organization Recruitment Initiatives

This paper presents a comprehensive proposal aimed at the enhancement of the external-facing career site, with a primary objective of elevating the user experience and strategically attracting high-caliber candidates, with minimal system changes

Technical Job Recommendation System Using APIs and Web Crawling.

There has been a sudden boom in the technical industry and an increase in the number of good startups. Keeping track of various appropriate job openings in top industry names has become increasingly troublesome. This leads to deadlines and hence important opportunities being missed. Through this research paper, the aim is to automate this process to eliminate this problem. To achieve this, Puppeteer and Representational State Transfer (REST) APIs for web crawling have been used. A hybrid system of Content-Based Filtering and Collaborative Filtering is implemented to recommend these jobs. The intention is to aggregate and recommend appropriate jobs to job seekers, especially in the engineering domain. The entire process of accessing numerous company websites hoping to find a relevant job opening listed on their career portals is simplified. The proposed recommendation system is tested on an array of test cases with a fully functioning user interface in the form of a web application. It has shown satisfactory results, outperforming the existing systems. It thus testifies to the agenda of quality over quantity.

Smart Fraud Detection Framework for Job Recruitments

Online recruitment has altered the hiring trend. Specifically, posting job ads on career portals and corporate sites involves seeking a large pool of professional applicants around the globe. Unfortunately, it has been established as another platform for fraudsters, which could lead to loss of privacy for applicants and damages organizations’ reputation. This case study handles the recruitment fraud/scam detection problem. Several important features of organization, job description and type of compensation are proposed and an effective recruitment fraud detection model is constructed using extreme gradient boosting method. It develops an algorithm that extracts required features from job ads and is tested using three examples. The features are further considered for two-step feature selection strategy. The findings show that features of the type of organization are most effective as a stand-alone model. The hybrid composition of selected 13 features demonstrated 97.94% accuracy and outperformed three state-of-the-art baselines. Moreover, the study finds that the most effective indicators are “salary_range,” “company_profile,” “organization_type,” “required education” and “has multiple jobs.” The findings highlight the number of research implications and provide new insights for detecting online recruitment fraud.

The SciCommDiversity Travel Fellowship: The Challenge of Creating a Sustainable Intervention

Diversifying a community requires outreach, recruitment, and retention which in this case targets the science communication (SciComm) workforce. Establishing a strategy to accomplish such diversification includes designing, launching, and sustaining the new intervention. Here we review the 6-year history of the DiverseScholar SciCommDiversity Travel Fellowship. This intervention was designed to build a community of minority science communicators that would interact with experienced professionals at the ScienceWriters conference. The travel fellowship reduces the financial burden of conference attendance while introducing the fellows to mentors who facilitate networking and knowledge-building during the event's professional development opportunities. The first two years of the fellowship were catalyzed by Idea Grants from the National Association of Science Writers – producers of the ScienceWriters event. Two strategies were used to engage potential fellowship applicants. First, we sought minority journalists interested in STEM topics who wished to extend beyond their standard reporting beats (tech, politics, etc). Such student and professional journalists were found by networking with and producing conference panels at the National Association of Black Journalists and the Native American Journalists Association annual events. For the second strategy, we found minority scientists who were interested in exploring how to convert their social media and blogging activities to professional writing/reporting careers. We attracted such individuals through our activities at annual conferences such as the Society for the Advancement of Chicanos and Native Americans in Science as well as the Annual Biomedical Research Conference for Minority Students. Overall, one particular challenge of an intervention is financial sustainability once catalytic (grant) funds end. Here, we describe our model for a sustainable and synergistic intervention that positions the SciCommDiversity Travel Fellowship within the overall program of DiverseScholar's doctoral recruiting services. The fellowship is now funded internally from advertising sales revenue from the DiverseScholar MinorityPostdoc.org career portal. The website, though, is more than just a job board since the travel fellows contribute original reporting to the online magazine. Thus, beyond just reducing financial barriers, the fellowship's mentoring and publishing opportunities can advance a fellow's entry into the SciComm profession.

Corporate Loyalty or Creative Self-Realization: Management Strategies in the Field of Journalism

Introduction. The paper is devoted to the discussion of issues and unforeseen risks facing media leaders during their staffing decisions, above all the motivation of journalists' professional work and the encouraging style of journalists to perform editorial assignments. Methodology and sources. Based on the methodological resources of structural and functional analysis and structuralist constructivism, various – often opposite – editorial attitudes are identified, each of which contains resources and risks for both the professional implementation of journalists and the corporate climate of media publications. The sociological data for the problematization of the context of managerial communication was the content analysis of interviews with experts and media leaders published on Mediajobs.ru in the Media and Career portal. The measurement was carried out in the following categories: requirements for the work of a journalist by the editor-inchief or the head of a media holding; features of professional communication in the journalistic community; communication features when working with storage media; professional self-characterization of interviewed respondents. Results and discussion. The paper shows that the value preferences of media managers regarding acceptable methods of obtaining information, namely the requirements for verifying the reliability of the data collected or the use of emotional provocation, turned out to be approximately equal in the analyzed sample. Reflecting and at the same time defining the professional practice of the interaction of journalists with their sources, these professional attitudes contain the conditions for shifting the risk towards conflict interprofessional interaction.Conclusion. The sociological analysis of managerial strategies in the journalistic community makes it possible to predict with a high degree of probability the nature of professional failures and stresses that arise when journalists carry out their professional duties.

Взаимные ожидания работодателей и выпускников: сравнительный анализ

The article is devoted to the problems of attracting personnel to vacancies of mass positions in the companies of the retail sphere of activity. In particular, Modern trends in the labor market and the market of educational services, their interaction today can have a special impact on the state of the domestic economy. In this regard, the purpose of this article is a comparative analysis of career expectations of graduates and the labor market through the description of the requirements of employers. The empirical base is the data of a questionnaire survey of students aged 19 to 23 years on the basis of the Urfu in Yekaterinburg. Information base are career portals, open sources and data banks for job search. The relevance of the study is due to the existence of a gap in the views of employers and graduates of the requirements for young professionals entering the labor market. The results of the study have showed:
 1. Own assessment of graduates of their professional readiness for personal development and career is divorced from real ideas and knowledge about what skills and characteristic skills a young specialist should have.
 2. The discrepancy between the expections and preferences of employers and graduates reflects the objective state of the gap between the market of educational services and the labor market.

Incorporating Self Efficacy and Subjective Norms into the Integrated TAM/TTF to Evaluate Drivers of Corporate Career Portals and Users' Performance

The goal of this research is to understand how recruiters perceive the fit between the characteristics of electronic job marketplaces and their needs, and how that fit influences the use of corporate career portals and expected performance. This paper contributes in providing considerable attention of technological, individual and social factors; thus, it integrates TAM and TTF and incorporates subjective norms and computer self-efficacy into the integrated model. This unique model is developed to interpret recruiters' attitudes towards its actual use, and consequently to understand the expected performance. A total of 145 valid responses collected from HR practitioners at Jordanian banks were statistically analysed. Results showed a good fit between the model’s technological attributes and the task of recruiting. Thus, the results indicated that the proposed model could be used to predict the users' intention toward corporate career portal. The Actual use of corporate career portals was directly affected by perceived usefulness and subjective norms, while there was no effect of perceived ease of use on actual use. Indirectly, fit of technology characteristics to task requirements, and computer self-efficacy have a significant effect on actual use and ultimately on users' performance.

Requirements for Brand Managers in Ukraine and the Czech Republic: Identification and Comparison

Purpose of the article: This paper represents a set of requirements placed on brand managers when they are first approached by recruiters in both Ukraine and the Czech Republic. Methodology/methods: To conclude a successful empirical research, Berelson’s content analysis method was used to study the texts of recruitment advertisements on career portals. Statistical verification of the results was conducted using the Pearson chi-square test. Scientific aim: The primary goal of the research project was to examine the situation of brand manager positions offered in the researched labour markets and to provide answers to the questions arising from the research assumption: “Employers do not publish different requirements for candidates for the job of Brand Manager in Ukraine and the Czech Republic”. Findings: The result of the actual research project in Ukraine confirmed a fundamental need for applicants for brand manager positions with work experience in marketing (51.4%), knowledge of marketing (33.8%), and experience in the field of the advertiser company’s business (31.1%). The application of information technology was found to be the third most important requirement in Ukraine, at 48.6%, unless the requirements for personality traits and skills were taken into account. The assumption regarding the matching requirements for brand manager positions in the two countries was rejected on the basis of the statistical verification process. The statistical test confirmed the shift of requirements even for & = 0.001 in the tested groups of signs. Conclusions: The data gained by studying publicly available recruitment adverts in the selected regions of Ukraine provided information on the most frequently published requirements for the required education and professional competencies based on professional knowledge, skills and type and length of experience. Comparison of the relative frequencies of requirements for brand manager positions in Ukraine and the Czech Republic indicated differences.

Identification and Comparison of Requirements Imposed on Brand Managers: Cross-National Study in the U.S.A. and in the Czech Republic

Purpose of the article: The author’s interest focuses on human factor of brand managers, as brands and their added value are considered to be among the most important sources of competitive advantage for business in a competitive marketplace. There is no doubt that for succeeding in their job role, brand managers must have knowledge, dispositional traits and concomitant soft skills that arise from these traits. The purpose of the article is to provide the insight into the offering of brand manager posts in the Czech Republic and in the U.S.A. and to analyse the collected data with the special interest in finding the answer whether the employers are searching the brand managers possessing personal dispositions and skills of knowledge workers, and if there is no significant difference in the requirements between the Czech and American recruitment advertisers. Methodology/methods: For a successful empirical research, the content analysis method by Berelson was used to study the texts in the advertisements publicly available on career portals. The statistical verifications of results were conducted using the chi-square test. Scientific aim:The goal of the primary survey was to provide the answers to the research questions that arise from the following research assumptions: (1) employers do not publish different requirements for candidates for the job of Brand Manager in the U.S.A. and in the Czech Republic, (2) the set of requirements for candidates for the job of Brand Manager in the U.S.A. will confirm that a brand manager is one of the workers who has skills and personality prerequisites expected from knowledge workers. Findings: The results of the actual research project confirmed the fundamental need for excellent communication skills (69.0%) and presentation skills (65.5%). Unlike employers in the Czech Republic, the American companies are more interested in people with a high degree of responsibility (41.4%) that is the third highest relative frequency of identified traits. About one third of American advertisements had requirements for the high degree of creativity, conceptual thinking and analytical skills of candidates for the position of Brand Manager. During the comparison of the data results gathered in both countries, there were recorded significant differences practically in all analysed groups of personality traits, behavioural competencies and so-called soft skills. Statistical verification confirmed the shift of requirements in the group of performance prerequisites and abilities, as well as in the group of interpersonal skills and abilities. Conclusions: Comparison of frequencies of requirements placed on candidates for the position of Brand Manager in the U.S.A. and in the Czech Republic indicated differences, but it does not mean that the US employers are less demanding. The differences in the employers’ expectations supported by a set of psychological requirements placed on candidates for the position of Brand Manager inspire the discussion and are the reason for a deeper investigation of the job roles in product management. The findings indicated that employers are looking for employees possessing personal dispositions and skills of a knowledge worker nevertheless the ability to innovate is not presented in the American job advertisements as often as in the Czech Republic.

Factor Affecting User Adoption towards Internship and Career Portal in Malaysia

Background/Objectives: Internship is a mandatory program for all students to enable them to graduate. In other word, for most students, internship is stipulation for their graduation. Internship is intended to expose students to the real working environment and provide opportunities for students to prepare themselves for the working challenges in the future. Therefore, we intend to introduce the Internship and Career Portal to solve the problems currently affecting the existing manual system. Methods/Statistical Analysis: In order to find out the impact of user factors on the user’s adoption of the Internship and Career Portal, a survey was conducted among the students that have undergone internship. A questionnaire is used to find out the factor affecting user adoption towards the portal. In this study, multiple regression analysis is applied for estimating the relationships among independent variables and dependent variable. Findings & Results: The results of this study show that Internship and Career Pressure (ICP) and Perceived Ease Of Use (PEOU) have impact on the users’ adoption of using the Internship and Career Portal. Based on the research results, the portal must consider the ICP and the PEOU to ensure that the users are satisfied with the portal.

A Study on the Correlation of Leadership Styles and the Political Behaviours of Employees in Workplaces

Contemporary companies are giving considerable importance to satisfaction of their internal customers as well as satisfying their exterior customers by their goods and products. In tis context, employer branding- an important concept developed by Simon Borrow- has been accepted as one of the most important developments of 1990s and myriad of companies has started to give importance to the mentioned point (Tüzüner, et al., 2009). Difficulties in finding talented employees, has made employer branding popular especially in service sector (Berthon vd. 2005; Knox and Freeman, 2006). According to information supplied from career portals, nowadays the highest number of job applications are being made to banking sector hence we were curious about this spesific sector in our study. Main sample of this study is composed of applicants that made job application to Albaraka Türk Participation Bank in the last three months prior to the design of this study. Aim of the study is measuring effects of employer branding dimensions in these applicant’s applicaitons behaviours and analyzing the relationship between their brand perceptions related to Albarak Türk Participation Bank and their levels of education and job experiences. With these purposes we used Berthon’s Employer Attractiveness Scale. Our survey has been applied to 500 job applicants from various education and experience levels and we used easy sampling method in choosing these applicants. Our survey, composed of 25 questions and Likert answer key with 7 answers has been brought to applicants via email and results have been analyzed by SPSS program. Our findings showed that rather than experience leves, education levels makes difference in appilicants perceptions about employer brand of the bank.

Creating Employer Brand

Contemporary companies are giving considerable importance to satisfaction of their internal customers as well as satisfying their exterior customers by their goods and products. In tis context, employer branding- an important concept developed by Simon Borrow- has been accepted as one of the most important developments of 1990s and myriad of companies has started to give importance to the mentioned point (Tüzüner, et al., 2009). Difficulties in finding talented employees, has made employer branding popular especially in service sector (Berthon vd. 2005; Knox and Freeman, 2006). According to information supplied from career portals, nowadays the highest number of job applications are being made to banking sector hence we were curious about this spesific sector in our study. Main sample of this study is composed of applicants that made job application to Albaraka Türk Participation Bank in the last three months prior to the design of this study. Aim of the study is measuring effects of employer branding dimensions in these applicant’s applicaitons behaviours and analyzing the relationship between their brand perceptions related to Albarak Türk Participation Bank and their levels of education and job experiences. With these purposes we used Berthon’s Employer Attractiveness Scale. Our survey has been applied to 500 job applicants from various education and experience levels and we used easy sampling method in choosing these applicants. Our survey, composed of 25 questions and Likert answer key with 7 answers has been brought to applicants via email and results have been analyzed by SPSS program. Our findings showed that rather than experience leves, education levels makes difference in appilicants perceptions about employer brand of the bank.

Role of Company’s Own Career Portals in Recruitment: A Suggestion for IT Companies Operating in Pakistan

Attracting and hiring a talented workforce is the primary role HR professionals have to play. For recruitment in IT industry, companies usually prefer different online job portals for advertising the open vacancies. The selections of these popular channels mainly depends upon the size of that particular company, average number of vacancies they have to fill and budget allocation for R&S activities. In small and medium sized organizations, budgetary constraints and limited staff strength in HR departments make it even harder to shortlist only the talented candidates. On the other hand, professionals tend to apply on every vacancy they see in order to grab a better opportunity or just grab an opportunity in heavy unemployment shadows and tight job markets. Company’s own career portal can be a comprehensive solution to all the challenges being faced by the recruiters in software houses.

Career Tracks AAN Launches New Career Portal

Career Tracks AAN Launches New Career Portal

Career Development for Young Indigenous People: A Project Summary

A range of career challenges and employment barriers confronting Indigenous people in Australia have been identified by census data and government reports. This paper describes a project that involved national consultation to determine the type of career programs and resources being used with Indigenous populations. Information was gathered with respect to effective career programs and resources used by the participants, as well as the factors that supported and hindered their effective career development. Consultation included focus group sessions with Indigenous and non-Indigenous participants, follow-up telephone interviews as required, as well as online questionnaires posted on a dedicated project website. In many instances the participants' concerns focused on wider issues and underlying organisational and administrative arrangements. Findings related to effective programs suggested that individuals, program approaches and organisational structures were important. Funding arrangements and staffing concerns proved to be challenges. Recommendations from Stage One consultations led to the second stage of the project: the development of a prototype for a central online career portal for Indigenous populations.