Employment Website Research Articles

The Collections Librarian: A Unique and Integral Asset to 21st Century Academic Libraries

Library roles centering around collection management (CM) and its related variations have become especially prominent over the past few years. Positions labeled as collection management, collection assessment, and collection strategist are just a few examples of titles that are an increasingly more common submission to library employment websites and listservs. These roles often require experience in a matrix of technical services, electronic resources, and even leadership duties that are both distinct and complex. This paper examines the necessity for and desired depth of expertise for CM positions in academic libraries and its need to be recognized as a distinct position with suggested core competencies. Though CM work and responsibilities may vary greatly between institutions, there are common competencies that must be met to ensure efficacy. Proficiency in these roles is integral to the success of the larger library and its function, and therefore should be further explored. This paper aims to create a case for the professionalization of CM positions through an analysis of past and present literature and select job postings, and outlines a list of core competencies that may be considered for drafting new positions descriptions, and consulted to inform continuing professional development and education for those doing this important work. The intended audience for these competencies includes students, new practitioners, and managers and administrators who engage in CM responsibilities.

Smart Chatbot to Assist Users of Employment Websites in Job Search, Skill Development, and Networking Opportunities

Abstract: This paper presents the development and implementation of a smart chatbot designed to assist users of employment websites in various aspects of their job search, skill development, and networking endeavors built using bert model, spacy model and large language model. With the increasing reliance on online platforms for job hunting and career advancement, there is a growing need for intelligent tools that can streamline the process and provide personalized support to users. This article examines a chatbot that provides many functionalities to improve job search outcomes and user experience. These functionalities include personalized job recommendations, skill development suggestions, and networking opportunities tailored to the user's queries. The paper outlines the methodology used in the development of the chatbot, including the integration of natural language processing techniques and machine learning models. The paper presents findings from comprehensive evaluation, shedding light on the efficacy of the chatbot's functionalities. The implications of this research extend to both academia and industry, underscoring the potential of AI-driven chatbots to revolutionize the way individuals navigate the job market and pursue career advancement opportunities.

주성분 분석을 활용한 우리나라 치과위생사 인력의 수급 지수 제안

An imbalance in Korea between the supply and demand for auxiliary dental personnel has led to a growing shortage of dental hygienists in clinics. Despite the annual graduation of approximately 5,000 dental hygienists, the number of registered dental hygienists stands at 83,817 as of 2019, and the number of active practitioners account for only half of this total. This study aimed to address issues related to the supply and demand of dental hygienists and develop a regional dental hygienist supply-and-demand index. The research data included the number of dental clinics, graduates from dental hygiene departments, and job openings for dental hygienists on employment websites. Unsupervised machine learning-based principal component analysis, a statistical technique that synthesizes the essence of features from correlated factors, was used for data analysis. The results of developing a dental hygienist supply-and-demand index using principal component analysis revealed a low correlation of the index with the number of graduates from dental hygiene departments, and the highest correlation with the number of dental clinics. The data used and delivered in this study are expected to support the accumulation of knowledge for and the future development of a more accurate index.

Terms of use and network size: Evidence from online job boards and CV banks in the U.S.

Data on websites that hosted job boards and CV banks in the U.S. from 2000 to 2011 reveal that websites imposed fewer restrictions (in terms of the duration of use) and lower fees for job searchers relative to employers. This asymmetry in the treatment (or the terms of use) changed as the relative scarcity of job searchers and job vacancies in the labor market in which the websites offered their services changed. Compared with job searchers, employers faced less stringent restrictions and lower fees when job searchers were scarce relative to job openings. These adjustments imply that the value of using an employment website changes with the number of potential users and the probability of finding a quality match. We find that these adjustments were most pronounced for websites that relied exclusively on employers and job searchers for their content (job ads and CVs). Whereas existing literature on the role that network size plays in intermediaries’ decision-making has focused on prices, our findings reveal that this focus can overlook other adjustments that affect the terms of use. Given that these adjustments in our context may result in longer periods during which CVs and job ads remain online, our findings suggest that the optimal design of intermediaries must include tools that help users sort through stale information.

A bridge between: Te Ao Māori and Te Ara Paerangi

Purpose Aotearoa New Zealand’s Research, Science and Innovation (RSI) system is undergoing a ‘once in a generation’ reform known as Te Ara Paerangi Future Pathways (TAP). One of TAP’s four high-level goals is to embed Te Tiriti o Waitangi across the RSI system. Using the analogy of bridge-making, we draw on insights from Māori submissions to TAP to identify collective Māori expectations for what a Tiriti-embedded system entails. Method Submissions were accessed through the document library on the Ministry of Business, Innovation and Employment website. 34 submissions from individuals and collectives were identified as Māori. Qualitative Document Analysis was used to identify major themes. Results Results are described with reference to basic bridge-building principles of design, foundations, materials and maintenance. Key thematic findings include: Māori, as Tiriti partners, must be meaningfully involved in the reform design; the RSI system’s foundations are deeply colonial - decolonisation is needed to value, respect and protect Māori knowledges and knowledge-holders; workforce development, infrastructure and policies are required to empower partnered and autonomous RSI approaches; and, ongoing system maintenance in the form of monitoring is required to ensure transparency, accountability and equitable benefits. Reflection Having committed to embedding Te Tiriti across the RSI system, MBIE now has a duty of care to deliver on its commitment vis-à-vis the National Research Priorities. This paper is a timely opportunity to set a baseline of collective expectations against which to assess the future efficacy of TAP. Ka mahi mātou, me te takune hei puananī We will work with the intent to travel freely in any direction

Creating a Chinese gender lexicon for detecting gendered wording in job advertisements

It is widely assumed that gendered wording in job advertisements can be a source of unconscious gender bias that contributes to occupational gender segregation, and gender lexicons have been developed and employed to detect gendered wording in job advertisements. The goal of this study is to create a Chinese job advertisement gender lexicon, the lack of which has impeded related research in China. Based on 53,786 job advertisements collected from a large employment website in China, the lexicon creation process enabled by supervised learning mainly involved identifying candidate gender words and determining their gender scores. The combination of Word2Vec and SVR yielded the highest performance and generated a new Chinese gender lexicon consisting of 1,429 masculine words and 1,064 feminine words with varying gender scores. The lexicon was successfully applied in gendered wording detection, revealing that masculinely and femininely worded job advertisements dominated different occupations in China. The superiority of the proposed lexicon creation method and the resultant lexicon are verified through comparisons.

Employability skills: Profiling data scientists in the digital labour market

In the current scenario, data scientists are expected to make sense of vast stores of big data, which are becoming increasingly complex and heterogeneous in nature. In the context of today's rapid technological development and its application in a growing array of fields, this role is evolving simultaneously. The present study provides an insight into the current expectations of employers seeking to hire individuals with this job title. It is argued that gaining a better understanding of data scientists’ employability criteria and the evolution of this professional role is crucial. The focus is placed on the desired prerequisites articulated through job advertisements, thus deriving relevant means for furthering theory and practice. It was achieved by harvesting relevant data from job advertisements published on US employment websites, which currently attract the US market's highest recruitment traffic. The key contribution of this study is to have identified means of systematically mapping skills, experience, and qualifications sought by employers for their data scientists, thus providing a data-driven pathway for employability and avoiding skills gaps and mismatches in a profession that is pivotal in the Industry 4.0.

Tour to Model-View-Template Architecture and Object–relational mapping with Services

Services’ is an online website to help the Consumer to choose the peoples professionalized in various fields& services that one needs on daily basis. The platform provides a path of communication between the peoples like house help, taylor, plumbers, educational counselors or painters, etc. and its users. This website is designed for simplicity & ease for non-technical person to operate it.The primary purpose of this web- application is to connect Service Provider (The Person Providing Desired Service) to the Consumer (The Person Willing to Purchase the Service). Basically, it is an Employment website for a Small Self- Employed Person (like-Plumbers & Electricians) or Small Sellers. The ‘Services’ is a web-application connecting community of professionals providing their services to whomever it may concern i.e., Consumer. It also fixes the deal between the Consumer and Provider agreeing at the same price so unnecessary clashes is being avoided. So, a better relation between the Consumer and Provider is ensured. This Application is easy to understand and at a same time safe and secure to use. Also focuses on the features like- User Friendliness, Accountability, Security, Easy Search, Simple Login & Registration, etc.

INFORMATION ANALYSIS OF ONLINE COLLABORATIVE COMPANY REVIEW

In this era of industry 4.0, the role of technology is getting bigger and broader in the industry. This technology has changed some of the old habits and paradigms in the relationship between companies and job seekers. One of the changes currently occurring is that job seekers can find information related to a company through an online collaborative company review which can be found easily on the employment website. This study aims to determine what information job seekers consider essential from an online collaborative review of a company. Data from the 203 millennial generations in Indonesia were collected. The study results found that the most sought-after variable from an online collaborative company review was Basic salary exposition, followed by Job description. The following variable is Work-life balance or working condition, followed by the Company profile variable, Benefits and incentives, Positive things about a company, and negative things about a company.

Developments in the Market for Employment Websites in the U.S

With the wide-spread adoption of the Internet, websites that host job boards and CV banks have become important intermediaries in the labor market. Despite their popularity and conflicting evidence about their effectiveness, we know relatively little about the market for these websites and about their decision making. We address this void in two ways. First, we document how the market for employment websites evolved in the U.S. Second, we explore how a rapid expansion of Craigslist into local markets in the U.S. impacted market concentration and decision-making of competing websites.

An Intelligent Automatic Career Management System for Efficiently Identify and Recruit the Potential Candidate to an Organisation

The manpower data management system project authorizes the user to and process the whole recruitment effort of an organization. Realizing the vital role of Recruitment process plays within an organization, this project is designed to maintain Resume Databank, process and suggest suitable candidates fitting the recruitment requirement. This project is entitled “An Intelligent Automatic Career Management System for Efficiently Identify and Recruit the Potential Candidate to an Organisation” is an outline to utilize PHP whereas the front end and My SQL cause the Back end. To control the job listing and recruitment process of any type of organization. Reduce manual workflow process and helps in maintaining candidate profile efficiently. An online consultancy maintenance system project is precisely depicted as per the needs and qualification of the Placement mentor and job providers, contain feature of the applicants, Client institution / Organizations, Job Openings, Interview details etc. This project is position at developing an online employment website for the Placement Details for job seekers. The administration is a web application anything will be gain throughout the establishment and out of doors also with genuine login as long as. This system is frequently worn as a web Job Portal for job seekers. Job hunter set down has an obligation be able to exchange their guidance in the form of a digest. Guests/Company agent logging in can besides approach/explore any information put up by Job aspirants.

Gendered language and employment Web sites: How search algorithms can cause allocative harm

Research on algorithms and artificial intelligence in the hiring process tends to focus on applicant screening and is often centered on the employer perspective. The role played by intermediaries, such as employment Web sites in the distribution of information about employment opportunities, tends to be overlooked. This paper examines the role of search algorithms on employment Web sites and their retrieval of employment opportunities for job seekers based on gendered search terms. Through a basic algorithm audit of the search engines used by three major employment Web sites active in the Dutch job market, we explore whether their search algorithms neutralize or reinforce gendered language, in case of the latter thereby naturalizing stigmas and pre-existing bias. According to our findings, employment Web sites can cause allocative harm if they repeatedly fail to show all opportunities relevant to job seekers.

Aggregated model of ttf with utaut2 in an employment website context

This study applied partial least squares (PLS) path modeling for quantifying and identifying the determinants of job seekers' acceptance and use of employment websites (EWs) by using an aggregate model that applied task-technology fit (TTF), consumer acceptance and use of information technology (UTAUT2). We propose that the most crucial constructs explaining EW adoption are habit, behavioral intention, performance expectancy, and facilitating conditions. This study verified that a job seeker's habits were a major predictor of intention and usage of EWs involving web-based technology and occasional usage. Thus, when job seekers perceive that their task is to fit the technology, they recognize the value of using the technology and use it habitually.

How is organisational fit addressed in Australian entry level midwifery job advertisements

BackgroundMidwifery job retention is an ongoing global issue. Prior research has recognised that considering an individual’s attributes in relation to their work environment may assist in improving job satisfaction among midwives, leading to improved long-term job retention in the midwifery profession. The aim of this study was to evaluate whether, and how organisational fit is addressed in current entry level midwifery job advertisements within Australia.MethodsMidwifery jobs were searched for within 12 search engines, using the search term ‘midwife’, including Seek.com, Indeed.com, government employment websites for all Australian states and territories, and private health organisation websites. Data were extracted from eligible job advertisements by three independent researchers. Extracted data encompassed elements addressing person-job fit and person-organisation fit. Content analysis involving chi-square and Fischer exact tests were completed on extracted data.ResultsKey findings demonstrate private health care organisations (29.2%) are more likely than public health care organisations (8.8%) to ask potential candidates to have additional qualifications, however, public health care organisations (34.1% vs. 16.7%) are more likely to ask for dual registration as a midwife and nurse. This is further supported by private health care organisations being more likely to refer to the candidate as a midwife (72.9% vs. 48.4%) than as a nurse. Private health care organisations more often noted access to support for employees and were more likely to mention access to employee assistance programs (41.7% vs. 13.2%), orientations (16.7% vs. 0%) and included benefits (72.9% vs. 42.9%). Clinical skills and personality traits were more frequently addressed in public health organisation advertisements; these included a requirement of employees to be accountable (49.5% vs. 6.3%), innovative (28.6% vs. 0%), have teamwork (69.2% vs. 52.1%) and conflict resolution skills (36.3% vs. 8.3%), and have knowledge of legislation (44.0% vs. 25.0%) and contemporary midwifery issues (28.6% vs. 4.2%).ConclusionThis study highlights that organisations employing midwives may be unwittingly contributing to the problem of midwife attrition through inattention to factors that endear midwives to workplaces in job advertisements. Further work developing employee selection and recruitment processes that are informed by the concept of person-job-organisation fit, is necessary.

The IT Labor Market in Pandemic Conditions

In this ongoing project, we investigate how the COVID-19 epidemic affects the IT labor market, and, accordingly, how organizations choose to hire IT employees in the current situation. Using a quarterly dataset of 30,678 IT job postings from a large online employment website, we perform descriptive analysis and logistic regression to examine the relationships between pandemic severity and work arrangements (remote vs. on-site), work schedules (part-time vs. full time), and organizational sectors (commercial vs. government vs. non-profit). Our results reveal that the IT market in the summer quarter (June, July, and August) is better than in the previous period, for both part-time and remote job postings. Also, pandemic severity is positively associated with the incidence of on-site IT hires. For governments and non-profit organizations (NPOs) such as hospitals and schools, “frontline” IT support professionals were highly prized, whereas commercial employers, including tech giants, were more interested in growing a remote IT workforce. In our conclusions, we discuss the balance between the trajectory of diagnosed infections and the fluctuations of the labor market, specifically in the IT sector.

Monitoring hiring discrimination through online recruitment platforms

Women (compared to men) and individuals from minority ethnic groups (compared to the majority group) face unfavourable labour market outcomes in many economies1,2, but the extent to which discrimination is responsible for these effects, and the channels through which they occur, remain unclear3,4. Although correspondence tests5-in which researchers send fictitious CVs that are identical except for the randomized minority trait to be tested (for example, names that are deemed to sound 'Black' versus those deemed to sound 'white')-are an increasingly popular method to quantify discrimination in hiring practices6,7, they can usually consider only a few applicant characteristics in select occupations at a particular point in time. To overcome these limitations, here we develop an approach to investigate hiring discrimination that combines tracking of the search behaviour of recruiters on employment websites and supervised machine learning to control for all relevant jobseeker characteristics that are visible to recruiters. We apply this methodology to the online recruitment platform of the Swiss public employment service and find that rates of contact by recruiters are 4-19% lower for individuals from immigrant and minority ethnic groups, depending on their country of origin, than for citizens from the majority group. Women experience a penalty of 7% in professions that are dominated by men, and the opposite pattern emerges for men in professions that are dominated by women. We find no evidence that recruiters spend less time evaluating the profiles of individuals from minority ethnic groups. Our methodology provides a widely applicable, non-intrusive and cost-efficient tool that researchers and policy-makers can use to continuously monitor hiring discrimination, to identify some of the drivers of discrimination and to inform approaches to counter it.

ФОРМУВАННЯ БРЕНДА РОБОТОДАВЦЯ НА РИНКУ ПРАЦІ

The article notes that today the concept of «employer brand» has become firmly entrenched in the professional vocabulary of many HR professionals. Moreover, not only foreign but also domestic companies have begun to develop programs to form a positive brand of the employer. This function of personnel management specialists has occupied an important place along with other personnel functions. The concept of brand as a set of all human experience, his perception of a thing, product, company is defined. Brands exist in the minds of either specific people or society as a whole. It is established that HR-branding is not only work with the company's reputation as an employer, but also a targeted long-term strategy for managing the awareness and perception of employees, candidates and all stakeholders. HR-branding includes all aspects of work in the company, all HR-processes and practices that shape the perception of employees and candidates. The main stages of employer brand formation are outlined: search and study of the target audience of HR-brand, identification of problem areas of the employer brand, formation of EVP, development of strategy for promoting the employer brand, evaluation of the result. The main components of the value proposition of the employer are given. The concept of EVP is defined as a value proposition of the employer, which includes both emotional and rational benefits. It is important that the real work environment and processes in the company correspond to the proposals of the HR-brand: you can promise only what can be provided in reality. A dishonest offer not only destroys the company's HR brand in the labor market, but also weakens employee loyalty and involvement. It is established that all tools of employer brand formation can be divided into two groups: external and internal. External tools include: employment websites, media; advertising; conferences, seminars, open days; competitions for the title of the best employer; cooperation programs with recruitment agencies, educational institutions; social networks, forums, corporate blogs, etc. Internal tools include: corporate website; corporate magazine, digest, news block; seminars and trainings with employees; corporate events.

Salary Estimator using Data Science

This paper presents a salary prediction system using the job listings from an employment website, in this case Glassdoor.com. A data mining technique is used to generate a model which will scrape number of jobs from the employment website, clean it on the basis of number of factors including the rival companies, revenue and skill required thereby predicting the salary to be expected when applying for a data science job. Techniques like linear regression, lasso regression, random forest regressors are optimised using GridsearchCV to reach the best model. The model can be further extended to build a flask API thus can be deployed on the internet for public usage.

Tourism jobs in demand: Where the best contracts and high salaries go at online offers

It has been suggested that the tourism sector is one in which temporary and low-skilled jobs abound. The aim of this study is to analyze the educational and experience requirements associated with job offers in tourism and their corresponding contracts and salaries. Nine thousand job advertisements were analyzed from one of the biggest employment websites in Spain. Online job offers allow a profile of employers' preferences to be drawn up in terms of occupations, educational levels and required experience, as well as the terms of contracts and salaries offered. Internal heterogeneity in the tourism sector arising from the coexistence of different functions and skills is highlighted. Our analysis shows that the occupation crucially conditions salary differences and contract types in tourism job offers.

Labor Market Concentration

A product market is concentrated when a few firms dominate the market. Similarly, a labor market is concentrated when a few firms dominate hiring in the market. Using data from the leading employment website CareerBuilder.com, we calculate labor market concentration for over 8,000 geographic-occupational labor markets in the US. Based on the DOJ-FTC horizontal merger guidelines, the average market is highly concentrated. Using a panel IV regression, we show that going from the 25th percentile to the 75th percentile in concentration is associated with a 17% decline in posted wages, suggesting that concentration increases labor market power.