Hiring Preferences Research Articles

Allies in the Break Room: The Effect of Accounting Alumni on Auditor Choice and the Hiring Agenda

Using job history data on accounting employees working at S&P 1500 firms, we study whether firms display a preference for auditors from whom they have more alumni, as well as if auditor selection affects a firm’s subsequent hiring agenda. We find that a one standard deviation increase in an auditor’s alumni rate within a firm increases the likelihood of that auditor being chosen by 5.1 percentage points. This is economically significant given that no single Big 4 firm accounts for more than 31.6% or less than 20.9% of the audits within our sample. Our switch analyses are consistent with these results, suggesting that firms favor auditors from whom they have more alumni when selecting a new external auditor. We also find that firms alter their hiring agenda in favor of the incoming auditor after a switch and that the changes to hiring preferences persist as auditor tenure grows. Robustness tests indicate that these findings are not a result of reverse causality.

Information Systems Auditors: Educational Background, Education and Hiring Preferences and Curriculum

Information Systems Auditors: Educational Background, Education and Hiring Preferences and Curriculum

A Survey of Academic Radiology Department Chairs on Hiring Recent Graduates as New Attending Physicians

To determine hiring preferences among academic radiology department chairs with emphasis on recent residency and fellowship graduates. With the assistance of the Society of Chairs of Academic Radiology Departments (SCARD), an anonymous survey was distributed to academic radiology department chairs during the time period December 2014-March 2015, with additional reminder emails during the study period. Varied multiple choice questions were designed to gather information regarding program details; qualities most valued in new attending hires; level of difficulty recruiting subspecialty fellowship-trained radiologists; and the effect of the new ABR certification process on hiring practices. Descriptive statistics and analyses are reported. Surveys were completed by 79 of 184 eligible academic radiology chairs, a response rate of 43%. The most important hiring criteria cited were expertise in subspecialty, fellowship training, and perceived ability to work well with referring physicians. The most popular recruitment tools cited were hiring candidates from a chair's own program, journal ads, and academic networks. A minority of chairs (16%), primarily those of smaller departments, will not hire new graduates before completing board certification under the new certification structure (P = .0143). Expertise in a candidate's subspecialty was consistently cited as the most important hiring criterion. Changes to the ABR certification process, however, will affect hiring decisions, particularly within smaller academic departments.

Radiologist Hiring Preferences Based on Practice Needs

BackgroundThe ACR Commission on Human Resources and Commission on General, Small and Rural Practice collaborated on developing a question regarding hiring preferences to include in the annual Commission on Human Resources Workforce Survey in order to understand hiring preferences. MethodsGroup leads were asked to rank five types of prospective radiologists from most desirable to least desirable for hire on the basis of the needs of their practices: single-specialty radiologists, focusing on only one subspecialty; single-specialty radiologists with general capabilities; multispecialty radiologists; general radiologists; and radiologists who did two fellowships in the same specialty. ResultsThe most desired hiring preference was for a single-specialty radiologist with general capabilities. Sixty-eight percent of the practice leaders identified a single-specialty radiologist with general capabilities as the most desirable type of individual to hire, compared with 21% who chose multispecialty radiologists, 13% who chose single-specialty radiologists and general radiologists, and 5% who expressed a preference for radiologists who did two fellowships in the same specialty. ConclusionsThe most desirable candidates for hire appear to be those who are fellowship trained as subspecialists but who are also capable of reading in other clinical areas or modalities. This preference is true for most private practices, multispecialty practices, and hospital-owned practices. In contrast to those practices, chairs and leaders of academic medical center practices prefer to hire single-specialty radiologists slightly more than single-specialty radiologists with general capabilities.

What Firms Want: Investigating Globalization's Influence on the Market for Lawyers in Korea

This article addresses one of the central debates regarding globalization: how best to approach liberalizing markets in order to balance the interests of local and non-local actors and institutions. It takes the legal services market as its focus and draws on the South Korean (“Korea”) experience as a case study. Korea recently liberalized its regulatory approach to legal services by changing both its method of producing lawyers (including initiating a graduate level law school system and drastically increasing the proportion of bar exam passers) and allowing foreign competition to directly enter its market through foreign law firms and foreign-licensed lawyers working as foreign legal consultants. Arguments for liberalization suggest that competition from foreign actors will introduce benefits to the local market that are particularly important to global actors. In the legal services context, this suggests that global clients may prefer particular expertise and experiences that would be recognized and promoted by the law firms serving them. In our research, we explore this possibility by analyzing the hiring preferences of law firms serving global clients as reflected in the credentials of their lawyers. We draw on a unique dataset comprised of information published by law firms in the form of professional profiles of their lawyers. The firms we analyze are competitors in the global market and include five elite Korean law firms and U.S.-based law firms with Korean-practices situated in their Hong Kong offices — a short airplane trip from Seoul. Our analysis provides insight into the credentials and expertise preferred by each group of firms. From this, we assess the ways in which the two groups of law firms value foreign legal education and law school reputation, as well as the interplay of globalization and gender.

Organizational Hiring Preferences: Comparison of Traditional and Non-traditional Hiring and Recruitment Practices

Social media is working its way into the modern organization in a more productive manner, and at an aggressive pace, as organizations are beginning to learn how to best implement and use social media practices. The present research investigates the role of social media and other technology related to the staffing function in organizations. Specifically, the data reveals tendencies related to how the employment process is anticipated to change in the near future. Namely, the data suggests that employers will significantly change their usage of video resumes, cover letters, and social and professional networking sites related to the recruitment of new employees in the near future.

Social Work Values in Human Services Administration: Implications for Social Work Education

The perceived wisdom in the social work education community, based on empirical research from the 1990s and the early part of this century, says that the master of social work (MSW) degree is not competitive with the master of business administration or the master of public administration to obtain top-level administration jobs in nonprofit agencies. This article reviews recent information on hiring preferences of board chairs that provides new hope that the MSW degree with a concentration in management or administration is perceived as a viable and useful degree for top-level positions in human services agencies. Thus, current board chairs are more inclined to value the MSW than administrators and academics from years past. The reason is that the values of social workers are seen as quite valuable in the current environment.

Examining the Influence of Athletic Participation in Evaluation of Entry-Level Positions In Financial Services: An Application of Role Congruity Theory

Role congruity theory was utilized to examine whether a candidate’s participation in intercollegiate athletics influenced hiring preferences of managers in the financial services industry; an industry with a majority of leadership positions occupied by men. Participants were N = 163 (female n = 71, male n = 92) managers within the financial services industry. A simulated employment procedure was used with hiring managers evaluating mock applicant résumés for either male/female athletes or male/female non-athletes prior to answering questions about preferences for hiring candidates for entry-level employment. Results indicated female athlete candidates received similar scores to the male athlete candidates for hiring and competence. The female non-athlete candidate received the lowest scores for hiring and competence. Further, female athlete candidates received the highest scores overall for likeability. The findings indicate that participation in athletics provides women with a benefit in regard to hiring preference in the financial services industry.

Managers’ selection preferences: The role of prejudice and multicultural personality traits in the assessment of native and immigrant job candidates

PresentationStatistics across European countries show that immigrants have a disproportionate lower employment probability than persons born in the host country (SOPEMI, 2010). Explanations to this phenomenon are complex. ObjectivesAn experiment was conducted to investigate the relationship between multicultural personality traits and managers’ selection preferences in the hiring of native vs. foreign-born job candidates. We proposed that this relationship was mediated by prejudice. MethodsNorwegian managers (n=222) were presented with one Turkish immigrant job candidate and two Norwegian-born, less qualified job candidates. The managers completed the Multicultural Personality Questionnaire (MPQ) and the Blatant Prejudice Scale (SBPS). ResultsWe found that the threat and rejection blatant prejudice subscale and Emotional stability predicted the managers’ hiring preferences. Specifically, the higher threat and rejection subscale scores and the lower emotional stability scores, the more likely it is that the managers preferred to hire a native, less qualified candidate over the Turkish immigrant candidate. The effect of emotional stability on candidate preference was not mediated by prejudice. ConclusionsThe results suggest that managers’ feelings of threat due to foreign-born immigrants’ participation in the host society (political conservatism), and threat due to intercultural interactions, are significantly related to foreign-born immigrant job candidates’ chances of being hired.

Does Charter Status Determine Preferences? Comparing the Hiring Preferences of Charter and Traditional Public School Principals

The academic success of any school depends on its teachers. However, relatively little research exists on the qualities principals value in teacher hiring, and we know almost nothing about charter school principals’ preferences. This article addresses this gap in the literature using survey results for a matched sample of charter and traditional public school principals. We compare regression-adjusted survey responses of charter and traditional public school principals to examine whether charter school principals report placing more emphasis on teacher hiring than principals in traditional public schools and whether principals’ preferences for teacher qualifications and characteristics vary between charter and traditional public schools. While we find some mean differences in principals’ reported hiring focus and preferences across charter and traditional public schools, regression results indicate that these differences are driven not by charter status but by school characteristics, such as average teacher experience and school enrollment.

Ask the instructional designers: A cursory glance at practice in the workplace

The purpose of this exploratory study was to make better connections between what is professed in instructional design degree programs and what happens in the workplace. Findings from the study of how three corporate instructional designers navigated and made sense of their daily practice included the factors that mostly influence their instructional design (ID) decisions, their perspectives on ID theories and models, how they compensated for any deficits in their knowledge or skills, and their hiring preferences.

Relationship between managerial values and hiring preferences in the context of the six decades of affirmative action in India

PurposeThe purpose of this paper is to explore the relationship between managerial values and preference for hiring of low caste and female job candidates in the context of the six decades of affirmative action in India.Design/methodology/approachA sample of managers from India filled in a questionnaire indicating their beliefs and values concerning the Indian reservation system, social activism and minority employment. Subjects also made hiring choices in a simulated decision environment.FindingsFindings indicate that managers were marginally in favour of hiring minority candidates and that their values and beliefs concerning minority employment of low caste and female job candidates were mixed.Research limitations/implicationsThe study used self‐reported questionnaires, and the sample size was small. Future studies are recommended to overcome the limitations.Practical implicationsManagers responsible for making hiring decisions should be trained and educated in the need for equity, justice and diversity in the workplace.Originality/valueThis investigation provides empirical evidence linking managerial beliefs and values to hiring preferences of minority job candidates.

Survey of health-system pharmacy leadership pathways

The results of a survey comparing the similarities and differences in health-system pharmacy leadership pathways are reported. The link to an online questionnaire was e-mailed to pharmacy leaders subscribing to ASHP's Pharmacy Practice Manager listserver. All respondents were asked to provide their career pathway, their thoughts on the most valued skill sets to a health-system pharmacy leader, and the influence that their leadership pathway had on these skill sets. Pharmacy middle managers were asked if they desired to become a health-system pharmacy director, and pharmacy directors were asked to provide their hiring preferences for new health-system pharmacy leaders. Two-hundred-five individuals responded to the survey. On-the-job experience (40%) was identified as the most common leadership pathway of current health-system pharmacy leaders. Respondents classified medication-use policy (26%), human resource management (20%), and interpersonal skills (18%) as the most valued skill sets to a health-system pharmacy leader. Residency and degree programs were most thought to prepare future health-system pharmacy leaders for interpersonal relations, ethical decision-making, and finance and budget management. Sixty percent of eligible respondents stated that they were interested in seeking health-system pharmacy director positions. The majority of director of pharmacy respondents stated that they preferred to hire leaders with previous on-the-job experience. On-the-job-experience was identified as the most common leadership pathway by survey respondents. Medication-use policy, human resource management, and interpersonal skills were identified by respondents as the most valued skill sets to a health-system pharmacy leader.

Investigating attractiveness in the hiring process of female athletes

PurposeThe purpose of this paper is to investigate the influence of attractiveness on perceptions of female athletes' potential success in managerial positions using role congruity as the theoretical framework.Design/methodology/approachUsing a simulated employment evaluation, participants (n=68 male, n=121 female) were asked to evaluate the résumé of either an attractive female athlete or an unattractive female athlete for an entry‐level management position in a sport organization. Participants evaluated the athlete on hiring recommendations, competence, and anticipated liking for the applicant.FindingsAnalysis of the data indicated that attractive‐looking athletes had a significant advantage over unattractive‐looking athletes on all dependent measures. Athletes perceived to be unattractive were more harshly evaluated for entry‐level managerial positions.Research limitations/implicationsThe unattractive‐looking female athletes in this study may have been perceived as having both the masculine characteristics of athlete in addition to appearing to be less feminine. This combination of the masculine role of athlete, heightened by a less‐feminine appearance (i.e. unattractive‐looking), may have negatively impacted the unattractive‐looking female athletes in this study, providing further support that when women demonstrate characteristics considered to violate appropriate gender roles, they will be punished for such violations. These findings are a potential addition to role congruity theory in that backlash was occurring as a result of violating two roles; being both athletic and less attractive.Originality/valueThis study was the first to explore if the influence of perceived attractiveness on hiring preferences for female athletes applying for management positions was similar to the influence of attractiveness as reported in research that has examined this influence for women in social and managerial settings. The results of the current study indicated female athletes that are perceived as unattractive must walk the tightrope of being masculine, but not too masculine.

Employment Law: Dawavendewa v. Salt River Project Agricultural Improvement and Power District: The Need for Congressional Change in Native American Hiring Preferences

Employment Law: Dawavendewa v. Salt River Project Agricultural Improvement and Power District: The Need for Congressional Change in Native American Hiring Preferences

In Defense of Resident Hiring Preferences: A Public Spending Exception to the Privileges and Immunities Clause

In Defense of Resident Hiring Preferences: A Public Spending Exception to the Privileges and Immunities Clause

In Defense of Resident Hiring Preferences: A Public Spending Exception to the Privileges and Immunities Clause

In Defense of Resident Hiring Preferences: A Public Spending Exception to the Privileges and Immunities Clause

Hiring New Teachers: What Do School Districts Look For?

What qualities do Canadian school administrators seek in prospective teachers? In this study, part of a larger survey investigation of school district hiring preferences in a Western Canadian province, we sought to answer this question. Educational institutions and organizations are encountering sustained social and economic pressures for demonstrable accountability in providing educational services. The two provincial teacher education institutions in this study jointly solicited school divisions' views on how well faculties were preparing preservice teachers. School division administrators in charge of hiring teachers responded to a survey to determine their satisfaction with and preference for teacher education graduates from the two universities. We sought to identify the broader hiring criteria administrators use to assess prospective teachers seeking employment in their school divisions. Background What criteria do hiring personnel apply in selecting good teachers? Are these selection standards common across school districts? What skills and attributes of prospective teachers do they consider to be more or less important? The majority of current school district administrators have progressed through the educational ranks from teacher to director while enrolled in graduate education. They have had considerable experience with the theory and practice of the instructional and the administrative components of schooling. When they address the question What is a good teacher? they draw on their background of teaching, supervising, and study. A review of the literature on effective teaching indicates that many educators--practitioners and researchers--view the practical and relevant routines of day-to-day teaching as equally or more important than the theoretical or philosophical aspects of education (Ralph, 1994b). Many educational administrators avoid being entrapped in what some call the paradigm wars (Gage, 1989; Oberle, 1991; Ralph, 1994a), a phrase that dichotomizes educational philosophies and concepts as either/or issues. Many current administrators, teachers, and theorists sidestep the fruitless debate about effective teaching being either entirely within the positivistic, linear skills, technical/rational (direct instruction) paradigm or entirely within the phenomenological interpretist (teaching for understanding) perspective. Instead, they view effective teaching as a complex process of reflective practice, whereby the professional teacher plans, prepares, and orchestrates in a sensible, sensitive fashion a variety of methods, materials, and motivating experiences meeting students' learning needs (Darling-Hammond & Sclan, 1992; Eby, 1992; Ralph, 1994a). The reflective teaching literature of the past decade consistently emphasizes what expert teachers have long practiced: continual, careful consideration of contextual factors and basic moral principles (e.g., caring, success, accountability) in making sound judgments about teaching and learning events (Bullough, 1987; Cruikshank, 1990; Dewey, 1938; Schon, 1987). Such teachers competently select and utilize the fundamental skills of generic teaching; they consistently model and nurture in students attributes such as love of learning, critical and creative thinking, aesthetic appreciation, curiosity, and problem-solving abilities (Eby, 1992; Posner, 1995; Sergiovanni, 1984). Reflective teachers who actively apply elements of systematic decision making can integrate their observations, interpretations, and analyses of classroom events within their daily practice (Eby, 1992). To be highly analytical but ineffectual in practical matters is not a satisfactory balance, any more than the reverse would be (Pollard & Tann, 1987, p. 7). Effective educators are not easily influenced by educational fads and fashions of school reform. For example, they recognize that the current standards movement in education in several countries is not a new trend (Eisner, 1995). …

The entry-level generalist dietitian I. Employers’ general opinions of the ade quacy of educational preparation in administration ,

Data were collected from 350 hospital food service directors regarding their general perceptions of the adequacy of preparation in administration provided in the internship (I), coordinated undergraduate (C), traineeship (T), and advanced degree (A) programs. Most employers (93 percent) said that they believed that the educational preparation varied in the four routes. Differences among the routes were highly significant for the measures theoretical, practical, and overall preparation. The direction of the proportions for these measures was A greater than I greater than C greater than T, I greater than T greater than C greater than A, and I much greater than C greater than T greater than A, respectively. Significant differences were observed for the employers' hiring preferences (I greater than greater than T greater than A approximately C) and their opinions about the least amount of on-the-job training required (I much greater than T greater than C approximately A). Findings also indicated that a significant majority (76 percent) would not vary the starting salary of the entry-level dietitian regardless of the route of attainment.