Industrial Recruitment Research Articles

Modeling corporate social performance and job pursuit intention: Forecasting the job change of professionals in technology industry

Various social trends in modern society have changed the attitude of high-tech personnel who look for a job. An important factor for successful recruitment in technology industry is to increase the pursuit intention of a variety of potential high-tech job seekers. This research predicts such pursuit intention by proposing a model based on social identity theory and social signaling theory. In the model, this study hypothesizes that perceived corporate ability, positive publicity, and corporate social responsibility are positively related to pursuit intention and word-of-mouth indirectly via the mediating mechanism of career development expectation and firm's attractiveness. Such mechanism has not yet assessed in previous literature. The findings of this research complement prior studies by presenting how a firm's ability, publicity and social responsibility should be jointly taken into account to strengthen recruitment campaigns. Last, managerial implications and limitations are provided.

Advertising Summer Camp for High School Students: A Recruitment Tool for Industry Diversity

The U.S. advertising industry has long struggled to recruit ethnic minorities and other underrepresented groups to its work force. In addition, working in the technology sector and entrepreneurship have become increasingly more desirable options for minority candidates, attracting younger and creative talent that once considered advertising a viable career choice. Efforts from the advertising community and academics could help to recruit younger candidates before they have solidified their impressions of the job market or early in their undergraduate careers. This paper analyzes the shifting industry landscape and recruitment efforts and provides a case study of the American Advertising Federation (AAF) AdCamp as one potential solution to the challenges of recruiting minority candidates to advertising. Additionally, the paper provides teaching techniques and implementation suggestions whereby professors and universities can create their own own advertising “camps” to increase interest and diversity in the industry.

High Road, Low Road, or Off Road? Economic Development Strategies in the American States

Observers of state economic development policy in the United States have identified two conceptually distinct approaches, often termed industrial recruitment and entrepreneurial policies, and debated the extent to which a “third wave” of policy emergent during the 1990s represents a conceptually distinct approach to economic development. Data limitations and conceptual confusion have hindered efforts to distinguish state economic development strategies and to update existing typologies to reflect contemporary practices. This article uses data from the Council for Community and Economic Research’s Expenditures Database in 2007 to evaluate the extent to which the states follow conceptually distinctive economic development strategies. We find that the states’ economic development expenditures reflect a high degree of conceptual hybridity rather than strict adherence to supply-side industrial recruitment or demand-side entrepreneurial development.

Does the Presence of Multinational Corporations Affect a Country’s Gross Domestic Product?

This article investigates how using different measures of GDP can lead to conflicting development policies when it comes to industrial recruitment. The results suggest that often-employed policies of competing for inward FDI may not benefit GDP annual growth. A distinction is made between official exchange rate (OER) GDP and purchasing power parity (PPP) GDP. Both measures are employed as dependent variables in separate cross-sectional, time-series regression analyses of 60 nations. A measure of multinational corporation (MNC) concentration per nation is developed and included in the model to examine whether the investing nations benefit from the outward FDI of their firms. The data analysis shows that to be true particularly for developing nations that had top-ranked MNCs incorporated within their borders between 2005 and 2009. The findings challenge industrial recruitment policies and suggest that FDI outflows may be more contributive to GDP growth than FDI inflows. The findings also show conflicting results as to which factors contribute to GDP annual growth when both GDP measures are examined, thus raising questions about metrics fit and interpretations of previous studies.

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 fairs: are they valuable eventsc Hospitality and tourism recruiter perceptions of attributes towards participation and activities

The study examined the experience of hospitality and tourism industry recruiters who attended annual university career fairs sponsored by hotel and tourism departments at two major universities. The purpose of the study was to ascertain recruiter perceptions of the value of attending career fairs as a component of their companies’ recruiting strategy. Recruiters attending the annual career fairs completed questionnaires. Survey results showed that recruiters perceive that career fairs are important to their companies’ recruiting strategies and therefore, a valuable use of their time. Company representatives indicated that the universities were doing a good job in most aspects of the career fair with the exception of having students better prepared for the companies participating.

Is open space a magnet for business? A spatial analysis of New York

In this paper, we investigate the spatial patterns of 22 types of industries in New York with respect to open space of four types – Central Park, waterfront, and passive and active inland open spaces – to compare industries’ preferences to, and their actual accessibility to, open space. As a preference indicator, we use logit regression to estimate the degree to which the occurrence of the business cluster may be attributed to open space. Also as an accessibility indicator, we use descriptive statistics to assess average distance to the nearest open space for each type of industry. We find that for businesses in the hospitality and creative industries, the probability of being part of a cluster is higher with better accessibility to open spaces. We also find that, on average, managerial service and public administration-related industries have the closest proximity to open spaces. Some of the industries that exhibited preference to open spaces indeed locate themselves in its vicinity, however spatial mismatch is also observed. We extend the finding to policy implications, suggesting cautious use of open space for the purpose of industrial recruitment within cities.

The Nexus of Financial and Political Interests between Crowd Funders and Regional Economic Development Professionals: The New-New Innovation Economics

Crowdfunding does not magically create jobs and economic growth, as securities officials in Kansas note about their 2 year old intrastate crowdfunding initiative. In Kansas, only six companies have claimed the intrastate crowdfunding exemption in more than two years, according to Lynn Hammes, director of finance and administration at the Kansas Office of the Securities Commissioner. The unexamined assumption about crowdfunding and job creation is just like an earlier fascination in the economic developer community about clusters, whose promotion, it was assumed, would automatically lead to more jobs and increased regional income. Just like roads and sewer lines formed the infrastructure resource base of the older industrial recruitment strategy, crowdfunding requires its own type of regional capital market infrastructure in order to become a viable economic development policy tool. Innovation economics has the right theoretical framework to guide the build-out of that bigger capital market infrastructure because it covers the entire capital market process involved with technological innovation.

The Role of Hospitality Education in Women's Career Advancement: Responses From Students, Educators, and Industry Recruiters

The purpose of the study was to explore the roles of hospitality education programs in preparing women for leadership roles in the industry and in reducing industry barriers to women's advancement. Literature reviews suggested both educators and industry leaders should take responsibility for preparing women for success as well as preparing education programs to create a more equitable environment for women. Data were collected through an online survey from a convenience sample of 226 hospitality students, educators, and industry recruiters. The sample groups were selected to represent the views of future leaders of the industry, the educators who prepare and mentor them, and those individuals who serve as industry gatekeepers. Major themes were identified through a content analysis of narrative responses to open-ended questions from the three groups. Themes identified for preparing women for leadership included: “focus on leadership skills,” “mentoring,” and “provide female role models.” Themes identified for reducing barriers included: “educate women about the barriers they will face” and “teach women to value their abilities.” The findings demonstrate that hospitality education programs can contribute to the creation of a more supportive industry environment for women.

Recruitment, Compensation, and Supervisory Functions in the Turkish Hotel Industry: Is There a Gender Effect Regarding What Managers Do?

This article explores the potential existence of a gender effect regarding selected managerial practices within the hotel industry in Turkey. Two types of gender effect are examined: (a) a gender bias, which reflects how each gender views the world without comparison to the views of their gender opposites; and (b) a gender difference, which reflects the views of each gender in direct comparison to the other gender. The results of a study, based on 682 usable surveys, indicate that men believe their own gender would be significantly more likely to favor them over women in all but one of six specified recruiting, compensating, and managing practices. The results also show that women believe that female managers would be significantly more likely to favor women in training them, creating a motivating environment for them, and rewarding them, but not in three other activities. The findings indicate the presence of both a gender bias and a gender difference regarding employees' perceptions of recruitment and supervisory functions in the Turkish hotel industry. The article concludes with a discussion of the practical managerial implications of the findings.

Beyond the Deal

Industrial recruitment continues to play a significant role in the development of manufacturing industries in the U.S. South. Still, there are signs of shifting practice that not only emphasize a different set of regional advantages from earlier decades but equally help bolster those same advantages to anchor outside firms to the region. This article presents a case study of the strategic use of industrial recruitment to build out North Carolina’s biopharmaceutical manufacturing industry. This case study helps shed light on how recruitment practices can be designed and improved to support continued manufacturing job growth, but in ways that also limit the recruitment of potentially footloose establishments. As such, it presents an alternative perspective to recent studies of industrial recruitment that focus narrowly on efforts to limit or curb locational incentives for industry attraction.

Industrial Recruitment And Economic Development: A Positional Analysis Of Competing Southeastern States

<span style="font-family: Times New Roman; font-size: small;"> </span><p style="margin: 0in 0.5in 0pt; text-align: justify; mso-pagination: none;" class="MsoNormal"><span style="color: black; font-size: 10pt; mso-themecolor: text1;"><span style="font-family: Times New Roman;">In this study of industrial recruitment and economic development, perceptual mapping was used to identify the collective and individual positions of 10 competing southeastern states.<span style="mso-spacerun: yes;"> </span>The perceived position of the "ideal" state also was captured by the study's findings.<span style="mso-spacerun: yes;"> </span>Industrial real estate executives who were surveyed indicated that some states have positioned themselves strategically in terms of quality of life, whereas others are recognized because of their resources and markets or pro-business environment.<span style="mso-spacerun: yes;"> </span>Some states appear better able to take advantage of their position, whereas others face economic development obstacles.</span></span></p><span style="font-family: Times New Roman; font-size: small;"> </span>

“No Juan Crow!”: Documenting the Immigration Debate in Alabama Today

On June 1, 2011, the Alabama state legislature passed the Beason-Hammon Alabama Taxpayers and Citizens Protection Act, or HB 56. Newly elected Republican governor Robert J. Bentley signed the on June 9. HB 56 is the keystone piece in the Handshake with the agenda promoted by the new Republican majority in the Alabama statehouse. (1) The gained quick notoriety for outdoing Arizona, Georgia, and all other states in the restrictions and penalties levied on unauthorized immigrants, as well as on the citizens, community members, employers, and health and law enforcement agencies that assist, employ, or regulate them. HB 56 required public schools to verify the citizenship status of enrolling students, mandated police officers to check the immigration status of someone stopped for even a minor offense, if reasonable suspicion existed about such status, and prohibited citizens from knowingly assisting someone who was in the state and country without proper documentation. Moreover, the imposed severe financial penalties on employers who failed to verify the immigration status of workers. (2) The Department of Justice, community, civil, and religious groups, as well as the Alabama ACLU and the Southern Poverty Law Center, sued to prevent the bill's implementation on September 1. After temporarily enjoining it, federal district judge Sharon Blackburn ruled on September 28 to uphold several provisions of the while blocking others. Currently, employers must still participate in the e-verify system, public schools must check newly enrolling students' citizenship status, and law enforcement officers may, under certain conditions, check someone's papers. (3) Proponents of HB 56 often justify their support by pointing to the lack of adequate federal enforcement of immigration laws. The Republican sponsors, however, also describe it as a bill that will protect taxpayers and boost employment for native-born citizens. This stance puts them at odds with the industrial, retail, and agricultural employers in the state who rely on low-wage immigrant labor, both legal and undocumented. (4) Amid an increasingly divisive national political climate, the current economic recession created the context for the current phase of the immigration debate in Alabama and the South. More than a decade of successful industrial recruitment premised on enormous public subsidies and tax waivers had diversified Alabama's economy by the twenty-first century. International automotive manufacturers, including Hyundai, Kia, and Mercedes-Benz, arrived, along with expanding lower-waged industries in poultry processing, produce farming, and construction. Beginning in the 1990s, Latino workers poured into the state to take newly created jobs in the low-wage, labor intensive sector of the state's economy, work for which they were often recruited. In September 2008, even as the rest of the country struggled with the recession, the unemployment rate in Alabama stood at 5.4 percent, a near all-time low. One year later, however, as the recession finally settled into Alabama, that rate had more than doubled to 10.7 percent. Worse still, massive tornadoes struck the state in 2011, killing almost three hundred, decimating numerous communities, and damaging the poultry industry. In an economy transitioning from labor-scarcity to labor-surplus, unauthorized immigration attracts attention from opportunistic politicians and worried non-Hispanic residents, the latter concerned not only with the state's economic forecast but, at least for some, with the impact of the ethnic diversity that such immigrants represent. (5) [ILLUSTRATION OMITTED] [ILLUSTRATION OMITTED] Alabama's Republican officials see no controversy in HB 56, but many other Alabamans are far more ambivalent. In March 2011, numerous community groups and individual citizens testified against the bill. The Birmingham City Council unanimously passed a resolution expressing its opposition to the and calling for its repeal, and a similar resolution is pending before the Auburn City Council. …

Using Social Network Sites for Selection Purposes: An Investigation of Hospitality Recruiters

Many U.S. employers are using social network sites to screen or investigate job candidates. Although this phenomenon has become increasingly popular for employers to use for marketing purposes, there is a dearth of studies examining how hospitality employers use social network sites as a human resource management practice. Thus, the purpose of the authors in this study was to examine organizational factors that predict the use of social network sites for screening applicants and how these sites are used by recruiters. Participants were industry recruiters attending a career fair. The results showed that 50% of the recruiters reported using social network sites to screen applicants. Negative information from the Internet was rated as more important than positive information of the applicants. Recruiters use social network sites more for management-level and front-of-the-house employees than entry-level and back-of-the-house applicants.

Regional Industrial Recruitment in Upstate New York

This article, by analyzing a major development initiative undertaken in upstate New York, seeks to broaden our understanding of a dominant model of economic development: industrial recruitment. Whereas prior studies have examined this model mainly within separate, individual communities, this article broadens the analysis to the regional level and examines how regional economic development organizations can help mediate local political fragmentation that can potentially undermine cross-jurisdictional economic development ventures. With this, we explore how these organizations can exploit the bonding and bridging social ties within and between communities to advance a project, the methods they employ to broaden cross-community consensus regarding a project, and how they can potentially mediate political conflict that may arise as a result of a development venture.

Sunbelt rising: the politics of place, space, and region

Introduction I. CONSTRUCTING REGION Chapter 1. Sunbelt Boosterism: Industrial Recruitment, Economic Development, and Growth Politics in the Developing Sunbelt -Elizabeth Tandy Shermer Chapter 2. Strom Thurmond's Sunbelt: Rethinking Regional Politics and the Rise of the Right -Joseph Crespino Chapter 3. Big Government and Family Values: Political Culture in the Metropolitan Sunbelt -Matthew D. Lassiter Chapter 4. Religion and Political Behavior in the Sunbelt -Lyman A. Kellstedt and James L. Guth II. CIVIL RIGHTS IN THE SUNBELT Chapter 5. From the Southwest to the Nation: Interracial Civil Rights Activism in Los Angeles -Shana Bernstein Chapter 6. Sunbelt Civil Rights: Urban Renewal and the Follies of Desegregation in Greater Miami -N. D. B. Connolly Chapter 7. Racial Liberalism and the Rise of the Sunbelt West: The Defeat of Fair Housing on the 1964 California Ballot -Daniel Martinez HoSang III. CONTINGENT PLACES Chapter 8. Sunbelt Lock-Up: Where the Suburbs Met the Super-Max -Volker Janssen Chapter 9. Sunbelt Imperialism: Boosters, Navajos, and Energy Development in the Metropolitan Southwest -Andrew Needham Chapter 10. Real Estate and Race: Imagining the Second Circuit of Capital in Sunbelt Cities -Carl Abbott PART IV. THE GLOBAL SUNBELT Chapter 11. The Marketplace Missions of S. Truett Cathy, Chick-fil-A, and the Sunbelt South -Darren E. Grem Chapter 12. Tortilla Politics: Mexican Food, Globalization, and the Sunbelt -Laresh Jayasanker Chapter 13. Latinos in the Sunbelt: Political Implications of Demographic Change -Sylvia Manzano Notes List of Contributors Index Acknowledgments

Sacrificing workers?

PurposeThe purpose of this paper is to describe a distinctive strategy used in the Australian non‐profit community services sector to recruit and retain care workers. The paper argues that the implementation of salary sacrificing illuminates a wilful blindness to the interests and rights of paid care workers and the genesis of this blindness lies in the gendered nature of care work.Design/methodology/approachThe paper draws on a brief review of relevant literature on the gendered nature of paid care work, Australian industry debates, interviews and data from a small case study to examine the context and paradoxical outcomes of salary sacrificing.FindingsThe findings illustrate the consequences of New Public Management models of funding and management in the non‐profit community sector, including how inadequate resourcing of agencies can work to pit the interests of clients against the interests of workers. The findings also suggest the limited impact of salary sacrificing as a retention strategy, while revealing the links between gender, domesticity and care that play out in the undervaluing of paid care work.Research limitations/implicationsThe research suggests that sustainable change to address the looming “crisis of care” in community services needs a rethinking by governments of funding and service models so that quality services are supported by properly valued and remunerated care workers.Originality/valueThe paper explores the paradoxical effects of an Australian industry recruitment and retention strategy.

Factors Affecting Women's Career Advancement in the Hospitality Industry: Perceptions of Students, Educators and Industry Recruiters

The underrepresentation of women in top management positions is an important concern in the hospitality industry, in spite of the increasing number of women employees. This study examined factors affecting women's career advancement in the hospitality industry. An online survey was conducted on a convenience sample of 226 hospitality students, educators and recruiters. Seven factors were extracted: External (e.g. network, mentor), Character, Equity, Family issues, Lack of support, Advancement and Treatment. A major finding of this research was that significant differences existed in perceptions by gender and groups (students, educators, and recruiters). Group differences showed that industry recruiters always had significant differences with educators and students. The findings indicated that hospitality education programs could implement a number of measures to better prepare women for leadership roles in the hospitality industry.

The Influence of Context Orientation on Job Seeker Perceptions of Recruitment, Person-Organization Fit, and Job Application Intention in the Hospitality Industry

Through this study the authors investigate the influence of culture, and more specifically context orientation, on job seeker perceptions of recruitment activities and messages, person-organization fit, and job application intention. Researchers sampled 403 college students majoring in hospitality and tourism management from different cultural backgrounds. The results indicated that context orientation was significantly related to both perceptions of recruitment activities and messages. However, context orientation was not found to be associated with perceptions of person-organization fit. Recommendations are offered to examine the perception of fit at different stages of recruitment and the consistency of the influence of culture throughout the recruitment process.

E2c: Maximising Electronic Resources for Cruise Recruitment

Many successful organisations consider Internet recruitment to be an important element of their recruitment strategy, in order to promote, attract, manage and inform applicants in what is seen to be a cost and time effective manner (Anderson, 2003; Bartram, 2000; Parry & Tyson, 2008). This article contributes to the understanding of this subject by considering the content and characteristics of online recruitment resources within the cruise industry with reference to the resultant attitudes and behaviours of prospective employees. This study sought to critically analyse the effectiveness of online resources to attract and inform future employees within the hotel sector of the cruise industry and make recommendations to employers in relation to developing practice. A research plan was formulated that aimed to take a multimethod approach to revealing practice and potential client perceptions. This approach included conducting a comparative analysis of cruise websites using a modified version of a conceptual e-recruiting model, as defined by Young and Foot (2005). In addition, a cruise industry recruitment specialist was interviewed to capture key contextual and strategic data. Thereafter, data from a focus group involving final year Cruise Management students from the University of Plymouth, were collected to highlight perceptions of online recruitment resources from the potential employees' perspective. The investigation reveals that many elements such as content usefulness, web site attractiveness and usability have a major influence on prospective employees' perceptions and opinions of a company or cruise brand and that cruise brands have yet to harness the full capability of the medium to best effect.