Job Recruitment Research Articles

Ontology and its applications in skills matching in job recruitment

In the recruitment process, manually selecting suitable candidates from curriculum vitae (CVs) for a job description (JD) is both time-consuming and expensive. Traditional keyword-based methods struggle to capture skill semantics, prompting the development of more advanced JD-CV matching systems. This paper aims to investigate and construct an ontology-based skills recommendation system, with objectives including creating a skills ontology and developing skills matching methods for JD-CV pairs. The objective of our approach is to enhance the accuracy and contextual relevance of recommendations by utilizing the proposed score. The proposed skills ontology and skills matching strategies are applied to a real dataset in Vietnam. The results of our study can automatically recommend a list of CVs for a given JD. Furthermore, the findings indicate that our proposed model surpasses comparative approaches by a margin of at least 1% to 5%. Overall, the study demonstrates the potential of utilizing ontology-based approaches to offer a practical solution for enhancing hiring practices.

The graduate employability cycle of learning: Preparation, practice, and presentation

Change in the workplace is inevitable, intensified by the rapid development of global markets and demand for highly skilled and adaptable employees. One response to this demand is for higher degree students to immerse in workplace experiences aligned to their course discipline to build their employability. In consideration of higher education and industry practices in Australia, our paper examined the phases of student learning and development before, during and after workplace experiences that contribute to graduate employability and signalling capability. Three progressive methodological approaches were adopted: a job advertisement audit, semi-structured interviews, and an online employability survey. Deductive and inductive coding was applied to organise themes from interview transcripts and survey data, using non-parametric statistics to analyse data. Findings revealed a three-phased Graduate Employability Cycle of Learning. The Pre-Condition Phase 1 encourages student exploration of the industry discipline and self against defined awareness factors to prepare for practical experiences. Phase 2 comprises the Experiential Learning Cycle (Kolb, 1984) to validate the process of learning through practical experience. The Observed Signals Phase 3 identifies the experiential learning gained from practical experience and subsequent conversion into transferable graduate employability signals. Combined, the three-phased cycle guides theoretical knowledge and practical application of the employability signals, to assist job recruitment and selection, where employers can observe and recognise employable graduates who demonstrate their point of difference in the job market.

Employment discrimination against transgender women in England

PurposeThe study aimed to assess whether transgender women, who were students at a university in London, England, faced hiring discrimination when seeking employment.Design/methodology/approachThree comparable university classmates—a cisgender woman, a cisgender man and a transgender woman—studying Engineering applied to the same job openings. Similarly, another set of three university classmates—a cisgender woman, a cisgender man and a transgender woman—studying Social Work applied to the same job openings. The degree of discrimination was quantified by calculating the difference in the number of interview invitations received by each group.FindingsWhen three comparable university classmates apply for the same job openings, the rate of interview invitations differs based on gender identity. For cisgender women, the invitation rate is 31.3%, while for cisgender men, it stands at 35.1%. However, for transgender women, the rate drops significantly to 10.4%. Additionally, transgender women face further challenges in male-dominated sectors (STEM), where their chance of being invited for a job interview is even lower compared to those in female-dominated sectors, with a reduction of 8.7 percentage points. The study also reveals that firms with written equality policies on gender identity diversity show a 25.7 percentage point increase in invitation rates for transgender women compared to firms without such policies. Furthermore, the research highlights that negative beliefs among job recruiters regarding various aspects of transgender women, including their gender identity status, disclosure, job performance, vocational relationships and turnover, contribute to their exclusion from job interviews. Moreover, for transgender women who do receive interview invitations, these tend to be for lower-paid jobs compared to those received by cisgender women (by 20%) and cisgender men (by 21.3%). This wage sorting into lower-paid vacancies suggests a penalty in terms of lower returns on education, which could drive wage and income differences.Practical implicationsTransgender women received a higher number of job interview invitations when firms had written equality policies on gender identity diversity. This outcome can help policymakers identify actions to reduce the exclusion of transgender people from the labour market.Originality/valueThe study gathers information from job recruiters to quantify the roots of hiring discrimination against transgender women. It also enables an examination of whether workplaces' written equality policies on gender identity diversity are related to transgender women’s invitations to job interviews.

The presence of diversity initiatives leads to increased pro-White hiring decisions among conservatives.

Despite the push and pull between pro-diversity advocates and conservative resistance, most organizations have implemented diversity initiatives in an effort to promote equitable and fair organizational practices. Past work has shown that these diversity initiatives may not be as effective as expected and may instead result in unintended negative consequences for the very individuals they are meant to support. In three novel experiments (total N = 3,664), we investigated whether and when the presence of pro-diversity messages in organizational job recruitment materials might facilitate versus hinder the hiring of underrepresented racial minorities. Participant race and political ideology were also investigated as predictors of hiring recommendations. Findings indicate that pro-diversity messages facilitate politically motivated hiring bias. Specifically, in the presence of pro-diversity messages, White and some Black, Indigenous, and people of color (BIPOC) conservatives tend to display a pro-White shift in their hiring recommendations, whereas liberals tend to display a pro-minority shift. The present research underscores the importance of organizational awareness regarding the potential for hiring managers to react, whether consciously or subconsciously, against pro-diversity efforts because of political ideology. The present research also highlights the need for organizations to move beyond just espousing pro-diversity values and actually investigate the impact diversity initiatives have on hiring, retention, and promotion of diverse employees. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Bridges and gatekeepers: Employees' willingness to refer qualified candidates on the autism spectrum

AbstractRecruiting neurodiverse talent has increasingly featured on the organizational diversity agenda, yet recruitment practices geared toward locating and attracting neurodivergent candidates remain understudied. While research and practice have shown that employee referral is one of the channels through which a significant part of new talent is recruited, little is known about employees' willingness to refer qualified social contacts who are neurodivergent. We address this limitation by investigating employees' willingness to refer highly qualified candidates on the autism spectrum and some conditions under which they are more or less likely to refer such candidates. We explore these aspects in a study of working individuals, using a mixed‐method approach. The quantitative analysis shows that disclosure of an autism condition to potential referrers might pose some advantage, in that it increases the likelihood of being referred, but this advantage accrues only to male candidates. Furthermore, cues that hint at the social dimension of the “ideal worker,” commonly used in job recruitment materials, are the strongest deterrent for referrers. The qualitative analysis of the reasons behind decisions to refer sheds light on some mechanisms that might explain these findings.

Coup d’états in Africa: A cure or prophylactic for good governance?

Military Coups in Africa share a “cause-and-effect” relationship with civilian mal-administration, by way of the military auditing, disrupting and helping to arrest or capture, and re-organize defective governance system in politically sick-nations. This aim appears consistent with the mandate of the Military to serve, protect and defend the national interests, therefore, turning coups into constitutional cure and prophylactic? The analysis in this paper is conducted under the concept of Military-Coup-Symbiosis: consisting of mutualism, commensalism and parasitism. Military-Coup-Symbiosis espouses the cyclical nature of military-takeovers, and the beneficial effects on democracy in general. It also rationalizes the justification why coups are bound to co-exist with civilian governments, for as long as political leaders continue to support and engage in De-democratization processes, exhibiting inimical conducts such as neopatrimonialism, and non-meritorious job recruitment and promotions. This paper investigates the possible curative qualities of military coups on good governance by posing as perpetual threat caution to democracy, and the normative values as political prophylactic to arrest and prevent potential leadership abuses. The ultimate question is how military interventions in politics can be harnessed to clean up mal-administration in politically sick-nations?

The Influence of Job Recruitment, Work Shifts, and Occupational Safety and Health (K3) on the Performance of Cigarette Production Company Employees in Temanggung Regency

This research aims to determine the influence of job recruitment, work shifts, and occupational safety and health (K3) on the performance of employees of Cigarette Production Companies in Temanggung Regency. The type of research used is descriptive quantitative, where the variables are measured using the Likert scale method. Data collection in this research was carried out by distributing questionnaires. The exact population size in this study is not known. The technique used in determining the sample in this study uses non-probability, choosing using purposive sampling, while determining the sample size in this study uses the Lameshow formula with a sample size of 100. Data processing is carried out using the SPSS application, the data analysis method used is multiple linear regression analysis with hypothesis testing t test and f test and testing the coefficient of determination. The results of this research show that simultaneously there is a significant influence of job recruitment, work shifts, and occupational safety and health (K3) on employee performance. Then, partially, the job recruitment assessment has a positive and significant effect on employee performance, work shifts have a significant positive effect on employee performance, and occupational safety and health (K3) has a significant positive effect on the performance of employees of Cigarette Production Companies in Temanggung Regency.

INTEGRASI TEORI STIGMA ERVING GOFFMAN TERHADAP KEADILAN SOSIAL BAGI “GOOD LOOKING” DAN DISKRIMINASI UNTUK “BAD LOOKING”

This study explores the phenomenon of "lookism" or appearance-based discrimination, which divides individuals into two primary groups: those regarded as attractive or "good looking" and those viewed as less attractive or "bad looking." It reveals that individuals perceived to meet the standards of being good-looking gain social and economic advantages through the "halo effect," wherein their appearance positively influences assessments of their professional and moral capabilities. In contrast, those perceived as less attractive or bad-looking encounter substantial disadvantages, including discrimination in job recruitment and promotion, as well as in social and institutional interactions. Utilizing a literature review with a qualitative research approach and an analytical framework based on Erving Goffman's Stigma Theory, this research demonstrates that physical appearance acts as a discrediting stigma, significantly impacting individuals' social identity and opportunities. The analysis emphasizes the integration of stigma into institutional structures and social practices, resulting in hidden yet systematic discrimination. Furthermore, the study explicates how the media and entertainment industries, through their portrayal of unrealistic beauty standards, reinforce societal beauty stereotypes. This influence on public perceptions heightens social pressure to conform to narrow beauty standards. From a sociological perspective, the unequal distribution of "beauty capital" creates persistent inequalities that affect not only economic opportunities but also political representation and power. This research underscores the need for social interventions and policies that reduce stigma and broaden the definition of beauty, which are crucial for dismantling power structures that perpetuate appearance-based discrimination and for fostering a more inclusive and equitable society. Through an informed and data-driven approach, this study provides essential insights into how social norms and values can be reformed to minimize "lookism" bias and enhance appreciation for human character diversity and complexity.

What Do We Know about Age Management Practices in Public and Private Institutions in Scandinavia?—A Public Health Perspective

In view of global population ageing and of policies that support longer working lives, especially in developed countries, it is important to achieve diversity in organisations through age management. Age management is the “management of human resources, [often] with an explicit focus on the requirements of an ageing workforce.” Through age management practices, organisations will be better able to change their human resource management policies and practices towards accommodating their ageing workforce. Little is known about age management practices in Scandinavian organisations, considering the region’s high prevalence of workers beyond the age of 50 across both private and public organisations. There are indications that Scandinavian business organisations are already practicing age management for all ages, including older workers. Their age management practices include the dimensions of job recruitment, training, lifelong learning, development, and promotion. However, there is a dearth of knowledge on how the health and well-being of workers is ensured in the context of age management practices in these organisations. Given the current and future importance of age management for all organisations globally, public health and other health science professionals need to collaborate with other disciplines, such as management and sustainability science, to better understand how they can contribute to an aged and healthier workforce as well as workplace health promotion. This paper aims to contribute to the discussion concerning age management in public and private institutions in Scandinavia through the public health lens.

Following community norms or an internal compass? The role of prospective leaders' social category membership in the differential effects of authentic and ethical leadership on stereotype threat.

Increasing racial diversity in organizations remains a challenge, as stereotype threat undermines the performance and career aspirations of minority group members during job recruitment. The present study examines how prospective leaders can leverage their influence on their followers' identities to mitigate the stereotype threat Black individuals face in this context. We explore the effects of two moral leadership styles (ethical vs. authentic) on stereotype threat in the context of recruitment. Specifically, we investigate whether prospective leaders' ingroup status moderates the relationship between ethical versus authentic leadership styles and candidates' stereotype threat during the selection process and candidates' willingness to join the organization. To this end, we conducted four experiments with Black residents of Brazilian favelas (impoverished neighborhoods), two of which included real-world job recruitment processes and physiological measures of stress (i.e., salivary cortisol and blood pressure). The results indicate that when the prospective leaders are from the outgroup, displaying ethical leadership by relying on community norms is more helpful in reducing Black candidates' threat and, in turn, promotes willingness to apply for the job. In contrast, when the leader is from the ingroup, displaying authentic leadership by emphasizing the importance of an internal moral compass is more helpful in reducing threat, and this effect is mediated by the identity process of inclusion of the leader in the self. Overall, the present study suggests that prospective direct supervisors have the critical ability to reduce stereotype threat, which can negatively affect Black applicants and their desire to join organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

EVALUATING THE EFFECTIVENESS OF TALENT ACQUISITION THROUGH E-RECRUITMENT IN NIIT

Online or E-Recruitment has become nearly ubiquitous in medium and large businesses and is growing in popularity for small business owners, too. According to industry experts, from 1998 to 2001, the number of Fortune 500 companies that had job recruitment websites increased from 29% to 88%. By 2008, over 98% of them were using some sort of online recruitment process. As may be expected, this sharp increase means that traditional avenues for recruitment, such as newspaper advertisements, no longer command the share of use they once enjoyed. In 2000, employment newspaper classified advertising in the U.S. was worth $8.7 billion. By 2002, however, the Newspaper Association of America reported only $4.3 billion, a more than 50% loss. Borrell Associates predicts that newspapers will suffer a further 12% revenue decline by 2012 as recruitment budgets continue to move online. By contrast, online advertising for recruitment purposes is growing. Jupiter Research has predicted that online advertising overall will exceed $16 billion by the end of 2008, adding more than $10 billion from the industry’s total revenues in 2005. Recruitment advertising will likely be the single largest segment of this sector. Job seekers have come to expect online access to job data and the application process. Research by Mintel reveals that 42% of respondents with Internet access look for job information via online recruitment sites, a number that is projected to increase substantially, with the format rapidly gaining acceptance. Employers and job seekers note a number of benefits of e-recruitment over traditional methods. The Human Resources Management Guide (www.hrmguide.net) lists some of the more important ones.

Job Recruitment Analysis based on Xgboost Decision Tree

With the increasing number of college students, "the most difficult graduation season" is a topic of anxiety for many parents and children. Therefore, before looking for a job, Xgboost decision tree analysis of the position is of great significance to job seekers and work units. In view of the diversity of region, position, salary and education, Xgboost decision tree algorithm can visually show information to job seekers in the way of word cloud for job seekers, so as to facilitate the corresponding job recommendation for job seekers.

Survival Strategies of Non-Working Individuals in ASIA Cost Effective Service Oriented Model for Recruitment

The research aim to study on survival strategies for out-of-work individuals in Asia, a cost- effective service model for recruitment, has set key objectives as follows. First to study the survival strategies of people who are not working in Asia. Second to study the format of employment recruitment services. in the Asian region and final to study the labor market in Asia and current trends. This research study on survival strategies for out-of-work individuals in Asia, a cost- effective service model for recruitment, has set key objectives as follows. First to study the survival strategies of people who are not working in Asia. Second to study the format of employment recruitment services. in the Asian region the last to study the labor market in Asia and current trends. The researcher has qualitative research. Focus on education Survival strategies for non- working individuals in Asia Job recruitment service format in the Asian region and study the labor market in Asia and current trends By collecting data from labor news in the Asian region. and human resource management experts and analyze the obtained data to study Labor market guidelines in Asia and current trends. The results showed the Thai labor drive has awesome associations with co-workers They can moreover express their conclusions and be themselves. Counting being acknowledged by the boss. This is often apparent from the comes about of the study on acknowledgment and ability to be true to yourself within the workplace. which Thailand is treated more similarly and reasonably than within the Asia-Pacific locale (70% of Thailand vs. 52% of Asia-Pacific and 71% of Thailand vs. 53% of Asia-Pacific, separately).The Thai labor force sees the work they do as connected to organizational goals and personal goals. Make them feel that the work they do is valuable and meaningful, with 71% of survey respondents saying Their work can fill the mind. Higher than Asia Pacific at 51% .The Thai labor force sees progress and learning opportunities to grow their careers and develop themselves in the workplace. which matches the characteristics of Gen Y and Gen Z who like to learn. and try new things.

Transforming the experiential learning of sport management graduates into transferable employability signals

ABSTRACT Graduate employability plays a critical role during job recruitment and selection. Practical experience provides a strong foundation from which sport management graduates can signal their employability. Our Australian-based mixed-method study explored signals that managers seek from sport management graduate-entry applicants during job recruitment and selection. Semi-structured interviews were conducted with 10 sport managers. Interview transcripts were deductively coded using the Experiential Learning Cycle and thematically analysed. An online employability survey, guided by Employability Dimensions, was distributed and gained responses from 166 sport managers. Analysis was conducted using non-parametric statistics. Findings revealed 10 observed signals: to assist sport management graduates indicate their employability during job recruitment and selection and for sport managers to recognise employable graduates. The observed signals comprise multiple signal indicators, developed to guide theoretical knowledge and practical application of the employability signals for graduate job applicants.

Recruiting and Selection during the Era of Umar Bin Khattab Administration

The Era of Umar Ibnul Khattab is considered as the golden age in the history of Islam, The public treasury (Baitul mal), Army bureau, department of Records (Diwan), Hisba were all initiated in his time which led to signifying recruitment. This comprehensive paper�explores the subject of recruitment and selection during the reign of Umar ibn Khattab, the second caliph of the Rashidun Caliphate. The reign of Umar bin Khattab from 634 to 644 AD saw notable progress in administrative structures, such as the implementation of a well-organized recruiting and selection procedure. This study examines the strategies used by Umar bin Khattab to find and choose persons for important roles within the Islamic state. Utilizing reputable print encyclopedias, nonfiction books, academic journals, and dictionaries, this study offers a comprehensive examination of the historical backdrop, selection criteria, and the influence of Umar bin Khattab's approach on the governance of the caliphate.This paper further describes and analyzes job recruitment and selection in this era. The method used in this research is a descriptive approach, the recruitment policy, and its process were described. And the data were collected from secondary sources. The research found that his employment of experts regardless of closeness or any other factor was the main characteristic of his era, his policies and procedures in recruiting can be used to establish an Islamic recruitment policy and structure.�

Optimization of SVM and Gradient Boosting Models Using GridSearchCV in Detecting Fake Job Postings

Online job searching is one of the most efficient ways to do this, and it is widely used by people worldwide because of the automated process of transferring job recruitment information. The easy and fast process of transferring information in job recruitment has led to the rise of fake job vacancy fraud. Several studies have been conducted to predict fake job vacancies, focusing on improving accuracy. However, the main problem in prediction is choosing the wrong parameters so that the classification algorithm does not work optimally. This research aimed to increase the accuracy of fake job vacancy predictions by tuning parameters using GridSearchCV. The research method used was SVM and Gradient Boosting with parameter adjustments to improve the parameter combination and align it with the predicted model characteristics. The research process was divided into preprocessing, feature extraction, data separation, and modeling stages. The model was tested using the EMSCAD dataset. This research showed that the SVM algorithm can achieve the highest accuracy of 98.88%, while gradient enhancement produces an accuracy of 98.08%. This research showed that optimizing the SVM model with GridSearchCV can increase accuracy in predicting fake job recruitment.

A Job Recommendation Model Based on a Two-Layer Attention Mechanism

In the field of job recruitment, traditional recommendation methods only rely on users’ rating data of positions for information matching. This simple strategy has problems such as low utilization of multi-source heterogeneous data and difficulty in mining relevant information between recruiters and applicants. Therefore, this paper proposes a recurrent neural network model based on a two-layer attention mechanism. The model first improves the entity representation of recruiters and applicants through user behavior, company-related knowledge and other information. The entities and their combinations are then mapped to the vector space using one-hot and TransR methods, and a recurrent neural network with a two-layer attention mechanism is used to obtain their potential interests from the click sequence, and then a recommendation list is generated. The experimental results show that this model achieves better results than previous models.

Fake Job Recruitment Detection Using Machine Learning Approach

Fake Job Recruitment Detection Using Machine Learning Approach

Assessment On Interconnection Between Personal Branding and Job Recruitment Among Students Through A Digital Platform (TikTok)

This research examined the assessment on interconnection between personal branding and job recruitment among students through a digital platform which is TikTok. This study examines which TikTok features help students develop personal branding for job recruitment and how they can use the platform to meet digital job recruitment requirements. Snowball sampling selected five USIM students involved in TikTok personal branding for in-depth interviews. The data analysis was manually coding the data revealed themes. The research finding highlighted that the features in TikTok can help develop personal branding, according to the research. It follows by accessibility in every feature on TikTok, personality, creativity, and engagement with the audience. It shows that personal branding leads to job fulfilment and empowerment. This study helps students create originality on TikTok by maintaining their self-identity and presenting employment opportunities. However, a creator's originality can also come from user-audience interaction based on performance, appearance, and manners.

4년제 일반대학 취업지원 기관 운영 실태와 향후 과제

Objectives The Object of this study was investigate the title, Human Resource, Program on Career Development Center of University in Korea.
 Methods The purposes of this study were to explore the tile, Programe related to be carried on by Carer Development Center of University in Korea. it was surveyed by homepage of career development center and analysis data to chi-square test by SPSS.
 Results First, the category of tile of CDC in Korea is variety. So University have police to make integrating title from old title. Second, Human Resource of CDC have been focused to general administrative job in university administration. Third, the program of CDC have managed to off-line program and old job recruitment.
 Conclusions First, The title of CDC is changed to be a name of integral operating system Second, university invest manpower of CDC in specialist. Third, the CDC of university develop the new program reflected new industry of labor.