Job Search Research Articles

Pre-Placement Self-Assessment Program

Pre-Placement Self-Assessment Program is a prominent online platform dedicated to aiding job seekers, students, and career enthusiasts with a vast repository of resources and education and skill development, this platform will serve as a versatile hub for individuals preparing for competitive exams, job interviews, and placement assessments. Qualitative data collection involved surveys and interviews with active users of the platform, shedding light on their experiences and perceptions. Additionally, quantitative analysis was conducted by tracking user engagement metrics, including website traffic, resource utilization, and user feedback. The platform contains extensive repository of practice materials, including aptitude tests, technical questions, and general knowledge quizzes. This platform emerges as a powerful tool for career development and exam preparation. Our study underscores its efficacy in equipping individuals with the skills and knowledge necessary to excel in competitive assessments. The platform's extensive resources and user-friendly interface will make it a preferred choice for those embarking on their career journeys. As the digital landscape continues to evolve, this platform will remain a dynamic and indispensable resource, enhancing career prospects and fostering success among its users. Keywords - Exams, custom-exam, Online Test, Random Questions, self-assessment, self-monitoring, self-directed learning, learning gain, exam-report.

Short-Term Vocational Courses as a Career-Building Program for the Youth in Chhattisgarh, India

Pradhan Mantri Kaushal Vikas Yojana (PMKVY) is a short-term skill development program in India aiming to train young job seekers, make them employable, facilitate employment and revitalize vocational education in India. Vocational Education and Training (VET) in India suffers from weak links with the labor market, low enrollments, and slow industry demand, hampering the expected outcomes. This paper uses grounded theory to explore young people’s perceptions of PMKVY as a career-building program. Qualitative data was collected from trainees (N = 30) in three districts of Raipur, Raigarh and Korba in Chhattisgarh, India, through personal interviews with young people enrolled in PMKVY using semi-structured questionnaires. It was found that the understanding of possible career-building among young people mainly varied based on their age and educational attainment when they entered the program. One’s choice, utilizing spare time, seeking experiential learning, benchmarked quality training and improving communication skills were the factors through which they looked at their career-building process. The paper considers the implications of these findings in the context of large-scale skill development and VET initiatives in India. It concludes that vocational education continues to be associated with lower esteem and is considered a last resort for students with poor academic records. Short-term programs like PMKVY can provide career-building opportunities to young people who are largely drawn from working-class backgrounds. PMKVY's targeted approach toward imparting employability skills and facilitating transitions to various employment opportunities acts as a buffer in the significant success of the program.

Mental health and social vulnerability. The case of women living on the street at Buenos Aires, Argentine

The purpose of this research is to investigate the possible relationship between homelessness and mental pathology in a population of women housed in a Social Inclusion Center of the Autonomous City of Buenos Aires, Argentina. There could be a clinical bias that characterizes homelessness as a consequence of a mental illness. A group of women between 18 and 65 years of age, socially assisted in the Social Inclusion Center for women alone or with minor children “Azucena Villaflor” of the City of Buenos Aires, who in turn consult or have consulted in the past about their mental health before or after being homeless. An observational, descriptive and cross-sectional quantitative study was carried out, collecting primary data through semi-structured interviews, complementing the research with a qualitative approach using the narrative method through in-depth interviews. There is no unicausal relationship between having a mental illness and being homeless. The job search, a form of re-entry into the productive system, is extremely difficult, due to the market itself, not due to the psychological state of the users. However, the fruitless search generates situations of frustration that, given the context of vulnerability in which they find themselves, can lead to mental health consultations.

Comparison of Self-Tracking Health Practices, eHealth Literacy, and Subjective Well-Being Between College Students With and Without Disabilities: Cross-Sectional Survey.

College students with disabilities need to transition from pediatric-centered care to adult care. However, they may become overwhelmed by multiple responsibilities, such as academic activities, peer relationships, career preparation, job seeking, independent living, as well as managing their health and promoting healthy behaviors. As the use of smartphones and wearable devices for collecting personal health data becomes popular, this study aimed to compare the characteristics of self-tracking health practices between college students with disabilities and their counterparts. In addition, this study examined the relationships between disability status, self-tracking health practices, eHealth literacy, and subjective well-being among college students. The web-based questionnaire was designed using Qualtrics for the cross-sectional online survey. The survey data were collected from February 2023 to April 2023 and included responses from 702 participants. More than 80% (563/702, 80.2%) of the respondents participated voluntarily in self-tracking health practices. College students with disabilities (n=83) showed significantly lower levels of eHealth literacy and subjective well-being compared with college students without disabilities (n=619). The group with disabilities reported significantly lower satisfaction (t411=-5.97, P<.001) and perceived efficacy (t411=-4.85, P<.001) when using smartphone health apps and wearable devices. Finally, the study identified a significant correlation between subjective well-being in college students and disability status (β=3.81, P<.001), self-tracking health practices (β=2.22, P=.03), and eHealth literacy (β=24.29, P<.001). Given the significant relationships among disability status, self-tracking health practices, eHealth literacy, and subjective well-being in college students, it is recommended to examine their ability to leverage digital technology for self-care. Offering learning opportunities to enhance eHealth literacy and self-tracking health strategies within campus environments could be a strategic approach to improve the quality of life and well-being of college students.

Preparing Nurse Practitioner Graduates for the Transition to Practice.

Educators ensure that nurse practitioner (NP) students meet core competencies prior to graduation. Post-graduation, students navigate certification, licensure, resume building, and job searches. A statewide virtual conference was developed to help students during the transition to advanced nursing practice. Information was presented on professional role development, resume writing, interviewing, licensure, certification, contract negotiation, and transitioning to a provider role. Nearly all participants (92%) were able to describe the status of NP practice and licensure requirements. Most attendees (90%) valued the insight shared by panelists. Many students (88%) felt more prepared to negotiate a contract. Current educational programs lack the time to thoroughly address NP graduates' learning needs regarding transition to practice. A partnership between faculties and a state professional organization is an innovative approach to meet students' educational desires. Delivery of a virtual conference during the pandemic proved to be cost effective. [J Nurs Educ. 2024;63(9):630-633.].

Employment Barriers for Racialized Immigrants: A Review of Economic and Social Integration Support and Gaps in Edmonton, Alberta

This article explores the strategies used by government-sponsored institutions dedicated to addressing systemic barriers to employment for racialized immigrants in Edmonton. The research involved conducting in-depth semi-structured interviews with service providers, employment program coordinators from different settlement and employment agencies, and a research and training centre operating in Edmonton, Alberta. The first objective is to understand the barriers racialized immigrants face through the hiring and promotion process. The second objective is to understand the support provided by those institutions and the impact of their equity policies on how they assist racialized Canadians in finding gainful employment. Lastly, this study explores the impact of the COVID-19 pandemic and the Black Lives Matter movement on the employment of racialized immigrants in Edmonton. The results show that around 50% of employment service providers acknowledged that visible minority immigrants face barriers while integrating into the labour market, including racial microaggressions in their jobs. In addition, the findings indicate a lack of programs tailored to the needs of racialized job seekers. Participants in this study reported that the Black Lives Matter movement raised awareness among employers regarding racial issues in the workplace. Hence, there is a demonstrated need for employers to undergo training to recognize and address racism in hiring, promoting, and retaining racialized employees at Canadian workplaces. Interviewees recognized that the COVID-19 pandemic negatively impacted racialized employees and newcomers. They recommended that Canadian companies establish educational programs that emphasize the importance and benefits of racial diversity, equity, and inclusion in the hiring process.

Impacts of unemployment benefit program on job search duration: Evidence from Indonesia

Purpose ― This study examines the impacts of the Unemployment Benefit Program (Jaminan Kehilangan Pekerjaan, JKP) on the duration of job search in Indonesia using internal data sourced from the Employment Social Security Administering Agency (Badan Penyelenggara Jaminan Sosial Tenaga Kerja, BPJS TK).Method ― The study employs the Regression Kinked Design (RKD) model and Ordinary Least Square (OLS) estimation method to analyze the data on laid-off workers who have received the JKP benefits.Findings ― The study finds that, on average, the JKP beneficiaries have a longer duration of job search than laid-off workers who do not receive benefits. An increase in the replacement rate of the JKP benefits is associated with an increased duration of both job search and benefit claims. The RKD plot indicates that a replacement rate lower than 45% may decrease the duration of benefit claims and job searches. Implication ― The study recommends that the government should consider two potential options: (1) maintaining the current level of monetary benefits that leads to a longer job search duration; in other words, the program management must continue providing benefits for the maximum duration offered (up to 6 months), or, (2) reducing the monetary benefits, if BPJS TK aims to reduce the job duration. The results may change if a more robust labor market information system is available.Originality ― This study represents the first attempt to investigate the impact of the Unemployment Benefit Program (JKP) on job search duration in Indonesia. It might also be important to enrich the existing literature on the impact of similar programs in developing countries and countries with large populations.

Employer branding, organization's image and reputation, and intention to apply: the moderating role of the availability of organizational information on social media.

The topics of employer branding and organization's image and reputation have been well-researched in the literature. However, most empirical studies were conducted in Europe, Australia, or the United States, but very few were conducted in Asia, especially in Vietnam. In addition, the interaction of image and reputation with the availability of information on social media is poorly understood. Using signaling theory for building a research model, we collected data from 206 Generation Z respondents from the logistics sector in Vietnam. Our findings show that (i) employer branding has positively and significantly related to an organization's image and reputation; (ii) the organization's image and reputation had a significant effect on job seekers' intention to apply; and (iii) the interaction of image and reputation with availability of information on social media to predict the job seeker's intention to apply. The paper also presented implications for both researchers and practitioners as well as recommendations for future research.

A structured curriculum supporting biomedical trainees’ transition into independent academic positions and early career success

The United States government makes a substantial investment in biomedical training programs each year. However, for most trainees, these opportunities do not translate into career progression in academic research pathways. Only about one-fifth of postdoctoral fellows eventually secure a tenure-track faculty position, and even among these candidates, attrition is high. Although a number of factors govern career choices and career longevity, the transition from trainee to faculty is a challenging process and requires knowledge and skills that are not necessarily developed during a traditional university experience. Many postdoctoral fellows receive adequate training in research skills and scientific communication, but new faculty report not being sufficiently prepared for the job search process and for starting their labs. To address this critical training gap, the ITERT core (Interdisciplinary Translational Education and Research Training) and the Office of Postdoctoral Fellows at the University of Texas MD Anderson Cancer Center implemented a structured course for both postdoctoral fellows and senior PhD students to provide formalized training for successfully navigating academic positions in biomedical research. Here we report on the pilot Navigating Academic Careers course conducted in 2021–2022 for 30 PhD students and postdocs. The nine-module course was conducted over 13 weeks in 25.5 h instructional sessions. The key educational objectives included 1) navigating the job application and the interview/negotiation process, 2) hiring, leading, and mentoring lab personnel and program support staff, 3) project administration and financial stewardship, 4) managing time and work-life balance and 5) developing collaborations, branding, personalized niche, and networking. Survey-based analysis at the time of the course was used to capture the participants’ assessment of the course content, organization, and delivery, with a follow-up survey conducted approximately 2 years post-course (2024) to evaluate longer-term impacts of the training. Initial in-course assessment revealed that 89.9% of respondents found the scope and instructional content appropriate, and 91.1% found the course relevant and applicable to their career needs. Longer-term post-course evaluation indicated that 80% of respondents applied the learnings of the course, that 80% reported feeling more confident in navigating an academic job search, and that 66.6% continued to report agreement with the course preparing them for their current role/ongoing job search, with 46.7% already securing jobs in academic research, including as independent faculty. The outcomes of this pilot course suggest that integrating this into the broader postdoctoral training curriculum can enhance both the transition and early-career success of talented scientists-in-training into working professionals in biomedical careers, as faculty and science-trained staff.

Employability skills of maintenance technicians in container ports: Implications for maritime technical and vocational education and training

The study investigated the employability skills of maintenance technicians engaged in container ports in Sri Lanka. The specific objectives were to investigate 1) employability skill gaps between technicians’ evaluations of the level of current possession and the expected level to be possessed for the current job tasks, 2) employability skill gaps between technicians’ evaluations of the expected level of skills for current job tasks and immediate superiors’ evaluation of the importance of the same for current tasks, and 3) maintenance technicians’ exposure to skill development strategies after joining the respective container port terminals. The study was conducted in the two main container ports of Sri Lanka- Colombo and Hambantota. Responses were pooled from two independent sample groups- maintenance technicians and their immediate superiors. Maintenance technicians had graduated from technical and vocational education and training institutions with levels 3 or 4 National Vocational Qualification. Findings identified employability skill preferences of maintenance technicians and their immediate superiors, which led to possible skill gaps. The findings highlight the importance of TVET institutions identifying the preferences of business sectors, they should be prepared to impart employer-preferred skills to their trainees and to bridge any gaps in expectations. This will lead employees to develop realistic expectations of employer preferences. Hence, the findings of the study have implications for technical and vocational education and training institutions, students enrolled in these institutions, employees engaged in container ports, and their employers. Highlights Employability skills are vital to be employed and to remain employed Skill gaps have consequences for job seekers, employers, and training institutes This study investigated employability skills of technicians in container ports

E-Recruitment Practices – Perspective of Generation Z Job Seekers

E-Recruitment Practices – Perspective of Generation Z Job Seekers

When words are not enough: The combined effects of autism meta‐stereotypes and recruitment practices aimed at attracting autistic job‐seekers

AbstractBased on research on meta‐stereotypes and signaling theory, we examined the effects of organizational signaling on the attraction of autistic applicants. Our model predicted that meta‐stereotypes and the combination of expressed and evidence‐based autism‐conscious signals would have simple and joint effects on candidates' fit perceptions, which would, in turn, affect their job pursuit intentions. Further, we expected that the effect of signaling on our outcomes would be weaker among candidates with strong negative autism meta‐stereotypes. Prior to testing our hypotheses, we conducted a focus group to determine the supports that autistic job seekers deemed most important. As the ability to work from home (WFH) was overwhelmingly the most cited support, we included this as our evidence‐based signal. Specifically, we examined the combined effect of disability‐conscious (vs. disability‐blind) diversity statements and WFH (vs. retirement benefits) on expected fit and subsequent job pursuit intentions. Both meta‐stereotypes and combined signals significantly influenced fit expectations. Further, the autism‐friendly signals significantly affected the fit of candidates with weak and moderate negative meta‐stereotype, but not the fit of candidates with strong meta‐stereotypes. In addition, our results indicate that the signal x meta‐stereotype interaction had an indirect effect on job pursuit intentions. Findings are discussed vis‐à‐vis the research on signaling theory and practical guidance is offered to employers seeking to attract the growing number of autistic job seekers.

Blockchain Based Placement Management System And Job Recommendation Using Content-Based Filtering

The integration of blockchain technology with placement management systems and job recommendation mechanisms presents a robust solution for enhancing the efficiency, transparency, and security of the recruitment process. This paper proposes a Blockchain-based Placement Management System (BPMS) coupled with Content-Based Filtering (CBF) techniques to streamline the job matching process for both job seekers and recruiters. The BPMS leverages the decentralized nature of blockchain to ensure immutable records of job listings, candidate profiles, and transactional data, thereby reducing the risk of fraudulent activities and ensuring data integrity. Smart contracts are utilized to automate various aspects of the recruitment process, such as job application submissions, candidate evaluations, and offer acceptance, facilitating trustless interactions between parties.In parallel, the CBF approach is employed to provide personalized job recommendations to candidates based on the analysis of their skills, qualifications, and preferences. By analyzing the content of job descriptions and candidate profiles, the system generates tailored recommendations that match the expertise and interests of the candidates, improving the likelihood of successful placements.The proposed system offers several advantages over traditional placement management systems, including increased transparency, reduced operational costs, minimized bias in job recommendations, and enhanced security of sensitive data. Through the synergy of blockchain technology and content-based filtering techniques, the BPMS aims to revolutionize the recruitment industry by fostering trust, efficiency, and fairness in the job market.

DEVELOPMENT TRENDS IN HUMAN RESOURCE MANAGEMENT OF AGRICULTURAL ENTERPRISES IN THE CONTEXT OF DIGITALISATION

The subject of the study is the development of personnel management of agricultural enterprises in the context of digitalisation. Methodology. The study uses general scientific methods, in particular, theoretical generalisation, methods of analysis and synthesis, statistical analysis, as well as graphical methods to visualise the results of the study. The aim is to study the main trends in the development of personnel management of agricultural enterprises in the context of digitalisation. Results. The main trends in the digitalisation of HR management in agricultural enterprises indicate the widespread use of modern digital technologies to optimise and improve the efficiency of HR management in agriculture. One of the key trends is the use of digital tools in recruitment and selection, including websites and online platforms for job search, social media for attracting candidates, automated candidate management systems and analytical tools for assessing candidates. Digitalisation allows agricultural enterprises to respond more efficiently and quickly to staffing needs, attract and retain talented employees, and increase the overall productivity and competitiveness of the industry. Such technological changes are becoming a key element of agricultural business development in the current environment and play a significant role in ensuring its success and sustainability in the future. The main trends in the digitalisation of HR management in agricultural enterprises include several key aspects aimed at using modern digital technologies to optimise HR management and increase efficiency. First, digital tools such as online platforms, websites and social media are used in recruitment and selection to attract and select candidates for vacant positions. The second trend is the automation of administrative HR processes. Digital systems can automate time tracking, payroll, leave calculation and other aspects of HR management, freeing up managers' time for more strategic tasks. The third trend is the development of online learning and electronic platforms for staff development. The use of digital tools for training and development of employees allows them to improve their skills and adapt them to changes in the industry. The fourth trend is the use of analytics to make management decisions. HR data analysis allows managers to obtain objective information about the productivity and needs of their staff, which helps them make informed management decisions. In addition, the development of flexible working arrangements and remote work is another important trend. Digital technologies provide the ability to work from anywhere, which helps to attract and retain talent regardless of where they live.

The Shortage of School Psychology Faculty in the Aftermath of the COVID-19 Pandemic

A shortage of school psychology trainers hinders efforts to increase the supply of school psychologists entering the field, and the effects of the COVID-19 pandemic on employment trends in general have the potential to worsen the shortage of school psychology faculty. The goal of this research brief is to report on the results of a survey designed to understand the factors associated with successful school psychology faculty searches in the 2021–2022 academic year. A survey was distributed to representatives from 86 programs looking for new faculty, with a total of 31 responses received. Overall, 74% of programs searching for new faculty in 2021–2022 were successful, but this overall rate varied greatly based on the type of program and position being searched for, with positions placing a greater emphasis on teaching and university service responsibilities than on research being filled at a much lower rate. Impact Statement The school psychology trainer shortage presents a challenge in helping the field of school psychology to meet personnel shortages. The present survey was designed to better understand the shortage of trainers and the large number of open positions in the 2021–2022 academic year. Understanding the program and position characteristics associated with successful job searches can help to structure future research and policy discussions about the shortage of school psychology trainers.

Prediction algorithms in matching platforms

We follow the future trajectory of more targeted wage formation in labor matching platforms, such as freelancing, crowd-sourcing, home-delivery, and ride-hailing, where local job search is coordinated by improving prediction algorithms. A labor matching platform is modelled as a directed search and matching market. We observe that targeted wage setting promotes efficient matching and longer employment spells. However, because a higher employment rate accentuates any disparities between available workers and vacancies, the effects of targeted wage setting on firm competition depend on prevailing market tightness. The impact of targeted wage formation on workers is positive when the vacancy-to-worker ratio is intermediate but turns negative at both extremes. Our results suggest that targeted wage setting may benefit occasional workers while potentially posing drawbacks for full-time platform workers.

Do Factory Jobs Improve Welfare? Experimental Evidence from Ethiopia

Abstract This study explores the impact of a light-touch job-facilitation intervention that supported young female job seekers during the application process for factory work in a newly constructed industrial park in Ethiopia. Using data from a panel of 687 job seekers and randomized access to the support intervention, the study finds that treated applicants are more likely to be employed and have higher earnings and savings eight months after baseline, although these impacts are short-lived. Four years later, the effects on employment and income largely dissipated. The results suggest that young women face significant barriers to engaging in factory work in the short run that a simple job-facilitation intervention can help overcome. In the long term, however, these jobs do not offer a better alternative than other income-generating opportunities.

Online Employment Services for Immigrant Professionals: An Environmental Scan

This environmental scan assesses the current landscape of online employment services for immigrant professionals in Canada. The data collection method involved web scanning of twelve urban centers and two rural census areas with high per capita immigrant populations. The study analyzed 80 online services for immigrants in Canada based on geographical variation, the type of digital modality, clientele, and needs addressed. The findings reveal disparities in access to online employment programs tailored for skilled immigrants across different geographic locations. In addition, e-learning and self-paced online courses were identified as the most prevalent digital modalities. In terms of targeted clientele, findings show that the services primarily targeted immigrants as a homogenous group, with a notable emphasis on supporting skilled immigrants in high-demand fields such as IT and healthcare. Finally, access to job search resources emerged as the highest priority among the needs addressed, while areas such as financial assistance have the potential for further growth.

Bidirectional recommendation in HR analytics through text summarization

For over a decade, online job portals have been providing their services to both job seekers and employers in search of hiring opportunities. Because of the high demand for recruitment, it is insufficient to use conventional hiring methods to find a suitable candidate to fill the position. Validating resumes online is challenging due to the potential for manual errors, making the process inherently risky. The bidirectional method comprises named entity recognition (NER) for extracting the required resumes for recruiters. Cosine similarity shows the match percentage of resumes for the job requirements and vice versa. In an attempt to tackle an issue of unregistered words, a solution called decoder attention with pointer network (DA-PN) has been introduced. This method incorporates the use of coverage mechanism to prevent word repetition through generated text summary. DA-PN+Cover method with mixed learning objective (MLO) (DA-PN+Cover+MLO) is utilized for protecting grow of increasing faults in generated text summary. Performance of proposed method is estimated using evaluation indicator recall oriented understudy for gisting evaluation (ROUGE) and attains an average of 27.47 which is comparatively higher than existing methods.

Wage Bargaining Power of Internal Migrant Workers: Evidence from Urban Labor Market in China

This study analyses the wage bargaining power of employers and internal migrant workers in the urban labor market in China using a two-tiered SFA model. The findings indicate that bargaining power decreases the observed wage relative to the benchmark wage which is associated with worker’s actual productivity. The availability of migrant labor is identified to be a key variable in the wage bargaining process. This study reveals that the migrant workers who obtain jobs via informal job search methods stand in a weak bargaining position relative to those using formal search methods which is consistent with limited choices hypothesis. Additionally, the migrant workers in the manufacturing and construction industries or producing and processing occupations extract surplus nearly identical to other groups.