Organizational Recruitment Research Articles

Engaging Diverse African American/Black and Latine Youth and Emerging Adults Living with HIV into Research: Description of Recruitment Strategies and Lessons Learned.

Improving engagement along the HIV care continuum and reducing racial/ethnic disparities are necessary to end the HIV epidemic. Research on African American/Black and Latine (AABL) younger people living with HIV (LWH) is essential to this goal. However, a number of key subgroups are challenging to locate and engage, and are therefore under-represented in research. Primary among these are persons with non-suppressed HIV viral load, severe socioeconomic disadvantage, transgender/gender expansive identities, and refugee/migrant/immigrant populations. Research in community settings is needed to complement studies conducted in medical institutions. The present study describes the efficiency of recruitment strategies used in the community to enroll AABL young and emerging adults LWH ages 19-28 years. Strategies were designed to be culturally responsive and structurally salient. They were: peer-to-peer, social media, classified advertisements (newspaper, craigslist), subway ads, dating apps (Jack'd, Positive Singles), and direct recruitment in community-based organizations. Data were analyzed using mainly descriptive statistics and interpreted using a consensus building approach. We screened 575 individuals in a first step, 409 were eligible (71%), of these 297 presented to the second screening step (73%), but 112 were lost. Almost all presenting at the second step were eligible (98%, 291/297) and 94% enrolled (274/291). Peer-to-peer, dating app (Jack'd), direct recruitment, and craigslist were the most efficient strategies. Recruitment on dating apps was superior to the peer-to-peer approach in yielding eligible participants (OR = 1.5; 95% CI: 0.98-2.3; p = 0.06). The sample enrolled was diverse with respect to HIV viral suppression, gender identify, sexual orientation, immigration status, and barriers to HIV care engagement. We discuss the advantages and disadvantages of each strategy. Recruitment is a vital aspect of research and warrants attention in the empirical literature.

Sense of Belonging Among Medical Students, Residents, and Fellows: Associations With Burnout, Recruitment Retention, and Learning Environment.

This study examines sense of belonging (belongingness) in a large population of medical students, residents, and fellows and associations with learner burnout, organizational recruitment retention indicators, and potentially modifiable learning environment factors. All medical students, residents, and fellows at Mayo Clinic sites were surveyed between October and November 2020 with items measuring sense of belonging in 3 contexts (school or program, organization, and surrounding community), burnout (2 Maslach Burnout Inventory items), recruitment retention indicators (likelihood of recommending the organization and accepting a job offer), potentially modifiable learning environment factors, and demographic factors (age, gender, race and ethnicity, LGBTQ+ identification, disability, and socioeconomic background). Of 2,257 learners surveyed, 1,261 (56%) responded. The number of learners reporting a somewhat or very strong sense of belonging was highest in the school or program (994 of 1,227 [81%]) followed by the organization (957 of 1,222 [78%]) and surrounding community (728 of 1,203 [61%]). In adjusted analyses, learners with very strong organization belongingness had lower odds of burnout (odds ratio [OR], 0.05; 95% CI, 0.02-0.12) and higher odds of being likely to recommend the organization (OR, 505.23; 95% CI, 121.54-2,100.18) and accept a job offer (OR, 38.68; 95% CI, 15.72-95.15; all P < .001). School or program and community belongingness were also strongly associated with these outcomes. In multivariable analyses, social support remained associated with higher odds of belongingness in school or program, organization, and surrounding community, favorable ratings of faculty relationships and leadership representation with higher odds of school or program and organization belongingness, and favorable ratings of diversity, equity, and inclusion learning climate with higher odds of community belongingness. Belongingness among medical students, residents, and fellows varies across contexts, strongly correlates with learner burnout and organizational recruitment retention indicators, and is associated with multiple potentially modifiable learning environment factors.

Mechanisms for regulating external labor migration within the framework of the existing functionality of the regions of the Russian Federation

The author examines in detail the regional legal regulation of external labor migration in the Russian Federation, taking into account the transformation of the main tasks of the state migration policy of the Russian Federation at the present stage. The object of the study is external labor migration in modern Russia, the subject of the study is the mechanisms of regulation of external labor migration at the regional level. The study examines the legislative foundations of both a complete ban on the involvement of foreign workers in temporary employment, and a partial ban related to certain areas of economic activity. The author also considers the possibilities of regulating the cost of obtaining permits (licenses) and developing alternative programs for external labor migration related to the introduction of organized, targeted and returnable external migration. As methods of scientific research, political, legal and institutional analysis were applied, as well as a systematic method used to study public administration in the field of migration. The systematization of the existing restrictive tools in the field of external labor migration, which can currently be used by the authorities of the constituent entities of the Russian Federation, has been carried out by the author. The features of the implementation of each of the considered mechanisms are revealed. A new approach in the field of management of external labor migration is proposed, related to the development of regional programs for the organized involvement of foreign citizens in temporary work on the territory of the subjects of the Russian Federation on the basis of existing international agreements. The potential positive trends associated with the introduction of organized recruitment mechanisms in the context of the transition to a segregationist model of migration policy, which is currently being successfully applied in a number of Arab States, such as the United Arab Emirates, Saudi Arabia and Qatar, are predicted.

Administrative and legal mechanisms of ensuring the safety of migration processes

The article reflects the current challenges and threats faced by the Russian Federation in the implementation of migration processes. The author analyzes the most acute threats arising in the field of migration, and examines the causes of their occurrence. The author pays special attention to the characteristics of the main measures taken by the state to combat such challenges and threats, which include migration registration, fingerprint registration of foreign citizens. The article pays considerable attention to the use of digital technologies in the field of migration. Legislative initiatives thatcan become an effective means to combat threats in migration relations, prospects for the use of mechanisms for pre-entry training of foreign citizens and their organized recruitment are also being considered. According to the results of the study, it is concluded that it is necessary to conduct a balanced migration policy and maintain a balance when applying coercive and incentive measures in state regulation of migration processes.

A STUDY ON THE EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS OF EMPLOYEES

This study examines the effectiveness of recruitment and selection processes within an organization, with an objective to assess the clarity of job descriptions, timeliness of procedures, and overall HR efficiency. Employing a descriptive research design, the methodology involved collecting data through a survey distributed among 50 employees, utilizing simple random sampling to ensure unbiased results. The survey consisted of structured questionnaires designed to gather quantitative data, which was then analyzed using graphical methods. Findings from the study indicate a generally positive perception among employees regarding the clarity of job roles and the effectiveness of the HR department. However, responses also highlighted areas for improvement, particularly in the consistency and speed of the recruitment process. These insights suggest that while the organization's recruitment strategies are largely effective, there remains potential for enhancing procedural efficiency and employee satisfaction. Keywords: Recruitment and Selection, Organisation, HR Department.

Predicting Public Personnel Selection Examination Achievement: A Data Mining Approach

This research investigates the predictive variables related to the Public Personnel Selection Examination (KPSS), utilized for recruitment in public institutions and organizations. The study explores predictor variables' importance levels by analysing longitudinal data, including examinees' high-stakes exams, demographic information, and educational backgrounds. It compares the prediction performances of machine learning algorithms such as artificial neural networks, random forest, support vector machine, and k-nearest neighbour. The findings reveal that the quantitative test of the graduate education exam is the most influential predictor, closely followed by the mathematics test of the university entrance exam. These results highlight the importance of quantitative reasoning skills in predicting KPSS achievement. Additionally, variables related to undergraduate programs and universities demonstrate significant importance in predicting KPSS achievement. Notably, the artificial neural networks model demonstrates superior predictive accuracy compared to other models, indicating its effectiveness in KPSS prediction. This research sheds light on important predictors of KPSS achievement and provides valuable insights into the effectiveness of different prediction models.

The Agency of the Global South’s Regional Organizations through the Institutionalization of Staff Recruitment

Abstract How is staff recruitment in regional organizations institutionalized? This article focuses on explaining the determinants of staff recruitment institutionalization in regional organizations (ROs). It is important to understand how ROs recruit their regional staff, as ROs have become players with an increasing influence in global governance, and as regional (and international) bureaucracies constantly contribute to the reshaping of power relations with member states. The institutionalization of staff recruitment offers an insightful and innovative way of unpacking the way ROs operate and exert agency. In this perspective, the article examines an RO from the Global South, the Central American Integration System (SICA), and argues that member states institutionalize staff recruitment for fear of losing control to a powerful combination of regional bureaucracy and international donors. This single-case study will be comparable with many Global South ROs that share similar characteristics, and will provide generalizable results in the realm of RO studies. This article sheds light on a very poorly known case among ROs and helps to extend the empirical scope of International Public Administration (IPA) studies beyond the “Global North,” and consolidate the field of comparative regionalism. To develop the argument, the article uses empirical material from several pieces of in-depth fieldwork conducted within SICA since 2009. It analyses official legal documents and internal documents relating to staff regulation, and uses semi-structured interviews focused on practices of recruitment standards. Keywords: Staff recruitment, Regional organizations, Institutionalization, Regional bureaucratic autonomy, External interventions

The “great place to work” certification as an employer branding promotional startegy in the recruitment of colombian SME´s

The present article has as its main objective to evidence the incidence between promoting the Great Place to Work (GPTW) certification as an employer branding strategy, and the increment of recruitment in organizations that have obtained the certification. A theoretical framework of the concept of employer branding, including a research review on how the concept has evolved, as well as the GPTW Organization and the certification process is also provided. The research was carried out through a descriptive design using the IMRaD structure, in which the data collection methods were a semi-structured interview with staff of the GPTW Organization and a social media analysis of the certified organizations, using averages from the results obtained, and open coding for information analysis. Finally, the findings and conclusions are presented, the notable ones being that, just by the mere fact of being certified, does not guarantee recruitment increment and that, if there is an indirect effect in recruitment increase in these organizations, it cannot be evident in their social media or corporate website given the lack of promotion of the certification, or the lack of metrics to corroborate this incidence.

The HOP Pilot: A collaboration to develop an integrated person-centred model for vulnerable people to feel safe accessing health support

Introduction: Using a partner-development framework, 29 government, private, educational, and not-for-profit organisations, across two West Australian Local Governments, developed a person-centred model to tackle barriers experienced by vulnerable community members for accessing treatment and health programs.&#x0D; Target group: “Vulnerable” is a broad term that includes disability, mental health issues, Aboriginal, other cultural diversity, elderly, and low socio-economic status. Those with the highest health needs are often least likely to access services. Challenges for engagement include ignorance, lack of understanding by both service-providers and consumers, and absence of inter-sectoral collaboration. Trust and relationship-building can take years.&#x0D; Stakeholders: As the pilot timeframe was short, the insights of identified community champions and those working closely with vulnerable communities were sought to facilitate a supportive person-centred model, tailored to identified local needs. Partners included State and Local Government departments, not-for-profit agencies, universities, and the private sector. (Links for partner details are available at: https://cihealth.com.au/the-hop-healthy-outreach-program/)&#x0D; Collaborative Development of Participant Journey Model: The HOP, chosen for its lively sound rather than the acronym of Healthy Outreach Program, was resourced by the Western Australian Primary Health Alliance (WAPHA) to adapt Cockburn Integrated Health’s existing healthy lifestyle service to meet the needs of neighbouring local government areas. The partnering process was:&#x0D; Review of extant models &gt; snowball organisation recruitment &gt; one-to-one stakeholder interviews &gt; mapping of strengths, gaps and opportunities &gt; draft for proposed participant journey model &gt; a full-day workshop to finalise the model, culminating in program-naming and signing of “The Coalition of the Willing”.&#x0D; Results of Collaboration: Consultation and collaboration elucidated several service gaps and barriers to engagement. In many cases, immediate solutions were discovered through coordinated networking. For example, one park’s usual activities of fights, drug deals, and drinking were replaced for one day a week with exercise sessions, on-demand psychological help, and displays created by supervised nutrition students with free (donated) fruit and customised resources. By offering health-enablers in settings already attended by vulnerable people, a supportive environment became accessible. Peer mentors and outreach workers (known as “HOP Guides”) received interactive training to augment engagement and sustained participation. A recommendation for choice inspired a hierarchy for levels of health assessment and commitment to participation: HOP to Good, HOP to Better, and HOP to Best. Resource-sharing of a colour-in wellness wheel allowed an icebreaking, appealing self-assessment tool.&#x0D; Learning: Tailoring and integration of services to meet local needs, peer mentorship, and dedicated networking opportunities were similar to the five-year-old Cockburn service. Differences included greater vulnerabilities and higher needs of HOP participants, short timeframe of the pilot, and HOP Guide training. The dedicated coordinator role was deemed essential to the partnership success. The inclusive consultation process resulted in a sense of ownership for participating stakeholders and is recommended as a framework for similar partnership development initiatives. &#x0D; Next Steps: Two-and-a half-years post-workshop, in March 2023, HOP partners will be re-interviewed to assess sustained outcomes of the pilot program. These strengths will be disseminated to interested parties to inform future program planning.

ПРОБЛЕМЫ И ПУТИ ИХ РЕШЕНИЯ ПРИ ОБЕСПЕЧЕНИИ ВЫПОЛНЕНИЯ ПЛАНА ПО КОМПЛЕКТОВАНИЮ ОБРАЗОВАТЕЛЬНЫХ ОРГАНИЗАЦИЙ ФЕДЕРАЛЬНОЙ СЛУЖБЫ ИСПОЛНЕНИЯ НАКАЗАНИЙ

The article presents the main problems that arise when ensuring the implementation of the plan for the recruitment of federal state organizations engaged in educational activities and under the jurisdiction of the Federal Penitentiary Service for educational programs of higher education: bachelor's degree, specialty, master's degree, consequences and ways to overcome them. In addition, the measures aimed at increasing the prestige of the service in the penal system, on which the recruitment of these educational organizations depends, are briefly outlined.

The Advantages of Online Recruitment and Selection: A Systematic Review of Cost and Time Efficiency

This article aims to discuss the benefits of online recruitment and selection in organizations. The research shows how the key benefits of online recruitment and selection can be taken and used for the company’s interest by finding the right person for the right job. This paper tends to content analysis focusing on the benefits of online recruitment process using meta-data. The present trends of recruitment and selection process is very unexpected. Additionally, the characteristics of online recruitment sites are also discussed briefly to illustrate a complete overview of newly formed recruitment system though the primary objective of the paper is to demonstrate the superiority of time and money saving approach. The researcher took social media to exemplify, describing both pros and cons, the present recruiting system. However, there are also some drawbacks to online recruitment and selection which are addressed in this paper. Online recruitment and selection can be a valuable tool for companies looking to reach a wider pool of candidates and streamline the recruitment process. It is important to be aware of the potential drawbacks and take steps to mitigate them in order to ensure the best results. Using meta-analysis, the researcher scratched the advantages of online recruitment and selection process. This paper indicates how the online recruitment process should be done in organizational practice.

Evaluating and Designing Active Citizenship Education for Youth Resilience to Preventing Violent Extremism at Public Sector General Universities of Sindh, Pakistan

Higher Education Institutes (HEIs) in Pakistan have experienced unprecedented on-campus violent extremism. Large-scale research led approach is needed to prevent homegrown violent extremism through transformative active citizenship education at HEIs in Pakistan taking into account that youth under the age of 30 constitutes 63% of the total population of Pakistan. As recognized repeatedly by the UN Security Council, violent extremism poses a significant threat to global peace and stability, with tremendous impact on social cohesion, eroding development progress and hindering future gains. This paper assesses the current state of citizenship education at Higher Education Institutes in Sindh province. The problem, however, is that many countries, including Pakistan, do not give citizenship education the importance it deserves, nor use approaches appropriate to the development of informed and participatory citizenship. (Dean, 2000; Kerr, McCarthy, and Smith 2002; Torney-Purta and Amadeo 1999). Citizenship active citizenship in youth is a social leadership program that promotes intercultural dialogue and social responsibility as key leadership competencies in the 21st century and results in community resilience. For this purpose, institutionalizing active citizenship for developing youth resilience to violent extremism warrants a massive radical reform of the education system to develop critical analysis skills among youth enabling them challenge violent extremist narratives. This is a preventive and initiative-taking strategy to develop active citizenship to be capitalized as glue for social inclusivity, integration and national cohesiveness in Pakistan. Active citizenship encompassing volunteering, democratic engagement, environmental sustainability, community development and reflective thinking is most likely to prevent vulnerability to recruitment of violent extremist organizations.

Exploring human resource management intelligence practices using machine learning models

The use of machine learning for recruitment has become one of the main themes in human resources ever since machine learning software investigated the first recruitment software and discovered that utilizing technology improves their effectiveness at work, speed, and makes the process simpler. In order to better handle employee files, profiles, turnover, data analytics, and the creation of electronic personal data sheets for government service records, a human resource information system that incorporates machine learning has been created. Using a supervised machine learning technique, it was designed to foresee staff turnover. From a theoretical perspective, machine learning apps may be able to perform the same tasks as HR specialists, if not better or faster. Supporting HR professionals in becoming a true business partner and providing them with accurate and reliable advice, the interaction between HR professionals and line top management believes that the HR professionals still has surplus over machine learning, alone. Human resources methods and the significance of machine learning are the primary focus of this paper. This paper's three goals are to (1) determine how much of an impact Machine learning can have on the organization's recruitment procedures, (2) examine the extent to which this technology has been adopted, and (3) examine the frequency with which complaints have been lodged during these crucial exercises.

Are we there yet? Interrogating the education of culturally and linguistically diverese (CLD) and vulnerable learners

Abstract This article focuses on the historical journey of educating culturally and linguistically diverse (CLD) and vulnerable learners in general and special education. I argue that this journey has had its trials and tribulations that have tremendous implications for the future of our society. In addition, how CLD and vulnerable persons engage, interact, survive, and excel in schools, communities, organizations, and institutions reflect the ups and downs of their modus vivendi in our overall society. One can conclude that CLD and vulnerable persons are not yet there on issues of race, culture, national origin, recruitment, retention, tenure, and promotion in schools, communities, organizations, and institutions. My hope is that with collaborative, consultative, and collaborative efforts of all stakeholders, the historical and current plights of CLD and vulnerable persons will be ameliorated.

Strategically Implementing A Series of Critical Refinements to Organization External-Facing Career Portal, How Can These Changes Effectively Entice and Engage Top-Tier, High-Caliber Talent as Part of the Organization Recruitment Initiatives

This paper presents a comprehensive proposal aimed at the enhancement of the external-facing career site, with a primary objective of elevating the user experience and strategically attracting high-caliber candidates, with minimal system changes

장애인일자리사업 개발연구: 참여자 모집 및 배치과정의 문제점과 개선방안을 중심으로

The purpose of this study was to explore problems and suggest solutions of the job creation project through the delivery and the placement process targeting participants with disabilities, implementing organizations, and participating organizations to suggest a stable project expansion strategies. Subjective questionnaires and focus group interviews were conducted for a total of 16 people with disabilities who had participated and experts who had experience in the project for more than 2 years, and the keyword analysis method was applied. The research results are as follows. Difficulties in the delivery process and improvement strategies include restrictions on recruitment of participants and service organizations, difficulty in securing placement organizations, difficulty in job placement and matching, and lack of a professional management system. Difficulties in the placement process and improvement strategies revealed the limited numbers of jobs, the lack of continuity from the project to private job employment, and the absence of a professional management system and dedicated manpower. Based on the results, this study suggested future development of the project.

Recruitment and Selection Processes in Public Service Organizations: Rivers State Experience

This study examines recruitment and selection processes in public service organizations: Rivers State Experience. The problems caused by poor recruitment and selection processes have occupied the front burner of public discourse in recent time. This is due to the fact that governance have been privatized, personalized, recruitment and selection processes in public service organizations is currently mired by irregularities and unfair approaches. Mixed method was utilized with survey research design in this study. The population of the study is 1,979 for both organizations that were selected for the study, Rivers State Waste Management Agency (RIWAMA) which is state public sector and Nigerian Ports Authority (NPA) which is Federal public sector. However, Rivers State Waste Management Agency (RIWAMA) has 654 population and Nigeria Ports Authority (NPA) 1,325. Taro Yamane’s formula was used to determine the sample size from the population which gave us 399 (three hundred and ninety nine) respondents for both organizations. Questionnaires were correctly filled and returned for analysis using SPSS 12 version. Descriptive statistics were used to interpret data on the socio-demography characteristics of respondents, while tables, percentage were used to present the result for clarity and better understanding. Multi-stage sampling techniques (including systematic sampling and simple random sampling) were used in this study. Findings of this study revealed among others that: the public sector organizations are bedevilled by political and ethnic appointments. Also, those suitable and qualified candidates are denied positions in line with political or ethnic affiliation, thus affecting efficiency and productivity of the organizations. Based on the findings the study recommended among others that: job trafficking that is gradually becoming a norm in the recruitment and selection processes into the Nigerian public service should receive a serious and urgent sanction. There should be a body and a law empowering such body to investigate and prosecute every recruitment malpractice. Such body should be involved in every recruitment to enable them get information about the processes.

The duality of networks and groups: Models to generate two-mode networks from one-mode networks

AbstractShared memberships, social statuses, beliefs, and places can facilitate the formation of social ties. Two-mode projections provide a method for transforming two-mode data on individuals’ memberships in such groups into a one-mode network of their possible social ties. In this paper, I explore the opposite process: how social ties can facilitate the formation of groups, and how a two-mode network can be generated from a one-mode network. Drawing on theories of team formation, club joining, and organization recruitment, I propose three models that describe how such groups might emerge from the relationships in a social network. I show that these models can be used to generate two-mode networks that have characteristics commonly observed in empirical two-mode social networks and that they encode features of the one-mode networks from which they were generated. I conclude by discussing these models’ limitations and future directions for theory and methods concerning group formation.

Recruitment and Selection in the Public Sector: Do Rules Shape Managers’ Practices?

This study investigates the effects of optimal rule control on recruitment and selection practices in public organizations. Although rules are argued to constrain organizational practices and organizational performance, there is limited knowledge about the relationship of optimal rule control to recruitment and selection practices from a managerial perspective. By conducting a study with survey responses from 1,000 public frontline managers, combined with administrative data, this article investigates how optimal rule control is associated with the formation of recruitment objectives and selections based on values and cultural fit. Findings indicate a positive relationship between optimal rule control and the formation of recruitment objectives and selections based on fit. Unexpectedly, managerial tenure does not seem to moderate the association between optimal rule control and recruitment and selection practices. The study contributes to the public human resource management literature by focusing on the influence of organizational rules on human resource practices.

ОРГАНИЗОВАННЫЙ НАБОР ТРУДОВЫХ МИГРАНТОВ И ФАКТОРЫ, ВЛИЯЮЩИЕ НА ЕГО РАЗВИТИЕ

The subject of the study is the factors on which the development of an organized recruitment of labor migrants depends. The purpose of the paper is to analyze the modern practice of using organizational recruitment as a tool for migration regulation. The relevance of the study is due to the role of organizational recruitment to meet the changing demand of the Russian labor market for foreign labor. The scientific novelty is determined both by the limited number of studies of this kind and by the increased interest in the prospects for improving the forms of organized recruitment in the new realities of migration processes. The research methods are analysis, systematization, synthesis, and classification of the objects under study. The following research results were obtained: the organizational and legal framework for using the potential of organizational recruitment was established. Changing demand for attracting various categories of labor migrants requires further development of organizational recruitment. This should happen, first of all, by moving the training of applicants to the countries of origin. Taking into account the interests of the receiving party in terms of securing selected specialists in the proposed jobs deserves serious attention. The author concludes that the importance of organizational recruitment is growing as an effective tool for meeting the current and future demand of the labor market for in-demand foreign workers. The practical interest of the study is determined by the possibility of using the presented results to improve the organization of attracting labor migrants from specific countries to Russia.