Organizational Recruitment Research Articles

SOCIAL INTEGRATION OF INTERNATIONAL MIGRANTS IN PRIMORSKY KRAY: PROBLEMS AND PERSPECTIVES

Primorsky kray is among most developed regions of Russia’s Far East. However, the region is depopulating as mortality rate exceeds birth rate and due to out-migration of a local population. Labor migration partly compensates labor deficiency in the local labor market. Integration of international migrants becomes a vital issue. The purpose of this paper is to identify factors that facilitate or hamper international migrants' integration to a local labor market, medical care and institutions of cultural integration of Primorski kray, as well as practices used by migrants to overcome the barriers. The research is based on statistical data and data from prior published research as well as on the results from 12 expert interviews. The experts are specialized in the field of migration in Primorsky krai. International migrants encounter barriers when obtaining the legal work permissions and with a limited access to the medical care services. To overcome the barriers, migrants use a wide range of resources including services of intermediary firms specialized on migrants from the APEC countries as well as NGO services. To reduce social risks related to labor migration and to enhance migrants’ social integration, a system of the organized recruitment of labor migrants in their countries of origin is needed for their consequent employment in Primorsky kray. In addition, to facilitate migrants’ ethno-cultural and linguistic adaptation, further development of civic organizations is needed.

Enhancing recruitment effectiveness in IT industry

The Major Decision making challenge for any HR Manager starts with Recruitment. Recruiting Metrics directly impact the Return on Investment in any Business. The traditional ways of measuring HR metrics has taken a seismic shift. Previously the focus of recruiting managers was only on efficiency, but now effectiveness has gained a lot of relevance. This study on organizational recruitment is an attempt to understand the choice of recruitment source and its impact on the cost per hire, quality of hire and time to hire aspects. The measures for this assessment include both pre-hire and post hire recruitment outcomes that further elucidates how the recruitment source and the recruitment variables contribute to candidates’ success as well as organization success.

Recruitment and Selection Devices in Financial Services Companies: Exploring the case of Chilean Banking

The article deals with the problem of the role of ‘social’ devices at the time of producing and reproducing organizational behavior, taking the case of recruitment and selection processes in financial services organizations in Chile and the UK. Based on 42 in-depth interviews in Santiago, London and Edinburgh, and building on science and technology studies and the concept of device the article aims to understand how recruitment and election mechanisms are adopted and legitimated in organizations. Analysis suggests that recruitment and selection mechanisms connect technical and moral elements, allowing managers to deal with uncertainty and carry out organizational reproduction. However, devices in Chile and the UK differ in the modes that connect technical and moral elements.

Literature Review on Primary Organizational Recruitment Sources

The process of recruitment is a primary method of people absorption function in any organization. Various companies small and big, strategize and adopt various tactics in choosing the right source of recruitment or hiring quality professionals on to their workforce. Therefore, this research aims to investigate or enquire the various research literature published on various main recruitment methods implemented in company's recruitment process or function. In this paper, the resultant outcomes based on last 20 years literature investigation are discussed in detail through a systematic review. Accordingly, the relevant resultant outcomes post the literature investigation is published by making suggestions for sustenance in the industry.

Literature Review on Primary Organizational Recruitment Sources

The process of recruitment is a primary method of people absorption function in any organization. Various companies small and big, strategize and adopt various tactics in choosing the right source of recruitment or hiring quality professionals on to their workforce. Therefore, this research aims to investigate or enquire the various research literature published on various main recruitment methods implemented in company's recruitment process or function. In this paper, the resultant outcomes based on last 20 years literature investigation are discussed in detail through a systematic review. Accordingly, the relevant resultant outcomes post the literature investigation is published by making suggestions for sustenance in the industry.

A neglected pool of labour? Frontline service work and hotel recruitment in Glasgow

The paper presented considers soft skills in the hospitality sector and explores how managers in four hotels in Glasgow, Scotland enact recruitment and selection processes. Empirically, the analysis is based on a rich cross case comparison including interviews, observations, attendance at training events and analysis of hotels’ recruitment and selection policies. Conceptually, the analysis draws on the work of Pierre Bourdieu and Andrew Sayer, portraying an understanding of social class as a social, economic, and cultural category and people's agency as shaped by their habitus and lay normativity. Crucially, the paper reveals the pivotal role individual managers play in enabling and constraining opportunities for employment in the enactment of hotel recruitment policy and engagement with job applicants and new recruits. Overall, the analysis suggests that, despite many deterministic analyses of class, an organization's recruitment, learning and development strategies, plus management's commitment to make a difference, can positively impact on those who might otherwise be part of a neglected pool of labour.

The role of internet and social media in recruitment in certain Islamic terrorist organizations. Cases of Al Qaeda and ISIS

This research is an attempt to resume and elucidate the practical valence of the academic works, published in the Western countries and Russia. The main goal of this study was to substantiate, in terms of theoretical and methodological aspect, the contents of publications, which reflect a wide range of topics, such as the propaganda, manipulation and recruitment in the terrorist organizations through the social media and the Internet, accentuating the psychosocial components, and highlighting the practices to combat this phenomenon.
 The paper focuses on the issue that the Internet and global networks significantly increased the potential for terrorist organizations Al Qaeda and ISIS to carry out their criminal plans. The authors based their research on the thesis that global network represents a new virtual environment, favourable for the online criminal acts, including the recruitment in the terrorist organizations such as Al Qaeda and ISIS. They use the Internet as means of psychological warfare through the dissemination of disinformation and horror, for recruitment of new members.
 The researchers underlined the amplification of the recruitment through various social networks. The anonymity and a large audience allow different interest groups, regardless of their place of residence, an uncontrollable and secret communication. The recruitment in the cyber terrorist communities has been conducted in online form by identifying and attracting people interested to support the approach and actions of the terrorist organizations such as ISIS and Al Qaeda.

The linkages between horizontal strategy, person-environment fit and horizontal fit: an empirical study

The purpose of this paper is to identify relationship between horizontal strategy, person-environment fit and horizontal fit. The selection of employees in the organisation, based on their skills, capabilities and knowledge, so organisation recruitment strategy should associated to organisation strategy. Horizontal strategy is corporate strategy which is very difficult to execute in the real world because there is no generalised and standardised structure. Today's best companies are horizontally integrated for achievement of sustainable competitive advantage that cannot easily imitated. Consequently, we are trying to determine the types of employee selection that are associated to horizontal strategy. Based on review of extant literature, seven hypotheses are proposed that examine the relationships. The empirical data was drawn from 267 Indian firms. The data was analysed using correlation and multiple regression analyses to validate these hypotheses. Our present study is unique in terms of scope and its contribution to theory and practice of horizontal strategy.

The linkages between horizontal strategy, person-environment fit and horizontal fit: an empirical study

The purpose of this paper is to identify relationship between horizontal strategy, person-environment fit and horizontal fit. The selection of employees in the organisation, based on their skills, capabilities and knowledge, so organisation recruitment strategy should associated to organisation strategy. Horizontal strategy is corporate strategy which is very difficult to execute in the real world because there is no generalised and standardised structure. Today's best companies are horizontally integrated for achievement of sustainable competitive advantage that cannot easily imitated. Consequently, we are trying to determine the types of employee selection that are associated to horizontal strategy. Based on review of extant literature, seven hypotheses are proposed that examine the relationships. The empirical data was drawn from 267 Indian firms. The data was analysed using correlation and multiple regression analyses to validate these hypotheses. Our present study is unique in terms of scope and its contribution to theory and practice of horizontal strategy.

Examining the role of cultural exposure in improving intercultural competence: implications for HRM practices in multicultural organizations

This paper examines the relationship between the breadth and depth of cultural exposure (CE), intercultural sensitivity and intercultural competence to draw implications that can improve recruitment and staff development practices in organizations with a culturally diverse workforce. Findings from a survey (N = 214) in Australia support the notion that intercultural competence is a broader concept that requires a deep exposure to other cultures as compared to intercultural sensitivity. The findings suggest that breadth of CE has limited potential whereas depth of CE is more beneficial in improving an individual’s intercultural abilities. Implications are drawn based on the findings of the study such that organizations are able to recruit and develop employees who are truly interculturally inclined and can effectively navigate the challenges of working in today’s multicultural organizations.

Committing to refugee resettlement volunteering: Attaching, detaching and displacing organizational ties

As members of local host communities, volunteers play an important role in effective long-term refugee resettlement. This study investigated the nature of volunteer commitment by organizational volunteers who were assigned a front-line role in organizing material assistance and providing information about cultural practices for newly arrived refugees. Using interview data from volunteers, organizational representatives, and organizational recruitment and training documents, the study found that volunteers’ commitment was structured by the presence and absence of volunteer coordinators, the organization’s clients and volunteers’ significant others. While insufficient ties to the organization or strong, competing ties from significant others led volunteers to detach themselves from the organization, overly strong affective ties with refugees displaced organizational ties, leading to volunteers’ organizational exit. This study problematizes an individual-centric, psychological notion of commitment; instead, it situates commitment as a collective communicative process whereby relevant stakeholders negotiate the relationships that tie them together. It thus expands the range of voices present in decisions about commitment and provides new data on how organizational and relational others impact sustainable volunteer management.

Situational Perspective Taking as an Intervention for Improving Attitudes Toward Organizations that Invest in Diversity Management Programs

In order for diversity management programs to serve as competitive resources, organizations must attract employees who will fit in and support an organization’s diversity management programs. Two experiments examined situational perspective taking, in which one imagines being the target of workplace discrimination, as an intervention to increase positive attitudes toward organizations that invest in diversity management programs. Participant gender and ethnic identity were examined as moderators. In two experiments, managers (study 1) and active job seekers (study 2) were instructed to imagine and write down how they would feel if they were the targets of workplace discrimination and read recruitment materials of an organization and its investment in diversity management programs. Both studies showed that engaging in a situational perspective taking about being the target of workplace discrimination led to more P-O fit and organizational attraction toward an organization that has diversity management programs. The effect of situational perspective taking had a greater impact on White men than on women and ethnic minority participants. These results suggest that the design of organizational recruitment activities should highlight their support of diversity management programs and emphasize that all member benefit from diversity management programs. Originality/value—despite theoretical work that suggests that organizational attitudes are an important factor for the effectiveness of diversity management programs, this is the first known research that shows that perspective taking can help people see the value in diversity management.

A Forgotten Mobilization: The Tunisian Volunteer Movement for Palestine in 1948

This paper goes beyond the ideological views of nationalist leaders who positioned the departure of Tunisian volunteer soldiers for Palestine in 1948 in the framework of national-liberation history, and it analyzes the volunteer movement to provide a picture of the internal mechanisms of popular mobilization. This was a dual movement, of spontaneous participation and organized recruitment by local committees. The volunteers were ideologically heterogeneous, some having had no previous political career. The decentralized nature of the mobilization and the regionally differing socioeconomic compositions of the volunteers suggest that regionally diverse trajectories of nationalism movements coexisted in Tunisia. Understanding this volunteer movement from the bottom up, focusing particularly on the socioeconomic conditions that made the mobilization possible, can help us understand the dynamism of nationalism as a social movement.

Coming to America: work visas, international diversity, and organizational attractiveness among highly skilled Asian immigrants

U.S. firms are increasingly seeking foreign workers to help satisfy growing demands for technical and highly skilled labor, and many immigrants continue to seek jobs in America. Despite this, few studies in the management discipline examine immigration issues as they relate to organizational attraction and recruitment. In an experimental study, we investigated the relationship between stated recruitment policies, perceived work-related expectancy, and organizational attractiveness among graduate students from Asia as potential job seekers to companies in the United States. We found a relationship between perceived work-related expectancy and either emphasizing international diversity or work visa sponsorship. However, emphasizing work visa sponsorship weakened the effect of international diversity on perceived work-related expectancy. Perceived work-related expectancy was also found to positively affect organizational attractiveness, resulting in a conditional indirect effect of international diversity statements on organizational attractiveness. Implications for organizations and directions for future research are discussed.

Recruitment and selection in violent extremist organizations: Exploring what industrial and organizational psychology might contribute.

For many terrorist organizations, also known as violent extremist organizations (VEOs), their ability to perpetuate violence is often contingent upon successful recruitment and selection of organizational members. Although academic work on terrorist recruitment and selection has improved in recent years, researchers have generally focused more heavily on aspects of radicalization rather than organization attraction and entry. Moreover, a number of terrorism scholars have lamented the lack of conceptual frameworks with which to interpret and extend findings linked to recruitment and selection, specifically. In light of these difficulties, we propose that considering literature bases outside of terrorism may be useful in extending lines of inquiry and offering alternative ways of thinking about how terrorist organizations operate. Specifically, we draw on Industrial and Organizational Psychology, Human Resource Management, and Organizational Behavior literature bases to offer alternative and extended modes of thought on terrorist recruitment and selection. In doing so, we believe both terrorism and more traditional organizational scholars can make substantive and novel contributions to future investigations of increasingly pressing issues surrounding violent extremism. (PsycINFO Database Record

Biophysical Tools to Study Cellular Mechanotransduction

The cell membrane is the interface that volumetrically isolates cellular components from the cell’s environment. Proteins embedded within and on the membrane have varied biological functions: reception of external biochemical signals, as membrane channels, amplification and regulation of chemical signals through secondary messenger molecules, controlled exocytosis, endocytosis, phagocytosis, organized recruitment and sequestration of cytosolic complex proteins, cell division processes, organization of the cytoskeleton and more. The membrane’s bioelectrical role is enabled by the physiologically controlled release and accumulation of electrochemical potential modulating molecules across the membrane through specialized ion channels (e.g., Na+, Ca2+, K+ channels). The membrane’s biomechanical functions include sensing external forces and/or the rigidity of the external environment through force transmission, specific conformational changes and/or signaling through mechanoreceptors (e.g., platelet endothelial cell adhesion molecule (PECAM), vascular endothelial (VE)-cadherin, epithelial (E)-cadherin, integrin) embedded in the membrane. Certain mechanical stimulations through specific receptor complexes induce electrical and/or chemical impulses in cells and propagate across cells and tissues. These biomechanical sensory and biochemical responses have profound implications in normal physiology and disease. Here, we discuss the tools that facilitate the understanding of mechanosensitive adhesion receptors. This article is structured to provide a broad biochemical and mechanobiology background to introduce a freshman mechano-biologist to the field of mechanotransduction, with deeper study enabled by many of the references cited herein.

Poking a sleeping bear: the challenge of organizational recruitment for controversial topics

ABSTRACTResearchers often approach employers to investigate employees’ work and family experiences. Organizational willingness to grant access to employees can vary, especially when the research topic is seen as controversial or contentious for the employer. This paper explores this methodological challenge using a research example from Manitoba, Canada, which explored the use of parental leave by male employees and the impact of managerial attitudes and corporate culture on usage. Sixty large employers were recruited with only seven of those organizations agreeing to participate. In this paper, the reasons organizations gave for declining to participate and the implications of their decisions for the research are examined. Although the final sample included 905 managers and employees, participating organizations tended to be employee-focused and family-friendly employers. Organizations declined participation for a variety of reasons: avoiding raising the issue with unions, awareness that their policies unfairly benefited female leave takers, and simply not seeing the relevance of a topic relating to men’s work–family experiences. A dialogue often absent from the literature, it is important to understand how employers can limit researchers’ access to employees on controversial topics. The existence of such barriers suggests alternative avenues to recruit participants directly when topics are contentious for employers.

What Matters in the Right Selection of Provincial Government Employees: An Analytical Study based on Employees Perception

The main focus of this study is to investigate the applicants’ perceived insight about the procedural justice of the recruitment and selection procedures in the public sector organizations. Data collection was made from those applicants who have gone through the process of prescribed selection process applicable for the provincial government jobs. A well designed survey questionnaire based on 5 point liker scale ranging from strongly agree to strongly disagree were used to get the responses. It has been identified that the most significant issue for the selection of employees is the issue of feedback and job relatedness. The overall pattern of results indicates that both of the categories qualified and non-qualified employees showed that the fairness of the selection process is a real issue. Secondly, the departmental capacity shows they have less competent staff available for the handing of recruitment and selection process. There is a vital need that future research may focus on the specific measures that are used in making right selection, especially criterion-related validity and construct validity.

Commentary: the postdoctoral residency match in clinical neuropsychology

Postdoctoral recruitment in clinical neuropsychology has evolved significantly over the past two decades. Prior to 1994, there were no organized recruitment guidelines for the specialty. From 1994 to 2001, the Association of Postdoctoral Programs in Clinical Neuropsychology (APPCN) facilitated a uniform notification date where member programs agreed to not make offers prior to a specified date. In 2001, APPCN partnered with National Matching Services to administer a computerized match recruitment system. Presently, not all programs participate in the match. This often results in students applying to ‘match’ and ‘non-match’ programs which can lead to significant stress on the part of applicants and program directors. This issue has recently become the focus of journal articles and public discussions. The goals of this paper were to review the history of postdoctoral recruitment in clinical neuropsychology, review the benefits of coordinated recruitment systems, review the structure and function of the computerized match, and explain why the computerized match for postdoctoral recruitment in clinical neuropsychology is beneficial for the specialty of clinical neuropsychology.

A eficiência das redes sociais em processos de recrutamento organizacional

Technological advances have affected the Human Resource Management, including the organizational recruitment process. The theoretical framework that justified the development of the purpose of the study addressed the following topics: Strategic Human Resources Management and recruitment; e-HR and virtual recruitment practices. This research is a case study applying exploratory and descriptive methodology and with quantitative approach. 45 recruiters from four different areas of the company ManpowerGroup.answered the questionnaire. The findings indicate the efficiency of social networks in the search and identification of candidates in the recruitment process compared to the use of other strategies. Considering the results, we suggest investigations that broaden the sample and the adoption of the mixed approach in the futures studies.