Talent Pool Research Articles

Working for Jessica or Michael? Implications of gender stereotypes for job application intentions at technology startups

AbstractResearch SummaryWe examine a critical yet underexplored aspect of human resource management in nascent technology ventures: employee recruitment. Applying theories of gender stereotyping, we contend that female‐led technology startups face greater obstacles in attracting job applicants than their male counterparts. Evidence from a randomized online experiment conducted in 2020/2021 with 777 US job seekers substantiates this barrier, indicating that the disparities are partly rooted in gender‐stereotypical perceptions of female technology entrepreneurs as less competent, agentic, and warm, which contribute to less favorable assessments of their ventures' economic potential and employee empowerment potential. Startups with gender‐diverse leadership teams appear to overcome these biases. Confirmatory evidence comes from a 2024 replication study with 455 US job seekers, underscoring the need to address gender biases in the technological ecosystem.Managerial SummaryIn the competitive landscape of technology startups, attracting talent is key. Our study reveals that startups with female leaders face gender biases during recruitment, with job candidates perceiving female technology entrepreneurs as less competent, agentic, and warm—and their startup ventures as less likely to have what it takes to grow and to empower employees. Analysis from a randomized online experiment involving 777 US job seekers in 2020/2021 and a follow‐up study with 455 US job seekers in 2024 confirm such biases. Crucially, a gender‐balanced leadership team significantly counters such biases, enhancing the venture's appeal to potential hires. These insights highlight the need for technology startups to promote gender diversity within their leadership to dismantle stereotypes and attract a broader talent pool.

Talent Retention and Competitive Advantage of Star Rated Hotels in Rift Valley and Western Region, Kenya

The demand for both local and international visitors has seen local investors in the hospitality industry in Kenya jostle for market share. The arrival of the international hotel brands such as Best Western, Pullman and Park-In among others has increased competition as hotels scramble to provide quality products and services to their customers. Consequently, this sought to explore the influence of talent retention on competitive advantage of star rated hotels in Rift Valley and Western region, Kenya. The study was anchored on human capital theory. The study used simple random sampling to select a sample size of 62 respondents. The study adopted a correlational research design and data was collected using a questionnaire and analyzed quantitatively using both descriptive and inferential statistics. Prior to the actual data collection exercise, the study conducted pilot testing which involved both validity and reliability testing. The findings were presented in tables. The findings revealed that talent retention had a positive and significant influence on competitive advantage of star rated hotels in Rift Valley and Western Region, Kenya (P=0.000). The study concluded that hotel's talent retention strategies are generally effective especially enhancing a minimal employee turnover, a positive corporate image, and the use of succession planning and growth opportunities to retain talent. In view of the findings, the study recommends for the strengthening of the internal talent pool by investing in employee development programs. Encourage internal mobility and provide clear career progression paths to retain and motivate top talent. Keywords: Talent Retention, Competitive Advantage, Star-Rated Hotels, Rift Valley, Western Kenya

Talent Retention and Competitive Advantage of Star Rated Hotels in Rift Valley and Western Region, Kenya

The demand for both local and international visitors has seen local investors in the hospitality industry in Kenya jostle for market share. The arrival of the international hotel brands such as Best Western, Pullman and Park-In among others has increased competition as hotels scramble to provide quality products and services to their customers. Consequently, this sought to explore the influence of talent retention on competitive advantage of star rated hotels in Rift Valley and Western region, Kenya. The study was anchored on human capital theory. The study used simple random sampling to select a sample size of 62 respondents. The study adopted a correlational research design and data was collected using a questionnaire and analyzed quantitatively using both descriptive and inferential statistics. Prior to the actual data collection exercise, the study conducted pilot testing which involved both validity and reliability testing. The findings were presented in tables. The findings revealed that talent retention had a positive and significant influence on competitive advantage of star rated hotels in Rift Valley and Western Region, Kenya (P=0.000). The study concluded that hotel's talent retention strategies are generally effective especially enhancing a minimal employee turnover, a positive corporate image, and the use of succession planning and growth opportunities to retain talent. In view of the findings, the study recommends for the strengthening of the internal talent pool by investing in employee development programs. Encourage internal mobility and provide clear career progression paths to retain and motivate top talent. Keywords: Talent Retention, Competitive Advantage, Star-Rated Hotels, Rift Valley, Western Kenya

Regulatory impact of a governmental approach for artificial intelligence technology implementation in Vietnam

This study assesses Vietnam’s state-level implementation of artificial intelligence (AI) technology and analyses the government’s efforts to encourage AI implementation by focusing on the National Strategy on AI Development Program. This study emphasizes the possibility of implementing AI at the state level in Vietnam and the importance of conducting continuous reviews and enhancements to achieve sustainable and inclusive AI growth. Impact evaluations were conducted in public organizations alone, and implication evaluations were considered optional. AI impact assessments were constrained by societal norms that necessitated establishing relationships among findings. There is a lack of official information regarding the positive impact of Vietnam’s AI policy on the development of AI infrastructure, research, and talent pools. The study’s findings highlight the necessity of facilitating extensive AI legislation, and strengthening international cooperation. The study concludes with the following recommendations for improving Vietnam’s AI policy: implementing a strong AI governance structure and supporting AI education and awareness.

The Performance of Italia Chamber Vocal Music

This Article aimed to study this paper aims to analyze the impact of professional skills involved in singing on performers by studying the environment, conditions, and historical development when performing Italian chamber vocal music works, clarifying the skills and knowledge that performers need to master. This study will delve into the diversity of Italian chamber vocal music works and extract their unique values and characteristics. Through a mixed research method combining qualitative and quantitative research, this study helps researchers better understand the characteristics and musical value of Italian chamber vocal music and provides methodological guidance for other researchers. The sample was two parts: one part consists of 110 teachers and students specializing in chamber vocal music at Italian music and other part is 200 amateurs with a strong interest in Italian chamber vocal music in society academies. They was selected by learn the art of Italian chamber vocal music performance through educational activities. The instrument for collecting data was by questionnaire Format. Analysis data by Descriptive statistics and Content Analysis. The research results were found as follows: 1.The Italian chamber vocal music has grown over time, with evolving techniques, styles, and cultural traits enriching its legacy. 2.In the 21st century, globalization and technological advances easy to promote Italian chamber vocal music. New media technologies offer opportunities for its dissemination. 3.The talent pool for Italian chamber vocal music is aging and shrinking. As a specialized art form with a limited audience, it's challenging to attract new talent. Therefore, nurturing new vocal talents is crucial.

Abstract B175: Addressing the urgent demand for clinical research professionals through a novel training initiative

Abstract Training and retaining diverse, qualified clinical research professionals that reflect the demographics of the community is pivotal to design inclusive clinical protocols, recruit underrepresented populations, and increase generalizability of scientific advancements. The University of Chicago's Comprehensive Cancer Center (UCCCC) and the Professional Education (UCPE) office job market analysis found an urgent and growing—and chronically unmet—demand for clinical research professionals across the United States. Nearly 6,930 employers nationwide had active clinical trials job postings from May 2023-2024. Illinois is among the top ten states with unique clinical research job postings. Further, internal UChicago analysis revealed high turnover in entry-level clinical research positions, highlighting a competitive job market for qualified individuals. As 60% of all clinical research activities at UChicago are cancer-focused, the UCCCC pursued novel strategies to diversify, grow, and retain the clinical research workforce. The overarching goal is to optimize pathways from undergraduate programs to clinical research careers. City Colleges of Chicago (CCC) and the UCCCC’s Clinical Trials Support Office (CTSO), Office of Diversity, Equity, and Inclusion, and Office of Education are collaborating on a three-module Cancer Clinical Research Professionals (CCRP) Program to create new pathways into clinical research careers. The yearlong CCRP Program provides hands-on training and development opportunities to community college students interested in biomedicine via a 6-week summer internship, monthly academic year engagements, and a semester-long apprenticeship. The program expands CCC’s capacity to combine classroom learning with practical experience and professional opportunities, which are critical components of students’ education. It promotes career awareness, specialized skill development, and employment in cancer clinical research among CCC students, a diverse and highly motivated talent pool. The internship attracted 49 applicants in its first year. Out of 22 qualified applicants, 6 interns were selected and will begin their training in June 2024. Detailed findings from the internship evaluation will be available in September 2024. We expect the CCRP Program to be most students’ first experience with clinical research careers, greatly expanding their access to opportunities. Our evaluation will present lessons learned during the first year of the CCRP and plans to modify program components. Findings will also inform related training initiatives such as developing an Associate Degree in Clinical Research. We are confident that our forthcoming data will be of interest to other cancer centers and academic medical centers working to enhance their cancer clinical research workforce, which is essential for inclusive research and cancer health equity. Citation Format: Camilla Frost-Brewer, Aspen Ward, Lauren Wall, Megan Mekinda, Eileen Dolan, Jasmine Tiro, Matt Cohn. Addressing the urgent demand for clinical research professionals through a novel training initiative [abstract]. In: Proceedings of the 17th AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2024 Sep 21-24; Los Angeles, CA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2024;33(9 Suppl):Abstract nr B175.

Mentoring global talent: an integrative review

PurposeThe international mentoring literature predominantly features traditional company-assigned expatriates as protégés overlooking other types of global talent, such as immigrants, refugees, and international graduates, who may help organizations gain long-term IHRM competitive advantages. We integrate multidisciplinary research to better understand the role of mentoring as a global talent management tool, identify research gaps, and propose future research directions.Design/methodology/approachWe draw on an integrative review of 71 academic journal articles published between 1999 and 2024 to explore the role of mentoring in managing global talent (i.e. expatriates, immigrants, refugees, and international students and graduates).FindingsWe found that research has identified and examined relationships between various antecedents and outcomes of mentoring but mainly treating mentoring as a talent development tool. Less is known about the role of mentoring as a recruitment and selection tool in the pre-employment context. Mentoring is an important HRM tool that contributes to managing a global talent pool and developing existing employees.Originality/valueThe review contributes to a better understanding of the characteristics and processes involved in mentoring in a global context by proposing a framework that incorporates antecedents of mentoring, characteristics of the mentoring process, and mentoring outcomes. It highlights the value of mentoring as a recruitment and selection tool supporting global talent management and identifies avenues for future research.

USING SOCIAL MEDIA AS A RECRUITMENT TOOL: STRATEGIES AND BEST PRACTICES

In today’s digital age, social media has emerged as a powerful tool for recruitment, revolutionizing traditional hiring methods. This study explores the effectiveness of social media platforms such as LinkedIn, Facebook, Twitter, and Instagram in attracting, engaging, and recruiting top talent across industries. By examining various strategies employed by organizations, this research identifies best practices for leveraging these platforms to enhance recruitment outcomes. Key strategies include employer branding, targeted advertising, passive candidate engagement, and community building. Additionally, the study highlights the benefits of using social media for recruitment, such as cost-effectiveness, a broader talent pool, and real-time communication, while also addressing challenges like candidate authenticity and information overload. This research provides actionable insights for HR professionals and recruiters seeking to optimize their social media recruitment strategies to improve hiring efficiency and attract the best talent.

THE CURRENT LEARNING METHODOLOGY AND IT’S FUTURE TRENDS

The future of any country's development the main determining factor is education. The main goal of education is for student’s successful training, intellectual, moral, with appropriate physical capabilities and humaneness respect, study, work, and live independently is to develop into a capable individual. Nowadays, the development of technology changes people's lives technology while making it easier and easier of a person who wants to receive services based on progress arouses interest. It is also in education and depends. [1]Technological innovation fundamentally transforms education, reshaping the needs and skills required for present and future workplaces. Building a future-ready education system requires consistent delivery of 21st-century curriculum and inclusive models that provide a strong foundation for lifelong adaptation and new skills development, with specialized education focusing on skills that are in demand in the real world. This disconnect between employer needs and talent pools must be addressed.This study on where and how modern learning methods and trends are headed in today's Industry 4.0 transition is based on the predictions of a wide range of experts from the World Economic Forum's expert network and the Organization for Economic Co-operation and Development (OECD)'s Education and It was developed based on the initiative of the Future of Skills 2030 project.

A Study on General Staffing Services and Manpower Providing Services of QUESS CORP LTD. in Ahmedabad

This research paper presents a comprehensive study of general staffing services and manpower providing services offered by Quess Corp in Ahmedabad. The study aims to explore the operational frameworks, client engagement strategies, and service delivery mechanisms that make Quess Corp a significant player in the staffing industry. Through a combination of qualitative and quantitative research methods, including interviews with company executives, surveys of client companies, and analysis of industry reports, the paper delves into the challenges and opportunities faced by the company in the rapidly evolving employment landscape of Ahmedabad. Key findings indicate that Quess Corp's emphasis on technology- driven solutions, robust training programs, and strategic partnerships has significantly enhanced its service efficiency and client satisfaction levels. Additionally, the study highlights the critical role of adaptive workforce solutions in addressing the dynamic needs of businesses in Ahmedabad. The paper concludes with recommendations for leveraging technological advancements and optimizing human resource management practices to further strengthen Quess Corp's market position. Quess Corp’s general staffing services encompass temporary staffing, contract staffing, and permanent staffing solutions. The company’s comprehensive approach ensures that it can meet the diverse staffing needs of its clients, ranging from short- term project-based requirements to long-term strategic hires. The study explores how Quess Corp tailors its services to suit the specific demands of various sectors, including IT, manufacturing, retail, and healthcare. The company utilizes advanced technology platforms to manage its talent pool, ensuring quick and accurate matching of candidates to job requirements. This technological integration is a significant factor in Quess Corp’s ability to deliver high- quality staffing solutions efficiently

Employee Branding Thru Social Media

Developing a distinct Employer brand sets an Employer apart from its rivals and other companies competing for the same talent pool. Most businesses now utilize internet media significantly in the field of brand development. Branding is a marketing term that is applied to organizations, which are seen as goods with distinct characteristics. Jobseekers collect information from organizations’ online platforms as well as informal feedback from other stakeholders. The investigation includes not only their online presence and how they are portrayed, but also the degree of engagement of their activities in various social media platforms (e.g. Face book, YouTube, LinkedIn, Twitter). Although the research that mostly focused on The analysis includes not only their online presence and how these businesses are presented, but also the level of interactivity of their activities in various social media (e.g., Facebook, YouTube, LinkedIn, and Twitter), as well as a description of the Measurement Model Assessment, social media factor with all items displayed. Fit Indices for SMM Model (CFI)

The spatio-temporal variations of cultivated land compensation efficiency and its influencing factors in mainland China

Cultivated land, for which compensation is a practical approach to safeguarding, is a strategic and scarce resource. Evaluating the cultivated land compensation efficiency and identifying its influencing factors are of great significance for monitoring the effect of such compensation and improving the associated policy. A new multi-dimensional framework for estimating the cultivated land compensation efficiency was proposed. This framework not only emphasized the externality of cultivated land but also incorporated its ecological value. Cultivated land compensation efficiency in mainland China from 2000 to 2021 was estimated using this framework and the global Super-SBM model. The panel Tobit model was also adopted to analyze the factors influencing cultivated land compensation efficiency. The results show that (1) Over the past 22 years, the cultivated land compensation efficiency in mainland China initially declined but subsequently exhibited an upward trend, maintaining an average value of 0.724. (2) On a spatial scale, the cultivated land compensation efficiency exhibited pronounced regional pattern, with higher levels observed in the northeastern and southwestern regions of mainland China and lower levels in the eastern region. The cultivated land compensation efficiency in different provinces has distinctive patterns as well. Generally, the cultivated land compensation efficiency is relatively stable in most provinces, though few illustrate an uptrend. (3) Both the ratio of the population with tertiary education and above to the total population and the ratio of primary sector production to GDP affect cultivated land compensation efficiency positively, with the former being more significant. Conversely, GDP per capita, agricultural water consumption, the area affected by disasters, and the ratio of local expenditure on science, technology and education to total fiscal expenditure affect cultivated land compensation efficiency negatively. Therefore, a set of recommendations has been put forward, encompassing the optimization of provincial inputs and outputs, the reinforcement of inter-provincial coordination and collaboration, and the expansion of the talent pool of funds.

Staying connected beyond the clock: a talent management perspective of after-hours work connectivity and proactive behaviours in the digital age

PurposeWorking arrangements’ hybridity has become paramount, particularly after the coronavirus disease 2019 pandemic. A remote working environment has indubitable advantages (e.g. the ability to work from anywhere and at any time). However, such flexibility comes at the cost of being virtually always connected. This duality poses challenges for talent management (TM) in determining who can thrive under these specific conditions and how. This study explores how employees respond to this extended connectivity – namely, work connectivity behaviour after-hours (WCBA) – and its influence on proactive talent behaviour by constructing and testing a theoretical model that differentiates employees’ reactions to this condition.Design/methodology/approachThis study collected data from 400 mainland Chinese employees using online and offline methods. Owing to the potentially varied effects of working in digital environments on employees, a dual mediation regression model was employed to test the hypotheses.FindingsRemote and hybrid work and, specifically, the increased connectivity experienced by employees can be a “double-edged sword” in influencing their proactive behaviour (PB). While employees experience increased organisation-based self-esteem, which positively correlates with more intense PB, this prolonged exposure may also cause emotional exhaustion (EE), which has a negative correlation with PB. Jointly considering both mediation effects revealed that WCBA’s total effect on PB remained negative.Originality/valueThis study enriches the debate regarding the development of TM practices specifically designed for remote work. It recommends paying greater attention to how employees react to increased connectivity experienced in remote and hybrid working environments. Increased self-esteem or passive EE are possible elements for identifying employees’ talent potential. The separation between work and after-work is becoming blurred in the digital age, which reduces employees’ motivation and ability to exploit their inner talents. Therefore, organisations must find alternatives to preserve their talent pools. This study enriches theoretical research on WCBA, promoting an in-depth application of the theory of job-demand resources in the digital age.

A Study on the Integration of Big Data With Information Retrieval Technology in the Construction of Translation Talent Pools

This paper conducts a corresponding study on the construction of a translation talent pool internally through the context of information retrieval technology. It first discusses the current state of development of information retrieval technology in various countries in the present era and the current social development of information retrieval technology. A model of the system is constructed by basing it on information retrieval technology. The system model of information retrieval technology combined with the optimisation problems associated with translation talent pools is also investigated, incorporating a factorisation algorithm. The results of the study show that the system model of big data combined with information retrieval technology has good application in concrete practical applications after modelling and performing internal upgrading.

Embracing Global and Local

The paper explores cases of immigrant/expatriate game developers (“game expats”) in Finland, focusing on the influence of global platforms and local game development practices. Results from qualitatively analyzing longitudinal interview transcripts (n=64) collected from 2020 to 2023 indicate that the migration of game expats is inherently bound to globally shared and fast-changing game development tools and platforms (e.g., shared game engines, publishing channels). Thus, an individual’s digital compatibility with global technical practices positively affects the motivation to migrate. Meanwhile, countries and companies each have different ways of implementing game development practices into work (e.g., different terminology, prioritization). The individuals’ ability to adapt to such local interpretations of practices positively affects settlement and motivation to stay. However, despite the pluralistic nature of game development — of both global and local factor’s influence — the incidents of cultural encounters and tryouts were often perceived as a risk amongst game developers. This negative perception leads to game expats’ assimilation and self-exploitative work attitudes. Therefore, the paper calls for a joint effort of industrial and societal game ecosystem stakeholders to encourage cultural competence and tolerance in the ecosystem to nurture sustainable talent pools and inclusive game work environments.

Uncovering the Hidden Variable: Corruption and the Underperformance of Zimbabwean Soccer Teams

This study investigates the factors contributing to the underperformance of Zimbabwean soccer teams, with a specific focus on the often-overlooked variable of corruption. Through a mixed-methods approach, combining statistical analysis and qualitative interviews, we identify the determinants of soccer success and propose strategies to address maladministration. Our findings suggest that corruption, alongside economic performance, talent pool size, experience, culture, and political factors, plays a significant role in national soccer team performance. However, the literature lacks exploration of these factors in the African context. Our research reveals a lack of clear strategic planning processes, inadequate governance structures, and limited financial incentives in Zimbabwean soccer clubs. We recommend education and training, business coaching, ethical leadership, transparency, accountability, and punitive measures for corruption to improve soccer development in Zimbabwe. This study contributes to the understanding of soccer development in Africa and highlights the need for urgent reforms to address corruption and maladministration in sports management.

Adaptive virtual team planning and coordination: a mathematical programming approach

Purpose The rise of remote work increasingly requires organizations to coordinate a single large, consolidated talent pool into ad-hoc, short-term project teams on demand. This problem involves many simultaneous considerations including project revenues and rejection costs, conflicting projects and roles, worker assignment costs, worker utilization preferences and limits, worker reassignment costs, and arbitrary role start and end times. Moreover, plans must be continuously updated in response to changing circumstances. This paper addresses the problem of dynamic virtual team planning and coordination. Design/methodology/approach We show this problem is NP-hard and provide a dynamic mixed integer linear programming (MILP) formulation for both optimal initial plan generation as well as continuous plan adjustment and re-optimization. We utilized a factorial experiment design to generate benchmark problems spanning a wide range of characteristics and conducted extensive computational experimentation using a common MILP solver. Findings Exactly optimal solutions to large, realistically sized problems were consistently obtained in short amounts of time. All observed solution times were sufficient to support the operational decision-making requirements of real-world virtual team coordination, demonstrating the viability of this approach. Practical implications The approach developed in this research can enable organizations to optimally coordinate virtual teams on a large scale and continually adjust plans in response to changing circumstances, all in an automated manner. Originality/value This paper addresses a new and complex problem of increasing importance to organizations due to the rise in remote work. We provide a problem formulation and exact approach for optimally solving both the planning and re-planning aspects of this problem.

New mechanisms for increasing agricultural total factor productivity: Analysis of the regional effects of the digital economy

The digital economy has introduced new ideas and methods for the high-quality development of agriculture, becoming a driving force for enhancing agricultural production efficiency. This manuscript utilizes balanced panel data from 1,503 counties and employs the three-stage DEA-Malmquist method to measure agricultural total factor productivity (hereinafter referred to as ATFP). Fixed effect models and mediation models are used to explore the impact and mechanisms of digital rural development on ATFP. The research findings indicate that both ATFP and digital rural development are increasing, although regional disparities exist. The eastern region has higher levels of digital rural development and ATFP compared to the central and western regions. Analysis using fixed effect models and mediation models shows that digital rural development has a significant positive effect on ATFP during the sample period, with rural inclusive finance and human capital playing a mediating role. The impact of digital rural development on ATFP varies across regions. It is more prominent in main grain-producing and main grain-consuming areas, and less significant in balanced production and consumption areas. Geographically, the impact is stronger in the eastern region than in the central and western regions. When categorized by the type of agricultural production, the impact is significant in livestock areas, while relatively smaller in planting industry areas. Based on these findings, it is recommended that local areas tailor their approach to digital rural construction and formulate agricultural production policies that leverage regional strengths and address weaknesses. Additionally, promoting the development of rural inclusive finance, cultivating digital talent, improving talent introduction policies, and expanding the rural digital talent pool are suggested to build momentum for agricultural development.

Interrelationship Between Motivation with Job Satisfaction and Productivity Parameter by Talent Acquisition Team: A Case Study

Job satisfaction, dedication, and employee motivation play an important role in the steady growth of an organization which becomes very evident especially after the pandemic. The present study aims to know the efficacy of the talent acquisition (TA) team is to understand how elements like motivation, job satisfaction and employee productivity, interact to enhance organizational performance, by identifying the factors that drive motivation among employees, the team aims to design strategies that foster job satisfaction, which in turn can lead to higher productivity levels. Here, exploratory research is used along with a statistical analysis intervention. Structured questionnaire data sourced from Durgapur Steel Plant (DSP) helped to meet the analytical conclusion. The results show that organizations need to follow a clear TA and management policy by which motivational factors and the working environment have a positive impact on the productivity of the employees. In today’s time the working environment of the organizations is global, complex, highly competitive, agile, and fast result-oriented. Expectantly, this integrative framework may guide or value further academic research on parameters of functions of TA team and might also inform the work of talent management professionals for enhancing productivity and growth of the talent pool.

Exploring the Factors in the Discontinuation of a Talent Pool Information System: A Case Study of an EduTech Startup in Indonesia

This research was conducted to determine the reasons behind users’ discontinuation of talent pool information system use. A qualitative approach was chosen to explore these factors in depth. Respondents were selected using purposive sampling techniques, and the data collection process was carried out through semi-structured interviews. The thematic analysis method was then applied to the transcripts of the interviews with the users. Based on the qualitative methodology employed, we found seven factors behind users’ discontinuation of the use of the studied information system. The seven factors were grouped based on two dimensions, namely, experiential factors and external factors. Poor system quality, informational issues, interface issues, and unfamiliarity with the system influenced the experiential factors. On the other hand, the external factors were influenced by workforce needs, talent mismatches, and a lack of socialization. This research offers a novel, in-depth analysis of the factors that cause users to stop using information systems based on direct experience from users. In addition, the results of this study will be used as feedback companies can use to improve their systems.