Recruitment Practices Research Articles

Clinical trial recruitment of people who speak languages other than English: a Children's Oncology Group report.

Persons who speak languages other than English are underrepresented in clinical trials, likely in part because of inadequate multilevel resources. We conducted a survey of institutions affiliated with the Children's Oncology Group (COG) to characterize current research recruitment practices and resources regarding translation and interpretation services. In October 2022, a 20-item survey was distributed electronically to institutions affiliated with COG to assess consent practices and resources for recruiting participants who speak languages other than English to COG trials. Descriptive statistics were used to summarize responses; responses were compared by institution size and type as well as respondent role. The survey was sent to 230 institutions, and the response rate was 60% (n = 139). In total, 60% (n = 83) of those respondents had access to short-form consent forms. Full consent form translation was required at 50% of institutions, and 12% of institutional review boards restricted use of centrally translated consent forms. Forty-six percent (n = 64) of institutions reported insufficient funding to support translation costs; 19% (n = 26) had access to no-cost translation services. Forty-four percent (n = 61) were required to use in-person interpreters for consent discussions; the most frequently cited barrier (56%) to obtaining consent was lack of available in-person interpreters. Forty-seven percent (n = 65) reported that recruiting persons who speak languages other than English to clinical trials was somewhat or very difficult. Institutions affiliated with COG face resource-specific challenges that impede recruitment of participants who speak languages other than English for clinical trials. These findings indicate an urgent need to identify strategies aimed at reducing recruitment barriers to ensure equitable access to clinical trials.

Positive affect congruence between recruiters and applicants: effects on mutual attitudes and behaviors

ABSTRACT Drawing on social identity theory and the elaboration likelihood model, the authors hypothesize that positive affect (PA) similarity between recruiters and applicants affects both parties, and the influenced recruiters’ behaviour thus affecting applicants’ attitudes and behaviours. Nine hypotheses are tested by conducting two studies featuring a time-lagged research design with the goal of investigating the recruitment practices used by higher education institutions (HEIs) in China. Cross-level polynomial regression and block variable approaches examining 142 and 148 separate recruiter/applicant dyads support the proposed recruiter/applicant PA similarity effects. The underlying mechanism is revealed to be recruiters’ informativeness and affective delivery (Study 1), that then causes applicants to form brand identification, which further influences applicants’ attraction to the organization, and intentions to spread positive word-of-mouth about the organization (Study 2). Findings indicate that HEIs and organizations should strive to match applicant/recruiter PA levels. Implications and directions for future research are also discussed.

Does sustainable recruitment enhance motivation? A cross‐country analysis on the role of person‐organization fit

AbstractThis paper analyses the extent to which implementing sustainable recruitment practices (SRP) relates to person‐organization (P‐O) fit and motivation. We also examined the extent to which the collectivism and masculinity dimensions of national culture moderate the relationship between SRP and P‐O fit. Drawing on the attraction‐selection‐attrition framework, social identity theory and stakeholder theory, the proposed hypotheses were tested in a sample of 534 prospective employees from four countries with different cultural contexts. An experimental design was used to test the proposed relationships. The obtained findings highlight the mediating role of P‐O fit in the relationship between SRP and motivation. Collectivism and masculinity moderate the relationship between SRP and P‐O fit. We contribute to prior research by demonstrating a link between perceptions of environmental and social sustainability and motivation, and the consideration of different countries allowed us to underline the role of national context when examining the impact of SRP.

Boosting Productivity through Recruitment, Motivation, and Training in Indonesia

This study investigates the impact of recruitment, work motivation, and job training on employee productivity at PT. Sinar Bima Sakti. Utilizing a quantitative, descriptive approach, data were gathered from 71 employees through accidental sampling and analyzed using SPSS Version 2022. Results show that all three factors positively and significantly influence productivity, explaining 66.1% of its variance. The study suggests that improving recruitment practices, maintaining effective motivation strategies, and optimizing job training can significantly enhance employee productivity. Highlights: 1. Positive Impact: Recruitment, motivation, and training boost employee productivity. 2. Significant Contribution: Factors explain 66.1% of productivity variance. 3. Improvement Needed: Enhance recruitment, maintain motivation, optimize training. Keywords: recruitment, work motivation, job training, employee productivity, quantitative analysis

Optimizing Talent Acquisition: Strategies for Efficiency and Employee Engagement

This research study aims to analyze the resource-intensive nature of current recruitment practices in selected companies in Mysore City and develop strategies for sustaining employee engagement and loyalty. By examining the challenges faced in talent acquisition and retention, the study seeks to identify opportunities for enhancing organizational efficiency and effectiveness in attracting and retaining skilled individuals. This study conducts a thorough examination of recruitment practices and employee engagement strategies in both manufacturing and service sectors by employing a descriptive research design. A sample size of 100 HR managers and executives are selected using simple random sampling, with primary data collected through structured questionnaires. Statistical tools such as ANOVA are utilized to analyze the data, providing insights into industry-wise variations and uniformities in recruitment practices and employee engagement initiatives. The analysis reveals consistent employee engagement scores across manufacturing and service sectors, with non-significant differences in variables such as employee satisfaction scores, retention rates, and participation in training and development programs. Moreover, industry-wise variations in employee engagement strategies, including communication effectiveness and mentorship program participation, are found to be statistically insignificant, This study unfolds the importance of adopting a holistic approach to employee engagement and recruitment practices. The findings suggest that certain engagement initiatives can be implemented uniformly across industries, although organizations should remain attentive to sector-specific needs. Future research could delve deeper into understanding the impact of organizational culture on employee engagement and explore innovative strategies to address evolving workplace dynamics. Ultimately, fostering a resilient and loyal workforce requires continuous adaptation and refinement of engagement strategies in diverse organizational settings.

The role of medical schools in UK students’ career intentions: findings from the AIMS study

ObjectivesTo investigate differences in students’ career intentions between UK medical schools.DesignCross-sectional, mixed-methods online survey.SettingThe primary study included all 44 UK medical schools, with this analysis comprising 42 medical schools.ParticipantsTen thousand four hundred eighty-six UK medical students.Main outcome measuresCareer intentions of medical students, focusing on differences between medical schools. Secondary outcomes included variation in medical students’ satisfaction with a prospective career in the NHS, by medical school.Results2.89% of students intended to leave medicine altogether, with Cambridge Medical School having the highest proportion of such respondents. 32.35% of respondents planned to emigrate for practice, with Ulster medical students being the most likely. Of those intending to emigrate, the University of Central Lancashire saw the highest proportion stating no intentions to return. Cardiff Medical School had the greatest percentage of students intending to assume non-training clinical posts after completing FY2. 35.23% of participating medical students intended to leave the NHS within 2 years of graduating, with Brighton and Sussex holding the highest proportion of these respondents. Only 17.26% were satisfied with the prospect of working in the NHS, with considerable variation nationally; Barts and the London medical students had the highest rates of dissatisfaction.ConclusionsThis study reveals variability in students’ career sentiment across UK medical schools, emphasising the need for attention to factors influencing these trends. A concerning proportion of students intend to exit the NHS within 2 years of graduating, with substantial variation between institutions. Students’ intentions may be shaped by various factors, including curriculum focus and recruitment practices. It is imperative to re-evaluate these aspects within medical schools, whilst considering the wider national context, to improve student perceptions towards an NHS career. Future research should target underlying causes for these disparities to facilitate improvements to career satisfaction and retention.

Gender, culture, and migration: A qualitative study of the socioeconomic challenges facing Afghan women refugees in Khyber Pakhtunkhwa, Pakistan.

The research explores Afghan refugee women's challenges in accessing education, employment, and legal rights in Khyber Pakhtunkhwa, Pakistan. It seeks to inform policy changes to improve their socioeconomic circumstances and mitigate these hardships. The study employs qualitative methodologies, utilizing interviews, observation, and document analysis to capture rich, in-depth narratives from three Afghan refugee women. Each narrative provides unique insights into the women's struggles with education, employment, and securing legal rights. The research highlights challenges from forced migration, gender inequality, cultural norms, and socioeconomic marginalization, causing a holistic crisis for Afghan refugee women in Khyber Pakhtunkhwa, Pakistan. These issues hinder access to education, employment, financial vulnerabilities, and legal uncertainties. The study suggests a comprehensive, multi-pronged approach to policy changes, including education reform for refugee girls, gender-responsive recruitment practices, and legal reforms to secure refugees' rights. It emphasizes gender-responsive support services and involves Afghan refugee women in policy development processes, leveraging their experiences for more effective and inclusive policies.

Human resource management practices on Irish dairy farms: an exploratory study

Context Managing people outside the farm family unit is a new issue for many Irish dairy farmers. In the context of rapid growth, the demand for employees has increased, creating the need for Irish dairy farmers to have human resource management (HRM) skills. Aims This paper explores the extent and type of HRM practices adopted by Irish dairy farmers and the factors that influence their adoption. Methods A questionnaire was developed, piloted, and issued to farmers on the basis of herd size and location. Data from 203 dairy farmers who employ people were analysed to examine the adoption of different HRM practices and the influence of farm characteristics, farmer demographics and farmer attitudes on their adoption. HRM practices included compliance with employment legislation, health and safety, different approaches to recruitment, workforce management and retention. The questionnaire included one or more variables for each of these HRM practices. Where more than one variable was included, an aggregate variable was developed for that practice. Key results Whereas, overall, there was a low level of adoption of best HRM practices, farm characteristics such as herd size and number of employees had a significant influence on farmers’ adoption of compliance with employment legislation, health and safety, recruitment, workforce management and retention practices. Demographic factors such as age, level of education, and average hours worked influenced farmers compliance with employment law legislation, workforce management practices and retention practices. Conclusions The study highlighted an overall low compliance with employment legislation and low adoption of best practices in managing staff among dairy farmers in Ireland. Implications This study highlighted that improvement is needed in all areas of HRM on Irish dairy farms. The findings of this study would be useful to farm advisors who support dairy farmers in improving their management of their businesses. Overall, this study has contributed to a greater understanding of the challenges in managing people in agriculture and how certain factors influences the adoption of HRM practices on dairy farms.

A Study on Role of Social Media in Modern Recruitment – A Review on Benchmark one

Organizations ability to attract and retain top talent is directly impacted by their recruitment efforts, making it a crucial function. The evolution of recruitment practices is examined in this dissertation, with particular attention paid to the incorporation of digital technologies and the move toward data-driven decision-making. Modern approaches that make use of social media, job portals, and sophisticated applicant tracking systems are either supplementing or replacing traditional methods in increasing numbers. The study looks at how effective these contemporary methods are, evaluating how they affect candidate quality, candidate efficiency, and overall organizational performance. Important issues like preserving data privacy, guaranteeing diversity and inclusivity, and handling the large number of applications are also covered. This research offers recommendations for improving the hiring process in a competitive job market, highlights best practices, and offers insights into current trends and future directions in recruitment through a thorough literature review and empirical analysis.

The Impact of Digital Platforms on Effective and Efficient Recruitment Practices in Organisations

The integration of digital platforms in recruitment processes has become a cornerstone for modern organizations seeking to streamline their hiring practices. This dissertation investigates the ways in which digital platforms enable effective and efficient recruitment strategies within organizations. It examines how these platforms enhance candidate sourcing, screening, and selection processes while addressing challenges such as bias mitigation and candidate experience improvement. Through a synthesis of literature, case studies, and empirical research, this study explores the impact of digital platforms on recruitment outcomes and organizational performance. Additionally, it evaluates the role of emerging technologies, such as artificial intelligence and machine learning, in optimizing recruitment processes. By analyzing current trends and best practices, this dissertation offers valuable insights for organizations aiming to leverage digital platforms for recruitment success.

An egalitarian talent selection model to support learning organizations

Purpose This study aims to develop a talent selection model for learning organizations capable of connecting two groups, candidates in a talent hiring process and managers of the hiring company, in a reliable process, promoting organizational learning and increasing employee satisfaction. Design/methodology/approach This paper integrates egalitarian principles, an artificial intelligence mechanism founded on stable matching algorithms, and evaluating critical soft skills to enhance recruitment practices within learning organizations. The authors conduct a numerical real-world application in Python to showcase the model’s effectiveness. Five candidates were evaluated for five job positions. Moreover, 26 soft skills were analyzed by the five company leaders, relating them to the requirements of each job position and by all candidates, as a self-assessment process. Findings The model promoted egalitarian talent management because it motivates the candidates to choose the preferred position in a company, and the employers hire the best candidate. It is satisfactory for all participants in a company’s hiring process if the parties intend to be fair and egalitarian. The benefits of the process can be considered isolated (parties’ satisfaction) or a part of a company’s effort to stimulate an egalitarian culture in organizational values. Practical implications The information generated by the model is used to refine its selection process and improve its understanding of the job requirements and candidate profiles of the company. The model supports this idea, using the concepts of indifference, stability, egalitarianism and the soft skills required and identified to be more effective and learn about themselves. Social implications This paper discusses an egalitarian point of view in the recruitment process. It is satisfactory for all participants in a company’s hiring process if the parties intend to be fair and egalitarian. The process’s benefits can be considered part of a company’s effort to stimulate an egalitarian culture in organizational values. Originality/value This paper brings an excellent future perspective and points to the company’s development of talent retention. The model simultaneously solves the evolution of talent management processes through new technologies and soft skills emerging in the postpandemic scenario.

Child Recruitment as a Response to Armed Group Desertions

The recruitment of children by armed groups has become a normalized practice in civil conflicts globally. The motivations leading children to join armed groups, and encouraging these groups to recruit children are intricate and multifaceted. This investigation focuses on one of these factors, exploring the possible effect that a high incidence of desertions may have on armed groups’ child recruitment practices. Through the use of an OLS regression, negative binomial regression, fixed effects model, and negative binomial panel data model, child recruitment by armed groups in Colombia is examined. Colombia is a representative case of child recruitment, and there is a formidable supply of data on all aspects of its civil conflict provided by government agencies. Overall, the results of the investigation show that the incidence of desertion is associated with an increase in the levels of child recruitment by armed groups. Even when controlling for the incidence of poverty, the proliferation of weapons, and the presence of children, the incidence of desertion is positively associated with the number of child recruitments. These results therefore call for government institutions to improve measures for the protection of children in territories where they may be the most vulnerable to abduction and persuasion, along with DDR programs.

Examining the Relationship Between Technical Competencies, Personal Skills, and Employment Opportunities. Case of Albania

This paper critically examines the effects of technical competencies and personal abilities on employment. Emphasizing the crucial role of hard and soft skills in future development. Focusing on Albania, the study aims to investigate the influence of hard and soft skills on employment within both urban and rural contexts. Additionally, the paper seeks to unravel the disparities in employment policies between these areas, shedding light on the unique challenges and opportunities present in Albania's evolving employment. The literature review serves as the foundation for our research, providing essential insights into the influence of soft and hard skills within both urban and rural contexts, particularly in developing countries. Understanding the dynamics of these skills in employment is paramount for comprehending the nuances of workforce development and policy formulation in diverse geographic settings. The questionnaire, developed based on the insights gleaned from the literature review, was administered to managers and individuals involved in the recruitment process. Data collection involved a random sampling method, resulting in 182 respondents from rural areas and 179 respondents from urban areas. Statistical analysis was conducted using SPSS, version 23, with regression analysis employed to empirically assess the formulated hypotheses. In conclusion, the study underscores the fundamental role of education in facilitating employment opportunities, particularly in rural areas where diplomas hold prominence. However, the ability to retain employment and thrive in the labor market is contingent upon possessing essential soft skills. Thus, while education serves as a gateway to employment, cultivating soft skills is paramount for long-term success in both urban and rural employment areas. The findings of this paper hold significant value for individuals directly engaged in the recruitment process, including employers and employees alike. Employers stand to benefit from insights into the importance of prioritizing soft skills alongside hard skills when evaluating potential candidates, particularly in urban settings where these skills hold greater sway. Similarly, employees can leverage the understanding that possessing and refining soft skills is critical not only for securing employment but also for maintaining long-term market relevance. Overall, this study provides valuable guidance for enhancing recruitment practices and fostering career development in diverse employment contexts. This paper stands out for its focus on employment practices within both urban and rural areas, a perspective that offers a nuanced understanding of workforce dynamics. Furthermore, the inclusion of Albania as a case study adds a unique dimension, providing insights into employment practices within the context of a developing country. By exploring the employment landscape in Albania, the study offers valuable perspectives that may not be captured in studies conducted in more developed nations. This original contribution enhances our understanding of the intersection between urban-rural employment dynamics.

Increasing Diversity in Canadian Radiology: From the Hiring Process to Needed Active Retention Efforts.

The Canadian Association of Radiologists supports equity, diversity, and inclusion (EDI) in employment. It is imperative that institutions implement recruitment and retention practices to ensure a diverse workforce. This requires considerable attention to each step in the process, including the job posting, candidate search, hiring committee composition, interviews, hiring decision, and retention and promotion. Job postings must be widely distributed and visible to underrepresented groups. The candidate search should be completed by a diverse committee with expertise in EDI. All committee members must complete EDI and anti-bias training and conduct a broad search that ensures underrepresented groups are encouraged to apply. Interviews must be offered to all candidates. The hiring decision must avoid the use of subjective criteria. Recruitment of members of underrepresented groups ensures a diverse workforce, and organizations should commit resources to the retention and promotion of these members. Mentorship programs must be implemented and incentives provided to faculty members to serve as mentors. Transparent guidelines for promotion made universally available on department or institution websites. Recruiting a diverse workforce in Medical Imaging will only be achieved if EDI are central to the organization's goals and strategic plan. All organizational policies, practices, and procedures must be reviewed with an intersectional lens to identify potential gaps, areas for improvement, and areas of strength in the recruitment and retention of members of underrepresented groups.

A Study of Diversity on Recruitment

Recruitment is the process of finding and attracting qualified individuals to fill job positions within an organization. It involves identifying the staffing needs of the organization and seeking out suitable candidates to meet those needs. Recruitment plays a crucial role in ensuring that organizations have the right talent to achieve their goals and objectives. It encompasses various activities, including job posting, candidate sourcing, resume screening, interviewing, and selection. A well-executed recruitment process can result in the hiring of talented individuals who contribute positively to the organization’s success. Recruitment is the cornerstone of building a successful organization. It’s the process by which companies identify, attract, and hire the most qualified individuals to fill job vacancies within their ranks. Beyond merely filling positions, recruitment is about finding the right fit — individuals who not only possess the necessary skills and qualifications but also align with the company’s culture, values, and long-term objectives. In today’s competitive business landscape, recruitment has evolved from a transactional process to a strategic function. Companies recognize that their success hinges on the talent they attract and retain. As such, recruitment practices have become more sophisticated, incorporating elements of employer branding, candidate experience, and diversity and inclusion. This introduction sets the stage for exploring the multifaceted nature of recruitment — from understanding the evolving needs of organizations to navigating the complexities of attracting top talent in a competitive market. Throughout this exploration, the importance of recruitment as a driver of organizational success will become increasingly apparent. Talent Acquisition: The primary objective of recruitment is to attract and identify talented individuals who possess the skills, qualifications, and experience necessary to fulfil the requirements of specific job roles within the organization. Fulfilling Organizational Needs: Recruitment aims to address the staffing needs of the organization by filling vacancies promptly with qualified candidates. This ensures that the organization has the right personnel in place to achieve its short-term and long-term goals. Building a Diverse Workforce: Recruitment plays a vital role in promoting diversity and inclusion within the organization by seeking candidates from varied backgrounds, experiences, and perspectives. A diverse workforce fosters innovation, creativity, and better decision-making. Enhancing Organizational Performance: By recruiting top talent, organizations can improve their overall performance and competitiveness. Hiring individuals who possess the required skills and expertise can lead to increased productivity, efficiency, and effectiveness across all levels of the organization. Creating a Talent Pipeline: Recruitment serves as a proactive measure to build a pool of potential candidates for future job openings. Establishing a talent pipeline ensures that the organization has access to a continuous supply of qualified individuals, reducing the time and resources spent on future recruitment efforts.

Unveiling the power of word-of-mouth in pre-recruitment employer branding strategy during COVID-19

PurposeThis study, based on signaling theory, examines the pre-recruitment employer branding strategy during the COVID-19 pandemic. It investigates the relationship between spontaneous word-of-mouth (WOM) recommendations for companies and prospective candidates' job application intentions. Specifically, the study explores serial mechanisms mediating the characteristics of company online career pages, including the perceived informativeness of online job advertisements (ads), candidates' preferences for its web approach to them and the company’s reputation.Design/methodology/approachReflecting prospective candidates from students and young alumni of universities, partial least squares structural equation modeling (PLS-SEM) was employed on a sample of 737 individuals representing various fields of study from Greek universities.FindingsThe findings highlight the effectiveness of positive WOM recommendations during the initial stages of recruitment, particularly amidst COVID-19 challenges in the labor market, notably impacting young candidates. The study suggests that spontaneous WOM, originating from trustful sources, motivates job seekers to actively engage with the company’s web career channels, seeking information and favorable indications of the company’s approach toward its candidates. Positive WOM, combined with informative content and a friendly communication style, plays a critical role in shaping the company’s reputation. Consequently, this encouragement motivates individuals to start their job search efforts and consider applying for positions within the specific organization.Practical implicationsThis research provides valuable empirical evidence in the pre-recruitment field, particularly in unforeseen crisis circumstances such as the COVID-19 pandemic. It examines how spontaneous, positive WOM from sources, like peers and alumni, significantly influences young job seekers' perceptions and preferences regarding the company’s career web channels as sources of information and signals about working conditions. The combination of positive WOM with informative content and a friendly communication style in the web approach plays a crucial role in shaping a positive company reputation. Consequently, this encourages candidates to consider applying for positions within the company.Originality/valueThis research contributes to pre-recruitment studies, especially amidst crises like COVID-19. It examines how positive WOM from trusted sources like peers and alma mater alumni influences young job seekers' views on the company’s career web channels. By emphasizing the importance of combining positive WOM with informative web content and a friendly communication style, the study offers insights into effective recruitment strategies. It highlights the significance of positive and spontaneous WOM in attracting young talent and its impact on job seekers' decision-making, even in uncertain conditions. Overall, it advances recruitment practices for attracting candidates.

'The burden is very much on yourself': A qualitative study to understand the illness and treatment burden of hearing loss across the life course.

Hearing loss is a chronic health condition that rises sharply with age. The way people respond to and cope with health conditions is influenced by their capacity to perform illness and treatment-related work. The aim was to explore the cumulative burdens of living with hearing loss and the resources mobilised to ease the burdens. A qualitative design was used with semi-structured interviews (online or in-person) with participants recruited through audiology services and nonclinical services, such as lip-reading classes. Forty-six participants with hearing loss aged between 16 and 96 years were interviewed. An abductive approach, informed by May et al.'s burden of treatment theory, was used to analyse the data. The illness burden involved participants working to make sense of their hearing loss, engaging in emotional work in response to changes in sound, social interactions and identity and coping with the daily frustrations required to communicate with others. Abandonment and uncertainty characterised the treatment burden; participants engaged in emotional work to adjust to hearing technology and deal with the uncertainty of how their hearing might progress. To ameliorate the burdens, participants drew on internal resources (psychological, health literacy, cognitive) and external resources (social support, financial, information, technology). The workload of hearing loss appears largely devolved to the patient and is not always visible. Our work indicates the need to widen approaches in audiological care through the implementation of lifeworld-led care, family-centred care and peer support to build support for those with hearing loss. We developed the project in consultation with members of the public who have lived experience of hearing loss recruited through Aston University and volunteer links to audiology services. We also consulted people more likely to be affected by hearing loss adults including adults with learning disabilities, older adults in residential care and people from South Asia (Bangladeshi, Indian and Pakistani communities). These individuals commented on the study aims, interview schedule and participant recruitment practices. One of our co-authors (expert by experience) contributed to the development and interpretation of themes and preparation of the final manuscript.

Executing plans to enhance diversity across cancer centers in the United States: opportunities and challenges.

Lack of diversity in the cancer research workforce persists, which the new requirement for all National Cancer Institute (NCI)-designated cancer centers to have a Plan to Enhance Diversity (PED) seeks to address. However, it is not well understood how different cancer centers are approaching the development and execution of these plans. Our objective was to assess how cancer centers are establishing and pursuing their PED. We conducted a cross-sectional survey of members of the Cancer Center Diversity, Equity and Inclusion Network, which includes all NCI-designated cancer centers and several emerging centers. A total of 62 cancer centers (75% of those invited), including 58 NCI-designated cancer centers (81% of those with this designation), participated and completed a questionnaire that assessed PED leadership, major challenges, implementation strategies, and approach to evaluate PED progress. The most common PED challenge identified is recruiting diverse faculty (68% of centers), and the most common strategy currently used to address this is reviewing and revising faculty recruitment practices (67%). The most common approach centers are using to measure PED progress is shifts in demographics (68%), and data on the demographics of faculty, leadership, and trainees are available at 79%, 81%, and 75% of centers, respectively. Almost all centers have established a PED leadership structure, however, there is considerable variation in the approaches used to realize PED goals and in the resources provided to support PED work. Realizing opportunities to share and implement common best practices and exemplar programs has the potential to elevate the impact of PED efforts nationally.

Practices and Challenges of Recruitment in IT Industry

One of the most The purpose of this thesis is to delve into the practices and challenges of recruitment within the IT industry, offering a comprehensive analysis of the strategies employed by recruiters and the obstacles they encounter. By examining the prevailing recruitment landscape, this research seeks to shed light on the complexities of talent acquisition in the IT sector and provide actionable insights for enhancing recruitment effectiveness. The IT industry is characterized by its reliance on highly skilled professionals who possess specialized technical expertise. As such, attracting and retaining talent with the requisite skills and experience is essential for driving innovation, meeting project deadlines, and delivering high-quality products and services. However, the demand for skilled IT professionals often outstrips the available supply, leading to talent shortages and intense competition among employers. To address these challenges, recruiters in the IT industry employ a variety of strategies, ranging from leveraging advanced recruitment technologies and data analytics to enhancing employer branding and implementing agile recruitment methodologies. By understanding the prevailing recruitment practices and challenges within the IT industry, organizations can develop tailored strategies to attract and retain top talent, thereby driving organizational growth and competitiveness. Through a combination of literature review, empirical research, and real-world case studies, this thesis aims to provide a comprehensive understanding of the practices and challenges of recruitment in the IT industry. By synthesizing theoretical insights with practical examples, this research seeks to offer valuable insights and actionable recommendations for recruiters, HR professionals, and organizational leaders seeking to optimize their recruitment efforts in the rapidly evolving IT landscape.

Causes of Gender Disparities in Kenyan Organizations and the Respective Trade Unions

Gender disparities continue to be reported in various dimensions of industrial occupations in Kenya and other parts of the world. This is despite the efforts by various stakeholders, including the enactment of the various gender-responsive labour laws and the inclusion of the industrial relations provision in the Kenyan constitution. Currently, according to the Kenyan National Bureau of Statistics, women's representation in formal wage employment in Kenya is below 27 per cent. The aim of this study was to identify and analyze the institutional factors that influence gender disparities at selected organizations and the respective trade unions in Kenya. A descriptive survey research design was used to obtain data from selected companies in Kenya. Primary data were obtained using questionnaires and interviews, while secondary data was sourced from company records. The data collected were coded and converted to numerical codes, which represent the attributes of the various variables of the proposed study. Data were summarized using percentages, ratios, frequencies and the measures of central tendency. The study findings indicated that gender disparities continue to be experienced at the various levels of organizational and trade union hierarchies. Margins of gender disparities tended to be higher at the top management compared to the operational levels of the organizations. Disparities, too, tend to be higher in manufacturing organizations compared to service sector organizations. The institutional factors that were observed to cause gender disparities included the recruitment practices and procedures, lack of inspection by the ministry in charge of labour in Kenya, and lack of provisions for appeal in the recruitment and promotion policies of the studied organizations. In the right of these findings, the study recommended that there should be strict measures by the government to ensure the implementation of the two-thirds rule at all organizational levels. Both the government and the trade unions must engage in regular labour inspections as a way of enforcing labour laws.