Recruitment Research Articles

The Strategic Recruitment Process And Its Impacts On Achieving Organizational Objectives: Bibliographic Review

Background: Strategic recruitment is a planned process that aligns hiring practices with the organization's longterm goals. Unlike traditional recruitment, which focuses on filling vacancies momentarily, strategic recruitment seeks to identify and attract talent that contributes to the achievement of organizational goals and the sustainable growth of the company. This approach includes analyzing the organization's future needs and devising a plan that ensures the talent needed to meet its long-term goals is available. Materials and Methods: This study consists of a narrative review of the literature that explores the understanding of how strategic recruitment, by being aligned with organizational objectives, can bring more benefits to the company. This approach aims to provide a comprehensive and detailed understanding of the findings, theories, and practical applications relevant to the topic, using diverse academic and scientific sources to support the arguments presented. Results: The results address the effectiveness and impacts of strategic recruitment practices on performance and the achievement of organizational objectives. It was analyzed how the integration of well-defined strategies in the recruitment process optimizes the selection of talents and aligns the skills of new employees with the company's strategic goals and needs. Through data analysis and recent studies, it was possible to understand the importance of a strategic approach in recruitment, highlighting its influence on productivity, innovation, and organizational competitiveness. The results presented indicate the best practices and challenges faced by companies in the search for recruitment that supports and enhances their long-term goals. Conclusion: The study suggests that there is significant room for future research in the area of strategic recruitment. Additional studies can explore how different organizational contexts and sectors influence the effectiveness of recruitment practices and how these practices can be adapted to maximize their impact. It is therefore necessary to continue research on how to integrate new technologies effectively into recruitment, while maintaining a balance between efficiency and human interaction

Parental care reduces parasite-induced mortality in a coral reef fish

Settlement patterns of juvenile fish shape coral reef communities. During the recruitment process, predation rates are extremely high. However, the role that parental care plays in reducing mortality, especially by cryptic natural enemies such as parasites, remains largely unstudied. We investigated whether parental care in the spiny chromis damselfish ( Acanthochromis polyacanthus ) protects juveniles from parasite-induced mortality by gnathiid isopods ( Gnathia aureamaculosa ). Using laboratory experiments, we found that survival of recently hatched juveniles when exposed to gnathiids was higher when parents were present (77%) than when parents were absent (25%). Investigation of their faeces in the field and laboratory indicates that adults consume gnathiids. Together, our data suggest that parental care plays a key role in reducing parasite-induced mortality of juvenile spiny chromis via parental consumption of gnathiids. This highlights the overlooked role of parasites as a source of high mortality in juvenile coral reef fishes and the composition of coral reef fish communities.

Exploring Impact and Variability of Research Productivity Among Academic Orthopaedic Leaders.

Assessing scholarly contributions in academic orthopaedic surgery remains challenging, despite the importance of publication productivity in evaluating academic leaders. The Hirsch (h)-index and its derivative, the m-index, offer objective measures to compare and evaluate publication productivity. The primary aims of this study were to compare h- and m-indices of department chairs and residency program directors of orthopaedic training programs in the United States and assess the association between h-index and program rank. A publicly available Doximity report was used to identify and rank orthopaedic surgery residency programs in the United States. Internet-based searches of institution-specific websites were performed to confirm current department chairs and residency program directors as of January 2024. H-index data were collected from a publicly available database known as Scopus. The m-index was calculated as the quotient of h-index and years in practice. Gender and years in practice were obtained through available biographies on institution-specific websites. Department chairs had significantly higher h- and m-indices at both the career and 5-year time intervals compared with program directors. Upon subgroup analysis, department chairs and program directors at top-10 ranked programs had significantly higher h- and m-indices compared with the entire population of department chairs and program directors. Linear regression analyses demonstrated a direct linear association between department chair/program director h- and m-indices and program rank. Publication productivity was higher for department chairs than residency program directors. Orthopaedic leaders at top-10 institutions had higher publication productivity compared with those at institutions outside of the top 10, per Doximity rankings. Finally, there is substantial variation in publication productivity of orthopaedic surgeons in leadership roles at academic institutions in the United States. This study highlights the publication productivity of orthopaedic surgery department chairs and residency program directors and describes the linear association between publication productivity of academic orthopaedic leaders and program rank. This information can be utilized by those interested in learning more about the publication productivity among academic orthopaedic surgeons across different institutions and can assist those who are involved in the hiring and promotion process at these academic institutions.

How to Hire Top Talent

This article provides guidance to organizations on developing an effective hiring process to attract and recruit top talent. It outlines six key phases of the hiring lifecycle: crafting job postings, sourcing candidates, screening applicants, conducting interviews, making a final selection, and onboarding new hires. For each phase, research-backed best practices are presented to help motivate top performers and identify the right cultural fit. The article stresses understanding what factors drive high-potential candidates like meaningful work, career growth, autonomy, competitive compensation, and strong company culture. It then provides tips for each step, from promoting these motivators in postings to assessing cultural fit thoroughly during interviews to ensuring new hires are set up for long-term success through customized onboarding plans. Overall, the article aims to help companies optimize their talent acquisition strategy.

Challenges of work migration for nurses

According to the World Health Organization, the global healthcare system is increasingly challenged by an aging population and the rising burden of chronic diseases [1]. Additionally, European societies are rapidly becoming multicultural, which presents new challenges and opportunities for communities receiving migrants [2]. Based on the International Centre on Nurse Migration report, the world needs nearly 6 out of 10 million new nurses, turning the nursing shortage into a significant global challenge [3]. With the growing elderly population and the prevalence of chronic diseases, the demand for healthcare professionals, especially nurses, has never been higher [1]. As a result, many Western countries have turned to recruiting nurses from other nations, leading to increased nurse migration, which has now become a global issue [4]. The professional threats associated with nurse migration include communication barriers, heavy workloads, and high levels of responsibility [1]. Moreover, the lack of language proficiency among migrant nurses is considered the biggest obstacle in communicating with patients and healthcare teams [5]. Low wages and high workloads are also significant challenges for migrant nurses [3]. Additionally, recruitment agencies exploit nurses, another issue faced in foreign countries [6].

Community recruitment of underrepresented populations to the AHEAD 3-45 preclinical AD trial using novel partnerships with nursing and community-based organizations: Lessons and outcomes.

Alzheimer's disease (AD) disproportionately affects minoritized populations who remain underrepresented in AD trials. We partnered with local nursing community-based organizations to implement a culturally tailored educational intervention and recruit Hispanic/Latino American, Filipino American, and Korean American adults aged 55 to 80 for the AHEAD study, a preclinical AD trial, at the University of California, Irvine. We engaged 654 individuals across 21 events, leading to 71 prescreenings: 21.1% Filipino, 11.2% Hispanic/Latino, and 67.6% Korean adults. Ineligibility due to age and language barriers was common among Hispanic/Latino and Korean adults, respectively. Filipino adults often withdrew interest or were lost to follow-up. Ultimately, 25 participants enrolled: eight Filipino, two Hispanic/Latino, and 15 Korean adults. Tailored, culturally relevant content significantly contributed to the engagement success. This study demonstrates the value and impact of novel partnerships with health-related provider organizations that provide trusted care and access to underrepresented communities. Six hundred and fifty fourunderrepresented individuals were reached, and 25 enrolled in the AHEAD 3-45 trial. Twenty-one community events were held via partnerships with nursing and community organizations. The study engaged 21% Filipino, 11% Hispanic/Latino, 68% Korean adults. Community-Based Participatory Research (CBPR) principles enhanced the recruitment process. Transparent communication and joint planning were key.

Impact of high-sensitivity C-reactive protein on metabolic syndrome in an elderly population: Findings from a hospital-based cross-sectional study in J&K, India

ABSTRACT Background: Due to affluent lifestyles, primary care physicians are concerned about metabolic syndrome (MetS). Inflammation and insulin resistance are caused by extra adipose tissue. Our study seeks to evaluate, taking into account numerous variables, the relationship between high-sensitivity C-reactive protein (hsCRP) levels and MetS in adults aged 50+ in Northern Kashmir, India. Materials and Methods: In Northern Kashmir, India, a hospital-based cross-sectional study looked into the relationship between hsCRP and MetS in people over 50. The recruitment process included people looking for basic healthcare services. Utilising modified NCEP-ATP III criteria, MetS was established. The association between MetS and hsCRP levels was evaluated statistically while taking into account various variables. Results: The waist circumference, body mass index, systolic and diastolic blood pressure, as well as the prevalence of hypertension, diabetes mellitus (DM), and dyslipidemia were all greater in those with MetS. While demonstrating decreased levels of high-density lipoprotein cholesterol (HDL-C), they also showed higher levels of high-sensitive C-reactive protein (hsCRP) and fasting plasma glucose. A study of correlations revealed a substantial inverse relationship between hsCRP and HDL-C. Elevated hsCRP levels were found to be substantially linked with MetS by the use of logistic regression, along with obesity, uric acid levels, hypertension, DM, and dyslipidemia. These results underline how crucial it is to keep an eye on these variables in order to recognize and treat MetS as soon as possible. Conclusion: Among this investigation, we found strong evidence that high- hsCRP, an independent risk factor for MetS, was present among middle-aged and elderly residents of the northern Kashmir region of India.

The effect of artificial intelligence on the effectiveness of the recruitment process in startup companies

As you already know, the recruitment process is an essential function of HR that will directly influence your organizational triumph. Conventional recruitment is often done via manual screening that can be time- and money-consuming, biased. Recruiting drives growth and competitiveness in the fast-moving world of start-ups, so it is vital that recruitment be executed quickly! In addition, recently, a new trend of employing Artificial Intelligence (AI) in recruitment has been introduced as a game changer. This research on how AI influences the potential success of recruiting in start-up context. The study uses a quantitative design Partial Least Squares Structural Equation Modelling (PLS-SEM) is utilized for analyzing the data. Findings indicate that incorporating AI significantly boosts efficiency, reduces cost per hire in both monetary and time aspects (leading to decreased time spent by recruiters on task handling), and enhances Hire Quality & Candidate Satisfaction in the recruitment process. While casting light on a relatively under-researched area, this paper also makes suggestions for HR practitioners and start-up managers who are contemplating the acquisition of AI technologies within their recruitment processes.

Exploring the Relationship between Recruitment Process and Turnover Intentions with Mediating Role of Affective Commitment: Implications for European Enterprisesa

Exploring the Relationship between Recruitment Process and Turnover Intentions with Mediating Role of Affective Commitment: Implications for European Enterprisesa

THE AI-GENDER INTERSECTION: PIONEERING SOLUTIONS FOR WORK-LIFE BALANCE BEYOND TRADITIONAL HOURS

The paper explores the intersection of artificial intelligence (AI) and gender equality, focusing on how AI can address gender disparities in the workplace and enhance work-life balance. It begins by outlining the historical context of the traditional 9-5 work model and its implications for gender inequality, particularly the challenges faced by women in achieving career advancement and work-life balance. The research objectives include investigating the potential of AI technologies to reduce gender disparities, improve work-life balance, and foster unbiased hiring practices. Key findings highlight that AI can play a pivotal role in transforming workplace dynamics by automating repetitive tasks, enabling flexible work arrangements, and providing personalized support for employees. Case studies illustrate successful implementations of AI in recruitment processes, showing how organizations like Unilever and Hilton have utilized AI to promote fairer hiring practices and enhance diversity. However, the paper also addresses the risks of AI reinforcing existing biases if not carefully managed. The significance of this research lies in its implications for policymakers, employers, and workers. By leveraging AI responsibly, organizations can create more equitable workplaces that accommodate diverse needs and promote gender parity. The paper concludes with recommendations for ethical AI use, emphasizing the importance of transparency, accountability, and continuous monitoring to mitigate biases and ensure that AI technologies benefit all employees.

Challenges of Artificial Intelligence in Human Resource Management of an Organisation

Artificial Intelligence is a technology that enables and prepares the machines to think, grasp, and accomplishing the tasks which are previously carried out by humans. AI has been grown aggressively and exponentially in the past decade. Artificial intelligence is assisting IT companies for making better and faster decisions. This applies to the area of human resources as much as anything else. HR recruiters have carried out Artificial Intelligence software to expedite in recruitment process and create more competence in the overall selection process. The objective of this paper is to assess Artificial Intelligence in Human Resources Management. (HRM) and highlighted the challenges of artificial intelligence in Human Resources Management. Artificial intelligence helps in contributing multiple solutions for hiring managers including basic recruiting tools, intermediate applications and advanced AI solutions. These tools are generating the most efficient way for human resources to predict a candidate’s future success with their company. Artificial Intelligence (AI) is metamorphosing the human resources field altogether. The current study would scatter some light on the breakthroughs of Artificial Intelligence and their implications with respect to HRM.

Women's military service in Poland in the perspective of recruiting women to the Military University of Technology

Abstract: Since 1999, Poland has become a member of the North Atlantic Alliance. The aftermath of this event was that women were allowed to serve in all military positions. At the same time, military academies gave women the opportunity to study on terms previously available only to men. The forerunner in this area was the Military University of Technology (WAT), which not only was the first to open the Academy to female cadets, but also educated the largest number of female officers. The existing research gap regarding the process of transformation of the Armed Forces of the Republic of Poland in the context of educating a highly qualified officer corps, taking into account fundamental changes in ensuring women have access to all officer positions, required an analysis of the process of recruitment and education of women for military service by the largest military university in Poland. Now, after 20 years of training, it is possible to evaluate this process, which became the purpose of this article. The question of how the number of women at the WAT changed in the process of recruitment and enrollment was adopted as a research problem. The intention of the Authors is not only to identify existing trends, but also to highlight the distinguished role of the Military University of Technology in this area. It was assumed (research hypothesis) that not only the interest of women in military studies is increasing, but also the number of women choosing technical education is increasing, as well. The article uses research methods in relation to the cognitive and praxeological research problem: systematic literature review, quantitative methods and qualitative methods, comparative methods, concretization, and formalization methods. The research conducted clearly indicates an upward trend in women's interest not only in military studies, but also in studying at the Academy in general. Although some fluctuations over a period of more than 20 years are noticeable, they are due to economic, demographic, or political factors. Nevertheless, the article clearly shows the significant role of the Military Academy of Technology in educating female officers and thus meeting the requirements of a modern, professional army.

Selection of Marketing Staff Using Simple Additive Weight and VIKOR Algorithm

In today’s rapidly evolving technological landscape, decision-making processes within organizations are increasingly relying on advanced computational methods to enhance efficiency and accuracy. This is particularly relevant in human resource management, where selecting suitable candidates for key positions is critical. Traditional methods of staff recruitment often rely on subjective assessments, which may lead to biases and inconsistencies. To address these challenges, this study proposes the use of the Simple Additive Weighting (SAW) and VIKOR (Vise Kriterijumska Optimizacija I Kompromisno Resenje) algorithms as multi-criteria decision-making tools for selecting marketing staff. The SAW method offers a straightforward approach by assigning weighted scores to various criteria. In contrast, the VIKOR method provides a ranking system that considers ideal and compromise solutions for candidate selection. Integrating these two algorithms makes the selection process more objective and data-driven, reducing the risk of human error and improving overall decision quality. This paper outlines implementing the combined SAW-VIKOR model in the marketing staff recruitment process, highlighting its potential to optimize candidate evaluation and selection. The results demonstrate that utilizing these algorithms enhances the decision-making process, leading to better alignment of selected staff with organizational goals. This approach is valuable for organizations looking to leverage technology in their recruitment strategies.

Optimising The Implementation Of A Dementia Care Education Programme For Healthcare Assistants (Home Support): Lessons From A Qualitative Study

Abstract Background Healthcare Assistants (Home Support) provide a significant level of non-clinical formal care to people with dementia at home. Training is paramount if this workforce is to provide care effectively and achieve the ideals of the Irish National Dementia Strategy. This study examined the process of implementing a QQI-FET level 5 accredited dementia home care education programme for Healthcare Assistants (Home Support), specifically designed with an emphasis on self-development and ethical and strengths-based approaches to care. Methods This study was primarily a qualitative study conducted over five months. Semi-structured interviews were conducted with stakeholders (n=16) involved in the programme’s implementation. Focus groups (n=3) were conducted with 11 programme learners. Data on programme take-up, completion and retention rates were available for review, as were reports from external reviewers, and a sample of evaluation forms completed by learners. Results The programme content and its delivery were highly regarded. Implementing the programme took much longer than planned due to the Covid-19 pandemic, putting recruitment processes in place, and problems recruiting and retaining healthcare professionals to facilitate supervisory sessions. Organizational support, and motivated healthcare assistants with positive attitudes towards training were perceived to facilitate programme uptake and completion. A range of barriers were perceived to act as disincentives to programme participation, e.g. lack of opportunities for career progression. There was strong support for rolling out the accredited programme nationwide and maintaining its in-person format. An alternative shortened non-accredited version of the programme would be welcomed by stakeholders in some areas. Conclusion This qualitative study provides a rich and nuanced perspective on a dementia home care education programme for healthcare assistants (Home Support), challenges encountered during programme implementation and changes needed to optimize implementation. The findings can be used to support strategic and operational decision-making for enhancing programme implementation.

Design of the recruitment and selection process for interns in a packaging manufacturing company

Currently, personnel selection is a necessary process that allows for analyzing individuals who wish to be part of any institution; this is the case in a packaging manufacturing company that recruits professional residents or interns with the aim of carrying out projects that contribute to the company’s growth, while allowing the interns to apply the knowledge acquired during their professional studies. However, there was no formal recruitment and selection process for professional residents, resulting in time inefficiencies, as candidates took an average of 5.41 hours to go through all the filters before being hired. Additionally, there was no designated person responsible for overseeing the interns, leading to projects not being completed satisfactorily. Consequently, there arose the need to apply the 8D methodology to organize, document, control, and evaluate the intern selection process within the company.

Teachers’ Recruitment Procedure in Nigeria: Challenges and Prospects

Nigeria is equally befallen with numerous challenges in its public-school teacher recruitment drive that negatively infiltrate its education system. This paper discusses the challenges experienced in recruiting teachers in public schools in Nigeria. Some forms of obstacles presented are characterized by bureaucratic bottlenecks, flaws in transparency, lack of adequate funding, and nepotism among others. This paper attempts to explore the chances to improve the method of recruiting teachers through policy reforms, increased financing and merit-based choosing criteria. The challenges include bureaucratic bottlenecks, impunity, lack of transparency, inadequate funding, and nepotism. The reform process would promote responsiveness to policy in recruitment through the possibility of further funding and the use of merit selection, and there would be far-reaching change in the process of online recruitment. If these problems are solved, and opportunities gradually positioned in their rightful places, the teacher recruitment process in Nigeria will be better and as such, the quality of education in this country will progress. Based on this, it is advised that any obstacles in the current selection process be routinely reviewed and fixed.

Candidates resume analyzer using artificial intelligence

In the modern recruitment process, where the number of candidates and job vacancies constantly increases, automating resume analysis becomes critically important for efficient selection. This paper focuses on developing a system for automated resume analysis using artificial intelligence, specifically the OpenAI model (ChatGPT). The paper thoroughly examines the system's components, structure, and functional capabilities. The system consists of several key modules: the user interface ensures interaction with users, the Application Programming Interface Gateway facilitates data exchange between the interface and the server, and the authentication module controls system access, ensuring user security. The main part of the system's business logic is implemented on the server, which interacts with the natural language processing module, utilizing the ChatGPT model for processing resume text data. The use of natural language processing technologies allows the system to automatically extract and analyse key elements of resumes, such as education, work experience, skills, and certifications of candidates. This significantly speeds up the processing of large volumes of resumes, improving selection efficiency and accuracy. Data obtained during the analysis is stored in a PostgreSQL database, ensuring reliable storage and quick access for further processing. The paper also emphasizes the importance of integrating the system with other recruiting platforms and databases for more efficient management of the hiring process. Such integration allows for automatic synchronization of job vacancies and candidates, optimizing the search and selection process. Additionally, the paper highlights the key challenges associated with automating resume processing, such as the diversity of resume formats submitted by candidates, differences in data structure, and potential errors in automatically recognizing important information. Despite these challenges, the use of artificial intelligence and natural language processing methods significantly enhances the productivity and accuracy of recruitment processes. Thus, the developed automated resume analysis system based on Artificial Intelligence can become a significant tool in the modern candidate selection process. Its functionality not only enables quick and accurate resume analysis but also allows integration with other HR systems, simplifying the recruitment process, reducing data processing time, and improving selection accuracy.

Development and validation of an infectious disease control competency scale for public health professionals

BackgroundInfectious diseases persistently pose global threats, and it is imperative to accelerate the professionalization of public health workforce. This study aimed to develop and validate the infectious disease control competency scale (IDCCS) for public health professionals to fill a theoretical gap and elevate practical capabilities by informing public health professionals’ development goals.MethodsThe initial item pool was generated through a literature review, and categorized into three dimensions (knowledge, practical skills, and leadership) based on the competency iceberg model and public health leadership framework. A two-round Delphi process was conducted to determine indicators within the scale. A pilot survey was utilized for item analysis and exploratory factor analysis (EFA). A formal survey was employed for confirmatory factor analysis (CFA). The weight value of each indicator was calculated using the analytic hierarchy process.ResultsAn initial scale with three primary items, 14 secondary items, and 81 tertiary items was generated. Twenty experts participated in the two rounds of the Delphi process. Authority coefficients exceeded 0.9 in both rounds. Kendall's W was 0.29 and 0.19, respectively (both P < 0.001). Item analysis presented a Cronbach's Alpha of 0.98, with corrected item-total correlation coefficients ranging from 0.33 to 0.78. EFA demonstrated that cumulative variance explanations for the four primary dimensions (knowledge, practical skills, leadership, and personal quality) were 77.463%, 73.976%, 81.174%, and 68.654%, respectively. CFA indicated that all composite reliability values and average variance extracted surpassed 0.8 and 0.5, respectively. The standardized factor loadings of the items ranged from 0.630 to 0.977. Among the seven model fit indices, each of the four dimensions satisfied at least five criteria. A final three-level scale comprising four primary items, 14 secondary items, and 64 tertiary items was constructed. The weight values for the four primary items were 0.4064, 0.2878, 0.2082, and 0.0981, respectively.ConclusionsThe IDCCS was established to evaluate the competencies of knowledge, practical skills, leadership, and personal quality for public health professionals in infectious disease control. This scale demonstrates good reliability and validity, and can be used for performance evaluation, recruitment processes, curriculum development, and individual self-assessment.

Internal Medicine Residency Program Applicant Perceptions of the SPLIT Recruitment Model Before and After Universal Virtual Interviews.

Enhancing residency recruitment with modifications to interviews has been an area of national interest, further catalyzed by the transition to universal virtual interviewing (UVI). In 2018, our internal medicine residency program redesigned the recruitment process using virtual interviews. Evaluating this recruitment model allows programs to identify applicant perceptions of each component as they consider enhancements. The new model, termed "SPLIT," included separating optional applicant visit days (AVD) from interviews (S), a pre-interview supplemental form (P), learning program information from a dedicated website (L), virtual interviews (I), and flexible timing (remote interview day and site visit) (T). Applicants for the 2019 to 2023 Match who interviewed at one university-based internal medicine residency program. After rank list certification and before the annual Match, interviewed applicants were surveyed regarding their perceptions of the SPLIT process. Responses before (2019-2020 Matches) and after (2021-2023 Matches) UVIs were compared. A total of 386 (75%) of 515 respondents favored video interviews. This preference was stronger in the post-UVI group (92%) than in the pre-UVI group (57%) (p < 0.001). In total, 76% of respondents attended an AVD (virtual or in-person). Applicants in the post-UVI group also favored having interviews separated from the AVD (p = 0.006) and optional AVDs (p < 0.001), more than those in the pre-UVI group. In the pre-UVI cohort, those who attended an in-person AVD tended to report a higher program understanding (OR 7.8), satisfaction with SPLIT (OR 2.1), and a better recruitment experience (OR 2.0). Virtual interviews were highly rated with increased preference following universal adoption. Optional AVDs separated from virtual interviews enhance applicant understanding of the program and were more effective when offered in-person before the pandemic-related restrictions. As programs begin to reintroduce in-person elements, the SPLIT recruitment model offers an innovative approach that addresses applicant and program needs.

Isolation of Virulent Leptospira Serogroup Australis Field Strains from Symptomatic Dogs for Canine Leptospiral Vaccine Development.

Leptospirosis is a widespread zoonosis caused by spirochaetes belonging to the pathogenic species of Leptospira, which are classified into more than 25 serogroups and 250 serovars. Vaccination can prevent the disease in dogs but offers incomplete efficacy because of a lack of cross-protection between serogroups. The aim of this study was to validate a robust recruitment and sampling process, with the objectives of isolating and typing circulating Leptospira pathogenic strains and then selecting those of proven virulence and pathogenicity for vaccine development. Blood and urine samples from dogs with clinical syndromes compatible with acute leptospirosis were sterilely collected and transported to a reference laboratory for a micro-agglutination test (MAT), PCR, and bacterial isolation. Isolated strains underwent molecular typing using RNA16S, variable-number tandem repeat (VNTR), and pulsed-field gel electrophoresis (PFGE). Subtyping was performed using core genome multilocus sequence typing (CgMLST). Among 64 included dogs, 41 had MAT and/or PCR results compatible with Leptospira infection, and 14 Leptospira strains were isolated. Based on molecular typing, 11 isolates were classified as L. interrogans serogroup Australis, serovar Bratislava, and 3 as serogroup Icterohaemorrhagiae, serovar Icterohaemorrhagiae. CgMLST subtyping revealed a diversity of clonal groups (CGs) distributed in several regional clusters. Besides validating a robust recruitment and sampling process, this study outlines the value of combining PCR and serological testing when suspecting leptospirosis and the usefulness of implementing molecular typing methods to identify circulating field strains. It also confirms the epidemiological importance of the Australis serogroup and allows for the collection of different highly pathogenic strains for vaccine development.