Talent Recruitment Research Articles

Industry-University Collaboration and Commercializing Chinese Corporate Innovation

We examine how industry-university collaboration (IUC) enhances the commercialization of corporate innovation using a comprehensive dataset of 93,303 industrial firms and 153 notable research universities in China. Measuring IUC with the occurrence and frequency of patents co-assigned to both firms and universities, we first document that firms with more IUC activities have better performance in commercializing their technology. Instrumental regressions, dynamic difference-in-differences analysis, and matched sample regressions all support a causal interpretation of the effect. Further evidence suggests that our results can be attributed to two channels through which firms benefit from IUC: knowledge acquisition and talent recruitment.

Challenges and priorities in talent management during the global pandemic caused by COVID-19

The paper deals with the talent management issue as one of the effective human resource management practices during the global pandemic caused by COVID-19 and points to the main challenges and priorities in the research area. Talent management has undergone a dynamic development in recent years. It has recently become a frequently discussed concept among business and academics alike and one of the priorities of the modern management of all companies. The paper also presents the results of research carried out on a sample of 137 human resources managers. Respondents who participated in the questionnaire survey are human resources managers in companies operating in the Slovak Republic at national and international markets. Data were collected using the online questionnaire. For the research, two research hypotheses were established. The hypotheses aimed to determine whether there are statistically significant relationships between the scale of talent recruitment and selection process over the past year; the change in the management and organizational style of the company during the COVID-19 pandemic; the existence of the statistically significant relationship between the budget allocated to talent management and headhunting practices over the last year. The hypotheses were verified using correlation analysis and the methods of inductive statistics. Testing the statistically significant relationships verified hypothesis H1. It confirmed the existence of statistically significant relationships between the scale of the talent recruitment and selection process over the past year and the change in management and organization of the company during the COVID-19 pandemic. The hypothesis H2 was rejected. It stated the absence of statistically significant relationships between the budget for talent management in the organization during the COVID-19 pandemic and the competition for qualified talent for the last year. The questionnaire survey results pointed how human resources managers in companies operating in the Slovak Republic perceive the situation associated with the current COVID-19 pandemic. The findings identified the pandemic impact on talent management and how human resources managers see human resource management's future and priorities.

What is the Right Mix? Toward a Compensatory Theory of Employer Attractiveness

Despite its long history, employer attractiveness research so far has almost exclusively studied large corporate firms and focused on the question which employer benefits influence firms’ employer attractiveness. However, we know only little about to what extent these findings generalize to more resource-constrained firms, such as small companies and start-ups. To address this void in the literature, this study integrates the theory of instrumental-symbolic employer benefits with a neo-configurational perspective to propose and test a compensatory theory of employer attractiveness that explains how start-ups achieve high employer attractiveness. Using set-theoretic methods, we analyze 219 start-up job postings and match them with ratings of their employer attractiveness. Across all job postings in our sample, we find two configurations constituting attractive employment offerings by start-ups: one focusing on remuneration and employees’ work attitude and the other focusing on employee development and a strong company culture. Addressing recent calls in the literature, we also show that context – i.e., start-ups’ business focus and human capital needs – matters in shaping the nature of the configurations associated with higher employer attractiveness. Our study extends extant research by testing a compensatory theory of employer attractiveness and advances our understanding of talent recruitment in start-up firms.

Technology-driven practical efficiency in talent recruitment process in New Zealand

Technology-driven practical efficiency in talent recruitment process in New Zealand

The Community-Engaged College: Grand Valley State University’s Industry and Community Partnership Model

The Grand Valley State University (GVSU) Seymour & Esther Padnos College of Engineering & Computing (PCEC) deeply values industry and community partnerships. Our academic programs were developed at the request of, and in collaboration with, industry stakeholders in order to bolster the professional workforce in West Michigan. We are rooted in the local community, working together on innovative methods for student engagement, talent development, and problem-solving. To ensure success, five key avenues through which PCEC engages with community partners were identified: 1) K-12 Pipeline Development, 2) Experiential Education, 3) Applied Research & Development, 4) Talent Recruitment, and 5) Continuous Learning.

Work visas and return migration: how migration policy shapes global talent

ABSTRACT The recruitment and retention of foreign talent are crucial dimensions of the global education and labour markets. This paper examines how entwined migration policies and corporate practices shape the development and flow of international skill. I pair an original dataset of employment histories with 105 interviews with skilled migrants and institutional actors to examine the process of skill and knowledge formation among foreign-born workers in the United States and return migrants in India. The findings show that employer-sponsored visas constrain the development of foreign skill and inefficiencies in the implementation of H-1B visas andgreen cards are contributing to return migration. Return migrants leave the United States with knowledge and skills in STEM and business that they developed while studying and working in the United States. At the same time, multinational employers are increasingly conceptualising migration experience as a skill, giving return migrants an advantage in their home labour markets. The findings of this paper illustrate how interactions between state and corporate institutions shape the process of skill formation throughout the migration journey.

Stochastic neural network based data analysis‐related talent recruitment optimization via CDN server

The competition for talent is always intense, especially in the era of big data, the data analysis‐related talent recruitment plays an important role in promoting the development of enterprises. Regarding resume screening, it is considerably significant during the process of talent recruitment. Consider that Neural Network (NN) has the strong stability on the prediction result and is given a lot of attention, this paper uses Stochastic NN (SNN) to optimize the data analysis‐related talent recruitment. Meanwhile, SNN is used to train resume‐related dataset and make resume screening. In addition, in order to accelerate the training process and decrease the training complexity, this paper uses Locally Linear Embedding (LLE) to do dimension reduction in terms of the extracted data features. Furthermore, in order to guarantee the on‐line resume screening, this paper does resume screening under Content Delivery Network (CDN) scenario, where CDN has two functions, that is, data storage and hot resumes recommendation. The experiments are made based on the collected 7000 resumes, and the result show that this paper has good optimization effect on data analysis‐related talent recruitment.

High Solar-to-Hydrogen Conversion Efficiency at pH 7 Based on a PV-EC Cell with an Oligomeric Molecular Anode.

In the urgent quest for green energy vectors, the generation of hydrogen by water splitting with sunlight occupies a preeminent standpoint. The highest solar-to-hydrogen (STH) efficiencies have been achieved with photovoltaic-electrochemical (PV-EC) systems. However, most PV-EC water-splitting devices are required to work at extreme conditions, such as in concentrated solutions of HClO4 or KOH or under highly concentrated solar illumination. In this work, a molecular catalyst-based anode is incorporated for the first time in a PV-EC configuration, achieving an impressive 21.2% STH efficiency at neutral pH. Moreover, as opposed to metal oxide-based anodes, the molecular catalyst-based anode allows us to work with extremely small catalyst loadings (<16 nmol/cm2) due to a well-defined metallic center, which is responsible for the fast catalysis of the reaction in the anodic compartment. This work paves the way for integrating molecular materials in efficient PV-EC water-splitting systems.

K-pop boot camps in choreographic co-creative labor

The worldwide popularity of South Korean popular music has generated global consumer demand for variations of its grueling training regimen offered by talent recruitment agencies and dance studios. Using the case study of the South Korean popular music boot camps offered by the Australia-based agency, The Academy, this article seeks to frame these performative engagements along more cosmopolitan notions of choreographic co-creative labor. In contrast to the highly competitive South Korean popular music machinery, participation in these boot camps can be characterized as affective prosumer “free labor” from trainees from diverse backgrounds, abilities, and motivations. Through programs that enable trainees to “re-present,” “re-organize,” and “re-interpret” K-pop dance performances, studios like The Academy leverage on K-pop’s popularity and its training pedagogies so as to open new fields of creative labor. Accompanying such openings are the strengthening transnational connectivities in the activities of The Academy in intensifying existing multicultural networks in Australia. The studio is also part of a more cosmopolitan platform in orienting traditionally Eurocentric mainstream Australia culturally toward the Asia-Pacific region. By further democratizing the dance abilities of K-pop choreographies, initiatives like The Academy serve in enlarging creative labor in transnational rhythmic communities.

Métodos de Reclutamiento y Selección de Personal: Análisis a la Gestión de las Empresas Ecuatorianas

Las organizaciones se manejan en un medio altamente competitivo y cambiante. Por lo cual los procesos de reclutamiento y selección de talento humano en las organizaciones constituyen el pilar determinante y diferenciador de la competitividad de la empresa. La presente investigación pretende analizar la gestión de las micro, pequeña, medianas y grandes empresas en el medio ecuatoriano, en lo referente a la aplicación de los procesos de reclutamiento y selección del talento humano. Mediante la aplicación de una metodología cuantitativa y el manejo de una encuesta, que se aplicó de forma online, se enfoca en el análisis de 6 categorías fundamentales: Medios de reclutamiento, Duración de la selección, Técnicas de selección, Feedback de postulantes, Personal con discapacidad, toma de decisión. Participaron en forma voluntaria 249 reclutadores, pertenecientes a la población económicamente activa ecuatoriana, que fueron reclutadas y seleccionadas dentro del tipo de empresas antes descritas, respondiendo a criterios de inclusión-exclusión determinados para la selección de la población dentro del marco de la investigación. Los resultados evidencian la diferencia de procesos entre los diferentes tipos de empresas, las consecuencias de estos en la gestión empresarial y la objetividad del manejo del proceso de reclutamiento y selección para poblaciones con discapacidad.

Recruiting digital talent: The strategic role of recruitment in organisations’ digital transformation

Recruitment plays a central role during digital transformation because companies in many industries need to hire employees who possess IT-related knowledge, skills and abilities to digitalise their products, services and processes. However, extant research so far mainly has focussed on the use of digital technology in recruiting processes and its outcomes, whereas strategic aspects have received little attention. Based on 26 interviews with recruiters in 22 organisations, this study examines the interplay between recruitment and digital transformation beyond the use of digital technology in recruitment, focussing on more strategic aspects. The study examines recruitment’s role in organisations’ digital transformation. We found that the recruitment of digital talent as a new target group triggers change within the company, and does so in three ways: First, recruiters have realised the necessity to adapt their measures and processes to the new target group. Second, recruiters have developed a new self-understanding. Third, recruiters have recognised the need to support the organisation’s digital transformation by taking on a bridging function. Our study makes two contributions: First, we identified two new roles for recruitment during digital transformation: It acts as a ‘sensory organ’ that enhances the organisation’s absorptive capacity; and it takes on the role of a ‘mediator’ between external and internal groups. Second, this study builds on the human resources (HR) literature by analysing the strategic implications that digital transformation imposes on recruitment, highlighting recruitment’s part in renewing an organisation’s human resource base, which is crucial for its digital transformation.

Analyzing the Participation Factorsof Local Labour in the Malaysian Construction Industry

The dependency of the Malaysian construction industry on foreign workers affected the productivity of the industry. Sustainable supply of sufficient talent is required in order for Malaysia to support the aim that had been targeted under CITP, where productivity is one of the thrusts in the transformation program for the industry. However, the hardship in the recruitment of local talent has worsened the scenario and caused the industry player to prefer hiring foreign workers compared to local labour. Thus, the aim of the study is to analyse the participation factorsof local labour in the Malaysian construction industry. This paper presents a survey result of 45 respondents which involves the industry player around Petaling District in Selangor. The findings from this research summarise the participation factorof local labour in the Malaysian construction industry. It is hoped that the findings of this study may assist in stimulating the number of local labours in the construction industry through better productivity among the construction stakeholders especially the contractors in conjunction with the CITP strategic thrust

One finance: dealing with Nigeria’s highly-skilled talent constraints

Learning outcomes This case study aims to provide students with: an understanding of the unique challenges companies in Africa face in attracting and retaining highly-skilled human resources. The ability to critically evaluate various talent recruitment, development and retention options available to companies in Africa. Case overview/synopsis This case study examines the talent management challenges faced by Chijioke Dozie, CEO of Nigeria-based financial services company One Finance (OneFi). Under the brand name Carbon, OneFi operated a digital financial services app that offered loans, bill payments, an investment platform and an electronic wallet. However, Nigeria did not have many professionals with experience in consumer lending and certain technical skills, particularly data scientists and software engineers, was hard to find. Data scientists, for instance, were not only in short supply in Nigeria but also they were in high demand globally. OneFi, therefore, competed against top employers throughout the world, but with a start-up budget. OneFi’s talent management dilemma is a common challenge faced by companies operating within under-developed African economies. The insights and learnings from this case are, therefore, also applicable to other businesses on the continent. Complexity academic level MBA Post Grad. Supplementary materials Teaching notes are available for educators only. Subject code CSS 1: Accounting and Finance.

A Study on Customer Analytics Initiative (WCAI) and its Impact on the Brand of Wharton Business School

The Wharton Customer Analytics Initiative (WCAI) is the leading academic research center that focuses on the development and application of customer analytics methods. WCAI is the leading academic research center in the world that focuses on the development and application of customer analytics methods. The innovative Research Opportunity Platform and the "crowd sourcing" approach to R&amp;D, WCAI helps academic researchers from around the world understand how to effectively monetize consumer data collected by developing and applying new predictive models to businesses. The authors couple their work with companies and researchers around the world with a variety of co-curricular student programs that facilitate talent development and recruitment. Started with a generous donation from Wharton alumnus Art Bilger and his wife, Dahlia, and with an executive relationship with Omnicom Group, Inc. WCAI has a significant impact on data-driven corporate decision-making processes and on the dissemination of vital information to managers, students, and policy-makers. Customer Analytics refers to the collection, handling, evaluation, and systematic exploitation of a company's granular data regarding the behaviours of its customers. In this paper, we analyzed the features and impact of the Wharton Customer Analytics Initiative (WCAI) on different stakeholders.

Talent recruitment analysis based on Chinese mainland public colleges and universities in perspective of occupation requirement

The open recruitment in Chinese mainland public colleges and universities mainly require master's degree or above currently. In the perspective of occupation requirement, combined with recruitment processes, this research analyzed ideological and moral quality, work ethic, ability and quality and others concerned by recruiting units (public colleges and universities), in addition, made moderate comparisons with that of Western countries represented by America. This research aimed to guide worldwide talents who were fond of Chinese culture and wanted to come to China to choose educational positions. It helped personnel administrators in higher education institutions to rethink recruitment processes, so as to improve recruitment efficiency, talent quality, optimize faculty structure and perfect personnel regulations and system. Moreover, it provided clues to an in‐depth exploration and analysis of sino‐american in education, talent management and related policies in universities.

The role of corporate environmental commitment and STP on technological talent recruitment in service firms

ABSTRACT In the era of “war for talent” companies should develop effective mechanisms to attract and retain talented workers. In this research, we study how two complimentary company’s mechanisms –firms belonging science and technology parks and corporate environmental commitment –can improve talent recruitment in the field of R&D. Then, a longitudinal study has been carried out from the Spanish Panel of Technological Innovation database (PITEC). Our empirical results show positive individual effects of both firm’s belonging to a science and technology park, as well as corporate environmental practices on technological talent recruitment. Nevertheless, results show an unexpected substitutive effect of both variables on technological talent recruitment.

An innovation intermediary for Nairobi, Kenya: Designing student-centric services for university-industry collaboration

Engaging students as partners in university-industry collaboration (UIC) through challenge-based and real-life projects creates significant value for all participants through novel educational approaches, talent recruitment, user-driven innovation, new resources, and research-related opportunities. However, as these practices have developed iteratively over time in industrialized countries and are highly context dependent, it is unclear how they can be best transferred to emerging economy contexts. In this paper, we present a research and design process of creating an innovation intermediary to foster student-centric UIC in Nairobi, Kenya. Seen as a set of services that reside on a multilevel platform, the intermediary aims to add value to the existing ecosystem through open access knowledge sharing, promoting partnerships, and mentoring for impact in an integrative, complementary way. Through a four-step qualitative research process involving interviews and co-creation workshops with local stakeholders, we examine the ecosystem, define value creation, design the services of the intermediary, and propose a step-wise model for further diffusion. We note the importance of establishing a solid rationale for collaboration, understanding the expected value to be created, creating a neutral space for the collaboration, and planning the implementation in detail. We contribute to transferring student-centric UIC practices into emerging economy contexts.

Humanistic leadership in Thailand: a mix of indigenous and global aspects using a cross-cultural perspective

PurposeTo explore how leadership behavior in Thailand relates to humanistic leadership through indigenous and cross-cultural lenses.Design/methodology/approachAnalogically based and semi-structured interviews were used. The primary focus was on factors associated with expatriate success in leading Thais in a Thai context. As such, the main sample included 24 expatriates. Two local Thai leaders were also interviewed. Qualitative interviews were analyzed inductively using NVivo.FindingsFive interrelated themes emerged from the data: guiding, bridging, emotionally supporting, socializing and indirectly communicating. These themes relate to Asian holistic thinking, Thai culture and humanistic management. Evidence for humanistic leadership was found, albeit in culture-specific ways.Research limitations/implicationsResearchers may benefit from studying local, indigenous leadership practices and determining if and how they fit etic concepts such as humanistic leadership. Limitations of this study include a small sample from only one country.Practical implicationsTo be successful, leaders should engage in humanistic leadership practices that fit the Thai context. Human resource departments may wish to focus their talent recruitment, selection and development on these behaviors.Originality/valueThis paper adds to the nascent literature on humanistic leadership by providing an indigenous as well as cross-cultural lens to understanding humanistic leadership in the context of Thailand.

Attracting New Investigators to Alzheimer's Disease Research: Outcomes of Increased Funding and Outreach.

Since 2015, the National Institute on Aging (NIA), National Institutes of Health (NIH), has experienced significant increases in funding for Alzheimer's disease and Alzheimer's disease-related dementias (AD/ADRD). This analysis assesses the impact of these funds on expanding the AD/ADRD workforce. NIA administered 860 awards to 695 AD/ADRD R01 awardees during fiscal year 2015-2018. Twenty-nine percent of awardees were new or early-stage investigators, while 38% were new to the AD/ADRD research field (NTF). Among these NTFs, 59% were established investigators, that is, experts with NIH funding in another discipline but new to AD/ADRD research. Awards were further analyzed to determine the focus of their research based on International Alzheimer's Disease Research Portfolio (IADRP) categories. Forty-six percent were focused on Molecular Pathogenesis and Physiology. Other IADRP categories, including Diagnosis, Assessment, and Disease Monitoring and Translational Research and Clinical Interventions, represented 5%-15% of awards. Significantly, NTF investigators received 50%, 42%, and 70% of the total grants awarded in Population Studies, Dementia Care, and Brain Aging, respectively, suggesting that NTF investigators are filling research gaps. While these results suggest that enhanced funding is associated with recruitment of new talent, opportunities for further growth remain, particularly related to care, caregiving, and health disparities.

Nonprofit quality: What is it and why should nonprofits care?

This manuscript examines a quality‐oriented philosophy in a nonprofit context utilizing semi‐structured interviews with nonprofit executive directors. The findings indicate that nonprofit organizations do seek continuous improvement and value a long‐term focus, consistent with for‐profit quality aspirations. However, factors unique to the structure of nonprofit organizations exist and contribute to organizational quality. The interviews converged to highlight five areas that relate to organizational quality in nonprofit organizations: donor relationships, organizational transparency, board member involvement, talent recruitment, and employee commitment. The findings indicate that a quality‐oriented approach to nonprofit governance affects an organization's ability to secure funding and address the mission of the respective organization more efficiently and effectively. Thus, it is suggested that incorporating a quality‐oriented philosophy creates a competitive advantage for nonprofit organizations in an increasingly saturated market.