Recruitment Research Articles

Perceptions of nursing graduates regarding artificial intelligence interviews: A Q-methodology study

Background & Aim: The integration of Artificial Intelligence (AI) in recruitment processes is increasingly prevalent, particularly within medical institutions. AI interviews are becoming a common practice, and their impact on the perceptions and experiences of candidates is a subject of growing interest. Nursing graduates, who are often at the forefront of medical practice, frequently encounter these AI-driven evaluations during their job searches. This study attempted to examine the perception of AI interviews among nursing graduates who have experienced AI interviews in medical institutions. Methods & Materials: The Q-methodology was applied by selecting 34 Q samples from the 102 concourses extracted through a literature review and in-depth clinical interviews with nursing graduates. The P sample consisted of 35 nursing graduates who had experienced AI interviews. Data were collected using the PQ Method's Q-methodology program, measured on a 9-point scale frame, and Q samples were normally distributed. Results: The study identified four factors of perception: Proactive AI Interview Preparation, Negative Perception of AI Interviews, Positive Perception of AI Interviews, and Critical Acceptance of AI Interviews. Conclusion: In conclusion, perceptions of AI interviews can be categorized into four main types, highlighting both the positive and negative aspects of this technology. The positive aspects include efficiency, fairness, and convenience, while the negative aspects involve concerns about privacy, bias, and the lack of human elements. To design AI interview programs tailored to specific job roles, it is crucial to balance these pros and cons. Additionally, reducing the burden of AI interviews through informative resources and pre-training programs is essential. For successful implementation, ongoing improvements, transparency, and a balanced integration of human judgment are necessary.

Integrating Digital Trends into Candidate Journeys and Employer Branding: A Book Review

Given the evolving landscape of recruitment, the integration of technologi-cal and media trends has revolutionized recruitment processes, transform-ing how companies attract potential future colleagues. “Digitales Recruiting entlang der Candidate Journey. Maßnahmen und Best Practices für erfol-greiches Employer Branding” by Michael Lorenz and Frank Nientiedt (2023) offers insights and guidelines on integrating digital components at every stage of the candidate journey. The book serves as a comprehensive guide to the complex field of digital recruiting strategies. From raising awareness to making a final hiring decision, Lorenz and Nientiedt (2023) break down the stages of the candidate journey, explaining how digital tools can be used to optimize recruitment processes and outcomes. Drawing on related research and specific industry best practices, the book discusses va-rious aspects of digital recruitment, including social media recruiting, app-licant tracking systems, predictive analytics and more. The implementation of digital technologies to create a seamless and candidate-centric recru-itment process is a primary focus. The book highlights the potential of di-gital recruiting strategies by providing methods on how to leverage social media platforms to enhance employer branding or how to use algorithms powered by artificial intelligence to identify top talent...

Digitalizations Enhancement in HR Practices: The Impact of Incorporating AI in the Process of Recruitment and Selection

Many organizations desires to attract the most value-adding talent has pushed their increased adoption of artificial intelligence in the processes of recruitment and selection. As AI can be generated into tools to conduct an analysis of applicants and provide an overview, it reduces the recruiters time allocation on administrative tasks to focus on making more advanced decisions to execute the businesss desired strategic directions and developments. This paper mainly examines the impact of AI in the talent acquisition processes on the three aspects of practical, ethical, and strategic impacts. The practical approach can improve the efficiency in recruitment and selection to find the best-fit candidate through AI algorithms for certain roles. The ethical approach of AI can ensure a fair talent acquisition process that reduces bias and discrimination to support final decision-making. The strategic approach allows organizations to use AI in conducting recruitment and selection practices with considerations on the future growth of the business, prospecting the required talents to achieve such growth. The attraction of using AI in the hiring process can lead to a more digitalized and trendy employer branding, making organizations appeal and expand to innovative pools of candidates. However, there are downsides to all approaches, including the lack of human involvement, the risks of data security and breaches, and the consistency of employer branding in utilizing AI technology. In exploring the benefits and limitations of AIs impact on talent acquisition, there should be a more structured approach to unleashing this technology in the HR practice.

Strategi Komunikasi Yayasan A dalam Rekrutmen Pegawai

This research aims to find out how to formulate communication strategies and evaluations in employee recruitment at Foundation A. A descriptive qualitative approach with a constructivism paradigm. The research sample was job applicants using a purposive sampling method. The research data analysis process was carried out using method triangulation and data source triangulation. Based on the research results, the recruitment process carried out by Foundation A is still carried out normatively. Employer branding and company reputation have an important role in attracting potential job applicants to join Foundation A

Research on Recruitment Management Innovation of Chinese Budget Hotel Chain Enterprises under the Big Data Environment

Abstract: This study delves into the transformative impacts of big data on recruitment management within China's economy hotel chains, emphasizing the urgency and relevance of this research theme in light of the swift digitization witnessed in the hospitality sector. By scrutinizing the current scenario of China's economy hotel industry, the paper underscores the infusion of big data to enhance recruitment processes, thereby addressing prevalent challenges such as inefficiencies and skill mismatches. A thorough analysis reveals that the prevailing recruitment framework within economy hotel chains fails to adequately align with evolving market dynamics and technological progressions. Consequently, innovative strategies leveraging big data analytics and artificial intelligence are proposed to refine recruitment practices, aiming for heightened precision in talent acquisition and process optimization. The research concludes by highlighting the substantial business value and societal ramifications associated with the adoption of big data in recruitment, emphasizing enhancements in operational efficiency, competitive positioning, and contributions to the broader economic landscape of China's hospitality industry.

Advancing Organizational Effectiveness Through Strategic Workforce Planning and Technology Integration

Abstract: This comprehensive examination delves into the pivotal roles of strategic workforce planning and technological advancements in bolstering organizational effectiveness. Spanning various critical dimensions such as human resource demand forecasting, strategic recruitment and selection, employee training and development, diversity and inclusivity, and the integration of technology in HR practices, the paper articulates a multi-faceted approach to optimizing workforce capabilities. By leveraging predictive analytics, organizations can forecast future employment needs, while AI-enhanced recruitment processes streamline candidate selection, ensuring alignment with organizational goals. The deployment of advanced training methodologies, coupled with a focus on creating a diverse and inclusive work environment, not only enriches organizational culture but also drives innovation and improves overall performance. The paper further explores the strategic use of HR analytics, AI in recruitment, and digital platforms in employee development and engagement, highlighting their significance in adapting to the evolving work landscape. Through an in-depth analysis, it becomes evident that the integration of strategic HR planning and cutting-edge technologies is not merely an option but a necessity for organizations aiming to thrive in the competitive global market.

Retraction Note: Adopting artificial intelligence (AI) for employee recruitment: the influence of contextual factors

Retraction Note: Adopting artificial intelligence (AI) for employee recruitment: the influence of contextual factors

Discrimination in the hiring process – state of the art and implications for policymakers

PurposeDespite the increasing heterogeneity of the organizational workforce – as a consequence of major worldwide socioeconomic trends – a considerable number of studies shows how traditionally underrepresented groups still face significant barriers in entering the labor market. Literature has highlighted several grounds for discrimination: ethnicity, age, gender, religion, social status, sexual orientation, etc., and while some of these are extensively investigated (e.g. ethnicity), other fields are still gaining evidence (e.g. social status).Design/methodology/approachIn the current paper, we aim at providing a review of current experimental studies aimed at detecting discrimination in hiring and the possible interventions to reduce bias. Then, we offer a point of reflection for policymaking, analyzing whether such issue should be addressed at the level of the individual (i-frame) or rather at a more systemic level (s-frame).FindingsThe paper provides substantial evidence that discrimination in hiring still exists, despite the never greater pressure for firms’ social sustainability. Further, existing interventions appear to have an overall limited impact in reducing bias. Hence, we suggest that the issue of discrimination in hiring should be tackled at a systemic level, by means of s-frame interventions.Originality/valueThe paper offers a comprehensive understanding of the phenomenon by systematizing the existing body of knowledge deriving from empirical research and offering a broad perspective onto policy implications.

Indirect Cost Burden as an Emerging Issue of Foreign Employment in Developing Nations

Background: The current migration patterns and shifts present significant challenges, including widespread human rights abuses, exploitation of migrant laborers, high indirect costs due to expensive travel, limited affordable credit options, scarce job opportunities for low-skilled workers, and inadequate domestic migration policies. This study aims to identify the additional financial burdens faced by Nepalese migrant workers in Gulf countries. Methodology: A qualitative research design was used, with purposive sampling to select participants who had migrated to Gulf countries. In-depth interviews with 55 migrant laborers were conducted to gather data on cost burdens and employment conditions. Findings: Results showed that the indirect cost burden increased significantly after 2015 due to extended processing periods and technical procedures. Respondents generally preferred regulations before 2015. Despite legal changes like the "Free Visa: Free Ticket" policy reducing direct expenses, intermediaries and other indirect costs have offset this reduction, increasing the financial burden on migrant workers. Conclusion: The study provides valuable insights into Nepal's foreign employment complexities, urging more research and measures for migrant worker well-being. Findings reveal intermediaries exploiting workers by altering passport photos or obtaining counterfeit birth certificates. Additionally, 2% of surveyed workers migrated as young returnees before age 18. These insights are essential to empower recruitment agencies and improve their practices, ensuring safer, prompt, and more productive labor migration. Novelty: This study uncovers the hidden financial burdens Nepalese migrant workers face in Gulf countries. It highlights the offsetting effect of intermediaries on legal reforms like the "Free Visa: Free Ticket" policy. It offers new insights into labor exploitation and emphasizes better regulation and worker protection.

Recruitment and selection process in IBACUS TECH with special reference to coimbatore

Recruitment and selection process in IBACUS TECH with special reference to coimbatore

Analysis Of Staffing Strategies In Startup Companies: A Qualitative Study In Startup Companies In Jakarta, Indonesia

The purpose of this research is to understand the planning, implementation, and evaluation of staffing strategies by startup companies to ensure their success. This study employs a qualitative approach using a case study method. Research data were obtained through observation at one small startup company, namely Investify, and in-depth interviews with 16 informants, including HR staff, HR Managers, and one CEO of a startup company. Data were coded using NVivo 12 software. The research findings reveal that staffing strategies involve several stages, including selecting job posting channels, candidate screening, and offering incentives to potential employees. The limitations lie in the research scope, focused only on startups in Jakarta, and potential bias in data interpretation. Using these research findings, practitioners can enhance workforce management effectiveness by reinforcing the company's brand through cultural communication, exploring diverse recruitment channels, and improving employee selection methods. The originality and value of this research lie in exploring workforce strategies in Jakarta's startup companies, providing insights into recruitment and selection processes that can enhance staffing strategies in startup companies.

Transforming HR through Analytics: A Study of Performance Improvement Initiatives Driven by Data

ABSTRACT This study examines the transformative impact of facts analytics on Human Resources (HR) practices, especially focusing on overall performance development tasks. As agencies more and more apprehend the value of data-pushed choice-making, HR analytics has emerged as a strategic tool for reinforcing talent control, worker engagement, and ordinary organizational overall performance. By studying case research and empirical data, this studies identifies the important thing blessings of HR analytics, such as stepped forward recruitment processes, better employee retention, and heightened engagement ranges. However, the take a look at also addresses the challenges related to implementing analytics in HR, together with facts nice, change management, and talent gaps. Ultimately, the findings spotlight the need for HR professionals to include a facts-driven culture and invest in analytics abilities to reap sustained performance upgrades. This paper serves as a manual for companies in search of to leverage analytics for more suitable HR effects and strategic alignment.

CAMPUS CONNECT

The project named “Campus Connect” is aimed to create a centralized web-based platform that is intended to fill the gap between fresh graduates and target employers. The system will be an online web application that can be accessed by the college student , the company and the college itself with proper login provided. The system can be used as an application for student or the fresher’s to apply for the job. This application is built using modern web development technologies, ensuring the scalability and ease of use. It also aims to reduce efforts with campus placement. The entire recruitment process gets easy for both the students and the recruiters. This campus connect platform enhances the experience of seeking a job for fresher’s. It also postthe opportunities of job and also help for hiringprocess. This system is designed with three user roles: students, college as a mediators, recruiterseach are provided with special login access and functionalities.

Building an End-to-End Hiring Process in Salesforce: Automating Recruitment with Custom Objects, Approval Processes, and Lightning Components

The process of hiring employees involves numerous steps that can be complex and time-consuming for HR teams. In this paper, we explore how Salesforce can be customized to streamline the hiring process end to end, from the moment a candidate submits an application to the final approval and onboarding. Using custom objects, automation, and integrations within Salesforce, we will develop an efficient system to track interview stages, manage interviewer feedback, and automate approval processes, resulting in a smoother, more organized hiring process. The paper includes key custom fields, workflow automation, and Apex code examples to showcase the technical implementation. Keywords Salesforce, Hiring Process, Automation, Interview Stages, Custom Objects, Workflow, Process Builder, Apex, HR Solutions, Recruiter

Influence of social media and the digital environment on international migration of health workforce from low- and middle-income countries post COVID-19 pandemic: a scoping review protocol

IntroductionMigration of the health workforce from low- and middle-income countries (LMCIs) is increasingly becoming a phenomenon of interest within migration governance systems. The COVID-19 pandemic aggravated health workforce shortages that...

Increasing temperature threatens post‐fire auto‐successional dynamics of a Mediterranean obligate seeder

Abstract Reproductive traits influence plant auto‐successional dynamics in post‐fire regeneration. Obligate seeding species rely on their seedbank and on the climatic conditions following the fire to ensure a successful recovery, defining the window of opportunity for seedling emergence. In the Mediterranean basin, emergence opportunities generally begin with autumnal rains. However, climate change‐induced increases in temperature and drought could jeopardise the regeneration capacity of seeding species by causing temporal shifts in emergence opportunities or by modifying wildfire seasonality. This study aimed to explore the impact of experimentally induced climate change on regeneration dynamics of Aleppo pine (Pinus halepensis), a serotinous Mediterranean obligate seeder. In March 2021, we set up an 18‐month climate change simulation experiment with 15 open‐top chambers (OTC), each paired with a control subplot (CON) on top of Aleppo pines that were naturally regenerating after a stand‐replacing wildfire in SW Catalonia (June 2019). We tagged 178 young Aleppo pine recruits in OTC and CON subplots (98 and 81 respectively), classified according to their initial size, to periodically measure height growth and survival throughout the experiment duration. Furthermore, Aleppo pine seeds were seasonally sown (7900 total seeds) in 10 subplot pairs between May 2021 and April 2022, to monthly monitor temporal patterns of seedling emergence and survival. We found that OTCs reduced overall emergence rates and caused the loss of the autumnal window of opportunity for the emergence of Aleppo pine seedlings. Furthermore, seedlings which emerged within OTCs faced higher mortality rates in all seasons, with only 1% of seedlings surviving compared with 21.1% of seedlings in control plots. The OTC‐induced conditions were also detrimental to the survival of recruited seedlings, especially those with a smaller initial size, although no significant effects of temperature increase were found on growth. Synthesis. Climate change is likely to interfere with the post‐fire regeneration dynamics of obligate seeders by shortening the temporal window of opportunities for emergence and by enhancing the bottleneck effects throughout the recruitment process in the early phases of pine demographic recovery. Altogether, it could threaten post‐fire regeneration by increasing the hazard of a demographic collapse of Aleppo pine.

EU Maritime Industry Blue-Collar Recruitment: Sustainable Digitalization

This research identifies the maritime industry’s key manpower recruitment criteria and uses a specialized online platform to assess the impact of recruitment digital transformation. Through the analysis of 183 validated surveys of Romanian shipbuilding and ship-repair technicians using IBM SPSS Statistics, this study examines digital recruitment trends and potential outcomes. Additionally, it highlights a notable gap in recent literature on digital recruitment optimization within the EU shipbuilding and ship-repair sectors. The findings demonstrate that digitally integrating recruitment tools—such as technical interviews, verified performance evaluations, and machine-learning algorithms for candidate prioritization—could significantly enhance recruitment accuracy, transparency, and efficiency. The key potential outcomes include improved efficiency, reduced bias, scalability, and cost savings overall for the recruitment process—valuable insights for European maritime stakeholders seeking to remain competitive, while addressing increasing labor demands.

“Hi. I’m Molly, Your Virtual Interviewer!” Exploring the Impact of Race and Gender in AI-Powered Virtual Interview Experiences

The persistent issue of human bias in recruitment processes poses a formidable challenge to achieving equitable hiring practices, particularly when influenced by demographic characteristics such as gender and race of both interviewers and candidates. Asynchronous Video Interviews (AVIs), powered by Artificial Intelligence (AI), have emerged as innovative tools aimed at streamlining the application screening process while potentially mitigating the impact of such biases. These AI-driven platforms present an opportunity to customize the demographic features of virtual interviewers to align with diverse applicant preferences, promising a more objective and fair evaluation. Despite their growing adoption, the implications of virtual interviewer identities on candidate experiences within AVIs remain underexplored. We aim to address this research and empirical gap in this paper. To this end, we carried out a comprehensive between-subjects study involving 218 participants across six distinct experimental conditions, manipulating the gender and skin color of an AI virtual interviewer agent. Our empirical analysis revealed that while the demographic attributes of the agents did not significantly influence the overall experience of interviewees, variations in the interviewees' demographics, significantly altered their perception of the AVI process. Further, we uncovered that the mediating roles of Social Presence and Perception of the virtual interviewer critically affect interviewees' Perceptions of Fairness (+), Privacy (-), and Impression management (+).

Who Shortlists? Evidence on Gender Disparities in Hiring Outcomes

A substantial body of research examines the relevance of hiring as a source of gender disparities in organizations. However, there is limited evidence on how different sets of key organizational decision makers contribute to gender disparities in hiring outcomes. To address this research gap, we exploit the staggered adoption of a new hiring process in a multinational corporation, which transferred from hiring managers to HR departments the task of shortlisting: narrowing a large pool of candidates to a more manageable set before final decision making. Using a difference-in-differences design, we find that the transfer of shortlisting responsibility increased the share of newly hired women. Additional tests based on quantitative and qualitative data are largely consistent with our finding that the transfer of shortlisting from hiring managers to HR departments led to fewer gender disparities in hiring outcomes given the increased expert knowledge in evaluating candidates and reduced opportunity costs for conducting such evaluations. Our setting offers a unique opportunity to help isolate key organizational decision makers’ role in contributing to gender disparities in hiring outcomes, and our findings have implications for how to alleviate gender disparities in employment.

THE IMPACT OF CLOUD-BASED MANAGEMENT INFORMATION SYSTEMS ON HRM EFFICIENCY: AN ANALYSIS OF SMALL AND MEDIUM-SIZED ENTERPRISES (SMEs)

Cloud-based management information systems (MIS) are becoming integral to the operational success of small and medium-sized enterprises (SMEs), particularly in enhancing the efficiency of human resource management (HRM) processes. This article, based on a comprehensive review of 75 peer-reviewed studies, investigates how the adoption of cloud-based MIS positively impacts critical HRM functions such as employee management, recruitment, training, and performance monitoring. The findings indicate that cloud-based systems significantly streamline these HR tasks by reducing time, costs, and the administrative burdens traditionally associated with manual or localized HR operations. Moreover, the integration of real-time data analytics through cloud-based platforms enhances decision-making capabilities, enabling HR professionals to make data-driven and timely decisions that improve overall workforce management. The reviewed studies also emphasize that cloud-based MIS are essential for improving strategic HR planning. These systems allow SMEs to access advanced tools for workforce analytics, employee engagement, and performance tracking, which were previously only accessible to larger corporations. The flexibility and scalability offered by cloud-based MIS enable SMEs to quickly adapt to changes in staffing needs, business growth, and external market conditions without the need for costly infrastructure. Furthermore, the review highlights the role of cloud technology in fostering innovation within HR departments by supporting predictive analytics and AI-driven decision-making, which can further enhance operational efficiency. In addition to operational benefits, cloud-based MIS facilitate a more seamless integration of HR functions across geographically dispersed teams, allowing for enhanced collaboration and communication. This capability is especially critical as SMEs continue to adopt remote and hybrid work models.