Recruitment Research Articles

Rethinking Culture Fit in Talent Acquisition

This article argues that organizations should move away from primarily hiring for "culture fit" and instead focus on acquiring a diversity of talent. The explores how overemphasizing cultural similarity in hiring can undermine efforts to build inclusive workplaces. Citing research, the article posits that prioritizing culture fit disproportionately excludes women and minorities, and results in a homogenous workforce that lacks the diverse perspectives needed for innovation. Alternatives are presented such as evaluating fit and unique contributions, and changes to embedding inclusion throughout the hiring process like name-blind screening and inclusive leadership training. Practical strategies tailored to industries like tech, non-profit and healthcare are also shared. The article concludes that moving beyond culture fit as the sole criterion in hiring yields benefits but requires sustained leadership and an ongoing commitment to diversity, equity and inclusion.

S06-4: How is organised the exercise training of the outpatient phase III cardiac rehabilitation in the Greater Region?

Abstract Purpose The phase III cardiac rehabilitation includes lifestyle modifications and exercise training. While the phase III cardiac rehabilitation is recommended, there is no clear recommendation regarding its organisation. To investigate how exercise training in phase III cardiac rehabilitation was organized, we conducted a pilot study in the Greater Region (an international region composed by territories from Belgium, France, Germany, and Luxembourg). Methods We emailed and called five organisations offering or coordinating the exercise training of the phase III cardiac rehabilitation in the Greater Region and investigated different parameters: status of the contacted organisations, profile of their participants, recruitment process, organisation of the exercise training classes. We also screened the websites and registration forms of the different contacted organisations. Results Non-profit organisations organised exercise training in phase III cardiac rehabilitation in all 4 territories of the Greater Region. The profile of the participants in the exercise training varied across the different territories from participants with cardiac diseases only to everybody. For the 1st registration, participants should provide a medical clearance or/and a referral letter from a medical doctor or a cardiologist. In some territories, a stress test was additionally required for participants with cardiac diseases and participants presenting risk factors for cardiovascular disease. Annual medical clearance was not mandatory in some territories. In two territories, participants may be referred into a starter programme at the beginning of phase III cardiac rehabilitation. After this starter programme, participants were invited to continue into the regular programme. In most cases, exercise training was supervised by physiotherapists or sports therapists. The medical surveillance of the exercise training by a medical doctor and/or a nurse was often recommended but rarely and heterogeneously implemented. Conclusions The exercise training of the outpatient phase III cardiac rehabilitation is organised differently in the 4 territories of the Greater Region. Variation exists in implementation of referrals, medical clearance, and medical surveillance. Guidelines based on the evidence and the good practice should be elaborated. It will help non-profit organisations to better organise and administrate exercise training of the phase III cardiac rehabilitation.

169 Strategies for recruitment of adolescent girls into physical activity programmes: a systematic review

Abstract Purpose Physical activity is essential for youth physical and mental health, yet just 15% of adolescent girls worldwide meet the World Health Organization guideline of 60 minutes of moderate-to-vigorous physical activity per day. A persistent challenge faced by physical activity providers, however, is recruiting adolescent girls into their programmes. This review aims to provide quantitative evidence-based recommendations for optimal recruitment practices for this cohort. Methods Five electronic databases were searched (Embase, Medline, CINAHL, Web of Science, and Cochrane Library – Central Trial Registry) including database-specific terms, truncations, and synonyms combining ‘adolescent females’, ‘recruitment’, and ‘physical activity’ to identify randomised controlled trials of physical activity interventions for adolescent girls worldwide. Hand searches of references were also conducted. Data was extracted regarding study, participant, and intervention characteristics, pre-determined recruitment goals, recruitment strategies employed, and the number of participants screened, eligible, approached, randomised, and retained. Outcomes included whether recruitment goals were met, recruitment rate, and any revised recruitment measures implemented mid-study. Results After removal of duplicates (n = 71), 5460 articles were screened by title and abstract independently by two reviewers. 70 full-text articles were screened by two reviewers, resulting in 26 included studies. Preliminary analysis showed that most physical activity programmes were school-based (76.4%), multicomponent (65.4%), and designed based on behaviour change theories (80.8%). All studies employed multiple recruitment strategies such as distributing information to eligible students in schools (14 studies), researchers presenting directly to eligible students at their school (10), teachers assisting with recruitment (6), providing small gifts, vouchers, or the ability to earn awards for participation (5 each), and posting flyers in schools (4). The mean recruitment rate for adolescent girls into physical activity randomised controlled trials was 60.4% (SD = 26.94), with high variability (23.6%-99.2%). Ongoing analysis will provide regression results regarding the effectiveness of recruitment strategies employed and their impact on recruitment outcomes. Conclusions Application of the findings of this review by physical activity programme providers may enhance their recruitment processes, potentially increasing teenage girls’ physical activity enrolment worldwide. Funding This research was funded by the Irish Research Council and the Dublin City Sport & Wellbeing Partnership through the Enterprise Partnership Scheme.

Life cycle perspective in design and product development

Abstract Eco-design is one of the cornerstones of the modern economy, as reflected in the policies aimed at implementing the principles of design for the environment in the European Union legislation. A life cycle perspective is a feature of eco-design. The study aimed to determine whether and to what extent the selected companies operating in manufacturing sectors consider life cycle perspectives when designing and developing the products they offer. The main research area discussed in the following article focused on the question: What kind of activities related to the idea of life cycle thinking in product policy can be identified in the analysed enterprises? Qualitative research was conducted using the individual in-depth interview method with representatives of selected industries located in Poland. Eight manufacturer groups were invited to participate in the study. Based on the recruitment process, 24 companies were chosen for the interview. Individual in-depth interviews were conducted using Microsoft Teams, following the ICC/ESOMAR Code 2016 standards. Based on the results, most companies that participated in the study considered the life cycle perspective when designing or further developing products. However, their activities varied in scope. The activities of the ten interviewed companies could be regarded as advanced. For six companies, the advanced activities targeted the product’s use phase. Two companies undertook such activities at more than one life cycle stage. The study provides evidence that the surveyed companies are beginning to think beyond operational boundaries and changing their pro-environmental orientation, albeit unimpressively. The paper provides evidence that eco-design requirements are an unquestionable driver for activities from a life cycle perspective. All surveyed manufacturers of energy-powered products are taking measures to reduce energy intensity with less activity, for example, ensuring the durability/reliability of products and finding solutions to facilitate disassembly and recycling.

Racial differences in cardiothoracic surgery letters of recommendation

ObjectiveCardiothoracic surgery lacks racial diversity. Attracting the best candidates requires valuing diversity and advancing a recruitment process that minimizes racial bias. Implicit bias in recommendation letters has been identified as an influential mechanism for lack of diversity in cardiothoracic surgery. We aim to investigate how applicant race impacts language used in cardiothoracic surgery fellowship recommendation letters. MethodsWe examined applications to an accredited cardiothoracic surgery fellowship program between 2017 and 2021. Recommendation letter authors were categorized as cardiothoracic and noncardiothoracic surgeons. Applicant self-reported race was dichotomized as White and non-White. Applicant characteristics were described using standard descriptive statistics and compared between applicant race. Recommendation letters were examined with linguistic analysis software and higher-level analysis to assess language associations between applicant race and author specialty. ResultsA total of 597 recommendation letters were analyzed from 158 individual applications. Cardiothoracic surgeons composed 334 (55.9%) recommendation letters. A total of 95 applicants (60.1%) were categorized as White. White applicants were described as more driven (P = .03), whereas letters for non-White applicants were more authentic (P = .02) and highlighted past experiences (P = .05). Cardiothoracic surgeons wrote longer letters (P = .04) with standout adjectives (P = .03) more frequently for White applicants and emphasized perceptiveness (P = .02) more often when writing for non-White applicants. ConclusionsWe demonstrate that authors' recommendation letters are influenced by applicant race. Letters written for White candidates are significantly longer and more descriptive of drive and outstanding characteristics than letters written for non-White candidates, particularly when written by cardiothoracic surgeons. Addressing this bias is crucial for recruiting the best candidates for cardiothoracic surgery.

Role of Teachers Recruitment Process on Students’ Academic Performance in Public Secondary Schools in Rwanda: A Case of Nyamasheke district, Rwanda

This research focused on evaluating the impact of teachers' hiring strategies on the academic achievement of students in government secondary schools in Rwanda, specifically in Nyamasheke District. This study was based on human capital theory and theory of teachers' quality. The researcher intended to employ a descriptive research design and correlational research design for data collection. The total number of participants was 180 teachers, 20 education officials and 30 head teachers. These participants were drawn from 30 selected schools across 15 sectors within Nyamasheke District, Rwanda. The sample size was 146 participants calculated by using Yamane formuala. Teachers was selected randomly while headteachers and education officials was selected purposively based on their relevant experiences, in line with the study's objectives. A substantial percentage of respondents (43.9%) strongly agreed that a strong link exists between the teacher recruitment process and students' academic performance, with an additional 38.6% agreeing. This indicates that over 80% of participants believe recruitment directly influences academic success. However, a minority (7.9% strongly disagreeing and 7.0% disagreeing) expressed skepticism about this relationship. Moreover, 64.9% of respondents strongly agreed that recruiting qualified teachers positively impacts student behavior, while 25.4% also agreed. This suggests that nearly 90% of participants see a connection between qualified teachers and improved student conduct. When it comes to collaboration among teachers, 46.5% strongly agreed and 38.6% agreed that the recruitment process influences teamwork, although some (7.0% disagreed and 5.3% strongly disagreed) did not perceive a strong link. Additionally, 62.3% of respondents agreed that merit-based recruitment enhances academic outcomes, with 15.8% strongly agreeing. However, 14.0% of respondents strongly disagreed, indicating a divergence of opinion on the effectiveness of this approach. The Pearson correlation coefficient calculated for these variables is 0.919, indicating a very strong positive correlation. This suggests that enhancements in the recruitment process are strongly associated with improved student academic outcomes. The coefficient value of 0.919, which is close to1, implies a near-perfect positive correlation.

Perception and Practice of HR Managers Toward Talent Philosophies and its Effect on the Recruitment Process in Both Private and Public Sectors in Two Major Cities in Nigeria

Perception and Practice of HR Managers Toward Talent Philosophies and its Effect on the Recruitment Process in Both Private and Public Sectors in Two Major Cities in Nigeria

Prawne i praktyczne aspekty dotyczące przetwarzania danych osobowych w procesie rekrutacji

The subject of this article is to identify good practices, occurring risks and irregularities in the processing of personal data of job candidates as part of the employee recruitment process and to develop principles for verifying the correctness of the functioning of this process as a tool supporting the audit task. The recruitment process and the associated staff turnover is one of the key areas where the employer should ensure the organizational and legal security of the processed personal data, which undeniably affects its professionalism and the perception of external customers, such as job candidates. The uniformity of the legality of this process is influenced by both national labor laws and EU regulations. The key principles to ensure the compliance of processed data with the requirements of labor laws in the recruitment process are the principle of data minimization and storage limitation, as well as the processing of personal data of job candidates by persons only authorized by the employer, who have committed themselves to the principles of confidentiality and impartiality. The above is also related to the implementation of the controller’s information obligations to job candidates and their correlation with the actual processing of personal data by the controller and its authorized personnel.

Optimizing Teacher Recruitment and Compensation: Enhancing HR Practices in Basic Schools

This study examined the recruitment, selection, and compensation processes at Basic School A, identifying areas for improvement in human resource management. Using a qualitative approach, semi-structured interviews were conducted with the headteacher and a purposive sample of teachers. Thematic analysis revealed that the recruitment process involves completing education, national service, applying through the GES portal, and documentation before posting. Teachers preferred the previous decentralized system for greater commitment and reduced transportation costs. The compensation process includes validation by the Accountant Generals’ Department to eliminate absenteeism and “ghost” employees, though some teachers are only aware of monthly credits. Both teachers and the headteacher highlight staffing as needing improvement, suggesting that decentralizing recruitment to consider teachers’ residences would enhance job satisfaction and performance. Recommendations include decentralizing recruitment to allow district selection, establishing transparent validation guidelines, and shifting towards decentralized staffing for better resource management and improved teacher commitment.

Changes in aerobic metabolism associated with the settlement transition for the leopard coral grouper (Plectropomus leopardus)

Metamorphosis is a critical aspect of coral reef fish ecology. This developmental milestone marks changes in form and function that permit successful transition of pelagic larvae to the demersal lifestyle on coral reefs. However, we know very little about the physiological changes that occur during this period, specifically potential changes in energetics associated with swimming. This is critical, as swimming is the mechanism by which pelagic larvae find a suitable reef on which to settle. Coral grouper larvae (Serranidae: Plectropomas leopardus) were collected at night as they came into the vicinity of a fringing reef to settle, and their physiological metamorphosis was characterized. Larvae and 24 h-settled juveniles were exposed to an endurance swimming test at ecologically relevant swimming speeds, and oxygen uptake rates were measured during activity. To describe how aerobic and anaerobic properties of tissues change during metamorphosis, we also measured whole body citrate synthase and lactate dehydrogenase activity, respectively, as well as mitochondrial density in the trunk and pectoral fins. Our approach accurately measures the oxygen uptake rates these life stages need during the recruitment process, with larvae having a 74% higher mass-specific oxygen uptake rate (ṀO2) than settled juveniles despite swimming at speeds that are only 1.5 body-lengths per second (BLs−1) faster. Citrate synthase activity significantly decreased upon settlement; as larvae had 3.7 times higher activities than juveniles, suggesting that rapid changes in aerobic metabolism of tissues may be an important process during metamorphosis in this species. In contrast, lactate dehydrogenase did not significantly differ upon settlement. These findings highlight some physiological modifications that pelagic coral grouper larvae undertake within 24 h that contribute to successfully settling onto a coral reef.

A step-by-step guide for remote working in the NHS: evaluation of a virtual consultant psychiatrist hiring scheme.

In 2021, Solent NHS Trust advertised for a fully remote consultant psychiatrist to meet increasing clinical demand. This pilot scheme was evaluated to determine its success. The job applications underwent content analysis, recruitment and support staff were interviewed, and in-depth rolling interviews were conducted with the three now-employed virtual psychiatrists. We have gained an objective understanding of this new and innovative way of working and, overall, shown that fully remote working in the National Health Service (NHS) is feasible. The findings were used to create a step-by-step guide for the remote hiring process, which outlines the necessary steps for conducting it in a safe, swift and successful way. This guide could help other NHS organisations to advertise, recruit and manage fully remote employees.

Research on teachers of colour and minoritised teachers in majoritarian education systems: A scoping review of the literature in the last two decades

AbstractThe world map is changing due to waves of immigration, population and demographic changes in mainland Europe and North America. There is a growing need for a more diverse teacher workforce to close the racial and ethnic gap between students and teachers in populations with high diversity. The scholarship discussing integration challenges facing teachers of colour and minority teachers in majoritarian education systems has yet to be exhaustively analysed and synthesised. Moreover, the literature remains fragmented despite numerous studies emphasising the significance of supporting teachers of colour and minority teachers to ensure equity and inclusiveness in majoritarian education systems to better represent the student body. This study reviews the literature through a bibliometric analysis of 387 peer‐reviewed papers on this topic published between 2000 and 2024, followed by a synthesis of the top‐cited papers. First, we emphasised the importance of researching the integration of minority teachers and teachers of colour to understand their contribution to students' thriving and the transformation of education systems towards diversity and inclusion. The quantitative analysis is followed by a systematic qualitative synthesis of the top 18 cited papers. The results highlighted that most research on minority teachers and teachers of colour is from the United States and the United Kingdom. They also highlighted the necessity of revisiting curriculums and enhancing relationships with children to raise awareness about issues of systemic racism, cultural responsiveness and deeper inclusion. Recommendations emphasise addressing systemic racism and enhancing cultural responsiveness. These findings can guide future research, policies and practices to support minority teachers' integration and better represent student diversity. Context and implicationsRationale for this studyThe world map is changing due to waves of immigration, population shift, and demographic changes, highlighting the growing need for a more diverse teaching workforce to close the racial and ethnic gaps between students and teachers in highly diverse populations. However, the scholarship discussing the integration challenges faced by teachers of colour and minority teachers in majoritarian education systems remains fragmented and has yet to be exhaustively analysed and synthesised. Therefore, this paper presents a mixed‐methods systematic review of recent international evidence on the integration of minority teachers and teachers of colour in majoritarian education systems worldwide.Why the new findings matterThis research contributes to further insights in the scholarship foci, including identifying several research gaps related to the integration of teachers of colour and minority teachers. Our findings can inform future policies by enhancing understanding of the unique needs and challenges faced by minoritised teachers within various political, social and educational contexts. This knowledge can guide the training, recruitment, mentoring and retention of minority teachers. Additionally, further comparative research on this topic is necessary to enrich knowledge and contribute to diverse models for preparing, recruiting and retaining teachers of colour, thereby enhancing diversity in schools and fostering the success of minority students. Therefore, this study not only enriches our understanding of the current state of research but also sets the stage for future inquiries that could inform more nuanced and effective educational policies and practices worldwide.Implications for educational researchers and policy makersOur research findings offer valuable insights for scholars, policy makers, superintendents and school principals who are committed to conducting future empirical research, systematic reviews or implementing policies for the equitable inclusion of minoritised teachers in majoritarian education systems. These insights aim to promote deep diversity and representation. Key takeaways include: This systematic review identifies a research gap concerning the integration of teachers of colour and minority teachers. Addressing this gap involves understanding their unique needs and challenges within various political, social and educational contexts. There is a need for further comparative research on this topic to enhance knowledge and contribute to developing varied models for preparing, recruiting and retaining teachers of colour, thereby improving diversity in schools and supporting the success of minority students. Future policy design and implementation at both the district and school levels should focus on the training, recruitment, mentoring and retention of minority teachers. This includes identifying positive ecological dynamics at both district and school levels that support the integration of minority teachers and teachers of colour. In today‘s era of digital literacy and artificial intelligence (AI), we recommend researching the applicability, usage and impact of AI programs in enhancing equitable hiring processes. This research should explore how AI can be used to detect early warning signs of exclusion or marginalisation that may contribute to turnover among minority teachers, and how it can facilitate supportive interventions.

Discrimination, Regulations and the Optimal Hiring Process

Discrimination, Regulations and the Optimal Hiring Process

The return of university reputation in job applications: evidence from a field experiment in China

ABSTRACT It is crucial to understand the impact of education on labour market outcomes. Although previous literature has extensively documented the effect of university reputation on employees’ earnings, it lacks knowledge regarding the hiring process. This study aims to contribute to the existing literature by examining whether job applicants from reputable universities are more likely to receive interview invitations in China. To investigate this causal relationship, we conducted a field experiment by randomly generating and delivering fictitious resumes to employers. The results demonstrated that applicants graduating from reputable universities were more likely to obtain interview invitations, suggesting that the university reputation exerts a positive effect on the hiring process. We showed that these results were unlikely driven by model specifications, control variables or alternative explanations. Additionally, we examined the effect of the reputation of specialized majors and discovered that their influence is considerably less than that of university reputation. This study improves our understanding of the influence of education on labour market outcomes and offers practical advice for students facing a trade-off between university and major reputation.

The Effect of Ethical Leadership on Innovative Work Behaviors: A Mediating–Moderating Model of Psychological Empowerment, Job Crafting, Proactive Personality, and Person–Organization Fit

The study assesses a model designed to investigate the mediating impact of psychological empowerment, job crafting, and proactive personality, and to examine the moderating influence of person–organization fit on the relationship between ethical leadership and employee innovative behavior. A sample of 782 full-time employees from various industries in Jordan were surveyed to gather data on ethical leadership, innovative work behaviors, psychological empowerment, job crafting, proactive personality, and person–organization fit. The study employed an empirical research design, with data collected through surveys. The results reveal a positive correlation between ethical leadership and innovative work behavior, with psychological empowerment, job crafting, and proactive personality as the mediators in this relationship. The link between ethical leadership and innovation work behaviors is also moderated by person–organization fit. The study’s model suggests that ethical leadership practices enhance innovation. Prioritizing ethical principles, transparency, fairness, trust, and accountability cultivates a culture valuing ethics and encouraging innovation. The results provide insights to boost empowerment and proactive behaviors and highlight the importance of a person–organization fit that aligns values for an innovation-friendly workplace. Fit considerations should also be incorporated in recruitment and retention processes. The study makes significant theoretical contributions by synthesizing insights from ethical leadership theory and developing a comprehensive framework to understand how ethical leadership influences innovative work behavior. The research also extends prior work by examining the moderating role of person–organization fit by emphasizing the importance of aligning individual and organizational values in fostering innovation.

The analysis of public service motivation's influence on job enjoyment and task performance in health workers

This study is aimed at determining whether there is an influence of public service motivation on the performance of health workers' duties, the influence of work pleasure on the work pleasure of health employees, and the influence on work pleasure through the mediation of work satisfaction. The study is in the form of an observational causative study with a cross sectional design, which aims to determine the influence between variables based on measurement results without intervention. The data were collected through an online questionnaire in April 2024 and analyzed using the PLS-SEM technique to estimate the degree of relationship between variables in the structural model. The results of the analysis of the measurement component (outer model) shows good measurability of all indicators marked by outer loading which is high, as well as the validity of discrimination is quite good. The model has a good degree of accuracy because it is able to account for about two-thirds of all variables. For the management of the hospital, it is recommended to add the criteria of high publicly service motivation as a requirement in employee recruitment. Further research is suggested to complement the model by including factors such as work environment, organizational culture, workload, and superior leadership style as covariates. This could help in identifying unique challenges or opportunities for improving task performance and job satisfaction in different healthcare environments, ultimately leading to more tailored and effective management strategies.

The Role of Technology in Improving the Effectiveness of Employee Recruitment and Selection

This research explores the role of technology in improving the effectiveness of employee recruitment and selection. Against the background of the importance of an effective recruitment and selection process for organizational performance, this research focuses on identifying the latest technologies that can optimize the process and evaluating their impact on speed, cost, and accuracy in employee selection. A qualitative approach with a literature study method was used to extract information from various relevant sources. The results show that the use of technologies such as applicant tracking systems (ATS), artificial intelligence (AI), and digital platforms can increase candidate reach, reduce recruitment time and costs, and improve accuracy and candidate experience. However, challenges such as start-up costs, training needs, and resistance to change were also identified. This research provides practical recommendations for organizations looking to adopt technology in employee recruitment and selection to achieve operational efficiency and competitive advantage.

Digital HRM with Machine Learning Approach

The purpose of this paper is to provide an overview of how modern resource management resolves conventional challenges in that area. Computing technology with all its specific application variants will help human performance in HR management in the contemporary era. The rapid advancement of technology and digitalization has presented a digital economy characterized by business and the trade transactions based on technology. This study aims to analyze the influence of the digital economy as measured by the Value of Electronic Money Transactions and the Value of E-Commerce Transactions on Indonesia’s economic growth. This research method is descriptive qualitative with a literature study approach. The data sources used are journal manuscripts, books, and other sources that are in accordance with the theme of this study. The data will be elaborated to get the construction of relevant thoughts and reflect an adequate analysis of computers and human resource management in this modern era. The results of the study are computing is able to carry out administrative tasks automatically; computing is able to increase employee engagement; computing can help improve the recruitment and orientation process; computing can help ensure compliance; and computing can help drive data-driven decision making.

Ethical preparedness of data monitoring committees (DMCs) to oversee international clinical trials: a qualitative descriptive study

IntroductionA data monitoring committee (DMC) is an independent group of experts who assess the ongoing scientific and ethical integrity of a study through periodic analyses of study data. The objective...

Driving the reform of Local Personnel Administration Particular Research the Processes of Recruitment

Driving the reform of Local Personnel Administration Particular Research the Processes of Recruitment