Job Requirements Research Articles

The Role of Artificial Intelligence in Recruitment and Talent Acquisition-An Empirical Study

The employment process is now much more efficient and effective thanks to artificial intelligence (AI), which has completely transformed talent acquisition and recruitment. AI-powered solutions expedite candidate sourcing by searching enormous databases for prospective employees who meet particular job requirements. Through automated resume parsing, these systems also improve candidate screening, allowing recruiters to concentrate on the most qualified candidates. Furthermore, AI promotes diversity and inclusivity inside organizations by reducing human biases in the screening process, which enables unbiased hiring. The applicant experience is enhanced by chatbots and virtual assistants, which give candidates prompt answers and updates. Another application of AI is predictive analytics, which uses past data to forecast candidate success and retention. Identification of passive candidates—those who match the required profile but may not be actively seeking new opportunities—is another use for AI. Moreover, AI-powered tools can handle monotonous jobs like interview scheduling, freeing up recruiters to focus on making strategic decisions. A sample of 287 is collected from professionals in the HR department. The factors that identify the Role of Artificial Intelligence in Recruitment and Talent Acquisition are Resume Screening and Matching, Chatbots for Initial Interaction, Bias Reduction, and Enhanced Candidate Experience.

The double-edged sword effect of artificial intelligence awareness among hotel employees

Purpose With its continuous development and application in the hotel industry, artificial intelligence (AI) is gradually replacing many jobs traditionally performed by humans. This research aims to understand how this threat and opportunity of substitution affects hotel employees’ behavioral decision-making. Design/methodology/approach This study uses a structural equation model, ordinary least squares and bootstrapping method to analyze the data collected with a field study and a scenario experiment from star-hotels in Shanghai, Paris and Seoul. Findings The results discovered that employees’ AI awareness has a positive relationship with their work engagement and AI boycott through two paths. The promoting path involves recovery level, while the hindering path includes job insecurity. In addition, the estimates showed that AI awareness has a great indirect effect on work engagement or AI boycott when innovativeness as a job requirement is high. Practical implications The findings offer insights to help hotels optimize the relationship between AI and hotel human workers while providing valuable implications for addressing behavioral dilemmas faced by hotel employees in the era of AI. Originality/value By integrating the behavioral decision-making literature with the conservation of resources theory, the study focuses on the dual mechanisms – challenging and hindering – through which AI awareness influences hotel employees’ coping strategies.

Case Notes: Employment after a Criminal Conviction — A Hope for Prospective Employees with Previous Criminal Records? An Analysis of O’Connor v LexisNexis (Pty) Ltd (2024) 45 ILJ 1287 (LC)

Unfair discrimination is a historical and current issue facing South Africa that tends to reveal itself in the workplace. Since the dawn of South Africa’s democracy, the South African legislature has dynamically tried to suppress this negative force through the adoption of legislation, codes, rules, and regulations, which are designed to promote equal opportunity and fair treatment of individuals in employment. However, individuals with previous criminal records may still be excluded from employment in certain circumstances. In terms of the law, employers are free not to consider an employee for a position if having a clean criminal record is inherent to job requirements. The question to be asked is when will the employer be allowed to conduct a criminal background check and bar a prospective employee from being appointed to a job without violating the prohibition on unfair discrimination? This case note answers the question by analysing the competing interests of both the employer and employee and the application of law in the circumstances.

Exploration of Demand-driven Training of Japanese Language Majors

This paper discusses the cultivation of Japanese language professionals based on demand-oriented talents, taking Zhaoqing College as an example. The demand for Japanese language professionals in Guangdong Province, especially in the Pearl River Delta region, is analysed through field research and online research. It is found that the demand for Japanese language talents in Guangdong Province is extensive and in-depth, especially in the fields of cross-border e-commerce and international trade. The article further discusses the industry demand and job requirements, pointing out that Japanese language professionals should have the ability to serve in diversified industry fields, as well as the comprehensive ability of cross-cultural communication and the application of modern information technology. Finally, the article proposes that the training of Japanese language professionals should be based on the strengthening of basic core courses to increase the number of professional skills and practical courses, pay attention to cross-composite courses, incorporate new technologies and information technology tools, and strengthen the cultivation of English proficiency in order to cultivate applied and composite Japanese language professionals who can meet the market demand.

The employerʼs brand for generation Z

Building an employerʼs brand is a strategic objective for modern companies, as it allows them to attract talented employees who are motivated to achieve the companyʼs goals. This helps to improve corporate culture and enhance the companyʼs business reputation. In a world where competition for qualified personnel is growing and job requirements are evolving, a strong employerʼs brand is becoming a key competitive advantage. The research is based on the use of methods such as theoretical generalization, comparison and ranking, and statistical analysis. The content of the employerʼs brand value proposition for Generation Z is determined. The components of the employerʼs brand value proposition among the representtatives of generation Z are ranked. The components of the value proposition of the employerʼs brand of the researched enterprises in the retail sector are ranked in terms of their degree of development. The degree of compliance of the components of the employerʼs brand value proposition with the expectations of the representatives of generation Z at the researched enterprises is determined. Proposals aimed at shaping the development of the employerʼs brand for the researched enterprises are developed. The hypotheses about the expediency of ranking the components of the employerʼs brand value proposition to determine their importance for representatives of generation Z are formulated and empirically tested; ranking the components of the employerʼs brand value proposition in terms of the level of their development in the researched enterprises; Spearmanʼs rank correlation coefficient allows to determine the level of compliance of the employerʼs brand of the researched enterprises with the requirements of the representatives of generation Z and to propose proposals for its further development

Community College Transfer Students’ Agricultural Career Decision Making

This qualitative study examined undergraduates’ perceptions of their career decision-making. All of the participants (N=10) were community college students who transferred to the North Carolina State University’s College of Agriculture and Life Sciences. This study examined the various influences that affect a student's career choice and aspirations, including the student’s perception of their abilities, preferences, and pursuing what they feel is a match between these and potential job requirements; background; parental influence; and curricular and co-curricular experiences. This study engaged students in 20 individual interviews: two interviews with each student over the course of the semester. Key findings included the substantial role of personal interests – namely an interest in plants, animals, and being outside – in prompting the students’ decision to pursue agriculture. Most students were influenced by mentors who were employed in the students’ intended careers. In addition, curricular and co-curricular experiences played an essential role in participants’ agricultural career choice and academic major. A primary recommendation is to connect mentors in agricultural careers with community college students to foster the students’ awareness of agricultural careers.

A Study on the Teaching Reform of GIS Courses in Higher Vocational Engineering Surveying Based on Work Process Orientation

To cultivate students' professional skills, enhance their practical ability, exploratory skills, and spirit of cooperation, this paper, through extensive research, adopts a work process-oriented curriculum design method to analyze the GIS course for the higher vocational engineering surveying major. The course content is reconstructed to align with the job requirements of data processing engineers, and typical work tasks are determined based on the actual work process.

Role of Technology in Recruitment and Selection

This research examines the role of technology in the recruitment and selection process at Jayaswal Neco Industries Ltd., focusing on how technological advancements enhance efficiency in attracting, screening, selecting, and on boarding top talent. The process begins with a detailed workforce needs analysis, followed by the creation of job descriptions and candidate profiles. The company uses a mix of internal and external recruitment strategies, including job portals, campus recruitment, employee referrals, and professional networks, to ensure a diverse talent pool. The selection process is rigorous and multi-stage, involving resume screening, technical assessments, and multiple interview rounds, all designed to assess both technical skills and cultural fit. The organization prioritizes fairness and transparency, using standardized evaluation tools to minimize bias. The goal is to attract individuals who not only meet job requirements but also have the potential for long-term growth, supporting the company’s success and competitive edge.

Job satisfaction among blood center nurses based on the job crafting model: A mixed methods study.

Job satisfaction among blood center nurses is suboptimal due to challenging working conditions, characterized by unexpected tasks resulting from sudden schedule changes and frequent weekend shifts. This study aimed to quantitatively examine the relationships between job stress, psychological capital, person-job fit, job crafting, and job satisfaction, based on the job crafting model. Additionally, qualitative data were collected through mixed methods to gain a better understanding of the experiences related to job satisfaction among blood center nurses. A convergent mixed-methods research design was employed to simultaneously collect quantitative and qualitative data and to integrate the findings from both analyses. A total of 127 full-time nurses who had completed at least a three-month probationary period at blood centers participated in the study. Participants were recruited from three blood centers operated by the Korean Red Cross in three metropolitan cities. The survey included open-ended qualitative questions and five quantitative measures covering job satisfaction, job stress, psychological capital, person-job fit, and job crafting. The data collection occurred from September to October 2022. Regression analysis identified key factors influencing job satisfaction as person-job fit, job stress, psychological capital, and marital status, explaining 80.0% of the variance. Qualitative analysis of the open-ended responses showed five main themes: "deriving fulfillment from work," "challenges encountered at work," "driving forces behind positive outcomes," "congruence between individual's traits and job requirements," and "efforts to perform a meaningful work." The findings suggest the need for developing an Employee Assistance Program and educational initiatives aimed at enhancing job satisfaction among blood center nurses. These should focus on improving person-job fit, managing stress, aiding with emotional labor, and bolstering psychological capital.

Paradoxes in the operation of public administration: opportunity or barrier to the sustainable development of organisations?

The Sustainable Development Goals formulated within the framework of the UN resolution “Transforming Our World: The 2030 Agenda for Sustainable Development” are a challenge for both businesses and public administrations. The authors of this article focused on the social dimension and attempted to identify the challenges and paradoxes associated with building a sustainable workplace at the State Plant Health and Seed Inspection Service. An in-depth analysis of 31 interviews with inspection employees revealed that despite the positive attitude of managers and employees toward building a sustainable work environment, the organisation faces many challenges and paradoxes along the way, including, among others, the need for sustainable development vs. limited funding or high job requirements vs. unattractive working conditions. These are largely due to its profound underfunding, which lowers the prestige of the workplace, hinders recruitment, and negatively affects working conditions and thus employee engagement.

An Optimization Model for the Offshore Well Intervention Campaign: Literature Review

Abstract In the offshore oil industry, well-intervention barges provide crucial support for the production enhancement of offshore platforms. These specially designed ships contain tools and equipment to perform perforation activities that keep the wells active. However, with the relevance and practical operations, operators meet two principal challenges: 1) limited barge availability to serve a set of platforms and 2) each platform exhibits specific job requirements (different number of wells, duration, production gain, cost, time windows). This short literature review provides an overview of the Well Intervention Campaign Problem (WLICP) adopting the model of Vehicle Routing Problem considering Profits (VRPP). We propose four carefully designed questions to answer. It relates to 1) problem structure 2) modelling approach 3) solution technique and 4) optimization scenario. According to the result, WLICP exhibits a rigorous project management structure. Its structure contains the breakdown of n-sub-project representing VRP nodes. Combinatorial optimization helps barges find routes and schedules to maximize profit.

Identification of the degree of greenness of the proposed skills with the requirements of green jobs based on fuzzy logic

The deepening climate crisis development have prompted most countries to recognize the importance of transition to a green economy. This causes a rapid growth of “green” jobs in various spheres of human activity and, accordingly, the need for “green” skills necessary to use new technologies. New professions and specialties requiring the acquisition of green skills create a discrepancy between the demand for human resources of the required profile and their supply. In this context, it was clarified what the terms green jobs and green skills mean. Considering the content of these two concepts, studies dedicated to determining the relationship between the green transition and relevant skills were reviewed. In this regard, the selection of personnel with the necessary skills determines the relevance of developing methods for assessing the supply and demand for specialists, providing an opportunity to assess the compliance of the proposed skills with the requirements of green jobs. This article proposes a methodological approach to intelligent management of supply and demand in the green segment of the labor market. It also develops decision support methods to identify of compliance the greenness degree of the proposed skills with the level of the requirements of green jobs. Decision making methods were based on fuzzy situational analysis and pattern recognition: reference situations are determined (fuzzy reference pattern), real situations are determined (fuzzy real pattern); degree of green similarity of the reference situation to each real situation is calculated in accordance with the chosen measure of assessment of similarity between two fuzzy situations

Enhancing Global Citizenship in English Language Teaching: Perspectives and Practices from Moroccan Educators

In a rapid changing world characterized by globalization and ongoing technology and communication advancements, English learners need to develop employability skills that ensure their competitiveness and qualify them to realize satisfying careers. Employers around the globe are seeking leaders who can transcend all historical, geographical, cultural and independent barriers to embrace global citizenship. Employees are required to adapt to diverse perspectives to foster their innovation, and build sustainable relationships across borders. Eventually, they can enhance inclusivity and increase productivity to drive better business outcomes. For this reason and others, promoting global citizenship in English Language Teaching (ELT) settings seems to be essential for equipping learners with the necessary job requirements. To investigate this issue, the current study adopted a quantitative research method using an on-line survey questionnaire sent to Moroccan ELT teachers. The data gathered was analyzed through SPSS (Statistical Package of Social Sciences), in the form of descriptive statistics in order to identify Moroccan ELT teachers’ challenges in developing students’ global citizenship and to suggest effective classroom practices to meet this goal. The study at hand will contribute to expanding literature on transversal skills development in ELT. Additionally, the implications and recommendations discussed will guide ELT teachers in fostering global citizenship among English learners.

Gender Differences in Job Requirements: Change Within Careers and Across Cohorts

ABSTRACTWe examine differences in jobs held by men and women based on a measure not used before, the standard human resources measures of “knowledge, skills, and abilities” generated by job analyses. While there is an abundance of evidence on gender disparities in pay, we know much less in detail about differences in the work men and women perform and especially how these differences have changed over time. We use nationally representative data for two cohorts of college graduates, one entering the post‐college workforce in 1994 and another in 2009, and we follow them for the first 10 years of their careers. We find that women generally held jobs with lower requirements relative to men. The gender gap in job requirements grew over the course of individuals' careers for the first cohort (1994–2003) but declined sharply for the second (2009–2018). We also find that among the second cohort, women received a wage premium for social skills that was greater than what men received.

Analytical skills for accounting students in a data-driven job market: Australian evidence

Purpose The purpose of this study is to investigate the essential analytical skills required by accounting students to succeed in a rapidly evolving data-driven job market. Specifically, the study explores the role of data analytics, visualisation and software proficiency (e.g. Excel, Power BI) in the contemporary Australian accounting industry. The scope extends to providing recommendations for academia, professional bodies and employers on how accounting education can better align with the dynamic needs of the business environment by integrating these skills into curricula and professional development programmes. Design/methodology/approach Data was collected from Australian job listings incorporating accounting and data analytics tasks from popular job advertisement websites such as Seek, Indeed and Monster. Using the keyword “Data Analyst”, information was gathered on skills demanded, technology proficiency, industry sectors, professional qualifications and salary expectations. The data set comprised 73 observations across various job requirements and characteristics variables. Findings Critical analytical skills sought by accounting professionals in the current job market include extracting insights from big data, solving complex business problems, effective communication and data visualisation. Proficiency in tools like Microsoft Excel, SQL and Power BI is paramount. Originality/value This study enriches the literature by providing comprehensive insights into the contemporary demands for accounting analytics skills. It highlights the importance of integrating technology into accounting education and the varying skill requirements across industries. Additionally, it offers implications for professional qualifications and underscores the necessity for continuous monitoring and adaptation of accounting curricula to meet evolving industry needs.

Exploring the Practice of Training Needs Assessment towards Improving Quality Public Service Delivery: A Case of Tanzania Port Authority

This study was confined to explore and analyze the practice of Training Needs Assessment (TNA) within Tanzania Port Authority. Specifically, the study sought to assess the current practice of Training Needs Assessment (TNA) towards improving quality public service delivery at TPA, to identify the challenges in conducting effective TNA in the organization and to establish whether training that staff attend are aligned with the TNA for quality public service delivery improvement while the study was guided by McGhee and Thayer Model. The study used descriptive research design while simple random and purposive sampling technique was used to select 67 respondents form the target population of 147 staff. On the other hand, data were collected through questionnaire and interview and data was analyzed using descriptive and content analysis respectively. The study found that the organization conducted TNA and that the employees were involved during the process. Moreover, the findings reveal that the TNA does not effectively identify the employees’ skills gaps. The findings further showed that the major challenge that hinder effective TNA including lack of resources (time, budget). The study also indicated that training programs attended by staff were based on TNA results and that the skills acquired from training were relevant to job requirements, The study concluded that there is the practice of TNA at TPA despite the challenge of inadequate time. Therefore, the study recommends that allocating sufficient time and budgetary resources is crucial for supporting effective TNA activities.

NAKHE Leadership Mentor Program: An Opportunity for Inter-Institutional Exchange in Kinesiology

ABSTRACT College leadership in the 21st century is incredibly difficult, and leadership in Kinesiology can be rather complex in some departments. Mentoring is an important part of success in any leadership role, and individuals who receive mentoring typically outperform those who do not receive it. The National Association of Kinesiology in Higher Education (NAKHE) has an innovative and impactful initiative in place that focuses on mentoring for success in academic leadership: the Leadership Mentor Program. The Leadership Mentor Program is designed to build inter-institutional mentoring and networking between university Kinesiology departments and to increase aspiring administrator’s understanding of the job requirements of a Kinesiology administrator. Given the challenging environment in higher education today and the need to continue to examine exemplary models of leadership mentoring, the purpose of this paper is to: (a) outline contemporary challenges in academic leadership in general and Kinesiology specifically; (b) discuss some of the types and benefits of mentoring, with a focus on inter-institutional mentoring, (c) describe our experiences with the NAKHE Leadership Mentor Program from the perspective of the mentor and mentee; and (d) recommend possible future experiences for this program so as to guide individuals who are interested in pursuing this opportunity.

Knowledge Management: Educational Activities Supported by the Profession in the Australasian Region

Abstract: This study primarily explores and documents knowledge management (KM) educational activities in the Australasian region and discusses some professional aspects that shape academia due to the workplace happenings in this discipline and its practice. A thorough search was carried out in open web space and literary databases, which revealed limited program offerings and hardly any discussion around the KM educational qualifications. The KM professional workplace search also showed little interest in specific KM roles, and the stated job requirements were quite broad. Such a generic workplace consideration leaves the education sector struggling to maintain a robust student body required to sustain an exclusively KM-focused program.

Application of artificial intelligence in career development of women in STEM field: Counseling, network construction and recruitment

With the rapid development of science and technology, the application of artificial intelligence (AI) in STEM (science, technology, engineering and mathematics) is increasingly extensive, which provides a new idea for solving the challenges of women's career development in STEM. This paper deeply discusses the application of AI in counseling, network construction and recruitment of women's STEM career development, aiming at promoting gender equality and women's career growth. In career counseling, AI technology provides customized career advice and development path for women through deep learning and big data analysis. According to personal education background, skill level, hobbies and career goals, the system intelligently recommends suitable career directions, and updates industry trends and job market data in real time to help women make more informed career choices. The AI tutoring system also enhances women's professional self-confidence through functions such as simulated interviews and career planning exercises. In terms of network construction, AI helps women to expand their professional networks more effectively through intelligent recommendation system. Based on user behavior data and preferences, AI accurately recommends industry seminars, technical exchange activities and online communities to promote women to establish contacts with like-minded professionals. AI also assists women in managing and maintaining network relationships, ensures the continuity of network interaction through intelligent reminding functions, and identifies key nodes and influential people to enhance network quality. In the recruitment process, AI technology reduces gender bias and improves the fairness and transparency of recruitment through automatic resume screening, standardized interview process and competency-based evaluation model. AI system can analyze a large amount of data, accurately match the skills and job requirements of female candidates, and improve the employment rate of women in STEM field. At the same time, through transparent algorithm decision-making process and fairness check, the potential gender bias problem in AI algorithm is overcome. The research in this paper provides theoretical support and practical guidance for using AI technology to promote women's career development in STEM field, and helps to build a more equal and inclusive scientific and technological working environment.

Resume Optimization Model Using Machine Learning Techniques

In the contemporary job market, where competition is fierce and employers are inundated with an ever-growing pool of resumes, the need for effective resume optimization has become paramount. Resumes serve as the first point of contact between job seekers and potential employers, playing a pivotal role in shaping initial perceptions. However, the traditional approach to resume crafting often lacks a systematic and data-driven methodology. A well-crafted resume plays a crucial role in securing employment opportunities. However, crafting an effective resume that resonates with both human recruiters and Applicant Tracking Systems (ATS) can be a daunting task. By employing natural language processing (NLP) and machine learning algorithms Multinomidal Naïve Bayes (MNB) and K Nearest Neighbour (KNN), this system extracts relevant features from resumes, such as keyword relevance, formatting styles, content organization, and overall readability. Through supervised learning models trained on a diverse dataset of resumes, the system can predict the effectiveness of a resume and generate actionable insights. Overall, the KNN model demonstrated effectiveness in automating the resume screening process, of 87% accuracy. The developed system not only provides accurate predictions but also offers interpretable explanations, enabling users to understand the factors contributing to the model's decisions. The system has the potential to benefit both job seekers and employers by facilitating better matches between candidates' qualifications and job requirements.