Talent Selection Research Articles

Research on the Impact of the "Live Streaming+Short Video" Sales Model on the Purchasing Behavior of Sportswear

The "live streaming+short video" sales model, with its intuitive, interactive, and convenient characteristics, has had a profound impact on the shopping mode of sportswear. This article aims to analyze the impact of the "live streaming+short video" sales model on the purchasing behavior of sportswear, reveal the relationship and path between various influencing factors, and provide theoretical basis and practical guidance for sportswear brands to formulate more effective marketing strategies. Firstly, based on theoretical analysis, a relationship model was constructed between social influence, product information transparency, anchor credibility, promotional strategy influence, perceived trust, and purchasing behavior; Subsequently, a structural equation model was constructed based on questionnaire survey data to test the theoretical model. The empirical results show that social influence, product information transparency, anchor credibility, and promotional strategies can significantly and positively affect consumer purchasing behavior; Perceived trust plays a mediating role between the aforementioned factors and purchasing behavior. Based on empirical results, it is recommended that sportswear companies use social media for knowledge output to enhance their brand's social influence; Develop various product information disclosure plans to enhance product information transparency; Strengthen the selection of talents within the industry and cultivate professional and trustworthy anchors.

The interaction of relative age with maturation and body size in female handball talent selection.

The relative age effects (RAEs) and biological maturation are two distinct factors that have been identified to affect talent identification and selection. Previous research has suggested that talent selection should include sport-specific technical tasks instead of body size and/or physical test measurements, assuming that the technical tasks are less influenced by variations in maturation. Our purpose was to examine the prevalence of RAEs and to assess biological maturity, body size, and body composition within a single talent selection program for female handball players. Team coaches' recommendations, handball-specific drills, and in-game performance were the selection criteria. Birth distribution of all U14 female handball players were analysed (N = 3198) grouped in two-year age cohort. Measurements of body size, body composition (InBody 720), and bone age were performed in all players who were selected to participate in the selection program (n = 264) (mean±sd age: 13.1±0.6 years) and in a sample of not-selected players (n = 266) (mean±sd age: 13.2±0.6 years). Players were grouped in quarter-year intervals based on their date of birth. Chi-square was used to examine quartile distributions, differences between quartiles were tested with one-way analysis of variance, whereas differences between the selected and not-selected groups were examined with independent sample t-test (Cohen d effect size). Binary logistic regression was used to determine the effects of the predictors on the selection. In terms of all registered players, there was no difference in birth distribution. RAEs appeared at the first selection stage and were evident at all following stages. Quartiles differed only between the first and the last quartiles in body size and muscle mass. Only bone age differed between consecutive quartile or semi-year groups. Body size, body composition, and maturity had a significant, but of moderate power, effect on the selection. Larger body height increased the likelihood of selection by about 12%, larger muscle mass by 12% to 25%, larger bone age by 350-400%, while larger percent body fat decreased selection chances by 7%. The sport-specific criteria could not eliminate the prevalence of the RAEs. Relative age was connected to bone age, but not convincingly to body size and muscle mass. Although bone age had the largest effect on the selection, this was not associated with larger body size or muscle mass. Early maturation increased selection chances mainly during the coaches' subjective evaluation, but not convincingly when sport-specific tasks were applied. Given that differences were mostly evident between players of more than 1.5-year variation in their chronological age, one-year age cohorts within talent selection or the rotation of the cut-off dates of the bi-annual age grouping could be a promising strategy while also including maturation status and relative age in performance evaluations.

An unsupervised machine learning-based profile system of Chinese researchers

The construction of researcher profiles is crucial for modern research management and talent assessment. Given the decentralized nature of researcher information and evaluation challenges, we propose a profile system for Chinese researchers based on unsupervised machine learning and algorithms. This system builds comprehensive profiles based on researchers’ basic and behavior information dimensions. It employs Selenium and Web Crawler for real-time data retrieval from academic platforms, utilizes TF-IDF and BERT for expertise recognition, DTM for academic dynamics, and K-means clustering for profiling. The experimental results demonstrate that these methods are capable of more accurately mining the academic expertise of researchers and performing domain clustering scoring, thereby providing a scientific basis for the selection and academic evaluation of research talents. This interactive analysis system aims to provide an intuitive platform for profile construction and analysis.

Motherhood and the allocation of talent

ABSTRACT In this paper we show that motherhood triggers changes in the allocation of talent in the labour market beyond the well-known effects on gender gaps in employment and earnings. Based on an event study approach around the birth of the first child and retrospective panel data for 28 European countries and Israel, we assess the labour market responses to motherhood across ‘talent’ groups–i.e. groups with different educational attainment, Math performance at age 10, and personality traits associated to entrepreneurial ability. We show that even the most talented women–both in absolute terms and relative to their husbands–leave the labour market or uptake part-time jobs after the birth of the first child. We also find that motherhood induces a negative selection of female talents into self-employment. Overall, our results suggest relevant changes in the allocation of talent associated to gender differences in non-market responsibilities that can have sizable impacts on aggregate market productivity.

‘Goalkeepers are players too’: key attributes coaches’ look for in talented youth soccer goalkeepers

ObjectiveCurrently, there is a gap in knowledge on what the key goalkeeper attributes are during talent identification and selection in soccer. Hence, the objective was to investigate South African coaches’ perceptions regarding key attributes of talented youth soccer goalkeepers.DesignCross-sectional survey.MethodsA total of 173 soccer coaches (130 men and 43 women; Mage = 36.6 ± 10.4 years; Mcoaching experience = 8.4 ± 7.3 years) were purposively recruited to participate in the study. All of the participants completed the Talent Identification Questionnaire in Soccer – Goalkeepers (TIDQS-GK).ResultsThe six-component solution identified by the principal component analysis accounted for 68.96% of the total variance. Coaches deemed psychological (e.g. concentration, bravery, self-discipline), physical (e.g. speed, flexibility), social (e.g. coachability, communication), technical (e.g. catching the ball, first touch), tactical (e.g. defensive organisation against set plays) and perceptual-cognitive skills (e.g. decision-making) as important factors in identifying talented goalkeepers.ConclusionsThe study offers new insights into the key attributes that soccer coaches look for in talented goalkeepers such as concentration, bravery, speed, coachability and decision-making and could direct coaches towards more objective evaluation strategies for informing their decisions.

The skills dimension in the talent acquisition processes of Greek private schools

This paper explores the processes involved in talent acquisition practices, including recruitment, selection, and professional development within the context of private schools in Greece. Unlike the standardized recruitment and selection processes observed in the Greek public educational sector, which assess formal qualifications alongside social criteria, the private sector in Greece adopts a talent acquisition approach primarily based on job-matching theory. The theoretical section of the paper examines the divergence in talent acquisition processes between the Greek public and private educational sectors. In the empirical research section, the study presents findings from qualitative research conducted through semi-structured interviews with 15 managers from private schools in Northern Greece. Thematic analysis was employed for data analysis, with convenience sampling utilized as the sampling method. The research aims to capture managers' perspectives on selection methods, training practices, and professional development initiatives for educational staff. The findings highlight the emphasis placed on soft skills during the recruitment process, the diverse blend of skills and qualifications that form the occupational profile demanded and the significant role of managers in facilitating the professional growth of educational staff.

The ACTN3 p.Arg577Ter Genetic Variants Biomarker of the Fitness Performance, in Oaxaca Amerindian Population

Backgrond. ACTN3 is primarily expressed in fast skeletal muscle fibres. A common nonsense polymorphism in this gene is ACTN3 R577X (rs1815739:C>T) results in replacement of an arginine (R) with a premature stop codon (X) at amino acid 577 in the fast muscle protein α-actinin-3, which causes an absolute deficiency of α-actinin-3 protein and alterations in muscle metabolism. A common null polymorphism in the ACTN3 gene The ACTN3 p.Arg577Ter allele (p.R577* or R577X) has undergone positive selection, with an increase in the X allele frequency as modern humans migrated out of Africa into the colder, less species-rich Eurasian climates Aim. Analized the frequency of allele or genotypes from ACTN3 p.Arg577Ter genetic variants biomarker of the fitness performance, in Oaxaca Amerindian population. Methods. From people of different ethnic groups the State of Oaxaca, DNA was extracted from peripheral blood to extract DNA using the geneKatcher kit (invitrogene), to amplify the polymorphism p.Arg577Ter was realized by qRT_PCR, using tqman probes by determined by allelic discrimination. Results. The more frequency allele is wild type R in all populations, more tan 50%. The Genotype more prevalent is heterocygote RX. In afromexican population Genotype XX o ter-X/ter-X is a allelic variant. Distribution allelic and genotype is verry heterogenus in the populations. In conclusión the ACTN3 R577X gene variant can be used as a clinical marker for the selection of sports talents in the state of Oaxaca, considering that it has already been validated at the population level, with the R allele being more frequent in the state, which is the one associated with a greater selective advantage in sports that require muscular strength and greater physical performance.

Cultivating Academic Innovation Talents in Universities: The Impact of “Up-Or-Out” Employment System

The “up-or-out” system is an employment model widely practiced in universities. It involves the establishment of postdoctoral or full-time research positions, regular evaluations of non-permanent faculty, and the selection of outstanding innovative talents. Originating from the innovative practices of the American university tenure system, this model provides incentives for scientific spirit and academic innovation, complementing the tenure track. However, this system presents challenges in practice, such as survival pressure for new teachers, career anxiety, re-employment difficulties, and impacts on the long-term development of innovation capabilities. Solutions lie in innovating the evaluation models, emphasizing humanistic care, and fully respecting teachers’ rights. The system should serve as a means to enhance academic competitiveness rather than undermine the dignity of educators. Only in this way can the “up-or-out” system truly play a positive role in promoting academic progress and innovation.

Research on the Content Validity of the English Reading Test in Harbin Senior High School Entrance Examination

The Academic Test for the Junior High School Students, as a kind of academic level examination, plays a crucial role in the selection and streaming of talents at the secondary school level in China. Reading is an essential skill that language learners need to master, and it has a large proportion in the English test of the High School Entrance Examination (HSEE). Therefore, studying the validity of English Reading Test in the HSEE can not only provide the examiner of the HSEE with data references for judging the validity of the reading test, but also provide references for English teachers to innovate teaching methods, as well as cultivating the students' English reading strategies and achieving the overall improvement of the reading ability. Focusing on English Reading Test in Harbin HSEE (2019-2023), this research selects the framework of test characteristics proposed by Bachman and Palmer and analyzes discourse input and expected response to explore the content validity by using textual, quantitative and comparative analyses. The results show that English Reading Test in Harbin HSEE (2019-2023) has a certain degree of content validity and basically meet the requirements of the exam syllabus, but problems still exist. The presentation form of the test text is monotonous, the difficulty gradient is unreasonable and the assessment of reading skills is insufficient.

Talent Selection Under Uncertainty: Exploring Cognitive Biases Through the Lens of a Professional Basketball Entry Draft

Talent Selection Under Uncertainty: Exploring Cognitive Biases Through the Lens of a Professional Basketball Entry Draft

Benefits of Artificial Intelligence in human talent management

Human talent and artificial intelligence have been closely related, having a great impact on the performance and productivity of today's organizations. In this research work, we sought to identify the challenges posed by the implementation of artificial intelligence tools in human talent management, such as data privacy, discrimination and automated decision making, through the review of scientific literature, this as the main objective. To develop it, sources of research articles, magazines and previous research carried out on the topic in the last ten years were used, with which it was possible to identify the use of AI for the selection and retention of human talent, the development of skills and skills, in addition to benefiting the well-being of collaborators; but also disadvantages such as its impact on privacy and the growing concern about job replacement. Concluding, to take full advantage of the benefits and minimize the problems associated with AI in human talent, it is necessary to have clear and transparent regulations, encouraging collaboration and development of knowledge in employees and ensuring ethics in the use of AI. within the organization

The Innovative Logic of the Communist Party's View on Scientific and Technological Talents in the New Era

This article thoroughly examines the innovative logic of the Communist Party's view on scientific and technological talents in the new era, providing a comprehensive analysis of core aspects such as talent cultivation, attraction, selection, management, and motivation. Under the new era's backdrop, the Party's understanding of scientific and technological talent work has become increasingly profound, proposing a series of innovative principles and strategies. These principles not only reflect a comprehensive and systematic consideration of scientific and technological talent work, but also provide solid theoretical foundations and practical guidance for technological innovation and talent development.Specifically, in the cultivation of scientific and technological talents, emphasis is placed on practice and innovation as the core, focusing on comprehensive quality cultivation, aiming to create a high-quality talent team that can adapt to the technological development needs of the new era. In attracting scientific and technological talents, an open and inclusive approach is adopted, actively introducing outstanding talents from both domestic and foreign sources, building a diversified talent attraction mechanism. When selecting scientific and technological talents, evaluation criteria are based on ability and contribution, ensuring fairness and scientific rigor in the selection process. In terms of management and motivation, emphasis is placed on personalized management and effective incentives to stimulate the innovative vitality of scientific and technological talents.By implementing these principles, it will effectively promote the gathering and growth of scientific and technological talents, providing strong talent support for China's scientific and technological cause and economic and social development, further driving technological innovation and social progress in the new era.

An egalitarian talent selection model to support learning organizations

Purpose This study aims to develop a talent selection model for learning organizations capable of connecting two groups, candidates in a talent hiring process and managers of the hiring company, in a reliable process, promoting organizational learning and increasing employee satisfaction. Design/methodology/approach This paper integrates egalitarian principles, an artificial intelligence mechanism founded on stable matching algorithms, and evaluating critical soft skills to enhance recruitment practices within learning organizations. The authors conduct a numerical real-world application in Python to showcase the model’s effectiveness. Five candidates were evaluated for five job positions. Moreover, 26 soft skills were analyzed by the five company leaders, relating them to the requirements of each job position and by all candidates, as a self-assessment process. Findings The model promoted egalitarian talent management because it motivates the candidates to choose the preferred position in a company, and the employers hire the best candidate. It is satisfactory for all participants in a company’s hiring process if the parties intend to be fair and egalitarian. The benefits of the process can be considered isolated (parties’ satisfaction) or a part of a company’s effort to stimulate an egalitarian culture in organizational values. Practical implications The information generated by the model is used to refine its selection process and improve its understanding of the job requirements and candidate profiles of the company. The model supports this idea, using the concepts of indifference, stability, egalitarianism and the soft skills required and identified to be more effective and learn about themselves. Social implications This paper discusses an egalitarian point of view in the recruitment process. It is satisfactory for all participants in a company’s hiring process if the parties intend to be fair and egalitarian. The process’s benefits can be considered part of a company’s effort to stimulate an egalitarian culture in organizational values. Originality/value This paper brings an excellent future perspective and points to the company’s development of talent retention. The model simultaneously solves the evolution of talent management processes through new technologies and soft skills emerging in the postpandemic scenario.

أثر إدارة المواهب على تحقيق الإبداع التنظيمي في إدارة الرعاية الاجتماعية بجازان

This study aimed to measure the impact of talent management on achieving creativity in social care management in Jazan. The study adopted a descriptive analytical approach, and to measure the study variables, a questionnaire was used, distributed to a sample of 171 individuals. Multiple regression analysis was employed to test the hypotheses. The study found several noteworthy results, including a statistically significant impact of talent management, represented by talent selection, development, and retention, on achieving creativity in social care management in Jazan. However, there was no statistically significant impact of talent attraction strategy on achieving creativity in social care management in Jazan. The study recommended the participation of branch managers, department heads, and individuals in social care management in Jazan in the talent attraction process, considering the requirements of competition and development. It also suggested establishing foundations for talent selection based on the effective implementation requirements of the human resources plan to leverage them in achieving creativity in social care management in Jazan.

Analysis of Campus Recruitment in Contemporary AI Companies

With the continuous evolution of AI technology, the demand for talents is constantly increasing, and the demand for high-quality talents is becoming increasingly urgent. Campus recruitment, as an important way of talent introduction, provides AI companies with rich talent selection space. However, people from different eras have completely different cognitive and behavioral preferences towards campus recruitment. The generation that grew up before and after the reform may not have established a sense of independent career choice when they first entered society at a young age; Some of the post-90s generation, who were initially labeled as "rebellious," have now entered their thirties and are increasingly learning to seek their professional value under the premise of seeking stability in reality. In the post-95s and post-00s generation who have been "rectifying the workplace", they have learned to make two-way choices and can even use various information channels to conduct "reverse interviews" with enterprises to ensure suitable employment opportunities. At present, the campus recruitment group has gradually entered the "post-2000" era. While AI companies need to face fierce market competition, how to attract and retain excellent young talents has become an important challenge. The article analyzes and summarizes the current situation of campus recruitment in contemporary AI enterprises, and provides suggestions for optimization solutions. It is hoped that this can solve the practical problems that contemporary AI companies face in campus recruitment and provide reference for the implementation of campus recruitment plans in related AI enterprises in the future.

Unique Specific Jumping Test for Measuring Explosive Power in Young Basketball Players: Differences by Gender, Age, and Playing Positions.

When playing basketball, players are required to have high explosive power, which requires the ability to move in efficient, specific, and game-specific movement patterns that combine both horizontal and vertical abilities. Differences have been seen between young male and female basketball players in this measure. The aim of this study was to examine differences in players' unique movements by gender, age, and playing positions using a novel test for basketball players. This study included 232 young basketball players, male and female, from a range of Israeli leagues, who were divided into three categories: under-14, under-16, and under-18. Our findings showed that males presented better results than females in all age categories. Moreover, females in the under-18 category presented better results than those in the under-14 category, but not more than those in the under-16 category. Differences in playing positions were only examined between males and females in the under-18 category, where players begin to specialize in playing positions, and here, guards showed better results than forwards and centers. Our conclusions highlight the importance of including unique, sport-specific tests in talent identification and selection processes, as these tests can provide valuable information about a player's skill set and potential for success. The findings are presented in an achievement table of the expected physical fitness results by age and gender for the benefit of basketball coaches and strength and conditioning coaches when assessing their players.

Talent Management Practices and Financial Performance in Nepalese Joint-venture Commercial Banks: Employee Perspective

This study aimed to investigate the impact of talent management practices, including talent attraction, talent development, talent retention, talent selection, and reward management, on financial performance in Nepalese banks. A questionnaire with a 5-point Likert scale was used to collect data from 256 employees from 17 Nepalese banks over a 10-year period. Structural equation modeling (SEM) was conducted using the AMOS software to analyze the data. The results showed that talent attraction, talent development, and talent retention had a significant positive impact on return on equity (ROE), while the impact of talent selection and reward management on ROE was found to be insignificant. Additionally, talent development had a significant positive impact on return on assets (ROA), while the impact of the other talent management practices on ROA was insignificant. These findings suggest that talent management practices can play a critical role in improving the financial performance of Nepalese banks, particularly in terms of ROE. The study provides valuable insights for bank managers and policymakers on the importance of talent management practices for enhancing financial performance.

Reliability of Two Recently Developed Procedures Assessing Biological Maturity by Ultrasound Imaging-A Pilot Study.

During puberty, the biological maturity of children of the same chronological age differs. To generate equal opportunities for talent selection in youth sports, the athlete's biological maturity should be considered. This is often assessed with a left hand and wrist radiography. Alternatively, ultrasound (US) could be advantageous, especially by avoiding ionizing radiation. This pilot study aimed to assess intrarater and interrater reliability of an experienced and a non-experienced examiner in an US-based examination of the knee in 20 healthy females (10-17 years). Epiphyseal closure at five anatomical landmarks was staged (stages 1-3) and its interrater and intrarater reliabilities were analyzed using Cohen's kappa (k). Interrater reliability of the calculation of the ossification ratio (OssR) was analyzed using the Bland-Altman method and intraclass correlation coefficients (ICCs). Interrater reliability for the stages was almost perfect for four landmarks. Interrater reliability ranged from k = 0.69 to k = 0.90. Intrarater reliability for the stages was almost perfect for four landmarks. Intrarater reliability ranged from k = 0.70 to k = 1.0. For the OssR, ICC was 0.930 and a minimal detectable change of 0.030 was determined. To conclude, experienced and non-experienced examiners can reliably assign individuals to different ossification stages and calculate an OssR using US-based imaging of the knee.

The Influence of Selection, Talent Management, and Employee Placement on Employee Performance and Its Impact on the Performance of Pt Pupuk Iskandar Muda Aceh

This research examines the role of employee performance in mediating the selection, talent management, and placement influence on the performance of PT Pupuk Iskandar Muda Aceh. This research has the same population and sample size, namely 305 because it uses proportionate stratified random sampling techniques and is analyzed through SEM AMOS. The research results prove that selection, talent management, placement, employee performance, and organizational performance have gone well; selection, talent management, and placement have a significant influence and positive function on increasing employee and company performance; and employee performance has a positive and significant influence on PT Pupuk Iskandar Muda Aceh's performance. Employee performance is significant and has a positive function in mediating the position of talent selection and management, as well as placement, and its mediating influence is partial.

Differences and relationships between talent detection, identification, development and selection in sport: A systematic review

Although there are numerous studies on talent, especially talent identification, development, and selection, both on influencing factors and model construction or talent prediction, they have relatively independently explored some of its stages. Undeniably, talent development is continuous and phased, with specific tasks to be completed at each step, and these steps have certain differences and relationships. The aim of this review is to provide a clear distinction between the entire talent cultivation process, with the purpose of having better methods and measures for each stage to minimize the turnover rate and ensure the integrity of the talent development process. Through searching the Web of Science ™ database, this review was performed according to Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Selected were original articles in English containing data or models related to talent detection/identification/development/selection in sports. A total of 16 articles were included in the study by reviewing the literature. This overview presents the differences and relationships between the four stages of talent cultivation, where these different aspects are aim, purpose, approach, and emphasis. The relationship is characterized by continuity, progressive, complementary, and mutually. This finding shows that each stage is not developed independently, but is an integral part of the talent training process. Additionally, better differentiation and strengthening of the links between the various talent cultivation stages are considered to contribute to elite athlete development. This review highlights the differences and relationships that exist at each stage of talent cultivation. Meanwhile, some measures are also proposed to strengthen the connection of these phases and how to reduce the turnover rate of talent, which can provide theoretical references for coaches or stakeholders. Based on the results of the review, it is also recommended that future research on talent cultivation could take into account the intrinsic linkages between the various stages and develop talent training programs in a multidimensional way.