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Article
Publication date: 1 May 2002

Consists of a series of nine articles under the same title. Each article provides a different slant on the hiring process. Outlines the legal position when hiring

Abstract

Consists of a series of nine articles under the same title. Each article provides a different slant on the hiring process. Outlines the legal position when hiring employees and concentrates on providing a framework for managers. Covers areas including job analysis and descriptions, where to advertise and recruit, selection criteria, the interview, testing, negotiating the offer of employment and references. Briefly describes trends in employment practices and ways to minimize potential litigation through best practice.

Details

Management Research News, vol. 25 no. 5
Type: Research Article
ISSN: 0140-9174

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Article
Publication date: 1 May 1989

Patricia A. Greenfield, Ronald J. Karren and Lawrence S. Zacharias

Every employer, unless he or she has no pool of applicants orpotential applicants to choose from, engages in hiring choices. Whilethe hiring process may vary, both from…

Abstract

Every employer, unless he or she has no pool of applicants or potential applicants to choose from, engages in hiring choices. While the hiring process may vary, both from one employer to another and from one job to another, some form of screening occurs. In recent years, students of management have noted the proliferation of screening practices in the hiring process, especially in bringing new technologies such as medical and drug testing procedures. Testing and other screening practices, while wide‐ranging both with respect to their ends and means, have raised consistent patterns of concern among job‐seekers, public policy makers and managers themselves. In this monograph a variety of methods of screening and issues of public policy raised by screening procedures are discussed. An overview of United States law regulating the screening process is provided, together with future directions in the area of screening in the US.

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Employee Relations, vol. 11 no. 5
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 11 May 2012

Quinn Galbraith, Sara D. Smith and Ben Walker

The purpose of this paper is to argue the importance of succession planning within academic libraries backed up by original research documenting current succession…

Abstract

Purpose

The purpose of this paper is to argue the importance of succession planning within academic libraries backed up by original research documenting current succession planning practices.

Design/methodology/approach

A survey was completed by 34 ARL institutions, which included 25 questions regarding the ages of library leaders, hiring practices, and opinions about the importance and practice of specific succession planning principles. These results are compared with an extensive literature review.

Findings

The survey results show that there is a gap between the perceived importance of various principles of succession planning and how well the principles are practiced. In addition, the age demographics of library leaders clearly show a need to prepare future leaders.

Practical implications

From this research it was found that many libraries are not prepared to fill the vacancies of library leadership positions.

Originality/value

This original research provides data that may be lacking within the field in regards to the need for succession planning.

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Book part
Publication date: 2 February 2018

Paul Whitehead, Paul F. Clark and Lois S. Gray

This chapter reports the results of a 20-year longitudinal study of how American unions have adapted their internal administrative practices to meet the significant…

Abstract

This chapter reports the results of a 20-year longitudinal study of how American unions have adapted their internal administrative practices to meet the significant external challenges they face. In previous scholarly work, researchers have reported that the administrative practices of American unions were far more informal, ad hoc, and political than those of business, government, and other nonprofit organizations. The authors’ 2010 survey asked US-based national and international unions to provide data concerning their internal administrative practices. The results were compared with findings from similar surveys conducted in 1990 and 2000. The results of these surveys indicate a steady increase in unions’ adoption of more formal personnel policies, budget practices, strategic planning processes, and efforts to evaluate planned activities over the 20-year period studied. They also indicate that unions increasingly recruit individuals meeting college, technical, and professional qualifications. Taken together, the results suggest a recognition on the part of many unions that adapting their internal administrative practices to the new realities they face is a fundamental and a necessary part of any effort at organizational renewal.

Details

Advances in Industrial and Labor Relations, 2017: Shifts in Workplace Voice, Justice, Negotiation and Conflict Resolution in Contemporary Workplaces
Type: Book
ISBN: 978-1-78743-486-8

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Article
Publication date: 1 March 2003

Eliza Aragon and Brian H. Kleiner

Catalogues that the amusement/recreation industry in the USA has around 99,000 establishments, from theme parks to fitness centres and three broad groups, sports…

Abstract

Catalogues that the amusement/recreation industry in the USA has around 99,000 establishments, from theme parks to fitness centres and three broad groups, sports, performing arts and amusement/gambling within the industry. Gives in‐depth information about the kind of workers and earnings, etc. Looks at the type of hiring practices involved, especially the new hiring developments. Discusses in‐depth three California amusement parts at: The Disneyland Resort; Universal Studios, Hollywood; and Knott’s Berry Farm, and voices concerns over hire procedures.

Details

Management Research News, vol. 26 no. 2/3/4
Type: Research Article
ISSN: 0140-9174

Keywords

Content available
Article
Publication date: 11 January 2019

Jill Allen, Jessi L. Smith and Lynda B. Ransdell

As universities grapple with broadening participation of women in science, many ADVANCE funded institutions hone in on transforming search committee practices to better…

Abstract

Purpose

As universities grapple with broadening participation of women in science, many ADVANCE funded institutions hone in on transforming search committee practices to better consider dual-career partners and affirmative action hires (“opportunity hires”). To date, there is a lack of empirical research on the consequences and processes underlying such a focus. The purpose of this paper is to examine whether and how two ADVANCE-recommended hiring practices, dual-career hiring and affirmative action hiring, help or hinder women’s participation in academic science.

Design/methodology/approach

In two experiments, the authors tested what happens to a science candidate’s evaluation and offer when that candidate reveals he or she has a dual-career partner (vs is a solo-candidate, Experiment 1) or if it is revealed that the candidate under review is the dual-hire partner or is a target of opportunity hire (vs primary candidate, Experiment 2). A random US national sample of academic scientists provided anonymous external recommendations to an ostensible faculty search committee.

Findings

Evaluators supported the job offer to a primary candidate requiring a heterosexual partner accommodation. This good news, however, was offset by the results of Experiment 2, which showed that support for the partner or affirmative action candidate depended on the evaluator’s gender. Taken together, the research identifies important personal and contextual features that sometimes do – and sometimes do not – impact hiring perceptions of women in science.

Originality/value

The authors believe the effects of such an emphasis on opportunity hires within ADVANCE funded institutions may be considerable and inform changes to policies and practices that help bring about gender equality.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 38 no. 2
Type: Research Article
ISSN: 2040-7149

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Book part
Publication date: 4 November 2014

Lynn Shaw, Lubna Daraz, Mary Beth Bezzina, Amy Patel and Gillian Gorfine

The objective of this paper was to identify and analyze barriers to hiring persons with disabilities from the perspective of employers and persons with disabilities.

Abstract

Purpose

The objective of this paper was to identify and analyze barriers to hiring persons with disabilities from the perspective of employers and persons with disabilities.

Methodology

A scoping review was used to evaluate both evidence and grey literature. An integrative analysis was employed to explicate the most salient macro and meso level barriers that limit the hiring of persons with disabilities.

Findings

A total of 38 articles from 6,480 evidence literature and 19 documents from grey literature were included in data extraction. Barriers included: negative attitudes in society, by employers and coworkers (macro and meso); workplace barriers (meso) were about lack of employer knowledge of performance skill and capacity of persons with disabilities, and the lack of awareness of disability and the management of disability-related issues in hiring and retention; and service delivery system barriers (macro) were focused on the lack of integration of services and policies to promote hiring and retention.

Social implications

Knowledge gained furthers the understanding of the breadth of social, workplace and service delivery system obstacles that restrict the entry into the labor marker for persons with disabilities.

Originality/value

Barriers to employment for persons with disabilities at the macro and meso level are evident in the literature and they remain persistent over time despite best efforts to promote inclusion. Findings in this review point to the need for more specific critical research on the persistence of social, workplace and service delivery system barriers as well as the need for pragmatic approaches to change through partnering and development of targeted information to support employers in hiring and employing persons with disabilities.

Details

Environmental Contexts and Disability
Type: Book
ISBN: 978-1-78441-262-3

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Article
Publication date: 23 March 2010

Pramila Rao

The purpose of this paper is to detail staffing practices of five software companies located in India.

Abstract

Purpose

The purpose of this paper is to detail staffing practices of five software companies located in India.

Design/methodology/approach

This qualitative research paper uses purposeful sampling to provide rich data on senior‐level staffing practices. The interviews conducted in India are tape‐recorded and notes are also taken diligently. The interviews are coded to identify similar and dissimilar themes.

Findings

This research identifies internal recruitment, employer references, succession planning, interviews, personality tests, newspaper recruitment, professional search agencies, and bio‐data as the predominant senior‐level staffing practices.

Practical implications

The paper identifies successful staffing practices adopted by domestic software companies. As multinational companies significantly increase their presence in India, global practitioners can implement successful staffing practices by having a thorough understanding of local staffing practices.

Originality/value

This paper identifies successful staffing practices of the Indian software organizations. This paper further provides a staffing model based on the Lepak and Snell staffing typology and details the main human resource management challenges of the Indian software industry.

Details

Journal of Indian Business Research, vol. 2 no. 1
Type: Research Article
ISSN: 1755-4195

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Book part
Publication date: 4 July 2019

Ifeoma Ajunwa and Daniel Greene

This chapter lays out a research agenda in the sociology of work for a type of data and organizational intermediary: work platforms. As an example, the authors employ a…

Abstract

This chapter lays out a research agenda in the sociology of work for a type of data and organizational intermediary: work platforms. As an example, the authors employ a case study of the adoption of automated hiring platforms (AHPs) in which the authors distinguish between promises and existing practices. The authors draw on two main methods to do so: critical discourse analysis and affordance critique. The authors collected and examined a mix of trade, popular press, and corporate archives; 135 texts in total. The analysis reveals that work platforms offer five core affordances to management: (1) structured data fields optimized for capture and portability within organizations; (2) increased legibility of activity qua data captured inside and outside the workplace; (3) information asymmetry between labor and management; (4) an “ecosystem” design that supports the development of limited-use applications for specific domains; and (5) the standardization of managerial techniques between workplaces. These combine to create a managerial frame for workers as fungible human capital, available on demand and easily ported between job tasks and organizations. While outlining the origin of platform studies within media and communication studies, the authors demonstrate the specific tools the sociology of work brings to the study of platforms within the workplace. The authors conclude by suggesting avenues for future sociological research not only on hiring platforms, but also on other work platforms such as those supporting automated scheduling and customer relationship management.

Details

Work and Labor in the Digital Age
Type: Book
ISBN: 978-1-78973-585-7

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Book part
Publication date: 28 May 2019

Jorrit van Mierlo, Raymond Loohuis and Tanya Bondarouk

Large corporate policy changes usually take the form of a top-down approach based on a clearly envisioned routine and an implementation plan. Yet, the authors report on a…

Abstract

Large corporate policy changes usually take the form of a top-down approach based on a clearly envisioned routine and an implementation plan. Yet, the authors report on a study of a bottom-up approach in which key members of a service company created a new hiring routine that supported a company-wide new human resource management (HRM) hiring policy without any prior envisioned plan. We pay particularly close attention to the perspectives of this company’s HRM professionals, line managers, and middle-level managers. The authors used the literature on routine dynamics to examine in detail which actions were taken by key members in this organization to create the new hiring routine. Through in-depth interviews, the authors found that line managers, HRM professionals, and middle-level managers significantly differed in their points of view regarding their role in the new hiring routine, and how it should work best. As a result of these different points of view, the actors took different actions that nonetheless contributed to building the new routine including creating new internal and external connections, supplying expertise, and ensuring oversight of the new way of hiring. The authors also observed that the creation of this new routine also implied conflicts as a result of different points of view and actions. Nonetheless, the end result was the establishment of a new company-wide accepted hiring routine that even surpassed the expectations of top management. With this study, the authors contribute to the literature on routine dynamics by demonstrating the generative potential of multiple points of view and conflicts in creating new routines involved in large corporate policy change by showing how misalignments between the actors’ perspectives do not need to hamper the creation of new action patterns but rather support it.

Details

Routine Dynamics in Action: Replication and Transformation
Type: Book
ISBN: 978-1-78756-585-2

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