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Human resources can differentiate firms from their competitors or directly affect the success or failure of firms. As in many sectors, there is a need for qualified employees in the logistics sector, which is of great importance for the national economies. Qualified employees in this sector contribute to the success of the companies and the development of the industry. In this study, it is aimed to reveal the qualifications and characteristics of the labour force needed by logistics companies. It was also aimed to show the impact of COVID-19 on logistics job ads. For this purpose, a total of 1,410 job vacancy postings (before COVID-19) and a total of 1,700 job vacancy postings (during COVID-19) were searched on the kariyer.net website with the word “logistics” and analysed by content analysis method. As a result, it was found that the most advertised province was Istanbul in both periods, the most looked up experience requirement in the candidates was 1-5 years in both periods, the opportunities provided to the candidates (transportation, food and beverage, career, social activity) were not mentioned much in both periods. This study reveals the status of logistics job postings in the period before COVID-19 and during COVID-19. It was also aimed to show the impact of COVID-19 on logistics job ads. We investigated whether the logistics employee demand has changed and whether the pandemic is affecting workforce characteristics. This is the first empirical analysis of the impact of COVID-19 on logistics vacancy postings.

This article presents an exploratory, narrative review on job ads research. It aims to explore the key features of job ads that have been investigated in previous researches; the way these features have been investigated; and to draw important lessons that those studies teach us about the impact of job ad features on the target population.

In this study, the scoping-review procedure is applied. Its systematic procedure enables scholars to provide a broad overview of a topic, map the key concepts underpinning a research area, clarify the conceptual boundaries of a topic, and also to incorporate a numerical summary and qualitative thematic analysis. The review was conducted based on a systematic study of 243 peer-reviewed articles and publications in the grey literature.

The findings show that seven job ad features seem to have important impacts on (potential) applicants, which we illustrate as a know-how framework. Eight main theories are used, and a wide array of research methods are applied. However, the study concludes that after more than four decades of research, there is still a limited understanding about the concrete effects of job ad features.

This paper synthesizes the existing knowledge, answers three exploratory questions regarding job ad features and draws theoretical and practical lessons from previous studies. In the interest of conducting future studies and providing a research agenda, a typology of theoretical perspectives for the study of job ads is also presented. The article also presents lessons for practitioners by providing a know-how framework on the usage of job ads.

Given India's rapid industrial growth and burgeoning numbers of sales and marketing employees, there is an urgent need to develop India‐centric B2B sales management knowledge. However, there is little hard information about similarities or differences between sales management strategies in India and the developed economies. To shed more light on this issue, in this commentary the aim is to report the results of a novel exploratory study of recent India B2B sales job ads motivated by the idea that sales recruiting is a critical sales management function that provides insights into hiring organizations' overall business strategy.

The authors content analyze a sample of India sales job ad postings to identify the job goals, skills and additional roles sought by Indian B2B sales recruiters. Subsequently, they use latent class clustering to segment companies along these requirements.

It is found that B2B sales organizations in India appear to be recruiting according to the same core strategies, principles and criteria as those in the developed world, especially with regard to customer management.

This research develops confidence that some extant B2B sales management theories, models, and knowledge accumulated in developed markets are applicable to the Indian context, with suitable modifications to accommodate idiosyncratic cultural and economic differences.

This is the first, albeit exploratory, effort to utilize the content of India‐specific B2B sales job advertisements as a source of data and insights into sales management strategies in India.

Since the early 1980s, western governments are assumed to have been either moving toward post-bureaucratic models or transforming into so-called neo-Weberian bureaucracies. As different public-sector (reform) models imply different ideal typical personality traits for civil servants, the purpose of this paper is to ask the question to what extent personality requirements that governments demand from their employees have evolved over time in line with these models.

The authors analyzed the use of big-five traits in a sample of 21,003 job advertisements for local government jobs published between 1980 and 2017, applying tools for computer-assisted text analysis.

Using multilevel regression analyses, the authors conclude that, over time, there is a significant increase in the use of personality descriptors related to all big-five factors.

The authors postulate that governments nowadays are actively looking for the “renaissance bureaucrat” in line with the neo-Weberian bureaucracy paradigm. The authors end with a discussion of both positive and negative consequences of this development.

First, the authors explicitly link personality, public administration, and public management using the Abridged Big-Five-Dimensional Circumflex model of personality. Second, by linking observed trends in civil servant personality requirements to larger theories of public-sector reform models, the authors narrow the gap between public administration theories and practice. Third, the software tools that the authors use to digitalize and analyze a large number of documents (the job ads) are new to the discipline of public administration. The research can therefore serve as a guideline for scholars who want to use software tools to study large amounts of unstructured, qualitative data.

The purpose of this article is to examine what employers seek when recruiting library and information professionals for a special library environment in Jamaica.

A content analysis of a sample of 47 advertisements for information professionals in a special library environment in Jamaica from 2013 to 2019 was collected.

The findings indicated that a variety of professional, generic and personal attributes were in demand for these professionals. There was a strong emphasis on advanced computer skills as well as communication and interpersonal skills.

While job advertisements offer some insight into skills requirements and qualifications for employment, it may not reflect the actual person employed.

This paper will provide useful information for library school educators, existing information professionals and those interested in entering the field as it provides an overview of the skills and requirements for jobs in the special library environment in Jamaica.

Despite there being a plethora of job advertisements studies in librarianship, few studies examine advertisements for information professionals in a special library environment. To the best of the author's knowledge, there is no study focusing on Jamaica.

Information systems (IS) managers have become key senior executives for organising the IT resources for delivering support to businesses. Understanding characteristics of IS managers’ employment positions is hence an increasingly important topic in computer personnel research. An investigation in Singapore that included a job advertisement analysis, surveys and case studies was thus conducted to investigate such aspects. This article presents the findings of the job advertisement analysis concerning what kinds of IS managers the market is seeking and what are the basic conditions for such management positions. The literature in this area asserts that job advertisements represent firms’ wishes and the nature of the conditions required of different IS personnel. The results of this analysis therefore reflect a collective market perspective about the changing IS managerial workplace. The results of the analysis benefit both firms and IS employees in formulating personnel development plans and actions, and raise issues for further research.

The purpose of this paper is to assess the differences in importance assigned by manufacturing or service organizations to topics related to operations management and its attendant body of knowledge.

The authors did this by cataloguing and analyzing vacancy announcements related to operations management, presented by manufacturing and services companies in major Brazilian human resources websites.

The results show that manufacturing companies primarily hire personnel with skills in routine process management, quality management, lean manufacturing, ergonomics and work organization. Service companies generally seek professionals with knowledge and experience in logistics, supply chain management and project management.

This study presents some limitations that reduce the power of its conclusions. There is some degree of subjectivity in the interpretation of the contents of the analyzed ads. In order to reduce this problem, the authors who did the tabulation of data marked the situations for which there were some doubts about the classification, discussing them with the other author, until they reached a consensus on the best way to classify each one.

The discussion about the importance assigned by manufacturing and service companies to the topics of operations management is crucial for not only the results obtained, but also to stimulate the debate on topics that comprise or should comprise the body of knowledge of operations management, and the way they are incorporated into business practice. This provides an additional opportunity to reflect on the potential of operations management in supporting business managers now and in the future.

The purpose of this paper is to create a profile of the modern American academic librarian through the content analysis method of job advertisements.

One hundred thirty-four advertisements were analyzed in various ways, e.g. salary, skills, qualifications, duties, followed by a multivariate analysis.

Most significant findings include the importance of communication skills for all academic librarians, the significance of the Library and Information Science (LIS) degree and that applicants should expect a salary of $40,000-60,000.

This paper builds on the previous studies in the field to verify that communication skills are among the most, if not the most, desired skills for a modern librarian, and that an LIS degree is still an asset.

The purpose of this paper is to inform the preparation of HRD professionals by providing an empirical analysis of the knowledge, skills, and responsibilities employers expect in the workplace.

This study reports a qualitative content analysis of online HRD job postings.

Results of this content analysis indicated that the most recent employer expectations for HRD practitioners as reflected in HRD-related job postings for knowledge and responsibilities were instructional design, training delivery, learning management systems, and learning technologies. The outcomes reinforced that employers specifically expect education technology-based knowledge and skills.

The job postings included in the study were all collected from one source, the Association for Talent Development job site.

Educational programs can use these findings to inform curricular decisions related to knowledge and skills to be taught and practiced during the preparation of L&D practitioners and HRD professionals.

This paper analyzes online HRD job postings to understand what knowledge and skills employers expected from L&D practitioners and HRD professionals.

The purpose of this paper is to examine advertisements for part-time professional library jobs in Pennsylvania and New Jersey. The goal is to gain a better understanding of what skills and experience levels are being required of part-time librarians, as well as what their expected salary and hours might be.

Advertisements for part-time professional library positions were collected from online sources over the course of one year.

Part-time librarian positions tend to be public services positions in either public or academic libraries. Advertisements for these position indicate a need for flexibility and often do not contain information about salary or hours. Many are suitable for entry-level librarians with no experience.

Job advertisement studies are limited in that they can only examine the information contained in the advertisements themselves and therefore may not reflect the actual person hired.

This paper will provide useful information for librarians seeking part-time positions, as well as for library and information science educators and library managers who wish to mentor or hire new librarians.

This paper corrects an identified lack of research into part-time library employment.