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1 – 10 of over 74000Steve McDonald, Amanda K. Damarin, Jenelle Lawhorne and Annika Wilcox
The Internet and social media have fundamentally transformed the ways in which individuals find jobs. Relatively little is known about how demand-side market actors use online…
Abstract
The Internet and social media have fundamentally transformed the ways in which individuals find jobs. Relatively little is known about how demand-side market actors use online information and the implications for social stratification and mobility. This study provides an in-depth exploration of the online recruitment strategies pursued by human resource (HR) professionals. Qualitative interviews with 61 HR recruiters in two southern US metro areas reveal two distinct patterns in how they use Internet resources to fill jobs. For low and general skill work, they post advertisements to online job boards (e.g., Monster and CareerBuilder) with massive audiences of job seekers. By contrast, for high-skill or supervisory positions, they use LinkedIn to target passive candidates – employed individuals who are not looking for work but might be willing to change jobs. Although there are some intermediate practices, the overall picture is one of an increasingly bifurcated “winner-take-all” labor market in which recruiters focus their efforts on poaching specialized superstar talent (“purple squirrels”) from the ranks of the currently employed, while active job seekers are relegated to the hyper-competitive and impersonal “black hole” of the online job boards.
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Malar Hirudayaraj and Rose Baker
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…
Abstract
Purpose
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.
Design/methodology/approach
This study reports a qualitative content analysis of online HRD job postings.
Findings
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.
Research limitations/implications
The job postings included in the study were all collected from one source, the Association for Talent Development job site.
Practical implications
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.
Originality/value
This paper analyzes online HRD job postings to understand what knowledge and skills employers expected from L&D practitioners and HRD professionals.
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The purpose of this paper is to examine the competencies that US healthcare organizations require for quality and performance improvement positions.
Abstract
Purpose
The purpose of this paper is to examine the competencies that US healthcare organizations require for quality and performance improvement positions.
Design/methodology/approach
A US healthcare improvement job posting content analysis was conducted using the HQ Essentials competency framework.
Findings
The HQ essentials competencies most desired for improvement positions include project management, training, data analysis and applied performance improvement methods. Competency requirements varied somewhat by job focus area: performance, quality, or process improvement, and Lean and Six Sigma.
Practical implications
Healthcare leaders may use the author’s results to understand what competencies may be required for various improvement roles and to identify any gaps in required skills and knowledge areas that may need to be addressed. Educators and policy-makers should consider how these competencies align with employers’ needs and what resources or professional development may be needed to address gaps.
Originality/value
This is the first healthcare improvement competencies analysis based on job postings.
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This follow‐up report of 133 job advertisements for systems librarians in American Libraries during 1996‐1997 compares the results of a content analysis of job advertisements and…
Abstract
This follow‐up report of 133 job advertisements for systems librarians in American Libraries during 1996‐1997 compares the results of a content analysis of job advertisements and a survey of employers and newly hired systems librarians. The report shows that, although a majority of employers are satisfied with their newly hired systems librarians, they indeed have higher expectations for the positions in terms of qualifications and responsibilities. There is a great gap between job advertisements and reality in regard to systems librarians’ education requirements, work experience, job responsibilities, and areas of knowledge and skills. The types of libraries, to a certain extent, influence systems librarians’ actual qualifications and job responsibilities.
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Ramazan Erturgut and Hasan Emin Gürler
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…
Abstract
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.
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Siti Norida Wahab, Albert Tan and Olivier Roche
In recent years, technology diffusion, globalization and the Internet revolution have accelerated the growth of online transactions and altered corporate operations systems. The…
Abstract
Purpose
In recent years, technology diffusion, globalization and the Internet revolution have accelerated the growth of online transactions and altered corporate operations systems. The emergence of computer technology and the Internet have changed the way businesses work. The purpose of this study is to find and identify any common patterns in the logistics and supply chain industries for job requirements using job posting content in Malaysia.
Design/methodology/approach
This study provides an exploratory assessment of the employability skill set required using online job posting advertisements. Online job posting advertising, also known as e-recruiting, is one field that has been significantly influenced by information technology. In addition, the current Covid-19 outbreak has created a new need for a long-term contactless talent acquisition process in the organization's operating systems.
Findings
Based on this study's findings, the top ten skills required by employers for logistics and supply chain positions are (1) supply chain analytics, (2) technological aptitude, (3) teamwork skills, (4) customer focus, (5) leadership skills, (6) interpersonal skills, (7) people skills, (8) creativity and resilience, (9) demand and supply forecasting ability, and (10) project management skills. Overall, the findings provide a road map for practitioners and academics interested in developing supply chain managers' necessary skills and competencies to manage current and future supply networks. It also allows companies to adjust their supply chain management hiring, training and retention methods.
Originality/value
Although the study was done in Malaysia, the supply chain skills and competencies stated in this study, as well as their categorization, can be applied in other developing countries.
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Bernard J. Jansen, Karen J. Jansen and Amanda Spink
The web is now a significant component of the recruitment and job search process. However, very little is known about how companies and job seekers use the web, and the ultimate…
Abstract
Purpose
The web is now a significant component of the recruitment and job search process. However, very little is known about how companies and job seekers use the web, and the ultimate effectiveness of this process. The specific research questions guiding this study are: how do people search for job‐related information on the web? How effective are these searches? And how likely are job seekers to find an appropriate job posting or application?
Design/methodology/approach
The data used to examine these questions come from job seekers submitting job‐related queries to a major web search engine at three points in time over a five‐year period.
Findings
Results indicate that individuals seeking job information generally submit only one query with several terms and over 45 percent of job‐seeking queries contain a specific location reference. Of the documents retrieved, findings suggest that only 52 percent are relevant and only 40 percent of job‐specific searches retrieve job postings.
Research limitations/implications
This study provides an important contribution to web research and online recruiting literature. The data come from actual web searches, providing a realistic glimpse into how job seekers are actually using the web.
Practical implications
The results of this research can assist organizations in seeking to use the web as part of their recruiting efforts, in designing corporate recruiting web sites, and in developing web systems to support job seeking and recruiting.
Originality/value
This research is one of the first studies to investigate job searching on the web using longitudinal real world data.
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David Pierce, Jeffrey Petersen, Galen Clavio and Bradley Meadows
The purpose of this study is to examine the current state of job announcements relating to sport ticket sales and service positions in the USA.
Abstract
Purpose
The purpose of this study is to examine the current state of job announcements relating to sport ticket sales and service positions in the USA.
Design/methodology/approach
Content analysis methodology was utilized to examine 733 sport sales job announcements from two subscription‐based sport job websites posted over a six month time period.
Findings
Sport sales jobs were geographically clustered with over half of the positions within only eight states, led by California (12.7 percent), New York (9.3 percent), Texas (7.2 percent), and Florida (7.2 percent). The majority of organizations posting jobs were specific teams or integrated sport/entertainment companies owning specific teams (76 percent), followed by media firms (11 percent), outsourced sales firms (6 percent), and sporting goods companies (6 percent). Of the 12 major job types, inside sales positions were the most common (32.3 percent) followed by sponsorship sales (13 percent) and media advertising (12 percent). Logistic regression revealed that directors and non‐entry level hires were more likely to supervise other salespeople and utilize consultative sales techniques, while a strong work ethic and cold calling was sought from entry‐level personnel.
Practical implications
Sport sales hiring managers and sport management academicians can utilize survey results in preparing education and training programs for entry‐level sport salespeople, including the use of experiential learning and sport sales combined.
Originality/value
As the first study to empirically examine the nature of sport sales positions, it provides academicians and future sport management and sales employees with the elements of sport‐related sales most prized within the sport industry.
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Herbert Kotzab, Christoph Teller, Michael Bourlakis and Sebastian Wünsche
The purpose of this study is to identify specific qualifications and competences required within the field of logistics and supply chain management from the perspective of…
Abstract
Purpose
The purpose of this study is to identify specific qualifications and competences required within the field of logistics and supply chain management from the perspective of lifelong learning and hierarchical level. It also reveals a hierarchy level-specific job profile for logistics and supply chain management jobs based on the European Framework for Key Competences and the German Federal Employment Agency.
Design/methodology/approach
A review of the literature on competences and skills in the field of logistics is combined with an analysis of 832 job postings by means of content analyses and thematic mapping.
Findings
The academic literature discusses more than 280 skills and competences related to the job profile of logistics and supply chain managers. The majority of these skills represent social skills. Analyses of job postings show significant differences in the required portfolio of skills and competences depending on the hierarchical level of the position. Contrary to the literature, job postings include more cognitive competences and meta-competences than social skills.
Originality/value
The first contribution of this research is that competences were examined from the perspective of lifelong learning, revealing how this is applied in the field of logistics. The second is that this conceptual framework can be utilised to compare skills and competences between different hierarchical levels. The third contribution refers to identifying a set of skills and competences different to what had been presented in the literature.
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Many low-income students are unable to participate in internship programs because they lack financial resources to pay for the cost of housing and relocating to the internship…
Abstract
Purpose
Many low-income students are unable to participate in internship programs because they lack financial resources to pay for the cost of housing and relocating to the internship site. This paper examines the types of benefits or supports related to housing and relocation that employers are providing to paid interns.
Design/methodology/approach
This paper uses content analysis to examine the types of supports included in job advertisements posted on Handshake, the largest early career networking platform in the US.
Findings
During the period studied, less than 11% of internships advertised indicated that the employer was willing to provide housing or relocation support, only 107 employers across the US. Only 53 employers were willing to provide free company-sponsored housing. Internships offering support are clustered in the fields of business, engineering and research, providing almost no internships for students in other fields.
Practical implications
Given the high cost of housing, if a student does not have access to considerable financial resources, they are unlikely to participate in an internship or will be limited to a position in their commutable area. To level the playing field among all students, employers need to offer free or subsidized company-sponsored housing to student interns. While some employers do offer support, the number of students needing support far exceeds the number of internships available.
Originality/value
While there is information on what students identify as barriers, there is no accurate picture of employer supports available to mitigate these barriers. This exploratory analysis is the first to examine the benefits and supports employers are providing to paid interns.
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