Search results

In recent years, aceted search has been a well-accepted approach for many academic libraries across the United States. This chapter is based on the author’s dissertation and work of many years on faceted library catalogs. Not to hope to be exhaustive, the author’s aim is to provide sufficient depth and breadth to offer a useful resource to researchers, librarians, and practitioners about faceted search used in library catalogs.

The chapter reviews different aspects of faceted search used in academic libraries, from the theory, the history, to the implementation. It starts with the history of online public access catalogs (OPACs) and how people search with OPACs. Then it introduces the classic facet theory and its relationship with faceted search. At last, various academic research projects on faceted search, especially faceted library catalogs, are briefly reviewed. These projects include both implementation studies and the evaluation studies.

The results indicate that most searchers were able to understand the concept of facets naturally and easily. Compared to text searches, however, faceted searches were complementary and supplemental, and used only by a small group of searchers.

The author hopes that the facet feature has not only been cosmetic but the answer to the call for the next generation catalog for academic libraries. The results of this research are intended to inform librarians and library information technology (IT) staff to improve the effectiveness of the catalogs to help people find information they need more efficiently.

Purpose: Many Internet users search for health information but they struggle with assessing the quality of the information they find. By drawing on a multi-modal approach to data collection, this study aims to understand further the nuanced cognitive processes that people utilize as they acquire and evaluate online health information.

Design: We used a mixed-methods approach that includes surveys, interviews, and observations of 76 diverse adults of all ages in the Chicago area completing various health information-seeking tasks.

Findings: Most participants begin their information-seeking process on search engines. We identified the most popular credibility-assessment strategies used on the search engine results’ pages (SERP) as well as on websites. We also explored how the process of executing such strategies reveals greater and lesser savvy among users.

Research Limitations: While the sample size and methods limit its generalizability, this study included a larger and more diverse group of participants than most observational work, which results in data about a wider range of behaviors than is typical of such research.

Social Implications: Our findings showed that most of our participants could use additional education regarding credibility assessment of online health information. Additionally, since a great deal of credibility assessment occurs on SERP, search companies bear a particular responsibility for ensuring the quality of the information their results highlight.

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.