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Article
Publication date: 17 January 2022

Alexander Challinor and Jonathon Whyler

The purpose of this paper is to review and critically evaluate UK psychiatry national recruitment process for 2021, which was re-structured following the COVID-19 pandemic…

Abstract

Purpose

The purpose of this paper is to review and critically evaluate UK psychiatry national recruitment process for 2021, which was re-structured following the COVID-19 pandemic. Additionally, this paper aims to review the empirical evidence of the selection methodologies in psychiatry recruitment.

Design/methodology/approach

The UK national psychiatry recruitment process is discussed, with a focus on the changes made to recruitment in 2021. The advantages and disadvantages of different selection methodologies are explored, with an emphasis on evaluating the validity, acceptability and reliability of different recruitment selection methodologies. The potential impact of the changes to psychiatry recruitment are explored.

Findings

The decision of the National Recruitment Office to remove certain selection methods for recruitment in 2021 may have limited their ability to choose the best candidate for the training place and be fair to the applicant. Overall, there is a lack of research into the validity of the selection methods used in psychiatry recruitment. A framework for outcome criteria relevant to psychiatry recruitment should be developed, which would allow research into selection methods and guide the NRO to examine the evidence base effectively.

Originality/value

This paper examined the recruitment methods used to choose doctors for psychiatry training in the UK, demonstrating that the empirical evidence base for psychiatry recruitment is limited. This paper can contribute to our understanding of selection methodologies used in psychiatry recruitment and highlights the value of different recruitment approaches for choosing the best psychiatrists of the future.

Details

The Journal of Mental Health Training, Education and Practice, vol. 17 no. 4
Type: Research Article
ISSN: 1755-6228

Keywords

Article
Publication date: 31 January 2024

Abdulrazaq Kayode AbdulKareem, Kazeem Adebayo Oladimeji, Abdulrasaq Ajadi Ishola, Muhammed Lawan Bello, Abubakar Yaru Umar and Abdulhakeem Adejumo

This study examines the adoption of information and communication technologies (ICT) for e-recruitment and its impacts on public value outcomes.

Abstract

Purpose

This study examines the adoption of information and communication technologies (ICT) for e-recruitment and its impacts on public value outcomes.

Design/methodology/approach

A survey was conducted with 213 public sector employees in the federal civil service using a questionnaire to test a conceptual model integrating the Technology Acceptance Model, Media Richness Theory and Public Value Theory using PLS-SEM analysis.

Findings

Results validate significant positive relationships between ICT adoption, social media use for e-recruitment and public value creation. Internet self-efficacy positively moderates public value outcomes.

Research limitations/implications

While this study makes valuable contributions, avenues remain to further expand generalizability, strengthen validity and incorporate additional institutional factors in the framework.

Practical implications

The study provides insights to guide policies and interventions aimed at improving ICT adoption success and public value gains from e-government investments in developing countries.

Originality/value

The research makes key contributions by operationalizing and empirically assessing the public value impacts of e-government innovations and examining adoption issues in an understudied developing country context.

Details

International Journal of Public Sector Management, vol. 37 no. 2
Type: Research Article
ISSN: 0951-3558

Keywords

Article
Publication date: 22 September 2022

Vic Benuyenah

Traditional recruitment practices tend to be rigorous, but some of its elements can be improved. The length of applications, missing or unstated salary details and lack of…

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Abstract

Purpose

Traditional recruitment practices tend to be rigorous, but some of its elements can be improved. The length of applications, missing or unstated salary details and lack of anonymity in some emerging countries' recruitment processes mean that recruitment standards remain questionable and unethical. This paper presents a conceptual discourse on how current recruitment activities can be improved in light of progress made with global Internet infrastructure and CSR standards.

Design/methodology/approach

This is primarily a conceptual paper intended to discuss unethical recruitment practices. The author used selected studies and case studies to present the case for improvements in the field of recruitment.

Findings

Compared with easy apply options popularised through recruitment websites, organisations continue to favour traditionally lengthy and complicated applications. The incidence of unstated salary, lack of anonymity and poor communication from some recruiters imply that more has to be done in these areas of CSR.

Research limitations/implications

As with most conceptual papers, this study lacks adequate empirical support. The claims and propositions made are largely based on a scanty number of current research and industry observations.

Practical implications

This study will have potential application in scenarios where recruiters are seeking to improve their practice; however, the recommendations may not be applicable to all organisations.

Social implications

The understanding of ethical values and their application to recruitment will vary from culture to culture.

Originality/value

The paper offers a clear path to debating recruitment ethics and improvements in current practices. No known studies have specifically targeted this area of ethical recruitment.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 11 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 5 August 2022

Denise Jackson, Linda Riebe and Flavio Macau

This study aims to investigate graduate employer perceptions of determining factors in recruitment decisions and their preferred use of recruitment channels. This study drew on…

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Abstract

Purpose

This study aims to investigate graduate employer perceptions of determining factors in recruitment decisions and their preferred use of recruitment channels. This study drew on the employability capitals model to interpret findings and identify ways to better prepare higher education students for recruitment and selection. This is particularly important in declining graduate labour markets, further weakened by COVID-19.

Design/methodology/approach

This study gathered data from surveying 183 Australian employers from different organisational settings. Responses were analysed using descriptive and multivariate techniques, the latter exploring variations by role type, sector and organisation size.

Findings

Findings reaffirmed the criticality of students having the right disposition and demonstrating professional capabilities during recruitment, highlighting the value of building cultural and human capital during university years. Recruitment channels that require students to mobilise their identity and social capital were prioritised, particularly among private sector organisations. Work-based internships/placements were considered important for identifying graduate talent and developing strong industry–educator partnerships, needed for building networks between students and employers.

Originality/value

This study provides valuable insights into determinants of graduate recruitment decision-making from the employer perspective. These highlight to students the important role of capitals, and how they can be developed to optimise recruitment success. This study presents practical strategies for universities to build their students’ human, social, cultural and identity capital. Findings on the prioritisation of recruitment channels among graduate employers from different sectors will enable students and universities to better prepare for future recruitment. It emphasises that student engagement with employability-related activities is a critical resource for an effective transition to the workplace.

Details

Education + Training, vol. 64 no. 5
Type: Research Article
ISSN: 0040-0912

Keywords

Article
Publication date: 15 February 2021

AbdulWahab Esmaeel Baroun

The purpose of this paper is to provide a picture on the impact of the meritocracy and personality traits on the recruitment process in small and medium-sized enterprises (SMEs…

Abstract

Purpose

The purpose of this paper is to provide a picture on the impact of the meritocracy and personality traits on the recruitment process in small and medium-sized enterprises (SMEs) in the State of Qatar.

Design/methodology/approach

The study used ADANCO software for carrying a structural equation modelling analysis and for descriptive statistics.

Findings

The findings showed that meritocracy and personality traits had an impact on recruitment process. In addition, meritocracy showed to be more important than personality traits in the recruitment process.

Research limitations/implications

This research is conducted only in one country, i.e. the State of Qatar, and findings cannot be generalised for other countries in the Gulf Cooperation Council and abroad. Extending this research in other countries and comparing the findings will help create a better portray on the role of meritocracy and personality traits on the recruitment process.

Practical implications

This paper will help the Qatari and other SMEs owners to use a more comprehensive approach during the recruitment of their employees, considering that the process of recruitment plays an important role within the overall human resource management. Recruiting the right people has become an extremely daunting mission for SMEs, given that competition for talent is increasingly becoming a very tough and uncompromising issue.

Originality/value

To the best of the author’s knowledge, this is the only paper that has researched the role of meritocracy and personality traits on the recruitment process in the SMEs in the State of Qatar and abroad. Separate studies were conducted that treat the impact of meritocracy and personality on recruiting the right person(s) for the company, but none treated these aspects together in one single paper.

Details

Journal of Enterprising Communities: People and Places in the Global Economy, vol. 16 no. 3
Type: Research Article
ISSN: 1750-6204

Keywords

Article
Publication date: 14 June 2022

Hugues Seraphin, James Kennell, Simon Smith, Ante Mandić and Metin Kozak

This study aims to examine the influence of neoliberalism and managerialism on the recruitment of tourism academics in the UK. The study analyses how sustainable the recruitment…

Abstract

Purpose

This study aims to examine the influence of neoliberalism and managerialism on the recruitment of tourism academics in the UK. The study analyses how sustainable the recruitment and retention of talents are in the tourism industry. Importantly, this study provides particular focus on sustainable tourism roles, as well as the impacts of COVID-19.

Design/methodology/approach

Qualitative content analysis focuses on academic jobs in tourism advertised on Jobs.ac.uk between June 2020 and July 2021.

Findings

Study findings reveal how, in the case of the UK, current educational ideologies, including neoliberalism and managerialism, significantly influence curriculum and recruitment. Such an approach facilitates the hidden curriculum of undisciplined tourism programmes and significantly constrains the prominence of sustainability principles. The development of curriculum, student life course and recruitment of academics are influenced by several variables (personal, environmental, behavioural), which must be identified to enable decision-makers to engage in efficient planning.

Originality/value

This study provides a unique focus on the recruitment of tourism academics encompassing crucial factors like sustainable tourism and COVID-19. The proposed framework creates the foundation for the investigation and discussion of academics’ recruitment in different contexts. This study also offers several new avenues for future research.

Details

International Journal of Organizational Analysis, vol. 31 no. 6
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 18 May 2010

Nicoline Frølich and Bjørn Stensaker

This paper seeks to analyse how excellence and diversity are addressed in student recruitment strategies, and how these strategies are developed in eight Norwegian higher…

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Abstract

Purpose

This paper seeks to analyse how excellence and diversity are addressed in student recruitment strategies, and how these strategies are developed in eight Norwegian higher education institutions.

Design/methodology/approach

The study utilises a theoretical perspective that asserts that strategy is developed through practice. The authors have combined document analysis with qualitative interviews to investigate the development of institutional student recruitment strategies, their characteristics and their links to the individual institution's profile and ambitions.

Findings

The study reveals that student recruitment strategies are often grounded in inherent institutional identities, while at the same time responding to external ideas about excellence and diversity. The study also finds that higher education institutions show significant creativity in trying to adapt to these ideas and general trends, while at the same time maintaining their own characteristics and traditions. Findings suggest that student recruitment strategies are also used for accountability purposes. Given the importance of student recruitment, many higher education institutions attach surprisingly little importance to this issue.

Research limitations/implications

The study encompasses only a small number of institutions in a single country, limiting the possibility of generalising aspects of the profile and content of the student recruitment strategies. Nevertheless, the analysis indicates that the processes associated with the development of student recruitment strategies are quite similar, with more emphasis on specific quantitative analytical schemes and less emphasis on other ways of organising strategy development.

Originality/value

The paper reveals the importance of placing greater focus on the ways in which strategic processes are organised and identifying the potential for improving the creative organisation of the strategising process.

Details

International Journal of Educational Management, vol. 24 no. 4
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 8 February 2016

Adele Ladkin and Dimitrios Buhalis

This paper aims to reflect on issues concerning online and social media recruitment in hospitality organisations. It considers the implications for employers and prospective…

26622

Abstract

Purpose

This paper aims to reflect on issues concerning online and social media recruitment in hospitality organisations. It considers the implications for employers and prospective employees, discussing areas of mutual relevance.

Design/methodology/approach

The paper draws on existing research to examine the subject of online and social media recruitment. Secondary sources are used to provide a framework for the consideration of online and social media recruitment for hospitality organisations. A model for understanding online- and social media-empowered hospitality recruitment is proposed.

Findings

Considerations for employers include website attributes, issues of fairness in the recruitments process and brand reputation. For prospective employees, the considerations centre on public and private online profiles. Considerations common to both include the value of an online presence, the blurring of boundaries in online information and legal implications.

Research limitations/implications

This is a discussion paper drawing on evidence from previous research to explore recruitment issues in the hospitality industry. It raises the profile of recruitment issues, mapping the field and providing the basis for further exploration.

Practical implications

The paper provides a basis for understanding the impact of online and social media recruitment trends and issues and considers the implications for hospitality employers and prospective employees.

Originality/value

The paper’s contribution is its reflection on debates from different disciplines and in offering the dual perspective of employers and potential employees from which to consider emerging themes as they relate to online- and social media-empowered recruitment.

Details

International Journal of Contemporary Hospitality Management, vol. 28 no. 2
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 7 June 2011

Sharon Pande

This paper aims to examine the reasons for, and success of, e‐recruitment at SAT Telecom, India.

3732

Abstract

Purpose

This paper aims to examine the reasons for, and success of, e‐recruitment at SAT Telecom, India.

Design/methodology/approach

The paper focuses on the problems that SAT Telecom was facing with its traditional recruitment methods, why it chose the SAP e‐recruitment system and some of the lessons learned.

Findings

The paper reveals that savings of around 44 percent on recruitment costs have been identified. There is now less reliance on recruitment consultants and search agents. The average time to fill vacancies has fallen from 70 to 37 days. The cost per hire has dropped.

Practical implications

The paper reports that SAT Telecom believes that it has covered the cost of its investment in e‐recruitment software in less than a year.

Social implications

The paper claims that the e‐recruitment system could help SAT Telecom to recruit a more diverse workforce.

Originality/value

The paper highlights practical steps that companies can take to ensure the success of an e‐recruitment system.

Details

Human Resource Management International Digest, vol. 19 no. 3
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 6 June 2008

Reveals how mobile‐telephone company 3 is using e‐recruitment to attract top talent in a highly competitive market.

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Abstract

Purpose

Reveals how mobile‐telephone company 3 is using e‐recruitment to attract top talent in a highly competitive market.

Design/methodology/approach

Describes how the company made the decision in 2002 to move all recruitment online, and how the firm redesigned its careers website recently to make applying for a job as smooth and straightforward as possible. Highlights the lessons that recruitment specialists can learn from a company's marketers.

Findings

Shows that e‐recruitment has increased the efficiency and speed of the hiring process, and made it easier for managers to cope with large volumes of applications and interviews. The company formerly used a combination of Microsoft Excel spreadsheets and Outlook to manage its recruitment, but this was bureaucratic and inconsistent and involved a great deal of co‐ordination between the recruitment teams.

Practical implications

Argues that the solution has a positive effect on the employer brand by improving the application experience.

Originality/value

Contends that administrative requirements have been reduced and the company has lowered its reliance on external recruitment agencies, which has helped it to save £1,760 per hire on average as a result of not incurring agency fees.

Details

Human Resource Management International Digest, vol. 16 no. 4
Type: Research Article
ISSN: 0967-0734

Keywords

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