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Article
Publication date: 10 August 2015

Shahid Wazed and Eddy S.W. Ng

The purpose of this paper is to offer an alternative approach to traditional campus recruiting, using the social media. Specifically, we propose a three-step strategy…

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Abstract

Purpose

The purpose of this paper is to offer an alternative approach to traditional campus recruiting, using the social media. Specifically, we propose a three-step strategy using Facebook to attract and recruit college graduates.

Design/methodology/approach

In Step 1, employers use Facebook to attract as many target students as possible to an employer’s Fan page. In Step 2, employers actively engage with students to enhance their employer brand as a prospective employer. In Step 3, employers initiate a call-to-action to encourage students to act upon a job opportunity and apply for the position.

Findings

Social media recruiting can payoff in several ways: First, employers have the advantage of speed through social media recruiting. Second, employers also have broad and frequent access to college students. Employers will also reduce their overall college recruiting costs and lastly, employers enhance their overall employment branding through the use of Facebook for college recruiting.

Practical implications

Given the impending retirement of baby boomers, there is an urgent need to recruit college graduates in large numbers. Historically, college recruiting has been the preferred channel; however, few students attend campus career fairs or find information sessions and their campus career centers helpful. As an alternative, employers should consider using social media as a recruiting tool to attract and recruit college graduates.

Originality/value

Social media recruiting has the potential to help smaller employers stand out among larger employers, reach out to a larger pool of candidates, speed up the recruitment process and reduce overall recruitment costs.

Details

Strategic HR Review, vol. 14 no. 4
Type: Research Article
ISSN: 1475-4398

Keywords

Book part
Publication date: 10 December 2018

Felipe A. Csaszar

An emerging management trend is to use the “wisdom of the crowd” to make decisions traditionally made by the top management alone. Research on this phenomenon has focused…

Abstract

An emerging management trend is to use the “wisdom of the crowd” to make decisions traditionally made by the top management alone. Research on this phenomenon has focused mainly on the capacity of crowds to generate ideas, but much less is known about a crowd’s capacity to select ideas. To study crowd-based idea selection in firms, this chapter develops a mathematical model of a crowd that makes decisions by majority voting. The model takes into account contingencies that are of particular importance to firms, namely: the size of the population from which the crowd is drawn, the distribution of accuracy among members of the population, and the firm’s ability to recruit the population’s most accurate individuals. The results show that: (1) under relatively common conditions, increasing the size of the crowd may actually reduce performance; (2) near-optimal performance can usually be achieved by a much smaller crowd than the one required to achieve optimal performance; (3) determining the best crowd size depends critically on the firm’s ability to recruit “accurate” individuals; and (4) good performance does not require large crowds unless all population members exhibit low levels of accuracy.

Article
Publication date: 30 December 2020

Richard H. Donohue and Nathan E. Kruis

The purpose of this paper is to determine if a police academy using adult learning techniques instills higher levels of perceived competence in recruits than an academy…

Abstract

Purpose

The purpose of this paper is to determine if a police academy using adult learning techniques instills higher levels of perceived competence in recruits than an academy using traditional pedagogical methods.

Design/methodology/approach

The study took advantage of a timeframe when two academy models using different approaches to learning were employed in Massachusetts. Recruits (N = 97) were surveyed before entering the academy and just prior to graduation to assess their levels of perceived competence across three domains of training topics (i.e. “Policing in Massachusetts,” “Investigations” and “Patrol Procedures”).

Findings

Results were mixed in terms of the academy model's effects on recruit competence levels. In terms of investigations, participants experienced a greater level of growth in an adult-learning setting. Regarding general topics grouped into the “Policing in Massachusetts” category, such as constitutional law, recruits taught with traditional pedagogy experienced more growth. For patrol procedures, taught using similar hands-on methods, results showed comparable levels of growth for all recruits over time. Overall, recruits in both the traditional and adult-learning-based academy experienced similar growth trajectories in self-perceived levels of competence. Findings suggest that a mixed approach to training may provide optimal results for police recruits.

Originality/value

Prior research on academy curricula has been limited to cross-sectional analyses. Further, little effort has been made to analyze the impacts of academy training from an andrological and/or “adult learning” theoretical lens. This study evaluated the effects of a new, overhauled recruit academy curriculum over time to expand the literature in both of these areas.

Details

Policing: An International Journal, vol. 44 no. 3
Type: Research Article
ISSN: 1363-951X

Keywords

Content available
Article
Publication date: 20 October 2020

Jannifer Gregory David

This research examines how job seekers' levels of harmonious work passion (HWP) and obsessive work passion (OWP) affect the importance job seekers place upon job and…

Abstract

Purpose

This research examines how job seekers' levels of harmonious work passion (HWP) and obsessive work passion (OWP) affect the importance job seekers place upon job and organizational elements in recruiting messages.

Design/methodology/approach

Employees who had recently completed job searches read multiple recruiting messages and ranked the importance of different elements in the messages.

Findings

General linear modeling found statistical differences between the importance of recruiting message elements for participants with varying levels of HWP and OWP.

Research limitations/implications

The participants were information technology, engineering and human resource professionals limiting the generalizability of these results to other professions.

Practical implications

Recruiters should vary the information in their recruiting messages depending on the levels of HWP and OWP they want to attract to their applicant pools.

Originality/value

This research adds harmonious and obsessive work passion to the constructs considered in the recruiting message development process.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 9 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 19 November 2019

Amruta Deshpande and Ritu Gupta

Understanding attrition in this VUCA world has become imperative for organizations to ensure they are able to sustain themselves. While focus on understanding attrition is…

Abstract

Purpose

Understanding attrition in this VUCA world has become imperative for organizations to ensure they are able to sustain themselves. While focus on understanding attrition is important, it is equally important to retain acquired talent, at the same time add value to the human side of business. The purpose of this paper is to explore the factors which play crucial role in retention of newly hired employees working in Indian IT industry. The study has considered factors, namely, supervisor support behavior, feedback-seeking behavior (FSB), affective commitment (AC) and empirically verified their impact on new recruit’s intention to quit (IQ).

Design/methodology/approach

The survey was conducted among 524 newly hired employees working in 58 different companies listed in National Association of Software Services Companies member directory in Indian IT industry. All the scales used in the study are reliable and validated. Confirmatory factor analysis was carried out to test the validation of scales. The data were analyzed to test the proposed structural model using structural equation modeling.

Findings

The present study has successfully blended and verified the effect of supportive behavior of supervisor and new recruit’s FSB on the AC and IQ of newly hired employees. The study highlighted that supportive supervisors can encourage the newly hired employees to seeking feedback and enhance their commitment toward the organization. Further, this reduces the turnover intention of employees.

Research limitations/implications

The theoretical contribution of the study is in successful amalgamation of two major streams of studies on new recruits by assessing the effect of supervisors’ supportive behaviors and new recruits’ proactive FSB on their IQ. The study has also looked at the newly hired employees’ behavioral reactions during uncertain entry period and throughout the adjustment process. The limitations of the study are in the focus on one industry and cross-sectional data. In the future researchers can explore the relationships in a longitudinal study. Also, other variables like perceived organizational support and job satisfaction can be considered.

Practical implications

The present study demonstrates that supportive supervisors can motivate newly hired employees to seek feedback, and help them to “fit in” the organization. This study verifies that supervisors are considered as an important source of information for new recruits and the new recruits’ FSB positively influences their commitment toward the organization. Based on these results it is imperative for managers to be approachable and available to offer feedback to the new recruits in their initial days to ensure their adjustment, commitment and retention in the organization. This adds to sustaining the business and social well-being of the employees.

Originality/value

The present study offers a critical insight about the retention of newly hired employees in the organization. In the quickly changing VUCA world, these newly hired employees can be an asset for companies to build competitive advantage. However, to construct a strong future team for the organization, it is imperative that companies focus on augmentation of commitment among newly hired employees to further retain them. The present study proposes the path of empowerment among the new recruits to make them committed to the organization and to make sure that they stay with the organization in long run.

Details

Management Decision, vol. 59 no. 4
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 1 September 1998

Anne G. Copay and Michael T. Charles

The Police Training Institute at the University of Illinois designed a fitness training programme which allowed the participants to choose the intensity and mode of their…

2250

Abstract

The Police Training Institute at the University of Illinois designed a fitness training programme which allowed the participants to choose the intensity and mode of their exercise. Between June 1993 and March 1995, the incoming recruits’ fitness level was assessed before and after the training programme in order to measure the improvement induced by the training and to compare the recruits’ fitness level to the general population. The recruits significantly improved their flexibility (19.10 vs 15.13 degrees) and abdominal strength (4.91 vs 4.98 Lovett score). The male recruits improved their aerobic capacity (recovery heart rate: 86.27 vs 81.32 bpm) and the female recruits improved their back strength (4.86 vs 4.97 Lovett score). No significant changes were observed for grip strength (54.62 vs 54.21 kg), relative body fat (19.5 vs 18.5 per cent body fat), blood pressure (diastolic: 77.99 vs 77.52 mm Hg; systolic: 125.47 vs 125.10 mm Hg), and resting heart rate (74.89 vs 74.23 bpm). Compared to population norms, the majority of the recruits were within the normal range for blood pressure, resting heart rate, abdominal and back muscle strength. A large proportion of the recruits had good flexibility, average grip strength, and fair to excellent per cent body fat. Still, 33.4 per cent of the males and 25 per cent of the females were low to very low in aerobic capacity. As a result, the fitness programme has been modified in order to further improve recruits’ fitness.

Details

Policing: An International Journal of Police Strategies & Management, vol. 21 no. 3
Type: Research Article
ISSN: 1363-951X

Keywords

Article
Publication date: 6 March 2009

Michael E. Meyer and Jean Steyn

The article aims to report on an examination of South African Police Service (SAPS) recruits for indicators evincing the presence of the police culture theme of isolation…

Abstract

Purpose

The article aims to report on an examination of South African Police Service (SAPS) recruits for indicators evincing the presence of the police culture theme of isolation. The research also seeks to determine if the presence of isolation as characteristic of SAPS recruits is gender neutral as well as whether indicators of social isolation change over the period of basic recruit training as well as during the first period of encounter, field training.

Design/methodology/approach

Using a survey format, the research employs a quasi‐experimental pre‐test/post‐test repeated measures research (longitudinal) design: a pre‐test at the beginning of SAPS recruit basic training; post‐test at the end of the SAPS basic training; and a second post‐test upon completion field training.

Findings

Although there is significant variance among the police recruits, overall there are indicators of police isolation already present among the recruits upon arrival at the police training colleges. These indicators became stronger during the period of basic training but appeared to weaken during field training. However, upon closer observation this change was true only for female recruits. Indicators of isolation were also stronger among female recruits at all three times despite the decrease following field training.

Practical implications

The findings suggest that the basic training be evaluated for its differential, and somewhat negative, impact on female recruits. That attitudes evincing isolation from the public are present among police recruits also raises a serious question regarding community policing as the preferred mode of police service delivery.

Originality/value

This paper reports on a preliminary investigation of the police culture theme of isolation among South African Police Service recruits entering basic police training in January of 2005 and changes that may have occurred in these attitudes over the period of the six‐month basic training and the subsequent six‐month field training experience.

Details

Policing: An International Journal of Police Strategies & Management, vol. 32 no. 1
Type: Research Article
ISSN: 1363-951X

Keywords

Article
Publication date: 7 November 2016

Shannon Wagner, Alex Fraess-Phillips and Kelly Mikkelson

The purpose of this paper is to investigate the predispositional hypothesis related to the “rescue personality” and the mental health of firefighter recruits.

Abstract

Purpose

The purpose of this paper is to investigate the predispositional hypothesis related to the “rescue personality” and the mental health of firefighter recruits.

Design/methodology/approach

This study compared responses to a written set of personality and mental health measures between firefighter recruits and non-rescue comparison participants – individually matched based on age, gender, ethnicity, and marital status. Data analysis involved statistical one-way between subjects analyses of variance complemented with epidemiological paired odds ratio calculations.

Findings

The results indicated that firefighter recruits self-reported as less open to experience, less neurotic, and less Type A. They also self-reported as less likely to report somatization, hostility, and posttraumatic stress symptomatology than comparison participants. Recruits were higher in extraversion and conscientiousness, but indicated no differences in perceptions of risk or sensation-seeking behaviour.

Originality/value

The present study contributes to the literature on firefighter recruits and provides some initial data regarding personality of those attracted to the fire services, as well as information about the mental health of firefighters prior to service. Mitchell’s “rescue personality” was partly supported and evidence was provided suggesting that new recruits have strong self-perceived mental health.

Details

International Journal of Emergency Services, vol. 5 no. 2
Type: Research Article
ISSN: 2047-0894

Keywords

Article
Publication date: 17 August 2012

Mark T. Sedevic

Police recruits need to be prepared the moment they graduate from the police academy for any type of situation. It is during the initial recruit training phase at the…

Abstract

Purpose

Police recruits need to be prepared the moment they graduate from the police academy for any type of situation. It is during the initial recruit training phase at the police academy where police recruits need to learn about terrorism and how to respond to a terrorism incident. The purpose of this paper is to examine whether the Emergency Response Week portion of the Chicago Police Academy's recruit curriculum was adequate and provided Chicago Police Department recruits with adequate knowledge of terrorism awareness and the skills necessary to respond to a terrorism incident.

Design/methodology/approach

Descriptive research was used with a non‐experimental fixed design, along with quantitative survey research.

Findings

The results indicated that the Chicago Police Department recruit curriculum in Emergency Response Week was perceived as above adequate by Chicago Police Department recruits. Additionally, the Chicago Police Department recruits perceived their knowledge concerning terrorism awareness and their skill levels concerning responding to a terrorism incident as above adequate following completion of Emergency Response Week.

Originality/value

Previous researchers mostly examined the breadth of police recruit curricula, which has left a need for an in‐depth knowledge base. This research paper probed deeply into the satisfaction of the Emergency Response Week curriculum at the Chicago Police Department Recruit Academy and narrowed the focus from previous studies.

Details

Policing: An International Journal of Police Strategies & Management, vol. 35 no. 3
Type: Research Article
ISSN: 1363-951X

Keywords

Article
Publication date: 4 July 2016

Mario Bossler

In many European countries labor markets became more and more demand oriented. However, the average use of recruiting abroad is still low. From a firm perspective…

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Abstract

Purpose

In many European countries labor markets became more and more demand oriented. However, the average use of recruiting abroad is still low. From a firm perspective, recruiting abroad comes at substantial costs and risks. The purpose of this paper is to identify mechanisms leading to the use of recruiting from abroad.

Design/methodology/approach

Effects are retrieved from simple OLS regressions as well as from demand-sided instrumental variable specifications applied to a large German establishment-level dataset.

Findings

The share of foreign workers in the contemporary work force enhances recruiting abroad, which is in line with theoretical considerations that foreigners indicate of successful international assignments. The results also indicate that internationally operating businesses more likely recruit from abroad. Furthermore, the author finds that market forces are relevant for the strategy to recruit abroad. Both, the regional scarcity of labor and a high demand for skilled labor affect the employer’s decision to recruit abroad.

Social implications

The results indicate that internationally oriented businesses more likely recruit abroad. Furthermore, labor market mechanisms, such as scarcities, are functional and foster the use of foreign labor markets.

Originality/value

This study adds to the literature by providing first empirical evidence on recruiting abroad, which is the use of foreign labor markets.

Details

International Journal of Manpower, vol. 37 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

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