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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.

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

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.

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.

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

The purpose of this paper is to introduce measures of the motivation of tourists who travel to their ancestral homes. A set of learning exercises is presented for students and managers to apply understanding of these motives to tourism strategies.

The paper provides a brief review of the literature of heritage tourism and the special segment concerning travel with genealogical objectives. Survey data on motives to seek out ancestors are provided with learning exercises to link motives to tourism planning.

Data on the importance of multiple motives are presented with analytical measures of their overall importance levels and of differences between US and UK samples.

The motivational variables and data collection are primarily exploratory, focusing on samples that are interested in genealogy and heritage tourism. Further research could certainly be expanded to cover broader populations of tourists and genealogists.

By combining primary research with trade association research included in the paper students and tourism managers have the opportunity to apply research findings to tourism and hospitality decision making to attract and satisfy tourists who have genealogical goals in their travel agendas.

Data based on the important and growing domain of motivational research in ancestral/genealogical‐related tourism have not been presented for analysis and application until now. Strength of motives and differences between nationalities of tourists present a unique analytical opportunity in learning exercises.

Recruiting students to study abroad is a difficult challenge for American colleges and universities. Study abroad advisors and directors of international programs are searching for better ways of marketing the overseas academic experience. Approximately 3% of U.S. students who pursue a bachelor’s degree study abroad at some point in their college career. In any given year, less than 1% (0.8%) of U.S. students take part in study abroad (Hayward, 2000, p. 9). American higher education falls far short of the Presidential Commission’s target of 10% by 2000 set in 1979 (Strength Through Wisdom, 1979). The typical college student who participates in study abroad is an undergraduate liberal arts major who spends one semester in a country in Western Europe. In 1999–2000, 63% of American students studying abroad were in Europe (Snapshot of Report on Study Abroad Programs, 2000, p. 1). Almost one fourth go to one country – Great Britain. Fifteen percent of study abroad students travel to Latin America, 6% to Asia and 3% to Africa (Hayward, 2000, p. 10). The small number of U.S. students (129,770) who experienced foreign study in 1998–1999 compares unfavorably with the much larger number of foreign students (490,933) who enrolled in U.S. institutions (Hesel & Green, 2000, p. 5). Even more disheartening is the fact that nearly 50% of students entering 4-year colleges say that they want to study abroad and that three out of four adults agree that students should study abroad (Hesel & Green, 2000, p. 1). When asked to choose which activity in college is most important to them, entering freshmen rank study abroad second only to internships (Hesel & Green, 2000, p. 3). There are obviously a number of barriers to student participation in foreign study.

Like other European countries, Germany is facing regional physician shortages, which have several consequences on patient care. This study analyzes how hospitals perceive physician shortages and which strategies they adopt to address them. As a theoretical framework, the resource dependency theory is chosen.

The authors conducted 20 semi-structured expert interviews with human resource officers, human resource directors, and executive directors from hospitals in the northwest of Germany. Hospitals of different ownership types, of varying sizes and from rural and urban locations were included in the sample. The interviews were analyzed by using qualitative content analysis.

The interviewees reported that human resource departments in hospitals expand their recruiting activities and no longer rely on one single recruiting instrument. In addition, they try to adapt their retaining measures to physicians' needs and offer a broad range of employment benefits (e.g. childcare) to increase attractiveness. The study also reveals that interviewees from small and rural hospitals report more difficulties with attracting new staff and therefore focus on recruiting physicians from abroad.

Since the staffing situation in German hospitals will not change in the short term, the study provides suggestions for hospital managers and health policy decision-makers in dealing with physician shortages.

This study uses the resource dependency theory to explain hospitals' strategies for dealing with healthcare staff shortages for the first time.

This study aims to examine the effect of experience abroad, academic success and university reputation on students' employability in the Lebanese labor market.

The study uses a between-subject design to identify whether academic success, university reputation and experience abroad have an impact on how potential recruiters (i.e. employers) are perceiving student employability. The study uses 16 fictitious applications of business graduates, which differed in grade-point average, university reputation and experience abroad, rated by 784 Lebanese professionals.

The results suggest that high-performing students with experience abroad and high-performing students from a reputable university are perceived to be more employable. For low-performing students, having completed an experience abroad results in a lower reward in terms of employability.

The present study offers an analysis of students' employability through employers' lens; it offers insights for students on how to be perceived as more employable in a context where competition among future workers is fierce.

The results of this research provide a roadmap for graduates for enhancing their employability in Lebanese markets and offer actionable insights to employers.

The most original contribution of this study is the analysis of university reputation impact on the likelihood of receiving positive feedback during the evaluation process. The impact of two Lebanese universities, one ranked in the QS ranking and one not, was investigated.

This research aims to examine business students’ geographic interests and motivations for study abroad.

Two hundred sixty-seven undergraduate business students from a midwestern university completed the survey on perceived benefits and obstacles of studying abroad (personal and professional), geographic regions where willing to study (rated by psychic distance [PD]), the format for willing to study (length and faculty-led) and respondent characteristics.

Results indicate students who perceive high professional benefits chose higher PD countries, whereas those perceiving higher personal benefits chose medium PD countries. Students with higher professional obstacles, such as concerns of timely degree completion, avoid high PD countries, whereas students expressing high personal obstacles prefer low PD countries. The research results also connect student classification, gender and school funding source to the perceived benefits and obstacles.

The outcome of this study is to aid study abroad programs in segmenting their users and to better serve business students with more targeted communications and enhanced program offerings. It extends the marketing literature by using the theory of PD to explain and guide these strategies.

Migration is one of the most significant domestic, development and foreign policy issues in the world today. According to the International Organization for Migration, 1 out of every 35 persons worldwide is an international migrant. This chapter discusses the complex issue of international teacher migration, and reports findings from empirical research conducted in the UK to illuminate the socio-cultural and economic contexts of teacher migration in both industrialized nations and in developing countries. This research, commissioned by the Commonwealth Secretariat, served to inform development of a Commonwealth Teacher Recruitment Protocol, which was adopted by 53 countries in late 2004. This chapter serves to disseminate the results of this research to a larger international audience. It also provides an analysis of the process in which educational research informs international policy development.

This paper reviews the national and institutional internationalization activities in Japan's higher education sector and considers the extent to which these efforts have attempted to incorporate and/or contribute to meeting the Sustainable Development Goals (SDGs).

This paper was developed based on a review of available demographic data on internationalization in Japan (in both English and Japanese), a survey of recent scholarly literature on this topic and conversations with numerous faculty and staff members working on internationalization issues in a wide range of higher education institutions throughout the country.

There are substantial internationalization efforts being made at both national and institutional levels, yet scholars and practitioners of higher education question the extent to which genuine internationalization is occurring. Moreover, the metrics used to track internationalization are somewhat limited and the available data, in many cases, can be complicated to interpret. A bit of tension also exists in Japanese universities between those who support the movement to internationalize and those who see it as a passing fad, an intrusion on their academic freedom and/or as a guise for Westernization – a tension that some cite, along with language barriers and system misalignment, as a challenge to internationalization.

Numerous scholars discuss the internationalization of higher education in Japan. The originality of this paper is in the comparison of Japan's higher education internationalization efforts to the movement to achieve the SDGs – both in Japan and as a global effort.

Numerous studies have shown that minority workers are disadvantaged in the labour market due to stereotypes and discrimination. However, published research on résumé screening has overlooked the effects of multiple social categorisations pertaining to candidates' gender, education and origin. This study addresses this gap and examines whether the gender, the level of education and the national origin cues mentioned in the résumé affect the perceived employability of candidates.

This study employs an experimental between-subjects factorial design in that 12 résumés varying in gender, education and national origin were rated by 373 Portuguese working adults.

The results documented a gender premium as women were favoured in interpersonal and job skills but not in job suitability, and an education premium, since higher educated candidates were preferred despite their gender and origin. No meaningful interactions for gender × education × national origin were observed, which suggests that ingroup favouritism and outgroup discrimination in résumé screening can be averted.

The findings endorse a multidimensional view of perceived employability by investigating candidates' skills and job suitability from the viewpoint of the decision-makers, which extends our understanding of résumé-screening discrimination. This is critical to prevent hiring discrimination at an earlier career stage, which can increase youth employment and enhance the integration in the labour market of local minorities such as women, inexperienced workers and second-generation immigrants.