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Book part
Publication date: 4 August 2021

Puja Minni and Jyotsna Jha

Building a quality teaching force depends fundamentally upon attracting suitable candidates into teaching. This translates into transparent and clear policies and…

Abstract

Building a quality teaching force depends fundamentally upon attracting suitable candidates into teaching. This translates into transparent and clear policies and procedures for recruitment and transfers. Teacher recruitment and transfer are significant aspects of teacher management in Indian states because of the size and the differences that exist in different locations, in terms of facilities including access to health care services, higher educational institutions, and also transport and mobility. The presence or absence of these facilities and services determine the perceived quality for teachers, especially as it also determines their and the family members’ (including spouse and children) ability to access education, health care, or job market. This makes the recruitment and transfer policy a critical aspect of teacher management that contributes significantly to the motivation and job satisfaction of the teacher. Karnataka was able to make progress on designing and implementing transparent and effective teacher recruitment and transfer policies and move away from a system plagued by the weaknesses exhibited by other states. This chapter undertakes a historical analysis of teacher recruitment and transfers in the state, examines the determinants that led to current policies and an examination of the on-going changes since the policy was first introduced. Using Karnataka’s example, it argues that effective and efficient teacher management systems can lead to better teacher quality.

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Building Teacher Quality in India: Examining Policy Frameworks and Implementation Outcomes
Type: Book
ISBN: 978-1-80071-903-3

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Article
Publication date: 9 October 2017

Toyin Ajibade Adisa, Ellis L.C. Osabutey, Gbolahan Gbadamosi and Chima Mordi

The existing literature on the recruitment and selection process in Sub-Saharan African (SSA) context has not sufficiently revealed inherent challenges. The purpose of…

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1665

Abstract

Purpose

The existing literature on the recruitment and selection process in Sub-Saharan African (SSA) context has not sufficiently revealed inherent challenges. The purpose of this paper is to examine managers’ perceptions of employee resourcing in Nigeria.

Design/methodology/approach

This paper uses qualitative data which were generated from the semi-structured interviews of 61 managers across the six geo-political zones of Nigeria.

Findings

The paper finds that in addition to the Federal Character Principle and the Quota System Policy, favouritism, ethnicity, age and gender discrimination, as well as corruption significantly inhibit the recruitment and selection process in Nigeria. Consequently, the ability to hire the best workers to improve competitiveness is also inadvertently hampered.

Practical implications

The paper shows that the institutional and cultural variations in SSA require a nuanced approach in the recruitment and selection process in order to enhance organisational competitiveness.

Originality/value

The institutional and cultural variations in SSA require a nuanced approach in the recruitment and selection process in order to enhanced organisational competitiveness.

Details

Career Development International, vol. 22 no. 6
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 24 July 2020

Mushfiqur Rahman, Erhan Aydin, Mohamed Haffar and Uzoechi Nwagbara

This study aims at demonstrating how social media shape the recruitment and selection processes of individuals in developing countries. It further explores the impacts of…

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1897

Abstract

Purpose

This study aims at demonstrating how social media shape the recruitment and selection processes of individuals in developing countries. It further explores the impacts of social media on business productivity, cost efficiency, widening of search, less employee turnover and competitive advantage mediated by adopting e-recruitment processes. This research adopts social network theory to discuss the findings and highlight the new mechanisms that legitimise business manipulation in e-recruitment process by exploring the usage of social media.

Design/methodology/approach

Secondary data based on literature review is triangulated with 37 semi-structured qualitative interviews with managerial and non-managerial members of staff.

Findings

The findings show that e-recruitment has immense advantages to businesses. However, the authors also consider the dark side of social media and e-recruitment process by considering social network theory as a manipulation tool in organisations of developing countries.

Originality/value

Having adopted the social network theory, this research highlights the new mechanisms that legitimise business manipulation in e-recruitment process. Thus, it demonstrates technological advancements that reshape the dynamics of social networks and recruitment processes.

Details

Journal of Enterprise Information Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0398

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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…

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.

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

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Article
Publication date: 1 February 1974

PETER J. CISTONE

The paradigm of the Chinese Box Puzzle served as the analytic framework for this study of school board member recruitment. It directed attention to the process of…

Abstract

The paradigm of the Chinese Box Puzzle served as the analytic framework for this study of school board member recruitment. It directed attention to the process of selection and elimination that narrows the population of a school system to the very few who are elected to the school board. In terms of the paradigm, between the largest box — the many who are governed — and the smallest box — the few who govern — are intermediate boxes that identify the social and political processes that successively narrow the population. The study did not advance specific hypotheses, but rather sought to trace the collective careers of sixty school board members and to draw implications from the modal patterns. The essential finding, that the recruitment process propels into office school board members who are different in many respects from those whom they represent, has important implications for educational governance.

Details

Journal of Educational Administration, vol. 12 no. 2
Type: Research Article
ISSN: 0957-8234

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Article
Publication date: 30 October 2019

Florian Gebreiter

The purpose of this paper is to examine the role of graduate recruitment in the professional socialisation and subjectification of Big Four professionals.

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2847

Abstract

Purpose

The purpose of this paper is to examine the role of graduate recruitment in the professional socialisation and subjectification of Big Four professionals.

Design/methodology/approach

The paper draws on documentary data and interviews conducted at one British university. It adopts an interpretive perspective and is informed by Foucault’s work on technologies of power and technologies of the self.

Findings

The paper argues that the graduate recruitment practices of Big Four firms represent a series of examinations which produce the category of ideal recruits. It moreover suggests that this category serves as the ultimate objective of an ethical process whereby aspiring accountants consciously and deliberately seek to transform themselves into the type of subjects they aspire to be – ideal recruits.

Research limitations/implications

The findings of the paper are primarily based on interviews conducted at one university. Future research could explore if students at other universities experience graduate recruitment in similar or different ways.

Originality/value

The paper highlights the constitutive role of graduate recruitment practices and shows that they can construct ideal recruits as much as they select them. It also shows that graduate recruitment is an important anticipatory socialisation mechanism that can compel aspiring accountants to learn how to look, sound and behave like Big Four professionals long before they join such organisations. Finally, the paper discusses its implications for the future of the profession, social mobility and the use of Foucault’s work on technologies of power and the self in studying subjectivity at elite professional service firms.

Details

Accounting, Auditing & Accountability Journal, vol. 33 no. 1
Type: Research Article
ISSN: 0951-3574

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Abstract

Details

Promotion, Recruitment and Retention of Members in Nonprofit Organizations
Type: Book
ISBN: 978-1-83982-659-7

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Article
Publication date: 19 March 2021

Vic Benuyenah

This paper seeks to emphasise the need to re-evaluate university teacher recruitment processes. The implementation of lean processes helps to improve organisational…

Abstract

Purpose

This paper seeks to emphasise the need to re-evaluate university teacher recruitment processes. The implementation of lean processes helps to improve organisational practices; in the case of university recruitment, however, organisational processes have remained unchanged for decades. Although there is a traditional justification for having academic recruitment as a rigorous and complex process (as a practiced method by which to identify the most suitable applicants), the increase of competition across the sector, and the internet revolution, has rendered these older methods partially ineffective. The author argues that recruitment systems and practices need reviewing to overhaul inefficacious elements.

Design/methodology/approach

This is a quasi-literature discourse combined with the author’s experience in human resources management teaching and recruitment expertise at the Higher Education level.

Findings

Lean approach if successfully introduced to academic recruitment might reduce the effect of discouraged job seekers paradox and workload on human resources (HR) officers.

Research limitations/implications

The volume of studies reviewed is limited, and therefore, more empirical findings are required in the area of lean recruitment.

Practical implications

HR departments of universities might consider practices that will improve the recruitment process and promote labour force participation.

Originality/value

According to the author’s knowledge, lean concept has been applied to HR (recruitment) for the first time in this study.

Details

Rajagiri Management Journal, vol. 15 no. 2
Type: Research Article
ISSN: 0972-9968

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Article
Publication date: 12 October 2012

Evanthia Faliagka, Athanasios Tsakalidis and Giannis Tzimas

The purpose of this paper is to present a novel approach for recruiting and ranking job applicants in online recruitment systems, with the objective to automate applicant…

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10046

Abstract

Purpose

The purpose of this paper is to present a novel approach for recruiting and ranking job applicants in online recruitment systems, with the objective to automate applicant pre‐screening. An integrated, company‐oriented, e‐recruitment system was implemented based on the proposed scheme and its functionality was showcased and evaluated in a real‐world recruitment scenario.

Design/methodology/approach

The proposed system implements automated candidate ranking, based on objective criteria that can be extracted from the applicant's LinkedIn profile. What is more, candidate personality traits are automatically extracted from his/her social presence using linguistic analysis. The applicant's rank is derived from individual selection criteria using analytical hierarchy process (AHP), while their relative significance (weight) is controlled by the recruiter.

Findings

The proposed e‐recruitment system was deployed in a real‐world recruitment scenario, and its output was validated by expert recruiters. It was found that with the exception of senior positions that required domain experience and specific qualifications, automated pre‐screening performed consistently compared to human recruiters.

Research limitations/implications

It was found that companies can increase the efficiency of the recruitment process if they integrate an e‐recruitment system in their human resources management infrastructure that automates the candidate pre‐screening process. Interviewing and background investigation of applicants can then be limited to the top candidates identified from the system.

Originality/value

To the best of the authors’ knowledge, this is the first e‐recruitment system that supports automated extraction of candidate personality traits using linguistic analysis and ranks candidates with the AHP.

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Article
Publication date: 1 June 2010

Menatallah Darrag, Ahmed Mohamed and Hadia Abdel Aziz

The purpose of this paper is to present and discuss the recruitment conditions of multinational companies (MNCs) in Egypt, along with problems and de‐recruitment

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4116

Abstract

Purpose

The purpose of this paper is to present and discuss the recruitment conditions of multinational companies (MNCs) in Egypt, along with problems and de‐recruitment activities such MNCs face.

Design/methodology/approach

Surveys in the form of questionnaires were used and data from 55 MNCs operating in Egypt were acquired to investigate the recruitment function's processes and problems MNCs faced along with de‐recruitment practices MNCs undertake.

Findings

Results indicated that small and medium enterprises (SMEs) showed higher adoption rate of the recruitment process than large enterprises (LEs). In addition, results indicated that the recruitment function is perceived to be run jointly by human resource management (HRM) and line management, giving an upper hand to HRM. In general, two sets of problems facing recruitment were revealed; candidate‐ and organization‐related problems, where the former had been more frequently reported by SMEs rather than LEs. Finally, the findings illustrated the actual de‐recruitment practices undertaken by MNCs operating in Egypt. SMEs adopted less aggressive de‐recruitment activities than LEs, where mainly recruitment freezing and early retirement are mostly used.

Originality/value

This paper highlights three under‐researched areas by studying the organizational size dimension of recruitment and identifying the pattern of de‐recruitment activities employed by MNCs of different sizes, and also identifying recruitment problems facing MNCs in Egypt. Such findings could help organizations either planning to start up or in enhancing their operations in the Egyptian market. As well, these findings provide insight to recruits about the recruitment stages and problems they might encounter.

Details

Education, Business and Society: Contemporary Middle Eastern Issues, vol. 3 no. 2
Type: Research Article
ISSN: 1753-7983

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