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1 – 10 of over 30000Alexander 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.
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Daniel Chin, Luke van der Laan and Jiraporn Surachartkumtonkun
This study aims to explore how student recruitment practitioners at regional Australian universities strategise student recruitment efforts in Thailand. There is scarce research…
Abstract
Purpose
This study aims to explore how student recruitment practitioners at regional Australian universities strategise student recruitment efforts in Thailand. There is scarce research addressing regional universities, with prior studies focusing on metropolitan universities. Similarly, most prior studies have focused on high-volume markets, with little research exploring emerging markets such as Thailand.
Design/methodology/approach
Semi-structured interviews were conducted with student recruitment practitioners from regional universities that were responsible for recruiting Thai students. Thematic analysis was conducted to identify key themes.
Findings
Regional universities lack strategic ambidexterity in their approach to recruiting international students. They viewed Thailand as requiring longer term investment and were unwilling to dedicate their limited resources towards developing this market at the expense of other markets that would yield enrolments to contribute towards short-term targets.
Practical implications
Implications are provided with relevance to the student recruitment practitioner, with strategic ambidexterity discussed.
Originality/value
The paper fills a gap in the research by exploring international student recruitment and contextualising both regional universities and Thailand as a recruitment market. This study provides useful considerations that may be relevant to other emerging markets.
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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.
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Elena Adriana Biea, Elena Dinu, Andreea Bunica and Loredana Jerdea
Various scholars suggest that there is a lack of research on the recruitment in small and medium-sized enterprises (SMEs) and also a scarcity of theoretical basis for the…
Abstract
Purpose
Various scholars suggest that there is a lack of research on the recruitment in small and medium-sized enterprises (SMEs) and also a scarcity of theoretical basis for the recruitment procedures used by these companies. As the vast majority of studies concentrate on larger organizations, they may not accurately reflect the challenges faced by smaller-sized entities to profoundly and accurately comprehend their recruitment procedures. In addition, the use of technology in recruitment has grown in importance in today’s quickly evolving business environment, particularly in light of the COVID-19 pandemic footprint. This study aims to examine the recruitment procedures used by SMEs and how they have been compelled to adjust to different extents to these technological improvements by the effects of the aforementioned epidemic.
Design/methodology/approach
With the aim to investigate the current recruitment practices in SMEs and the extent to which digital technologies are embraced by these companies within human resources (HR) procedures, this research relied on interviews with SMEs representatives. The qualitative methods used provided access to relevant data and insights, as they allowed close interactions with top managers and CEOs of ten companies from various sectors. Thus, the research results draw a vivid and reliable image of the procedures and practices used by small and medium-sized companies to attract, select and retain their staff.
Findings
This study’s findings are of increased interest to HR professionals, recruiters and managers in SMEs, who aim to attract and retain the best talent and optimize their recruitment strategies in a rapidly changing business environment, enabled by technological advancements. Effective HR recruitment procedures adapted to the specific needs of small and medium-sized companies can lead to several benefits for the organization, including improved employee selection, reduced turnover and increased organizational productivity.
Research limitations/implications
Although the interviews examined here encompass recruitment techniques from SMEs in a variety of industries, the results’ generalizability is limited by the sample size and geography. Furthermore, the findings’ dependability is dependent on the accuracy of the data provided by the respondents.
Practical implications
This investigation confirms some of the theoretical underpinnings which point to the lack of formalized structures and procedures in the recruitment process in SMEs, which enjoy more flexibility in managing HR processes. In addition, the results reinforce the arguments indicating an adjustment between HR strategies or policies and organizational goals in smaller enterprises which adapt faster to changes in the market. Moreover, it becomes apparent that there is a relationship between the quality of job descriptions and the successful fit in attracting the right candidates for the open positions. Furthermore, digital technologies offer opportunities for expanding the recruiters’ reach to a wider audience and also support the selection stage, thus increasing the chances of finding suitable staff. As the need to shift from traditional recruitment to e-recruitment in SMEs has been highlighted in the literature, the qualitative research revealed that this need was driven on the one hand by the COVID-19 pandemic when these companies successfully adapted and implemented new online methods of recruiting, but also by the lack of skilled labor, leading to the expansion of recruitment to other parts of the country or even to other countries.
Social implications
With regard to the proportion of men and women used in small and medium-sized companies, there is a clear need to involve and train more women in the predominantly male-dominated industrial and IT sectors. From this point of view, companies tend to devote more interest to integrating communities of women in these industries, as well as in key management positions. Another point of interest that the study highlights is the fact that SMEs have started to get creative with the benefits package they propose to candidates and focus on remote work, hybrid office–home working, or seasonal work to offer future employees a better work–life balance.
Originality/value
The added value of this investigation is filling the gaps in the current literature concerning recruitment procedures currently used by SMEs, the challenges they face and the solutions they advanced to solve them. Furthermore, SMEs often drive innovation and competition in the market and play a crucial role in the supply chain of larger companies, providing them with the goods and services they need to operate and supporting the availability and reliability of products from larger companies. They are often the driving force behind revitalizing local economies and creating new employment opportunities. Consequently, the underlying significance of this study is rooted in the need to modernize and simultaneously improve HR recruitment procedures through the integration of technology and a focus on innovation.
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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…
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.
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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.
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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.
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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…
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.
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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…
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.
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This paper aims to examine the reasons for, and success of, e‐recruitment at SAT Telecom, India.
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.
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