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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.

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.

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.

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.

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.

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.

Police training is in a period of transition, requiring new recruits to already have, or work towards, a policing degree. However, recruitment procedures have not significantly changed in the past few decades. With psychometric testing commonplace in North America and Australasia to help ensure the right recruits are selected, this research seeks to understand if police trainers feel there is scope for a similar process in the United Kingdom (UK).

Twenty-five police training staff across four different police forces took part in a total of six focus groups to discuss views on this and other areas of recruitment.

Results indicated that police trainers are concerned about the quality and aptitude of recruits. Support was given for the introduction of formal psychometric testing to prevent unsuitable candidates from successfully joining and/or to give trainers better insight into the personalities of their students.

There was general concern from female trainers that the police environment new recruits entered still bore elements of covert sexism. Trainers' views on reforms to police recruitment, the implications of this and areas for future study are discussed.

The purpose of this study is to examine the nature of the code of silence among police recruits in an effort to provide recommendations to reduce its occurrence and harm to society.

Data analyses are performed on a multi-agency sample of 645 police recruits in the United States. Specifically, analyses are conducted on pre- and post-academy panel data to assess changes in recruits' perceptions of code adherence over time as they begin their immersion into the police culture.

Results demonstrate that police recruits' willingness to report a fellow officer is reduced by the end of the academy and that several individual and organizational factors impact recruits' code adherence attitudes over time.

This study contributes to the policing literature by exploring changes in recruits' code adherence attitudes over time.

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.

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

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

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

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.

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

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).

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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.

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.

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.

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.

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

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.

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.