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There are over 35 books listed under “Resumes” in the Subject Guide to Books in Print, 1979–1980. They range in price from $ .50 to $17.50. At a glance, all the titles sound the same, advocating better resumes and boasting valuable pointers, but like patrons, all resume‐writing books are not alike.

In managerial accounting courses, students lacking business experience find the balanced scorecard (BSC) an inherently difficult topic to understand. Students may lack an understanding of business strategy, the BSC's perspectives, and the measures that a BSC uses to report performance. This chapter aims to assist instructors who teach the BSC by developing an analogy to a resume, which is a familiar concept to students. The analogy draws upon similarities between the BSC and a well-constructed resume: a cohesive strategy, multiple perspectives or areas, and multiple types of measures for each area. In using this approach, the instructor guides students through the process of viewing a resume as a vehicle for conveying a job-search strategy, similar to the way a BSC communicates an organization's strategy. Thus, students can apply their knowledge of the familiar (their own resumes) to the unfamiliar (the BSC). The chapter provides implementation guidance and results of student surveys. Our students responded positively to the exercise, saying that they learned the basics of the BSC, and even found the exercise enjoyable.

Labor market studies show that job applicants are naturally inclined to embellish or omit information on their resumes, to gain advantage over other applicants. Religiosity can reveal much about an individual's sense of right and wrong and it has importance as a social force with a foundational role in ethical development. The study’s objective is to clarify the relationship between personal religiosity and the intentional deceitful presentation of information on resumes, as well as the judgment of situations with ethical content.

The study is comprised of Jewish adult participants that submitted a resume in search of a job in the past 30 weeks in Israel. The questionnaire included questions regarding resume fraud, tolerance towards unethical and illegal behaviors and demographic and occupational questions.

The authors' results indicate that religious status may be a predictor of resume deception. Religious applicants reported more rigorous moral ethics, manifested by less tolerant attitudes toward unethical and illegal behaviors in comparison to seculars, which in turn, were associated with decreased tendency to deceive on resumes.

For many countries, and especially emerging markets, the Covid pandemic negatively affected the economy and creating sufficient employment may be a challenge. A better understanding of the personal factors associated with problematic job searching behaviors is relevant.

Despite the recognized importance of religion as a social force with a foundational role in ethical development, there is a lack of research on the impact of religiosity on ethical decisions in the labor market. The authors propose explanations for the results based on the theory of planned behavior and perceptions of normative beliefs.

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.

We investigate the empirical characteristics of firms resuming cash dividends to determine if dividend resumption is most like dividend initiation, a large dividend increase, or a completely unique event. Firms that resume dividends earn considerably larger returns than firms initiating or increasing dividends, both before and after the announcement. Dividend‐resuming firms exhibit changes in profits similar to firms increasing dividends, but the risk change following dividend resumption is more like that reported by studies of dividend initiation. These findings are unaffected by the length of time it takes firms to resume paying cash dividends, or whether the firm also declares a stock split and/or stock dividend during the period surrounding the resumption announcement. We conclude that dividend resumption is sufficiently unlike other dividend events to be regarded and studied as its own unique event.

Text mining is growing in importance proportionate to the growth of unstructured data and its applications are increasing day by day from knowledge management to social media analysis. Mapping skillset of a candidate and requirements of job profile is crucial for conducting new recruitment as well as for performing internal task allocation in the organization. The automation in the process of selecting the candidates is essential to avoid bias or subjectivity, which may occur while shuffling through thousands of resumes and other informative documents. The system takes skillset in the form of documents to build the semantic space and then takes appraisals or resumes as input and suggests the persons appropriate to complete a task or job position and employees needing additional training. The purpose of this study is to extend the term-document matrix and achieve refined clusters to produce an improved recommendation. The study also focuses on achieving consistency in cluster quality in spite of increasing size of data set, to solve scalability issues.

In this study, a synset-based document matrix construction method is proposed where semantically similar terms are grouped to reduce the dimension curse. An automated Task Recommendation System is proposed comprising synset-based feature extraction, iterative semantic clustering and mapping based on semantic similarity.

The first step in knowledge extraction from the unstructured textual data is converting it into structured form either as Term frequency–Inverse document frequency (TF-IDF) matrix or synset-based TF-IDF. Once in structured form, a range of mining algorithms from classification to clustering can be applied. The algorithm gives a better feature vector representation and improved cluster quality. The synset-based grouping and feature extraction for resume data optimizes the candidate selection process by reducing entropy and error and by improving precision and scalability.

The productivity of any organization gets enhanced by assigning tasks to employees with a right set of skills. Efficient recruitment and task allocation can not only improve productivity but also cater to satisfy employee aspiration and identifying training requirements.

Industries can use the approach to support different processes related to human resource management such as promotions, recruitment and training and, thus, manage the talent pool.

The task recommender system creates knowledge by following the steps of the knowledge management cycle and this methodology can be adopted in other similar knowledge management applications.

The efficacy of the proposed approach and its enhancement is validated by carrying out experiments on the benchmarked dataset of resumes. The results are compared with existing techniques and show refined clusters. That is Absolute error is reduced by 30 per cent, precision is increased by 20 per cent and dimensions are lowered by 60 per cent than existing technique. Also, the proposed approach solves issue of scalability by producing improved recommendation for 1,000 resumes with reduced entropy.

The purpose of this study is to offer original analysis to examine the prevalence of publication titles, subtopics and methods present in peer-reviewed articles containing the search term “resume content” in ProQuest Central.

As a means for understanding better the scope of empirical studies in resumes, a limited search was conducted in ProQuest to build a data set of research articles under the limited search heading of “resume content”. Using ProQuest Central, a popular repository of peer reviewed, indexed articles for database searches in academic and institutional settings, the researchers queried a 34-year period, from 1984 to 2018. The qualitative content analysis included recording the respective scholarly disciplines populating the articles, the publication subject titles, identification of subtopics that inhabit the empirical works in the data set across time and recognition of the methodologies evident in the 47-article population set.

The analysis revealed six subtopics, which included content, gender, recruitment, social, branding and ethnicity. The highest concentration of articles appeared in psychology, business and management publications, with the highest subtopic concentrations published in the areas of content and recruitment. Evidence of methodologies was also observed. The 34-year population consisted of 30 works using quantitative methods, seven with qualitative methods, six with mixed methods and four with no evidenced method – only offering instructional content. These findings offer insight to resume content articles on the ProQuest Central databases.

Although highly accessed and respected as an initial source for searching academic knowledge bases, using ProQuest Central created the limitation of one aggregate database search, with limited indexes, coupled with a focus on specific terms which limited the data set and breadth of the study. In addition, this study was limited in building a data set using one set of specific terms, rather than testing and comparing more search terms, which could be a strategy for future studies.

These findings outline the need for empirically grounded advice to inform teachers, professors and career counselors tasked with helping students with resume content creation, whether formally or informally. Understanding the disciplines and domains that are publishing resume content research provided a window into seeing how future studies can delve deeper into these search terms to harvest pinpointed articles that can benefit practitioners and researchers with interdisciplinary opportunities to marry resume content research with other domains. This has practical implications for the depth of scientifically drawn knowledge available on resume content and creation.

Resume creation and the teaching of resume content and design can be rooted better in research-based data rather than anecdotal suggestions from faculty, staff, teachers and advisors.

This original study illuminates that the evolution of resume research is slow on ProQuest, with a small group of disciplines yielding a majority of the research articles. This knowledge may help drive future studies and build a greater conversation on the need for empirical work in teaching and mentoring students in resume development at the secondary and post-secondary levels.

Hiring managers commonly rely on system-justifying motives and attitudes during résumé screening. Given the prevalent use of modern résumé formats (e.g. LinkedIn) that include not only an applicant's credentials but also headshot photographs, visible sources of information such as an applicant's race are also revealed while a hiring manager simultaneously evaluates a candidate's suitability. As a result, such screening is likely to activate evaluation bias. The purpose of this paper is to examine the role of a hiring manager's perceptions of race-system justification, that is, support for the status quo in relations between Black and White job candidates in reinforcing or mitigating hiring bias related to in-group and out-group membership during résumé screening.

Drawing from system justification theory (SJT) in a pre-selection context, in an experimental study involving 174 human resource managers, the authors tested two boundary conditions of the expected relationship between hiring manager and job candidate race on candidate ratings: (1) a hiring manager's affirmative action (AA) attitudes and system-justifying attitudes and (2) a job candidate's manipulated suitability for a position. This approach enabled us to juxtapose the racial composition of hiring manager–job candidate dyads under conditions in which the job candidate's race and competency for a posted position were manipulated to examine the conditions under which White and Black hiring managers are likely to make biased evaluations. The authors largely replicated these findings in two follow-up studies with 261 students and 361 online raters.

The authors found that information on a candidate's objective suitability for a job resulted in opposite-race positive bias among Black evaluators and same-race positive bias among White evaluators in study 1 alone. Conversely, positive attitudes toward AA policies resulted in in-group favoritism and strengthened a positive same-race bias for Black evaluators (study 1 and 2). We replicated this finding with a third sample to directly test system-justifying attitudes (study 3). The way in which White raters rated White candidates reflected the same attitudes against systems (AA attitudes) that Black raters rating Black candidates exhibited in the authors’ first two studies. Positive system-justifying attitudes or positive attitudes toward AA did not, however, translate into the elevation of same-race candidate ratings of suitability above those of opposite-race candidates.

Although the size of the sample is on par with the percentage of Blacks nationwide in private-sector managerial-level positions ideally, the authors would have preferred to oversample Black HR managers. Given the scarcity of focus on Black HR managers, future researchers, using diverse samples of evaluators should also consider not only managers' and candidates' race but also their social dominance orientation. Moreover, it is important that future researchers use more racially diverse samples from other industries to more fully identify the ways in which the dynamics of system-justifying processes can emerge to influence evaluation bias during résumé screening.

Advances in technology pose new challenges to HR hiring practices. This study attempts to fill a void regarding the unintended effects of bias during digital résumé screening. These trends have important HR implications. Initial screening of a job applicant's credentials while concurrently viewing the individual's photograph is likely to activate subconscious evaluation bias, produces inaccurate applicant ratings. This study's findings should caution hiring managers about the potential for bias to arise when viewing job candidates' digital résumés and encourage them to carefully examine various boundary conditions on racial similarity bias effects on applicant pre-screening and subsequent hiring decisions.

The study’s results suggest that bias might be attenuated as organizational leaders engage in efforts to understand their system-justifying motives and examine perceptions of the workplace social hierarchy (i.e. responses to status hierarchies) linked to perceptions of the status quo. For example, understanding how system justifying motives influence evaluation bias will inform how best to design training and other interventions that link discussions of workforce diversity to the relationships among groups within the organization's social hierarchy. This line of research should be further explored to better understand the complex forces at work when hiring managers adopt system-justifying motives during hiring evaluations.

The authors address the limitations of prior research by examining interactions between boundary conditions in a real-world context using real human resources hiring managers and more contemporary personnel-screening practices to test changes in the direction and strength of the relationship between hiring manager–job candidate race and hiring manager evaluations. Thus, the authors’ findings have implications for hiring bias and understanding of system-justification processes, particularly regarding how, when and why hiring managers support the status quo (i.e. perpetuate inequity) even if they are disadvantaged as a result.

Studies on mining text and generating intelligence on human resource documents are rare. This research aims to use artificial intelligence and machine learning techniques to facilitate the employee selection process through latent semantic analysis (LSA), bidirectional encoder representations from transformers (BERT) and support vector machines (SVM). The research also compares the performance of different machine learning, text vectorization and sampling approaches on the human resource (HR) resume data.

LSA and BERT are used to discover and understand the hidden patterns from a textual resume dataset, and SVM is applied to build the screening model and improve performance.

Based on the results of this study, LSA and BERT are proved useful in retrieving critical topics, and SVM can optimize the prediction model performance with the help of cross-validation and variable selection strategies.

The technique and its empirical conclusions provide a practical, theoretical basis and reference for HR research.

The novel methods proposed in the study can assist HR practitioners in designing and improving their existing recruitment process. The topic detection techniques used in the study provide HR practitioners insights to identify the skill set of a particular recruiting position.

To the best of the authors’ knowledge, this research is the first study that uses LSA, BERT, SVM and other machine learning models in human resource management and resume classification. Compared with the existing machine learning-based resume screening system, the proposed system can provide more interpretable insights for HR professionals to understand the recommendation results through the topics extracted from the resumes. The findings of this study can also help organizations to find a better and effective approach for resume screening and evaluation.

Applying three psychological theories, this study aims to attempt to investigate the role of consumer psychology, specifically the factors of trust in vaccination, threat severity, fear, anxiety, risk and hygiene, and safety, on intention to resume hotel consumption. The authors also tested the mediation effect of anxiety among psychological constructs: perceived threat, fear and risk with the intention to resume hotel consumption.

Using purposive sampling, data were collected from 470 respondents from four cities in Malaysia and analysed by applying analysis of moment structures (AMOS) structural equation model technique. The respondents for this study were frequent travellers meaning the leisure tourists who at least travel twice a year or travel when getting the occasion to explore new things. In this study, an online survey was employed to ensure easy accessibility and to enhance the number of replies.

The results of this study confirmed that perceived severity, risk and fear influence travellers' anxiety. This study further confirms that trust in vaccination and hygiene & safety provided by the hotelier reduces anxiety levels. Anxiety is found one of the most important predictors of intention to resume hotel consumption, which further mediates the relationship between other psychological variables: perceived severity, risk, fear and intention to resume hotel consumption. Anxiety mediates the relationship between perceived severity, fear and intention to resume hotel consumption and partially mediates the association between risk and intention to resume hotel consumption.

This study examined three psychological theories and extended them by including the trust in vaccination and the hygiene and safety constructs. Anxiety was investigated as a mediator.