"Coaching soccer is a man’s job!" – The influence of gender stereotypes on structures for recruiting female coaches in soccer clubs

Statistics published by the German Football Association indicate that women are significantly under-represented amongst soccer coaches, especially in the amateur leagues. In this paper we analyse how gender stereotypes influence the structural conditions surrounding the recruitment of coaches to soccer clubs that contribute to the exclusion of women from coaching positions. A qualitative study of five selected soccer clubs which are members of a German regional soccer association reveals that informal and personal decision-making practices still play a fundamental role in the recruitment of coaches. These practices undermine formal guidelines and give disproportionate weight to stereotyped preferences in the recruitment of soccer coaches. In this context, decision-makers' (functionaries') professed support of women largely serves a symbolic purpose and creates an illusion of equality concerning decisions that have already been taken at an informal level.

How do sport clubs recruit volunteers? Analyzing and developing a typology of decision-making processes on recruiting volunteers in sport clubs.

Effective strategies for recruiting volunteers who are prepared to make a long-term commitment to formal positions are essential for the survival of voluntary sport clubs. This article examines the decision-making processes in relation to these efforts. Under the assumption of bounded rationality, the garbage can model is used to grasp these decision-making processes theoretically and access them empirically. Based on case study framework an in-depth analysis of recruitment practices was conducted in nine selected sport clubs. Results showed that the decision-making processes are generally characterized by a reactive approach in which dominant actors try to handle personnel problems of recruitment in the administration and sport domains through routine formal committee work and informal networks. In addition, it proved possible to develop a typology that deliver an overview of different decision-making practices in terms of the specific interplay of the relevant components of process control (top-down vs. bottom-up) and problem processing (situational vs. systematic).

Externalities in recruiting

External recruiting at least weakly improves the quality of the pool of applicants, but the incentive implications are less clear. Using a contest model, this paper investigates the pure incentive effects of external recruiting. Our results show that if workers are heterogeneous, opening up a firm's career system may lead to a homogenization of the pool of contestants and thus encourage the firm's high-ability workers to exert more effort. If this positive effect outweighs the discouragement of low-ability workers, the firm will benefit from external recruiting. If, however, the discouragement effect dominates the homogenization effect, the firm should disregard external recruiting. In addition, product market competition may mean that opening up the career system becomes less attractive for a firm since it increases the incentives of its competitors’ workers and hence strengthens the competitors.

Establishment of an animal–bacterial association: Recruiting symbiotic vibrios from the environment

While most animal–bacterial symbioses are reestablished each successive generation, the mechanisms by which the host and its potential microbial partners ensure tissue colonization remain largely undescribed. We used the model association between the squid Euprymna scolopes and Vibrio fischeri to examine this process. This light organ symbiosis is initiated when V. fischeri cells present in the surrounding seawater enter pores on the surface of the nascent organ and colonize deep epithelia-lined crypts. We discovered that when newly hatched squid were experimentally exposed to natural seawater, the animals responded by secreting a viscous material from the pores of the organ. Animals maintained in filtered seawater produced no secretions unless Gram-negative bacteria, either living or dead, were reintroduced. The viscous material bound only lectins that are specific for either N-acetylneuraminic acid or N-acetylgalactosamine, suggesting that it was composed of a mucus-containing matrix. Complex ciliated fields on the surface of the organ produced water currents that focused the matrix into a mass that was tethered to, and suspended above, the light organ pores. When V. fischeri cells were introduced into the seawater surrounding the squid, the bacteria were drawn into its fluid-filled body cavity during ventilation and were captured in the matrix. After residing as an aggregate for several hours, the symbionts migrated into the pores and colonized the crypt epithelia. This mode of infection may be an example of a widespread strategy by which aquatic hosts increase the likelihood of successful colonization by rarely encountered symbionts.

An Evaluation of Applicant Tracking Systems for Recruiting Efficiency

The very purpose of a recruiting software program is to help the management of organizations, primarily the HR department to keep track of the job applications. An applicant tracking system can reduce an organization's overall recruitment cost, increase productivity, and raise the level of satisfaction due to faster and better completion of transactions and services. This project analyzes four software providers to discover an applicant tracking system which best suits an organization's recruiting needs. The capstone also highlights that great success an organization can be achieved by significantly improving the delivery of its recruiting services to employees, managers and applicants. The adoption of a well managed applicant tracking system can support this goal.

A Quantitative Exploration of Social Networks: Verifying the Legitimacy and Equitability of Social Networks in Recruiting

In this digital age organizations must focus on connecting with candidates and aspire for innovation in recruiting practices to remain competitive. This author investigated social networking to determine whether or not it provides reliable candidate information when recruiting for hire. Online media such as LinkedIn, Facebook, Twitter and MySpace, have become an integrated part of social and professional lives. Analysis of social networking revealed use for recruiting but posed challenges and advantages for organizations. A quantitative cross-sectional survey of social network members (N=136) indicated discrepancy in generational use of social networks and concerns regarding the validity and reliability of candidate information. Social networking promotes innovation in recruiting, however, by itself might not endorse equitability, validity and reliability.

Army Recruiting for Company K, 125th Infrantry, ca. 1930s

Nitrate negative beginning to 'go bad' according to note wrapped around negative envelope

Attracting quality graduates to the federal government : a view of college recruiting : a report to the President and the Congress of the United States /

Mode of access: Internet.

Improving military educational benefits : effects on costs, recruiting, and retention /

"March 1982"--Cover

Free military school for applicants for command of colored troops, no. 1210 chestnut street, Philadelphia, established by the Supervisory committee for recruiting colored regiments, John H. Taggart, chief predeptor.

Includes tables.

Recruiting, selection, and retention practices of smal business firms in Utah,

Mode of access: Internet.

Hymen's recruiting sergeant, or, The new matrimonial tat-too, for the old bachelors : with some elegant songs /

Shaw & Shoemaker