Experiencing Recruitment and Selection

Using real-life stories, this book explores applicants’ and selectors’ experiences of the recruitment and selection process.

Work readiness in graduate recruitment and selection : a review of current assessment methods

Graduate recruitment and selection differs from other contexts in that graduate applicants generally lack job-related experience. Recent research has highlighted that employers are placing increasing value on graduates being work ready. Work readiness is believed to be indicative of graduate potential in terms of long term job performance and career advancement. A review of the literature has found that current graduate recruitment and selection practices lack the rigour and construct validity to effectively assess work readiness. In addition, the variety of interchangeable terms and definitions articulated by employers and academics on what constitutes work readiness suggests the need to further refine this construct. This paper argues that work readiness is an important selection criterion, and should be examined systematically in the graduate assessment process, as a construct in itself. The ineffectiveness of current assessment methods in being able to measure work readiness supports the need to develop a specific measure of work readiness that will allow more effective decision practices and potentially predict long term job capacity and performance.

Using Social Media Content for Screening in Recruitment and Selection: Pros and Cons.

The article considers the arguments that have been made in defence of social media screening as well as issues that arise and may effectively erode the reliability and utility of such data for employers. First, the authors consider existing legal frameworks and guidelines that exist in the UK and the USA, as well as the subsequent ethical concerns that arise when employers access and use social networking content for employment purposes. Second, several arguments in favour of the use of social networking content are made, each of which is considered from several angles, including concerns about impression management, bias and discrimination, data protection and security. Ultimately, the current state of knowledge does not provide a definite answer as to whether information from social networks is helpful in recruitment and selection.

The recruitment and selection of vice-chancellors for Australian universities: an overview

This paper is based on recent Ph.D research. Recruitment and selection practices for appointing Vice Chancellors (VC's) of Australian Universities were examined. The methodology employed involved the use of a survey instrument administered to present and former VC's, Chancellors and members of selection panels, supplemented by interviews. Public domain material was also extensively used. Some key results of the research are reported, including the importance of informal processes such as networking in the selection ofVC's, the key role played by Chancellors, and the continued practice of appointing VC's from within academia rather than the private sector. This is in spite of evidence that the role of the VC has changed to one of strategic planner and business manager rather than the more traditional role, in the context of a rapidly changing external environment.

Vice chancellors for the 21st century? A study of contemporary recruitment and selection practices in Australian universities

This article is based on recent Ph.D research. The practices for appointing Vice Chancellors (VC's) in Australian Universities were examined, together with the changing role of the VC and new demographic patterns in VC backgrounds. A number of other issues were also examined, including the training and preparation of VC's, mentoring and the changing skill base required to be effective in the role. In addition, the paradox was investigated of appointing academics from the ranks of individuals with non-business backgrounds, to run large enterprises which are being compelled to adopt an increasingly business-oriented focus. The methodology employed involved the use of a survey instrument administered to present and former VC's, Chancellors and members of selection panels, supplemented by interviews. Representatives of the Australian Vice Chancellors Committee (AVCC) and consultants operating in the academic field were also interviewed. In addition, extensive use was made of public domain material. The research was mainly qualitative in nature. However, use was also made of descriptive statistics to provide an insight into how higher education in Australia is changing and to analyse survey findings. Some key results of the research are reported, including the importance of informal processes such as networking in the selection of VC's, the key role played by Chancellors, and the continued practice of appointing VC's from within academia rather than the private sector. This is in spite of evidence that the role of the VC has changed to one of strategic planner and business manager rather than the more traditional role, in the context of a rapidly changing external environment. Suggestions are also made for ongoing research in the area.

Recruitment and selection of Vice-Chancellors for Australian universities

This study addresses the gap in our understanding of the processes used to recruit and select Vice-Chancellors for Australian Universities. There are presently 39 recognised Universities in Australia and between them they provide the nation with the academically qualified leaders of the future. As such one would expect that not only would they be the vessels of our knowledge, but also that they would be managed and led in ways that were similar to those in use in the private sector. The changes that have taken place in the higher education system have meant that additional pressures have been placed upon the senior executive of each University. The transition from a binary system to the current unified system, the advent of the global community, increased technology and new management practices have created the need for University management to adopt recognised management and leadership practices. The Federal government has moved to reduce the dependence of the system upon recurrent funding and there has been an increase in managerialism within Universities. One outcome has been the need for the Chief Executive Officer (Vice-Chancellor) to develop additional management and leadership skills in order to cope with the changes occurring and the rate of change. In the United States, the selection criteria used to recruit Vice-Chancellors (or University Presidents) have changed to reflect the desire for candidates to have backgrounds in management and leadership. The role of the Vice-Chancellor is critical to the success of educational institutions that are now being managed as autonomous business units responsible for budget, growth, mergers as well as maintaining academic credibility. A literature review revealed that the work undertaken by David Sloper formed virtually our entire knowledge base of Vice-Chancellors in Australia. Sloper identified democratic and incumbency patterns, social characteristics, the legal basis for the role and what incumbents actually do. Thus we know quite a deal about the role and incumbents. However the same literature review showed that while this data existed, it did not extend to the processes that were used within the Higher Education system, to target, identify and select suitable candidates. Clearly there was also no examination as to the effectiveness of such processes or how they could be improved if necessary. Given the importance of Universities in Australia and their role in Higher Education, this lack of knowledge provided the basis for this study and the systematic review of all available data. The study also identified a paradox in addition to the lack of research on recruitment and selection practices in this unique microcosm. The paradox concerns the fact that many of the successful candidates do not come from a ‘business’ discipline as may be expected for a role considered to be the Chief Executive Officer of the institution. Yet in Australia, previous research indicated that the ‘rules’ for recruiting Vice-Chancellors have changed little and that traditionally candidates have come from the science disciplines (Sloper, 1994). While this in itself does not indicate that incumbents are lacking in fundamental management and leadership knowledge and expertise, an obvious question arises. Why are Australian Vice-Chancellors not drawn from faculties where this expertise resides or why are they not drawn from the business community? In order to further examine the processes in place and to a lesser extent the paradox, all available data was collected regarding the roles of Vice-Chancellors, the paths they have taken to the position as well as selection criteria, position outlines, job adverts and related material. This was thoroughly examined and then a brief questionnaire was forwarded to current incumbents and other involved stakeholders. Interviews were conducted to clarify specific issues and case studies prepared accordingly. Thus this qualitative study thoroughly researches the recruitment and selection practices in use, attempts to determine their effectiveness and addresses the paradox in order to provide a detailed framework that allows these elements to be explained.

Improved methods for the recruitment and selection of operatives

DUE TO COPYRIGHT RESTRICTIONS ONLY AVAILABLE FOR CONSULTATION AT ASTON UNIVERSITY LIBRARY AND INFORMATION SERVICES WITH PRIOR ARRANGEMENT

Recruitment And Training Of Managers In The Public Sector Concerns In Kerala

Public undertakings have been assigned a significant role to play in the systematic socio-economic development of India. My interest in the subject was kindled while I was doing my Masters Diploma in Public Administration at the Indian Institute of Public Administration, New Delhi during 1960-61. It was further strengthened by my teaching of the subject in different courses offered by me at the School of Management Studies and in several programmes organised by various voluntary and training organisations like the Institute of Management in Government, Trivandrum, Centre for Management Development, Trivandrum, etc. The several years in which I served as a member of the faculty in the School of Management Studies, University of Cochin,gave me the opportunity to come into close contact with different public sector concerns and their managers at various levels. This rich opportunity gave me a better insight into the problems faced by these concerns. The present study is a result of the interest so developed.

A gestão de informação nos processos de recrutamento e seleção de candidatos nas empresas de trabalho temporário

Dissertação apresentada ao Instituto Superior de Contabilidade e Administração do Porto para a obtenção do Grau de Mestre em Gestão das Organizações, Ramo de Gestão de Empresas Orientada por Prof. Doutor Eduardo Manuel Lopes de Sá e Silva Coorientada pela Mestre Maria de Fátima Mendes Monteiro Esta dissertação não inclui as críticas e sugestões feitas pelo Júri.

Repensando o recrutamento e a seleção de profissionais através da internet: o caso CEG-RJ

The Internet recruiting has been announced in the job market as a modern tool to attract the best and brightest professionals to the companies. The main objective of the present study is to analyze the Internet resources applied to the Recruitment and Selection process, so as to understand how can these tools make easier recruitment, in which concerns to cost efficiency, time spent and adequacy of the candidates selected to fill the job vacancies. It is also studied the role of the intermediates in the job market, specifically the recruitment consultants for executive search, considering the intensive use of the Internet tools for companies that, in this new way, get in touch directly with a major group of possible candidates. It is also investigated how these new resources to develop in-house capabilities to manage on-line recruiting, will bring savings, better process times and superior qualities of candidates. The study has an empirical section based on a case study of the Companhia Distribuidora de Gás do Rio de Janeiro - CEG, in which the new method with the Internet tools is compared vis-à-vis the traditional one. The study analyses the new method¿s impact on the main variables present in the process.Keywords: Labor Market, Recruitment and Selection, On-line Recruitment, Human Resource Management, Internet

Trabalho temporário e qualidade dos serviços prestados: reflexão sobre a evolução recente na região de Setúbal

Os conceitos de qualidade e capital humano são amplamente conhecidos e a sua importância aceite por todos. A aplicação destes pressupostos à realidade do trabalho temporário, tomou-se um imperativo face ao contexto económico actual, repleto de rápidas mudanças organizacionais, caracterizado por colaboradores detentores de um novo leque de competências e flexibilidade profissional. Ao longo deste trabalho. procurou-se analisar a possível integração do trabalho temporário num novo modelo de relações laborais, na tentativa de distanciamento da corrente associação do trabalho temporário a uma "forma atípica de trabalho'', estabelecendo ainda uma breve evolução do trabalho temporário na Península de Setúbal. baseada na apreciação de trabalhos análogos. Em resultado da aplicação de questionário. definiu-se uma hierarquia de características individuais e organizacionais, como critério válido para um futuro processo de recrutamento e selecção, permitindo averiguar, ao nível do individuo, um aumento de competências profissionais e técnicas, acompanhado pelo incremento de formação e experiência profissional. Concluindo ao nível organizacional que qualidades como flexibilidade e dinamismo, aliado à experiência profissional, são factores críticos no processo de recrutamento e selecção, sendo imprescindíveis na procura contínua da qualidade, facilitando o alcance da excelência individual e organizacional. ABSTRACT: Quality and Human Capital are widely know concepts and their importance is accepted by all. Therefore, it has become imperative to make use of them in the contex t of temporary work given the current economic situation for they are present wherever organizational change happens rapidly and stakeholders possess a wide range of professional competencies and flexibility. The aim of this work is to study the possible integration of temporary work into a new model for labour relations, in an effort to distance temporay work from the notion of "atypical form of work" with which it is presently associated. Moreover, it presents a brief evolution of temporary work in the Peninsula of Setúbal, based on the analiysis of similar works. The findings obtained from our surveys ena bled us to define a hierarchy of individual and organizational characteristics which can serve as valid criteria in future recruitment and selection processes. With these processes it is al so possible to assess any increase of professional and technical competencies regarding the individual as well improvement as regards training and professional experience. At the organizational level, qualities such as nexibility and dynamism, together with professional experience, turned out to be critical factors in the recruitment and selection process. Not only are they indispensable in the constant pursuit of quality, but they also make it easy to achieve individual and organizational excellence.

Metodologia de fusão de recrutamento capacitante. Um estudo de caso: fusion resourcing – a case study

Dissertação de Mestrado, Gestão de Recursos Humanos, Escola Superior de Gestão, Hotelaria e Turismo, Faculdade de Ciências Humanas e Sociais, Universidade do Algarve, 2016