Employing graduates: Selection criteria and practice in New Zealand

2013 ◽  
Vol 19 (3) ◽  
pp. 338-351 ◽  
Author(s):  
Fiona Edgar ◽  
Virginia Cathro ◽  
Sean Harrison ◽  
Janneke Hoek ◽  
Katherine McKenzie ◽  
...  
Keyword(s):  
Higher Education ◽  
New Zealand ◽  
Selection Criteria ◽  
Selection Process ◽  
Successful Transition ◽  
Comprehensive Data ◽  
Recruitment And Selection ◽  
Selection Practices

AbstractEntry into graduate programmes is highly competitive. Although careers advisors working within higher education do their best to prepare students for engagement with these programmes; anecdotal reports suggest many graduates remain unsure what it is these employers are seeking, and how it is assessed. Our study examines both selection criteria profiles and practices, drawing comprehensive data from 20 New Zealand firms and finds that regardless of a firm's characteristics, most seek a very similar graduate profile, with the concepts of candidate ‘well roundedness’ and ‘fit’ considered most vital. Selection practices employed are tightly connected to this graduate profile. These findings shed some much needed light for graduates on what is, but also what is not, highly sought after by employers in the recruitment and selection process. They should also be of benefit to universities by assisting them to better prepare their graduates for successful transition into the employment market.

scholarly journals Professional and Social Adjustment of Women Employees in Higher Education Institutions: A Regional Perspective

2021 ◽  
Vol 2 (1) ◽  
pp. 343-351
Author(s):  
Iram Parveen ◽  
Muhammad Uzair-ul-Hassan ◽  
Humaira Zainib
Keyword(s):  
Higher Education ◽  
Social Adjustment ◽  
Selection Process ◽  
Higher Education Institutions ◽  
Vital Role ◽  
Working Environment ◽  
Women Employees ◽  
Recruitment And Selection ◽  
Promotion Process ◽  
Effect Of Age

To safeguard the rights of women for professional and social adjustment in a society, higher education institutions can play a vital role. This study was designed to find the factors that affect the professional and social adjustment of women employees concerning gender discriminating culture in higher education institutions. Women employees from 4 universities were conveniently taken as a sample of the study. The sample size was (n=160). Inferential statistics; t-test and one-way ANOVA were used. The study concluded that women employees were satisfied with: recruitment and selection process; assignment of wages; workload; leaves rules; promotion process; dealing of head and professional development practices, while, they were not satisfied with: duty hours; career development; decision-making process, existing co-working environment and social adjustment. No effect of age, qualification, designation except experience on professional as well as on social adjustment was significantly observed.

scholarly journals Effectiveness of Recruitment and Selection Practices in Public Sector Higher Education Institutions: Evidence from Ghana

2018 ◽  
Vol 14 (13) ◽  
pp. 199 ◽  
Author(s):  
Isaac Christopher Otoo ◽  
Juliet Assuming ◽  
Paul Mensah Agyei
Keyword(s):  
Higher Education ◽  
Public Sector ◽  
Survey Design ◽  
Higher Education Institutions ◽  
Population Data ◽  
Simple Random Sampling ◽  
Research Approach ◽  
Main Mode ◽  
Recruitment And Selection ◽  
Selection Practices

The purpose of this paper is to assess the recruitment and selection practices of public sector higher education institutions in Ghana. The research employed quantitative research approach with a descriptive survey design. Questionnaire was used to collect data from 128 respondents. Stratified and simple random sampling techniques were used to select the sample from the targeted population. Data processing was done using SPSS version 22. Results of the analyses showed, inter alia, the following; (a) Public sector higher education institutions in Ghana predominantly relies on recommendation as its main mode of employment; (b) Identification of available vacancies and delay in feedback after interviews were the two main challenges with the public sector higher education institutions in Ghana recruitment and selection practices. It is recommended that employee referrals (recommendation) though a good idea should be reduced, public sector higher education institutions in Ghana should make use of adverts (either print or electronic or both) in publicising its vacant positions.

scholarly journals Understanding the Recruitment and Selection Practices of an Indian IT SME (Small and Medium Enterprise)

2019 ◽  
Vol 8 (4) ◽  
pp. 12080-12084 ◽  
Keyword(s):  
Selection Process ◽  
The Other ◽  
Major Function ◽  
Small And Medium Enterprise ◽  
Medium Enterprise ◽  
Recruitment And Selection ◽  
Selection Practices

Recruitment and Selection is the major function of the HR department besides the other functions, it is the solution to not only hatch the talent for a sector or any organization that is moving with an exponential pace, but also to provide quality employees for any organization, this article is a case study about the recruitment and selection process in an Indian IT MSME. The company was already facing some issues like pending projects and subsequently other problems sprouting because of that to which the only solution,that is, resolve all these issues was Recruitment and Selection. As a matter of fact this was being followed by the company as daily chores, in-parallel with the problems. The purpose of this study was to understand each step of the process in-order to get some in-sights out of it.

The Repertoire Selection Practices of High School Choral Directors

2001 ◽  
Vol 49 (2) ◽  
pp. 102-121 ◽  
Author(s):  
Guy W. Forbes
Keyword(s):  
High School ◽  
Selection Criteria ◽  
Selection Process ◽  
Teaching Experience ◽  
Demographic Characteristics ◽  
Relative Importance ◽  
Choral Directors ◽  
Repertoire Selection ◽  
Socioeconomic Composition ◽  
Selection Practices

The purpose of this study was to research the repertoire selection practices of high school choral directors. The 104 directors who participated in the study were selected from two groups: (a) directors identified as outstanding and (b) directors selected from the remaining population. Interviews, a written survey, and solicited programs were used to collect the data. Results suggest that the repertoire selection practices used by directors are not structured. Although directors consider a wide variety of criteria to be influential in the selection process, criteria do not seem to be consistently or systematically applied. The relative influence of individual criteria varies depending on the style of repertoire under consideration. Furthermore, demographic characteristics such as teaching experience, program size, and the socioeconomic composition of the school may also influence repertoire selection practices. Although similarities among directors regarding the selection process were identified, there were differences between the selection practices of “outstanding” directors and directors not so identified with respect to the balance of repertoire that directors believe students should sing and the relative importance and use of selection criteria.

scholarly journals BEHAVIORAL ECONOMICS PERSPECTIVE ON ASSESSMENT OF RECRUITMENT AND SELECTION PRACTICES IN LATVIA

2020 ◽  
pp. 128-139
Author(s):  
Arturs Mons ◽  
Velga Vevere
Keyword(s):  
Online Survey ◽  
Selection Process ◽  
Current Paper ◽  
Primary Data ◽  
Selection Methods ◽  
Recruitment Methods ◽  
Survey Form ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Selection Practices

The aim of the current paper is to evaluate the current Human Resource Management evolution in Latvia with respect to employee recruitment and selection practices. The focus is set on the used methods of selection process in organizations, when they are hiring personnel on different organization levels. The authors of the current paper applied several empirical methods to research the recruitment and selection processes. The study was executed in two stages: (1) discussion with Latvia’s recruitments practitioners (Delphi method), and (2) quantitative study performed in Latvia. The research questions were the following. Question 1: Which recruitment methods are used in their represented organizations? Question 2: Which of selection methods are used in their organization? To collect primary data an online survey form was created which was completely self‐administrative. A sample of 16 businesses from different industries in Latvia, was selected. The sampling was conducted during the whole month of January 2020 and data is reflected in the findings. The survey results demonstrate that the employee selection methods applied in Latvia are not that various. Most of the respondents holds on to the traditional methods such as panel interviews and one to one interviews.

scholarly journals Recruitment and selection process of higher education sector and its impact on organizational outcomes

2016 ◽  
Vol 5 (4) ◽  
pp. 79
Author(s):  
Ayesha Yaseen
Keyword(s):  
Higher Education ◽  
Effective Teachers ◽  
Selection Process ◽  
Secondary Data ◽  
Organizational Outcomes ◽  
Education Sector ◽  
Political Factors ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
University Lecturers

This research examines the recruitment and selection practices followed in Higher Education Institutions (HEIs). Today education is the corner stone of societal reforms in Pakistan and effective teachers are the backbone of educational reforms. HEIs need significant developmental measures and this paper will provide recommendations to improve the recruitment and selection process promoting the competent and talented teachers so that higher education sector can play its part in economic growth. The research methodology applied is exploratory. This research based on primary as well as secondary data collected from newly hired university lecturers, Managerial staff, internet and online journals and research papers. Data analysis has been done with the help of SPSS software. Research concluded that recruitment and selection process of HEIs adopt systematic system but there is a room for improvement. At times this process is influenced by political factors. This research will help in promoting active constructive researches on education sector as well as the fair and corruption less recruitment and selection processes of HEIs. 

scholarly journals Gender Equality within HR Practices in Higher Education Institutions

2016 ◽  
Vol 6 (7) ◽  
Author(s):  
Myriam Khalil
Keyword(s):  
Higher Education ◽  
Organizational Culture ◽  
Gender Role ◽  
Gender Equality ◽  
Selection Process ◽  
Higher Education Institutions ◽  
Role Stereotype ◽  
Gender Role Stereotype ◽  
Managerial Positions ◽  
Recruitment And Selection

Human Resource Management (HRM) may be considered as a tool to improve gender equality by citing equal opportunities as a key of Personnel policy focusing on developing people, valuing diversity, and enabling the promotion of equality to be linked to the achievement of organizational goals (Linda, 1998). The recruitment and selection process could be affected by several factors leading to inequality between men and women for occupying top managerial positions, such as the societal factors including gender role stereotype and the organizational factor including the male dominated organization and discriminatory organizational culture. This paper will focus on gender equality in recruitment and selection process mainly in the scope of top managerial opportunities based on the case study of USEK that benchmarks international best practices and that aims to be considered as the leader institution in Lebanon and region for enhancing the empowerment of women and improving women's career advancement.It will study to what extent gender role stereotype and organizational culture, policies and practices affect Women's career advancement for top managerial positions in Lebanese Higher Education Institutions. Through primary and secondary collected through surveys and interviews, the paper will demonstrate:first,if the recruitment and selection process for top managerial positions could be affected in advance by gender bias and organizational culture; second,if the existence of gender equality policy in the workplace could be an efficient solution to avoid gender discrimination and prejudgment within all HR practices.

scholarly journals Creating teams designed by the competence of the future of family businesses

2019 ◽  
Vol 50 (1) ◽  
pp. 72-79
Author(s):  
Beata Chmielewiec
Keyword(s):  
Selection Criteria ◽  
Selection Process ◽  
Family Businesses ◽  
Project Teams ◽  
The Future ◽  
Project Participants ◽  
Competence Profile ◽  
Recruitment And Selection ◽  
Selection Of

The purpose of this article is to indicate the postulates of changes in the area of recruitment and selection of employees, as resulting from the introduction of project teams to family businesses. The author discusses the specifics of the selection process in a project-oriented organization. She also characterizes the challenges associated with this process and proposes to extend the desired competence profile (a larger number of selection criteria) applied to candidates and project participants in relation to people employed in permanently separated organizational cells.

DESIGN COMPUTER-BASED APPLICATION FOR RECRUITMENT AND SELECTION EMPLOYEE AT PT. INDONUSA TELEMEDIA

CCIT Journal ◽  
2011 ◽  
Vol 4 (2) ◽  
pp. 185-196
Author(s):  
Tri Pujadi
Keyword(s):  
Selection Process ◽  
Computer Based ◽  
Recruitment And Selection

This report contains about one of the applications that used by PT. Indonusa Telemedia. The function of this application to facilitate the recruitment and selection process of the company employee’s candidate. The process becomes more efficient because the application can organize the employee candidate data, interview status (proceed, hire, keep, and reject), and his comments based on the interview. The benefit for the company that uses this application is that they can increase their level of efficiency, such as in time and man labor. The level of efficiency can be increase because this application can sort the employee’s candidate data as the request of the department that request addition of employee and centralizing information in one application database.

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