Career Central Corp.: Building Critical Mass

2017 ◽  
pp. 1-28
Author(s):  
Mohanbir Sawhney
Keyword(s):  
Critical Mass ◽  
Third Party ◽  
Value Proposition ◽  
Strategic Partnerships ◽  
Job Seekers ◽  
Online Search ◽  
Search Firms

Jacob Matthews, chief strategy officer for Career Central Corp. (CEC), was faced with the challenge of growing the client base for CEC's database of job seekers. While CEC had gained traction in signing up potential recruits, the number of employers using the site was still low, and if the trend continued, the recruits might soon start leaving the site. To grow dramatically, Matthews was exploring the possibility of partnering with executive recruiters, search firms, and other online search firms. But how could he structure such partnerships without compromising the confidentiality of his candidates? How could he minimize the risk involved in trusting a third party with the company's valuable database of employees? What was the value proposition that CEC offered its clients who currently used its competitors both online and offline? Refining the marketing message, structuring strategic partnerships, and consistently delivering on its promise were the issues that CEC had to address to grow its business.

scholarly journals Talent Attraction through Online Recruitment Websites: Application of Web 2.0 Technologies

2019 ◽  
Vol 23 ◽  
Author(s):  
Pratyush Banerjee ◽  
Ritu Gupta
Keyword(s):  
Web 2.0 ◽  
Perceived Quality ◽  
Third Party ◽  
Job Seekers ◽  
Web 2.0 Technologies ◽  
Job Advertisement ◽  
Job Vacancy ◽  
Online Recruitment ◽  
Hr Managers ◽  
The Right

Talent attraction is one of the major challenges for HR managers. With the rise of online recruitment channels, the number of applicants for a given job vacancy have increased substantially. In addition, the time taken in finding the right talent from the huge pool of applications has increased significantly, adding up to the hiring cycle. In today’s competitive labour market, employers need to highlight their brand image to prospective job-seekers, so that there is higher chance of recruiting the best talent that fits their manpower requirement. In this paper, an attempt is made in investigating that to what extent web 2.0 technologies such as podcasts, blogs and online employee testimonials may enhance the employer's brand value in the eyes of employed professionals. A multi-group moderated mediation analysis is conducted with 361 working professionals who are active online recruitment platform users. The analysis helps establish the effect of the perceived quality and credibility of career websites on job-seekers’ perception about the employer and on their subsequent application intention. The findings reveal positive effect of video podcasts and realistic employee testimonials presented through third party blogs on job-seekers’ perceived quality and credibility of the job advertisement. This phenomenon is reflected in their heightened attraction for the employer and eventual intention to apply for jobs at the firm.

scholarly journals Determinants of job seekers to select recruitment agency for new job vacancies

2020 ◽  
Vol 1 (1) ◽  
Author(s):  
Phan Xuan Binh ◽  
Nguyen Minh Ha
Keyword(s):  
Third Party ◽  
Job Seekers ◽  
Employment Agency ◽  
Sustained Competitive Advantage ◽  
Recruitment Sources ◽  
Job Vacancy ◽  
Long Time ◽  
Local Companies ◽  
The Right ◽  
Short Time

The most important determinant of organizational effectiveness is the ability to attract, hire, and develop capable talent. The ability to attract and retain superior employees can lead to sustained competitive advantage for organizations. This is difficult due to the shrinking availability of qualified labor. The use of recruitment agency (RA) or employment agency allows human resource departments to target and identify quality candidates with more efficiency. RA, kind of consultancy, is normally understood as third party recruiter that finds jobs for people seeking them and finds people to fill particular jobs3 . Some RA focus their efforts on executive, managerial, and professional positions (white and yellow collar workers). These firms are split into two groups: (1) contingency firms that charge a fee only after a candidate has been hired by a client company and (2) retainer firms that charge a client a set fee whether or not the contracted search is successful. Most of RA in Vietnam apply contingency basis. Majority of foreign and big local companies use RA as one of the key recruitment sources to attract middle to senior level employees despite there is maybe higher expenses of this source than using other recruitment sources in some extents below: • The job vacancy is top confidential and recruiter cannot launch the public recruitment • The vacancy requires very short time to fill • The limited staffing resources of recruiting department or • The limited candidate pool in some industries or function which may cause very long time to fill the vacancy or to find out the right candidate.

scholarly journals Unleash the Potential of your Website! 180,000 webpages from the French Natural History Museum marked up with Bioschemas/Schema.org biodiversity types

2020 ◽  
Vol 4 ◽  
Author(s):  
Franck Michel ◽  
Gargominy Olivier ◽  
Benjamin Ledentec ◽  
The Bioschemas Community
Keyword(s):  
Natural History ◽  
Search Engines ◽  
Critical Mass ◽  
Scientific Data ◽  
Third Party ◽  
Data Sources ◽  
Integrative Approach ◽  
Biodiversity Data ◽  
Major Step ◽  
Global Biodiversity Information Facility

The challenge of finding, retrieving and making sense of biodiversity data is being tackled by many different approaches. Projects like the Global Biodiversity Information Facility (GBIF) or Encyclopedia of Life (EoL) adopt an integrative approach where they republish, in a uniform manner, records aggregated from multiple data sources. With this centralized, siloed approach, such projects stand as powerful one-stop shops, but tend to reduce the visibility of other data sources that are not (yet) aggregated. At the other end of the spectrum, the Web of Data promotes the building of a global, distributed knowledge graph consisting of datasets published by independent institutions according to the Linked Open Data principles (Heath and Bizer 2011), such as Wikidata or DBpedia. Beyond these "sophisticated" infrastructures, websites remain the most common way of publishing and sharing scientific data at low cost. Thanks to web search engines, everyone can discover webpages. Yet, the summaries provided in results lists are often insufficiently informative to decide whether a web page is relevant with respect to some research interests, such that integrating data published by a wealth of websites is hardly possible. A strategy around this issue lies in annotating websites with structured, semantic metadata such as the Schema.org vocabulary (Guha et al. 2015). Webpages typically embed Schema.org annotations in the form of markup data (written in the RDFa or JSON-LD formats), which search engines harvest and exploit to improve ranking and provide more informative summarization. Bioschemas is a community effort working to extend Schema.org to support markup for Life Sciences websites (Michel and The Bioschemas Community 2018, Garcia et al. 2017). Bioschemas primarily re-uses existing terms from Schema.org, occasionally re-uses terms from third-party vocabularies, and when necessary proposes new terms to be endorsed by Schema.org. As of today, Bioschemas's biodiversity group has proposed the Taxon type*1 to support the annotation of any webpage denoting taxa, TaxonName to support more specifically the annotation of taxonomic names registries, and guidelines describing how to leverage existing vocabularies such as Darwin Core terms. To proceed further, the biodiversity community must now demonstrate its interest in having these terms endorsed by Schema.org: (1) through a critical mass of live markup deployments, and (2) by the development of applications capable of exploiting this markup data. Therefore, as a first step, the French National Museum of Natural History has marked up its natural heritage inventory website: over 180,000 webpages describing the species inventoried in French territories have been annotated with the Taxon and TaxonName types in the form of JSON-LD scripts (see example scripts). As an example, one can check the source of the Delphinus delphis page. In this presentation, by demonstrating that marking up existing webpages can be very inexpensive, we wish to encourage the biodiversity community to adopt this practice, engage in the discussion about biodiversity-related markup, and possibly propose new terms related e.g. to traits or collections. We believe that generalizing the use of such markup by the many websites reporting checklists, museum collections, occurrences, life traits etc. shall be a major step towards the generalized adoption of FAIR*2 principles (Wilkinson 2016), shall dramatically improve information discovery using search engines, and shall be a key accelerator for the development of novel, web-scale, biodiversity data integration scenarios.

scholarly journals How Does the Use of Trademarks by Third-Party Sellers Affect Online Search?

2012 ◽  
Vol 31 (5) ◽  
pp. 819-837 ◽  
Author(s):  
Lesley Chiou ◽  
Catherine Tucker
Keyword(s):  
Third Party ◽  
Online Search

Inside the Push for Good Governance: Institutional Predictors of Administrative Transparency in Public Organizations

2021 ◽  
pp. 027507402110319
Author(s):  
Amanda N. Rutherford ◽  
G. Breck Wightman
Keyword(s):  
Postsecondary Education ◽  
Good Governance ◽  
University Presidents ◽  
Third Party ◽  
Institutions Of Higher Education ◽  
Structural Components ◽  
College And University ◽  
Executive Search ◽  
Using Data ◽  
Search Firms

Policy actors around the world perceive transparency as a means to achieve good governance. Research often focuses on the determinants of fiscal and economic transparency and gives less attention to administrative transparency. This study examines whether multiple types of institutional factors influence administrative transparency in the context of the hiring of college and university presidents in U.S. postsecondary education. Across 54 contracts obtained between institutions of higher education and third-party search firms, no contract explicitly referred to the term transparency, but contracts varied in attention given to issues of confidentiality. Using data for 157 presidential searches between 2010 and 2018, we find that few structural components predict indicators of transparency, though the presence of state sunshine laws and whether a governing board oversees multiple institutions can influence specific portions of the executive search process.

scholarly journals The Mediating Effects of Organizational Reputation in Predicting Job Seekers Attraction from Third-Party Organizational Justice Perspective

2019 ◽  
Vol 8 (4) ◽  
pp. 6693-6708
Keyword(s):  
Social Identity ◽  
Organizational Justice ◽  
Social Identity Theory ◽  
Identity Theory ◽  
Signaling Theory ◽  
Third Party ◽  
Job Seekers ◽  
Informational Justice ◽  
Organizational Reputation

This paper seeks to investigate the stipulation individuals’ perceptions of organizational justice, organizational reputation, and its effects to job seekers’ attractiveness. A total of 327 accounting and finance interns were assumed the role of job seekers. We wanted respondents to assess organizations in which they are currently undergoing internship to increase the likelihood that they had experience during the internship and knowledge gained about the organization; thus, held informed opinions about organizational justice and reputation, and its attractiveness as job seekers. We found each organizational justice dimensions (procedural, distributive, interpersonal and informational justice) influence job seeker attraction while organizational reputation role as mediator is significant. We suggested that organizations pay more attention on the informational justice and distribution justice following the empirical contribution is above than other dimensions either in direct or mediator impact of organizational reputation. Moreover, we else well highlighted the empirically evident that recognized the notion of signaling theory incorporated with social identity theory to publicize a deeper explanation of the job seeker attraction process. This is the first study to show that organizational justice is an instrumental characteristic, organizational reputation is a symbolic characteristic drawn from signaling theory and social identity theory and, this combination is better to comprehend on the job seeker attraction concept.

scholarly journals The Value Dimension of the Employer Brand: Influencing the Staff Engagement

2021 ◽  
Vol 4 (519) ◽  
pp. 302-309
Author(s):  
I. O. Voloboieva ◽  
◽  
O. I. Kravchuk ◽  
D. V. Varshava ◽  
◽  
...  
Keyword(s):  
Value Proposition ◽  
Job Seekers ◽  
Theoretical Level ◽  
Employer Branding ◽  
Employer Brand ◽  
Definition Of ◽  
The Impact ◽  
Staff Engagement

The article is aimed at examining the impact of the employer brand on the choice of a job seeker. After studying and analyzing the works of many foreign and domestic scholars, the main approaches to the definition of the concept of «employer brand» are considered and the authors’ definition of this concept is proposed. As result of the carried out research, both the external and the internal elements of the employer brand are systematized; the employer value proposition (EVP), constituting an integral part of the employer brand, is substantiated; a survey of LinkedIn users was conducted in order to identify the influence of the employer brand on the choice of job seekers; the main priority elements of branding are defined. The carried out research allows to conclude that employer branding and the current EVP are among the most priority directions of the company’s activity in attracting the best specialists and preserving talents in the company. The value proposition of the employer should be the strategy of the company, oriented to employees, being consistent with them. To develop a strong brand and increase the attractiveness and competitiveness of the organization, the value proposition of the employer must be unique. The EVP should be a real embodiment of the benefits offered by the company to employee, otherwise it will be impossible to retain the employees involved and form loyalty to the company in them. Prospects for further research in this direction are to determine the degree of influence of digitalization of business on the development of the employer brand, and, at the theoretical level, – a study and closer definition of some components of the employer brand.

The many faces of obligation

2020 ◽  
Vol 43 ◽  
Author(s):  
Michael Tomasello
Keyword(s):  
Third Party ◽  
The Many ◽  
Sense Of Obligation

Abstract My response to the commentaries focuses on four issues: (1) the diversity both within and between cultures of the many different faces of obligation; (2) the possible evolutionary roots of the sense of obligation, including possible sources that I did not consider; (3) the possible ontogenetic roots of the sense of obligation, including especially children's understanding of groups from a third-party perspective (rather than through participation, as in my account); and (4) the relation between philosophical accounts of normative phenomena in general – which are pitched as not totally empirical – and empirical accounts such as my own. I have tried to distinguish comments that argue for extensions of the theory from those that represent genuine disagreement.

A Macintosh Interface for the Cameca Camebax-Micro Electron Microprobe

1990 ◽  
Vol 48 (1) ◽  
pp. 438-439
Author(s):  
Carl E. Henderson
Keyword(s):  
Electron Microprobe ◽  
Processing Speed ◽  
Word Processing ◽  
State Of The Art ◽  
Computer Control ◽  
Third Party ◽  
Disk Storage ◽  
The Past ◽  
User Facility ◽  
Instrument Control

Over the past few years it has become apparent in our multi-user facility that the computer system and software supplied in 1985 with our CAMECA CAMEBAX-MICRO electron microprobe analyzer has the greatest potential for improvement and updating of any component of the instrument. While the standard CAMECA software running on a DEC PDP-11/23+ computer under the RSX-11M operating system can perform almost any task required of the instrument, the commands are not always intuitive and can be difficult to remember for the casual user (of which our laboratory has many). Given the widespread and growing use of other microcomputers (such as PC’s and Macintoshes) by users of the microprobe, the PDP has become the “oddball” and has also fallen behind the state-of-the-art in terms of processing speed and disk storage capabilities. Upgrade paths within products available from DEC are considered to be too expensive for the benefits received. After using a Macintosh for other tasks in the laboratory, such as instrument use and billing records, word processing, and graphics display, its unique and “friendly” user interface suggested an easier-to-use system for computer control of the electron microprobe automation. Specifically a Macintosh IIx was chosen for its capacity for third-party add-on cards used in instrument control.

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