scholarly journals Gender-Targeted Job Ads in the Recruitment Process: Evidence from China

2019 ◽  
Author(s):  
Peter J. Kuhn ◽  
Kailing Shen ◽  
Shuo Zhang
Keyword(s):  
Recruitment Process ◽  
Job Ads

scholarly journals Digitalization of Staff Involvement through Job Portals

2021 ◽  
Vol 6 (521) ◽  
pp. 282-297
Author(s):  
O. I. Kravchuk ◽  
◽  
I. O. Varis ◽  
A. R. Tsiopa ◽  
◽  
...  
Keyword(s):  
Labor Market ◽  
Job Search ◽  
Process Analysis ◽  
Labor Demand ◽  
Recruitment Process ◽  
Demand And Supply ◽  
Effective Use ◽  
Job Ads ◽  
Staff Recruitment ◽  
Staff Involvement

Digitalization of staff involvement stipulates improvement and automation of search and recruitment processes, talent management, etc. Digital instruments for interacting with employment sites are implemented through the vacancies software (JBS). The rapid increase in its use was due to strict restrictions, social distancing and an increase in the number of staff working from home. In the context of the COVID-19 pandemic, JBS becomes the place of direct prompt interaction between the employer (or recruiting agency) and the job seeker. It is necessary to study the processes of digitalization of staff involvement through job portals and determine their impact on the staff recruitment process; analysis of the activities of job portals in the labor market, the scale of distribution of this method of attracting candidates. The article is concerned with studying the digital technologies of attracting staff through job portals. The trends of development of staff involvement using job search websites are analyzed. The types and features of using the software to work with job ads have been generalized. The specifics of the use of the most popular international job portals are highlighted. The main possibilities of using Ukrainian job portals to attract staff are evaluated and the dynamics and structure of the labor demand and supply on the most popular ones are analyzed. Recommendations for employers on the effective use of job portals to attract staff that can be implemented in the practice of staff management have been developed. Increasing the efficiency of the use of job portals in attracting staff is possible through its digitalization. Opportunities for attracting different categories of staff and prompt closure of company vacancies depend on the labor market segment, which is covered by individual job portals.

scholarly journals Verstärkung (m/w/d) gesucht. Zur Geschlechtsneutralität in den gegenwärtigen deutschen Stellenanzeigen

2021 ◽  
Vol 1 (XXIII) ◽  
pp. 123-140
Author(s):  
Anna Dargiewicz
Keyword(s):  
Equal Treatment ◽  
German Language ◽  
Recruitment Process ◽  
Written Form ◽  
Considerable Impact ◽  
German Bundestag ◽  
The Aesthetic ◽  
Audio Files ◽  
Job Ads ◽  
Gender Neutrality

The goal of this article is to examine the issue of gender neutrality of job classifieds in contemporary German language using the results of empirical analysis of a research corpus. In light of the General Act on Equal Treatment (Allgemeines Gleichbehandlungsgesetz – AGG) adopted by German Bundestag on the 14th of August, 2006, as well as the Act Modifying the Information to be Entered into the Birth Register (Gesetz zur Änderung der in das Geburtenregister einzutragenden Angaben) of the 18th of December, 2018, there is an obligation in Germany to edit job classified in accordance with gender neutrality. The implementation of linguistic equality of the sexes in job ads in such a way that they meet the guidelines of the AGG often leads to linguistic chaos and wrong and/or confusing phrasing: a fact confirmed by the examples from the above mentioned corpus. These phenomena have a considerable impact on the readability and the aesthetic qualities of the ads, and on the possibility of understanding them both in the written form and as audio files. To some extent, they also determine the degree of success of the recruitment process. Gender neutrality in language consists in expressing both male and female genders as well as other gender-related identities. However, this has to be done in accordance with grammatical, syntactic and stylistic norms. In order to prevent the “job classified” genre of texts from being misunderstood, unclearly phrased names of jobs must be eliminated.

Applying a Core Competence Model on Swedish Job Advertisements for IT Project Managers

2016 ◽  
pp. 939-957
Author(s):  
Leif Marcusson ◽  
Siw Lundqvist
Keyword(s):  
Core Competence ◽  
Practical Implication ◽  
Project Managers ◽  
It Projects ◽  
Recruitment Process ◽  
Job Advertisements ◽  
It Project ◽  
Job Ads ◽  
Further Development ◽  
Specific Project

Recruitments of IT project managers are costly and time-consuming, which makes it important to handle them effectively. IT project managers' key function in IT projects conveys that the prerequisites in such job ads become extensive and hard to satisfy because of overloaded descriptions. The organization's core competence (henceforth CC) requirements need to be decisive and explicitly expressed. Hence, each recruitment process should involve the defining of what the CC qualifications are. Advertisements were collected (2010-2013) and a CC lens was tested for assessment of CC criteria in order to get an indication of its value. The study's practical implication is an added understanding of the importance to discern what core competence/-s a specific project requires and furthermore to match those with the job requirements during the recruitment process. The implication for research is an inspiration for further development of methods for determining core competence criteria for recruiting IT-project managers.

Applying a Core Competence Model on Swedish Job Advertisements for IT Project Managers

2015 ◽  
Vol 6 (2) ◽  
pp. 1-17
Author(s):  
Leif Marcusson ◽  
Siw Lundqvist
Keyword(s):  
Core Competence ◽  
Practical Implication ◽  
Project Managers ◽  
Recruitment Process ◽  
Job Requirements ◽  
Job Advertisements ◽  
It Project ◽  
Job Ads ◽  
Further Development ◽  
Specific Project

Recruitments of IT project managers are costly and time-consuming, which makes it important to handle them effectively. IT project managers' key function in IT projects conveys that the prerequisites in such job ads become extensive and hard to satisfy because of overloaded descriptions. The organization's core competence (henceforth CC) requirements need to be decisive and explicitly expressed. Hence, each recruitment process should involve the defining of what the CC qualifications are. Advertisements were collected (2010-2013) and a CC lens was tested for assessment of CC criteria in order to get an indication of its value. The study's practical implication is an added understanding of the importance to discern what core competence/-s a specific project requires and furthermore to match those with the job requirements during the recruitment process. The implication for research is an inspiration for further development of methods for determining core competence criteria for recruiting IT-project managers.

scholarly journals Gender-Targeted Job Ads in the Recruitment Process: Evidence from China

2018 ◽  
Author(s):  
Peter Kuhn ◽  
Kailing Shen ◽  
Shuo Zhang
Keyword(s):  
Recruitment Process ◽  
Job Ads

Gender-targeted job ads in the recruitment process: Facts from a Chinese job board

2020 ◽  
Vol 147 ◽  
pp. 102531
Author(s):  
Peter Kuhn ◽  
Kailing Shen ◽  
Shuo Zhang
Keyword(s):  
Recruitment Process ◽  
Job Ads

Handwriting Analysis and Personality Assessment

2000 ◽  
Vol 5 (1) ◽  
pp. 44-51 ◽  
Author(s):  
Peter Greasley
Keyword(s):  
Personality Traits ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Handwriting Analysis ◽  
Recruitment Process ◽  
Academic Literature ◽  
Personnel Recruitment ◽  
The Subject ◽  
Better Than

It has been estimated that graphology is used by over 80% of European companies as part of their personnel recruitment process. And yet, after over three decades of research into the validity of graphology as a means of assessing personality, we are left with a legacy of equivocal results. For every experiment that has provided evidence to show that graphologists are able to identify personality traits from features of handwriting, there are just as many to show that, under rigorously controlled conditions, graphologists perform no better than chance expectations. In light of this confusion, this paper takes a different approach to the subject by focusing on the rationale and modus operandi of graphology. When we take a closer look at the academic literature, we note that there is no discussion of the actual rules by which graphologists make their assessments of personality from handwriting samples. Examination of these rules reveals a practice founded upon analogy, symbolism, and metaphor in the absence of empirical studies that have established the associations between particular features of handwriting and personality traits proposed by graphologists. These rules guide both popular graphology and that practiced by professional graphologists in personnel selection.

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