scholarly journals Forget the Desk Job: Current Roles and Responsibilities in Entry-Level Reference Job Advertisements

2012 ◽  
Vol 73 (6) ◽  
pp. 543-555 ◽  
Author(s):  
Robert Detmering ◽  
Claudene Sproles
Keyword(s):  
Library Science ◽  
Valuable Insight ◽  
Science Students ◽  
Job Seekers ◽  
Broad Perspective ◽  
Roles And Responsibilities ◽  
Entry Level ◽  
Job Advertisements ◽  
Students First ◽  
First Time

This study examines the evolving roles and responsibilities of entry-level academic reference positions, as stated in recent job advertisements posted on the American Library Association’s JobLIST Web site and other sources. Findings from a content analysis of these advertisements indicate that current entry-level reference positions in academic libraries incorporate a strikingly diverse and complex range of responsibilities. The study provides valuable insight into the expectations and priorities of hiring institutions in regard to entry-level reference work, offering a broad perspective on the reference job environment to library science students, first-time job seekers, and libraries seeking to recruit entry-level candidates.

scholarly journals What Pennsylvania Public Libraries Want: An Analysis of PAMAILALL Job Advertisements

2019 ◽  
Vol 7 (1) ◽  
pp. 9-24
Author(s):  
James Tilio Maccaferri ◽  
Marilyn K. Harhai
Keyword(s):  
Public Services ◽  
Public Libraries ◽  
Library Science ◽  
Full Time ◽  
Youth Services ◽  
Job Seekers ◽  
Transferable Skills ◽  
Discussion List ◽  
Job Advertisements ◽  
Part Time

Job advertisements appearing on the Internet discussion list PAMAILALL from October 2017 to September 2018 were analyzed to determine the nature of and requirements for professional and non-professional positions in Pennsylvania public libraries. The analysis concludes that professional positions tend to be permanent and full-time, require a master’s degree in library science, and be in the areas of administration, reference, and children’s and youth services. Non-professional positions tend to be permanent but part-time, have lower and more diverse educational requirements, and be in access services and children’s and youth services. Required years of experience vary widely for both professional and non-professional positions, with many advertisements not stating any. The results can inform job seekers on needed skills. MLS students interested in public librarianship should acquire skills in library public services and administration and that MLS curricula should provide a strong core in traditional library knowledge, skills, and abilities as well as elective courses in public services and administration. For those interested in non-professional positions, development of transferable skills, such as interpersonal and communication skills, should be documented.

Attracting Students to Sales Positions: The Case of Effective Salesperson Recruitment Ads

2018 ◽  
Vol 42 (2) ◽  
pp. 170-190 ◽  
Author(s):  
Dawn R. Deeter-Schmelz ◽  
Andrea L. Dixon ◽  
Robert C. Erffmeyer ◽  
Kyoungmi (Kate) Kim ◽  
Raj Agnihotri ◽  
...  
Keyword(s):  
Academic Programs ◽  
Student Group ◽  
Entry Level ◽  
Study Approach ◽  
Business Colleges ◽  
Job Advertisements ◽  
Job Ads ◽  
Group Characteristics ◽  
Insight Into ◽  
Do So

Given the recent proliferation in sales programs, business colleges face a new set of challenges. Sales competencies are changing rapidly, and firms struggle with identifying and attracting sales candidates on campus. Therefore, it is important that we understand needed competencies and how the content of job advertisements may differentially appeal to various student populations. To do so, we develop a conceptual model, based on signaling theory, that focuses on how students formulate their intention to pursue a given sales position. Our research utilizes a two-study approach. First, we explore the desired entry-level sales skills communicated by employers through job advertisements. Next, we examine both student and advertisement characteristics and their distinct relationships with the satisfaction with the job ad and the intention to apply for a sales position. Our study is unique, as we examine distinct undergraduate groups’ (sales, marketing, other business, and nonbusiness students) responses to sales job advertisements. Our findings demonstrate that differences in job ad clusters and student group characteristics influence the intention to pursue a sales position. Specifically, different student majors perceive job characteristics communicated within job ads differently. As such, our research provides insight into academic programs as well as corporate sales recruiters.

scholarly journals Who are Millennials? And what they want from libraries, bookstores, and librarians

2021 ◽  
Author(s):  
Jami L. Jones
Keyword(s):  
North Carolina ◽  
Millennial Generation ◽  
The State ◽  
Library Science ◽  
Science Students ◽  
Graduate Research ◽  
Library Staff ◽  
East Carolina University

Understanding a generation’s “peer personality” provides librarians a unique opportunity to develop services and programs tailored to the needs and unique attributes of a group of individuals. Master of Library Science students enrolled in a graduate research class at East Carolina University in Greenville, North Carolina, surveyed 245 18-to 24-year old members of the Millennial generation at various locations throughout the state to ascertain their use and perception of libraries and bookstores. Most important to Millennials are helpful library staff, good collections, and convenient hours. Least important are bargain items for sale, coffee, and the library or bookstore as a place to be with others.

scholarly journals How is organisational fit addressed in Australian entry level midwifery job advertisements

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Dianne Bloxsome ◽  
Courtney Glass ◽  
Sara Bayes
Keyword(s):  
Public Health ◽  
Health Care ◽  
Clinical Skills ◽  
Public Health Care ◽  
Job Retention ◽  
Search Term ◽  
Private Health Care ◽  
Entry Level ◽  
Link Type ◽  
Job Advertisements

Abstract Background Midwifery job retention is an ongoing global issue. Prior research has recognised that considering an individual’s attributes in relation to their work environment may assist in improving job satisfaction among midwives, leading to improved long-term job retention in the midwifery profession. The aim of this study was to evaluate whether, and how organisational fit is addressed in current entry level midwifery job advertisements within Australia. Methods Midwifery jobs were searched for within 12 search engines, using the search term ‘midwife’, including Seek.com, Indeed.com, government employment websites for all Australian states and territories, and private health organisation websites. Data were extracted from eligible job advertisements by three independent researchers. Extracted data encompassed elements addressing person-job fit and person-organisation fit. Content analysis involving chi-square and Fischer exact tests were completed on extracted data. Results Key findings demonstrate private health care organisations (29.2%) are more likely than public health care organisations (8.8%) to ask potential candidates to have additional qualifications, however, public health care organisations (34.1% vs. 16.7%) are more likely to ask for dual registration as a midwife and nurse. This is further supported by private health care organisations being more likely to refer to the candidate as a midwife (72.9% vs. 48.4%) than as a nurse. Private health care organisations more often noted access to support for employees and were more likely to mention access to employee assistance programs (41.7% vs. 13.2%), orientations (16.7% vs. 0%) and included benefits (72.9% vs. 42.9%). Clinical skills and personality traits were more frequently addressed in public health organisation advertisements; these included a requirement of employees to be accountable (49.5% vs. 6.3%), innovative (28.6% vs. 0%), have teamwork (69.2% vs. 52.1%) and conflict resolution skills (36.3% vs. 8.3%), and have knowledge of legislation (44.0% vs. 25.0%) and contemporary midwifery issues (28.6% vs. 4.2%). Conclusion This study highlights that organisations employing midwives may be unwittingly contributing to the problem of midwife attrition through inattention to factors that endear midwives to workplaces in job advertisements. Further work developing employee selection and recruitment processes that are informed by the concept of person-job-organisation fit, is necessary.

scholarly journals ENTRY-LEVEL ENTREPRENEURS AND THE CHOICE-OF-ENTITY CHALLENGE

2013 ◽  
Vol 10 (2) ◽  
Author(s):  
Emily Ann Satterthwaite
Keyword(s):  
Real Option ◽  
Lower Income ◽  
Option Value ◽  
Entry Level ◽  
Deliberation Process ◽  
New Business ◽  
Tax Savings ◽  
First Time ◽  
Real Option Value ◽  
Future Growth

For first-time, lower-income and credit-constrained entrepreneurs (“entry-level entrepreneurs”), the employment tax savings proffered by a longstanding tax shelter known as the “Sub-S Shelter” can be particularly salient. Such hypersalience is problematic from a policy perspective. It not only increases the costs and complexity of the entry-level entrepreneur’s deliberation process concerning the appropriate entity for her business, but it distorts her incentives to choose the entity that best supports her business’s future growth. I argue that because the hypersalience of the Sub-Shelter is likely to be more pronounced for entry-level entrepreneurs than for entrepreneurs with more experience or better access to capital, the burdens of the shelter are distributionally regressive. As an alternative to full-scale reforms that would eliminate the demand for the Sub-S Shelter but may be politically infeasible, I suggest that the shelter’s regressive hypersalience can be addressed by government measures to provide choice-of-entity information tailored to the needs and concerns of entry-level entrepreneurs. Such targeted information can mitigate the hypersalience of the Sub-S Shelter by underscoring the risks of relying on it, while highlighting the real option value of choosing a more flexible business entity such as an LLC. By nudging entry-level entrepreneurs towards neutrality in regard to their choice-of-entity decisions, this approach has the potential to improve both the efficiency and the equity of a key step in formalizing a new business. 

scholarly journals Entry Level Systems Analysts: What Does the Industry Want?

10.28945/3517 ◽  
2016 ◽  
Vol 19 ◽  
pp. 141-160 ◽  
Author(s):  
Erastus Karanja ◽  
Donna M. Grant ◽  
Shinetta Freeman ◽  
David Anyiwo
Keyword(s):  
Oral Communication ◽  
Job Skills ◽  
Chi Square ◽  
Skill Sets ◽  
Entry Level ◽  
Science Degree ◽  
Job Advertisements ◽  
Systems Analysts ◽  
People Skills ◽  
Industry Certifications

This study investigates the skill sets necessary for entry level systems analysts. Towards this end, the study combines two sources of data, namely, a content analysis of 200 systems analysts’ online job advertisements and a survey of 20 senior Information Systems (IS) professionals. Based on Chi-square tests, the results reveal that most employers prefer entry level systems analysts with an undergraduate Computer Science degree. Furthermore, most of the employers prefer entry level systems analysts to have some years of experience as well as industry certifications. The results also reveal that there is a higher preference for entry level systems analysts who have non-technical and people skills (e.g., problem solving and oral communication). The empirical results from this study will inform IS educators as they develop future systems analysts. Additionally, the results will be useful to the aspiring systems analysts who need to make sure that they have the necessary job skills before graduating and entering the labor market.

In Pursuit of the Muses. The Life and Work of Justus Lipsius

10.54179/2101 ◽  
2021 ◽  
Author(s):  
Jeanine De Landtsheer
Keyword(s):  
Sixteenth Century ◽  
English Translation ◽  
Valuable Insight ◽  
Reference Guide ◽  
First Time ◽  
Insight Into ◽  
Selection Of

Famed for his ground-breaking philological, philosophical, and antiquarian writings, the Brabant humanist Justus Lipsius (1547-1606) was one of the most renowned classical scholars of the sixteenth century. In this volume, Marijke Crab and Ide François bring together the seminal contributions to Lipsius’s life and scholarship by Jeanine De Landtsheer (1954-2021), who came to be known as one of the greatest Lipsius specialists of her generation. In Pursuit of the Muses considers Lipsius from two complementary angles. The first half presents De Landtsheer’s evocative life of the famous humanist, based on her unrivalled knowledge of his correspondence. Originally published in Dutch, it appears here in English translation for the first time. The second half presents a selection of eight articles by De Landtsheer that together chart a way through Lipsius’s scholarship. This twofold approach offers the reader a valuable insight into Lipsius’s life and work, creating an indispensable reference guide not only to Lipsius himself, but also to the wider humanist world of letters.

Discouraging gender-biased job seekers by adapting job advertisements

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jih-Yu Mao ◽  
Xinyan Mu ◽  
Xin Liu
Keyword(s):  
Gender Discrimination ◽  
Gender Diversity ◽  
Female Employment ◽  
Job Seekers ◽  
Socially Responsible ◽  
Content Type ◽  
Job Seeking ◽  
Job Advertisements ◽  
Person Organization Fit ◽  
Diversity In The Workplace

PurposeSocially responsible organizations strive to foster gender diversity values in the workplace. As women, relative to men, tend to fall victim to gender discrimination more frequently, organizations can promote gender diversity in the workplace by either increasing female employment or discouraging job seekers who resist gender diversity from applying for positions. While more attention has been devoted to the former approach, less attention has been given to the latter.Design/methodology/approachA between-subjects experiment is conducted to test the hypotheses. Participants are randomly assigned to one of five conditions that feature different numbers of women in job advertisements.FindingsFor male job seekers who hold a male breadwinner ideology, their job pursuit intentions decrease as the number of women in job advertisements increases. Perceived person-organization fit acts as the mediating influence.Practical implicationsJob advertisements are purposed to attract job seekers who share similar values. Men who embrace male-dominant values are likely to resist and thwart the progress of gender diversity in the workplace. This study informs practitioners of how by strategically adapting job advertisements, organizations can discourage individuals who are likely to be a poor fit from applying for vacant jobs.Originality/valueThis study focuses on gender discrimination and resistance in a job seeking context from a social dominance perspective. The study informs organizations of the potential benefits of strategically adapting job advertisements.

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