Results 241 to 250 of about 458,570 (289)
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2008
Excerpt] In this chapter, we look to address the second issue by developing a theoretical model of the link between different staffing systems and firm-level performance. We first look to existing theory on organizational design and structure to better understand the role of recruitment and selection.
Collins, Christopher J. +1 more
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Excerpt] In this chapter, we look to address the second issue by developing a theoretical model of the link between different staffing systems and firm-level performance. We first look to existing theory on organizational design and structure to better understand the role of recruitment and selection.
Collins, Christopher J. +1 more
openaire +2 more sources
2018
The use of information and communication technologies has revolutionised e-recruitment and selection function in many organizations, especially transforming it into a time- and space-independent process of sourcing and evaluating candidates. In the process, organizations rely on websites, social media and job portals for sourcing candidates and deploy ...
Holm, Anna B., Haahr, Lars
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The use of information and communication technologies has revolutionised e-recruitment and selection function in many organizations, especially transforming it into a time- and space-independent process of sourcing and evaluating candidates. In the process, organizations rely on websites, social media and job portals for sourcing candidates and deploy ...
Holm, Anna B., Haahr, Lars
openaire +2 more sources
2018
This chapter considers the recruitment and selection process. It begins by establishing the importance of the recruitment process to an organization. Then, it moves on to outline the processes involved in recruitment and selection. It also shows the ways to identify and develop different recruitment strategies for an organization.
Paul Banfield, Rebecca Kay, Dean Royles
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This chapter considers the recruitment and selection process. It begins by establishing the importance of the recruitment process to an organization. Then, it moves on to outline the processes involved in recruitment and selection. It also shows the ways to identify and develop different recruitment strategies for an organization.
Paul Banfield, Rebecca Kay, Dean Royles
openaire +2 more sources
2017
This chapter focuses on a hardly known matter: how individuals are chosen for the electoral list. The analysis relies on the causation funnel model by Norris (1997) and the inclusiveness and centralization dimensions by Rahart and Hazan (2001) to conclude that the MPs candidates are selected in a centralized and exclusive way; that is to say, far away ...
Xavier Coller +2 more
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This chapter focuses on a hardly known matter: how individuals are chosen for the electoral list. The analysis relies on the causation funnel model by Norris (1997) and the inclusiveness and centralization dimensions by Rahart and Hazan (2001) to conclude that the MPs candidates are selected in a centralized and exclusive way; that is to say, far away ...
Xavier Coller +2 more
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1984
An organisation will need to recruit staff from time to time for any or all of the following reasons: (i) to replace staff who are leaving (ii) to bring in vital skills which are otherwise lacking, and (iii) to apply additional human resources to operations where it is intended to expand the business.
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An organisation will need to recruit staff from time to time for any or all of the following reasons: (i) to replace staff who are leaving (ii) to bring in vital skills which are otherwise lacking, and (iii) to apply additional human resources to operations where it is intended to expand the business.
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1996
Recruitment is related to human resource planning. The overall objective is to secure a suitably qualified pool of applicants to fit the organisation’s requirements. This has to be done in line with legal obligations in respect of such things as equal opportunities and positive discrimination requirements, for example vis-a-vis disabled persons.
Frank Burchill, Alice Casey
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Recruitment is related to human resource planning. The overall objective is to secure a suitably qualified pool of applicants to fit the organisation’s requirements. This has to be done in line with legal obligations in respect of such things as equal opportunities and positive discrimination requirements, for example vis-a-vis disabled persons.
Frank Burchill, Alice Casey
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1973
This chapter is concerned with filling vacancies as they arise within the organisation. We shall review some of the possible ways of encouraging people to present themselves to an employer in application for a post and shall look at the process of selecting the most nearly right candidate for the job from those who apply.
W. Mitchell, Alan R. Corbett
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This chapter is concerned with filling vacancies as they arise within the organisation. We shall review some of the possible ways of encouraging people to present themselves to an employer in application for a post and shall look at the process of selecting the most nearly right candidate for the job from those who apply.
W. Mitchell, Alan R. Corbett
openaire +1 more source
Recruitment and Selection in Organizations
2014This paper studies employer recruitment and selection of job applicants when productivity is match-specific. Job seekers have private, noisy estimates of match value, while the firm performs noisy interviews. Job seekers' willingness to incur the application costs varies with the perceived hiring probability, while the firm considers the applicant pool'
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