Job Recruitment

In the wake of profound transformations in digital media markets and economies, the structures and conditions of cultural production are being radically reconfigured. This study explores the nascent field of social media work through an analysis of job recruitment ads—texts, we contend, that provide insight into a key discursive site of imagining the ideal digital laborer. Drawing upon a qualitative textual analysis of 150 adverts, we show how employers construct workers through a patterned set of features, including sociability, deft emotional management, and flexibility. Such industrial imaginings incite workers to remain ever available, juggle various roles and responsibilities, and engage in persistent emotional labor—both online and off. These expectations, we argue, allude to the increasingly feminized nature of social media employment, with its characteristic invisibility, lower pay, and marginal status within the technology field.

Summary Specialist/consultant anaesthetists based in New Zealand and Scotland were sent a reply paid postal questionnaire asking about their attitudes to personality testing and personality types in the recruitment process for registrars and specialists. The questionnaire consisted of nine Likert‐style questions and 14 visual analogue questions. The overall response rate was 65% (523/808). The responses to all the questions were broadly similar in the two countries. Personality testing was deemed of use in recruiting trainees and specialists, with a slightly greater proportion considering personality traits more important than academic achievement. An overwhelming majority believed the presence of an adverse personality trait would influence an appointment process, but few believed that the personality makeup of anaesthetists influenced the way in which they react to␣stressful situations. A slight majority considered the interview process a poor predictor of personality. New Zealand anaesthetists rated independence, orderliness, compassion, empathy, reflectiveness and patience higher than did anaesthetists in Scotland. In contrast, anaesthetists in Scotland rated pragmatism, as opposed to perfection, as a more important characteristic than did the New Zealand specialists. Personality assessment, although not effective as the sole tool for candidate␣selection, may have a role in the process of anaesthetic job recruitment and warrants further␣investigation.

Across four studies, we demonstrate a bias against Black women with natural hairstyles in job recruitment. In Study 1, participants evaluated profiles of Black and White female job applicants across a variety of hairstyles. We found that Black women with natural hairstyles were perceived to be less professional, less competent, and less likely to be recommended for a job interview than Black women with straightened hairstyles and White women with either curly or straight hairstyles. We replicated these findings in a controlled experiment in Study 2. In Study 3A and 3B, we found Black women with natural hairstyles received more negative evaluations when they applied for a job in an industry with strong dress norms. Taken together, this article advances the research on biases in the labor market in the age of social media use and highlights the importance of taking an intersectional approach when studying inequity in the workplace.

As more and more companies become aware of the benefits of collecting and analyzing data, hiring employee with data analytics expertise is a key issue faced by HR practitioners. Although previous research empirically highlighted the differences of knowledge and skill requirements between big data (BD) and business intelligence (BI) in English-speaking countries, limited similar study is conducted in China. By analyzing and interpreting the topic modeling results with dataset extracted from online job recruitment website Zhaopin.com, this exploratory study reveals that (1) the demand for BD competencies is far bigger (nearly six times) than the demand for BI competencies in China job market; (2) for Chinese employer, hard skills, especially those advanced analytic and programming skills, are much emphasized when HR searching for qualified BD applicants; (3) given the large volume and unstructured nature of big data, BD investments are currently much more human-capital-intensive than BI projects are. Our findings not only enhance the understanding of similarities and differences in BI and BD areas of competency but also provide guidance for organizations to choose suitable HR decisions.

Job recruitment and selection process is one of the most tedious tasks that human resource department in every organization has to perform. The recruitment and selection process consists of several steps. This paper focuses mainly on the step in which the applicants have to fill out application forms and undergo an initial screening interview. This step is very important because human resource recruiters must choose qualified candidates out of many applicants to be interviewed with the supervisors responsible for the job. Recruiters of many companies face a lot of problems performing this step especially when they have to perform it manually. Thus we were motivated to develop a more efficient way in filling out and processing application forms and develop job application support system to aid interviewers during the preliminary interview process. Job application support system consists of three main components including electronic application form, electronic telephone interview and electronic interview. The application module is constructed based on the competency matrix derived at each level of employment. Interview questions are determined based on the chosen competencies and are used to screen out candidates during a competency-based behavioral interview. A quantitative multi-objective decision model and job assignment model are developed for job-applicant matching process. The models are used to manage the data from the job application forms and evaluate the results from job interviewers. Job application support system is expected to bring about many positive changes. It can speed up the recruitment process by filtering out unwanted applicants and allow a better facilitation of the interview process by providing interviewers with guidelines and forms with which they could fill out. Cost can be saved because there are less paperwork. The quantitative multi-objective decision model and job assignment model that are developed can provide a more efficient way for job-applicant matching process

Crawler technology, as the most critical technology in data search technology, is also the core module in search engine, providing data source for search engine. In order to obtain a large amount of recruitment information existing on the Internet and reflect it locally, a web crawler system is designed to crawl this information and store it in categories. In this paper, Python web crawler technology is used to obtain job information of recruitment website and store it in database, XPath module is used to clean and crawl job data, and Struts2+hibernate is used to realize employment recommendation system. IT can be used as a reference for IT job recruitment.

The article presents a job recruitment system application based on Java Enterprise Edition ver. 5 Platform. In the document is shown how the Java EE functionalities were implemented and exploited in the system.

This research presented a new job recruitment system using Semantic Web technology. First, it introduced an information model to represent a CV (curriculum vitae) by creating the CV Ontology based on exiting well-known standards such as Europortfolio Europass CV, Description of a Career, FOAF and VIVO. Second, the research designed a new business model for a job recruitment system using benefits of the proposed CV Ontology. Finally, the research implemented a prototype system based on the proposed business model and evaluated it against other popular online recruitment systems in order to prove the feasibility of the approach. In sum, the result expresses that this proposed system is quite better than others, especially in supporting RDF, supporting ontologies and vocabularies, supporting SPARQL, and enabling linked data by SPARQL endpoint. These can solve the lack of a well-defined meaning of information and enable information-sharing across job portals. Keywords— Job recruitment system, Implementation, Information Model, Linked Open Data, Ontology, Semantic Web technology, RDF, OWL.

Jobs website in the rapid development of information industry, information flow speed transmission today, for job seekers and recruiters are increasingly important, the system should provide sufficient information for the user to manage and facilitate the search query tool. While traditional on-site recruitment to some extent solved the exchange of information between the two sides. However, this exchange is part of inefficient, narrow flow, can not meet the requirements of today's society. In this paper, the traditional way of job recruitment management problems presented online job recruitment platform solutions.

Nowadays, the lack of trained Information Technology experts and knowledge workers in supporting application diffusion in the public sector is a major challenge in the efforts to expand the use of Information of Communication Technology in the country. As working mechanism have received growing attention from entrepreneurs, executives, investors and industry, Faculty Of Information Technology And Quantitative Science graduates have progressively come to be considered a critical part for developing a successful graduates in getting a job. Based on an earlier policy-capturing study of the Big Five personality traits by J.M Digman and general mental ability, this research explores and analyzes the recruitment preference on Faculty of Information Technology and Quantitative Science's graduates across five important personal attributes, including not only personality but also practical skill dimensions. Among knowledge, skills, abilities, and personality, the personality of a candidate has a relatively greater impact on the hiring decision. The other attributes, in order of importance, include conscientiousness, communication skills, and openness to new experiences, friendliness, and agreeableness Skill has been defined as the application of prior knowledge and experience to successfully achieve a specific outcome. From the previous Big Five personality traits, the Job Recruitment Model was produce and skills and knowledge become part of them. This is because from the chisquare analysis and correlation analysis show that it is dependent to job recruitment and has significance towards job recruitment. The results of this study show that all this attributes are required in getting a job and the new model is develop.