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Background: Employer Branding is a relatively new concept stemming from concepts of HRM, however, the conceptualization has not yet been applied to current changes arising with the COVID-19 virus. Ambler and Barrow (1996) introduced their three-dimensional framework. where they divided benefits employees could get from a company into three different pillars, economic, psychological, and developmental.  However, the literature lacks the application of this concept to the technology industry during COVID-19.  Purpose: To provide insight into how HR professionals can attract highly skilled talent post-COVID-19 pandemic and investigate how the requirements of the tech professionals have changed  Method: This study follows an interpretivism paradigm with an inductive research approach. Furthermore, a qualitative design is applied through a multiple case study in an epistemological assumption. Thereby semi-structured interviews were conducted with HR professionals, as well as highly skilled workers in the technology industry.  Conclusion: The collected data highlights the importance and change of employer branding before and after the pandemic. Results of this study have shown that monetary benefits are less valued since COVID-19, drawing importance to developmental and psychological benefits, such as good company culture. The ability to work remotely has become a determinant factor for prospective job applicants in their job search.

Primary care providers have become the front line of treatment for mental health in the United States. Group interventions have been argued to be an effective way to treat more patients with fewer resources, which could reduce the burden of psychopathology on primary care settings. Group therapy faces many barriers to successful implementation in primary care, including site constraints, provider perceptions, population needs, and recruiting difficulties. A survey was developed to assess primary care providers’ perspectives on these areas and distributed via online survey to practitioners in Appalachia; 28 providers responded. No hypotheses were supported, likely a result of the small sample size. Analysis of quantitative and quantitative data elucidated some potential areas for future exploration. Respondents held generally favorable views of group therapy in primary care, and may be more responsive to the peer support and learning elements of group interventions than time or cost benefits. Respondents reported scheduling and a lack of mental health providers with group expertise to be a significant barrier to group interventions in primary care. Billing may not be a significant concern for primary care providers, as is typically reported. Discrepancies between psychopathology frequently seen in primary care settings and the demand on provider time and attention are also discussed.

Institutions of higher learning are experiencing increased difficulty managing the quantity and quality of their graduate student populations (Kallio, 1995). Currently the most important informational resource for potential students engaged in the graduate school search process is the Web (Huddleston & Drexel, 2006). Previous research has focused on things such as website design and technological advances but has failed to address the core content needed by applicants (Huddleston & Drexel, 2006). Research has focused on website design from the perspective of administrators and web designers with little consideration of the individuals who are in the process of applying to or identifying a graduate program to attend. This investigation sought to further define the content areas that influence applicants in the graduate program selection process. The sample (N=55) included applicants to the Department of Counseling Psychology and Special Education (CPSE) at Brigham Young University (BYU), a large, private religious university in the western United States. Applicants responded to surveys about the types of content they utilized in their program selection process both in application to BYU's CPSE programs as well as more generally in the graduate program selection process. The results are presented with descriptive statistics that allow comparison in content preference between different groups of applicants (e.g., program type, applicant status). It seems that, overall, the respondents were able to find the content areas that they were looking for on the Website. Responses indicated that the content related to faculty research, program descriptions, and course information was most commonly sought after. While some differences in content preference was noted between program types, little differentiation was noted among the different application groups. Limitations to the present study are discussed, and suggestions for future research are also provided.

The success of an organization's employees is affected by many factors, including the organizational entry process itself. While much emphasis is given to the selection of new employees and developing them for future advancement, organizations, employees and universities often overlook the critical process of transforming the new employee from naive outsider to knowledgeable insider capable of making a significant contribution. Although the research shows that the first year is a critical time period, the organizational entry and socialization processes are not well understood. In particular, very little research is available to describe the process from the new employee's perspective rather than the organizations. The central question of this study is: what exactly do new college graduates encounter as they enter work organizations and does that experience affect their opinions and attitudes. An exploratory, descriptive study of Virginia Tech's May 1990 undergraduate graduating class was conducted to systematically describe and analyze their transition from college into work organizations. Key research questions included analyzing demographic characteristics; the effectiveness of their preparation for the transition; their perceptions of the organizational entry experience; their opinions about their first jobs and organizations; their understanding of their organization's structure and culture; the extent to which their expectations about the job were met; their attitudes toward their organizations; the tactics and strategies they used to adapt; and the socialization tactics they encountered. The survey was mailed to 2,306 graduates approximately one year after graduation with 846 (38.6%) returned. Only those employed in a position appropriate for starting their career and employed in a business or for-profit organization were used in this study (n=378). Data were factor analyzed and then mean responses calculated for scales identified. Correlational analysis and analyses of variance were used to probe for possible relationships between the scales. Respondents generally reported positive transition experiences but with considerable variability. However, use of individual adaptation strategies and organizational socialization strategies were low. Important relationships were found between critical job attitudes, anticipation of the transition, organizational socialization strategies and individual adaptation strategies and important aspects of the transition. Implications for HRD programming, university curricula and individual career strategies are discussed. / Ed. D.

The Master’s thesis consists of introduction, two chapters, conclusion, bibliographic list, annexes. The basic concepts and the theory of the recruitment development are represented in the theoretical part. The general characteristics of the organization under study and results of the research of the improving the technology of the recruitment development in the enterprise are described in the practical part. The recommendations for improving the efficiency of the improving the technology of the recruitment development were suggested based on the obtained data. In conclusion, the results are summarized in accordance with the tasks set. / Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части представлены основные понятия, теории развития рекрутмента. В практической части описывается общая характеристика исследуемой организации, проведено исследование по совершенствованию технологии развития рекрутмента на предприятии. На основе полученных данных разработаны рекомендации по повышению эффективности технологии развития рекрутмента. В заключении подведены итоги в соответствии с поставленными задачами.

Recruiting is a major component of college football. Teams compete for recruits since the quality of a recruiting class contributes to on-field success. Previous studies have investigated the relationship between recruit quality and on-field performance and have found that a positive relationship exists. This thesis contributes to the literature by empirically examining how recruit quality affects team performance in the College Football Playoff (CFP) era using various measures of success. Panel data econometric models are used to determine the effect of recruits between schools, as well as within both conferences and schools on team performance. It also considers the validity of the use of an ex-ante star recruit rating as well as the hypothesis that team success each year will affect future success since high quality recruits are expected to choose teams with a history of winning. The results show that a direct relationship exists between recruit quality and team performance. Moreover, the results support that the ex-ante star rating is a predictor of athletic performance at the collegiate level and that high-quality recruits affect revenues generated by football programs.

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