Recruitment and selection has become a specialised industry and is competing in a global market. To remain competitive, recruitment agents have to stay ahead of their competitors, by providing an excellent service to customers and applicants, and by keeping up with technological developments in their field. The current investigation focuses on an assessment of the attitudes of recruitment agents in a selected area of the Western Cape Province to the use of computer-based management information systems as a recruitment tool. A questionnaire was distributed amongst recruitment agents in the identified area. It focused on recruiter biographical information, the services they offer, the methods and processes they use in recruitment, the knowledge and skills they need in their field, and their knowledge and attitude towards electronic-recruitment. The literature indicated a move towards using technology in the field of recruitment, and this was consistent with the findings of the study. Although the respondents were familiar with developments in technology used for recruitment, only a small number were familiar with the major business information systems, namely, SAP R/3, Oracle and PeopleSoft. Information specifically related to recruitment agents in South Africa was limited, but the study provided some insight into this field. It was found that recruitment agents disagree on what a good advertisement, as well as a good résumé, should contain, and this is problematic as these are two of the most important things that recruitment agents work with every day. The literature provided no indication of the qualifications needed by a recruitment agent, and resulting from this, a second finding of the study indicated that, according to the respondents, the qualifications needed by a recruitment agent are varied. It was found that qualifications of the sample group varied from only a school-leaving certificate to post-graduate degrees. A significant trend identified that only 24.2 per cent of recruitment agents are involved in research related to recruitment, and write articles related to their field. This contributes to the fact that so little information is available about South African recruitment agents. The study indicated that recruitment agents hold a positive attitude towards computer-based information systems, although they are accepted with caution because of various logistical problems in the South African market. The study also provided useful information to start a process of drawing up a profile of the South African recruitment agency business.

This research evaluates the relationship between various individual differences constructs and performance on a past behavior interview (PBI)-one of the most popular forms of personnel selection interviews used today-within a sample of business unit leader level incumbents and applicants from organizations across the United States. Correlation analysis is conducted on the relationship between overall performance on a PBI and four work-related constructs: Experience, Motivation, Personality, and Cognitive Ability. The existing literature on PBIs and the four independent variables is critically reviewed. As limited research has been conducted on the influence of Experience and Motivation on PBI performance, this study makes unique contributions to the literature regarding impact of these two constructs. The major hypotheses stated that Experience and Motivation would yield significant, positive correlations with PBI performance while Personality and Cognitive Ability would not be significantly correlated with PBIs. Results partially supported the hypotheses-Experience, Motivation, and Personality were significantly related to overall PBI score, while Cognitive Ability was not. Implications for the findings as well as suggestions for future research are discussed.

Employers' racism and preferences regarding Blacks in relation to: cultural appearance, womens' physical attractiveness, and darkness of complexion.

No description available.

The high crime levels in South Africa necessitated the establishment of Metropolitan Police Departments in South Africa, a new phenomenon, starting with the Durban Metropolitan Police Department in March 2000, followed by the Johannesburg Metropolitan Police Department (JMPD) in March 2001. Since their establishment, Metropolitan Police Departments have not escaped criticism that they are underperforming, specifically on their ability to reduce crime. The JMPD is not exempted from these criticisms, and doubts started mounting on its ability to sustain the City of Johannesburg’s (CoJ) objective of becoming a world class city by the year 2030. Criticism by the public through the media necessitated research into their recruitment and selection processes in order to understand how these are undertaken. This would assist in improving the performance of police officers and the department as a unit. This research targeted police officers within the JMPD on operational and management levels as respondents with the objective to investigate and gather information pertaining to their perceptions on recruitment and selection within the department. A research questionnaire that focused on gathering information was developed and classified into four sections. Section A focused on biographical information of respondents, race, gender, occupational rank and number of years of experience in the JMPD. Section B gathered data on respondents’ perceptions on recruitment. Section C gathered data on selection processes, and Section D sought to gather information that is more general in nature. It is evident from the findings of the biographical data in Section A that despite legislative requirements contained in the Employment Equity Act 55 of 1998 that requires public institutions to be representative of race and gender, that progress in this regard is slow. The findings in Section B paint a picture that points to the discontent of police officers regarding the manner in which the recruitment and selection processes are undertaken, and point to police officers within the JMPD being unfamiliar with the Talent Acquisition Policy (TAP, 2010). It was found that more than half of the respondents perceive that recruitment and selection within the JMPD does not consider skills and experience during selection, which could mean that the JMPD tolerate favouritism and nepotism, a situation which if not prudently attended to could lead to low employee morale and subsequently brain drain. Last, the findings of general comments were dominated by references to the formal requirements that applicants need to acquire in order to be appointed either as sergeant or inspector. These skills include written, decision-making and communication and academic qualifications. Applicants with necessary skills can perform better as opposed to those that do not possess these skills. The research concludes by offering recommendations for each of the four sections of the research. / Public Administration and Management / M.A. (Public Administration)

Thesis (MPA.) -- University of Limpopo, 2019 / The Limpopo College of nursing had a high vacancy rate of nurse educators. in 2014 only 74 posts out of 147 were filled. The purpose of the study was to identify challenges in recruiting and retaining nurse educators and recommend strategies to deal with the challenges. The qualitative approach was found suitable as the study intended to explore nurse educators‟ experiences and the meaning they attach to recruitment and retention. Nurse educators who have been at the campuses for a period of five years or more were the target population; purposive convenience sampling was used. Thirteen (n=13) nurse educators were interviewed in focus groups, individual interviews were conducted with ten (n=10) heads of department (HOD‟S). Thematic data analysis was used. The findings revealed that to recruit and retain nurse educators; salaries improvement, advertisement of vacated posts, proper physical infrastructure maintenance and adequate equipment provision are the strategies to implement.

Zuzana Thürlová. The filling of vacancies in nonprofit organizations (case studies). Prague, Faculty of Humanities, Charles University, 2015. 87 p. Thesis. This thesis examines the process of filling vacancies in nonprofit organizations. The topic is dealt with by a case study of two specific benevolent societies providing social services. First I create a theoretical framework for the topic of filling vacancies, using scientific literature. Specifically, I focus on the analysis and description of jobs, methods of recruitment and selection of staff and adaptation of new employees. Subsequently, using methods of qualitative research strategy, I analyze my own data obtained for setting up a more efficient process of filling vacancies in the organization, which should contribute to the stabilization and development of the team. Simultaneously the outputs of my work are not just recommendations. Also specific documents were developed for the Personnel books (listed in Appendix), set a new system of adaptation process and part of the proposed changes have already been implemented and evaluated as fruitful. Keywords: job analysis, job description, employee recruitment, employee selection methods, worker adaptation

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M. Tech. (Department of Information Technology, Faculty of Applied and Computer Sciences), Vaal University of Technology. / With a rapid growth of internet technologies, many companies have transformed from the old traditional ways of recruiting employees to electronic recruitment (e-recruitment). E-recruiting channels achieved a solid advantage for both employers and job applicants by dropping advertising cost, applying cost as well as hiring time. Job recommender systems aim to help in people – job matching. In this research, a proposed mobile job employment recommender system is a client – server application that uses content – based filtering algorithm to enable the initial selection of a suitable leisure job seeker to a temporary job at a particular place and vice versa. A prototype of a mobile job recommendation application was developed to evaluate the algorithm. The evaluation matrix used to assess the prototype are precision, recall and the F-measure. The precision value was found to be 0.994, the recall value was 0.975 and the F1- score was 0.984. The experimental results of the proposed algorithm show the effectiveness of the system to recommend suitable candidates for jobs at a specified area. The recommender system was able to achieve its main aim of enabling the initial selection of suitable temporary job seekers to a temporary job at a particular place and vice versa. Thus, the results of the proposed algorithm are satisfactory.

No description available.