The purpose of the thesis is to examine the nature of recruitment practices in Nanaimo and Richmond, particularly the ways in which recruiters define job requirements, attract applicants, and select a candidate, in order to investigate whether and how recruiters practice direct or indirect discrimination based on gender. To accomplish this, 74 recruiters were interviewed in August 1990 and February 1991, resulting in 84 job vacancies and 151 people hired. Data were obtained from unstructured interviews with recruiters, who were asked to give an account of the procedure that they followed to fill a recent job vacancy in their organization. Five stages of the recruitment process were examined: job descriptions and advertisements; ideal candidate construction; applicant search methods; narrowing the applicant pool; and the job interview and final candidate selection. It was found that, throughout the recruitment process, recruiters rarely practiced direct forms of discrimination against applicants based on their sex. However, employers’ search methods and the ways that job descriptions were worded usually led to only one sex applying for the vacant positions, with the exception of gender-neutral job vacancies. It was also found that female applicants for female-gendered jobs were evaluated much more than males on the basis of personal characteristics. Ideal candidate construction and the elimination of short-listed applicants were stages where the most frequent use of covert discrimination on the basis of gender was located. Few personal characteristics were devoid of gendered connotations; yet, most recruiters were unaware of the implications of attaching the need for personal characteristics to the requirements for a job. / Arts, Faculty of / Sociology, Department of / Graduate

No description available.

This research was conducted to determine the influence of recruiters' perceptions on students' demonstration of emotional and social competencies during the interview process and if employers' perceptions factor into decisions regarding advancement to second round interviews. This is a pilot study and the research investigated the importance of social and emotional competencies. This study is strengthened by the use of "real" interviews and immediate collection of employer perceptions. This is a case study using mixed methodology, specifically triangulation, to examine employers' perceptions of students' emotional/social competencies demonstrated during face to face interviews. These competencies included: ability to demonstrate meeting or exceeding goals, articulate strengths and weaknesses, demonstrate composure, demonstrate active listening skills, and build rapport. In a correlation analysis there was a significant correlation in two competencies that factored into students being invited to a second round interview. These competencies were the ability to articulate strengths and weaknesses and ability to demonstrate active listening skills. Additionally, while recruiters in this study indicated they either were aware of differences in culture or did not take cultural differences into consideration when making decisions for second round interviews, the results seem to show that culture was a factor.

published_or_final_version / Law / Master / Master of Laws

Lam Hoi-sze Libby. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1999. / Includes bibliographical references (leaves [108-111]). / Abstracts in English and Chinese; questionnaire in Chinese. / Chapter ´ةŒ --- Introduction / Chapter ´ةŒ --- Study --- p.1 / Chapter - --- Methodology / Chapter - --- Results / Chapter - --- Discussion / Chapter ´ةŒ --- Study --- p.2 / Chapter - --- Methodology / Chapter - --- Results / Chapter - --- Discussion / Chapter ´ةŒ --- General Discussion / Chapter ´ةŒ --- Appendices

The objective of this study was to evaluate the current recruitment and selection policy of the Department of Water Affairs and Forestry (DWAF) and to determine whether the recruitment and selection practices comply therewith. To establish whether the policy enhances DWAF’s objective to improve its service delivery, a content analysis of the recruitment and selection policy was executed. To determine whether the recruitment and selection practices comply with the written and accepted policy a questionnaire was designed based on the provisions of the policy and best practices. The questionnaire was personally delivered to 50 potential respondents, of which 35 completed it. The completed questionnaires were processed and analysed using Microsoft Excel 2000. The policy was found to be well researched, comprehensive and efficient to DWAF’s missions and objectives. It however showed signs that indicate the danger of being applied inconsistently. Clarity in terms of procedural sequence and conditions for use eluded some policy provisions, making it acceptable to assume and base decisions on the users discretion. Trained human resource managers guide recruitment and selection practices. The study concluded that the policy was being implemented: the recruitment and selection practices within DWAF complied with its accepted policy. There are standardisation on advertising as recruitment method, and interviewing as selection method. The recruitment and selection activities that are not mentioned within the recruitment and selection policy are done at the line manager and human resource manager’s discretion - this is found to be inconsistent and potentially dangerous to the process. DWAF employs recruitment and selection as tool to enhance performance management and effective service delivery. Recommendations are made to assist DWAF in its quest to achieve maximum return on investment from its human capital.

Thesis (MBA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: The purpose of this research is firstly to theoretically describe the concept of talent management and determine the role thereof in the recruitment and retention of a high performance workforce. Secondly the experience of organisations and Recruitment Practitioners in the Cape Peninsula towards talent management is described through the utilisation of phenomenological research principles. The theoretical concepts determined are compared to the actual status quo that presently exists in the marketplace to determine the gaps that resides. The literature investigation concentrated on the central aspects pertaining to this study namely a clear definition of talent management principals, recruitment trends that currently influences the world of work. talent retention practises and the development of an integrated talent management system. The phenomenological investigation was conducted through interviews with selected Human Resource professionals and Recruitment Practitioners in the Cape Peninsula. Carefully constructed open-ended questionnaires were utilised in the interviews. Four themes emerged from the investigation centring on the general principles of talent management, the understanding versus application of talent management, organisational recruitment, retentions practises and the role of the Recruitment Practitioner. From the study it is clear that talent management principles are still not entrenched in organisation especially regarding the retention of their workforce as well as the establishment of an integrated approach towards talent management. An emerging realisation of the importance of talent management existed among the respondents interviewed, however true application is still within a development phase. The role of Recruitment Practitioners and their relationship towards organisations in the recruitment and selection of talent is also scrutinised. It becomes evident that Recruitment Practitioners operate within a highly competitive and volatile market necessitating certain survival techniques that is in contrast to the principals pertaining to proper talent management practises. / AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing is om eerstens die aspekte random talent bestuur teoreties te beskryf en sodoende die rol daarvan in terme van die werwing en behoud van 'n uitstaande arbeidsmag te bepaal. Die tweede aspek van die studie wentel rondom 'n fenomenologiese ondersoek wat die ervaring van organisasies en werwings agente in die Kaapse Skiereiland in terme van talent bestuur beskryf. Die teoretiese beginsels wat bepaal is word dan vergelyk met die werklike stand van sake en die gapings word ge"identifiseer. Die literatuurondersoek fokus op die sentrale aspekte van die studie naamlik 'n duidelike definisie van talent bestuur, werwings tendense wat huidig in die mark voorkom, talent behoud in organisasies en die ontwikkeling van 'n geintegreerde talent bestuur sisteem. In die fenomenologiese ondersoek is gebruik gemaak van onderhoude met gekose personeel beamptes as ook werwings agente in die Kaapse Skiereiland. Spesiaal ontwikkelde vraelyste is gebruik vir die onderhoude. Uit die ondersoek ontvou vier temas wat sentreer om, 'n vergelyking van die begrip en die werklike toepassing van talent bestuur, werwings beginsels in organisasies, talent behoud praktyke en die rol van werwings agente. Dit blyk duidelik dat talent bestuur praktyke nog steeds nie geintegreer is in organisasies nie spesifiek in terme van talent behoud en die ontwikkeling van 'n geintegreerde talent bestuur benadering. Respondente het wel die belangrikheid van talent bestuur besef, maar die toepassing hiervan is steeds in 'n ontwikkelings fase. Die studie het ook 'n noukeurige ondersoek gedoen in terme van die rol wat werwings agente speel in terme van die werwing van hoë kwaliteit werknemers in organisasies. Dit blyk duidelik dat werwings agente onder baie wispelturige toestande in 'n hoogs kompeterende mark werk. Dit het sekere faktore tot gevolg wat kontrasteer met die praktyke van talent bestuur.

This study investigated how employees perceived corporate fitness programs as benefits, how fitness programs were ranked with other selected employee benefits and if they would be considered in future career opportunities. A questionnaire was given to employees from five companies with and five companies without fitness programs. The 452 Ss were subdivided into the two sub-groups of employees with and without company fitness programs, and high and low adherers to physical activity. Data were analyzed by Chi- Square and proportional differences. Fitness programs were considered to be significantly important benefits; high/low adherers responses were significant. In N rank ordering of eight selected benefits, fitness programs ranked seventh; high/low adherers had significant rankings of fitness programs; employees with and without fitness programs had significant rankings of sick leave time/pay. The N did not consider fitness programs as significant future recruitment tools; there were significant differences from responses of high/low adherers. Some companies did not emphasize fitness programs as important benefits to employees.

A research dissertation submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, Johannesburg, in fulfilment of the requirements of the degree of Master of Commerce (Business Sciences/ Management). Johannesburg South Africa March 2016 / Corporate Social Performance is both a prominent notion that the business world views as strategic and a well-known concept in academia that has been assessed in relation to different constructs. Several scholars have suggested the relationship between corporate social performance and its capability to attract numerous superior job applicants at the organisational level, yet, there is no corresponding evidence at the individual level of analysis. Thus, based on suggestions from the social identity theory and the signaling theory, this study hypothesized that job seekers’ perception of Carroll’s (1979) four dimensions of corporate social performance of an organisation are positively related to the organisation’s attractiveness as an employer and aimed to assess these relationships. Carroll’s (1979) four dimensions of corporate social performance consist of an organisation’s economic, legal, ethical and philanthropic responsibility. This study was quantitative in nature; therefore, the data for this study was collected through the use of previously developed questionnaires that had obtained high Cronbach’s alpha values thus confirming their reliability. Survey results were collected from a sample of 216 final year undergraduate and honours students who were selected via probability sampling technique. These results indicated that job seekers are more likely to pursue jobs from socially responsible organisations; with economic responsibility having the greatest impact on organisational attractiveness. Two Statistical packages, namely, the statistical package of the social sciences and Amos were used to test the conceptual model and to arrive at these findings. The implications of the empirical findings for researchers and South African organisations as well as the study’s contributions to practice and theory are discussed. Just like most studies, this study had several limitations such as the size of the sample and time, just to mention a few, which led to recommendations that future research could take into consideration. / MT2017

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