The purpose of this study was to explore the influence of the requirements of the Postsecondary Education Assessment Board (PEQAB) for graduate credentials for faculty teaching in college degree programs and the impact on hiring policies and practices at Ontario’s five Institutes of Technology and Advanced Learning (ITALs) which are part of the 24 Ontario Colleges and Applied Arts and Technology (CAAT). The Innovative Hiring Practices model developed by Jones-Kavalier and Flannigan (2008) served as a framework for identifying relevant concepts, questions, and data collection strategies that were used in this study. This study used the exploratory descriptive case study method to analyze data collected from ITAL websites and from interviews with 16 key informants who are most directly involved in the recruitment and hiring process at the five ITALs. Interviews were conducted with five Human Resource Managers (one from each ITAL) and eleven Deans responsible for programming in business, media studies, applied technology and liberal arts across the five ITALs. The conclusions drawn from this study suggest that there a number of policies and practices that enhance or deter from hiring the most appropriate faculty across all credentials - degrees, diplomas, and certificates - at the participating ITALs. The review of the relevant documents posted on the ITAL websites revealed a lack of clarity for potential applicants around the definition of the institutions referred to variously as ITALs, polytechnics, or colleges. Job descriptions that describe faculty roles did not capture the full essence of the position, the importance of teaching or the role of research. Attracting sufficient numbers of appropriate candidates to meet the Postsecondary Quality Assessment Board (PEQAB) requirements was identified by study participants as a serious concern. The constraints of the Academic Employees Collective Agreement on faculty utilization was perceived by participants as a substantive challenge for recruiting faculty with the appropriate expectations and expertise to facilitate student learning in the unique context of Ontario colleges. The study findings may inform policy and practice that would enhance the quality of work-life for faculty teaching in the degree programs in the five ITALs, for the ultimate benefit of student learning.

Gaining information about competency within hiring practices is critical for hiring managers seeking to hire skilled workers, improve employee fit, and lower hiring cost. Employee replacement cost ranges from 30% of an entry-level engineering or aeronautical employee's salary to 400% for a high-level employee in those fields. Guided by the transformational leadership theory and the decision-making theory, the purpose of this qualitative exploratory case study was to explore the hiring strategies used by 4 hiring managers to hire employees for organizational fit. The managers work within the aeronautics and engineering fields within the Southeast region of the United States, which included metro Atlanta, Georgia, and South Carolina. Data came from semistructured interviews with the hiring managers and company documents. Member checking was employed as a means of reinforcing credibility and trustworthiness. The data were analyzed and coded and 5 themes emerged: job descriptions and job requirements, resume review and interview matrices, practical demonstrations, leadership training, and compensation and benefits. By implementing practices that management supports, hiring managers can succeed in hiring employees for organizational fit. The findings may influence social change in that if hiring managers select the right workers, the business may sustain operations in the community and thus contribute to the prosperity of the employees, their families, the community, and the economy.

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This report is intended to provide a quick reference on employment law for small businesses in Texas. Many of the key regulations governing hiring, pre-employment testing, pay, benefits, leave, discrimination and harassment, and termination are summarized so employers are aware of what they must do to comply with the various laws. Recent cases are included to help employers understand how some of these laws are being interpreted in court, and to highlight the importance of understanding when the various laws apply to a company or a specific situation. Finally, recommended best practices are also provided to help managers protect the company in case of legal action, or ideally to avoid it altogether. / text

Magister Artium (Social Work) - MA(SW) / Although the practice of day labouring can be traced back for centuries, it has become a steadily growing global phenomenon and has significant implications for the populations and economies of both developed and developing countries. In South Africa, the day labour market serves as a catchment area for the fallout from a formal economy which is unable to provide employment to all South Africans. The day labourers are often excluded from the benefits of modern societies, such as access to social services, opportunities for employment, and adequate incomes. This study took the form of a qualitative case study and made use of an ethnographic research design. The qualitative data was collected through the conducting of semi-structured interviews, participant observation, and by making use of photovoice, while the quantitative data was generated through the administration of a questionnaire. The triangulation of several sets of data ensured the trustworthiness of the findings. The research population for the study comprised the day labourers who gathered at a particular hiring site in Cape Town. The qualitative data was analysed by means of thematic analysis, while the quantitative data was analysed by means of the SPSS software package to generate descriptive statistics, which were represented graphically in the findings in the form of pie charts and bar graphs. Although there were inherent limitations in the data which was obtained, it nevertheless provided valuable insights into the plight of day labourers in South Africa.

The target of the master thesis is to examine and judge hiring and selection process of employees in the company Citibank. The theoretical part is written on the basis of books and internet resources. The thesis follows on with a practical part. There is examined and judged the hiring and selection process of employees in the Citibank in the practical part of the thesis. The practical part is written on the basis of the Citibank HR documentation and systems, internet resources and the survey for new Citi employees. There can also be found recommendations how to improve the recruitment process in the Citibank in the thesis.

In April 2013, the U.S. unemployment rate was 7.6% and did not drop as quickly in the recent recession as in past recessions. The Unemployment and Job Creation Program study informed readers that many employers could not find qualified workers. The purpose of this qualitative multiple case study was to explore hiring managers' strategies to locate and hire skilled workers in the furniture manufacturing industry. The target sample included 3 furniture manufacturers located in Huntsville, Alabama who have successfully developed and implemented strategies for hiring skilled workers. The skill shortage theory was the conceptual framework for this study. In the job market, skill was a persistent theme in the discussion of unemployment. The data collected resulted from face-to-face interviews with 3 managers in the furniture manufacturing business, transcribed interview responses, company documentation, and observation notes. Data analysis included an assessment of word frequencies, keyword coding, and theme identification. The findings included 4 themes: strategy, effective strategy, barriers, and mitigation. Implementing these recommendations may increase managers' effectiveness in hiring. Implications for social change include establishing a credible hiring strategy that provides an opportunity for increasing local employment. The benefits of industries implementing an effective hiring strategy are community awareness and less local unemployment. The employment growth strengthens the community with the increase in spending which creates a thriving economy. An increase in pay provides opportunities for higher education and better provisions for employees' families.

The United States has a nursing shortage that is projected to grow to over 500,000 by the year 2030. This is an issue for leaders because the nursing shortage affects health care organizations sustainability. The purpose of this qualitative descriptive phenomenological study was to identify and report the lived experiences of new graduate nurses (NGNs) in oncology and whether unit of first choice (UFC) effected their intention to remain after 2 years of practice. The research question considered the lived experiences of NGNs in oncology units who either had oncology as their UFC or were placed on an oncology unit even though oncology was not their UFC during their first 2 years. The framework theories that provided a lens were Herzberg'€™s motivational hygiene, Burns'€™ transformational leadership theory and von Bertalanffy'€™s general systems theory. Data were collected from semistructured interviews attaining data saturation with 10 NGNs in Central Florida. Data analysis involved using hand-coding and NVivo 12 Plus. The findings revealed the negative impacts of the nursing shortage, cycle of nurse turnover in oncology, positive and negative experiences in oncology, and reducing turnover and increasing NGN retention in oncology. Application of the findings of this study by nursing leaders may improve new graduate nurse hiring practices and retention, as leaders consider the result that unit of first choice has on NGN retention. Retaining NGNs could result in a positive social impact by lowering hospital employment costs, improving community stability, making health care more affordable to the community, and reducing medical errors.

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Attractiveness can provide an individual with advantages that less attractive people may not be granted. These advantages can be seen in everyday life through the perception that attractive individuals are more intelligent, friendly, and employees. Many researchers have found that attractiveness can have an influence on who gets the job and who does not. Past research on the influence of attractiveness on hiring practices has been conducted from an explicit attitude perspective. Explicit attitudes are evaluations that are thought out and conform to social norms, while implicit attitudes are unconscious evaluations before the influence of social norm. Implicit and explicit attitudes are considered two different constructs and accessed for different reasons. It was hypothesized that hiring agents would consider attractive applicants better suited when using an implicit attitude. Additionally there would be differences between male and female hiring agents. Results indicate that hiring agents associated attractive applicants with good job attributes when using an implicit attitude. However, there was no difference between male and female hiring agents, as both associated attractive applicants with good job attributes equally. The results also demonstrated that not all implicit and explicit attitudes diverge as previous research has indicated. The study also found a number of applicant attributes that contribute to the influence of whether to interview and hire attractive and unattractive applicants.