Social networking sites (SNS) have become a popular way for people to share information about themselves and their lives. However, the type and amount of information shared on SNS can impact an individual's desirability as an employee. This study examined the effects that personal images posted to an individual's SNS and the comments associated with the image have on their evaluation as a job candidate. The study built on prior research conducted in this area by specifically examining SNS images and not an entire SNS profile. The goal of this study was to better understand the impact of the images themselves and how the comments associated with the image impacts how the image is perceived. Additionally, by focusing on the image, the results of this study were generalized across a wider array of SNS. A quasi-experimental study was used to determine the effect that image comments have on the interpretation of those images. In this study, the impact that the image comments have on the interpretation of the image was measured using employee desirability. To conduct the study, 315 research participants were recruited from various organizations throughout the United States. The participants of the study included a number of recruiters and hiring managers from various organizations. A number of employers are using SNS to gather data on current or potential employees; therefore, it is reasonable to expect that the images and/or comments associated with the user's social network profile can have negative or positive consequences on the user's academic and professional lives. The final survey was administered to 315 participants that have experience in hiring and recruiting employees. Overall, the image comments do not have a statistically significant effect on the interpretation of the image with respect to their evaluation as a job candidate. However, an examination of the inter-group results indicated a statistically significant difference between the comments that cast the actions depicted in the image in an unfavorable light and the comments that cast the actions depicted in the image in a favorable light. The comments that cast the actions depicted in the image in a favorable light do not mitigate the negative actions shown in the image. Therefore, the images with an emphasis on drinking alcohol had a negative effect on the employee desirability; whereas, the images with a family orientation had no effect on the employee desirability. The results also found that the majority of recruiters and hiring managers only referenced the context of the photograph as the factor that influenced the decision. The content analysis revealed that the majority of recruiters and hiring managers referenced the context only of the alcohol related image as having influenced the decision. The majority of recruiters and hiring managers referenced neither the comments nor the context of the family oriented image as having influenced the decision. Therefore, negative content such as photographs and comments related to alcohol that are uploaded to SNS have an impact on the recruiters' evaluation of job candidates.

<p>Rekrytering är en viktig komponent för alla organisationer oavsett om det handlar om ett företag, ett fotbollslag, en sekt eller dylikt. Det är i grund och botten rekrytering som skapar en organisation. Ledare är viktiga personer för ett företag, det är de som sammanfogar de anställda, driver företaget framåt och utgör stommen i en organisation. Vi har valt att sammanfoga dessa två genom att undersöka hur företag rekryterar ledare genom platsannonser; dess utformning och hur de har utvecklats över de senaste tio åren. Utifrån befintlig rekryteringsteori har vi, för att underlätta en kvantifiering av platsannonserna, utformat en analysmodell som kategoriserar den teoretiska utvecklingen i tre olika generationer. Generation ett syftar bakåt i tiden och letar efter färdigheter och erfarenheter, annonser som faller under generation två fokuserar mer på relevanta personliga egenskaper medan generation tre blickar framåt och ser vad personen i fråga kan uträtta. I en kvantitativ analys av platsannonser i Dagens Nyheter fann vi först och främst att vår kategorisering var relevant. Vi fann vidare att utvecklingen tenderar att följa vår indelning, från generation ett, mot generation två till generation tre som dock ännu inte fått något större genomslag. Internetboomen i samhället har öppnat upp för en stor del annonser som i princip endast länkar till företagens hemsida.</p>

The topic of the diploma thesis are selected issues of the hiring of employees. Within the scope of this work I would like to refer to wiles, which lie in ambush for aplicants for a job already at the very beginning of selection procedure, and that is why I aimed above all on the issue of discrimination in the course of hiring employees, which is recently by general public very popular subject matter. In introductory three chapters I make a bid for brief explanation of principle of equality, equal treatment and prohibition against discrimination so that I may further devote myself to the principal object of submitted thesis. The content of the fourth chapter is the treatise on unequal treatment in the period prior to beginning of employment, so in the course of selection procedure. As results from the findings of the research of ombudsman and Czech Helsinki Committee, the aplicants for job very often face discrimination already by the first contact with prospective employer, so in job advertisement. In fifth and sixth chapter I analysed national and european antidiscrimination legal context and relevant case law, chosen on my own. In both cases I would like to point out to really dynamic development in recent years, moreover both areas complement each other, but also influence one another. In the...

The aim of this diploma thesis is to analyse the influence of corporate culture to the chosen personal activities within the international company. The first part is related to the theoretical definition of two important personal activities as hiring and adaptation of employees. In the second part, there is a definition of a culture, national culture and especially the corporate culture. The third part presents the chosen international company, defines the elements of its corporate culture and the tools how to strengthen and broaden its culture. The following part describes the process of the hiring, orientation and adaptation in the company with the results of employees satisfaction with these processes. In the final part there are mentioned the results of individual interviews relating to the influence of the corporate culture to the adaptation of employees. There are presented the proposals how to increase the efficiency of the above-mentioned processes so that they are in accordance to the defined corporate culture.

This master's thesis examines and assesses the process of recruitment, selection, hiring and adaptation of employees in the holding ROSS. The thesis is divided into two main parts - the theoretical part and the practical part. The theoretical part describes in general perspective the process of recruitment, selection, hiring and adaptation of employees. The practical part analyses these processes in the holding ROSS and based on the identified findings suggests appropriate changes to improve the process of recruitment, selection, hiring and adaptation of employees in the holding ROSS.

Thesis advisor: Lauri Johnson / This qualitative case study explored how educators of color experienced recruitment and hiring practices in the Cityside Public School District (pseudonym). It was part of a larger group case study that sought to capture the perceptions of educators of color related to racial disproportionality and its impact on the educator pipeline and schools. Two research questions guided this individual study: (1) How do Cityside educators of color experience Cityside’s recruitment and/or hiring processes? (2) What practices and policies might Cityside school and district level leaders utilize to increase the number of educators of color recruited and hired? Data for this study were collected from semi-structured interviews with nine Cityside faculty of color and with six Cityside administrators (of different races), as well as from a document review. Analysis of these data through the lens of Critical Race Theory (CRT) revealed study participants’ perception that implicit racial bias had the potential to negatively impact Cityside's hiring of educators of color. Additionally, leveraging social networks as an essential recruitment strategy to increase the presence of educators of color, and the benefits of hiring committees with a racially diverse membership, emerged as key findings. Finally, this study illuminated counter narratives that powerfully captured instances of microaggressions and perceived racism experienced by Cityside educators of color. Recommendations include requiring professional development with an anti-bias focus for all hiring committee participants, increasing the utilization of social networks to enhance recruitment efforts, ensuring a racially diverse composition of hiring committees, and actively seeking the counter narratives of Cityside educators of color. / Thesis (EdD) — Boston College, 2018. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

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COMPARISON OF HIRING STRATEGIES OF ORTHODONTIC PRIVATE PRACTITIONERS By Steven C. Petritz, D.D.S. A thesis submitted in partial fulfillment of the requirements for the degree of Master of Science in Dentistry at Virginia Commonwealth University Virginia Commonwealth University, 2018 Thesis Director: Bhavna Shroff, D.D.S., M.Dent.Sc., M.P.A. Virginia Commonwealth University Department of Orthodontics Program Director Purpose: Evaluate factors that influence hiring outcomes of clinical and non-clinical staff in orthodontic private practices. Methods: Orthodontists (n=1968) were surveyed regarding their hiring methods and outcomes. Responses were summarized using descriptive statistics. Chi-square tests were used to compare between hiring strategies and outcomes. Results: Survey response rate was 23% (n = 452 responses). 65% received 1-10 applicants and 54% utilized online job sites. Online job sites was associated with increased number of applicants (p<0.0001) and number of days to fill the position (p<0.0001). Forty-seven percent of respondents used the internet to screen candidates. Sixty-two percent of respondents hired based on personality. Fifty-seven percent of respondents plan to use employee referrals for future hiring needs. Conclusion: Online job sites accounted for the majority of the most recent hires. Orthodontists indicated that their future preference to be employee referrals. Social and professional relationships may lead to a more efficient hiring process.

Job applicants often falsify information in their application materials. Using the disparate impact theory as the conceptual framework, the purpose of this multiple case study was to identify strategies Human Resource professionals use to complete effective background checks while maintaining compliance with federal regulations. I collected data by interviewing executives of 3 organizations located in the Southwest region of the United States, who had successful strategies for performing background checks to identify falsified information in the application process. I assured the validity and reliability of the data by reviewing organizational documents and member checking of the interpretation of the data. Through the thematic analysis process, 6 themes emerged: employment verification, education verification, professional reference checks, criminal background checks, the cost of background checks, and background check guidelines and policies. Leaders adapting the above findings could enhance communications within their organizations, and improve the perceived transparency, profitability, and sustainability of a company. Implication for positive social change include leaders' opportunity to preserve organizational sustainability and improve the economic climate in communities in which the organization operates, resulting in corporate transparency, fair hiring practices, and a reduction of recidivism in criminal activities.

Leaders of third-party logistics companies face a critical talent shortage because of the global deficiency of supply-chain professionals. The lack of trained supply-chain professionals negatively affects business and market performance. The purpose of this multiple case study was to explore the strategies used by third-party logistics hiring managers to recruit supply-chain talent to meet industry demands. The resource-based view theory was used as a lens for this study. Data were collected from 5 Pennsylvania third-party logistics hiring managers from interviews, organizational documents, and company websites. Member checking occurred after transcription and summarization of the interview data. Data analysis occurred using Yin's 5-step process of compiling, disassembling, reassembling, interpreting, and concluding data. Four themes emerged from the data: (a) strategies for recruitment resourcing, (b) strategies to address market drivers, (c) interview method strategies, and (d) strategies for determining skill requirements. The findings and recommendations resulting from this study might be valuable to senior management, human resource leaders, and hiring managers for creating strategic plans to address recruitment to alleviate supply-chain talent shortages. The implications for positive social change include the potential for business leaders to decrease unemployment, produce greater local economic stability, and improve the standard of living of community residents.