UA Open Access Publishing Fund / Background: Internet and mobile health (mHealth) apps hold promise for expanding the reach of evidence-based health interventions. Research in this area is rapidly expanding. However, these studies may experience problems with recruitment and retention. Web-based and mHealth studies are in need of a wide-reaching and low-cost method of recruitment that will also effectively retain participants for the duration of the study. Online recruitment may be a low-cost and wide-reaching tool in comparison to traditional recruitment methods, although empirical evidence is limited. Objective: This study aims to review the literature on online recruitment for, and retention in, mHealth studies. Methods: We conducted a review of the literature of studies examining online recruitment methods as a viable means of obtaining mHealth research participants. The data sources used were PubMed, CINAHL, EbscoHost, PyscINFO, and MEDLINE. Studies reporting at least one method of online recruitment were included. A narrative approach enabled the authors to discuss the variability in recruitment results, as well as in recruitment duration and study design. Results: From 550 initial publications, 12 studies were included in this review. The studies reported multiple uses and outcomes for online recruitment methods. Web-based recruitment was the only type of recruitment used in 67% (8/12) of the studies. Online recruitment was used for studies with a variety of health domains: smoking cessation (58%; 7/12) and mental health (17%; 2/12) being the most common. Recruitment duration lasted under a year in 67% (8/12) of the studies, with an average of 5 months spent on recruiting. In those studies that spent over a year (33%; 4/12), an average of 17 months was spent on recruiting. A little less than half (42%; 5/12) of the studies found Facebook ads or newsfeed posts to be an effective method of recruitment, a quarter (25%; 3/12) of the studies found Google ads to be the most effective way to reach participants, and one study showed better outcomes with traditional (eg in-person) methods of recruitment. Only one study recorded retention rates in their results, and half (50%; 6/12) of the studies recorded survey completion rates. Conclusions: Although online methods of recruitment may be promising in experimental research, more empirical evidence is needed to make specific recommendations. Several barriers to using online recruitment were identified, including participant retention. These unique challenges of virtual interventions can affect the generalizability and validity of findings from Web-based and mHealth studies. There is a need for additional research to evaluate the effectiveness of online recruitment methods and participant retention in experimental mHealth studies.

<p>This thesis investigates how to reach and recruit cutting-edge users to user experience studies. The recruitment of cutting-edge users is difficult since these users usually are not registered in recruitment databases. Cutting-edge users are advanced, early-adopters of technology and sometimes referred to as opinion leaders. Telecom research projects performed at Ericsson Research involve products and services 2-3 years ahead of the market; early-adopters and cutting edge users are therefore an important user group.</p><p> </p><p>To test recruitment methods a user experience study was performed of Ericsson Labs developer portal. Ericsson Labs offers Application Programming Interfaces for mobile and web applications development. Internet marketing theories were used to form a recruitment method. Respondents were recruited from the Ericsson Labs user database and they were contacted individually via email. The users were invited to share their thoughts and ideas about the portal to help improve and possibly influence the direction of the site.</p><p> </p><p>This thesis also assessed different online qualitative research methods applied for user experience research. Online focus groups such as bulletin boards were used to interact with users in addition to individual chat and voice interviews. Performing user experience research on the Internet is a cost-efficient way to interact with users in geographically dispersed areas.</p><p> </p><p>The findings from the study show that recruitment is hard; it is especially difficult to recruit active and conversational respondents from a user database. Providing incentives and using personal communication were shown to be successful strategies to convince users to participate in a study.</p>

This thesis investigates how to reach and recruit cutting-edge users to user experience studies. The recruitment of cutting-edge users is difficult since these users usually are not registered in recruitment databases. Cutting-edge users are advanced, early-adopters of technology and sometimes referred to as opinion leaders. Telecom research projects performed at Ericsson Research involve products and services 2-3 years ahead of the market; early-adopters and cutting edge users are therefore an important user group.   To test recruitment methods a user experience study was performed of Ericsson Labs developer portal. Ericsson Labs offers Application Programming Interfaces for mobile and web applications development. Internet marketing theories were used to form a recruitment method. Respondents were recruited from the Ericsson Labs user database and they were contacted individually via email. The users were invited to share their thoughts and ideas about the portal to help improve and possibly influence the direction of the site.   This thesis also assessed different online qualitative research methods applied for user experience research. Online focus groups such as bulletin boards were used to interact with users in addition to individual chat and voice interviews. Performing user experience research on the Internet is a cost-efficient way to interact with users in geographically dispersed areas.   The findings from the study show that recruitment is hard; it is especially difficult to recruit active and conversational respondents from a user database. Providing incentives and using personal communication were shown to be successful strategies to convince users to participate in a study.

The study has been conducted to examine the direct and indirect relationship between the determinants of electronic recruitment and firm performance through the mediating role of human resources management capabilities based on the resource based view theory. Therefore, this study examines the relationship between the internal determinants of e-recruitment (technology quality, service quality, and security assurance) and the external determinants (e.g. empowered manager and member team, content of an implementation plan for e-recruitment, HR and IT collaboration in e-recruitment, job seeker trust in e-recruitment, organizational reputation, decentralization of selection decision, and government objectives) on e-recruitment, and the effect of e-recruitment on HR capability and firm performance. This study adopted a positivist philosophy. A deduction approach and quantitative method were also suitable for this study. A questionnaire was delivered to some companies in Saudi Arabia. A total of 500 questionnaires were sent, but only 418 were received; for 84.0 percent response rates. This study used PLS to test the research hypotheses. The measurement model has confirmed that the measure indicates accepted reliability and validity. Based on the research results, most hypotheses are accepted. This means that the e-recruitment play a crucial role in improving firm performance. The findings of this study support the argument that e-recruitment plays an important role in improving firm performance. Therefore, firms that use e-recruitment to attract new job seekers will improve their performance. These findings extend prior literature by showing, for the first time, how e-recruitment and HR capability influence firm performance. This study has confirmed that e-recruitment has a positive and significant effect on firm performance. These variables account for 43% and 78% of the variety in HR capability and firm performance, respectively, whereas 57% and 22% are related to other variables. This finding is consistent with the argument that if firm use e-recruitment, they are more likely to improve firm performance. Moreover, high HR capability enhances firm performance. Our study moves beyond previous studies that focus on e-recruitment by correlating e recruitment with HR capability and firm performance. This study contributes by arguing that e-recruitment and HR capability has a positive relation towards firm performance, which conforms to previous studies in similar areas. Apart from the re-examination of resource-based theory in the online recruitment context, our study attempts to make some other fundamental contributions in understanding e-recruitment in the Saudi Arabia context. However, given that this is the first known test of resource-based theory in the Internet recruiting domain, we recommend that future research be done to conduct additional tests of this theory. These findings have both theoretical and practical implications in that the results have provided empirical evidence on the indirect impact of e-recruitment on firm performance and can serve as an indication in practice for firms in understanding e-recruitment and its effects on firm performance. The current study would help professionals in the field of HR to enhance their awareness of the critical role that recruiting highly skilled applicants may play in terms of sustainable competitive advantage and firm performance.

The theoretical part of the diploma thesis is focused on t he s election of research methods, a description of the process of modernization of electronic marketing both in general in the public s ector and especially in the r ecruitment of milita ry personnel t o t he C zech Army. Specifically, it is a description of modernization and the goals of recruitment to the AČR as such. The theoretical part concludes with a description of the relevant personnel aspects - the specifics and human limits of recruitment to the AČR. In t he m ethodological p art of t he di ploma t hesis, pa rtial r esearch segments are ana lyzed. Quantitative analyzes of the success of advertising campaigns and recruitment websites are complemented by observation of the attitudes of relevant officials in the issue, reflecting the atmosphere and preferences i n the r elevant representatives. T he s ub-research areas are: technical a nalysis of modernization of w ebsites a nd c onstruction of ne w w ebsites f or recruitment to the AČR; quantification of running results a fter m odernization a nd quantification of results after the start of running of the new website; analysis of preparations for advertising campaigns; quantitative specifics of the development and especially the results of advertising campaigns for recruitment to...

With the increased use of online recruitment websites, many organizations have started building up these services to serve various kinds of users. There are some forms of usability evaluations that measure web applications. The inspection method is the most widely used, especially the heuristics evaluation. However, when facing substantial market demands, there is no set of heuristics to guide web designers on how to offer users a good user experience.  Therefore, developing usability heuristics for online recruiting websites is very necessary. According to existing research, Nielsen ten heuristics are the most widely used and well known. However, with the continual emergence of new technologies, these ten heuristics cannot continue to satisfy designers who are looking for more focused heuristics that apply to a specific domain. There exists no working strategy for developing specialized guidelines to ensure specialized heuristics actually work better than using general heuristics.  This thesis aims to develop usability heuristics for online recruitment website domains. Even though there are no appropriate theories or models for developing heuristics in a specific domain, we established a proposal of 21 usability heuristics for online recruitment based on the existing heuristics and methodologies to develop new specialized heuristics. These new heuristics offer evaluators smoother operations with higher efficiency (problems/time spent) in heuristics evaluation.

Potential employees use organization career webpages as a first source of information about potential jobs. A content analysis of the career webpages of twenty organizations that recruit from male-dominant occupations and twenty organizations that recruit for female-dominant occupations were examined for gender-specific textual markers and for textual markers for the characteristics of job expectations of comfort, reward and responsibility. Specific focus was made on college recruitment pages for employment into first post-college jobs. This study found that there is an underlying gender issue on organization’s college recruiting online presence. Organizations that have a recruitment strategy to hire women are challenged to appropriately appeal to women in their online recruitment messaging frameworks. Additionally, the rhetoric of job expectations is elusive and so is inadequate to foster the development of accurate expectations for a first post-college job.

Se presentó una propuesta de reclutamiento online para restaurantes categorizados de 2 y 3 tenedores basado en un sistema tecnológico de selección y reclutamiento de personal a través de una página web, para agilizar el proceso de reclutamiento en el mercado de restaurantes. Asimismo, tuvo por objetivo principal diseñar un proceso de reclutamiento online para restaurantes de 2 y 3 tenedores de la región Lambayeque 2020, teniendo como principales beneficios la reducción de costos, inmediatez, mejor gestión de datos de los candidatos y hacer el proceso más sencillo tanto para la empresa como para los candidatos. En el método y técnica de recolección de datos se utilizaron entrevistas semiestructuradas, realizadas a 10 trabajadores y 5 propietarios teniendo como población el mercado laboral del sector restaurantes, el enfoque de la investigación fue cualitativo de nivel exploratorio. Como resultado de la investigación se propone desarrollar el reclutamiento a través de un sitio web, además se halló que las recomendaciones quitan oportunidad a verdaderos candidatos que cumplen con los requisitos que se demanda, existe información precaria sobre los anuncios laborales y no se actualiza correctamente ocasionando pérdida de tiempo. Se concluyó que las condiciones que muestra el mercado laboral permiten desarrollar la propuesta. Finalmente, se dejan algunas recomendaciones. / An online recruitment proposal for categorized 2 and 3 fork restaurants was presented based on a technological system of selection and recruitment of personnel through a website, to streamline the recruitment process in the restaurant market. Likewise, its main objective was to design an online recruitment process for restaurants of 2 and 3 forks in the Lambayeque 2020 region, having as main benefits the reduction of costs, immediacy, better management of candidate data and to make the process easier both for the company as well as for the candidates. In the method and technique of data collection, semi-structured interviews were used, carried out with 10 workers and 5 owners, having as population the labor market of the restaurant sector, the research approach was qualitative at an exploratory level. As a result of the investigation, it is proposed to develop recruitment through a website, it was also found that the recommendations take away the opportunity to real candidates who meet the requirements that are demanded, there is precarious information about job advertisements and it is not updated correctly causing waste of time. It was concluded that the conditions shown by the labor market allow the development of the proposal. Finally, some recommendations are left.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2017-06-01T13:11:29Z No. of bitstreams: 1 nathaliamunckmachado.pdf: 2472600 bytes, checksum: 5e57568c0b9bd251def1f74cfdf9b386 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-06-02T15:13:27Z (GMT) No. of bitstreams: 1 nathaliamunckmachado.pdf: 2472600 bytes, checksum: 5e57568c0b9bd251def1f74cfdf9b386 (MD5) / Made available in DSpace on 2017-06-02T15:13:27Z (GMT). No. of bitstreams: 1 nathaliamunckmachado.pdf: 2472600 bytes, checksum: 5e57568c0b9bd251def1f74cfdf9b386 (MD5) Previous issue date: 2017-02-20 / Os fatores relacionados aos problemas causados pelo tabagismo justificam diversos esforços voltados para a busca de intervenções. Estratégias de comunicação para transmitir mensagens que expressam tanto as perdas associadas ao hábito de fumar quanto os ganhos obtidos ao parar de fumar têm sido usadas para reduzir o consumo de tabaco. Entretanto, poucos estudos têm avaliado o efeito de tais mensagens elaboradas para a cessação tabágica e ainda não existem conclusões claras sobre qual tipo de mensagem é mais eficaz para motivar as pessoas a parar de fumar. Objetivo: O estudo avaliou qual tipo de mensagem relacionada ao tabagismo (positiva ou negativa) foi mais eficaz para o recrutamento online de fumantes através do Facebook Advertising. Métodos: Anúncios contendo aspectos negativos do tabagismo e aspectos positivos da cessação foram criados e divulgados pelo Facebook Ads. Ao clicar nos anúncios, os usuários eram automaticamente direcionados para a intervenção “Viva sem Tabaco” (www.vivasemtabaco.com.br). O valor gasto na divulgação foi de 647,64 reais. Os dados foram extraídos da plataforma de anúncios do Facebook e dos logs de acesso do servidor. Os dados de logs foram tratados e analisados usando a linguagem de programação R. Resultados: O anúncio positivo atingiu 174.029 pessoas e o negativo atingiu 180.527 pessoas, que foram convertidos em 2.688 e 3.662 cliques, respectivamente. O custo do clique foi de R$0,12 para o anúncio positivo e de R$0,09 para o anúncio negativo. Conclusões: O anúncio negativo alcançou maior número de usuários, gerou mais cliques para o site e teve maior conversão em número de contas e plano de parada criados. Anúncios contendo aspectos negativos do tabagismo parecem ser mais custo efetivo para o recrutamento e engajamento de fumantes à intervenção. Além disso, o Facebook mostrou ser uma boa ferramenta de divulgação e recrutamento e pode ser uma solução para a dificuldade de alcançar fumantes para intervenções de cessação. / Introduction: Gain and loss-framed messages about smoking have been used to promote cessation. However, there are still no clear conclusions about what kind of message is more effective to motivate smokers to quit. This study compared the effectiveness of loss and gainframed messages on smokers’ online recruitment through Facebook Advertising. Methods: Loss and gain-framed messages about smoking were created and released by Facebook Ads. The users who clicked on the ads were automatically redirected to the "Live Without Tobacco" intervention (www.vivasemtabaco.com.br). The amount spent on disclosure was 647.64 Brazilian reals. Data were collected from Facebook Ads platform and from a relational database. Analyses were performed on the 6.350 users who clicked on one of the ads and on 1.731 that were redirected to the intervention. Results: Gain-framed ads reached 174,029 people and loss-framed ads reached 180,527, which were converted into 2.688 and 3,662 clicks, respectively. The cost of the click was R$0.12 for gain-famed ads and R$0.09 for the loss-framed. Conclusion: Loss-framed ads reached more users, got more clicks on the website, and had a greater conversion to the number of accounts and quit plans created. Loss-framed messages about smoking appear to be more cost effective for both recruitment and engagement of smokers to the intervention. Facebook has proven to be a good outreach and recruitment tool and can be a solution to the difficulty of reaching smokers for cessation interventions.

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2008. / The survival of an organisation in a global competitive business environment depends on its survival skills (e.g. adaptability, flexibility and innovativeness), which is situated within its human resources. Hence, the recruitment function’s role is critical, since it is responsible for the procurement of key intellectual capital that could equip the organisation with a competitive advantage. However, against the accelerated growth of the Internet combined with global competition, traditional recruitment methods are increasingly failing to rise to the challenge of securing key intellectual capital, due to being too time consuming and expensive. Consequently, organisations are progressively turning to online recruitment (which does not refer to one specific technique, but rather several different Internet tools that can be employed as a recruitment method, such as organisational websites, specialised job sites, media websites or newsgroups). However, the presence of an organisational website that advertises vacancies is not sufficient to guarantee its success as a recruitment method. Hence, it is vital to gain an understanding of website recruitment, as well as how to maximise the website’s effectiveness and ability to facilitate successful online applicant behaviour (SOAB), in order to harness its full potential as a recruitment method, able to secure key intellectual capital. For the purpose of this study, SOAB refers to potential applicants (i.e. job seekers entering an organisational website in search of employment opportunities) being able to browse the website without any difficulty and obtain relevant and sufficient information concerning the organisation and its listed vacancies. In addition to enabling potential applicants to assess whether he/she will be able to fit, perform and accelerate in the work climate and culture of the organisation (i.e. decide whether he/she would like to work for the organisation), a website that facilitates SOAB, should also enable potential applicants to contact the organisation to address additional information needs. In essence, this study comprises of three phases and centres on the identification of website content- and usability design benchmarks that should contribute to a website’s ability to facilitate SOAB. By means of a comprehensive literature review, it is argued that the content- and usability design are vital contributing factors to a website’s ability to facilitate SOAB. It is also proposed that the effectiveness of the website as a recruitment method is, to a certain degree, linked to the effectiveness of the alignment of an organisation’s online recruitment strategy with the five stages of potential applicants’ job decision-making process (i.e. the recognition of an employment need, search for career related information, evaluation of career alternatives, identification and acceptance of employment and post-choice evaluation). Phase one, entails the identification of website content- and usability design benchmarks and culminates with the development of the Website Benchmarks Checklist. Phase two, which constitutes the overall purpose of this study, entails an audit of the sample of the ‘best’ SA employers’ (drawn from a survey conducted by the Corporate Research Foundation, 2005) websites. The primary aim is to determine the extent to which the sample’s website design incorporates the identified benchmarks. However, the quality of potential applicants’ interaction with a website (i.e. informative content being communicated in an effective, efficient and satisfactory manner), greatly influences their perception of the organisation’s image, its attractiveness as an employer, as well as their intention to pursue employment within the organisation. Hence, the third phase of the study entails the subjective evaluation of three websites (selected from the audited sample), by a sample of potential applicants. Throughout the study, the empirical tests conducted were descriptive in nature and utilised survey research methods to acquire the required data, related to the specified goals and objectives that encapsulate the aim and purpose of this study. The results obtained provided valuable insight into website design benchmarks that should assist potential applicants in their job decision-making process, increase a website’s ability to facilitate SOAB and maximise its effectiveness as a recruitment method responsible for securing key intellectual capital. In addition to revealing that the majority of the sample employs its website as a recruitment method, the audit results also indicated that although a high level of adherence existed concerning the sample’s incorporation of the usability design benchmarks. However, a notable difference that ranged from very little to relatively high existed with regards to the extent to which the sample’s website design adhered to the content design benchmarks. The subjective evaluation of the three websites by potential applicants revealed that in addition to being critical contributors to the quality of their interaction with a website, the content- and usability design also had a profound impact on their assessment of the websites. Finally, the results also showed that a similarity existed between potential applicants’ subjective evaluation and the extent to which the design of the three websites adhered to the recommended benchmarks (audit results).