Recruitment of managers for health care services is seen as an important piece of the puzzle in order to find the right candidates who have the skills needed to lead and develop operations that ensure the welfare. The purpose of this study is therefore to investigate what the latest research in recruitment shows and for this reason evidence-based recruitment has been selected as theory. The purpose is thus to see what an evidence-based recruitment can contribute to the recruitment of managers within health care services. The study is carried out using a qualitative method to analyze the composed material, which consisted of available research and literature, as well as semi-structured interviews with four people who work with the recruitment of managers within health care services. The results of the study have been categorized and then analyzed using the analytical framework developed in this study. The result of the study is that managerial recruitment is complicated and a conclusion that can be made from this study is that the methods advocated by the evidence-based recruitment are based on evidence which essentially means that they are methods supported by research and practice and shown to give results. / Rekrytering av chefer till hälso- och sjukvården ses som en viktig pusselbit för att kunna hitta rätt kandidater som har de kompetenser som behövs för att kunna leda och utveckla verksamheter som säkrar välfärden. Syftet med denna studie är därför att undersöka vad den senaste forskning inom rekrytering visar och av denna anledning har den evidensbaserade rekryteringen valts som teori. Syftet är således att se vad en evidensbaserad rekrytering kan bidra med till rekryteringen av chefer inom hälso- och sjukvården. Studien genomfördes med en kvalitativ metod för att analysera insamlat material som bestod av tillgänglig forskning och litteratur samt semistrukturerade intervjuer med fyra stycken personer som arbetar med rekrytering av chefer inom hälso- och sjukvården. Resultatet i studien har kategoriserats och därefter analyserats med hjälp av den analytiska ram som tagits fram i studien. Resultatet av studien är att chefsrekrytering är komplicerad och en slutsats som kan göras av denna studie är att de metoder som förespråkas av den evidensbaserade rekryteringen bygger på evidens som i grunden betyder att det är metoder som med stöd av forskning och praktik bevisats ge resultat.

Thesis advisor: Vincent Cho / This individual case study is part of a larger group study examining how principals benefit from and shape professional capital to improve schools. Limited studies consider how the recruiting principal’s individual pathway may impact who they chose to recruit. Accordingly, this qualitative study examined the factors that influence educators to become principals and how these factors influence principals' decisions to recruit other potential candidates into the principalship. This study explored the professional journeys of eight school principals from one large urban school district in Massachusetts and how their principal pathways impacted their recruitment strategies. Findings revealed that building principals often credited their collegial relationship and interactions as playing an important role in their pathway to the principalship. Another finding from this study revealed that principals recruited potential leaders with the same qualifications or characteristics as themselves through the informal recruitment practices of tapping and their narrow definition of fit. Recommendations of this study suggest that districts should develop more formal social networks that ensure all educators have access to the necessary support and pipelines to consider the principal pathway. And, principals must reflect on their own principal pathway and potential bias to disrupt the cycle of recruiting a homophilous leadership workforce. / Thesis (EdD) — Boston College, 2022. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

The Internet is an instrument that has revolutionized the world and the society since its introduction. Today, over 4 billion people around the world have access to it. While this technology comes with several positive innovations, it can also be used negatively by terrorist organizations to more efficiently spread propaganda messages. More so, the development of social media has fostered new methods of recruitment that allows to reach a broader audience anonymously and outside of the geographical area of operation of a terrorist organization. The purpose of this research is to analyze the relationship between social media development and changes in terrorist recruitment strategies, discuss the main social media used for terrorist recruitment, and identify major targeted demographics. Further, the research seeks to analyze through case study examination whether the use of social media by terrorist organizations result in more effective recruitment. This is accomplished by comparing recruiting success of ISIS, which heavily relies on social media, with Boko Haram, which does not. After comparing data available on recruits based on their geographical location, gender and age, and economic status, this study finds that there is not a significant diversity between individuals recruited through social media or those recruited through a different method. This study finds that a significant difference only exists when recruiting individuals with different economic opportunities. While fighters from ISIS are recruited from any class of the society, including those with higher income and are more educated, Boko Haram tends to be more successful among individuals who experience economic hurdles.

Recruitment efforts are important in a college setting. With only six remaining poultry science departments, they specifically need recruitment to help meet extreme demands for students by the industry. However, little is known about which recruitment efforts are effective or if poultry science majors prefer specific recruitment methods. Chapter II of this dissertation is an assessment of current recruitment practices and enrollment of the six poultry science departments in the U.S. Results revealed that all departments currently have recruitment programs and differences were observed within each. Some were in the budget, time spent recruiting, amount of faculty dedicated to recruitment efforts, and activities utilized in recruitment efforts. Chapter III of the dissertation was a comparison of recruitment programs with student numbers, graduation rates, and student satisfaction. This study was conducted in an attempt to understand which recruitment practices work for a given poultry science department and which department, if any, could benefit from a change. Departments with low enrollment counts had variations in recruitment practices when compared to other departments with higher enrollment counts, such as their perceived effectiveness of FFA national convention, direct mailing and brochures, and hosting 4-H and FFA poultry activities. In Chapter IV, a survey was conducted to determine the influence of factors on student choice among poultry science students. This study determined that conversations with a poultry faculty member or department representative, campus student activities, cost (consist of tuition, room, and board), scholarships, preparation for employment, job opportunities, and high school agriculture teachers were the most influential factors for poultry science students in the decision to major in poultry science. Collectively, these three studies reveal that conversations with prospective students, including campus tours where these conversations can occur, should be utilized. Scholarships, cost, and employment opportunities are also very important to students. Additionally, poultry science department personnel should target FFA events and/or 4-H programs as recruitment opportunities. Other efforts could be used to raise awareness about a poultry science department or poultry science as a major, in general, but might not be effective in recruiting students to a specific department.

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