Terrorism has been claimed to be a major problem by hundreds of thousands of people in the international arena for years. Either it has been very difficult to determine and understand the reasons for terrorism, or those reasons have never been studied because of the immediate threat of terrorism. This research analyzed the recruitment process of terrorists by studying the DHKP/C terrorist organization and by answering the following questions. The first is "What factors are correlated with joining a terrorist organization?" And the second is "What is the recruitment process of the DHKP/C?" IN the course of this research, I used specific reports written by DHKP/C members and personal experience to come to better understanding of the motivation behind terrorism and the process by which people are recruited in the terrorist organizations.

This thesis examines why some governments and rebel organizations but not others recruit children to be child soldiers. The theory posits that if a country fights in a civil war of long duration, armed groups are more likely to recruit children as soldiers. I find that the probability of child soldier recruitment increases when a country experiences following conditions: a longer duration of civil war, a large proportion of battle deaths, a large number of refugees, a high infant mortality rate, and the presence of alluvial diamonds. An increase in education expenditures and civil liberties would decrease the probability of child soldier recruitments.

One key to reducing terrorism may be to understand why individuals join terror groups, and to find ways to meet their needs through alternatives to discourage membership in terrorist organizations. The study introduces the hierarchy of needs framework to capture all previous pieces of explanations on why individuals join terror groups under one big umbrella, in order to see the big picture. It does not do a meta-analysis, but rather tests the framework. This study is designed to find out what perceived needs commonly motivate individuals to join terror groups in general and specific terror groups in particular. The research uses Turkey's terrorism experience as a case study which is supported with data from real terrorist in Turkey. Findings of the descriptive analyses show that majority joined a terror group due to social and affiliative needs. The remaining analyses (bivariate, cross-tabulation and binary logistic regression) show that confitents who perceived esteem and recognition were more likely to become members of other/leftist terror groups, and that rightist terror group members in Turkey tend to have higher education. Education mainly affects a confitent's perception of two needs: social and affiliation and self-actualization. Other demographic variables (age group, region of birth, marital status) die not yield any significant relation with membership in terror groups.

This study is about the recruitment process. It started with a big picture of Work-life and narrowed down at the beginning of the career when candidates are applying for a job. There are different problems in the recruitment process. It is a stressful and uncertain experience for candidates. Also, the organizations will take damage by selecting an inadequate candidate. And, the recruiters have a hard time making a decent decision. This study investigates how to improve the experience of the stakeholders of candidates, organizations, and recruiters. The model of the design innovation process is the methodology of the project. The result is a candidate workshop framework that is a tool to get a deeper understanding of candidates. Designing a workshop can help to select an adequate person when there are the last few candidates. This workshop is complementary to a job interview, which can be before or after the job interview. It can be a physical or remote workshop. The workshop is about testing the abilities and soft skills that are not easy to measure by a traditional job interview. As a result, this solution can create an opportunity to gain better experience as teams and organizations meet people who are going to work with, and candidates get better feedback.

Orientador: Rui Seabra Ferreira Junior / Resumo: Os patrocinadores de pesquisas clínicas necessitam de um grande cuidado no recrutamento de participantes da pesquisa, em razão de seu estado de vulnerabilidade neste cenário. Neste sentido, os pesquisadores devem seguir aspectos fundamentais na condução dos protocolos de pesquisa como seguimento dos padrões nacionais e internacionais de boas práticas clínicas em pesquisa (BPCs). A comunicação de novas pesquisas utiliza de grandes veículos bem como propaganda direcionada para o recrutamento de voluntários ou sujeitos de pesquisa. O conhecimento e desenvolvimento de estratégias adequadas de recrutamento promovem melhor desempenho nas inclusões dos estudos clínicos, possibilitando ganho de tempo e dinheiro pelos patrocinadores do estudo, bem como, maior probabilidade de participação destes pacientes. Apesar disto, questões éticas e que protejam os pacientes são de extrema importância para se evitar a exploração destas pessoas que muitas vezes são humildes e de baixa renda. No Brasil, a resolução nº 251 de 1997 do Conselho Nacional de Saúde – Ministério da Saúde destaca a necessidade de descrever claramente as formas de recrutamento. A Comissão Nacional de Ética em Pesquisa (Conep), em seu Manual Operacional para Comitês de Ética em Pesquisa (CEP), apresenta entre vários pontos, a avaliação da vulnerabilidade dos participantes de pesquisa, a garantia de liberdade de decisão à participação, a necessidade do desenho científico claro apresentando susceptibilidade aos riscos e possib... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: Clinical research sponsors need great care in recruiting research participants because of their vulnerability in this scenario. Researchers should follow key aspects for the smooth conduct of research protocols as a follow-up of national and international standards of good clinical practice in research (GCPR). The communication of new researches uses large vehicles as well as targeted advertising for the recruitment of volunteers or research subjects. The knowledge and development of adequate strategies promote better performance in the inclusion of clinical studies, improvement save time and money on the sponsors of study, as well as a higher probability of participation in these patients. Despite this, ethical issues and patient protection are of the utmost importance to avoid the exploitation of these people who are often humble and low-income. In Brazil, Resolution No. 251 of 1997 of the Health National Council - Ministry of Health highlights the need to describe clearly the forms of recruitment. The National Commission for Research Ethics (Conep), in its Operational Manual for Research Ethics Committees (CEP), presents, among several points, the evaluation of the vulnerability of research subjects, the guarantee of freedom of decision to participation, the need of the clear scientific design presenting susceptibility to the risks and possibility of benefits and feasibility of the execution of the protocol. Guideline - guide, is a set of statements, directions or principl... (Complete abstract click electronic access below) / Mestre

In an era in which school principals' jobs are much more complex and demanding than they were a few decades ago, the increasing challenges of the position have affected principal recruitment and selection efforts by school districts nationwide. Moreover, the rapidly increasing rate of principal retirements has exacerbated the problem of a shortage of qualified candidates for principal positions. As a result, it is important to explore current principals' perspectives on how best to attract and retain qualified prospective applicants during the hiring process. In this case study, 16 principals and associate principals from both public and independent schools in three states described their experiences, their reasons for applying for a principalship, their perspectives on the application process. They also gave advice and recommendations for both administrators of hiring processes and for future applicants. One-on-one qualitative interviews with a pre-established interview protocol were conducted as the sole data collection method. Three primary research questions were investigated: How do school principals perceive the existing principal recruitment processes? How do school principals perceive the processes used by the school districts to select them? To what extent do job descriptions, as currently written, systematically cover the realities of the duties of incumbent principals? From analysis of the interviews, the researcher chose to focus on four main topics that emerged from principals' perspectives on the hiring process: (a) the decision to pursue a principalship and searching for openings, (b) going through the process, (c) personal reactions to the process, and (d) recommendations. These topics were compared and contrasted with relevant research reported in the literature to generate the following four major results of the present study. First, standardized and structured interviews not only helped decision making but also won applicants' trust. Second, hiring processes were generally similar to what previous research suggested. Third, deficiencies in hiring processes that were first identified a number of years ago continue to persist. Finally, whether applicant pools are shrinking appeared to be an open question. These findings contribute to the very limited research that has thus far examined principal hiring practices from the perspectives of school principals, and have allowed suggestions to be made for possible areas of improvement in principal hiring processes.

Buen Trabajo Perú es una idea de negocio basada en la búsqueda de trabajo formal, a través de una plataforma digital, la cual realizará la función de captación del personal. Nuestro nicho de público objetivo es el sector de alimentos y bebidas; y, por otro lado, los trabajadores que buscan oportunidades laborales formales. En la actualidad, el rubro de alimentos y bebidas tiene un alto índice de rotación de personal, siendo una gran debilidad para el sector, sin embargo, para los innovadores se convierte en una gran oportunidad de necesidad por satisfacer. Asimismo, en el mercado nacional existe una variedad de empresas dedicadas al reclutamiento de personal, no obstante, no existe empresa que se dedique en atender a solo este nicho. Debido a estos puntos identificados como la alta rotación del nicho y la falta de atención de la demanda por parte de alguna empresa especializada, nace la idea de formar Buen Trabajo Perú, para poder cubrir dicha necesidad. Además, se suma a esta idea de negocio el uso de la tecnología, que aportará a que haga viable y sea de mayor rapidez el uso de una plataforma digital, que, finalmente, será el soporte del proyecto. / Buen Trabajo Peru is a business idea based on the search for formal work, through a digital platform, which will perform the function of recruiting staff. Our target audience niche is the food and beverage sector; and, on the other hand, workers seeking formal job opportunities. Currently, the food and beverage sector has a high rate of staff turnover, being a great weakness for the sector, however, for innovators, it becomes a great opportunity to satisfy. Likewise, in the national market there are a variety of companies dedicated to recruiting personnel, however, there is no company that is dedicated to serving only this niche. Due to these points identified as the high rotation of the niche and the lack of attention to demand by some specialized company, the idea of ​​forming Good Work Peru was born, in order to cover this need. In addition, the use of technology is added to this business idea, which will contribute to making the use of a digital platform viable and faster, which will ultimately support the project. / Trabajo de investigación

L'enjeu de ma thèse est de mettre au jour les enjeux qui entourent la croissance des données trouvables en ligne sur les personnes, la multiplication et le fort usage des espaces numériques de sociabilité dont la vocation privée ou professionnelle peuvent tendre à mélanger les deux sphères. L'enjeu du droit des données est confronté au cas du recrutement. Cas où la volonté de valorisation de soi de la part de candidats en recherche d'emploi rencontre le besoin d’évaluation de la part des recruteurs. Le cas du recrutement permet d'aborder différents marchés émergents autour de la réputation numérique, d'interroger les pratiques de part et d'autre du marché du travail (exposition des candidats et recherches des recruteurs) et d'apporter des éléments de connaissances sur les normes de visibilité en cours d'établissement. / The aim of my thesis is to underline what is at stake with the phenomenon of the massive growth of online personal data that we have witnessed for the last decade. This issue is seen through the case of hiring on the labor market. Candidates may want to disclose positive information about themselves and recruiters need to gather as much information as they can to evaluate potential candidates. This example allow us to investigate a new market for online reputation and to bring to knowledge the new norms of visibility and privacy in the age of social media.

Marknadsföringens grund är spridning av information. Upplysning sker genom distribution till riktad intressegrupp som konsumerar marknadsföringens budskap. Marknadsföringen slår igenom om åskådaren köper budskapets känsla. Upplevelse av känslan utgår ifrån innehållets kontext som tilltalar individen emotionellt. Detta kandidatarbete syftar till att undersöka hur emotion och autobiografisk minne kan utnyttjas vid marknadsföring. Därmed utforska hur kontext i film engagerar ungdomar för rekrytering inom en teknisk nischad bransch. Kontext formas utifrån hur individen upplever den estetiska bilden. Därtill skapas ett sammanhang som individen relaterar till och sprider vidare i sitt sociala nätverk. I detta fall har denna undersökning experimenterat med representation av ventilationsbranschen för rekrytering. Omvärldsanalys användes för informationssökande om ventilationsbranschen. Designmetoder har använts för kommunikation av vision vid godkännande under iterativ designprocess. Till sist har bildmanipulation använts under filmproduktion som resulterade en rekryteringsfilm som involverar dess målgrupp. Rekryteringfilmen gestaltar ungdomar som ska rekryteras inom ventilationsbranschen och två utomstående som visar vilja till rekrytering. Estetisk symbolik förmedlar kontext som gestaltar känslan av anställning istället för beskrivning av upplevelsen. Skådespelarnas naturliga utförande reflekteras hos mottagaren som upplever känslan. Däremot har utmaningar under produktion fått oss att omstrukturera iterationer av detta projekt. Dilemman som COVID-19 pandemin och vår kommunikation till ventilationsbranschen utvecklade vår designförmåga. Med Löwgrens och Stoltermans exempel på hur designen hanterar dilemman med retrospektiv reflektion (Löwgren & Stolterman, 2004), har vår egen kreativitet använts vid reflektion över vad som vi kunde åstadkomma trots dilemmat. Rekryteringsfilmen kommer att distribueras efter COVID-19 pandemin har avtagit och marknadsföringen sätts på prov. Filmmediets emotionella koppling till människor kan därmed testas för vidare forskning. / The basis of marketing is dissemination of information. Enlightenment is provided through distribution towards targeted interest groups who consume the marketing message. The marketing works when the viewer buys into the emotion of the message. Experience of that emotion is based on the content´s context that appeals to the individual emotionally. This bachelor thesis aims at examination of how emotion and autobiographical memory can be used in marketing. Therefore investigate how context in film engages young people for recruitment in a technical niche industry. Context is formed based on how the individual perceives the aesthetic image. In addition, a context is created that the individual can relate to and spread it further in her social network. In this case, this study has experimented with the representation of the ventilation industry for recruitment. External analysis has been used for seeking information about the ventilation industry. Design methods have been used for communication of a vision upon approval during the iterative design process. Finally, image manipulation during film production was used to result in a recruitment film involving its target audience. The recruitment film depicts young people being recruited into the ventilation industry and two outsiders who show a desire for recruitment. Aesthetic symbolism conveys a context that embodies the feeling of employment rather than description of the experience. The actors' natural performance is reflected by the recipient who is experiencing the emotion. However, challenges during production have led us to revamp iterations of this project. Dilemmas such as the COVID-19 pandemic and our communication with the ventilation industry developed our design ability. With Löwgren’s and Stolterman’s example of how the designer handles dilemmas with retrospective reflection (Löwgren & Stolterman, 2004), our own creativity has been used in reflection upon what we could achieve despite the dilemma. The recruitment film will be distributed after the COVID-19 pandemic have diminished and the marketing will be put to the test. The film medium’s emotional connection to people can therefore be tested for further investigation.

One technique being used to reduce employee turnover is the Weighted Application Blank. Data obtained from application blanks are analyzed and weights are assigned to each item. Utilizing these weights, predicted scores are derived and compared to each person's actual tenure to determine the effectiveness of the model. The present study analyzed application blank data from the files of 93 currently employed and 69 terminated female clerical workers. Twelve items were analyzed by means of a stepwise multiple linear regression procedure, with months of tenure being the dependent variable. The five most significant items yielded a multiple correlation of .54. The total sample also was divided randomly into two groups, and cross-group analyses resulted in simple correlations of .56 and .29.