While personnel evaluation has been extensively covered in literature, little is known about evaluation procedures screening a large number of applicants. The basis of this research was to investigate if candidates for sales positions can be evaluated in a scalable way (where the number of applications does not impact the cost of evaluation much) for an on demand sales platform. The study consists of interviews with the recruiters and growth leads of the studied firm, a case study of a firm that has omitted resumes in their salesperson recruitment processes, and sample tests performed on candidates for sales positions. Further, some data on salespeople was collected and analysed. In summary, the study links the findings to the restrictions of a process that requires scalability. Previous research outlines how various indicators (personality facets, biodata, and optimism) predict sales performance in salespeople. Mental ability of candidates is relevant especially for the work training phase. Some of these findings were supported by the case study. While traditional resumes contain information predicting sales ability, some sales managers argue that they are obsolete. Previous research shows that recruiters risk drawing broad generalizations based on resume content. Video resumes have some potential, but currently have technical and ethical limitations. Personality and mental ability tests show predictive ability for sales performance, and are scalable. Previous research discusses limitations in many personality tests being commercial, resulting in limitations in how they may be modified; in their transparency of scoring; and validity studies being hard to conduct. Other limitations with personality tests in evaluation settings are that they are prone to faking. The study also suggests future topics of research in how culture defines what an ideal salesperson is, and extending these findings to other areas than sales. / Medan bedömning av sökande för tjänster har täckts i tidigare forskning, är lite känt om utvärderingsprocesser som utvärderar stort antal sökande. Denna studie söker att svara på om kandidater för säljtjänster kan utvärderas på ett skalbart sätt (där antalet sökande har liten påverkan på kostnaden för utvärdering) för en säljplattform. Studien består av intervjuer med rekryterare och growth leads av det studerade företaget, en fallstudie av ett företag som har slopat CV:n i sin ansökningsprocess, och test på kandidater för säljtjänster. Vidare analyserades befintlig data på säljare. Sammanfattningsvis länkar studien resultaten till de begränsningar som krävs av en skalbar process. Tidigare forskning visar hur olika indikatorer (personlighet, biografisk data, och optimism) kan förutse säljförmåga. Kandidatens mentala förmåga är särskilt relevant för träningsfasen. Vissa av dessa resultat stöds av fallstudien. Medan CV:n innehåller information för att förutse säljförmåga, hävdar vissa säljchefer att de är utdaterade. Tidigare forskning visar att rekryterare ibland generaliserar brett baserat på innehållet av ett CV. Videobaserade CV:n har viss potential, men har etiska och tekniska brister i dagsläget. Personlighetstest och test som mäter mental förmåga visar prediktiv potential för säljförmåga och är också skalbara. Tidigare forskning diskuterar även de begränsningar som uppstår av att många personlighetstest är kommersiella, vilket leder till begränsningar i hur de kan modifieras; i transparensen av rättningen; och att validitetsstudier är svåra att utföra på dem. Andra begränsningar med personlighetstest är att kandidater kan manipulera resultaten. Studien föreslår även framtida forskning inom till exempel hur kultur definierar en ideal säljperson, och om dessa resultat kan utökas till andra områden än försäljning.

Studien undersöker vilka metoder som är mest lämpliga för rekryteringsprocesser genom att inkludera tre befintliga Artificiell intelligens (AI) verktyg samt en egenutvecklad prototyp. Tidigare studier har visat att AI kan förbättra rekryteringsprocessen genom att öka effektiviteten och minska fördomar, men också att det finns begränsningar i hur väl AI kan bedöma kandidaternas kompetenser. Målet är att bestämma de mest effektiva AI-lösningar för att matcha kvalificerade kandidater till ledande positioner. Identifierade möjligheter till förbättringar i hastighet, noggrannhet och kvalitet av rekryteringsprocessen. Fokuset för detta arbete ligger på analys av befintliga AI-lösningar parallellt med utvecklingen och testningen av en prototyp. Prototypen har designats för att hantera de brister som identifierats i de befintliga metoderna, såsom matchning av nyckelord mellan Curriculum Vitae (CV) och jobbannonsen. Denna metod har begränsningar i hur väl den kan identifiera kandidaters verkliga kompetenser och relevans för jobbet, vilket utforskas i denna studie. Resultatet från denna studie visar att AI för närvarande har en begränsad, men växande betydelse i rekryteringsprocesser. Detta pekar på en betydande potential för AI att erbjuda nya lösningar som kan leda till mer rättvisa och effektiva rekryteringsprocesser i framtiden. / The study examines which methods are most suitable for recruitment processes by including three existing artificial intelligence AI-tools as well as a custom-developed prototype. Previous studies have shown that AI can improve recruitment processes by increasing efficiency and reducing biases, but also that there are limitations in how well AI can assess candidate’s competencies. The goal is to determine the most effective AI solutions for matching qualified candidates to leading positions. Opportunities for improvement in speed, accuracy, and quality of the recruitment process have been identified. The focus of this work is on analyzing existing AI-solutions in parallel with the development and testing of a prototype. The prototype has been designed to address the deficiencies identified in existing methods, such as matching keywords between Curriculum Vitae (CV) and job advertisements. This method has limitations in how well it can identify candidate’s real competencies and relevance for the job, which is explored in this study. The results from this study show that AI currently has a limited, but growing significance in recruitment processes. This points to significant potential for AI to provide new solutions that can lead to fairer and more efficient recruitment processes in the future.

Syfte: Syftet är att visa för- och nackdelar för organisationskulturens påverkan på rekryteringen hos organisationer som är präglade av organisationskultur, samt hur en organisation avgör vilken individ som passar in. Vi ämnar beskriva eventuella risker, möjligheter och begränsningar med dessa metoder för både organisation och individ. Metodik: En flerfallsundersökning på fem organisationer inom den privata sektorn har tillämpats som undersökningsdesign med en induktiv ansats. Genom en kvalitativ metod där semi-strukturerade intervjuer har genomförts har data producerats fram. Slutsats: Organisationskulturen präglade vad organisationerna sökte hos en kandidat mer än hur rekryteringsprocessen utformades. För att finna rätt kandidat var en realistisk företagspresentation framträdande tillsammans med utformningen av intervjun. Organisationernas rekryterade efter sina värderingar, vilka presenterades i en företagspresentation och diskuterades kring under intervjun. Fördelarna för organisationen blev minskad risk för misstolkning tillsammans med större valfrihet bland kandidater och ett verktyg för organisationen att dämpa för höga förväntningar på arbetet. Nackdelarna blev fler moment att ta ställning till vilket är resurskrävande samtidigt som flera förutsättningar krävdes för att få önskad effekt. Fanns inte rätt förutsättningar för matchningen riskerades en resurskrävande process med oförutsedda resultat. / Purpose: The purpose is to present advantages and disadvantages of how organizational culture affects the recruitment in organizations that are incused by organizational culture, and how an organization decides which individual that fits the organization. We intend to describe certain ventures, possibilities and limitations with these methods for both organization and individual. Methodology: A more case study has been applied on five organizations within the private sector as a research design, with an inductive approach. A qualitative method has been used where semi-structured interviews have been implemented from where data has been established. Conclusion: Organizational culture incused the recruitment by what they were looking for in an applicant rather than how it affected the recruitment process. To find the right applicant a realistic organizational presentation was prominent together with how the interview was designed. The organization recruited applicants after their values, which were presented by the organization and discussed during the interviews. The advantages were reduced risk of misinterpretation by applicants along with a greater possibility of choice and a tool for organizations to reduce too high expectations on employment. The disadvantages were more elements to examine while the process became resource demanding, while several conditions had to be fulfilled. If the right conditions couldn’t be obtained the risk was a resource demanding recruiting with an unforeseen result.

Under common law an employer enjoyed complete freedom of choice when recruiting and selecting employees. An employer had unfettered discretion in recruiting and selecting employees. There were no legal restrictions on the prerogative of the employer to appoint employees. Developments in labour law have, however, gradually diminished the employer's freedom of choice during the recruitment and selection process. The Employment Equity Act No. 55 of 1998 and the Code of Good Practice on the Integration of Employment equity into Human Resource Policies and Practices, 2005 as· well as impending labour legislation impose limitations on the employer's freedom of choice during the recruitment and selection process. The remaining problem therefore is: What is the extent of the limitations on the employer's freedom of choice in the recruitment and selection of employees? The study will be conducted by means of a literature study of relevant books, journal articles, statutes, case law and internet sources relating to restrictions which are placed by legislation and case law on the employer's freedom to choose employees during recruitment and selection. This research therefore investigates the extent to which developments in labour law have eroded the prerogative of an employer to appoint employees. This investigation will help clarify the limits within which an employer has to exercise its choice of an employee during recruitment and selection. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Under common law an employer enjoyed complete freedom of choice when recruiting and selecting employees. An employer had unfettered discretion in recruiting and selecting employees. There were no legal restrictions on the prerogative of the employer to appoint employees. Developments in labour law have, however, gradually diminished the employer's freedom of choice during the recruitment and selection process. The Employment Equity Act No. 55 of 1998 and the Code of Good Practice on the Integration of Employment equity into Human Resource Policies and Practices, 2005 as· well as impending labour legislation impose limitations on the employer's freedom of choice during the recruitment and selection process. The remaining problem therefore is: What is the extent of the limitations on the employer's freedom of choice in the recruitment and selection of employees? The study will be conducted by means of a literature study of relevant books, journal articles, statutes, case law and internet sources relating to restrictions which are placed by legislation and case law on the employer's freedom to choose employees during recruitment and selection. This research therefore investigates the extent to which developments in labour law have eroded the prerogative of an employer to appoint employees. This investigation will help clarify the limits within which an employer has to exercise its choice of an employee during recruitment and selection. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Master of Science / Department of Biology / David C. Hartnett / Perennial grasses on tallgrass prairie primarily reproduce vegetatively via the belowground bud bank, yet the production, dynamics, and morphology of belowground buds is largely unexplored. Since the two main photosynthetic pathway guilds (C3 and C4) on tallgrass prairie vary in their aboveground phenology, their belowground phenology would also be expected to vary. Differences in bud production, development, and spatial arrangement result in different growth forms. Therefore, an extensive biweekly examination of a dominant tallgrass prairie C4 rhizomatous grass Andropogon gerardii and C3 caespitose grass Dichanthelium oligosanthes was conducted over an entire year. Andropogon gerardii and D. oligosanthes have multiple distinctive bud developmental stages. Andropogon gerardii was synchronous in its bud development and its bud bank was composed of multiple annual cohorts. The bud bank of D. oligosanthes was developmentally asynchronous and was comprised of a single bud cohort since its bud bank underwent a complete turnover in early summer. The different roles of buds in the life history of each species reflected their differences in bud longevity, quality, and dormancy. In D. oligosanthes, belowground buds enabled plant survival over the C3 summer dormant period whereas juvenile tillers overwintered during the longer winter dormant period. In contrast, A. gerardii survived its single, winter dormant period as dormant buds. The higher-order bud production observed in D. oligosanthes multiplied its tiller production potential and, along with its shortened internodes, contributed to its caespitose growth form. The rhizomatous growth form of A. gerardii resulted from its lack of higher-order bud production and its elongated internodes. Differences in production of buds per vegetative and flowering tiller were quantified in A. gerardii. Flowering tillers of A. gerardii produced larger numbers of buds per tiller and transitioned a larger proportion of their buds to tillers than did vegetative tillers. Therefore, no tradeoff between sexual and vegetative reproduction was evident. Developmental constraints likely prevented such a tradeoff. Bud bank dynamics offer insight into the control of grass population dynamics, production, and ultimately aboveground net primary production (ANPP) and will be useful in understanding the underlying mechanisms by which management practices and environmental change can alter perennial grasslands.

The purpose of this study was to determine the factors associated with choosing mental health nursing as a career, and to explore the possible ways of improving recruitment and retention of mental health nurses in Kenya. Quantitative, explorative descriptive research was conducted. Data collection was done by using questionnaires and focus group discussions. Three groups participated in the study: practicing mental health nurses (n=10), post-basic mental health nursing students (n=10) and final year basic nursing students (n=184). The findings revealed that basic nursing students do not intend to pursue a career in mental health nursing, and that there is an aging population of mental health nurses. The barriers to the mental health field include stigma, a poor working environment and inadequate career guidance. Marketing, policy and regulatory reforms, as well as positive work environments have been identified as strategies for improving the recruitment and retention of mental health nurses in Kenya. / Health Studies / Thesis (M.A. (Health Studies))

Abstract Title: Recruiting Through the Grapevine - The relevance of employee referral programs within the field of employer branding   Date: 2016-06-03   Authors: Mikaela Löjdqvist & Isabella Nilsson   Course: Bachelor Thesis in Business Administration (FOA214), 15 HP   University: Mälardalen University   Academia: School of Business, Society and Engineering   Supervisor: Magnus Hoppe   Examiner: Eva Maaninen-Olsson   Co-assessor: Konstantin Lampou ____________________________________________________________________________   Research question: How do employee referral programs, as a part of the recruitment process, connect to the employer brand of a company?     Purpose: Understanding the correlation and connection between the two concepts, employer branding and employee referral programs, may help companies recognize the importance of using such programs as a stable foundation of their recruitment process. Thus concurrently, identifying the consequences that the employer brand presents, has on the employees and their willingness to recommend. This leads to the purpose of this thesis, which is to examine the connection between employee referral programs and a company's employer brand.     Methodology: Answering the purpose and research question was approached by using a mixed method, based on the qualitative and quantitative approaches. The qualitative method was used in the two semi-structured in-depth interviews, while the quantitative approach was used in construction and analysis of the survey. Both methods provide a foundation to strengthen the arguments not only for the results of the survey, but also for drawing conclusions when trying to answer the research question. By using a case company, a real-life understanding of how the connection between employer branding and the employee referral program correlates.     Conclusion: A connection between employee referral programs and the employer brand can be denoted from the conducted research within the chosen case company. However, if this connection is true for all companies, needs to be further investigated.     Keywords: employer branding, employee referral programs (ERP), employee value proposition (EVP), recruitment, staff-word-of-mouth (SWOM), word-of-mouth (WOM)

This study aimed to identify the type, extent, and predictors of civic and political participation among addiction professionals. A sample of 633 addiction professionals participated in an online survey using the Citizen Participation Study’s survey instrument. Twenty-two political activities were measured as well as three predictors of political participation: resources, psychological engagement, and recruitment networks. Political participation and predictors of participation were analyzed for the full sample and compared among subgroups--social workers vs. those who were not social workers; those who reported they were recovering from alcohol and other drug (AOD) addiction vs. those who were not recovering; and those who held a professional addiction certification vs. those who were not certified and those who were certified plus held other professional credentials. The mean political participation index for participants who were not certified was significantly lower than for participants with a certification and those with a certification plus other professional credentials. No significant difference was noted in the mean political participation index for recovering participants and those not recovering from AOD addiction; and social workers and participants who were not social workers. Hierarchical multiple regression was used to assess the influence of resources, psychological engagement, and recruitment networks on political participation while controlling for recovery status, professional credentials, age, race, and gender. Resources, psychological engagement, and recruitment networks were all significant predictors of political participation. Recruitment networks was the strongest predictor for the full sample and for subgroups who were not social workers, certified, not certified, certified with other professional credentials, and not recovering from AOD addiction. Psychological engagement was the strongest predictor of political participation among individuals recovering from AOD addiction and social workers. However, the validation analysis did not replicate the findings for social workers, those not recovering from AOD addiction, and those who were certified. The significant role of recruitment networks in political participation has important implications for social workers and others interested in mobilizing addiction professionals for political participation. Recommendations for further research include the need to develop valid and reliable measures of political participation that capture civic activities and the use of technology. / text

政治學理中，將政黨定義為「具相同利益，以爭取政治權力為目標的團體」。政黨壟斷政治精英的甄補，藉由對公職候選人的提名競選以獲取權力。政治菁英透過黨公職歷練，形塑並推動黨綱的政治主張，並經由選舉取得政治權力。由此觀之，政黨菁英對政黨與政府決策發展、以及「認同政治」等研究議題而言，具有重要的關鍵影響力，也一直是重要的研究議題。 　　是故，那些人能為菁英？菁英如何獲取權位和政治權力？臺灣政治菁英的背景與甄補途徑，從威權至民主轉型以迄兩次政黨輪替至今又有何發展？本文嘗試從菁英理論出發，以國民黨籍第十四屆中常委至第十七屆中常委（1993-2008）為研究對象，藉由釐清民主化後至今的菁英甄補發展之脈絡，以分析國民黨籍菁英特質與甄補方式。 　　本文研究結果顯示，國民黨政治菁英甄補來源由早期黨職、公職選舉、考試、軍隊等四種途徑，隨本土化政策於1970年代轉變為本省籍技術官僚，至1986年民主化後在黨內權力鬥爭和在野黨競爭下，漸由民選政治菁英入主決策核心。政黨輪替後，國民黨中常會更由中央民代藉選舉實力及換票聯盟的運作而掌握多數席次，並漸有第二代繼承家族事業的發展趨勢。然而在菁英甄補來源日趨多元化的同時，其準黨國威權體制架構下的甄補機制民主化程度依然有限，促使國民黨將持續推動後續的改革。 / The political Elites obtain the power by elections through promoting the political opinion of the party platform and operation of the leading factor and national development. The Importance of the Elites has been an important research issue. Therefore, who will be the Elite? How do the elites take the power? What is the development of the elites of Taiwan from the authoritarian regime to now? Rested on the theories of Elite Recruitment. The thesis try to explore and analysis the background of the member and the recruitment mechanism of the members of the Kuomintang central committee form 14th to 17th (1993-2008). After The Party Transformation, the KMT legislators gain the most committee seats by their strength of electing and strategic alliance. There also have a transition within Political Family, However, as the more pluralism the member was, the demarcations of internal-party and the mechanism of recruitment wa insufficiency, by the way , the democratically reform of KMT both the mechanism of internal election and recruitment is necessary.