Job descriptions are one of the major mechanisms that organizations use to convey job and company information to job applicants. Consequently, job descriptions play a major role in the recruitment process to attract job candidates. However, it is unclear whether the quality of a job description influences a job applicant’s decision making. It is in the organizations’ interest to understand this phenomenon to make better decisions on how to present job descriptions in order to achieve qualified applicants and a desirable applicant pool size. The purpose of this thesis is to determine the impact of the quality of information of job descriptions on a job applicant’s decision to pursue a job. A model is developed to quantify job descriptions. The developed model contains three axes: i) x-axis – job description components, ii) y-axis – information quality dimensions, and iii) z-axis – job industries. This investigation analyzed 127 job descriptions for students majoring in accounting at the University of Waterloo to determine the relationship between the qualities of different components of the job descriptions with the corresponding number of applications. The results of this investigation suggest that information quality has a positive impact on job applicants’ decision to pursue a job. In addition, information quality has different magnitudes of impact for jobs that have similar organization reputation or geographic location. Future research is recommended to analyze other information quality dimensions by using a similar experimental approach as the one used in this thesis.

This study investigated the Big Five as predictors of procedural justice perceptions. Perceptions of a personality test, an assessment interview, a cognitive test, and the process as a whole were measured immediately after testing and again after the selection process outcome was known. The strongest pattern of relationships emerged between extraversion and procedural justice perceptions of the personality test and the individual assessment interview. No other personality factors were consistently predictive of procedural justice perceptions. Selection process outcome was not predictive of procedural justice perceptions. Comparisons across measures revealed that applicants perceived the assessment interview more positively than the personality test or the cognitive test and that applicants perceived the process as a whole more positively than the individual measures.

The purpose of this study was to evaluate whether the personality trait elevation between honest and applicant contexts that has been widely seen throughout the personality and selection research is merely universal, blatant trait elevation, or whether something else is underlying this faking behavior. By obtaining both honest and applicant context personality responses in which respondents were provided with focal job knowledge, this study determined that while there is near-universal trait elevation across seven personality traits, there is, in fact, some trait differentiation between jobs. As such, this study provided some evidence of knowledgeable faking, defined as distortion of personality test responses based on knowledge of the job being applied to, within applicant contexts.

Målet med rekrytering är att identifiera och attrahera potentiella arbets-sökanden utan att påverka dessa negativt. Tidigare forskning har visat att kandidatupplevelsen påverkas av huruvida den arbetssökande upplever rekryteringsprocessen som rättvis. Syftet med denna studie var att undersöka hur en rekryteringsprocess upplevs av arbetssökanden samt om kön, generationstillhörighet respektive arbetsgivarens attraktivitet har ett samband med kandidatupplevelse. Även skillnader utifrån ansökt yrkesområde, hur långt kandidaten tog sig, samt hur kandidaten fick det slutgiltiga beskedet undersöktes. Deltagare var 1261 arbetssökanden, varav 1009 var män, som under en sexmånadersperiod sökt arbete på ett stort svenskt industriföretag. Utifrån mätinstrumentet Selection Procedural Justice Scale (SPJS) utformades en webbenkät. Resultatet visade att det finns en skillnad i kandidatupplevelse utifrån kandidatens utfall i rekryteringsprocessen, mottagandet av slutgiltigt besked samt hur attraktiv arbetsgivaren anses vara. Rekryterare bör vara noga med att väsentlig återkoppling når varje kandidat. Undersökningen bidrog med nya insikter om kandidatupplevelse, främst utifrån individuella skillnader.

This thesis deals with financial possibilities in water resources management. The thesis submits a general view of utilization of financial resources possibilities to improve the quality of water resources management from both national and European resources. The analysis of financial support availability is also the part of the thesis. The result is that available financial resources are insufficient because they do not satisfy all applicants. Another scope of this thesis was the process of sample projects from different supported programs. They should serve to potential applicants as a guideline for request submission so applicants have no worries about managing of the whole grant application process. Processed projects were compared according to specific criteria which resulted in suggested recommendations for the improvement of application processes.

The target of this dissertation work is the process of analysis of recruitment and selection of employees for a manufacturing company. The strength and weakness of this process depends on acquired information and knowledge. The contribution of this work consists of specific improvements and recommendations in this domain which can help increase the effectiveness in recruitment and selection of employees. The basis for the empirical part of this work consists of consultations with employees of the HR department and the analysis of internal materials. This system is compared with theoretical and generally valid principles. Questionnaire enquiry, with cooperation of new employees and employees of HR department, are used in the second phase. Respondents are asked about the satisfaction of the processes applied in hiring. Employees of HR department are questioned regarding the procedure used in hiring of new employees.

This diploma thesis deals with the process of recruitment, selection, hiring and adaptation of employees in the R3 group organization. As a small business, the thesis contains even specifics of this kind of business and associated differences in personnel work. The thesis is divided into two main parts, the theoretical and the practical part. In the theoretical part selected personnel activities are characterized whose knowledge forms the theoretical basis for the practical part. The second part is focused on the exploration of contemporary set of processes of recruitment, selection, hiring and adaptation in R3 group organization. The aim of this thesis is to evaluate the current system of leading to the improvement of the process.

Diploma thesis deals with the recruitment process and focuses specifically on the method of advertisements on the internet. I decided to analyze and categorize the job offers for middle managers, which were publicated on selected job website for certain period and then contact companies that advertised with questionnaire. The aim of the thesis is to find out whether the companies were able to obtain sufficient number of suitable applicants and to what extent was it influenced by the fact whether the advertisers acted in the way they could attract suitable candidates for the job in middle management positions.

The thesis deals with the analysis and evaluation of the locating structures according to the building Act in the locality of the municipality Pozorice. In the theoretical part are characterized the forms of the territorial decisions with their detailed structure. In the practical section there are analysed plots in the context of the village Pozorice, using regulartors of the territorial planning documentation with the subsequent evaluation. The downstream section of the practical part is accompanied by placing the buildings on the land, from the location of the building, after the issuance of the building permit. At the conclusion of the thesis there are summarizes the objectives and results of the work.

The diploma thesis analyzes the marketing strategy of selected secondary school, with regard to the interest of the potential applicants for study. It specifies the basic principles of marketing, especially of school marketing. By questionnaire survey was to determine the factors that most affect future applicants for study. On the base of the research results it was made a proposal of measures for the school management to increase the interest of the that secondary school.