With the changes of time and the advancement of technology, the Internet increasingly popular in recent years, to the end of September 2007 only China's capital has reached 10 million online population, Internet penetration rate has increased to 44%, but also because Internet penetration, the development of different areas and the diversification of the network activities, and in the areas of human resources management, recruitment and selection activities have begun to use to the Internet, as a message transmission and the importance of screening candidates Media, Peters (2001) think that employers and candidates, the Internet has already caused the employment process (hiring process) of the revolution, Anderson (2003) also pointed out that over the past 10 years, many multinational companies have been shifting the focus of recruitment Mainly to the Internet to recruit. Therefore, this study of Internet recruitment organizations in the contents of the brand and recruiting candidates and influence the organization attractive to the Internet to recruit candidates for the attitude of intermediary variables. This research explores the relationships among organizational brand, recruiting contents, applicant attitudes to e-recruiting and organization attractive. Research has 161 effective samples. This research use kinds of statistical analysis includes description analysis, factor analysis, effective analysis, regression analysis, AVOVA and multiple mediating analysis. The main findings are: 1. The organizational brand has positive influence with organizational attractive in e-recruiting. 2. The recruiting contents has positive influence with organizational attractive in e-recruiting. 3. The organizational brand has positive influence with applicant attitudes in e-recruiting. 4. The recruiting contents has positive influence with applicant attitudes in e-recruiting. 5. The applicant attitudes has positive influence with organizational attractive in e-recruiting. 6. The organizational brand has not affect organizational attractive via mediating variable of applicant attitude in e-recruiting. 7. The recruiting contents has not affect organizational attractive via mediating variable of applicant attitude in e-recruiting. Key Words: Organizational brand, Recruiting contents, Applicant attitude, Organizational attractive

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Previous research has shown that it is common for job candidates to use faking tactics in the context of employment interviews, but situational antecedents of applicant faking has been understudied. Using an experimental design, we aimed to investigate if descriptive and injunctive norms interact to influence the intention to engage in mild types of faking during job interviews.The data were collected through an online survey, where participants (N = 447) were asked to rate their intentions to fake in a hypothetical scenario after being exposed to one out of four norm conditions or being assigned to a no norm control condition. The results did not support the hypotheses, as the respondents presented with both descriptive and injunctive honesty norms did not express significantly lower faking intentions than the respondents that were exposed to two unaligned norms or those in the control group. Moreover, no difference was observed between the participants that were presented with both descriptive and injunctive faking norms and the respondents in the norm condition in which a descriptive faking norm and an injunctive honesty norm were signaled. The participants presented with two faking norms also did not differ significantly from the control group. Thus, the findings do not support the idea that the exposure to two aligned norms influences people’s faking intentions, at least in this specific context. However, more research is needed on this topic before any general conclusions can be drawn.

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This is an examination of the predictive validity of two personality scales, the NEO PPI and the CRT-HR when administered to a sample of 595 Psychiatric Aide job applicants. The research design also tests the moderating advantages of two faking suppression techniques, the use of a lie scale and warning the test takers. The individual applicant profile provided by the screen was evaluated with criterion including turnover, performance, absenteeism and employee injury collected six months after employment began.

The aim of this thesis is to collect, sort and describe the information about how to prepare for baptism. Another aim of the work is find a possible offer for the formation model of preparation for baptism currently, applicable to all can-didates for baptism. In the first part of this thesis are Described the various themes of baptism. Further is Described difference between the baptism of child and adult baptism. In this thesis is not omitted the question of baptism in Christ and baptism in the church. Chapter of the history tries to reflect the preparation for baptism in other periods of Christian history and consider the question preparation for baptism and her hints from the perspective of the New Testament. The Acquired information and experience I have tried to hint of this, why is it nowadays essential to direct the preparation for baptism to be discussed on the basis of preparation for baptism of children and adults. At the end was an at-tempt to presentation of several real practices in preparation for baptism from the selected preachers. I attempted to describe different Approaches to preparing for the baptism of in terms of individuality and uniqueness of each candidate. In this work I also acquired from my own experience in the Evangelical Church of Czech Brethren. Furthermore, I also studied...

This thesis is called "The Problems of the Preparation for a Baptism". It deals with the theme of the preparation for a baptism in current practical-theoretical circumstances. Its main purpose is to study the conceptions, the emphasis and the fundamental aspects of the preparation for a baptism of se-lected representatives of Cristian churches: the Latin Church, the Evangelical Church of Czech Brethren, and on the field of German Protestant churches. The work advances in five steps. At first the work deals with the question of a baptism, pre-baptismal prepa-ration and the baptism of children in the New Testament. Then it describes selected catechetical processes throughout history up to their extinction. In the third part it reflexes the procedures of the particular reformation movements. The fourth part of the work deals with concrete selected churches and their approach to the preparation for a baptism that are at first conceived from a the-oretical point. Later it is based on concrete authors and their rendition of the preparations for a baptism. In the fifth part there is a conclusion of those par- ticular preparations, their basic aspects and their classification into several thematic areas. Powered by TCPDF (www.tcpdf.org)

Job applicants often falsify information in their application materials. Using the disparate impact theory as the conceptual framework, the purpose of this multiple case study was to identify strategies Human Resource professionals use to complete effective background checks while maintaining compliance with federal regulations. I collected data by interviewing executives of 3 organizations located in the Southwest region of the United States, who had successful strategies for performing background checks to identify falsified information in the application process. I assured the validity and reliability of the data by reviewing organizational documents and member checking of the interpretation of the data. Through the thematic analysis process, 6 themes emerged: employment verification, education verification, professional reference checks, criminal background checks, the cost of background checks, and background check guidelines and policies. Leaders adapting the above findings could enhance communications within their organizations, and improve the perceived transparency, profitability, and sustainability of a company. Implication for positive social change include leaders' opportunity to preserve organizational sustainability and improve the economic climate in communities in which the organization operates, resulting in corporate transparency, fair hiring practices, and a reduction of recidivism in criminal activities.

The point of the study is to investigate educational and vocational counselors' strategies on drop in calls. In order to answer the purpose, the issues concerning the educational and vocational counselors' strategies and guidance models/methods at drop-in calls investigated. Qualitative interviews were conducted with six educational and vocational counselors'. In the study it appears that the educational and vocational counselors' are unable to have any strategies for drop-in conversation because the applicant will come spontaneously and the educational and vocational counselors' lack information about the individual and its purpose of the interview. Guidance models/methods designed to facilitate for the applicant and give them a sense of understanding about them selves there environment and results in a clarification of the election, not often used during the drop-in calls.These are not often used due to the lack of time because the intention of the call is to provide with information to the applicant in as little time as possible. In an educational and vocational counselors’ perspective the guidance that is offered at drop-in calls defective.

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.