No description available.

No description available.

Thesis (M.B.A.)--Boston University

Not available / text

The study examines the potential of conjoint analysis to provide and apply quantitative data to situations previously limited to non-quantitative analysis within the selection process. Chapter I presents a brief introduction to the sales force selection process. A discussion of the importance of effective selection to the organization as well as an explanation of the objectives, methodology, research questions, and limitations complete the chapter. Chapter II provides a detailed description of the contemporary sales force selection process. The chapter explains the objective and subjective activities and techniques utilized by management in selection decisions. Chapter III describes the steps involved in conjoint analysis and the specific conjoint measurement technique employed in the study. The questionnaire employed and the source of data are described in Chapter IV. An analysis of the results of the research completes the chapter. Chapter V presents the summary, conclusions, and recommendations of the study.

<p>The increase in white-collar crimes has become a common feature around the globe and</p><p>its impact has left many conglomerates despaired affecting businesses, economies,</p><p>employees and families that are somehow related to these organizations. The famous</p><p>money laundering and accounting scandals such as; Parmalat, Adelphia, Yukos Oil</p><p>Company, Qwest Communications International, Tyco, and WorldCom, are true bitter</p><p>realities of the corporate world. The dilemma is costing enterprises great amounts of</p><p>money to set the image right that keeps on getting wrong. People are hired on loads of</p><p>relevant work experience with excellent academic backgrounds, yet the strain of</p><p>dishonesty lurks within the individual worker of an organization.</p><p>The purpose of the research is to investigate the dismal realities that occur within the</p><p>recruiters’ conscious or subconscious mind during a recruitment and selection process</p><p>(the gateway to an organization). Our objective is to identify the dimensions of enterprise</p><p>hypocrisy and to understand and explain the scenarios and the ways professionals are</p><p>trying to cope with the matter.</p><p>The recruiters see the white collar crimes as a potential rising concern and are using</p><p>personality test such as the OPQ 32 (Occupational Personality Questionnaire) together</p><p>with other methods (interviews, references, intuition, education, etc.) in hiring the right</p><p>candidate for the job, which hopefully would be potentially harmless to the organization.</p><p>The findings are not based on a systematic comparative study and can therefore only be</p><p>interpreted as indicative.</p>

The increase in white-collar crimes has become a common feature around the globe and its impact has left many conglomerates despaired affecting businesses, economies, employees and families that are somehow related to these organizations. The famous money laundering and accounting scandals such as; Parmalat, Adelphia, Yukos Oil Company, Qwest Communications International, Tyco, and WorldCom, are true bitter realities of the corporate world. The dilemma is costing enterprises great amounts of money to set the image right that keeps on getting wrong. People are hired on loads of relevant work experience with excellent academic backgrounds, yet the strain of dishonesty lurks within the individual worker of an organization. The purpose of the research is to investigate the dismal realities that occur within the recruiters’ conscious or subconscious mind during a recruitment and selection process (the gateway to an organization). Our objective is to identify the dimensions of enterprise hypocrisy and to understand and explain the scenarios and the ways professionals are trying to cope with the matter. The recruiters see the white collar crimes as a potential rising concern and are using personality test such as the OPQ 32 (Occupational Personality Questionnaire) together with other methods (interviews, references, intuition, education, etc.) in hiring the right candidate for the job, which hopefully would be potentially harmless to the organization. The findings are not based on a systematic comparative study and can therefore only be interpreted as indicative.

The auditing profession is a popular career choice among business graduates, and the Big N firms hire large cohorts of audit assistants every year. The auditing profession is special in the way that it has a defined career ladder, as well as a high employee turnover rate. The hiring process involves contact both with the HR department and auditors from the operating business. Since the audit assistants are not expected to have great technical knowledge at the beginning of their employment, other things than the actual auditing skills must be tested during the hiring process.   In prior research, studies have been conducted from the perspective of the applicant, rather than the organizational perspective. There has been relatively little research on the recruitment of auditors, and most research has been conducted in another context than a Swedish one. The research question used for this thesis is: How do audit firms hire entry-level audit assistants, and what profile is desired by the HR department and the operating business?   The main purposes of this study are to explore the hiring process and what profile is desired, from both the HR department’s perspective and the operating business’ perspective. The study is qualitative, and the data was collected through semi-structured interviews with delegates from the largest audit firms in Sweden. The sample consisted of eleven informants including seven auditors and four recruiters.  The empirical findings suggest that the Big N firms in Sweden hire through a centralized HR-department, with a standardized process that is similar among all the firms. A lot of responsibility lies with the HR-department, but the auditors make the final determination if the applicant will fit into the group. The most important characteristics desired of an audit assistant are found to be social skills, team ability, and dedication, and these are assessed at the different steps of the hiring process. Finally, the findings suggest that the HR department and the delegates from the operating business of the HR firms agree on what profile they are looking for, however, there is no formal way of evaluating the hiring process in any of the firms. The contributions of this thesis can be of use for various actors, for example audit firms when developing their hiring strategies, regulatory authorities when discussing the development of the industry and educational bodies and students when preparing for a career within auditing. From an academic perspective, this study can be used as a point of departure for future research.

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.

This diploma thesis deals with a type of efficiency improvement of the hiring process in a company, where agile methods are used for the development of its software products. The theoretical part describes specification of traditional and agile methods, and a profound description of the Scrum and Kanban methods and the use of agile methods for hiring activities. In the following part, there is issued an analysis of the current situation in the company oriented to HR department and suggesting possible solutions for discovered problems.