The Experts below are selected from a list of 88908 Experts worldwide ranked by ideXlab platform
Uzoechi Nwagbara - One of the best experts on this subject based on the ideXlab platform.
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The role of social media in e-Recruitment Process: empirical evidence from developing countries in social network theory
Journal of Enterprise Information Management, 2020Co-Authors: Mushfiqur Rahman, Erhan Aydin, Mohamed Haffar, Uzoechi NwagbaraAbstract:PurposeThis study aims at demonstrating how social media shape the Recruitment and selection Processes of individuals in developing countries. It further explores the impacts of social media on business productivity, cost efficiency, widening of search, less employee turnover and competitive advantage mediated by adopting e-Recruitment Processes. This research adopts social network theory to discuss the findings and highlight the new mechanisms that legitimise business manipulation in e-Recruitment Process by exploring the usage of social media.Design/methodology/approachSecondary data based on literature review is triangulated with 37 semi-structured qualitative interviews with managerial and non-managerial members of staff.FindingsThe findings show that e-Recruitment has immense advantages to businesses. However, the authors also consider the dark side of social media and e-Recruitment Process by considering social network theory as a manipulation tool in organisations of developing countries.Originality/valueHaving adopted the social network theory, this research highlights the new mechanisms that legitimise business manipulation in e-Recruitment Process. Thus, it demonstrates technological advancements that reshape the dynamics of social networks and Recruitment Processes.
Rüdiger Kabst - One of the best experts on this subject based on the ideXlab platform.
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Recruitment Process Outsourcing and Applicant Reactions: When Does Image Make a Difference?
Human Resource Management, 2014Co-Authors: Marius Claus Wehner, Angelo Giardini, Rüdiger KabstAbstract:Many organizations transfer parts of their Recruitment Process to external service providers—often referred to as Recruitment Process outsourcing (RPO)—to save costs and enhance the quality of their Recruitment procedures. However, contrary to the expectations regarding RPO, Wehner, Giardini, and Kabst (2012) found that RPO might cause negative reactions to Recruitment procedures among graduates. We extend that study by incorporating a brand equity perspective in examining whether employer image and service provider image counterbalance negative reactions among graduates. Utilizing a scenario-based, between-subject design, we obtain results that show that the extent of RPO negatively influences applicant reactions regardless of the employer's or service provider's image. Furthermore, we find negative mediating effects of RPO on job acceptance intention. However, the perceived fit between employer image and service provider image positively influences applicant reactions. Moreover, employer image positively influences employer attractiveness and service provider image positively influences applicants’ satisfaction with the Recruitment Process. Thus, a strong employer image and service provider image partially compensate for the negative effects of RPO on applicant reactions. © 2014 Wiley Periodicals, Inc.
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Graduates' reactions to Recruitment Process outsourcing: A scenario‐based study
Human Resource Management, 2012Co-Authors: Marius Claus Wehner, Angelo Giardini, Rüdiger KabstAbstract:This study examines how successive outsourcing of Recruitment activities to an external provider—also known as Recruitment Process outsourcing (RPO)—affects graduates' reactions. Using an experimental scenario technique, a total of 158 graduates participated in four hypothetical scenarios that have been developed as an experimental between-subject design. Results provide support for negative effects of the extent of RPO on graduates' satisfaction with the Recruitment Process and company attractiveness. More-over, mediated by graduates' satisfaction with the Recruitment Process and company attractiveness, an increasing extent of RPO negatively influences job-acceptance intentions. © 2012 Wiley Periodicals, Inc.
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graduates reactions to Recruitment Process outsourcing a scenario based study
Human Resource Management, 2012Co-Authors: Marius Claus Wehner, Angelo Giardini, Rüdiger KabstAbstract:This study examines how successive outsourcing of Recruitment activities to an external provider—also known as Recruitment Process outsourcing (RPO)—affects graduates' reactions. Using an experimental scenario technique, a total of 158 graduates participated in four hypothetical scenarios that have been developed as an experimental between-subject design. Results provide support for negative effects of the extent of RPO on graduates' satisfaction with the Recruitment Process and company attractiveness. More-over, mediated by graduates' satisfaction with the Recruitment Process and company attractiveness, an increasing extent of RPO negatively influences job-acceptance intentions. © 2012 Wiley Periodicals, Inc.
Mushfiqur Rahman - One of the best experts on this subject based on the ideXlab platform.
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The role of social media in e-Recruitment Process: empirical evidence from developing countries in social network theory
Journal of Enterprise Information Management, 2020Co-Authors: Mushfiqur Rahman, Erhan Aydin, Mohamed Haffar, Uzoechi NwagbaraAbstract:PurposeThis study aims at demonstrating how social media shape the Recruitment and selection Processes of individuals in developing countries. It further explores the impacts of social media on business productivity, cost efficiency, widening of search, less employee turnover and competitive advantage mediated by adopting e-Recruitment Processes. This research adopts social network theory to discuss the findings and highlight the new mechanisms that legitimise business manipulation in e-Recruitment Process by exploring the usage of social media.Design/methodology/approachSecondary data based on literature review is triangulated with 37 semi-structured qualitative interviews with managerial and non-managerial members of staff.FindingsThe findings show that e-Recruitment has immense advantages to businesses. However, the authors also consider the dark side of social media and e-Recruitment Process by considering social network theory as a manipulation tool in organisations of developing countries.Originality/valueHaving adopted the social network theory, this research highlights the new mechanisms that legitimise business manipulation in e-Recruitment Process. Thus, it demonstrates technological advancements that reshape the dynamics of social networks and Recruitment Processes.
Marius Claus Wehner - One of the best experts on this subject based on the ideXlab platform.
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Recruitment Process Outsourcing and Applicant Reactions: When Does Image Make a Difference?
Human Resource Management, 2014Co-Authors: Marius Claus Wehner, Angelo Giardini, Rüdiger KabstAbstract:Many organizations transfer parts of their Recruitment Process to external service providers—often referred to as Recruitment Process outsourcing (RPO)—to save costs and enhance the quality of their Recruitment procedures. However, contrary to the expectations regarding RPO, Wehner, Giardini, and Kabst (2012) found that RPO might cause negative reactions to Recruitment procedures among graduates. We extend that study by incorporating a brand equity perspective in examining whether employer image and service provider image counterbalance negative reactions among graduates. Utilizing a scenario-based, between-subject design, we obtain results that show that the extent of RPO negatively influences applicant reactions regardless of the employer's or service provider's image. Furthermore, we find negative mediating effects of RPO on job acceptance intention. However, the perceived fit between employer image and service provider image positively influences applicant reactions. Moreover, employer image positively influences employer attractiveness and service provider image positively influences applicants’ satisfaction with the Recruitment Process. Thus, a strong employer image and service provider image partially compensate for the negative effects of RPO on applicant reactions. © 2014 Wiley Periodicals, Inc.
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Graduates' reactions to Recruitment Process outsourcing: A scenario‐based study
Human Resource Management, 2012Co-Authors: Marius Claus Wehner, Angelo Giardini, Rüdiger KabstAbstract:This study examines how successive outsourcing of Recruitment activities to an external provider—also known as Recruitment Process outsourcing (RPO)—affects graduates' reactions. Using an experimental scenario technique, a total of 158 graduates participated in four hypothetical scenarios that have been developed as an experimental between-subject design. Results provide support for negative effects of the extent of RPO on graduates' satisfaction with the Recruitment Process and company attractiveness. More-over, mediated by graduates' satisfaction with the Recruitment Process and company attractiveness, an increasing extent of RPO negatively influences job-acceptance intentions. © 2012 Wiley Periodicals, Inc.
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graduates reactions to Recruitment Process outsourcing a scenario based study
Human Resource Management, 2012Co-Authors: Marius Claus Wehner, Angelo Giardini, Rüdiger KabstAbstract:This study examines how successive outsourcing of Recruitment activities to an external provider—also known as Recruitment Process outsourcing (RPO)—affects graduates' reactions. Using an experimental scenario technique, a total of 158 graduates participated in four hypothetical scenarios that have been developed as an experimental between-subject design. Results provide support for negative effects of the extent of RPO on graduates' satisfaction with the Recruitment Process and company attractiveness. More-over, mediated by graduates' satisfaction with the Recruitment Process and company attractiveness, an increasing extent of RPO negatively influences job-acceptance intentions. © 2012 Wiley Periodicals, Inc.
David Wall - One of the best experts on this subject based on the ideXlab platform.
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Reliability of a regional junior doctor Recruitment Process.
Medical teacher, 2007Co-Authors: Helen M Goodyear, Deepthi Jyothish, Vinod Diwakar, David WallAbstract:Recruitment to Paediatric Senior House Officer (SHO) posts has traditionally been undertaken by each individual hospital trust. This study looks at a regional Recruitment Process. Shortlisting was carried out in a single day marking application forms according to set criteria. A 3 station interview was used. Reliability for both shortlisting and interviews was high (G co-efficients > or = 0.8). This regional Recruitment Process for SHOs showed high reliability and is a model applicable to all specialties.
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Reliability of a regional junior doctor Recruitment Process.
Medical Teacher, 2007Co-Authors: Helen Goodyear, Deepthi Jyothish, Vinod Diwakar, David WallAbstract:Introduction: Recruitment to Paediatric Senior House Officer (SHO) posts has traditionally been undertaken by each individual hospital trust. This study looks at a regional Recruitment Process.Methods: Shortlisting was carried out in a single day marking application forms according to set criteria. A 3 station interview was used.Results: Reliability for both shortlisting and interviews was high (G co-efficients ≥0.8).Discussion: This regional Recruitment Process for SHOs showed high reliability and is a model applicable to all specialties.
