• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.384-392
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• 2011

Recruitment and selection are separate but mutually reinforcing processes. The goal of recruitment is to attract the largest number of applicants possible to apply to the agency, and selection is the process of weeding out unqualified candidates and identifying qualified candidates. In this context, the recruitment and selection system of police officials is an important issue because it affects their future performance as police officers on the job, especially their policing skills, perception of society, occupational ethics. This study suggested the characteristics of U. S. recruitment and selection system of police officials. In the U. S, each police agency sets up its own recruitment and selection standards and procedures. However, recruitment and selection process follows a certain sequence : receiving application, psychological examination, background check, polygraph test, drug screening, interview, physical agility, and medical test. Special characteristic of American police system regarding recruitment and selection is that many law enforcement agencies use a polygraph test to ensure the integrity of the candidates. Another interesting screening process is a drug test because many Americans abuse illegal drugs. A candidate officer must submit urine or a hair sample for screening test. Police human resources specialists should continually identify the most innovative tests and approaches recruit and select police officers. Recruitment and selection strategies should increasingly attract and retain those officers who have the attributes to work in a community-oriented policing environment.

• International Journal of Knowledge Content Development & Technology
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• v.12 no.2
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• pp.29-40
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• 2022

The study investigated the challenges of recruitment and selection process of librarians in federal university libraries in South-South, Nigeria. The study adopted a descriptive survey. The population of the study consists of 108 librarians. 95 copies of the questionnaire were filled and returned. The questionnaire was used in collecting data. The overall reliability of the instrument yielded 0.95 with the use of Cronbach Alpha Coefficient. Standard deviation and mean was used to generate the data that was gathered. The rating scale of 4 points was subjected to an estimation procedure using SPSS version 17.0. A mean score of 2.5 and above on any item was accepted. The findings revealed that the librarians identified the challenges to include ethnicity influence; favouritisms; recruitment based on godfatherism; dwindling budgetary allocation. The librarians also identified some of the strategies to include performance at interview as benchmark; equity and fairness as benchmark; recruitment should be done according to relevant discipline; and having channels for reporting cases of corruption during recruitment. Based on the above findings the study recommended among others that recruitment and selection of qualified librarians should be done according to the laid down procedures.

• Korean Journal of Childcare and Education
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• v.16 no.2
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• pp.25-45
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• 2020

Objective: The purpose of this study is to explore daycare-center director's perceptons of recruitment and to understand how hire beginning teachers. Methods: One hundred twenty-five directors of daycare-centers in Seoul, Incheon, and Gyeonggi-do Province answered a questionnaire that was developed by researchers. The results were analyzed by frequency analysis, descriptive statistics and multiple response analysis through SPSS 18.0. Furthermore, 17 of the directors that participated in the study were given individual interviews by qualitative methods for research. Results: First, 56.8% of the directors felt difficulty to employ beginning teachers because of 'lack of information about them' and 'uncertainty of practice capability.' On the other hand, other directors of daycare-centers said that they hire them for 'high acceptance' and 'operational efficiency of the daycare-center.' Second, the main way to recruit teachers for daycare-centers is open recruitment, and through recommendations of acquaintances or through colleges in relevant fields. Professional talent and personal characteristics were important selection criteria for recruitment, and daycare-center directors used interviews, résumés, cover-letters, and demo classes for the hiring process. Primarily, most directors select candidates through résumés and cover-letters, and the final selection is completed by conducting interviews. Conclusion/Implications: In conclusion, this study can be useful to prepare beginning teachers for employment and for educating applicants.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.8
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• pp.613-624
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• 2021

The use of social networking sites (SNS) for e-recruitment has shifted the focus away from traditional hiring and selection processes. They are commonly used in the search and acquisition of new employees and are projected to expand in the near future as an e-recruitment tool. However, there is a lack of material on SNS and their impact on an employers' intention to use these sites for e-recruitment, in the context of Malaysia. Hence, there is an acute necessity for research on the extent that the features of SNS can influence the employers' intention to use SNS for e-recruitment and to know how to keep utilizing the platform for future e-recruitment. This study aims to identify the key features of SNS that lead to employers' intention to use SNS for e-recruitment in Malaysia. In this cross-sectional study, random sampling was utilized to obtain data from 198 recruitment professionals using online survey. The findings show that data quality, reliability, networking spectrum and simplicity of navigation of SNS are the key predicting factors for intention to use SNS for e-recruitment. Therefore, employers should acknowledge these key features of SNS to achieve their e-recruitment goals.

• Convergence Security Journal
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• v.14 no.3_1
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• pp.3-9
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• 2014

NCOs of the amy-navy-air force are the foundation in maintaining, developing and leading the army making manpower aquisition very important. Currently, the operation or the recruitment business is being overlapped by each training institutions leading to uneffectively decreasing the curiosities of the applicants regarding their future. Even though the NCO selection policy is strong in the aspect of retaining uniqueness, use of acquired specialist, and statute revision, it is showing insufficiency in publicizing, selection effectiveness, promotion of peoples' conveniency, and budget reduction. Therefore, if the unification regarding the recruitment of each military sectors are run by the MMA(Military Manpower Administration), which is the institute that is fully responsible for the recruitment duty, it can acquire excellent man power while decreasing effort and resources, provide accurate information to the NCO applicants on time, and provide improved services through the convenient facilities and systems.

• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.404-413
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• 2008

The ultimate goal of human resource management is to improve the organization's performance. This study explored how human resource management practices such as recruitment and selection, training and development, compensation and benefits, and performance appraisal affect the organizational commitment of Korean hotel restaurants. The results of this study shows that recruitment and selection, training and development have influence on affective organizational commitment, while compensation and benefits, and performance appraisal have impact on continuance organizational commitment. These findings have significant implications in presenting a new directions for human resource management in the operation of hotel restaurant business.

• Korean Journal of Social Welfare
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• v.59 no.2
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• pp.277-302
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• 2007

This study aimed at understanding the staff recruitment process of social welfare organization and providing specific practical implications for better practice in the process. To achieve this, we have contacted a community welfare center which has decided to adopt open and multi-method approach in recruitment process. The data has been collected through in-depth interviews, participatory observation and documents review. Case study analysis has been used for data analysis. The research findings have been presented at five different processes, i.e. recruitment advertisement, documents screening, job interview, selection and result announcement, appointment. A number of themes has been raised such as 'By others faults wise men correct their own', 'Lessons from experience', 'No two men are of a mind', 'Lack of speciality in recruitment methods of social welfare organization'. These themes have been discussed in detail. In conclusion, we have made some practical suggestions for both social welfare organization and job applicants concerning recruitment process.

• The Journal of Information Technology
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• v.10 no.2
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• pp.11-27
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• 2007

This thesis is analysing localization of human resources recruitment in the overseas investment of the Korean firms. The main results of the analysis can be summarized as follows: first, Korean overseas local corporations have achieved localization for physical workers. But localization above middle manager level is very poor. Second, local corporations are managed by the employee from Korean parent company. Third, parent company mentioned language ability, work process ability of local business, responsibility, leadership as selection basis for the workers in overseas local corporations. Localization propel strategy of local corporation human resources recruiting : (1) human resources recruiting strategy is the strategy of outsider. simple global human resources recruiting strategy is the recruiting of person dispatched from headquarter rather than local human resources (2) human resources recruiting strategy is the strategy of multidomestication. multidomestication human resources recruiting strategy is the strategy to use in case of stabilization in local area.

• The Journal of Information Systems
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• v.28 no.2
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• pp.25-52
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• 2019

Purpose Despite the recent increase in the use of selection tools using artificial intelligence (AI), far less is known about the effectiveness of them in recruitment and selection research. Design/methodology/approach This paper tests the impact of AI-based initial screening and interview on intentions to apply. We also examine the moderating role of individual difference (i.e., reliability on technology) in the relationship. Findings Using policy-capturing with undergraduate students at a large university in South Korea, this study showed that AI-based interview has a negative effect on intentions to apply, where AI-based initial screening has no effect. These results suggest that applicants may have a negative feeling of AI-based interview, but they may not AI-based initial screening. In other words, AI-based interview can reduce application rates, but AI-based screening not. Results also indicated that the relationship between AI-based initial screening and intentions to apply is moderated by the level of applicant's reliability on technology. Specifically, respondents with high levels of reliability are more likely than those with low levels of reliability to apply for firms using AI-based initial screening. However, the moderating role of reliability was not significant in the relationship between the AI interview and the applying intention. Employing uncertainty reduction theory, this study indicated that the relationship between AI-based selection tools and intentions to apply is dynamic, suggesting that organizations should carefully manage their AI-based selection techniques throughout the recruitment and selection process.

• The Journal of Advanced Prosthodontics
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• v.5 no.2
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• pp.204-208
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• 2013

PURPOSE. The purpose of this study was to evaluate the effectiveness of a promotion campaign for subject recruitment and selection, and reasons of withdrawal from a prospective clinical trial of mandibular two-implant supported overdenture. MATERIALS AND METHODS. The subjects of this study were participants in a randomized controlled clinical trial for investigating prognosis of implants and overdentures with attachments. Recruited subjects were classified by gender, age, and participation motives. Withdrawal rate of the participants before and after enrollment were evaluated. RESULTS. 177 patients were recruited and 51 patients were enrolled for the trial. Among them, 40 participants eventually took part in the trial. 116 subjects (65.5%) were recruited by advertisement and 61 (34.5%) were referred by patients of the hospital or local clinics. Regarding recruitment effectiveness, newspaper recruited the largest number of participants. With respect to referral patients, the proportion of our hospital patients was higher (37/61). Subjects in their 70s comprised the largest proportion (22/51). The male to female ratio was similar (25:26). Final withdrawal rate of all subjects were 74.0%. Among the reasons for withdrawal from enrollment (n=126) presence of remaining teeth and lack of motivation were the most common reasons. CONCLUSION. To facilitate recruitment of clinical trial subjects and improve enrollment rate, it is important to obtain a sufficient number of researchers, perform promotion activity with diverse strategies, cooperate with local dentists, increase the research funding, and alleviate subjects' fear against clinical trials by thorough consultation.