Job Search

A free system built on Google Drive & Google Sheets that standardizes job applicants' records and makes it very easy for a placement director to compile a "Joint Report" (with 2 clicks) that integrates job application data from multiple applicants. The Joint Report can then be shared with faculty in the department at large to keep them informed about applicants' activities. The system runs on scripts that are embedded in google sheets, but is very user-friendly. (Nobody ever needs to see the scripts).

The Job selection process in today's global economy can be a daunting task for prospective employees no matter their experience level. It involves a detailed search of newspapers, job websites, human agents, etc, to identify an employment opportunity that is perceived compatible to abilities, anticipated remuneration and social needs. Search sites such as Seek, Academickeys.com, Careerbuilder.com, Job-hunt.org, Monster.com, etc allow prospective employees to register online and search and apply for employment. However most do very little to profile employers against employees or even attempt to confirm the validity of the data submitted by prospective employees. Also no information exists on feedback of the employer too on various criteria submitted by employees. Taking all these into consideration we here have proposed an intelligent agent (instead of the human agent) to perform the same search operations by interacting with the employer and job search coordinator agents. The proposed solution would involve the creation of an applicant, job search and employer agents that would use fuzzy preference rules to make a proper decision in getting a list of jobs based on the user's search criteria and also feed the rating of the employer based on feedback submitted by the past & current employees which is unique and first of its kind. All results applicable are organized based on a dynamic calculation of expected utility from highest to lowest and displayed as the job search listing. The system would use ANDROID 2.2, JADE-LEAP and the Google API to provide a robust, user friendly solution.

... Eddy SW Ng, Management and Human Resources Department, College of Business Administration, California State Polytechnic University, Pomona ... an abundant of literature that focused on applicant attraction strategies and organisational recruitment practices (eg Barber ...

Toplam kalite yönetiminin geçtiğimiz on yıl içerisinde artan önemine rağmen, Türkçe literatürde kritik kalite faktörlerinin belirlenmesi ve kullanımına yönelik sistematik bir çaba bulunmamaktadır. Bu eksikliği gidermek amacı ile bu çalışmada, Saraph ve diğ. (1989) tarafından belirlenen kritik kalite faktörlerinin Türk firmaları için geçerli olup olmadığı sorgulanmıştır. Bunun için orijinal soru formu Küçük ve Orta Ölçekli Sanayi Geliştirme ve Destekleme İdaresi Başkanlığı (KOSGEB) üyesi 400 firmaya gönderilmiş olup, ankete 84 firma cevap vermiştir. Bu firmalardan elde edilen veriler kullanılarak ölçeğin güvenilirlik ve geçerliği test edilmiştir. Analiz sonuçları, Saraph ve diğ. tarafından geliştirilen ölçeğin Türk firmalarının kalite yönetimi uygulamalarını değerlendirmek için kullanılabilecek güvenilir ve geçerli bir araç olduğunu göstermektedir. Ölçeğin kullanım alanları ayrıca tartışılmıştır.

This article examines HR managers’ and employees’ views on the factors affecting employee retention. This is done by integrating findings from the literature on retention management with the theoretical framework of the psychological contract. In a first study a sample of HR managers from a diverse group of public and private firms described the factors they believed to affect employee retention and the retention practices set up in their organization. In a second study, a large and diverse sample of employees reported on the importance attached to five types of employer inducements commonly regarded as retention factors. They also evaluated their employers’ delivery of these inducements and provided information on their loyalty, intentions to stay and job search behaviors. The results of both studies are discussed and implications for HR managers are highlighted.

This article presents a meta-analysis of recent microeconometric evaluations of active labour market policies. We categorise 199 programme impacts from 97 studies conducted between 1995 and 2007. Job search assistance programmes yield relatively favourable programme impacts, whereas public sector employment programmes are less effective. Training programmes are associated with positive medium-term impacts, although in the short term they often appear

Les recherches antérieures sur les sites de réseaux sociaux se sont concentrées sur l'utilisation qu'en font les adolescents. Cependant, les adolescents qui ont commencé à utiliser les sites de réseaux sociaux au cours de la première décennie des années 2000 terminent maintenant leurs études universitaires. Par conséquent, les professionnels de la recherche d'emploi prodiguent plusieurs conseils à ces jeunes au sujet des sites de réseaux sociaux et de la présence en ligne. L'efficacité de ces conseils et de la présence sur les sites de réseaux sociaux lors de la recherche d'emploi n'a pas encore été évaluée. Nous nous penchons, dans cette étude, sur la question suivante : « Quels facteurs de la présence sur les sites de réseaux sociaux influencent l'obtention d'un emploi? ». Plus particulièrement, nous nous intéressons à la perception qu'ont les chercheurs d'emplois de l'utilité de la participation sur les sites de réseaux sociaux
lors de l'obtention d'un emploi.
Après avoir défini les aspects de la participation sur les sites de réseaux sociaux et les possibles variables modératrices, nous avons composé un questionnaire qui a été envoyé aux finissants récents de l'Université de Sherbrooke en gestion de l'information et des systèmes.
Les résultats démontrent de manière surprenante que la plupart des répondants ne considèrent pas que leur participation sur les sites de réseaux sociaux les ait aidés lors de l'obtention d'un emploi. Malgré ce constat, certains aspects de la participation sur les sites de réseaux sociaux semblent avoir une influence sur l'obtention d'un emploi. La présente recherche permet de mettre en lumière ces différents aspects clés.

This paper examines the importance of informal methods (especially social networking) to the job search strategies used by unemployed people. It compares three areas: a small rural town; a larger, more sparsely populated, remote rural area; and a centrally-located, peri-urban labour market. The analysis is based first on survey research undertaken with 490 job seekers across the study areas. Emerging issues were then followed up during a series of twelve focus groups. The survey research showed that job seekers in the rural study areas were significantly more likely to use social networks to look for work. However, those who had experienced repeated or long-term periods out of work, the unskilled and young people were significantly less likely to use such networks. Focus groups confirmed the perceived importance of social networking to the job search process in rural areas, in contrast to the more marginal role such methods appear to play in peri-urban settings. For many rural job seekers, formal job search activities conducted through Jobcentres were seen as largely symbolic, lacking the practical value of social networking. These results suggest that service providers seeking to assist unemployed people in rural areas need to address the problems faced by many disadvantaged job seekers who are currently caught between their lack of social network relations and the absence of local public employment service facilities in more remote communities.

Con la nascita della rete, il passaggio dall’indagine tradizionale DLQ a una rilevazione digitale, nell’ottica dei big data, si è resa obbligatoria. Nel testo, oltre ad illustrare le principale tipologie dei siti, facendo uso del modello del Job Site Evaluation Framework (JSEF), vengono anche sunteggiati alcuni iniziali elementi di giudizio sullo sviluppo del fenomeno, sia negli Stati Uniti sia in Italia. La situazione nazionale, in linea con la tesi iniziale, fa registrare poche caratteristiche di innovatività rispetto alla realtà d’oltreoceano.

Sanayi devrimini yaratan geleneksel yönetim anlayışı beraberinde kendi sınırlarını da getirmiştir. Artan refah ve eğitim düzeyleri, gelişen iletişim ve ulaşım olanakları ile teknolojik yenilikler gibi faktörler, çalışanların özellikle sendikalar aracılığı ile daha yoğun bir şekilde isteklerini ve seslerini duyurmalarına neden olmuştur. Bu gelişimin doğal sonucu olarak, sanayi devrimi sonrasında organizasyonların başarısının temel faktörlerinden olan fiziksel faktörlerin zaman içerisinde önemi azalırken işgörenlerin önemi artmıştır. İşgörenlerin birikimlerinden olabildiğince fazla faydalanmak ve onların örgüt içerisinde etkin ve verimli çalışmalarını sağlayabilmek örgütler için en önemli konular haline gelmiş ve bu konuda bir çok teknikler geliştirilmiştir. Günümüz dünyasında işgöreni bir üretim aracı olmaktan çıkaran çağdaş düşünce, insan onuruna değer veren bir disiplin anlayışını önermiştir. Bu çalışmada disiplin kavramı tanımlandıktan sonra, olumsuz ve olumlu disiplin kav ramları açıklanacaktır. Daha sonra işletmelerde etkin disiplin sisteminin kurulması konusu incelenecektir. Çağdaş bir yaklaşım olarak cezasız disiplin kavramı aktarıldıktan sonra disiplin yaklaşımında Japon modelinin üzerinde durulacaktır.

This article is a result of an in-depth literature review and qualitative study that addresses the challenges Hispanics face as they conduct professional job searches. The article highlights the positive role media, such as company websites, classified ads, or LinkedIn, can play in aiding Latinos obtain professional employment. To better understand the role of media in job searches, the researcher investigated following questions: (1) Which media do Latinos use in general? (2) Do Latinos use media with a critical approach? (3) How does media advertise professional jobs and what methods do Latinos use for professional job searches? (4) Are present Latino media usage behaviors productive for career development and job searches? (5) What are some recommendations for career counseling for Latinos, and what recommendations can the author of this article make to companies for recruiting Latino professionals?

It is important to mention that the study is anecdotal, since the author studied a small sample of 17 individuals. Thus, study findings do not represent the entire U.S. Hispanic population. Results of this study suggest Hispanics under-use the web and other media for professional job searches, with the possibility that the more educated make better use of media when seeking professional positions. Additionally, the study found that career counselors do not possess adequate training in multicultural career advising, and they are not training Hispanics sufficiently in the use of media for their job searches. Finally, this study concludes there are limited Latino role models in leadership positions.

The concept of ‘employability’ plays a crucial role in informing labour market policy in the UK, the EU and beyond. This paper analyses current and previous applications of the term and discusses its value as an exploratory concept and a framework for policy analysis. It then traces the development of the concept, discusses its role in current labour market and training strategies (with particular reference to the UK) and seeks to identify an approach to defining employability that can better inform labour market policy, by transcending explanations of employment and unemployment that focus solely on either supply-side or demand-side factors. Although the literature offers a range of definitions of ‘employability’, many policy-makers have recently used the term as shorthand for ‘the individual’s employability skills and attributes’. It is argued that this ‘narrow’ usage can lead to a ‘hollowing out’ of the concept of employability. The paper concludes by presenting a broad framework for analysing employability built around individual factors, personal circumstances and external factors, which acknowledges the importance of both supply- and demand-side factors.

This qualitative study investigated the lived experiences of highly sensitive persons (HSPs) to better understand the way they experience careers.  Sensory processing sensitivity (SPS) is the underlying personality trait and is present in approximately 20 percent of the population, equally distributed across gender and racial lines.  SPS is considered a non-normative personality trait in some Western societies and subcultures.  Thus, many HSPs experience difficulty finding an appropriate match between innate temperament and career.   
This qualitative research perspective employed semi-structured interviews with 35 participants recruited through social media web sites and snowball sampling.  Participants in the study were primarily from the U.S., but also from five foreign countries.  Participants were chosen based on answers to a recruitment questionnaire and Elaine Aron’s HSP Self-Test.  Major findings reveal a complex, interwoven dynamic interplay between nine major themes: (1) empathy, (2) childhood’s influence, (3) self-care, (4) a rich inner life, (5) creativity, (6) high sensation-seeking, (7) the sociological perspective, (8) the experience of work, and (9) the integral being.  The significance of this study is that it is the first of its kind to investigate this topic in a systematic, scientific manner.

Most sociological research on racial discrimination has had an “inter-racial” focus. That is, researchers have been principally concerned with the disparate treatment that people of color receive relative to Whites in different social contexts. However, recent theoretical work emerging from legal studies sug- gests that an alternative conception of “intra-racial” discrimination exists that extends beyond colorism. This theory of intra-racial discrimination stipulates that many organizations in the “post-racial” era desire some measure of racial diversity. Yet, in their efforts to achieve this racial diversity they screen people of color based on their degree of racial salience. Whether a given person of color is hired, promoted, or in the case of college admissions, accepted, is a function of whether or not Whites within the organization consider them racially palatable, or not overly concerned with race. This creates an incentive for people of color to work their identity to allay any concerns among Whites that they may be too racially salient. In this paper I critically review this work and attempt to further buttress its claims by highlighting how this process has clear historical precedent. I conclude by showing how the audit method can be used to empirically examine this practice contemporarily.

LA LóGICA detrás de la recomendación de diversificar una cartera de inversión es simple: mantener un único título­valor en una cartera de inversión hace que ésta pueda sufrir varia­ ciones amplias en sus rendimientos. Si el precio de ese único título­valor baja drásticamente, de igual manera caerá el valor total de la cartera de inversión, lo que afectará gravemente al inversionista. Si se incluyen dos instrumentos financieros en la cartera de inversión, a menos que ambos bajen drásticamente y de manera simultánea, la cartera mantendría un valor mayor en caso de que la bolsa cayese repentinamente. En la medida en que una cartera esté constituida por instrumentos financieros que no se en­ cuentren correlacionados, o tengan una baja correlación entre sí, el riesgo total de la cartera, medido por sus fluctuaciones a lo largo del tiempo, será cada vez menor. El coeficiente de correlación mide el grado de asociación entre dos variables aleatorias. Si las variables tienen un comportamiento exactamente igual, se dice que están «perfectamente correlacionadas» o que su correlación es igual a 1. Por ejemplo, cuando la primera variable aumenta diez por ciento la segunda también aumenta diez por ciento; cuando la primera baja cinco por ciento la segunda también disminuye cinco por ciento; y así sucesivamente. En el caso contrario, cuando las variables se comportan de manera per­ fectamente opuesta, se dice que están correlacionadas negativamente o que su correlación es igual a ­1. Si las variables no exhiben asociación alguna, se dice que su correlación es igual a cero. La información disponible muestra que, en los mercados de valores de Estados Unidos, con alrededor de diez a quince acciones se obtienen los principales beneficios de la diversificación; es decir, se logra disminuir las fluctuaciones de la cartera hasta un setenta por ciento con respec­ to a las fluctuaciones promedio de una acción de una empresa. Cuando se utilizan instrumentos que se comportan como índices de clases de activos, tales como los «fondos cotizados en bolsa» (ETF por sus siglas en inglés) o fondos indexados, la cantidad de instrumentos necesarios para lograr una buena diversificación de la cartera puede ser significativamente menor. El rendimiento de una cartera de inversión es el promedio ponderado de los rendimientos de cada uno de los instrumentos que la integran. Por ejemplo, supóngase una cartera formada por dos activos, el primero de los cuales representa el sesenta por ciento de la cartera y arroja un rendimiento de ocho por ciento, mientras que el segundo registra un rendimiento de cuatro por ciento y representa el cuarenta por ciento restante. El rendimiento de esta cartera sería: (8% x 0,6) + (4% x 0,4) = 6,40 por ciento. Los retornos, más allá del riesgo en que se incurre para obtenerlos, son sólo parte de la información que el inversionista necesita conocer acerca de sus inversiones. El riesgo individual de un instrumento financiero tampoco revela mucho, si se maneja una cartera de inversiones diversificada. En este caso, el efecto del riesgo de cada instrumento tiende a diluirse; especialmente cuando se ha logrado obtener un buen grado de diversificación. La teoría moderna de portafolios y el principio de la diversificación, formulados originalmente por Harry Markowitz en 1952, enfrentan hoy nuevos retos. Bajos rendimientos y volatilidad en los precios de las acciones en los mercados de valores de los países desarrollados han empujado a los inversionistas hacia nuevos vehículos de inversión y nuevos mercados que ofrezcan mayores rendimientos, aunque con un mayor riesgo, como es el caso de los mercados emergentes.

This paper explores the impacts of social networking sites on job aspirants in Bangladesh in terms of job search and application as well as the different perspectives from the job seekers' point of views. Using a mixed method approach, this cross-sectional study collected basically primary data through questionnaire survey and In-depth Interview with the stakeholders. Data obtained from the sources showed that the prevalence of using social media for job search is high among Bangladeshi job seekers and they are mostly using Facebook (84.2%) and LinkedIn (9.8%) for it. Many applied (77.0%) for jobs getting the advertisement from social media and only 70.8 % of them get contacted by the employers. Of the interacted candidates, 46.8% were offered the job and only 21.6% of them joined at their desired job. The study identified that there were many reasons why candidates were leaning away from joining at the jobs and not much get interested in social media use for the purpose of job search. Though there were found a bunch of constructive advantages of using social media for job searching like; cost reduction (94.6%), fair playground for all (49.5%), easy way (70.7%), user-friendly (55.2%), fewer formalities (35.9%), and direct response and flexibility (39.8%) etc., there were also found some challenges for it; insecurity (22.8%), fake recruitment (38.6%), deception (21.7%), unsecured or betrayed (29.7%) and hiring for a short time (11.4%) are mentionable. However, if the trust, credibility, and authenticity in whole recruitment processes and eradication of fake advertisements, security threats and betraying behaviors-could be identified and addressed, social media will be a powerful catalyst for job search and application-which will definitely lead to a proper, effective and efficient recruitment gateway in Bangladesh.