Recruitment and Selection

 based on merit and determined by assessing a candidate’s skills and knowledge against the relevant position description selection criteria  supportive of a diverse workforce and consistent with equal opportunity principles, ensuring candidates are treated ethically, fairly and respectfully at all times  open and transparent, while balancing the need for confidentiality, and  professional, timely and responsive.

Salah satu faktor terpenting agar pemerintah memiliki kinerja
yang baik adalah ditentukan oleh kualitas dari Pegawai Negeri Sipil (PNS)
yang bekerja di instansi pemerintah. Tetapi sayangnya, untuk
mendapatkan PNS yang berkualitas tinggi bukanlah merupakan
persoalan yang mudah. Maka dari itu, instansi pemerintah perlu
merumuskan strategi untuk merekrut kandidat terbaik di pasar tenaga
kerja. Selain persoalan rekrutmen, pemerintah selama ini masih memiliki
kelemahan pada database terkait profil dan preferensi pelamar kerja
khususnya pelamar profesi PNS. Kajian Profil Calon Pegawai Negeri Sipil
yang dilakukan oleh Pusat Kajian Reformasi Administrasi bertujuan
untuk: (1) melakukan identifikasi profil calon pelamar kerja untuk
profesi PNS; (2) Melakukan identifikasi minat calon pelamar kerja
terhadap profesi PNS; dan (3) Membuat rekomendasi strategi kebijakan
rekrutmen profesi PNS untuk menjaring minat pelamar kerja unggulan.
Metode yang digunakan dalam kajian ini adalah kombinasi antara metode
kuantitatif dengan pendekatan survei dan kualitatif. Survei dilakukan
pada 1.230 responden yang merupakan mahasiswa di tiga perguruan
tinggi terbaik di Indonesia, yaitu: UGM, UI, dan ITB.
Hasil survei menunjukkan bahwa minat calon pelamar kerja
terhadap profesi PNS masih tergolong besar yaitu 43,1% dari total
responden. Sedangkan instansi yang paling diminati adalah instansi
swasta dengan dipilih oleh 50,1% responden. Dalam memilih instansi
untuk bekerja, setiap responden memiliki alasan alasan dibalik
pemilihannya. Berkaitan dengan hal tersebut, image atau branding dari
sebuah instansi berpengaruh terhadap preferensi responden dalam
memilih tempat bekerja. Dari survei ini juga dapat diketahui bahwa masih
banyak responden yang merupakan calon pelamar kerja menganggap
bahwa instansi pemerintah bukan merupakan tempat yang baik untuk
bekerja terutama karena instansi pemerintah penuh dengan KKN. Image
negatif yang dimiliki instansi pemerintah tersebut memiliki korelasi
positif terhadap preferensi tempat kerja bagi calon pelamar kerja.
Dari hasil survei yang menunjukkan tantangan dan permasalahan
dalam merekrut kandidat terbaik, maka dapat dirumuskan strategi
kebijakan rekrutmen yang mencakup tiga hal penting. Pertama,
bagaimana menarik minat best candidate. hal ini dapat dilakukan dengan
strategi promosi kepada calon pelamar kerja yang dikemas dengan baik
yang dimaksudkan untuk memberikan pengetahuan terkait mekanisme
seleksi serta sarana untuk membangun citra positif instansi pemerintah. Kedua, bagaimana menciptakan sebuah sistem rekrutmen yang mampu
menyeleksi dan menjaring best candidate dari pasar tenaga kerja. Arah
sistem rekrutmen harus diarahkan perbaikan pada beberapa aspek; yaitu
(1) proses rekrutmen, (2) metode seleksi CPNS, (3) keterkaitan dengan
manajemen sumber daya manusua lainnya, dan (4) perbaikan strategi
merekrut CPNS. Ketiga, bagaimana merekrut dengan waktu yang tepat.
Pemilihan waktu pelaksanaan rekrutmen merupakan salah satu bentuk
strategi untuk bersaing dengan instansi swasta dalam merekrut best
candidate.

Estudos mostram que diplomas de nível superior facilitam o acesso a posições de trabalho mais bem remuneradas e são uma fonte importante de prestígio e honra social no Brasil. Não obstante, uma ampla literatura afirma hoje a diminuição da importância do diploma nos processos de contratação, argumentando que ele seria cada vez menos suficiente para se conseguir um emprego. Este artigo examina os processos de seleção de engenheiros recém-formados por oito grandes empresas da região de Campinas. Com base em entrevistas com os principais atores da seleção e em observações das rodadas iniciais de uma seleção realizada por firma de consultoria contratada por uma das empresas, o estudo mostra que o peso do diploma obtido em uma universidade de prestígio ainda é a variável mais importante na decisão de contratação, definindo não apenas a obtenção do emprego, mas também o acesso às vagas que levam às posições gerenciais, mais bem remuneradas e mais prestigiosas. Ao final, discute as implicações teóricas e o que esses resultados sugerem em termos de políticas públicas.

Studies show that higher level diplomas make access to well-paid jobs easier and are an important source of prestige and social honor in Brazil. However, a broad literature today indicates a reduction of the importance of the diploma in hiring processes and argues that having a diploma becomes less and less sufficient for getting a job. This article examines the processes of selection of recently graduated engineers by eight large companies in the region of Campinas. Based on interviews with the main actors of the selection processes and on observation of the initial steps of a selection carried out by a consultancy company hired by one of the companies, the study shows that the weight of a diploma from a prestigious university is still the most important variable for the hiring decision, as it defines not only whether it will be possible to get the job or not, but also the access to vacancies that lead to better paid and more prestigious managerial positions. Finally, it discusses theoretical implications as well as what these results suggest in terms of public policies.

What you need to Know and what you need to Do to be recruited. College athletics is a jungle and this presentation is a guide to teach you what you need to know and do as a high school athlete to be find a college athletics program to recruit you.

The purpose of this study was to investigate the impact of work-from-home (WFH) human resource (HR) practices on the performance of faculty under the drastic circumstances of coronavirus disease 2019 (COVID-19). The population of the study included faculty members of the higher education institutions in Sialkot, Pakistan. The study filled the gap of scarce literature on the impact of various HR practices by HR officials while working from home during lockdown observed to reduce the spread of COVID-19. Based on reinforcement theory, this article proves that there is a significant relationship between HR practices (including training, performance appraisal, career planning, employee participation, job definition, compensation, and selection) and faculty performance. It also proves that there is a strong positive relationship between the two variables. The findings of this study provide a blueprint to improve HR practices for high performance by faculty in the higher education sector d...

Recruitment refers to the process of finding suitable candidates for the required job and instead of providing hr recruitment service the consultancy will get service charges as their bread and butter. Recruitment aim at searching right person for the described job.
The team working at a premiere executive recruitment firm assisting clients in locating transcend executive talent to find the best fit for the opportunities with adept knowledgeable candidate, expert in their skills and ambitions to work for business growth. Our team holds in-depth expertise in transforming normal recruitment solutions to executive search industry with professional fulfilment and financial success.

The study examines the effectiveness of social media in recruitment activities. The job seekers, particularly who are fresh pass out of university, have social media as one of the prime sources of information. Be it consumer goods to job search, social media such as Facebook have become a crucial component of their lives. Hence information related to employment and employer shared on social media influences job choice decisions. However, social media is quite different from the other job information source such as company career page, advertisement, information from relative or friends etc. Hence the information received from different medium might have a differential impact of information source on information recipient. Furthermore, information content and information tie strength with source play a very crucial role in influencing job decision, which has been examined in this study. The result confirms that the information mediums have significant differential impact on job choice.

Selekcija zaposlenika je važan aspekt pri odabiru novih zaposlenika za svaku kompaniju. Zbog današnje velike konkurencije na tržištu rada, manageri imaju važan zadatak odabrati idealnog zaposlenika koji odgovara profilu radnog mjesta za koje se natječe te profilu kompanije za koju će raditi. U radu se istraživalo koje osobine i vještine manageri preferiraju, koje alate koriste prilikom selekcijskog postupka te jesu li u konačnici zadovoljni svojim odabirom. Rad je testirao 5 hipoteza  te je istraživanje je pokazalo da manageri u hrvatskim kompanijama najviše uzimaju obzir motiviranost kandidata te poštenje/integritet, a od selekcijskih alata koriste intervju i životopis. U konačnici su gotovo uvijek zadovoljni konačnim odabirom kandidata.

Authors Note- I write this paper in candidacy of the Masters OF Business Intelligence and Analytics in my civilian capacity as a student at Heider College of Business- Creighton University and is in no way meant to challenge the decisions of leadership appointed over me in accordance with federal law as an Active Duty Soldier. All information presented in this writing is my own opinion based on scholarly research and gleaned entirely from unclassified public documents.

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.

Abstract
This paper elaborates on simplifying the recruitment and selection process in purely filtering the best candidates
that fulfil the basic requirement which is language proficiency, interpersonal skill and confidence. Basically, this
research is on transforming the way of recruiters to screen and filter applicants through a simple and fastest way
with the cost saving elements which would be benefited by many people including the organizations.

Keywords: online recruitment, screening, interview

Often, in spite of having the right set of qualifications, technical skills and experiences, certain candidates fails to impress the interviewers during job-interviews. There is no denying of the fact that when it comes to finally secure a job; almost everything depends upon the candidate’s performance during the interview process. Therefore, besides recognizing the importance of interviews; it is also widely believed that with proper understanding, preparation and practice, a person’s interview skills and employability can be greatly enhanced. With this objective, this article brings forth a valuable compilation of 25 important interview questions and suggestions for their effective answering. Most of the questions selected here are basically collected and shortlisted through a process of focus group discussion. The questions are general and contemporary in nature and are mostly suitable for junior to middle-level management positions, across various private sector organizations in India.

¿Cómo pensar el sorteo con eficacia? Mi propuesta es construir una teoría general del sorteo, abordándolo de forma comparativa, para averiguar cuáles son las constantes teóricas entre la gran diversidad empírica de sus usos particulares. En primer lugar, comparo el sorteo a los otros tres modos de selección: elección, nombramiento o cooptación y certificación. En segundo lugar, analizo los marcos deliberativos, es decir, “quién decide qué y cómo”. Tercero, distingo cuatro principios democráticos del sorteo: igualdad, imparcialidad, representatividad y legitimidad. Mi primera hipótesis es que el sorteo amplía considerablemente la igualdad, imparcialidad y representatividad. La segunda de mis hipótesis radica en que el sorteo es el único método de selección con una forma específica de humildad-legitimidad, mientras que los tres restantes modos de selección producen una superioridad-legitimidad que declara superior al representante por encima del representado a través del proceso de selección.

https://revistas.um.es/daimon/article/view/295921

Starting from the premise that human resources are a critical success factor for companies, this article analyses the logic of recruitment preferences in Burkina Faso. The explanatory variables are the industrial sector and the level of billing. The main findings are that the more traditional forms of recruitment of personnel are dominant in Burkina Faso, in particular in agribusiness and commerce, and in the small business segments. In addition, the results put in light that the most modern forms are preferred in the Construction sector or in large companies. It is found that, a greater technical complexity of the job leads to a greater need to imitate the criteria of the developed world, and that a lower technical complexity implies a greater importance of the worker's morality.Keywords: Recruitment, African Traditional Methods, Modern Methods, Companies, Competitivity, Burkina Faso.

Analysing and determining the probability of Talent Management (TM) being a management tool: fad or solution.
Utilising secondary data and suggestions from academic theorists, empirical evidence derived via interviews and by means of two factual case studies.
Further covering a definition of the TM concept, its history and ascertaining when, where and how this concept was born. Moreover, It shall also advise of what academia tells us and offers examples of theory to practice in some organisations.
Further, advantages and disadvantages of exercising TM and if applicable, any possible benefits that can be derived from the successful implementation of its framework will also be highlighted.
In concluding, a full justification is offered as to why TM may or may not be a business tool and technique that does or does not offer an organisational fad or solution.
In order to facilitate an informative and accurate reading experience and to bridge the gap between business practices and academic intelligence, the writing style of this analysis should heighten the perception of “practice intelligence”, a fusion of business practice and academic intelligence (Brown, 2012).
The research has shown that the concept of TM is very multi-faceted but the limitations on this report do not allow a very in-depth representation of all our findings on the subject.

This chapter summarizes the findings of the book Cordero, Guillermo and Xavier Coller, (eds)(2018), Democratizing Candidates Selection. New Methods, Old Receipts?, London: Palgrave.ISBN: 978-3-319-76550-1.

This is a book about the effects of candidate selection when considering Intra-Party Democracy (IPD) practices. The book initiates with a discussion of primaries and its extension to semi-presidential democracies, and it soon deals with four usually uncovered and relevant topics on the effects of implementing inclusive methods on candidate selection—the use of internet and its potential to foster oligarchic tensions in parties; the study of MPs discourses about how they were selected and how it should be changed; the effects of different methods of candidate selection on the social profile of MPs; and the impact of candidate selection on discipline in parliamentary behavior. Taken together, all these chapters touch upon several corners of Michels’ Iron Law of Oligarchy qualifying or reinforcing it.

Com o objetivo de estruturar o processo de recrutamento e seleção na empresa Beta este projeto possui como propósito aplicar uma ferramenta de gestão que auxilie na busca por um gestor qualificado que atenda as exigências determinadas para ocupar o cargo de gerência. Assim, este estudo aborda as referências teóricas focadas em recrutamento e seleção de pessoal. A metodologia aplicada é pesquisa qualitativa, envolvendo a coleta de dados através de entrevista com os diretores auxiliado por um roteiro elaborado especificamente para a mesma. Os resultados foram descritos no processo de recrutamento e seleção e o perfil do candidato desejado pela empresa além de verificar a eficácia do processo exposto. Além disso, foi criado um processo de recrutamento e seleção conforme as técnicas proposto e feito um banco de dados para futuras contratações. Conclui-se que o objetivo desse projeto foi alcançado com êxito uma vez que a implantação das técnicas de recrutamento e seleção gerou a contrata...

Till recent April 2016, Flipkart-one of India's most well known, successful and respected e-commerce company had a phenomenal job placement relationship with one of India's most oldest, reputed and premier management institutions, The Indian Institute of Management [IIM]. FlipKart's job offers at IIM campuses had always attracted handsome number of their students to opt even more over international offers and get lucrative high paying dynamic careers in initial years when e-commerce industry sailed high. As always, this year too for the 2016 passing out batch the company had made offers. But, things took a dramatic turn this year when it was time for student joining. The local press and medias on May 2016 reported that-Flipkart is deferring the joining dates of selectees tentatively to December 2016 and not absorbing them on initially agreed date of June 2016. However, IIM-A was not able to come towards for a consensual affirmation on this company's unprecedented decision, triggering IIM-Ahmedabad to shoot off a displeased e-mail to FlipKart's Management. Therefore, this research paper attempts to understand in depth and the grounds on which FlipKart had to postpone student joining dates. Through the case, study also reflects what it means and how this issue will define the process of future campus placements way forward.

National labour markets of today have been profoundly affected by globalization. Therefore, organizations and workforce must be able to respond flexibly to changing labour market conditions and demands. As a European Union and NATO member country, the Slovak Republic has been one of the attractive destinations for its stable economic and political situation, common European currency, and skilled and educated labour force. The purpose of the current paper is to identify processes through which multinational companies operate in Slovakia recruit and select new employees for the position of a first-line manager and compare them with those being most widely utilized by Slovak enterprises. This pre-research will serve as a basis for a follow-up comprehensive and comparative research to be made in cooperation with colleagues from the Universidad de Valencia and Universidad Católica de Valencia San Vicente Mártir in Spain. Following this, the methods of questionnaire, literature research m...

Pemilihan Dosen Berprestasi merupakan suatu agenda Direktorat Perguruan Tinggi (Dikti) yang dimaksudkan untuk mendorong motivasi, dedikasi, loyalitas, dan profesionalisme dosen, yang diharapkan berpengaruh positif pada peningkatan kinerja. Keputusan untuk memilih dosen berprestasi yang sesuai dengan kriteria yang dibutuhkan bukanlah suatu pekerjaan yang mudah. Untuk membantu penentuan urutan dosen berprestasi yang sesuai dengan kriteria yang diinginkan maka diperlukan suatu sistem pendukung keputusan yang mempunyai kemampuan analisis pemilihan dosen berprestasi dengan menggunakan metode yang menggunakan metode ANP dan TOPSIS. Metode ANP digunakan untuk menentukan bobot kriteria menurut pengambil keputusan, kemudian metode TOPSIS digunakan untuk menentukan peringkat/prestasi dosen. Sistem penunjang keputusan ini diharapkan dapat membantu dan memberikan alternatif dalam menilai prestasi setiap dosen, sehingga akan didapatkan dosen yang paling layak diberi penghargaan dan mewakili perguruan tinggi dalam pemilihan dosen berprestasi ditingkat Kopertis/PTN maupun Nasional.

The selection decision requires the decision maker to know what distinguishes successful performance from unsuccessful performance in the available job and to forecast a person’s future performance in that job. Therefore, job analysis is essential in the development of a successful employee selection system. Both job descriptions and job specifications are developed through job analysis. A job description facilitates determining how successful performance of the job is to be measured.

Celem prezentowanego w artykule badania była analiza wykorzystywania metod doboru personelu w polskich przedsiębiorstwach oraz przekonań profesjonalistów na temat trafności prognostycznej poszczególnych metod. W badaniu wzięło udział 182 osób, które zajmowały się w swoich przedsiębiorstwach rekrutacją i selekcją personelu (np. specjaliści HR, menedżerowie). Wyniki wskazują, że najpopularniejszą i często jedyną metodą doboru jest typowy wywiad (rozmowa kwalifikacyjna przeprowadzana w tradycyjny sposób). Inne stosowane metody to testy wiedzy, assessment centre oraz referencje. Najwyżej badani oceniali trafność próbek pracy, testów wiedzy specjalistycznej oraz typowego wywiadu. Porównanie tych ocen z wartością prognostyczną różnych metod prezentowaną w literaturze przedmiotu pokazuje, że badani (również profesjonaliści HR) często przeceniają nieskuteczne metody oraz nie doceniają tych, które są wysoce trafne, ale trudne w zastosowaniu.

The majority of employee selection research is focused on the development, assessment, and relative predictive efficacy of predictor constructs and methods (e.g., Schmidt & Hunter, 1998).  Also receiving considerable research attention are validation support for selection strategies (Schmitt & Sinha, 2011) and applicant reactions to selection systems (Hauskenecht, Day, & Thomas, 2004).  Comparatively less work, however, has focused on the decisions that employers make during the selection process.  This is despite the fact that virtually all employee selection scenarios come down to decisions about applicants, such as the decision to invite an applicant for an on-site interview, to reject the candidate from further consideration, or to make an employment offer.  Thus, the lack of attention to the specific decisions is somewhat unfortunate, both from a scientific perspective and a practical one. 
Fortunately, there is an enormous amount of research within the area of judgment and decision making (JDM) that has already begun to provide much insight into employee selection.  JDM is an exciting and interdisciplinary field that is highly relevant to employee selection decisions (e.g., Highhouse, 1997, 2001; Dalal, Bonaccio, Ilgen, Highhouse, Mohammed, & Slaughter, 2010).  The goal of this chapter is to summarize what we know about decision making that can help us to understand why selection decision makers behave the way they do, as well as the outcomes that result from such behavior.  The chapter is divided into three sections.  In the first section, we outline some strategies that selection decision makers use and why they use them.  People tend to place substantial weight on intuitive judgment, despite a preponderance of evidence that shows that the performance of statistical formulas far exceeds the performance of intuition for predicting job performance (Kleinmutz, 1990).  We offer several reasons for why this occurs.  In the second section, we discuss some negative consequences of relying on intuition.  Finally, in the third section, we discuss some practical considerations:  How can we improve employee-selection decision making?  We discuss how research findings might be communicated in a manner that is more persuasive to hiring managers, as well as our ideas about how to compensate for the fact that managers are unlikely to fully surrender their use of intuition when making selection decisions.

It is an undisputable fact that the world is changing at a very fast pace. It therefore requires a change if every organization and institution are to respond to these changes. It is for these reasons that organizations need to initiate or induct their employees to prepare and equip them with current skills and knowledge .Employee Induction, which is one of the main ways of introducing employees to their organizations, is often the missing ingredient in most organizations. Orienting employees to their workplaces and their jobs is one of the most neglected functions in many organizations. A well thought out orientation programme, whether it lasts one day or six months, will help not only in retention of employees, but also enhance performance. Organizations that have good orientation programmes get new people to have better alignment between what the  employees do and what the organization needs them to do and the effect on performance as well. A well planned employee orientation programme will help to get new employees off on the right foot immediately. Effective employee orientation has also been said to be a precursor to good performance. The main objective of the study therefore was to find out how the effectiveness of employee Orientation affects  satisfaction. The results indicated that the organization needs quality orientation programmes for its employees for better satisfaction.

"Purpose: Our research fulfills three purposes: 1) introduce practitioners to the appropriate use of measures of unethical behavior; 2) evaluate the use of integrity related assessments for use in personnel selection; and 3) determine the validity of the MCI instrument using standard validation procedures.

Methodology: Content, construct, convergent and discriminant approaches are applied to establish the relative validity of the assessment tool.

Findings: The results of the MCI purport to align with one’s moral values and behaviors. We establish face validity of the MCI measure, but fail to establish: 1) an appropriate simple factor structure, 2) convergent validity, 3) discriminant validity, and 4) support for the lack of impact of demographic factors on the purported measure of Moral intelligence.

Research limitations: An acceptable but constrained (working students) sample was used in the validation.

Practical implications: Researchers and practitioners should be familiar with psychometric principles to ensure the use of valid tools in a predictive and defensible manner. New measures can be developed, but should be validated before used for developmental or personnel decision making purposes.

Originality/value: 1) The lack of validity associated with the MCI instrument is established; 2) Researchers and practitioners are exposed to considerations in the appropriate use of measures of unethical behavior, and 3) exposed to several previously validated integrity related assessments for use in personnel decision making."

In recent years an interesting claim has been widely discussed by various researchers and academics that there has been a striking growth of knowledge based economy. The claim continues towards organisational level, where the concentration is given on the emergence of a knowledge based organisational management, and whether this knowledge can be integrated with the organisational talent acquisition (recruitment and selection) process. By aligning knowledge management with the traditional talent acquisition process, how firms can achieve competitive advantage in perspective of the modern, rapidly changing and competitive and dynamic business environment is now a foremost human resource management issue. Talent acquisition is a fundamental activity of Human Resource Management (HRM), whereas, managing knowledge and creating a knowledge based culture in organisation is a new concept. This article verifies these claims by critically analysing some statistical data and researches conducted by academicians and industry top thinkers.

Purpose This paper aims to study the opportunities that have been created through technological advancement in the talent acquisition industry and how this links to strategic HR management (SHRM) and business strategy. It focuses on how an organisation can embrace the world’s leading technology and compose a unique technology stack to overcome its challenges in talent acquisition. Design/methodology/approach This paper opted for a blend of qualitative and quantitative data gathered through interviews, online questionnaires and the literature review of relevant secondary data. The justification of the primary research methodology was to gather valid and reliable data to inform decisions and address the research question. Findings The analysis of the data shows a significant improvement in all the key metrics related to the talent acquisition process after the implementation of “Talent Rising” model. The role of a recruiter and the talent acquisition team has radically changed and has now become an internal strategic partner with aligned interest, an advisor to the organisation. There is an increase in the use of new media/technology to attract candidates and with the increase in millennial candidates entering the workforce, social media will be increasingly important in talent branding and attraction; the digital by default generation is already here. Research limitations/implications The “Talent Rising” model has been specifically created and designed to be used by others: organisations, academics and policy makers. It is a “plug and play” tech stack model which can be used like an a la carte menu dependent on the actual requirements (and investment appetite) for each organisation. Practical implications This paper includes implications for the creation of a people analytics and talent technology framework to reduce cost per hire, reduce time to hire and increase quality of hire. Originality/value This paper fulfils an identified need to study how people analytics and technology can drive talent acquisition strategy. Keywords: Human Resource Management, Technology, Recruitment, Analytics, Human Capital, Talent Type: Research Paper Publisher: Emerald Publishing Limited Copyright: © Emerald Publishing Limited 2018 Published by Emerald Publishing Limited Licensed re-use rights only Citation: Gavin Walford-Wright, William Scott-Jackson, (2018) "Talent Rising; people analytics and technology driving talent acquisition strategy", Strategic HR Review, https://doi.org/10.1108/SHR-08-2018-0071