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Why you should read this article: » To understand the barriers to recruitment and retention in forensic mental health inpatient services » To learn how practice development can enhance the experiences of students and newly registered nurses » To find out more about how to offer effective preceptorship support to newly registered nurses. Recruitment and retention are pressing challenges in mental health nursing and there are specific barriers to recruitment and retention in forensic inpatient services. One inpatient forensic service in England sought to address these challenges through a preceptorship support project using practice development to engage with mental health nursing students and newly registered mental health nurses. Since the start of the project, 24 newly registered nurses have joined the service and a further 9 joined it in September 2024. Although it is not possible to determine a direct causal relationship, it would appear that the project has enhanced recruitment and retention. Mental health services experiencing recruitment and retention challenges could use a similar method to understand and address the barriers to working in their setting experienced by nursing students and newly registered nurses. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to analyze the challenges relating to the integration of soft skill development with recruitment and retention strategies in small and micro businesses of a small island state. Recruitment and retention play an important role in the development of such skills, which make an impact on the effectiveness of employees in today's workforce and the adaptability of organizations in a competitive market. Design/methodology/approach: This paper uses qualitative methodology, collecting data from 14 semi-structured interviews, and uses constant comparative analysis to derive findings. The process is facilitated by MAXQDA software. Findings: Findings indicate that organizations are faced with challenges in recruiting candidates with both technical and soft skills. Once the right candidate is recruited, efforts are made to retain staff by enhancing soft skills and their development despite challenges encountered in the process by owner-managers and human resource consultants. Originality/value: The paper's originality lies in the intensive investigation of challenges relating to recruitment and retention of employees and of the development strategies used as part of the employee lifecycle. Further, this paper studies the small and micro businesses of a small island state, which are generally overlooked in the literature. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To understand the recruitment and retention challenges affecting general practice nursing • To reflect on the isolation nurses new to general practice may experience • To appreciate the role of mentoring or preceptorship for nurses new to primary care. Background: General practice nursing is experiencing significant recruitment and retention challenges. Efforts have been made to attract newly registered nurses to general practice but there is still a workforce deficit. There is also a lack of research and initiatives around the recruitment of nurses new to general practice but who have experience in other areas of nursing. Aim: To explore the views and experiences of nurses who had recently switched to a general practice nursing role after having worked in other nursing roles. Method: For this exploratory qualitative study, the researcher conducted individual semi-structured interviews with four nurses who had switched to general practice from other settings within the previous two years. Findings: All participants had chosen general practice because they wanted to support people to live healthy lives rather than care for people once they had become unwell. Despite access to training and mentoring, participants described feeling overwhelmed and lacking confidence. All of the participants emphasised the importance of interactions with the team to ease feelings of isolation. Conclusion: General practices need to consider offering development opportunities and robust mentoring or preceptorship to nurses with experience in acute care settings who want to work in primary care. [ABSTRACT FROM AUTHOR]

E-recruitment and its effective implementation is necessary for organizations that focus to channelize hiring, reduce costs, and attract a diverse talent pool in the present era. It is vital to understand and analyse the adoption of e-recruitment websites by job-seekers in India by focusing on factors like perceived usefulness, perceived enjoyment, and perceived ease of use. The main goal of this study is to establish the relationship between these antecedents and the user acceptance of e-recruitment in the Indian context. This cross-sectional study with descriptive research design used purposive sampling. The responses on pre-tested research instrument was collected from 612 respondents that validated the degree of relationship among the chosen factors. Perceived ease of use and pleasure positively correlated with perceived usefulness. Perceived usefulness positively impacts e-recruitment website usage. This research examined job-seekers' acceptance of online recruiting using the Technology Acceptance Model (TAM). This study is beneficial for Human Resource (HR) recruiters, research scholars, HR professionals, job seekers, manpower consultants, and those who use technology to recruit employees. The study found that perceived enjoyment and perceived usefulness of the technology were two major drivers of job-seekers attitude towards adoption of e- recruitment websites in India at (p<0.001). The research would assist decision-makers understand recruiting website adoption antecedents. The widespread adoption of this technology will help in economizing for both firms and job-seekers, apart from knowing the job-seekers behavioural intent to adopt internet recruitment websites. [ABSTRACT FROM AUTHOR]

The increasing ethical infringements, moral violations, and disciplinary problems among employees point to the deteriorations in employee values. Hiring employees merely on common competency-based recruitment (CBR) versus value-based recruitment (VBR) ignores the critical role of values in guiding employee behaviours, thus contributing further to the problems. This study involves a qualitative approach using NVivo text analysis tool to analyse texts and word frequency from 44 references, including 35 journal articles, six policy papers, two books or book chapters and one conference proceedings. The results show that Public Sector ICT Management Review was the top journal with the highest coverage of the study's main themes, followed by the Journal of Education for Teaching, the Human Resource Management Review, and the Advances in Health Science Education indicating the importance of the value-based workforce in these four areas of employment (i.e., public sector, education, human resource, and health). The word frequency analysis also shows the five most-used words were "values," "work," "based," "selection," and "recruitment." These findings show that the references used in this study are valid and reliable relevant to the study's main themes. Value-based workforce relates to value-based recruitment -- building a value-based workforce begins with a good recruitment strategy. In the Islamic context, Islamic work values are highly influential and Islamic work-related values have been used as recruitment conditions for hiring employees during the Prophet Muhammad's (pbuh) time and the rightly guided caliphs. If incorporated into the value-based model of recruitment, Islamic-related work values could potentially build a value-based workforce. This study has a significant implication to managers especially in finding good employees for the success of the organisation. Recruiting employees through value based recruitment and selection is believed could reduce many work-related issues and improve organisational effectiveness. This study adds to the body of knowledge on value-based hiring by incorporating theories and Islamic work ideals, which can be used as a guide for future research. [ABSTRACT FROM AUTHOR]

The article focuses on changes in the editorial team of the Publisher with the departure of longstanding members. Topics include the transition in the editorial team; the importance of new voices in the field of training; and contributions from various authors on subjects such as canonization in theatre, neuroscience in acting, and challenges in documenting physical actor training.

Suppose that a municipality hires a police officer, teacher, corrections officer, or other official with an extensive record of past misconduct--someone the municipality should have known better than to hire. When such an employee causes a violation of constitutional rights, the injured party often brings a civil rights suit under 42 U.S.C. § 1983, arguing that the municipality failed to screen the wrongdoer prior to hiring. Yet little is known about how such lawsuits play out on the ground. In the first empirical study of municipal liability for bad hiring, this Article demonstrates that municipalities enjoy de facto immunity for failing to screen employees with poor records. Only one federal appellate court in the past twenty-five years has upheld § 1983 liability against a municipality for its deficient hiring practices. Analysis of hundreds of district court dockets tells the same story: among all § 1983 cases initiated in 2019, just three courts nationwide ruled in favor of a plaintiff when presented with a bad hiring claim on a motion, and no plaintiff won a final judgment against a municipality for bad hiring. The reasons for plaintiffs' lack of success include both the demanding doctrinal standards applicable to municipal liability claims and the surprisingly poor quality of lawyering in these municipal liability cases. Because liability for bad hiring is so rare, municipalities have little incentive to screen employees carefully. These lackluster screening practices result in dubious hiring decisions and enable the serial job-hopping of municipal employees who are fired or resign under threat of termination for misconduct. The result is that the public is endangered by powerful officials who likely should not have been hired in the first place. But all is not lost for civil rights advocates: this Article concludes with a suite of interventions both within and beyond litigation that can combat the problem of bad hiring. [ABSTRACT FROM AUTHOR]

The paper investigates the transformations of the agricultural labor market in Trentino and the changes in the forms of recruitment and organization of the migrant workforce and its composition. Fruit cultivation, especially apples, is one of the most important economic activities in Trentino and is structurally based on migrant work, especially from eastern EU countries. The recruitment of workers was based on the relationship of trust between employers and seasonal workers. This model begun to jam due to the redesign of the trajectories of EU migrant workers, who are moving towards central European countries. Thus, employers started to recruit refugees and asylum seekers, arrived in Trentino in recent years. In addition to these transformations, the paper analyzes the impact of the pandemic on international recruitment mechanisms and the organization of the migrant workforce. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To understand nursing students' awareness and perceptions of the role of cancer research nurses • To recognise how misconceptions regarding the role of cancer research nurses could adversely affect future recruitment to this area of nursing • To learn about the benefits of an intervention in which educational sessions were delivered to nursing students with the aim of improving their understanding of the role of research nurses Concerns about oncology nurse recruitment – particularly in research nursing – were raised by the Experimental Cancer Medicine Centres national nurses steering group in 2017, and this led to the development of a national pilot educational engagement project. The project involved delivering educational sessions to nursing students to improve their understanding of the role of cancer research nurses and clinical research in cancer settings. These sessions were delivered onsite to second-year and third-year adult nursing students at two universities in north east England and one in Edinburgh, Scotland, and online to students at Canterbury Christ Church University, England. This article discusses the results of pre-intervention and post-intervention questionnaires that aimed to determine whether the educational sessions improved students' understanding of the research nurse role and whether they would consider it as a career on graduating. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To enhance your knowledge of the concept of organisational justice • To familiarise yourself with the link between organisational justice and job satisfaction • To improve your understanding of what motivates nurses to remain in their job roles Background: Organisational justice refers to the extent to which employees perceive workplace procedures, interactions, and outcomes to be fair in nature. Previous research has found that organisational justice has been associated with an employee's commitment to their organisation, job satisfaction, and intention to leave their role. Organisational justice has also been linked to organisational citizenship behaviours, and the likelihood of these behaviours being demonstrated by employees. Aim: To investigate staff nurses' perceptions of organisational justice and job satisfaction and its relationship to their levels of organisational citizenship behaviour. Method: Perceived levels of organisational justice, job satisfaction, and levels of organisational citizenship behaviour were evaluated among 175 nurses working in two hospitals in Egypt. Analysis was undertaken to ascertain whether a correlation existed between organisational justice or job satisfaction and levels of organisational citizenship behaviour. Results: The majority of nurses in this study were found to perceive moderate levels of organisational justice. Organisational justice was positively correlated with levels of organisational citizenship behaviour, as was job satisfaction. Conclusion: This study found that nurses in two hospitals in Egypt perceived moderate levels of organisational justice in their place of work. Nurse managers should pay extra attention to strategies that promote organisational justice among nurses. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To learn how a self-rostering system could improve the morale of staff • To develop ideas for implementing self-rostering in your ward • To understand how self-rostering could result in cost savings Staff morale is an important factor in maintaining and improving nurse recruitment and retention. Evidence suggests more flexible working patterns can improve nurses' work-life balance and subsequently their workplace satisfaction. This article describes a ward-based quality improvement project that introduced a self-rostering system that enabled nurses to select their own shifts for a given four-week roster period. The aim was to increase staff satisfaction and subsequently improve retention and recruitment. The article describes the project and discusses the positive outcomes. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To be aware of the proportion of nurses who intend to leave their current job • To recognise the nurse characteristics that can affect nurse turnover • To understand the factors that should be considered to improve nurse recruitment and retention Background: Nurse turnover is a prevalent and serious issue in Jordan, with many nurses leaving their jobs to search for better opportunities outside the country. It is therefore important to assess anticipated nurse turnover and the factors that may affect this, to prevent the costly and unnecessary loss of staff. Aim: To assess anticipated nurse turnover and its predictors, and to compare these between public and university-affiliated (teaching) hospitals. Method: A descriptive, cross-sectional and comparative design was used. Anticipated nurse turnover was measured using the Anticipated Turnover Scale, which consists of 12 items related to a nurse's intention to leave their job that are rated using a seven-point Likert-scale. Questionnaires were distributed to 280 nurses from three public hospitals and one university-affiliated hospital in the north of Jordan. Data were analysed using descriptive statistics, multiple regression and independent t-tests. Results: Questionnaire responses were received from 250 nurses, yielding a response rate of 89%. This study identified that 68% of respondents intended to leave their job. Being older, more experienced and with a higher level of education increased the likelihood of nurse turnover. Nurses working in the university-affiliated hospital had a higher intent to leave compared with those working in public hospitals. Conclusion: This study found that a high proportion of nurses working in hospitals in the north of Jordan were considering leaving their jobs, and nurses' characteristics had a significant role in determining anticipated turnover. The results of this study could provide policymakers and stakeholders in Jordan with guidance to develop policies and retention programmes that could improve nurses' work environment and reduce turnover. [ABSTRACT FROM AUTHOR]

In Italy, more than one third of workers recruited in agriculture comes from abroad and the incidence of foreign workers is increasing. One of the areas with a consolidated presence of foreign employment in agriculture is the Autonomous Province of Trento, where 66.7% of total workers comes from other countries. The highest request of workers, expressed from June to October (corresponding with the harvest of fruits, grapevine and berries) is not satisfied by the local workforce and the recruitment of foreign workers is crucial to satisfy the farms labour needs. This situation has shaped a local regulative framework where farmers and the local institutions collaborate actively in order to guarantee the yearly satisfaction of workforce needs, minimizing the risk of labour shortage and irregular work. The paper is developed around a descriptive analysis based on the elaboration of national and provincial dataset (mainly INPS and Labour Agency) and gives a general overview of the foreign workforce components in the AP of Trento. [ABSTRACT FROM AUTHOR]

This article extends research on the relationship between employee mobility and firm performance by exploring how mobility between competitors and mobility between potential cooperators are different. We draw on social capital theory to argue that movement of employees both to and from clients may enhance firm performance, whereas only inward mobility from competitors benefits firms. We also hypothesize that it is more harmful for firms to lose social capital--laden human assets to competitors than to other potential employee destinations. We tested our hypotheses with a novel dyadic data set of patent attorney movements between law firms and Fortune 500 companies. [ABSTRACT FROM AUTHOR]

AUTH Why you should read this article: • To understand how nursing presence can enhance emergency nurses' job satisfaction, staff retention and patient outcomes • To recognise the combined effects of fatigue, workplace bullying, moral distress and inadequate staffing levels on nursing presence and staff retention • To understand the various factors to consider when making safe staffing decisions in the emergency department The phrase 'cut the Gordian knot' describes a bold and direct solution to a complicated problem. Nursing presence has been defined as nurses' ability to pay attention to patients and make them feel that their needs have been considered. In the emergency department (ED), nursing presence can be adversely affected by factors such as fatigue, workplace bullying, moral distress and inadequate staffing levels, which could lead to suboptimal patient outcomes and compromise the goals of nursing. Nursing presence is also important for nurses' job satisfaction and therefore for staff retention. This article explores the combined effects of fatigue, workplace bullying, moral distress and inadequate staffing levels on emergency nurses. To cut the Gordian knot it also provides recommendations for mitigating these issues in EDs through safe staffing decisions that consider patient acuity and skill mix. [ABSTRACT FROM AUTHOR]

Abstract Temporary agricultural workers have come to Canada from Mexico under the Seasonal Agricultural Workers Program (SAWP) since 1974. In Canada, temporary migration programs, including the SAWP, are heavily gender segregated and racialized. In this paper we examine the ways in which unions, civil society organizations and workers themselves have engaged at multiple sites and scales to contest SAWP recruitment practices that discriminate on the basis of gender. We document how the United Food and Commercial Workers union has brought challenges against gender discrimination in recruitment practices in domestic forums in both Canada and Mexico, as well as under the North American Agreement on Labour Cooperation, the labour side agreement of the North American Free Trade Agreement. We argue that this case demonstrates how the transnational character of temporary migrant labour severely limits the legal frameworks available for addressing the rights of migrant workers, but also opens up some windows for transnational forms of collaboration and contention across nation-state borders to promote workers' rights. Depuis 1974, des travailleurs agricoles temporaires du Mexique viennent au Canada dans le cadre du Programme des travailleurs agricoles saisonniers (PTAS). Les programmes de migration temporaire, y compris le PTAS au Canada, sont fortement ségrégués selon le genre ainsi que racialisés. Dans cet article, nous examinons comment les syndicats, les organisations de la société civile et les travailleurs eux-mêmes se sont engagés, sur plusieurs sites et à différents niveaux, pour contester les pratiques de recrutement du PTAS qui se caractérisent par une discrimination fondée sur le genre. Nous documentons comment le syndicat des Travailleurs Unis de l'Alimentation et du Commerce (TUAC) a contesté la discrimination fondée sur le genre lors de l'embauche dans des agences nationales au Canada et au Mexique, ainsi qu'en vertu de l'Accord Nord-Américain de Coopération dans le Domaine du Travail, accord parallèle a l'Accord de Libre-Échange Nord-Américain (ALENA). Nous soutenons que ce cas démontre que le caractère transnational de ce type de système de recrutement de travailleurs migrants temporaires limite considérablement les cadres légaux disponibles pour négocier les droits des travailleurs migrants, mais crée également certaines opportunités pour des formes de collaboration et de contestation transnationales à travers les frontièrs des États pour promouvoir les droits des travailleurs. [ABSTRACT FROM AUTHOR]

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article presents the response by the author in relation to the comment by Shelby J. McIntyre, Dennis J. Moberg and Barry Z. Posner about his article "Discrimination in Recruitment: An Empirical Analysis," that was published in the previous issue of the journal. He contends that detection of the experiment by selection officials of a company, that is one of the topics cited by the three authors, is irrelevant for the reason that detection of the experiment by the officials would probably have resulted in similar treatment to applicants. He affirms that his major ethical concern in his study, as a reaction to McIntyre, Moberg, and Posner's concerns about the methodological procedures, was to maintain anonymity of the companies and their representatives who participated in the experiment.

This study explored whether applicants' preinterview job beliefs affected their interview behavior and postinterview reactions. I obtained 106 pre- and postinterview applicant surveys and audiotapes of 24 interviews. Results indicated that applicants' preinterview expectancies correlated positively with their impression management tactics, confirmatory questions, and perceptions of recruiters. Perceptions of recruiters partially mediated pro- to postinterview job-belief relation- ships. Job-knowledge confidence and the expected total number of job offers moderated effects of preinterview beliefs on confirmatory questions. Research and practical implications are discussed. [ABSTRACT FROM AUTHOR]

The relationships between two compensation system attributes-pay level and the level and flexibility of benefits-and the number of applicants attracted to a job, the rate at which they accept the job, and the length of time it takes a firm to fill positions were examined using data on the process of hiring tellers from 352 U.S. banks. Pay level was positively related to acceptance rate as hypothesized, but was unrelated to the number of teller applicants. Opposite to prediction, pay level was positively related to the length of time it took banks to fill teller positions. Benefits were not related to acceptance rate; however, some aspects of benefit programs were positively related to both number of applicants and the time it took to fill positions, and some were negatively related. The study of relationships between human resource practices and firm performance and the implications of the findings for compensation strategy and practice are discussed. [ABSTRACT FROM AUTHOR]

The study sought to determine how accurate male interviewers are (I) in assessing the job characteristics desired by male and female job applicants and (2) in predicting the preferences of applicants for intrinsic and extrinsic job characteristics. Differences in assessing male and female applicants were not of sufficient magnitude to be of practical importance. Interviewers consistently overemphasized the importance of intrinsic factors to applicants and underestimated the importance of extrinsic factors. [ABSTRACT FROM AUTHOR]

The article presents a study which developed a model that can be applied in the areas of manpower planning and human resource valuation. Background information on the human resource valuation model and the implications of the model for manpower planning and human resource valuation are reviewed. The conclusions reached by the study are discussed.

This article proposes a four-cell typology of career systems, reflecting two critical dimensions along which firms choose a staffing strategy, supply flow and assignment flow. We suggest that this typology reflects, in a human resources context, the different choices firms make in managing their overall strategy. The career systems profiles that follow from the typology both describe and predict the composition of a company's work force. [ABSTRACT FROM AUTHOR]

Past efforts to relate the management of human resources to a firm's business strategy have taken three approaches: matching managerial style or personnel activities with strategies, forecasting manpower requirements given certain strategic objectives or environmental conditions, and presenting means for integrating human resource management into the overall effort to match strategy and structure. In this article, the literature on each of these approaches is reviewed, and a typology is presented that posits a reciprocal interdependence between a firm's business strategy and its human resources strategy Implications for research and practice are discussed. [ABSTRACT FROM AUTHOR]

The distinction between sex and gender suggests a need for reexamining research effects of sex-related variables on recruitment. Existing studies were classified according to the type of effect (sex vs. gender), subject population, and recruitment situation Sex seldom had any effects, whereas the effects of gender on recruiters' responses to applicants were inconsistent. Further research is needed to determine the conditions under which different explanations of the effects of gender apply and to examine them in noncampus field settings. [ABSTRACT FROM AUTHOR]

This article analyzes the question of local high-technology location and development by examining the behavior of companies within Orange County, a rapidly growing high-technology "highway" in Southern California. This study reaches several important conclusions. First, high-technology firms operate according to a different set of factors than traditional industry in making their location decisions. Second, three salient, and somewhat related, components govern high-technology location decisions: the availability of professional and technical personnel, the general ambiance and lifestyle of the area, and the desire of the owner/CEO to live in the area. Third, only a "modified" industrial infrastructure is needed; that is, high-technology firms are "footloose" in their location decision and questions of proximity to markets and suppliers are secondary. Strategies to overcome high housing costs are also explored. [ABSTRACT FROM AUTHOR]

The personnel function is changing rapidly and its responsibilities are being redefined. The personnel specialist must become increasingly oriented toward growth and efficiency of the organization instead of merely administering traditional personnel activities. Greater emphasis will be placed upon planning the structure of the future organization and its personnel requirements, identifying and selecting personnel to meet these expected needs, developing and utilizing the organization's human resources, and assessing and rewarding performance. [ABSTRACT FROM AUTHOR]

This paper draws attention to the relevance of factors in both the external and internal environment on organizational efforts to incorporate the disadvantaged into the workforce. Of particular importance to the success of such endeavors is an awareness of the differences which arise from institutional affiliation. Institutional differences exert a major influence on policies and procedures relating to manpower planning, e.g., recruitment, selection, and training. [ABSTRACT FROM AUTHOR]

The comparative method can be a powerful instrument in understanding the complex relationship of institutions and human behavior. This article describes an attempt to apply this method to the study of labor markets. The authors compare the sources and areas of recruitment for different occupational groups in Perth, Australia with those observed in the San Francisco Bay Area by F. Theodore Malm ind reported on in the July 1954 issue of this Review. The results reported in this article refer, however, only to the two areas chosen for comparison. While Perth may be typical of Australian urban labor markets generally, because of the peculiarities of the San Francisco Bay Area—for example, the high degree of unionization and relatively small size of employing units—the results cannot be taken as necessarily representative of differences in recruiting patterns elsewhere in the two countries. [ABSTRACT FROM AUTHOR]

On the basis of some nine hundred interviews with banking and investment-house employees, six hundred of whom were given the SRA Primary Mental Abilities Test, the Kuder Preference Record, and the Allport-Vernon Study of Values, the author posits a functional relationship between the structured, routinized character of banking operations and organization and the personality configurations of most bank employees. Typically, banking offers security, slow advancement, limited opportunity for initiative and responsibility, and an emphasis upon status rewards rather than economic ones. Such conditions and attending recruitment policies attract persons with high dependency needs. These selective criteria prove dysfunctional, however, since such employees do not meet the organization's needs of management succession on a promotion-from-within basis. A remedial program for evaluating applicants and recruiting individuals more suited to the changing demands of the industry is prescribed. [ABSTRACT FROM AUTHOR]

The process of recruitment and selection of students by companies on college campuses in India, commonly known as ‘campus recruitment’, is affected by many factors, one of them being employer branding by the recruiter. The number of students on a campus signing up for the recruitment and selection process of the recruiter depends on the students’ impression of the recruiter, which is influenced by employer branding. There are many ways in which employer branding is undertaken, some of the popular ways being promotion through digital media, print media and word-of-mouth. The study aims to discern whether student awareness is created by employer branding and whether this influences his/her recruitment preferences. In other words, does the knowledge or awareness of an employer brand tilt the student’s preference in favor of the organization? The study was conducted through primary data collected from 73 respondents currently studying Engineering and Masters of Business Administration (MBA) courses in colleges in the National Capital Region of India. The results show that student preferences for employers in campus placements are influenced by employer branding. Implications for organizations are also discussed. [ABSTRACT FROM AUTHOR]

This paper considers both the division of the labor market and the occupational stereotyping as explanatory mechanisms of discrimination in hiring decisions. It hypothesized that recruiters would favor candidates applying for a position that is stereotypically identified with their ethnic category. We solicited 146 recruiters in order to evaluate the hireability of either a native-born or an immigrant candidate, either competent or not competent, for either a prestigious or a low-skill occupation, and to justify their decision in writing. As predicted, both the hireability ratings and the narrative comments produced by recruiters showed that native-born applicants were preferred for prestigious jobs while immigrants tended to be selected more often for low-skill positions.The discussion addresses various issues related to decision-making in recruitment settings. [ABSTRACT FROM AUTHOR]

A heavy dependence on an unskilled migrant labor pool with a high turnover rate was impeding productivity for a food manufacturer in Malaysia. At the same time, the Malaysian government was encouraging industries to reduce their reliance on foreign unskilled workers and improve the training of local talent to drive growth. These circumstances led the food company's managers to reevaluate its workforce model. An internal task force, which was established to analyze the company's labor mix and make workforce planning recommendations, considered desired level of stability, internal requirements, evolving government policies and legislation, and the organization's strategic direction. The new system that was proposed decreased the company's reliance on temporary, unskilled foreign labor, improved local recruitment and training, and reduced turnover among skilled personnel. [ABSTRACT FROM AUTHOR]

Aneurin Bevan University Health Board has recruited nurses from overseas from within and outside the European economic area. This article describes an innovative recruitment initiative that has focused on nurses who trained overseas and are living and working in the local community, but cannot work in a registered nurse role without financial and practical support. It provides an overview of the robust selection processes used, which are in line with the Nursing and Midwifery Council registration requirements, and the stepwise employment offer made to successful applicants. [ABSTRACT FROM AUTHOR]