Reflecting on E-Recruiting Research Using Grounded Theory

This paper presents a systematic review of the e-Recruiting literature through a grounded theory lens. The large number of publications and the increasing diversity of publications on e-Recruiting research, as the most studied area within e-HRM (Electronic Human Resource Management), calls for a synthesis of e-Recruiting research. We show interconnections between achievements, research gaps and future research directions in order to advance both e-Recruiting research and practice. Moreover, we provide a definition of e-Recruiting. The use of grounded theory enabled us to reach across sub-disciplines, methods used, perspectives studied, themes discussed and stakeholders involved. We demonstrate that the Grounded Theory Approach led to a better understanding of the interconnections that lay buried in the disparate e-Recruiting literature

Unintentional recruiting for diversity

Based on interviews with Latino undergraduate students, Latino and Native American graduate students in library and information science, and Latino librarians, this paper documents some techniques librarians unintentionally use to persuade or dissuade students from becoming librarians. These techniques include developing relationships with library patrons, helping patrons become familiar with the library, demonstrating librarianship as a service profession, and demonstrating librarianship as a respectful profession. When used intentionally, those techniques become strategies which can help librarians recruit for future generations.Post-printIncludes bibliographical references

News in a New America

Provides an analysis of the diversity of America's news coverage and newsrooms. Includes recommendations on recruiting for diversity, the role of mentoring, and implementing change in schools of journalism

Recruiting for Diversity: Strategies for 21st Century Research Librarianship

Academic libraries, especially research libraries, are recognizing the benefits and importance of recruiting librarians from diverse backgrounds. The imperative for diversity in higher education and, therefore, in its libraries, provides the context for outlining strategies to recruiting the best and brightest librarians from underrepresented groups. Creative efforts at the national professional organizational level to recruit broadly and effectively are making a difference in widening the pipeline at the entry-level and at higher position levels. In many cases research libraries are campus leaders for diversity initiatives including recruitment and for good reason. This paper will lay out strategies for robust diversity recruiting activities at the organizational and institutional level using the University of Tennessee\u27s experiences as a basis for discussion. Finally, a summary of successful strategies in the current and future context of higher education will provide a roadmap and a catalyst for even greater strides in diversifying academic and research libraries and, in turn, our colleges and universities to meet the challenges of the twenty-first century global society

Challenging the Good Fit Narrative: Creating Inclusive Recruitment Practices in Academic Libraries

As a profession, we talk the talk of valuing diversity and inclusion, but do we walk the walk with our hiring practices? The profession stresses the importance of “a good fit” when hiring, but we rarely interrogate the fact that “a good fit” can be a reflection of our implicit biases. Academic librarians conducted a survey of hiring policies with a focus on the processes (or lack thereof) of recruiting candidates from underrepresented groups. This session will report on their findings and recommend the implementation of specific practices designed to create an inclusive candidate pool and an equitable searc

Fairness as a Determinant of AI Adoption in Recruiting: An Interview-based Study

Traditional recruiting techniques are often characterized by discrimination as human recruiters make biased decisions. To increase fairness in human resource management (HRM), organizations are increasingly adopting AI-based methods. Especially recruiting processes are restructured in order to find promising talents for vacant job positions. However, use of AI in recruiting is a two-edged sword as the neutrality of AI-based decisions highly depends on the quality of the underlying data. In this research-in-progress, we develop a research model explaining AI adoption in recruiting by defining and considering fairness as a determinant. Based on 21 semi-structured interviews we identified dimensions of perceived fairness (diversity, ethics, discrimination and bias, explainable AI) thereby affecting AI adoption. The proposed model addresses research gaps in AI recruiting research in general and arising ethical questions concerning the use of AI in people management in general and recruiting process in particular. We also discuss implications for further research and next steps of this research in progress work

Racial under-representation in clinical trials: Consequence, myth, and proposition

The historical under-representation of Blacks in clinical trials is well-documented. The ethical ramifications of racial under-representation in clinical trials are exacerbated by the epidemiologic and clinical consequences. For example, persistent under-representation undermines generalizability and challenges inferences regarding treatment safety and efficacy for minority races. The potential for such consequences warrants greater racial diversity in clinical trials. However, investigators have assumed that recruiting Blacks for clinical trials is hampered by unwillingness to participate. Recent reports indicate that the perception of unwillingness may be unjustified. An often overlooked aspect is that conventional recruitment strategies may be ineffective for recruiting racial minorities. Public health professionals from all disciplines have the collective capacity to improve racial diversity in clinical trials primarily because of access to minority communities. Public health professionals could facilitate an effort to encourage collaboration between trial centers and community health clinics in predominantly minority settings

Bedarfsanalyse und Implementierung von Diversity Management in internationalen Unternehmen

This dissertation thesis about diversity management consists of three articles. The first article defines the terms diversity and diversity management and introduces four diversity dimensions: age, disability, gender and nationality/culture. The second article shows from a universal point of view the implementation and institutionalization of diversity management. The third article focuses on one specific diversity dimension which is nationality/culture and analyzes executives’ recruiting decisions of hiring culturally diverse applicants. For the first and third article, data was collected in a large automotive company. The second article is a benchmark study of 22 large companies in Germany. Overall, 54 qualitative interviews were conducted and analyzed with qualitative content analysis

Bedarfsanalyse und Implementierung von Diversity Management in internationalen Unternehmen

This dissertation thesis about diversity management consists of three articles. The first article defines the terms diversity and diversity management and introduces four diversity dimensions: age, disability, gender and nationality/culture. The second article shows from a universal point of view the implementation and institutionalization of diversity management. The third article focuses on one specific diversity dimension which is nationality/culture and analyzes executives’ recruiting decisions of hiring culturally diverse applicants. For the first and third article, data was collected in a large automotive company. The second article is a benchmark study of 22 large companies in Germany. Overall, 54 qualitative interviews were conducted and analyzed with qualitative content analysis