Recruitment Market Trend Analysis with Sequential Latent Variable Models

Recruitment market analysis provides valuable understanding of industry-specific economic growth and plays an important role for both employers and job seekers. With the rapid development of online recruitment services, massive recruitment data have been accumulated and enable a new paradigm for recruitment market analysis. However, traditional methods for recruitment market analysis largely rely on the knowledge of domain experts and classic statistical models, which are usually too general to model large-scale dynamic recruitment data, and have difficulties to capture the fine-grained market trends. To this end, in this paper, we propose a new research paradigm for recruitment market analysis by leveraging unsupervised learning techniques for automatically discovering recruitment market trends based on large-scale recruitment data. Specifically, we develop a novel sequential latent variable model, named MTLVM, which is designed for capturing the sequential dependencies of corporate recruitment states and is able to automatically learn the latent recruitment topics within a Bayesian generative framework. In particular, to capture the variability of recruitment topics over time, we design hierarchical dirichlet processes for MTLVM. These processes allow to dynamically generate the evolving recruitment topics. Finally, we implement a prototype system to empirically evaluate our approach based on real-world recruitment data in China. Indeed, by visualizing the results from MTLVM, we can successfully reveal many interesting findings, such as the popularity of LBS related jobs reached the peak in the 2nd half of 2014, and decreased in 2015.Comment: 11 pages, 30 figure, SIGKDD 201

Recruitment and Decision-Making: The Effects of Early Recruitment Practices on the Decision to Apply to an Organization

This study explored the relationship between early recruitment practices (company visibility, social networking, campus presence and traditional practices) and decision making during the initial phase of the recruitment process. Results indicated that the relationship between early recruitment practices and decisions to apply were mediated by attraction and perceptions of organizational attributes

Recruitment Research and Applicant Attraction: What Have We Learned?

Developing labor shortages are increasing the importance of recruitment to organizations. However, previous recruitment research has provided few operational guidelines for persuading high quality candidates to apply for, and to accept, job offers. This is because most recruitment research has either ignored major independent variables (e.g., vacancy characteristics), and/or focused on dependent variables other than applicant attraction or job choice (e.g., turnover). Suggestions are made for increasing the relevance of future recruitment research to applicant attraction

Vestibular recruitment

Vestibular recruitment is defined through the analysis of several references. It is concluded that vestibular recruitment is an objective phenomenon which manifests itself during the affection of the vestibular receptor and thus serves as a diagnostic tool during affection of the vestibular system

Effectiveness of community outreach and engagement in recruitment success for a prebirth cohort.

IntroductionWe describe the effectiveness of community outreach and engagement in supporting recruitment for the US National Children's Vanguard Study between 2009 and 2012.MethodsThirty-seven study locations used 1 of 4 strategies to recruit 18-49-year-old pregnant or trying to conceive women: (1) Initial Vanguard Study used household-based recruitment; (2) Direct Outreach emphasized self-referral; (3) Enhanced Household-Based Recruitment enhanced Initial Vanguard Study strategies; and (4) Provider-Based Recruitment recruited through healthcare providers. Outreach and engagement included advance letters, interactions with healthcare providers, participation in community events, contacts with community organizations, and media outreach.ResultsAfter 1-2 years, 41%-74% of 9844 study-eligible women had heard about the National Children's Vanguard Study when first approached. Women who heard were 1.5-3 times more likely to consent. Hearing via word-of-mouth or the media most frequently predicted consent. The more sources women heard from the higher the odds of consent.ConclusionsWe conclude that tailored outreach and engagement facilitate recruitment in cohort studies

The relationship between smolt and postsmolt growth for Atlantic salmon (Salmo salar) in the Gulf of St. Lawrence

The interaction of ocean climate and growth conditions during the postsmolt phase is emerging as the primary hypothesis to explain patterns of adult recruitment for individual stocks and stock complexes of Atlantic salmon (Salmo salar). Friedland et al. (1993) first reported that contrast in sea surface temperature (SST) conditions during spring appeared to be related to recruitment of the European stock complex. This hypothesis was further supported by the relationship between cohort specific patterns of recruitment for two index stocks and regional scale SST (Friedland et al., 1998). One of the index stocks, the North Esk of Scotland, was shown to have a pattern of postsmolt growth that was positively correlated with survival, indicating that growth during the postsmolt year controls survival and recruitment (Friedland et al., 2000). A similar scenario is emerging for the North American stock complex where contrast in ocean conditions during spring in the postsmolt migration corridors was associated with the recruitment pattern of the stock complex (Friedland et al., 2003a, 2003b). The accumulation of additional data on the postsmolt growth response of both stock complexes will contribute to a better understanding of the recruitment process in Atlantic salmon

Recruitment and career management

Growth and profitability are permanently engraved in each strategic plan to describe its performance potential.Without growth in turnover to create value and profitability without pay for the capital investment, no salvation. When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/2662

A Trust-based Recruitment Framework for Multi-hop Social Participatory Sensing

The idea of social participatory sensing provides a substrate to benefit from friendship relations in recruiting a critical mass of participants willing to attend in a sensing campaign. However, the selection of suitable participants who are trustable and provide high quality contributions is challenging. In this paper, we propose a recruitment framework for social participatory sensing. Our framework leverages multi-hop friendship relations to identify and select suitable and trustworthy participants among friends or friends of friends, and finds the most trustable paths to them. The framework also includes a suggestion component which provides a cluster of suggested friends along with the path to them, which can be further used for recruitment or friendship establishment. Simulation results demonstrate the efficacy of our proposed recruitment framework in terms of selecting a large number of well-suited participants and providing contributions with high overall trust, in comparison with one-hop recruitment architecture.Comment: accepted in DCOSS 201