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Corporate business strategy, career management and recruitment: do Spanish firms adhere to a contingency model?

Martín, A.F.; Romero, F.P.; Valle, C.R.; Dolan, S.L. - In: Career Development International 6 (2001) 3, pp. 149-156

This study attempts to examine career management from a contingency perspective while making specific provisions to the Spanish cultural context. The underlying assumption is that the career focus is contingent on both the broader context (corporate business policy) and the human resource...

Persistent link: https://www.econbiz.de/10014693255

Firm size and recruitment: staffing practices in small and large organisations in north Cyprus

Tanova, Cem - In: Career Development International 8 (2003) 2, pp. 107-114

informal methods of recruitment, but no significant relationship was found between the choice of recruitment method and human …

Persistent link: https://www.econbiz.de/10014693319

Staffing practices in the private sector in Sri Lanka

Wickramasinghe, Vathsala - In: Career Development International 12 (2007) 2, pp. 108-128

. Findings – Sri Lankan companies placed higher weighting on the external labour market in recruitment and the use of objective …

Persistent link: https://www.econbiz.de/10014693468

A fuzzy multicriteria decision‐making methodology for selection of human resources in a Greek private bank

Polychroniou, Panagiotis V.; Giannikos, Ioannis - In: Career Development International 14 (2009) 4, pp. 372-387

Purpose – The purpose of this paper is to present a fuzzy multicriteria decision‐making (MCDM) methodology for selecting employees. Design/methodology/approach – The methodology is based on the technique for order preference by similarity to ideal solution (TOPSIS) multicriteria decision...

Persistent link: https://www.econbiz.de/10014693556

How the gamekeeper can make the most of his poacher

Sheridan May, Andrew - In: Career Development International 2 (1997) 5, pp. 254-255

Discusses how executive search has become the preferred recruitment method for many organizations where top management …

Persistent link: https://www.econbiz.de/10014693768

Skills shortage and recruitment in the SME sector

Vinten, Gerald - In: Career Development International 3 (1998) 6, pp. 238-242

Skills shortage and recruitment is an area of undeniable importance to the SME sector and a challenge for human …

Persistent link: https://www.econbiz.de/10014693811

Examining how preferences for employer branding attributes differ from entry to exit and how they relate to commitment, satisfaction, and retention

K. Ito, Jack; M. Brotheridge, Céleste; McFarland, Kathie - In: Career Development International 18 (2013) 7, pp. 732-752

/value – Organizations face significant challenges in designing programs for recruitment and retention. This study considers how employees …

Persistent link: https://www.econbiz.de/10014694132

Death of a salesman

Burdett, John O. - In: Career Development International 6 (2001) 3, pp. 176-182

The author suggests that executive search practitioners would be naïve to believe that the revolution being enacted within their clients’ businesses will not ultimately embrace them. More pointedly, it is argued that supporting the client’s quest to create value for its customer base will,...

Persistent link: https://www.econbiz.de/10014693258

Policy capturing as a tool to enhance recruiting

Williamson, Crystal L.; Cope, John G.; Foster Thompson, Lori - In: Career Development International 7 (2002) 3, pp. 159-166

During labor shortages, organizations that wish to recruit effectively must advertise jobs attractive to applicants. Demonstrates that policy capturing methodology can be used to uncover the job attributes of interest to potential applicants. Examines the influence of five organizational...

Persistent link: https://www.econbiz.de/10014693284

The decision to recruit online: a descriptive study

Galanaki, Eleanna - In: Career Development International 7 (2002) 4, pp. 243-251

Online recruitment is a new tool, at the disposal of the HR departments, which has known a phenomenal success in very … Internet. The attributes tested are cost effectiveness; recruitment cycle time; response rate; quality of response; impact on … how the companies perceive and value online recruitment. …

Persistent link: https://www.econbiz.de/10014693290