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International recruitment and selection practices of South Korean multinationals in China
Kang, Haiying; Shen, Jie - In: The international journal of human resource management 24 (2013) 17, pp. 3325-3342
Persistent link: https://www.econbiz.de/10010189543
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Four Pillars of Job Applicant Screening in China
Hlasny, Vladimir - 2017
Chinese employers practice extensive personal screening of job applicants. This study identifies four manifestations of this practice by motive – statistical, customer and employer taste-based, and regulatory – and evaluates their prevalence, economic determinants and implications for firms'...
Persistent link: https://www.econbiz.de/10012972723
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Discrimination in Recruitment in China : An Employer-Level Analysis of Applicant Screening
Hlasny, Vladimir; Jiang, Meng - 2014
Recruitment at Chinese firms involves extensive screening of job applicants’ personal backgrounds in order to hire the most desirable workers. The exact rationale and nature of this practice is unclear. This study evaluates the market and regulatory conditions in which employers make their...
Persistent link: https://www.econbiz.de/10014039350
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Are China's ethnic minorities less likely to move?
Gustafsson, Björn; Yang, Xiuna - 2015
This study uses China's Inter-Census Survey 2005 to analyse the extent migration behaviour among 14 large ethnic minority groups and the Han majority. Results show that the probability to migrate to all types of destinations varies by province of origin, decreases by age, and in most cases, by...
Persistent link: https://www.econbiz.de/10010515258
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"As rare as a panda" : how facial attractiveness, gender, and occupation affect interview callbacks at Chinese firms
Maurer-Fazio, Margaret; Lei, Lei - 2014
across four occupations in 6 Chinese cities. We find sizable differences in the interview callback rates of attractive and … counterparts to obtain the same number of interview callbacks. Women are preferred to men in three of our four occupations. Women … on average need to put in only 91% as many applications as men to obtain the same number of interview callbacks. …
Persistent link: https://www.econbiz.de/10010424150
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Hiring for networks : social capital and staffing practices in transnational China
Zhang, Yanlong; Lin, Nan - In: Human resource management 55 (2016) 4, pp. 615-635
Persistent link: https://www.econbiz.de/10011535955
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What caused the shortage of labour : examining the recruitment and selection in the internet financial industry in China
Liu, Jingyi; Cai, Yujie - In: Emerging markets from a multidisciplinary perspective : …, (pp. 339-357). 2018
Persistent link: https://www.econbiz.de/10011825179
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What do employers want? : views of Chinese and Canadian job seekers
Sun, Ying; Chan, M. W. Luke; Tiessen, James H. - In: China & world economy 14 (2006) 6, pp. 107-120
Persistent link: https://www.econbiz.de/10003395556
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Winning the war for talent in emerging markets : why women are the solution
Hewlett, Sylvia Ann; Rashid, Ripa - 2011
1: The changing face of talent -- Unprecedented advantages -- Pitfalls and trip wires -- 2: The markets -- Brazil -- Russia -- India -- China -- United Arab Emirates -- 3: Action agenda -- Becoming a talent magnet -- Claiming and sustaining female ambition -- Dealing with pulls and pushes --...
Persistent link: https://www.econbiz.de/10009298572
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HRM, Qualifizierung und Rekrutierung in China : das Mismatch-Problem dargestellt am Beispiel der Hotellerie
Dettmer, Isabel - 2017
Persistent link: https://www.econbiz.de/10011640164