Employee-Selection Practices and Public Relations
Notice bibliographique
Résumé
The recruitment and selection of employees is an important human resource component of the management of intramural recreation departments across North America. While much is written about the mechanics of the hiring process, little attention has been paid to the public relations aspects of this activity. As Currie (1997) suggests, the employee-selection process has the potential to create favorable impressions of an organization on job applicants. This article explores a number of activities that are usually part of hiring of new employees with a view to determining the negative or positive outcomes from a public relations standpoint. The “recruitment phase” of the process is extremely important when leaving applicants with a favorable impression of an organization. Keep in mind that numerous individuals who do not ultimately secure a position, are subject to forming impressions by being exposed to advertisements, job descriptions, Websites and various other forms of communication. The second important phase of hiring that has potential for the creation of impressions is the “interview process.” While the interview is the most widely employed yet least understood, techniques used in the hiring process (Boucher, 1991), there is no question that indelible impressions are formed during this phase. Both employer and candidates for positions invariably “exchange impressions” during an interview to the extent that initial (and in some cases lasting) attitudes are formed. It is also apparent from the literature that “extra-viewing” techniques such as panel interviews, drug testing, and personality tests, often are viewed as demeaning by applicants. The last, but certainly no less important, area of concern is the “post-selection” activities. Several authors cite a number of practices that treat unsuccessful candidates very disrespectfully. A more enlightened approach would be to treat unsuccessful candidates as potential hires in subsequent job searches. Even if these individuals never apply for positions in the future, the objective should be to have them treated with the utmost attention to human dignity. As such, countless individuals who apply for positions within organizations will form positive impressions of that organization consistent with comprehensive public relations policies. The hiring process should be considered as just one of the efforts of creating, communicating, enhancing, and maintaining a corporate image that is critical to an organization's success (Brendsel, 1993).
Récupéré en direct depuis OpenAlex et désinversé. Les résumés ne sont pas conservés dans cette base de données : les index inversés représentent 8,6 Go des 9,3 Go de texte de la base, et le serveur dispose de 13 Go libres.
Comment cette classification a été obtenuedéplier
Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,001 | 0,001 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,000 | 0,000 |
| Études des sciences et des technologies | 0,002 | 0,000 |
| Communication savante | 0,000 | 0,001 |
| Science ouverte | 0,000 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,000 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,004 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule tête enseignante, pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».