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نتیجه جستجو - استخدام

تعداد مقالات یافته شده: 42
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1 AI-enabled recruiting: What is it and how should a manager use it?
استخدام با هوش مصنوعی: چه چیزیست و یک مدیر چگونه باید از آن استفاده کند؟-2020
AI-enabled recruiting systems have evolved from nice to talk about to necessary to utilize. In this article, we outline the reasons underlying this development. First, as competitive advantages have shifted from tangible to intangible assets, human capital has transitioned from supporting cast to a starring role. Second, as digitalization has redesigned both the business and social landscapes, digital recruiting of human capital has moved from the periphery to center stage. Third, recent and near-future advances in AI-enabled recruiting have improved recruiting efficiency to the point that managers ignore them or procrastinate their utilization at their own peril. In addition to explaining the forces that have pushed AI-enabled recruiting systems from nice to necessary, we outline the key strategic steps managers need to take in order to capture its main benefits.
KEYWORDS : AI-enabled recruiting | Artificial intelligence | Digital recruiting | technology | Human resources
مقاله انگلیسی
2 Bias in Multimodal AI: Testbed for Fair Automatic Recruitment
تعصب در هوش مصنوعی چند حالته: بستر آزمون برای استخدام خودکار عادلانه-2020
The presence of decision-making algorithms in society is rapidly increasing nowadays, while concerns about their transparency and the possibility of these algorithms becoming new sources of discrimination are arising. In fact, many relevant automated systems have been shown to make decisions based on sensitive information or discriminate certain social groups (e.g. certain biometric systems for person recognition). With the aim of studying how current multimodal algorithms based on heterogeneous sources of information are affected by sensitive elements and inner biases in the data, we propose a fictitious automated recruitment testbed: FairCVtest. We train automatic recruitment algorithms using a set of multimodal synthetic profiles consciously scored with gender and racial biases. Fair- CVtest shows the capacity of the Artificial Intelligence (AI) behind such recruitment tool to extract sensitive information from unstructured data, and exploit it in combination to data biases in undesirable (unfair) ways. Finally, we present a list of recent works developing techniques capable of removing sensitive information from the decisionmaking process of deep learning architectures. We have used one of these algorithms (SensitiveNets) to experiment discrimination-aware learning for the elimination of sensitive information in our multimodal AI framework. Our methodology and results show how to generate fairer AIbased tools in general, and in particular fairer automated recruitment systems
مقاله انگلیسی
3 AI-enabled biometrics in recruiting: Insights from marketers for managers
بیومتریک با استفاده از هوش مصنوعی در جذب نیرو: بینش بازاریابان برای مدیران-2020
Both researchers and practitioners are only in the early stages of examining and understanding the ap- plication of artificial intelligence (AI) in terms of marketing themselves as employers or the open jobs they have. AI has the potential to significantly affect how firms reach, identify, attract, and select human capital. We examine factors that can influence a job candidate’s intent to complete AI-enabled recruiting processes, especially the influence of a firm’s use of biometrics in that process. The results show that (1) social media can increase technology use motivation and AI-enabled recruiting with (2) trendiness as a first stage boundary condition and (3) biometrics as a second stage boundary condition. We contribute to marketing knowledge by identifying that for managers wanting to influence job seekers’ technology use motivation in order to increase their participation in AI-enabled recruiting; they must focus on the indirect effects of trendiness, biometrics, and their social media usage.
Keywords: AI-enabled | Biometrics | Technology use motivation | Trendiness | Recruiting | Social media usage
مقاله انگلیسی
4 Platform skills and the value of new hires in the software industry
مهارت های بستر های نرم افزاری و ارزش استخدام های جدید در صنعت نرم افزار-2020
The software industry is unique in terms of its “platform economics” where many firms build their products based on dominant software platforms. Hiring workers from firms with high platform knowledge may thus create externalities for the recipient software firms. Yet, while prior studies have shown that hiring IT workers creates value for recipient firms, the sources of such hiring and the characteristics of recipients that increase value in the software industry are unclear. This paper contributes to the literature by uncovering that the value created through hiring IT workers in the software industry stems largely from firms that are high in platform human capital. Using a large dataset derived from an online professional network, we show that hiring platformskilled workers from firms that are high in platform human capital is associated with a statistically and economically significant increase in financial performance of the recipient software firms. Further, the value of hiring derives from platform-skilled workers with tenure long enough at the source firms, and for recipient firms that are innovative and have high R&D intensity. We thus explicate the sources of hiring and recipient characteristics that increase value for software firms, and derive implications from the findings.
Keywords: Value of hiring | Platform skills | Software industry | Labor mobility | R&D intensity | Innovativeness
مقاله انگلیسی
5 Working the crowd for forensic research: A review of contributor motivation and recruitment strategies used in crowdsourcing and crowdfunding for scientific research
کارکردن جمعیتی برای تحقیقات پزشکی قانونی: مروری بر انگیزه مشارکت کنندگان و استراتژی های استخدام مورد استفاده در منابع عمومی و سرمایه گذاری جمعی برای تحقیقات علمی-2020
Crowdsourcing and crowdfunding have been successfully used in a range of scientific disciplines and present opportunities for forensic researchers to draw on the power of large numbers of people to contribute to research projects through participation or by providing an alternative source of funding. This review aimed to examine whether contributors to crowd science and crowdfunding for scientific research are motivated to participate or provide financial support by the same factors, and to examine recruitment strategies in an attempt to identify a potential crowd for forensic researchers to approach. There was found to be limited research into crowdfunding for scientific research that addressed the motivations of contributors or recruitment strategies used, and no conclusions could be made. There is a need to overcome low response rates and high attrition over the lifetime of a crowd science project or crowdfunding appeal. It is necessary to target a large number of people who are interested in the subject studied and who want to make a difference in some way and contribute to science. True crime podcast audiences are proposed as they present large numbers of listeners who are interested in forensic science, criminal investigation or law enforcement. These audiences have been targeted for successful fundraising efforts and invitations to participate in crowd activities previously. They should be considered by forensic researchers who are looking to venture into crowdsourcing or crowdfunding for research projects.
Keywords: Crowdsourcing | Crowdfunding | Scientific research | Citizen science | True crime podcasts
مقاله انگلیسی
6 Employment opportunities for ex-offenders A field experiment on how type of crime and applicants’ ethnic background affect employment opportunities for low-educated men in the Netherlands
فرصت های شغلی برای افراد متخلف سابق یک آزمایش میدانی در مورد نحوه تأثیر نوع جرم و پیشینه قومی متقاضیان بر فرصتهای شغلی برای مردان کم تحصیل در هلند-2020
Previous research shows mixed results for the effect of having a criminal record on applicants’ chances in the job market. We argue that, to make sense of this mixed pattern of results and better understand the impact of having a criminal record, research should examine under which conditions the effect of having a criminal record on job seekers’ chances is smaller or larger. The current study uses an experimental design to examine the potential role of different offense types and applicants’ ethnic background. Specifically, we ask how applicants’ chances of success are influenced by prior convictions for a violent offense, a property offense or a sexual offense and by their ethnic background. Data were collected using a field experiment in the Netherlands. Applications for 520 applicants were sent out in response to job vacancies published on the internet. The results provide little evidence that a prior conviction or the type of offense affects applicants’ chances of success. By contrast, we find a strong effect of applicants’ ethnic background. In fact, ethnic minority applicants without a criminal record are found to be less likely to receive a positive reaction than majority applicants with a conviction for a violent offense.
Keywords: Field experiment | Employment | Labor market discrimination | Criminal record | Ethnic background
مقاله انگلیسی
7 Optimal pricing in on-demand-service-platform-operations with hired agents and risk-sensitive customers in the blockchain era
قیمت گذاری بهینه در عملیات بر اساس تقاضا-خدمات-پلتفرم با نمایندگان استخدام شده و مشتریان حساس به ریسک در دوره بلاکچین-2019
On-demand service platforms are popular nowadays. Many platforms hire agents to serve customers who are risk sensitive towards the waiting-time. In this paper, we apply the mean-risk theory to analytically explore how the risk attitude of customers affects the optimal service pricing decision of the on-demand platform, consumer surplus (CS) of customers, the expected profit (EP) and profit risk (PR) of the plat- form (and the hired service agents). In the basic model, assuming consumers are homogeneous, we find that if the customers are more risk averse (risk seeking), the optimal service price will drop (increase). Comparing among the three different risk attitudes of customers, we find that when the customers are risk seeking, the CS and the platform’s EP are highest, even though the platform’s PR is also highest. While the opposite happens when the customers are risk averse. In the extended model with a market including customers with different risk attitudes, the blockchain technology helps the platform assess the proportion of risk seeking, risk neutral and risk averse customers accurately. We explore the optimal service prices under both the common pricing policy and the customized pricing policy (with-respect- to customer’s risk attitude), and derive the value of blockchain technology mediated customized service pricing strategy. We conclude by highlighting that the risk attitudes of customers play a critical role in determining the optimal on-demand service pricing, and the blockchain technology is a valuable techno- logical tool to help.
Keywords: Behavioral OR | Pricing | Platform operations | Mean-risk analysis | Blockchain
مقاله انگلیسی
8 ابزار خودسنجی برای سنجش توانمندی‌‌‌‌های فارغ‌التحصیلان نامیبیا: آزمون روایی و پایایی
سال انتشار: 2019 - تعداد صفحات فایل pdf انگلیسی: 10 - تعداد صفحات فایل doc فارسی: 34
بر اساس گزارشات، نامیبیا از جمله کشورهایی است که بالاترین نرخ بیکاری را دارد. در این مقاله، روایی و پایایی ابزار خودسنجی مورد استفاده برای سنجش توانمندی‌‌‌‌های فارغ‌التحصیلان نامیبیا با استفاده از تحلیل عامل اکتشافی (EFA) و تحلیل عامل تاییدی مرتبه دوم (CFA) مورد ارزیابی قرار گرفته‌است. نتایج EFA نشان داد که بیست شاخص را میتوان‌ به پنج عامل، یعنی "مدیریت و انعطاف‌پذیری"، "تخصص و ارتباطات"، "کار گروهی و تفکر انتقادی"، "خویشتن‌داری" و "انگیزه پیشرفت" طبقه‌بندی کرد. نتایج CFA نشان داد که تمام عوامل و شاخص‌ها پایایی بالا و اعتبار خوب ساختاری دارند. دانشجویان و فارغ‌التحصیلان می‌توانند این ابزار خودسنجی معتبر را برای ارزیابی یا تشخیص الگویی از نقاط قوت و ضعف خود به کار گیرند و برآوردی واقعی و عینی از قابلیت استخدام خود داشته باشند، همچنین این ابزار به آن‌ها در افزایش اثربخشی در محل کار کمک می‌کند.
کلمات کلیدی: توانمندی‌‌‌ | قابلیت استخدام | تحلیل عامل تاییدی | روایی ساختار | اعتبار سنجی
مقاله ترجمه شده
9 Corruption, workforce selection and mismatch in the public sector
فساد ، انتخاب نیروی کار و عدم تطابق در بخش دولتی-2019
We examine the impact of corruption on workforce selection and personnel allocation in the public sector. Using Italian data, we find that the selection of public employees in terms of human capital worsens in comparison to that of their private sector counterparts in areas with higher levels of corruption. Moreover, corruption is associated with educational mismatch in the allocation of human resources and, in particular, with an increase in the rate of under-qualification. These results are robust to several alternative indicators and specifications, including IV estimation using past dependence on public spending and the historical relevance of foreign domination as exogenous sources of variation for current corruption.
Keywords: Corruption | Selection | Mismatch | Schooling | Human capital | Public employment
مقاله انگلیسی
10 شکاف جنسیتی در حقوق معلمان K-12
سال انتشار: 2019 - تعداد صفحات فایل pdf انگلیسی: 4 - تعداد صفحات فایل doc فارسی: 16
ما شکاف های جنسیتی موجود در حقوق و مزایای معلمان K-12 را بررسی می کنیم. این یک شغلی است که در آن تبعیض جنسیتی مستقیم کمتر است چراکه حقوق و مزایا توسط یک مقیاس پرداخت واحد تعیین می شود و زنان اکثریت استخدام شده ها را تشکیل می دهند. ما با استفاده از داده های حاصل از ارزیابی جامعه آمریکا (ACS) یک شکاف جنسیتی 12000 دلاری در درآمد فردی معلمان K-12 پیدا کردیم که فقط بخشی از این شکاف ریشه در تفاوت های جنسیتی موجود در مقامات مدیریتی، مدارک تحصیلی و درجات تدریس دارد. برعکس، وقتی که ما از یک سری داده های مربوط به حقوق و مزایای عمومی معلمان K-12 استفاده می کنیم، یک شکاف جنسیتی خامی را پیدا می کنیم که تقریبا" سه برابر کوچکتر است. وقتی که ما مستقیما" توزیع درآمد سالانه برای معلمان مرد و زن را بین حقوق عمومی و داده های ACS مقایسه می کنیم، پی می بریم که بخش مهمی از شکاف جنسیتی ریشه در داشتن درآمد اضافی و خارج از حقوق اصلی تدریس معلمان مرد دارد.
مقاله ترجمه شده
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