Job candidates’ reactions to AI-Enabled job application processes

Matching Academic Hiring Institutions and Job Candidates

A hybrid approach to managing job offers and candidates

The evolution of the job market has resulted in traditional methods of recruitment becoming insu cient. As it is now necessary to handle volumes of information (mostly in the form of free text) that are impossible to process manually, an analysis and assisted categorization are essential to address this issue. In this paper, we present a combination of the E-Gen and Cortex systems. E-Gen aims t...

A System for Retrieving Top-k Candidates to Job Positions

Nowadays more and more companies choose to employ e-recruiting systems to automatically assign vacant job positions. Such systems allow for electronically managing the whole recruitment process, reducing the related cost. E-recruiting systems efficiency is therefore significantly affected by the efficacy of the framework underlying the match between recruiters requests and candidates profiles s...

[Application of job demands-resources model in research on relationships between job satisfaction, job resources, individual resources and job demands].

BACKGROUND The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. MATERIALS AND METHODS The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaire...

Labour demand and job-to-job movement

The relationship between labour demand and job-to-job movement is investigated, both theoretically and empirically, at the macro level. It concentrates on the role of the employment regime (hiring, do-nothing or ® ring) and the hiring and ® ring costs. The exact upper bounds of the marginal hiring costs of an employed worker are derived, for which job mobility between two ® rms yields a positiv...