EMPLOYER RECRUITMENT STRATEGIES AND THE LABOR MARKET OUTCOMES OF NEW HIRES

The results in this article suggest, among other things, a strong association between recruitment choices and starting wages. The theoretical framework motivating the empirical analysis is a wage‐posting game in which firms make wage offers and choose recruitment strategies while recognizing a trade‐off between hiring speed and match quality. Introducing this theoretical framework to the recruitment literature, I present new evidence on employers' choices of recruitment methods to answer the questions “How do employer recruitment choices vary by firm and vacancy characteristics and the skill requirements of jobs?” and “How do vacancy duration and starting wages vary with recruitment choices?”(JEL MS1)     

eHealth recruitment challenges

Little is known about effective eHealth recruitment methods. This paper presents recruitment challenges associated with enrolling African-American girls aged 8–10 years in an eHealth obesity prevention program, their effect on the recruitment plan, and potential implications for eHealth research.Although the initial recruitment strategy was literature-informed, it failed to enroll the desired number of girls within a reasonable time period. Therefore, the recruitment strategy was reformulated to incorporate principles of social marketing and traditional marketing techniques. The resulting plan included both targeted, highly specific strategies (e.g., selected churches), and more broad-based approaches (e.g., media exposure, mass mailings, radio advertisements).The revised plan enabled recruitment goals to be attained. Media appeared to be particularly effective at reaching the intended audience. Future research should identify the most effective recruitment strategies for reaching potential eHealth audiences.     

Recruiting adoptive parents for children with developmental disabilities

One agency describes a systematic approach to recruitment of prospective adoptive families for children with developmental disabilities. The recruitment methodology, preliminary conclusions, and implications for future recruitment of families are presented.     

Social Welfare: Values,Means, Ends,Donald S. Howard. New York: Random House, 1969. 512 Pages. $8.50 Hardbound

Because of a general decline in applications to schools of social work in recent years, student recruitment has grown in importance. This article, based on questionnaires sent to schools and on the authors' experience, explores recruitment issues for both BSW and MSW programs and proposes a model recruitment effort.     

Safer recruitment? Protecting children,improving practice in residential child care

In the wake of a number of high‐profile cases of the abuse of children and young people in residential child care, there have been repeated calls for the improvement of recruitment and selection of residential child care staff. This paper describes the findings from a survey, undertaken in 2005, of operational and human resource managers who have responsibility for the recruitment and selection of residential child care staff in the voluntary and statutory sectors in Scotland. This research was commissioned by the Scottish Executive to identify which elements of safer recruitment procedures had been implemented following the countrywide launch of a Toolkit for Safer Recruitment Practice in 2001. Research findings show that although local authorities were more likely than voluntary organisations to have gone some way toward implementing safer recruitment procedures, the recruitment process lacked rigour and commitment to safer procedures in some organisations. The article discusses the current barriers to the introduction of safer recruitment methods and proposes some possible solutions for the future. Copyright © 2007 John Wiley & Sons, Ltd.     

Recruteurs sous tensions. Discrimination et diversité au prisme de registres argumentaires enchevêtrés

While most studies on discriminatory practices in recruitment identify them with a single set of motives, this article, based on 57 interviews with recruiters from different sectors, seeks to provide an alternative analytical framework. The requirements for fairness in the recruitment process are taken seriously and used to describe an experience of recruitment that entails grappling with contradictory demands, some related to economic efficiency, others to social justice. Recruiters have to balance these requirements. And whether or not recruitment is discriminatory depends on how the balance is struck and the social and organisational constraints that affect it.     

Reaching the ‘hard to reach’: strategies to recruit black and minority ethnic service users with rare long-term neurological conditions

Little is known about health and social care experiences of patients with rare long-term neurological conditions. Furthermore, black and minority ethnic (BME) service users are often perceived to be under-represented in health services research. BME service users have been described as ‘hard to reach’ in the past. However, evidence suggests that a variety of recruitment methods need to be used in order to increase recruitment. We employed a range of recruitment strategies shown to be effective in recruiting BME patients, to recruit patients to participate in one-to-one interviews to establish experiences of health and social care. Strategies included community and clinically based strategies. In total we recruited 15 participants through these recruitment methods, with all recruits ultimately coming from neurology clinics and disease-specific charities. Despite community-based strategies generating interest and a willingness to be involved, the rare nature of these conditions resulted in a lack of recruits from these strategies. Consequently we conclude that researchers need to plan and prioritise strategies carefully in order to maximise recruitment and utilise resources efficiently dependent on the nature of the research.     

In search of innovation: A national qualitative analysis of child welfare recruitment and retention efforts

This national qualitative study explores recruitment and retention strategies within state child welfare agencies and the perceived effectiveness of these strategies. The study includes a national review of 50 state child welfare websites, and qualitative interviews with 18 individuals in 13 states. The findings highlight agencies' identification and investment of similar types of recruitment and retention efforts; yet agencies still grapple with elevated turnover rates despite continued efforts. This article comprehensively explored national utilized and underutilized strategies that have been employed to help alleviate child welfare recruitment and retention challenges. Further, mechanisms for overcoming and promoting innovation to understand the effectiveness of child welfare recruitment and retention strategies are addressed.     

The Development and Implementation of a Minority Recruitment Plan: Process,Strategy and Results

Abstract

The authors identify and discuss the planning process and results of a three-year minority recruitment effort. The recruitment principles and framework used to influence decisions are explained. The recruitment and retention effort consisted of six phases: Gauging the environment, preinitiation, program planning and development, implementation, evaluation, and institutionalization. Each phase is discussed along with the tasks and strategies which proved to be effective.     

Examining Passive and Active Recruitment Methods for Low-Income Couples in Relationship Education

One of the most difficult aspects of studying low-income couples is the effective implementation of recruitment and retention strategies. Low-income couples face environmental stressors that make participation difficult, and research has yet to identify efficacious methods of recruiting and retaining low-income couples into funded studies. Researchers and practitioners targeting low-income participants rely on a “learn-as-they-go” approach. Therefore, we examined passive and active recruitment strategies for 394 married participants with children under age 18 and reporting a total household income within 200% of the Federal Poverty Guidelines who participated in a federally funded couples and relationship education program. Univariate ANOVAs indicated significant differences between recruitment method and total time spent in couples and relationship education workshops for both women and men. Further, results indicated a relationship exists between recruitment method and the number of follow-up contacts required before participants attended the initial intake appointment. Implications for practice and research are discussed.     

Recruiting Participants for Community Practice Interventions

ABSTRACT

This paper focuses on recruiting participants for community practice interventions. We begin by presenting a case study of the recruitment methods used in a community-based development effort in the southeastern United States. In the next sections, we review some key issues in recruitment as discussed in the community practice and social movement literatures, and use them to reflect upon the case study. In the final section, we try to make social movement theory more accessible to community practitioners by developing a set of principles for use in recruitment.     

Canopy trees in an urban landscape – viable forests or long-lived gardens?

Seedling recruitment shapes tree communities, including those found in altered landscapes such as urban forests. However, little data exists on local- and broad-scale tree seed immigration and recruitment in these communities. Interspecific competition and seed predation are two major causes of recruitment failure for plants. In North American urban forests, these pressures may be exacerbated by an altered disturbance regime and prevalent invasive species combined with dense populations of rodents and browsers. Preliminary investigation in an urban forest on the eastern shore of Lake Erie indicated very low long-term tree seedling recruitment in the mature canopy stands. Our competing hypotheses were that seed establishment (habitat suitability) and seed limitations (seed availability) explained the tree recruitment failure. We tested seed establishment using field experiments (burning and vertebrate herbivore exclosures) and seed limitation by introducing native tree seeds. Moreover, we tested also seed limitation by examining local and regional seed input using seed traps. We found that seedling recruitment increased significantly with experimental reductions in predators and competitors, suggesting strong biotic establishment limitations in the urban forest. In addition, seed rain correlated significantly with immediately proximate parent plants, but no species arrived beyond what occurs within 50 m of the experimental plots. Essentially, then, the existing canopy species are not replacing themselves and extant seeds are not immigrating to replace them. At the patch scale, habitat quality, particularly seed predation and browsing, as well as competition from nonnative understory shrubs, constrained native tree recruitment in the urban forest. At the landscape scale, the evidence of poor long-term seed recruitment and the lack of long-distance seed input also suggest low native tree seed availability. The tree recruitment failure suggests that, in the absence of active management, this urban forest may eventually convert to an invasive-species dominated urban shrubland.     

Recruitment & retention. A successful model in forensic psychiatric nursing

1. The recruitment and retention of forensic psychiatric nurses in this highly competitive environment has been identified as a critical issue. 2. In response to the need to expand services, the development, implementation, and evaluation of an innovative model that has demonstrated success in the recruitment and retention of nurses for this highly specialized area of practice are described. 3. The successful recruitment and retention of forensic psychiatric nurses may be facilitated by developing and implementing strategies that integrate the goals and objectives of the organization with the needs of individual nurses.     

Social infrastructure and community economic development strategies: the case of self-development and industrial recruitment in rural Iowa

This research examines the relationship between features of community social organization and the existence of two contrasting types of economic development, self-development and industrial recruitment in rural places. Self-development is an endogenous form of development relying primarily on entrepreneurism and local resources. Industrial recruitment is an exogenous form of development that seeks outside investors and firms to locate in the community. Using data collected in a statewide sample of 99 Iowa communities, we hypothesize that social infrastructure, the group-level interactive aspects of community organizations and institutions, is more strongly related to the existence of self-development than industrial recruitment. A key finding is that social infrastructure, measured by the existence of active community organizations, businesses that support local community projects, community-wide fund-raising capacity, and extra-local linkages to peer communities and state government, is positively associated with the existence of self-development. The relationship between social infrastructure and industrial recruitment is also significant but more modest. Findings indicate that a community's social organization can be a resource for development, but may be more appropriate for endogenous development efforts than exogenous ones.     

Investigating recruitment and completion mode biases in online and door to door electronic surveys

Electronically assisted survey techniques offer several advantages over traditional survey techniques. However, they can also potentially introduce biases, such as coverage biases and measurement error. The current study compares the relative merits of two survey distribution and completion modes: email recruitment with internet completion; and door to door recruitment with either tablet or internet completion. Presentation mode is held constant so that we are able to separate the impacts of recruitment mode and completion mode on responses. Recruitment mode appeared to influence both response rates and which socio-demographic groups were represented. However, the difference between the two recruitment modes was relatively small. Completion mode appeared to have little or no impact on responses although it did influence completion times. The email distributed survey performed better with regard to time costs and the number of respondents obtained. Differences between the two survey modes appeared to be largely due to recruitment method rather than completion mode.     

The committed female fighter: the political identities of Tamil women in the Liberation Tigers of Tamil Eelam

This study examines the role of recruitment in explaining variation in participation for female combatants in rebel movements. I argue that recruitment has little impact on the nature of women’s participation within a rebel movement. Drawing on the case of the LTTE in Sri Lanka, I find that the political identities of individual female fighters, shaped by prior experiences of state repression, in particular militarization, can better explain variation in participation than the specific manner of their recruitment. I demonstrate that even in cases of coercive recruitment, female participation cannot be predicted and may even evidence high levels of commitment to the insurgent cause.     

Social networks and social movements: Multiorganizational fields and recruitment to Mississippi Freedom Summer

This study explores the role of multiorganizational fields in recruitment to social movements. We study applicants to the 1964 Mississippi Freedom Summer project from two sites: the University of California at Berkeley and the University of Wisconsin at Madison. Using network analysis, we develop a model of recruitment that predicts participation on the basis of the structural positions of individuals within the multiorganizational fields, as well as on the basis of individual background factors. We also study the role that the recruitment context plays, by comparing the results at these two universities. Independent of the individual background factors, structural position in the multiorganizational field predicts participation in Freedom Summer at Wisconsin, but not at Berkeley. The effects of individual background factors on participation are also contingent on the recruitment context. We discuss the theoretical implications of our results for the study of the effects of multiorganizational fields and recruitment contexts on participation in social movements.     

“We thought it would be easy”: recruitment challenges,successes and best practices for low-income couple populations

Recruitment challenges present ongoing struggles for social science professionals. Especially problematic are recruiting endeavors when target populations are highly stressed, highly mobile, and are comprised of couples rather than individuals. Included in this study is a rationale supporting the need to study recruitment challenges coupled with a literature review discussing recent recruitment research summaries. Based upon a Delphi-type discussion with couples relationship education (CRE) experts, our team constructed a qualitative study to examine recruitment challenges in low-income CRE programs. Fourteen interviews were conducted with “successful” program leaders identified by federal regional managers within the Administration for Children and Families (ACF). Data were analyzed, and results detailing four main “challenge” themes, four “success” themes, and a seven-step best practice model are presented.     

Guestworkers in Europe: A Resurrection?

Around 1974, most Western European countries abandoned migrant labor recruitment, and introduced restrictive entry rules. Today, policymakers are reexamining temporary migrant worker programs. This article examines demographic, economic, and social pressures for labor recruitment, discusses temporary migrant worker programs in Germany and the United Kingdom, and examines the European Commission's 2005 Policy Plan for Legal Migration. Current approaches differ significantly from the past and there is no question of a general return to labor recruitment policies. However, today's policies do share some common features with past guestworker programs, and may lead to negative social outcomes in both receiving and sending countries.     

The importance of urban backgardens on plant and invertebrate recruitment: a field microcosm experiment

Private backgardens in cities have the capacity to enhance ecological function and connectivity. The importance of increased habitat availability was tested experimentally using microcosms with soil or with soil and vegetation added into Toronto backgardens. Local attributes of the backgardens were recorded, and within the microcosms, recruitment of seeds, plants, and winged and wingless invertebrates were recorded. Natural recruitment by all organisms was significant into the microcosms in the 20 backgardens tested. Invertebrate abundance and diversity, incidental seed recruitment, and aboveground vegetation growth was enhanced regardless of whether only bare soil was added or soil with vegetation. The number of woody plants (non-herbaceous plants with hard lignified tissues or woody parts e.g., stems and are adapted to survive from one year to the next i.e., through winter) in the backgardens predicted seed recruitment and number of plant species predicted winged invertebrate abundance. Hence, simple augmentation of private backgardens—even at an ecologically small-scale—can enhance the capacity of urban systems to provide appropriate habitats for organisms within a difficult matrix for many species.