The aim of this paper is to examine the evolution of recruitment of elites due to globalization. In the last century, the main change that occurred in the way the Western world trained its elites is that meritocracy became the basis for their recruitment. Although meritocratic selection should result in the best being chosen, we show that meritocratic recruitment may actually lead to class stratification and auto-recruitment. In this paper, I show that due to globalization, the stratification effect will be even stronger. Globalization will bring about the formation of an international technocratic elite with its own culture, norms, ethos, and identity, as well as its private clubs like the Davos World Economic Forum. We face the emergence of a transnational oligarchy.

The publication summarizes my research in career services at European and American universities. The survey was conducted survey among 20 best-ranked centres via personal interviews and all case studies were published by Euroguidance Centre (only in Czech).

Publikace je věnována u nás zatím nedoceněnému tématu kariérních služeb na vysokých školách. V kontextu konkrétních systémů vysokého školství a profesních organizací kariérních poradců mapuji situaci kariérních služeb na evropských a amerických univerzitách. Představuji různé modely, poskytované služby a způsoby financování kariérních center na řadě univerzit v pěti zemích – jednak v USA, kde se centrum tradičně těší velkému zájmu firem, škol i veřejnosti a má za sebou bohatou historii, a jednak v Evropě (ve Velké Británii, Německu a Rakousku). Součástí publikace je i popis stavu kariérních služeb na vysokých školách v České republice.

Publikace je cenná tím, že vychází z mých osobních setkání s výraznými osobnostmi amerického a evropského vysokoškolského kariérního poradenství, jejich zkušeností a strategických pohledů na tento obor a z porovnání specifik i obecných společných rysů zahraničních center. Studie nabízí tipy na konkrétní příklady a činnosti, které jsou přenositelné a inspirující i pro utváření systému kariérních služeb v České republice.

Aims: This is the second of two papers that explore influences on doctor’s decision-making about the location of their practice. Part One focused on the positive experiences of rural medical practice as expressed by a cohort of rural general practitioners.
This paper, Part Two, focuses on the concerns that the doctors have about rural medical practice.

Methods: We have purposefully selected and interviewed
12 rural doctors in rural/regional Gippsland, Victoria, Australia, exploring their general childhood experiences, why they chose medicine as their career, what they like and dislike about rural practice and life.

Results: The doctors said that their rural upbringing and
exposure to rural experiences during their postgraduate
training led them into rural practice. However, the influence of partners, unexpected opportunities and life experience also impacted on the location of their practice. Many said that they eagerly embraced the excitement, challenge and anxiety of rural practice and complex medical tasks, for example, dealing with emergencies.

Conclusions: Recruiting and retaining rural doctors is a health policy priority. Understanding why and how people practice in rural communities makes a vital contribution to health policy. These doctors form a key group of experienced Australian trained general practitioners. It is this cohort who will be relied upon to supervise and train medical students, registrars and
international medical graduates.

Abstract. The commitment of businesses rely on a policy of recruitment and selection to ensure appropriate staff organizational needs in conjunction with labour market supply and staffing needs of businesses, through a proper analysis of posts and an update of the station records composition of the compartments or departments. An important process is the employment decision makers from businesses, who must know in detail the organizational environment: organizational culture, values, identity, labour organization, etc. From this point, it is necessary to achieve the objectives of the institution in conjunction with public servant status, thus, the various features of the process of selection and recruitment of people who want employment job working in public services, especially the regional agency for environmental protection in Cluj-Napoca.

The St. Louis Regional Information Technology Labor Market Report delivers insights and analysis of Information Technology (IT) skills and competencies most in demand by St. Louis area employers to help answer the question: What does business need? This research is designed to assist key stakeholders involved in economic and workforce development, St. Louis business, educational, and employment services communities in the development of education and training programs to ensure that the region’s workforce is well-prepared and equipped to meet business’ IT demands.

Undergoing an admission process (an initiation) can induce exaggerated feelings about a group, but there is little research about the role of rewards. This study replicated Aronson and Mills’ (1959) experiment. Seventy participants underwent either a severe initiation or a mild initiation. After the initiation, about half the sample received an extrinsic reward for merely completing the task. The remaining half did not receive an extrinsic reward. This was to vary the amount of dissonance. Initiation severity and reward condition had significant, noncrossing interactions. A reward led to higher group identity than no reward, supporting Levine and Moreland's (1994) group socialization model. A severe initiation did not lead to more group identity than a mild initiation; therefore, Aronson and Mills’ findings were not replicated. Interestingly, a mild initiation followed by a reward led to more group identity than a severe initiation followed by a reward. Another unexpected finding was that the extrinsic reward made no difference to group identity if the initiation was severe. Effects on ratings of the discussion were nonsignificant. Future research needs to establish how new group members ponder the severity of the admission process during the cost–benefit calculation preceding their identification with a group.

Researchers have been consistent in advising managers to invest on the organization's employer brand, based on the argument that it will benefit recruitment practice. However, this premise has been majorly sustained following an organizational point of view. As such, the employer branding effects on applicants' job search behavior of applying to a vacancy remains undetermined. Main purpose of this study is to understand if employer branding constrains applicants' job seeking behavior. We propose that applicants develop the desire of submitting to a vacancy through a process having the organizational attributes as its predictor and attractiveness as its mediator. We then investigate if and how employer branding constrains this process, by evaluating its moderating effect. Using confirmatory analysis methodology, we found that employer branding moderates the proposed job seeking process. A positive employer branding has strengthened the process leading to the intention to apply to a vacancy, when compared with neutral or negative employer brandings. This explains applicants' desire of submitting to a vacancy. Based on our results, we suggest directions for practitioners concerning recruitment efficacy.

Sports Geographer BJ Pheasant has calculated the ratios of needed incoming male college freshman soccer players versus the number of 12th grade boys soccer players in each state. The ratio shows the number of players from each U18 club team needed to play in college soccer to fill the incoming freshman class in each state. 

The calculations use data from the US Census Bureau, USYS, NCAA, NAIA and Gotsoccer among others in its research.

Abstract
Purpose – The purpose of paper one of the two-article series exploration of human capital assessment is to examine the strategies by which library administrators can assess and benefit the human capital performance of their library and to lay the groundwork for the discussion of the strategic challenges of assessing and valuing human capital in article two.
Design/methodology/approach – This paper uses a literature review to identify potential strategies and metrics for library administrators to assess human capital productivity.
Findings – Human capital is an increasingly essential element of organizational performance assessment. Effectively assessing library staff expenditures (which generally receives the largest
expenditure allocations within the library’s budget) and the resulting performance generated by the staff, who are the primary knowledge tools and providers of the library’s services, is an ever increasing possibility to account for greater amounts of tangible and intangible organizational performance. Library administrators have multiple options for developing effective strategies and metrics by which to assess their libraries human capital performance.
Originality/value – Developing an effective human capital assessment process as a standard component of the library’s performance and budgetary assessment processes would benefit libraries and their administrators by increasing the organizational performance information available for resource allocation decisions regarding library staff development, recruitment, and retention in the larger overall management decision making and planning processes.
Keywords Assessment, Human capital, Intellectual capital, Recruitment, Retention, Employee development
Paper type Conceptual paper

If you have not heard of Transversal Skills or Competencies you need to get up to date quickly.

They are defined by the Education Glossary quite accurately as follows:

’The term 21st century skills refers to a broad set of knowledge, skills, work habits, and character traits that are believed—by educators, school reformers, college professors, employers, and others—to be critically important to success in today’s world, particularly in collegiate programs and contemporary careers and workplaces.’ https://www.edglossary.org/21st-century-skills/

They are, however, out of date!

On May 2 2018 the EU Government published a ‘Decision’ which was passed earlier on April 18 2018.

‘DECISION (EU) 2018/646 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 18 April 2018
on a common framework for the provision of better services for skills and qualifications (Europass) and repealing Decision No 2241/2004/EC’

Estudos mostram que diplomas de nível superior facilitam o acesso a posições de trabalho mais bem remuneradas e são uma fonte importante de prestígio e honra social no Brasil. Não obstante, uma ampla literatura afirma hoje a diminuição da importância do diploma nos processos de contratação, argumentando que ele seria cada vez menos suficiente para se conseguir um emprego. Este artigo examina os processos de seleção de engenheiros recém-formados por oito grandes empresas da região de Campinas. Com base em entrevistas com os principais atores da seleção e em observações das rodadas iniciais de uma seleção realizada por firma de consultoria contratada por uma das empresas, o estudo mostra que o peso do diploma obtido em uma universidade de prestígio ainda é a variável mais importante na decisão de contratação, definindo não apenas a obtenção do emprego, mas também o acesso às vagas que levam às posições gerenciais, mais bem remuneradas e mais prestigiosas. Ao final, discute as implicações teóricas e o que esses resultados sugerem em termos de políticas públicas.

Studies show that higher level diplomas make access to well-paid jobs easier and are an important source of prestige and social honor in Brazil. However, a broad literature today indicates a reduction of the importance of the diploma in hiring processes and argues that having a diploma becomes less and less sufficient for getting a job. This article examines the processes of selection of recently graduated engineers by eight large companies in the region of Campinas. Based on interviews with the main actors of the selection processes and on observation of the initial steps of a selection carried out by a consultancy company hired by one of the companies, the study shows that the weight of a diploma from a prestigious university is still the most important variable for the hiring decision, as it defines not only whether it will be possible to get the job or not, but also the access to vacancies that lead to better paid and more prestigious managerial positions. Finally, it discusses theoretical implications as well as what these results suggest in terms of public policies.

Graduate employability remains an issue of concern for government, industry, higher education providers and students. This study aims to determine employer needs of the Australian sport management job market and discusses the findings of a six-month occupational audit of sport management positions in Australia. The findings present an employer perspective of the nature and published expectations of sport management opportunities. In particular, the most frequently demanded management and leadership expectations were found to be achieving results, working with people, using resources and providing direction. Entry-level recruitment demanded a skill-set that included excellent communication, planning/organization and problem-solving skills, and the selection criteria emphasized experience, qualifications and an appropriate work ethic/passion. This research provides a benchmarking profile of Australian sport management opportunities from which fitness of purpose and curricular development can be further researched and developed.

What you need to Know and what you need to Do to be recruited. College athletics is a jungle and this presentation is a guide to teach you what you need to know and do as a high school athlete to be find a college athletics program to recruit you.

In the era of Big Data, enterprise management is undergoing tremendous changes. Human resource department, as an important part of the company, has also been affected by big data. The article is in the context of the era of Big Data, discussing the application of Big Data in major modules of human resource management, including recruitment, talent training, talent assessment and so on. Moreover, this article proposes the major challenges that HR will face and corresponding solution.

Crowdsourcing is the process of getting work or funding, usually online, from a crowd of people. The word is a combination of the words 'crowd' and 'outsourcing'. Human resource management crowdsourcing has broken new grounds for its use in functions like recruitment, employee surveys, talent assessment, learning and even performance reviews. Crowdsourcing in HR further helps to gather opinions of employees on understanding the culture needs and to get them more engaged. The future of HR is digitally wired globally and to attract the best talent, HR needs to be constantly in touch with the millennial generation

The purpose of this study was to investigate the impact of work-from-home (WFH) human resource (HR) practices on the performance of faculty under the drastic circumstances of coronavirus disease 2019 (COVID-19). The population of the study included faculty members of the higher education institutions in Sialkot, Pakistan. The study filled the gap of scarce literature on the impact of various HR practices by HR officials while working from home during lockdown observed to reduce the spread of COVID-19. Based on reinforcement theory, this article proves that there is a significant relationship between HR practices (including training, performance appraisal, career planning, employee participation, job definition, compensation, and selection) and faculty performance. It also proves that there is a strong positive relationship between the two variables. The findings of this study provide a blueprint to improve HR practices for high performance by faculty in the higher education sector d...

The problem and the aim of the study. Most undergraduate students at last year of university have anxiety to seek for the future job. Looking for job and moving to new chapter of their life is often accompanied by anxiousness and generates psychological stress. The purpose of this paper is to indicate the role of university, specialization and employment expectation in decreasing the students’ anxiousness.
Research methods. The main method of this research is quantitative approach by using surveys. Data were collected by surveying of 400 students at the last year of university distributed under three categories: medical science, natural science and social studies in Yogyakarta city, Indonesia. Purposive sampling was used to select students based on their specialization of study. Regression path analysis was employed to examine the role of university, specialization and possibility of employment on decreasing the students’ anxiety in finding suitable job.
Results. The Results indicate that university has no direct role in helping students get job but has indirect impact on shaping students’ knowledge, skills and self-confidence to prepare them for future job and this leads to negative and significant impact on students’ anxiousness with (β = -.138 and -.260; p < 0,01) respectively. Specialization has negative and significant impact (β = -.207, -.198; p < 0,01) for medical and natural science students and low negative and significant (β = -.018; p < 0,01) for social science students on their anxiety. Finally, employment expectation for most of the students was fair and has positive impact on their anxiety (β = .012, .090 and .124; p < 0,05) respectively.
Conclusion. This research revealed the increasing impact of Covid-19 pandemic to the students’ anxiety due to continuous influence of the virus during the 2020. Theoretical, social and practical implications have been discussed as part of this research as well.

This article presents a quantitative study of differential participation in low- and high-risk activism in the Danish refugee solidarity movement. Distinguishing between low- and high-risk activism, it shows the fruitfulness of combining what are often considered competing theoretical explanations related to (1) values, (2) microstructures, and (3) emotions. We analyze data from a unique survey of 1,856 respondents recruited via Facebook. The results show that low- and high-risk participation strongly correlate but are influenced by different factors. For low-risk activities, the most important factors are emotional reactions, structural availability, and predispositions in the form of basic human values. For high-risk activity, the important factors are prior history of activism and emotional reaction. Values, microstructures, and emotions interact in relation to participation in both kinds of activism, which points to promising avenues for integrating and developing the theoretical framework of differential participation and recruitment.

Recruitment refers to the process of finding suitable candidates for the required job and instead of providing hr recruitment service the consultancy will get service charges as their bread and butter. Recruitment aim at searching right person for the described job.
The team working at a premiere executive recruitment firm assisting clients in locating transcend executive talent to find the best fit for the opportunities with adept knowledgeable candidate, expert in their skills and ambitions to work for business growth. Our team holds in-depth expertise in transforming normal recruitment solutions to executive search industry with professional fulfilment and financial success.

ISBN 9783346357083 • Im Zuge der Human Digitalisation, lassen sich durch sogenannte People Analytics Anwendungen HR-Leistungsfähigkeiten digital analysieren und HR- Prozesse wie das Auswahlverfahren effizienter gestalten. Ziel dieser Arbeit ist es festzustellen, ob die Nutzung einer People Analytics Software nicht nur zu einer effizienteren Abwicklung des Auswahlverfahrens führt, sondern auch, ob es durch die Anwendung zu einer verbesserten Auswahl potentieller Mitarbeitern kommt und welche etwaigen Problematiken dabei auftreten können.

This study examines the effects of the recruitment process to performance at 5 Star Hotel Jakarta. Recruitment process is an independent variable, performance is dependent variable. Explanatory research with descriptive and correlation method is new employees. The number of sample is 101 respondents. The purposive sampling technique is applied with criteria at 5 Star Hotel Jakarta. Data are collected with questionnaires and processed with data analysis. These results indicate that the reliability test was very high (0.880) and based on 22 instruments statement only 1 was invalid. It showed that 101 new employees as respondents consistently answered because they understood and experienced. Each variable has an average value of 4.11 for the recruitment process that is important for new employees and 4.16 for performance that is well. The recruitment process has a low correlation with performance is 0.329. The recruitment process also has a little effect on performance is 10.8%. Based ...

Cloud Computing is one of the upcoming Internet based technology. It is been considered as the next generation computing model for its advantages. It is the latest computational model after distributed computing, parallel processing and grid computing. To be effective they need to tap all available sources of supply, both internal and external. The system has facilities where prospective candidates can upload their CV's and other academic achievements. Earlier recruitment was done manually and it was all at a time-consuming work. Now it is all possible in a fraction of second. Better recruitment and selection strategies result in improved organizational outcomes. With reference to this context, the research paper entitled Recruitment and Selection has been prepared to put a light on Recruitment and Selection process.

The sea urchin Tripneustes gratilla is a major grazer found in seagrass beds of southern Guimaras, Philippines. Monthly length-frequency data from January 2008 to June 2009 were used to estimate the growth, recruitment pattern and mortality rate with the use of FiSAT II. The estimated values for the Von Bertalanffy growth parameters L¥ (asymptotic length) and K (growth coefficient) were 114.2 mm and 1.08 respectively. Monthly densities ranged from 0.06 to 0.58 per m² with a mean value of 0.26 per m². Monthly biomass ranged from 4.1 to 49.5 grams per m² with a mean value of 21.15 grams per m². T. gratilla density and biomass were observed to be highest during the month of November 2008. The recruitment pattern showed a major broad peak and a minor peak separated by four months. Total mortality (Z) from the length-converted catch curve was computed to be 4.74 per year.

Recruitment is a managerial function to enroll manpower to augment, replenish, and reinvigorate an organization's human resource base. As the entrepreneurial efficiency and the organizational efficacy depend on the human resources, it is imperative that the recruitment be done on scientific lines in a professional mode. Sadly, though for most part, the recruitment models in most Indian organizations, especially those in the public sector, lack the needed understanding and required sensitivity to further the cause. Barring honourable exceptions, the exercise of recruitment is perceived by those involved in it as an opportunity to further their own careers by heeding to 'referrals to favour' of the powers that be. In the absence of trained professionals, well-versed in the art of interviewing and the science of evaluation, the tendency is to induct more and more 'heads' into the selection panels. Given that, it is no wonder that such exercises invariably turn out to be more of interrogations rather than interviews. To start with, in most cases, the scheduled time for the selection process is woefully short for any meaningful appraisal of the number of invitees for an interview. Besides, the exigencies of official work of various members of the committee necessitate the scheduling of interviews for various vacancies in a panoramic setting. Capping it all is the lack of punctuality in commencing the 'show' at the appointed hour, which, in turn, results in either rushing through the rigmarole or prolonging it beyond the scheduled hours. Needless to say, all this, put together, stymies the course for the candidates to showcase their case-either they do not get a fair chance equitable assessment or by the time their turn comes, they become mentally sick to be in the proper frame of mind. After a seemingly eternal waiting, the candidate receives 'the call' and what follows in the haloed chambers is only matched by what had preceded in the waiting hall-a state of anxiety. That's not all, in an exhibition of the panel's indifference towards the prospective recruits; its members don't deem it fit to reveal their identities to the candidates. It is another matter though, on that fateful occasion, it would not have made any difference to the candidate for it is humanly impossible for any to place the positions of so many biggies. Overwhelmed by the imposing setting and overawed by the overbearing attitude of the prospective employers, the candidate can be hardly at ease in their overweening company. Thus, the stage would be set for the grand inquiry for the tone and tenor of the proceedings is more akin to a cross-examination than an interactive exercise. After the preliminary enquiries regarding the candidate's family background and academic qualifications, the accent shifts to some questioning on the specifics of the subject of his study and ends up with stray attempts to elicit his awareness of the current events. Whatever, the exercise is nowhere near a plan to ascertain the attributes or a strategy to elicit the aptitudes of the candidate but is merely done on an ad hoc basis, influenced as such by the factors of time, and the initial impression of the August members develop about him. The nature of questioning and the lack of continuity in the interview make even the candidate wonder whether the session did indeed bring his best to the fore; and then it is only left for him to cross his fingers and await the verdict. Be that as it may, an interview, on the other hand, is defined as the meeting of persons face to face, especially for the purpose of conference, and for that to have any meaningful outcome, it should be dialogue oriented. Whereas the question-answer session can be a pointer to the candidate's acquaintance with a given subject, only a dialogue could reveal his degree of awareness of it. Considerable skill and tact, however, are required on the part of the interviewers, first to initiate and then to guide the dialogue in such a manner as to fathom the candidate's personality traits and his perceptive abilities. As such specialist skills are not expected to be mastered by assorted departmental heads that are inducted into the selection panel, the

Authors Note- I write this paper in candidacy of the Masters OF Business Intelligence and Analytics in my civilian capacity as a student at Heider College of Business- Creighton University and is in no way meant to challenge the decisions of leadership appointed over me in accordance with federal law as an Active Duty Soldier. All information presented in this writing is my own opinion based on scholarly research and gleaned entirely from unclassified public documents.

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Con la nascita della rete, il passaggio dall’indagine tradizionale DLQ a una rilevazione digitale, nell’ottica dei big data, si è resa obbligatoria. Nel testo, oltre ad illustrare le principale tipologie dei siti, facendo uso del modello del Job Site Evaluation Framework (JSEF), vengono anche sunteggiati alcuni iniziali elementi di giudizio sullo sviluppo del fenomeno, sia negli Stati Uniti sia in Italia. La situazione nazionale, in linea con la tesi iniziale, fa registrare poche caratteristiche di innovatività rispetto alla realtà d’oltreoceano.

Abstract
This paper elaborates on simplifying the recruitment and selection process in purely filtering the best candidates
that fulfil the basic requirement which is language proficiency, interpersonal skill and confidence. Basically, this
research is on transforming the way of recruiters to screen and filter applicants through a simple and fastest way
with the cost saving elements which would be benefited by many people including the organizations.

Keywords: online recruitment, screening, interview

The aim of this paper is to determine whether Australian small and medium enterprises (SMEs) could be described as 'bleak houses' or whether they have developed over the last decade into 'bright prospects' typified by human resource innovations. This study builds on empirical work (n = 1425) from ten years ago (1998), and re-examines the prospects of SMEs through the lens of human resource management (HRM) practices. Uniquely, the 2008 cross-sectional data provides for the large-scale tracking of strategic HRM practices. Specifically, 110 HRM practices over five traditional areas across 1230 SMEs are analysed. The prevalence, change, and patterning of HRM practices used by Australian SMEs in 2008 are investigated. It was found that SMEs need less of a make-over in relation to the adoption of HR practices, compared to a decade ago. From a practitioner viewpoint, the study provides cross-sectional benchmarking against the previous time-point, 1998, as well as extending that work with an examination of a more extensive range of new and emerging HRM practices. This project was conducted with a USQ research grant. Given the nature of our two-point longitudinal panel data, this research question uniquely investigates the extent of change in HRM practices over the last decade. Question 3. To what extent do key firm characteristics differentiate the patterning and prevalence of HRM practices?

Often, in spite of having the right set of qualifications, technical skills and experiences, certain candidates fails to impress the interviewers during job-interviews. There is no denying of the fact that when it comes to finally secure a job; almost everything depends upon the candidate’s performance during the interview process. Therefore, besides recognizing the importance of interviews; it is also widely believed that with proper understanding, preparation and practice, a person’s interview skills and employability can be greatly enhanced. With this objective, this article brings forth a valuable compilation of 25 important interview questions and suggestions for their effective answering. Most of the questions selected here are basically collected and shortlisted through a process of focus group discussion. The questions are general and contemporary in nature and are mostly suitable for junior to middle-level management positions, across various private sector organizations in India.

For the past 20 years, the attention of human resource specialists and other stakeholders has been drawn to the usage of psychological tests and assessment instruments that give an insight into potential employees' personality, interpersonal style, and their response to stressful situations (Gatewood & Feild, 1998; Ryan & Sackett, 1987).

Benchmarking of the recruitment parameters is indeed the process by which, an organization can compare its recruitment parameters and policies. As the employee is an undividable but the most important part of an organization, it is the main component in an organizations growth and success. Thus, at certain point in time, every organization needs to evaluate its recruitment strategies in accordance to hire the skillful and most productive workforce. Today organizations should measure to confirm whether you are employing effectively or not, you would end up spending most of time measuring recruiting activities instead of actually recruiting. Benchmarking of recruitment parameters will help organization how business is doing on the talent management front.

This paper summarizes the guidelines and the main results of the set-up of an access Test in Laib –TIL performed at Politecnico di Torino, Italy, during the last decade. Many reasons forced to define this proprietary tool, such as the introduction of the numerus clausus and the consequent need of an effective and robust evaluation process associated to merit, the improvement of the attractiveness at the national and international level, and the reduction of the drop-out rate.  This test was able to supply several functions, useful both for the university and the potential students. It demonstrated to be a reliable and predictable tool for evaluating the competence background needed for a successful career in a technical university. In addition, it is a self-assessment test for the applicants able to contribute to a conscious individual choice.

In this recent competitive world the business organizations are more concerned about cost cutting and managing the talent across the organization for the long term survival. It is always not easy to retain and manage the skill inventories. The business firms try to find the talent from market and they forget the available talent with them. The strategic way of managing employees with the help of boomerang is possible only when company manage the long term relationships with its former and exemployees. A couple decades ago if the employees left the organization for any reason they were hardly be given an opportunity to rejoin the same organization. This happens only when the employees are disloyal towards the organizations work, culture, policies and procedures and management. Many management consultant and recruitment consultants have given their views and reviews on rehiring of employees and its merits to the organizations. Some of the employees are leaving the business firm for better career opportunities but they should not let go the existing firms which has given the stand to them to groom. Rehiring the employee has one of the highest returns on recruiting investment an employer can ask for. The cost of rehiring a boomerang of employee has been reported to be 1/3 to 2/3 the cost of hiring a new employee. The purpose of writing this research paper is to know the merit and demerit of a boomerang of employees to the employers and also the highlighting the importance of the recent recruitment concept.

Naukri Ya Karobar (NYK) translates into Job or Own Business. NYK was a pioneering pilot project of Pakistan Poverty Alleviation Fund (PPAF) and funded by the World Bank under Component 2, namely, Livelihood Enhancement and Enterprise Development of 240 Million USD Loan, PPAF III.

The Franchise Convention is the culmination of a pioneering concept piloted by PPAF to provide employment promotion services at the grass-roots level, where none exists, in Pakistan. PPAF’s external partners, IRM and ECI laid the foundations for me to build upon the edifice of an innovative, first-of-its-kind social franchise aimed at promoting mass employment across Pakistan.

This report capture the proceedings of the 2-Day Franchise Convention in Islamabad in September 2015. I must acknowledge Aaliya Tahirkheli, Rapporteur and Associate Consultant, for documenting the proceedings.

In case of deficiency of IT staff, their effective assessment and recruitment is one of the most important tasks for HR departments. The popular practice of assessing and taking into account only technical competence (eg. knowledge of a programming language) when recruiting is compared with the proposal to use intelligence tests. The general level of intelligence is one of the most tested and proven predictors of professional efficiency. The results of studies proving that for IT staff it is also worth to use intelligence tests in the assessment and recruiting are presented, simultaneously indicating that the general factor of intelligence is more effective in estimating the employee efficiency, than the single, specific cognitive abilities.