Graduate Recruitment and Selection in Australia

Graduate Recruitment and Selection in Australia Through a national survey of graduate recruitment coordinators, this study identified current recruitment and selection practices in Australia. Respondents (n=50) were mostly from private industry with about a third from the government sector, the full range of industry sectors was represented. Respondents were asked about the management of recruitment activities, methods used to communicate recruiting information, and the perceived accuracy of recruitment information. Information was also sought about the extent that job analyses were used, type of selection practices used, how applicant information was verified, the training and selection of interviewers and the effectiveness of recruitment activities. Descriptive statistics were used to provide a summary of the findings. A regression analysis was used to examine predictors of (a) recruiting effectiveness, (b) acceptance rates, and (c) unfilled vacancies. The results were compared with other studies of recruitment and selection. Future research and practical applications were discussed. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Selection and Assessment Wiley

Graduate Recruitment and Selection in Australia

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Publisher
Wiley
Copyright
Copyright © 2007 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0965-075X
eISSN
1468-2389
DOI
10.1111/j.1468-2389.2007.00377.x
Publisher site
See Article on Publisher Site

Abstract

Through a national survey of graduate recruitment coordinators, this study identified current recruitment and selection practices in Australia. Respondents (n=50) were mostly from private industry with about a third from the government sector, the full range of industry sectors was represented. Respondents were asked about the management of recruitment activities, methods used to communicate recruiting information, and the perceived accuracy of recruitment information. Information was also sought about the extent that job analyses were used, type of selection practices used, how applicant information was verified, the training and selection of interviewers and the effectiveness of recruitment activities. Descriptive statistics were used to provide a summary of the findings. A regression analysis was used to examine predictors of (a) recruiting effectiveness, (b) acceptance rates, and (c) unfilled vacancies. The results were compared with other studies of recruitment and selection. Future research and practical applications were discussed.

Journal

International Journal of Selection and AssessmentWiley

Published: Jun 1, 2007

References

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