"Using recruitment source timing and diagnosticity to enhance applicants' occupation-specific human capital": Correction to Campion, Ployhart, and Campion (2017).

Journal of Applied Psychology Using Recruitment Source Timing and Diagnosticity to Enhance Applicants’ Occupation-Specific Human Capital

"Initial investigation into computer scoring of candidate essays for personnel selection": Correction to Campion et al. (2016).

Reports an error in "Initial Investigation Into Computer Scoring of Candidate Essays for Personnel Selection" by Michael C. Campion, Michael A. Campion, Emily D. Campion and Matthew H. Reider (Journal of Applied Psychology, Advanced Online Publication, Apr 14, 2016, np). In the article the affiliations for Emily D. Campion and Matthew H. Reider were originally incorrect. All versions of this ar...

عوامل تاثیرگذار بر معماری سرمایه انسانی

Organizations may attract human capital to fill pivotal positions in two ways, namely internal attraction and external attraction. Applying internal recruitment, organizations attract idiosyncratic human capital. Idiosyncratic human capital is exclusively unique to the organization and is defined with such criteria as long experience and internship (intra-organizational training). Yet, by exter...

E-recruitment in Iran

Abstract In recent years, the practice of using corporate websites to recruit job applicants has increased steadily. The aim of this paper is to review and analyze the E- recruitment in Iran. in this article, we examine e-recruitment situation in premier 100 Iranian organizations through websites content analysis. These top 100 organizations were introduced by the IMI in 1390. This ranking is ...

Recruitment-Related Information 1 Running head: ORGANIZATIONAL ATTRACTIVENESS AND NEGATIVE PUBLICITY Recruitment-Related Information Sources and Organizational Attractiveness: Can Something Be Done About Negative Publicity?

The present study begins to fill a gap in recruitment literature by investigating whether the effects of negative publicity on organizational attractiveness can be mitigated by recruitment advertising and positive word-of-mouth. The accessibility-diagnosticity model was used as a theoretical framework to formulate predictions about the effects of these recruitment-related information sources. A...