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Use of social media for recruitment
Brožová, Aneta ; Böhmová, Lucie (advisor) ; Čermák, Radim (referee)
This thesis focuses on the usage of social media in the recruitment of employees. Its aim is to propose an improved strategy for a selected company and subsequently verify this proposal. In the theoretical part, the study explains the areas of human resources management and its development, defines social media and presents statistics and as a latter, it reveals the principles of social recruiting, where all the prior mentioned areas meet. It also describes the functionality of the most widely used social media and its possible use in recruiting. The analytical part analyses the current state of recruiting in the company. Based on these data and theory, it drafts a new improved social media recruiting strategy. The conclusion then discusses the potential success of the strategy proposal through a questionnaire, whose results supported the strategy proposal.
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Parents returning to work after parental leave in the eyes of recruiters
Marková, Kateřina ; Křížková, Alena (advisor) ; Tuček, Milan (referee)
Work, and more particularly paid work, is an essential part of decent human existence. Current conditions on the Czech labour market cannot be considered friendly towards parenthood and parenting duties. The common pressure to fully adjust to the employer's needs and very limited opportunities of family-friendly forms of employment together with other factors have led to a situation where parents of small children (and particularly mothers) find themselves in a disadvantageous position. Family policies do not aim to improve that position and institutional child care does not have sufficient capacity. The qualitative research undertaken for the purpose of this thesis therefore focuses on personal managers as representatives of employers in the employee recruitment process, more precisely on conceptions (stereotypes) personal managers have of men and women, of parents in general and most importantly of parents returning to the labour market after their parental leave. It is very important to research these conceptions (stereotypes) because they are an integral part of the employee selection process and are reflected in the decision-making about hiring/not hiring an individual for a position.
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Assessment centers and their prediktive validity
Kulišová, Alice ; Kirovová, Iva (advisor) ; Uhlář, Pavel (referee)
This thesis is devoted to the method of assessment centres and their predictive validity. The theoretical part is focused on the history and development of assessment centres, their design, course, participants, description of the most commonly used techniques, possible uses, advantages and disadvantages of this method. A separate chapter deals with their validity and methods of measuring validity in assessment centres. In addition, this section analyses related topics - adaptation of employees and employee turnover. The empirical part focuses on describing and measuring the degree of predictive validity of an assessment centre, which have been used between years 2010 and 2012 by an unnamed insurance company for employee selection for a position Insurance Consultant. In this part of the thesis, the conducted research is characterized. The results showed that the predictive validity of assessment centres used in the organization was 0.20 - but this result was not found to be statistically significant. At the end there is the discussion about possible factors that might have influenced the research and consideration of the possibilities of increasing this assessment centre's validity.
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Comparison of methods for recruitement employees under czech labor market. Headhunting versus recruitment.
Hnízdilová, Petra ; Němec, Otakar (advisor) ; Španielová, Soňa (referee)
The theoretical part describes the field of personnel policy, focusing on the issue of finding employees. The Master´s thesis is focused on the work headhunting companies in comparison with the work of employment agencies. The aim of my work is verify possibility to determine the situations in which it is more efficient to use the method of direct systematic search and when the classical method of recruitment. In my work I analyze not only the management of human resources but also the functioning of the personnel departments of companies with reference to personal marketing. The Master´s thesis is also supplemented with practical knowledge and the final section describe the outcome of the survey
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Use of social media for recruitment in the Czech and Slovak republic
Ruššinová, Dominika ; Böhmová, Lucie (advisor) ; Sova, Martin (referee)
This bachelor thesis deals with the useage of social media in recruitment process in Czech and Slovak republic. The work consists of two parts. In the first, theoretical part of my work I introduce basic definitions of this work. The second part focuses on practical comparison of the useage of social media in the recruitment process of new employees in the Czech and Slovak republic companies and also among Czech and Slovak students of Informatics. The final part of the work is devoted to analyze the results obtained from questionnaires between Czech and Slovak students of Informatics and interviews with recruiters working in the Czech and Slovak IT companies. The analyse shows that as well as Czech companies also Slovak companies use in the recruitment process of new employees social networks Facebook and LinkedIn. The social networking sites Twitter and GooglePlus companies do not use at all. According to the results of the analyse among students, the social network LinkedIn is the most popular whereas the other networks (Facebook, Twitter, GooglePlus) do not raise significant demand among students.
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Social Media as Means of Employee Recruitment
Prokopičová, Eva ; Böhmová, Lucie (advisor) ; Sova, Martin (referee)
This bachelor's thesis tackles the issue of utilizing social networks when recruiting new employees by HR workers and the use of social networks by students when pursuing new employment opportunities. The theoretical portion of the thesis contains a brief description of personnel management and social media. There one can find the description of social networks as a whole as well as descriptions of Facebook, Twitter and LinkedIn. The practical portion is dedicated towards an analysis of data gathered from questionnaires answered by HR workers and students. The goal of the paper is to evaluate HR workers' stance on social networks as a tool used for recruiting new employees and their experiences with this method of recruitment. It also assesses students' opinion on using social networks when pursuing job opportunities and their experiences when doing so. The practical portion contains a conclusion, which summarizes the whole thesis. The goal of this thesis is to find out whether employee recruitment via social networks can replace established methods of recruitment or whether it is merely a trend of today's society. According to the results of the surveys, this method is very preferred by students and HR workers alike. The expectation going towards the future is opposite, social networks as a tool used for employee recruitment will be used more and more.
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Use of social networks for recruitment
Ondejková, Ľubomíra ; Böhmová, Lucie (advisor) ; Malinová, Ludmila (referee)
This bachelor thesis deals with social networks and their use in recruitment process. The aim is to assess whether social networks can become the main method for recruitment, to find out recruiters' opinion on the use of social networks and to compare these findings with the period of three years ago. Finally, also to characterize the selected social networks and to compare their applicability. The theoretical part is devoted to the introduction of human resource management and recruitment. It also gives an overview of social networks, their history and statistics of today's use. Next part discusses the possibilities of social recruitment followed by analysis of social networks Facebook, LinkedIn and Twitter. Practical part contains analysis of data obtained from interview and questionnaire study carried out among HR specialists. The results were compared to the same research conducted in 2012.
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Recruitment problems in foreign branches of global company
Gorokhova, Aleksandra ; Surynek, Alois (advisor) ; Artyukhov, Andriy (referee)
The thesis on the Recruitment problems in foreign branches of global company is described specific Prague developer company, its projects and its experience in personnel policy. The aim of this work is to define the main problems of staff recruitment and the development of measures to improve these processes. This thesis will consist of several parts. the first part describes the company, its typical projects, strategy and preparation of its expansion into Kazakhstan. The following are the main aspects of the relationship between headquarters and its branches. In the third part are mentioned and characterized approaches to management and recruitment of personnel in foreign branches. Description of the organizational structure of the company is the fourth part of this work. Followed by a description of the current human resources management process at the branch and identifying problems of staff recruitment. The last part is focused on the inventing of the measures to improve these processes.
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Analysis of the recruitment process in a selected company and the design and implementation of improvements
Vošický, Jan ; Bruckner, Tomáš (advisor) ; Schejbal, Jiří (referee)
This thesis is devoted to recruitment and information technologies that support this process. The aim was to get recruitment process in concrete company more efective. The theoretical part deals with concepts and perspectives on the recruitment process as well as information technologies supporting HR field and webdesign innovations. In the practical part was analyzed the current status of the recruitment process and career sites, as the strongest source of candidates in a concrete company. There were identified weak points. Based on this analysis have been implemented new e-recruitment application and new career site that eliminate these weak points. The last part of thesis was based on real measurements evaluating the benefits of implemented changes.
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The Modern Methods of Recruitment and Selection of Employees in Recruitment Agency
Tatarynava, Aksana ; Němec, Otakar (advisor) ; Kafková, Michaela (referee)
The thesis is focused on the analysis of different recruitment and selection methods of new employees; the thesis evaluates modern methods of recruitment and selection of candidates used in recruitment agency CPL Jobs and provides suggestions for improving of the process within the agency. The aim of this thesis is to examine the process of recruitment and selection of new employees as a key component of modern approaches of personnel management, to describe the tools for achieving efficient process and submit their own proposals for improving its effectiveness. The thesis is divided into two parts. The theoretical part defines the process of recruitment and selection of qualified manpower, describes different methods of recruitment and selection of employees in recruitment agency. The practical part is based on personal experience and contains the analysis of current situation of using different sources and methods of recruitment and selection of new candidates in recruitment agency CPL Jobs and submits its improvement and further enhancement of the effectiveness.
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