• Journal of the Korea Society of Computer and Information
• /
• v.26 no.12
• /
• pp.179-185
• /
• 2021

Private security has the common job characteristics of the police and crime prevention, and is responsible for the safety of our society. However, the hiring process for private security is very different from that of the police. Therefore, in this study, the problems of the private security recruitment process were identified through the police recruitment process and improvement points were suggested. As a result of comparing and examining the recruitment process of the police, the recruitment of private security guards is carried out through education and training, and problems such as the training process and physical strength verification required for security work were investigated. In order to improve the problems in the private security recruitment process, the curriculum of criminal law and criminology, physical examination such as 100m running and left and right grip strength, and practical cases of security work should be added. It is hoped that this study will serve as a basic data for the development of the private security industry along with the recruitment of excellent security guards.

• Journal of Information Processing Systems
• /
• v.15 no.3
• /
• pp.707-716
• /
• 2019

In this paper, we present a certificate management platform for performance assessment during recruitment using blockchain. Applicants are awarded certificates according to a predetermined level of progress based on their performances. All certificates are stored on a recruitment management platform that serves as an environment for storing and presenting all awarded certificates. The hashed information of all the certificates are stored in the blockchain, and once stored, the contents cannot be tampered with. Therefore, anyone can check the validity of the certificates using this blockchain. Our proposed platform will be useful for recruitment and application management, career management, and personal history maintenance.

• Journal of the Korea Fashion and Costume Design Association
• /
• v.22 no.3
• /
• pp.75-87
• /
• 2020

As the online industry is vitalized by the fashion market, there is a tendency to believe that the recruitment of manpower in the online distribution field is increasing. Thus, this study attempts to analyze the job types and job functions for recruitment in the fashion industry based on job search sites and based on this, suggest an educational direction within the department of fashion design. First, when examining the size (number of employees) of fashion companies that posted jobs, the fashion companies with 30 or fewer employees accounted for 60.7% of the postings, and the location of the fashion companies was most commonly in Seoul with 144 companies located in Gangnam (Seocho-gu, Gangnam-gu). As for the recruitment conditions of the fashion companies, "academic level-irrelevant" was the highest with 42.6%, and in terms of gender and age, 59.3% of the cases were marked as "gender and/or age-irrelevant". Examining the types of jobs for recruitment in the fashion industry, fashion designers were the most popular at 52.6%, followed by on and off-line companies' MD, VMD, and stylist in that order. In the results of examining job function change, it is thought that the fashion design department should have basic educationon in that respect.

• Journal of Distribution Science
• /
• v.19 no.11
• /
• pp.91-98
• /
• 2021

Purpose: With the interest and ability in recruitment, it is totally worthy to discover how is labor market developed in Vietnam since the existence of the Internet. Considering employers as well as recruiters similar to jobseekers in term of technology adoption of job distribution, they should be treated fairly while performing their scopes of work. This paper aims to explore how employers perceive online recruiting platform as a supportive system, and this is to find out contributions of external factors regarding Job Boards behavioral intention to use. Research design, data and methodology: Conceptual framework tests the hypotheses involving in recruitment websites. Results: The results suggest that Board of Directors (BoD) or direct middle managers need to pay more attention on how their workforce performs through various channels of recruitment - both formal and informal, such as Linkedin or Facebook rather than a few compulsory job boards - no longer being accessed with high performance expectancy. However, the technology adaptation of recruitment is still a controversial issue due to its access to privacy of users. Conclusion: Therefore, employers should be more careful on how their personal contacts are going to be delivering without consent. Secondly, keeping systems up to date and "connected" is essential for both employees and employers.

• The Journal of the Korea Contents Association
• /
• v.11 no.5
• /
• pp.384-392
• /
• 2011

Recruitment and selection are separate but mutually reinforcing processes. The goal of recruitment is to attract the largest number of applicants possible to apply to the agency, and selection is the process of weeding out unqualified candidates and identifying qualified candidates. In this context, the recruitment and selection system of police officials is an important issue because it affects their future performance as police officers on the job, especially their policing skills, perception of society, occupational ethics. This study suggested the characteristics of U. S. recruitment and selection system of police officials. In the U. S, each police agency sets up its own recruitment and selection standards and procedures. However, recruitment and selection process follows a certain sequence : receiving application, psychological examination, background check, polygraph test, drug screening, interview, physical agility, and medical test. Special characteristic of American police system regarding recruitment and selection is that many law enforcement agencies use a polygraph test to ensure the integrity of the candidates. Another interesting screening process is a drug test because many Americans abuse illegal drugs. A candidate officer must submit urine or a hair sample for screening test. Police human resources specialists should continually identify the most innovative tests and approaches recruit and select police officers. Recruitment and selection strategies should increasingly attract and retain those officers who have the attributes to work in a community-oriented policing environment.

• Journal of Digital Convergence
• /
• v.18 no.7
• /
• pp.85-92
• /
• 2020

The purpose of this study is to compare and analyze the differences in employment trends between enterprises and job seekers related to the 4th Industrial Revolution, focusing on the 11 elements of recruitment process. As a method of analysis, a methodology suitable for the convergence research methodology was used by mixing social network analysis and variance analysis, and significant results were derived. First, while large enterprises emphasized organizational culture and job analysis, small enterprises emphasized an interview from the perspective of practitioners. Second, in both manufacturing and service industries, enterprises emphasized interviews and documents, but job seekers emphasized job analysis. Third, the proportion of the recruitment process was found to be greater in the manufacturing industry than in the service industry. Fourth, it was found that enterprises accounted for a larger proportion of the recruitment process than job seekers. This showed an interaction effect between the subject and the industry sector. Therefore, the evaluation of the recruitment process between enterprises and job seekers was found to be very different.

• 대한예방의학회:학술대회논문집
• /
• 1994.02b
• /
• pp.313-319
• /
• 1994

Phase I of the Trials of Hypertension Prevention was a multicenter, randomized, controlled trial designed to determine the efficacy of seven nonpharmacologic interventions in reducing blood pressure among persons with high-normal diastolic blood pressure. the initial goal for recruitment was to enroll 2,100 participants over a nine-month period. The yield from the first screening visit to randomization was 13% overall, with clinic-specific yields ranging from 4.5% to 31.7%. After five months of recruitment, approximately 60% of the goal for that point in the recruitment timetable had been randomized. Clinical centers falling short of their goals at that time altered their recruitment strategies and intensified their efforts, and centers that had exceeded their goals recruited additional participants. As a result, 2,182 participants, or 104\% of the goal for recruitment, were randomized over a 13-month period. Those clinics using a cohort, or wave, type of enrollment were most successful in achieving their recruitment goals within the prescribed timetable.

• Korean Journal of Social Welfare
• /
• v.59 no.2
• /
• pp.277-302
• /
• 2007

This study aimed at understanding the staff recruitment process of social welfare organization and providing specific practical implications for better practice in the process. To achieve this, we have contacted a community welfare center which has decided to adopt open and multi-method approach in recruitment process. The data has been collected through in-depth interviews, participatory observation and documents review. Case study analysis has been used for data analysis. The research findings have been presented at five different processes, i.e. recruitment advertisement, documents screening, job interview, selection and result announcement, appointment. A number of themes has been raised such as 'By others faults wise men correct their own', 'Lessons from experience', 'No two men are of a mind', 'Lack of speciality in recruitment methods of social welfare organization'. These themes have been discussed in detail. In conclusion, we have made some practical suggestions for both social welfare organization and job applicants concerning recruitment process.

• Journal of Elementary Mathematics Education in Korea
• /
• v.14 no.3
• /
• pp.659-680
• /
• 2010

Under the banner "Toward Global Excellence in Teacher Education", Daegu National University of Education has strived for the single aim of excellence in pre-service and in-service for over fifty years. Specially the department of Mathematics education aims to develope students' mathematical power which is related to elementary school mathematical concepts & theories. However not a few of the students seem to have test-anxiety which is relate to teacher recruitment examination. In these view, we conclude that students must have been suffered from test anxiety. Consequently the results of the study are follow. $\cdot$ 2nd paper-pencil test of the elementary school teacher recruitment(2010) has been emphasized on statement of examinee logocal thought about all 10 subjects. $\cdot$ 3rd test of the elementary school teacher recruitment(2010) has been focused on only speaking english of examinee. Thus we conclude that these Recruitment Examination(2010) couldn't minimize the test anxiety of the students. Therefore next test of the elementary school Teacher Recruitment should contain on mathematical problem-solving in elementary school mathematics textbooks.

• Korean Journal of Childcare and Education
• /
• v.16 no.2
• /
• pp.25-45
• /
• 2020

Objective: The purpose of this study is to explore daycare-center director's perceptons of recruitment and to understand how hire beginning teachers. Methods: One hundred twenty-five directors of daycare-centers in Seoul, Incheon, and Gyeonggi-do Province answered a questionnaire that was developed by researchers. The results were analyzed by frequency analysis, descriptive statistics and multiple response analysis through SPSS 18.0. Furthermore, 17 of the directors that participated in the study were given individual interviews by qualitative methods for research. Results: First, 56.8% of the directors felt difficulty to employ beginning teachers because of 'lack of information about them' and 'uncertainty of practice capability.' On the other hand, other directors of daycare-centers said that they hire them for 'high acceptance' and 'operational efficiency of the daycare-center.' Second, the main way to recruit teachers for daycare-centers is open recruitment, and through recommendations of acquaintances or through colleges in relevant fields. Professional talent and personal characteristics were important selection criteria for recruitment, and daycare-center directors used interviews, résumés, cover-letters, and demo classes for the hiring process. Primarily, most directors select candidates through résumés and cover-letters, and the final selection is completed by conducting interviews. Conclusion/Implications: In conclusion, this study can be useful to prepare beginning teachers for employment and for educating applicants.