• Korean Journal of Social Welfare
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• v.60 no.1
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• pp.77-102
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• 2008

The purpose of this study is to know what impression management(IM) tactics social work applicants use in their job interviews and what relation between their IM tactics and interviewers' evaluation exists. To accomplish this purpose, we reviewed the precedent researches about IM and conducted a qualitative study with the applicants in a community welfare center which adopted open approach in recruitment process. We analyzed the applicants' IM tactics through observing video-taped interview sessions and reviewing interviewers' rating paper. The results showed that the social work applicants mainly used self-promotion tactic for emphasizing their strengths and justification tactics for expressing their weaknesses. Some applicants often used fit-with-organization and other-enhancement belonged to ingratiation tactics. According to interviewers' rating results, the applicants with deep eye contact, calm attitude or smiling face gave a good impression to the interviewers. In the final discussion, an applicant who adopted diverse verbal and non-verbal tactics and expressed her point clearly was perceived attractive by the interviewers and accepted as the best choice. Based on this qualitative analysis, we have made several practical suggestions for social work applicants, social work researchers and social work organizations.

• Management & Information Systems Review
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• v.35 no.1
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• pp.85-116
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• 2016

The present study aims to explore the causes of employment difficulty on the basis of job applicant's interest from P-E (person-environment) fit perspective. Our approach relied on a textual analytic method to reveal insights from their situational interests in a job search during the change of labor market. Thus, to investigate the type of major interests and psychological responses, user-generated texts in a social community were collected for analysis between January 1, 2013 through December 31, 2015 by crawling the online-community in regard to job seeking and sharing information and opinions. The results of topic analysis indicated user's primary interests were divided into four types: perception of vocation expectation, employment pre-preparation behaviors, perception of labor market, and job-seeking stress. Specially, job applicants put mainly concerns of monetary reward and a form of employment, rather than their work values or career exploration, thus youth job applicants expressed their psychological responses using contextualized language (e.g., slang, vulgarisms) for projecting their unstable state under uncertainty in response to environmental changes. Additionally, they have perceived activities in the restricted preparation (e.g., certification, English exam) as determinant factors for success in employment and suffered form job-seeking stress. On the basis of these findings, current unemployment matters are totally attributed to the absence of pursing the value of vocation and job in individuals, organizations, and society. Concretely, job seekers are preoccupied with occupational prestige in social aspect and have undecided vocational value. On the other hand, most companies have no perception of the importance of human resources and have overlooked the needs for proper work environment development in respect of stimulating individual motivation. The attempt in this study to reinterpret the effect of environment as for classifying job applicant's interests in reference to linguistic and psychological theories not only helps conduct a more comprehensive meaning for understanding social matters, but guides new directions for future research on job applicant's psychological factors (e.g., attitudes, motivation) using topic analysis.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.281-290
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• 2020

Given the rise in international tourism and the rapid growth of the Vietnamese economy, the hospitality industry in Ho Chi Minh City, Vietnam's commercial hub, has been facing severe labor shortages due to competition with other fast-growing parts of the economy. These struggles to acquire high-quality employees is strangling future growth and placing new importance on the role of recruitment. To better understand the effectiveness of an organization's recruitment strategy, recruiters need to ascertain the Job Pursuit Intention (JPI) of job seekers to efficiently align an applicant's work notions with the organization's goals. This study aims to investigate the factors impacting on JPI among employees working in the hotel sector in Ho Chi Minh City. Secondary data are from previous studies and primary data are from consultation with 10 experts, group discussions and five in-depths structured interviews with 15 random employees and 302 survey questionnaires with employees working in three five-star hotels. Cronbach's Alpha, EFA, T-Test, ANOVA are used for statistical analysis. The findings show that compensation, career advancement, and work-life balance affect JPI of job seekers, in which compensation is the most influential factor. Furthermore, recommendations for recruiters, further research and limitations of this study have been laid out.

• Science of Emotion and Sensibility
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• v.24 no.2
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• pp.75-80
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• 2021

Do happy applicants achieve more? Although it is well established that happiness predicts desirable work-related outcomes, previous findings were primarily obtained in social settings. In this study, we extended the scope of the "happiness premium" effect to the artificial intelligence (AI) context. Specifically, we examined whether an applicant's happiness signal captured using an AI system effectively predicts his/her objective performance. Data from 3,609 job applicants showed that verbally expressed happiness (frequency of positive words) during an AI interview predicts cognitive task scores, and this tendency was more pronounced among women than men. However, facially expressed happiness (frequency of smiling) recorded using AI could not predict the performance. Thus, when AI is involved in a hiring process, verbal rather than the facial cues of happiness provide a more valid marker for applicants' hiring chances.

• Korean Security Journal
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• no.27
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• pp.51-80
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• 2011

I had an interview with some unemployed career staffs who had retired and worked for more than twenty years in order to research impacting elements on reemployment for l retired special security government officials. This interview included an officer and a consultant for supporting employment in order to explore compacting elements on retired security government official's reemployment. Looking over analysis results, first, there is a shortage of reemployment opportunities and information. The job applicant's employment requirements are not in accordance with the company's employment conditions. They don't have enough professional experience necessary for employment. There is no positive employment supporting counterplan or vocational education program in the organization. Second, their insight about finding a job is high for the current employment market condition. The reemployment offices have a very difficult task because job applicants prefer a full-time job which offers long term work and guarantees a social position. Third, it is a huge obstacle to undertake going into various enterprises and fields because they don't have the right mind set and enough preparation for reemployment. Moreover, they would prefer to depend on organization employment support rather than getting a new job by themselves when they don't possess other careers' qualifications. Finally, they know that social networks and personal connections are extremely important in obtaining vocations, but actually have poor social networks and few personal connections. Accordingly, Their organization and related persons need to reflect on analysis results about impacting elements on reemployment for retired special security government officials.