Can NeuroIS improve executive employee recruitment? Classifying levels of executive functions using resting state EEG and data science methods

Based on the assumption that the success of an organization is largely determined by the knowledge and skills of its employees, human resource (HR) departments invest considerable resources in the employee recruitment process with the aim of selecting the best, most suitable employees. Due to the high cost of the recruitment process along with its high rate of uncertainty, HR recruiters utilize a variety of methods and instruments to improve the efficiency and effectiveness of this process. Thus far, however, neurological methods, in which neurobiological signals from an examined person are analyzed, have not been utilized for this purpose. This study is the first to propose a neuro-based decision support system to classify cognitive functions into levels, whose target is to enrich the information and indications regarding the candidate along the employee recruitment processes. We first measured relevant functional and cognitive abilities of 142 adult participants using traditional computer-based assessment, which included a battery of four tests regarding executive functions and intelligence score, consistent with actual recruitment processes. Second, using electroencephalogram (EEG) technology, which is one of the dominant measurement tools in NeuroIS research, we collected the participants' brain signals by administering a resting state EEG (rsEEG) on each participant. Finally, using advanced machine and deep learning algorithms, we leveraged the collected rsEEG to classify participants' levels of executive functions and intelligence score. Our empirical analyses show encouraging results of up to 72.6% accuracy for the executive functions and up to 71.2% accuracy for the intelligence score. Therefore, this study lays the groundwork for a novel, generic (non-stimuli based) system that supports the current employee recruitment processes, that is based on psychological theories of assessing executive functions. The proposed decision support system could contribute to the development of additional medium of assessing employees remotely which is especially relevant in the current Covid-19 pandemic. While our method aims at classification rather than at explanation, our intriguing findings have the potential to push forward NeuroIS research and practice. © 2023 Elsevier B.V.

Remote work and the challenges of the global search for talent: How companies in Portugal are adapting to a new reality

The COVID-19 pandemic changed how people live their lives. This change, in turn, heavily affected companies in the sense that they had to adapt to the new reality in many different ways. A process that had to suffer major changes was the recruitment one since a lot of the traditional ways to recruit employees were not suitable in this new reality, which led to the massification of e-recruiting. In this article, we investigate the ways that companies operating in Portugal adapted in order to compete in this new e-recruiting paradigm. To this end, we sent a survey to multiple companies, directed towards their recruiters and human resources managers, to collect data and feedback relating to this adaptation. We obtained 38 answers, from which we were able to find that it is very common for companies to offer the option of remote work, either full or partial, to their employees, even as the pandemic loses strength. Furthermore, we also found out that while the use of social media, like LinkedIn, for the task of e-recruiting is also becoming a lot more common, there are still reservations about some other e-recruitment processes related to Artificial Intelligence and serious games. © 2022 IEEE Computer Society. All rights reserved.

Examining the Significance of Internal Mobility Hiring in Determining the Individual Vs Organizational Outcomes: An Empirical Investigation from ADNOC FURSA Platform During Recent Pandemic of COVID-19

Objective Scope: ADNOC group of companies introduced the Fursa platform which is an internal online website where HR acquisition partners among the 13 companies can post vacancies and employees from any of the 13 companies can apply to those vacancies. The aim of this initiative is to move ADNOC's employees internally to reskill, fill department gaps, and cross-collaborate to get a project done or hit an organizational goal with minimizing hiring cost and accelerate recruitment process. This study considers the above stated program as an explanatory factor to determine the individual's as well as organizational outcomes in ADNOC group of companies. Methods, Procedure, Process: To address the study objectives, qualitative and quantitative methods are adopted. More specifically, for quantitative approach, structural questionnaire was developed through adopting different items from the literature. Whereas qualitative analysis are conducted while using the information from structured interviews. Results, Observations, Conclusions: The study findings indicates that both individual and organizational outcomes are positively and significantly determined by internal mobility program. Similarly, analyses through qualitative approach confirms that internal mobility program helps to provide learning and development of the employees, productivity and performance in terms of individual outcomes, and sales and growth to reflect the concept of organizational outcomes. It is stated current program Enabled employees to find their next position, project, or mentor internally, and maximized ADNOC workforce potential and unlock the capacity to meet the corporate objectives. Other interesting outcomes are It takes less time and money to source (and saves money on relocation costs and as known during pandemic situation there is a restriction on international movement between countries);it enables faster onboarding and ramping up. Additionally, during internal mobility the company is confident that the candidate shares your mission and vision, and It also implies that you are aware of a candidate's most recent performance. Novel/Additive information: the study is unique in the sense that it is done in one of the giant oil and gas companies which employees working in different aspects of the business;upstream, downstream, and mid-stream. The study introduces modern ways of work in a speedy, natural manner, and the use of MS Teams to do virtual interviews. Fursa platform allows companies to act quickly. It only takes a few seconds to determine where talent should be directed, and a few more seconds to deploy it. © Copyright 2021, Society of Petroleum Engineers

Impact of Covid-19 Pandemic on Recruitment Process and its Sentiment Analysis

Covid-19 Pandemic has affected the entire human kind in a devastating way and the effects it has caused to different sectors of life are not yet gauged. In this research paper we are investigating the effects the pandemic has had on the recruitment process in the campuses and on students and employers. The various perspectives of the recruitment process and the changes the students and the trainers had to make in the process are considered here. The various stakeholders of the process like the human resource (HR) managers, placement officers, students undergoing placements and students who are recently placed are considered here to get a 360-degree perspective of the same. A sentiment analysis of the data procured is performed to categorize the opinions into “Positive”, “Negative” and “Neutral” from the different stakeholders. We are using the rule based approach here to find the polarity of the sentences based on their scores. The study has disclosed the apprehensions of all the stakeholders regarding the shift from offline to online mode of recruitment and also training. © 2021 IEEE