Multidimensional Analysis of Job Postings by Human Resources Departments
Öz
In today’s business world, job postings are an important part of the recruitment process used to attract candidates with the qualifications desired by organizations. Job postings are not only a recruiting tool, but also a tool that indicates the experience, skills, and qualifications the industry demands from candidates. The analysis of job postings, on the other hand, provides a general framework regarding the qualifications, skills and experiences that the sector expects from candidates, and provides guidance for sector stakeholders (candidates, educational institutions and the sector). In this context, it is aimed to analyze the job advertisements given by the human resources departments in terms of various categories. Although there are studies on the analysis of job postings for various sectors and professions, this study is the first to analyze human resources job postings. In the study, document/document scanning and examination technique, which is one of the qualitative survey methods, was used as a data collection method. The data were collected from various job posting sites on the internet and frequency analysis was performed using the SPSS program. According to the findings of the research, it has been determined that job postings are given by almost all sectors, more common job postings are given for 23 job positions, foreign language, computer knowledge and software program knowledge is important, gender equality is ensured in job postings, the duration of experience varies according to job positions, job postings 74 different skills and 54 different experience topics.
Anahtar Kelimeler
Destekleyen Kurum
YOK
Proje Numarası
YOK
Kaynakça
- Acar-Şentürk, Z., & Fidan, Z. (2016). İş ilanları üzerinden halkla ilişkilerin mesleki profili. CBÜ Sosyal Bilimler Dergisi, 14(1), 107-130.
- Al, Ö., Karaca, M. F., & Irk, E. (2015). Yönetici asistanlığı için iş kriterleri analizi: Kariyer.net örneği. Elektronik Meslek Yüksekokulları Dergisi, 14(Bürokon Özel Sayısı), 29-42.
- Aljohani, N. R., Aslam, A., Khadidos, A. O., & Hassan, S. U. (2022). Bridging the skill gap between the acquired university curriculum and the requirements of the job market: A data-driven analysis of scientific literature. Journal of Innovation & Knowledge, 7(3), 1-10. https://doi.org/10.1016/j.jik.2022.10019
- Andreassen, T. A. (2021). Diversity clauses in job advertisements: Organisational reproduction of inequality? Scandinavian Journal of Management, 37(4), 1-8. https://doi.org/10.1016/j.sca man.2021.101180
- Ao, Z., Horváth, G., Sheng, C., Song, Y., & Sun, Y. (2023). Skill requirements in job advertisements: A comparison of skill-categorization methods based on wage regressions. Information Processing & Management, 60(2), 1-16. https://doi.org/10.1016/j.ipm.2022.103185
- Barbosa, M. W., & de Oliveira, V. M. (2021). The Corporate Social Responsibility professional: A content analysis of job advertisements. Journal of Cleaner Production, 279(10), 1-12. https://doi.org/10.1016/j.jclepro.2020.123665
- Bernhard, J., & Russmann, U. (2023). Digitalization in public relations - Changing competences: A longitudinal analysis of skills required in PR job ads. Public Relations Review, 49(1), 1-12. https://doi.org/10.1016/j.pubrev.2022.102283
- Bivainis, J., & Morkvėnas, R. (2008). Assessment of the employees knowledge potential. Business: Theory and Practice, 9, 105-115. https://doi.org/10.3846/1648-0627.2008.9.105-115
- Blackman, A. (2006). Graduating students’ responses to recruitment advertisements. Journal of Business Communication, 43(4), 367-388. https://doi.org/10.1177/0021943606291705
- Bowen, G. A. (2009). Document analysis as a qualitative research method. Qualitative Research Journal, 9(2), 27-40. https://doi.org/10.3316/QRJ0902027