Gender practices in the recruitment and selection of early career researchers

Herschberg, C.; Brink, Marieke Caroline Lisette Van Den

doi:10.5465/ambpp.2017.10584abstract

Cited by 14 publications

(18 citation statements)

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“…Almost all ECRs face poor job security but its severity is often asymmetric, depending on identity and background (Atkinson et al, 2018). For instance, mirroring the survey results, research in wider higher education indicates that women encounter unfavourable wage gaps, more inequitable hiring practices, publishing and citation biases, discrimination due to pregnancy and childrearing, and are often constrained by gendered divisions of labour both inside and outside academia, as well as experience higher rates of bullying, harassment, and assault (Bozzon et al, 2018;Herschberg et al, 2018a;Krilićet al, 2018;Abbott, 2019;Cech & Blair-Loy, 2019;Woolston, 2019;Fotta et al, 2020;Heath-Stout, 2020a, 2020bChristian et al, 2021;Maas et al, 2021;Mate & Ulm, 2021;Voss, 2021aVoss, , 2021bMori, 2022). Moreover, the rate of harassment and assault is particularly high within academic disciplines involving fieldwork (Clancy et al, 2014;Almansa Sánchez & Díaz de Liaño, 2019).…”

Section: Challenges Faced By Ecrs Within Wider Contextsmentioning

confidence: 88%

A Precarious Future: Reflections from a Survey of Early Career Researchers in Archaeology

et al. 2022

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This article presents the results of a 2021 international online survey of 419 early career researchers in archaeology. Respondents were passionate about pursuing an academic career, but pessimistic about job and career prospects. Statistics highlight specific obstacles, especially for women, from unstable employment to inequitable practices, and a chronic lack of support. Over 180 open-ended comments reveal worrying levels of workplace bullying and discrimination, particularly targeting women and minorities. The impact of the COVID-19 pandemic on early career researchers is also examined. The survey's findings are analysed and contextualized within the international higher education sector. A communal effort is necessary to create sustained change, but early career researchers remain hopeful that change can be implemented.

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Section: Challenges Faced By Ecrs Within Wider Contextsmentioning

confidence: 88%

A Precarious Future: Reflections from a Survey of Early Career Researchers in Archaeology

et al. 2022

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“…The idea that meritocratic principles are used to objectively evaluate a researcher's quality in academia has been refuted in many studies (van den Brink et al, 2010;Herschberg et al, 2018;Kang and Kaplan, 2019;Bourabain, 2021). Still, this notion of meritocracy remains as the backbone for a university's allocation of resources (Nielsen, 2015;Powell, 2016).…”

Section: Discussionmentioning

confidence: 99%

“Screwed from the start”: How women perceive opportunities and barriers for building a successful research career

et al. 2022

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After finishing the PhD, the researcher enters a stage in their early research career where more independence is expected. Within a relatively short time period, the researcher needs to gather research experience and support in the form of tangible resources as funding, and intangible resources like access to research networks, close collaborations, and mentorship to support their next career stage. How resources are allocated are therefore important determinants for the success of researchers. However, research shows that the resource allocation decisions in academia are biased in favor of men, with many of these gender biases that influence the success of research careers increasing. In this study, we asked women employed as early-career researchers (WECRs) about how they view their opportunities and potential for long-term success within academia, and how this relates to the resources that they have access to. We found that the WECRs were given few resources and support, and that they perceived that finding resources important for their career was up to themselves. The noticeable male dominance in who receives resources and positions within the university and the lack of women as role-models signals to WECRs that they are not wanted in academia. The WECRs suggest several ways to improve the possibilities for a successful research career for women on more equal terms as their male collegues: these include transparent processes for resource allocations, equal opportunity officers in all hiring processes, and mandatory gender training for all senior research and administrative staff. All the actions suggested are within the control of the university.

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“…Referrals were also a suitable recruitment method because they increased the employees' coaching, obedience, and monitoring. Herschberg et al [12] defined selection as a procedure of choosing the most appropriate applicant from the pool of recruited applicants to fill a job vacancy. Rozario et al [13] explained selection as a process used to choose the best individual from the pool of applicants appropriate for the jobs.…”

Section: Literature Reviewmentioning

confidence: 99%

The Effects of Recruitment, Selection, and Training Practices on Employee Performance in the Construction and Related Industries

Aldhuhoori

Almazrouei²,

Sakhrieh³

et al. 2022

Civ Eng J

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The human resource management of a company is important in today's competitive business environment because employees are the support of the company. The performance of employees is crucial to the success of any corporation. Therefore, this study aims to identify the factors that contribute to better employee performance (EP). In this study, recruitment, selection, and training strategies are examined for their influence on EP in the UAE public sector, including the construction and related industries. Researchers used a structured questionnaire, a deductive approach, and a survey strategy to conduct the research. In this quantitative study, cross-sectional data was collected using the mono method. A sample size of 151 employees from the UAE public sector was used for this study. SPSS (statistical software) has been used to analyze the collected data. The analysis of the study confirmed a direct positive link between recruitment procedure (RP), effective selection (ES), training, and EP. The outcomes also showed a robust effect of ES on EP. In UAE public-sector corporations, training appears to be the least significant factor influencing EP. Public sector employers, such as construction and related industries in the UAE, should consider the significance and selection of enhanced EP. Doi: 10.28991/CEJ-2022-08-12-012 Full Text: PDF

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Gender practices in the recruitment and selection of early career researchers

Cited by 14 publications

References 0 publications

A Precarious Future: Reflections from a Survey of Early Career Researchers in Archaeology

A Precarious Future: Reflections from a Survey of Early Career Researchers in Archaeology

“Screwed from the start”: How women perceive opportunities and barriers for building a successful research career

The Effects of Recruitment, Selection, and Training Practices on Employee Performance in the Construction and Related Industries

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