Investigating Gender Biases in High-level Recruitment: An NLP-driven Approach to Analyzing Job Postings | Chapter 9 | New Advances in Business, Management and Economics Vol. 1

This study investigates the potential of Natural Language Processing (NLP) to identify gender biases in recruitment for senior management positions, addressing a critical factor contributing to the underrepresentation of women in corporate leadership. By analyzing job advertisements, this research aims to uncover how gendered language perpetuates biases in recruitment processes and explore innovative solutions to foster diversity in high decision-making roles. The study conducts an experiment analyzing (N. 2,198) job offers published in February and September 2021 in the Financial Times. Using NLP techniques, it identifies frequent terms and their occurrence rates in job postings to detect gender biases. The analysis applies agentic-communal role differentiation rooted in Social Identity, Homosocial, and Think Manager-Think Male (TM-TM) theories to understand how language reinforces traditional gender roles. The results reveal a strong co-occurrence of terms associated with male roles in the studied sectors, demonstrating the persistence of gendered language in job advertisements. This study extends prior work by showcasing the unique application of NLP in management studies to analyze large volumes of documents, offering a novel method for identifying biases. It highlights that male-oriented language remains a barrier to women’s access to high-level positions. Practical implications include recommendations for organizations and recruiters to adopt neutral language in job postings and promote cultural changes toward inclusivity. This study contributes to the discourse on gender equity by providing actionable insights into how NLP can address biases in recruitment processes. It emphasizes the need for organizations to reevaluate selection processes and implement strategies that foster more inclusive workplaces, ultimately bridging the gender gap in corporate leadership.

 

Author (s) Details

 

Mirian Izquierdo Barriuso
University of Witten-Herdecke, Germany.

 

Please see the book here:- https://doi.org/10.9734/bpi/nabme/v1/3905

Exploring the Perceptions of Postgraduate Students Using Social Media when Seeking Employment | Chapter 11 | Managing Higher Education and Enterprises in Developing Countries Beyond COVID-19: Proceedings of the 9th International Conference on Business and Management Dynamics

Social media has rapidly increased in popularity, and its growth has influenced business operations and methods of communication, including how organisations review and implement their recruitment strategies. Recruitment is an integral activity to the organisational function of human resource management. Traditional methods of this activity have evolved whereby organisations focus on using social media as a recruitment method.

Based on Six Degrees of Separation and Resource-based View theories, this paper aimed to investigate postgraduate students' perceptions of using social media when seeking employment. A quantitative research methodology was adopted, and a hundred and forty respondents participated in this study by completing questionnaires. Findings indicated that ninety-five percent of Honours students have professional social media accounts. The most salient finding was that over seventy percent of the respondents indicated using social media for job seeking, with LinkedIn and Facebook being the most favoured. This study found that social media is a popular tool many individuals and organisations use. It is recommended that further research under this context is undertaken with a broader demographic of postgraduate students, especially as they are a large segment of job seekers.

Author(s) Details:

Suman Dayanand,
University of KwaZulu-Natal, South Africa.

Ashika Maharaj,
University of KwaZulu-Natal, South Africa.

Please see the link here: https://stm.bookpi.org/MHEEDCBCPICBMD/article/view/13202

Assessing Employees’ Perceptions on the Influence of Technology on Recruitment in a Cape Town Engineering Company| Chapter 2 | Current Aspects in Business, Economics and Finance Vol. 8

 The realm of recruitment is fast changing as the Fourth Industrial Revolution (4IR) takes root in association. The 4IR is characterised by the increasing potential of technology therefore the traditional habits of how trade is being conducted, are being challenged. For associations to stay on current in today's free competition, they need to integrate and equal the rise of technology in conscription. This study, therefore, embarked on understanding the influence of science on recruitment. The determinable study assessed attendants’ perceptions on the influence of science on recruitment in a Cape Town engineering guest. The results of this study disclosed that there is a greater preference towards the use of science in recruitment as opposite to traditional methods of conscription. Interestingly the findings revealed that while organisations use a technologically driven conscription approach, traditional conscription methods are not entity of the past. A self-developed research model concerning the findings of the study has happened proposed to help organisations, administrators, HRM professionals, and recruiters accompanying strategies for a technologically enhanced conscription process, and to also learn the influence of technology on the conscription process thus accumulating a new contribution to the friendship between technology and conscription.

Author(s) Details:

Tanisha Sulagan,
School of Management, Information Technology and Governance, University of KwaZulu-Natal, South Africa.

Anisha Ramsaroop,
School of Management, Information Technology and Governance, University of KwaZulu-Natal, South Africa.

Please see the link here: https://stm.bookpi.org/CABEF-V8/article/view/9191