Perceptions of executive search and advertised recruitment attributes and service quality
This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (A...
Ausführliche Beschreibung
Gespeichert in:
| Autor*in: |
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| Format: |
E-Artikel |
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| Sprache: |
Englisch |
| Erschienen: |
2004 |
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| Schlagwörter: |
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| Umfang: |
25 |
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| Reproduktion: |
Emerald Fulltext Archive Database 1994-2005 |
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| Übergeordnetes Werk: |
In: Personnel review - Bingley : Emerald, 1971, 33(2004), 1, Seite 30-54 |
| Übergeordnetes Werk: |
volume:33 ; year:2004 ; number:1 ; pages:30-54 ; extent:25 |
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| DOI / URN: |
10.1108/00483480410510615 |
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NLEJ219652813 |
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| 520 | |a This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (ARAs). A total of 109 useable responses were entered and a four-factor solution was derived employing three factor extraction techniques (principal components analysis (PCA), principal axis factoring (PFA) and maximum likelihood (ML)) for both ESFs and ARAs. Some marginal differences between ESFs and ARAs were identified with respect to required attributes. More importantly the quality of service provided by both ESFs and ARAs was found to be below that required on all factorial attributes and on most individual attributes. Quality differences were found to be significant on all but one factor, and on most individual attributes. In short, the clients of both ESFs and ARAs did not believe the service they received met their requirements. Whilst results should be read with caution due to a relatively low response rate, factorial results do hold up across three factorial extraction techniques and a number of significant results (p<0.001) were derived on paired-sample t-tests associated with comparisons of attribute importance and service levels provided. Findings are discussed and the implications for professional practice and future research reviewed. | ||
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10.1108/00483480410510615 doi (DE-627)NLEJ219652813 DE-627 ger DE-627 rakwb eng XA-GB Perceptions of executive search and advertised recruitment attributes and service quality 2004 25 nicht spezifiziert zzz rdacontent nicht spezifiziert z rdamedia nicht spezifiziert zu rdacarrier This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (ARAs). A total of 109 useable responses were entered and a four-factor solution was derived employing three factor extraction techniques (principal components analysis (PCA), principal axis factoring (PFA) and maximum likelihood (ML)) for both ESFs and ARAs. Some marginal differences between ESFs and ARAs were identified with respect to required attributes. More importantly the quality of service provided by both ESFs and ARAs was found to be below that required on all factorial attributes and on most individual attributes. Quality differences were found to be significant on all but one factor, and on most individual attributes. In short, the clients of both ESFs and ARAs did not believe the service they received met their requirements. Whilst results should be read with caution due to a relatively low response rate, factorial results do hold up across three factorial extraction techniques and a number of significant results (p<0.001) were derived on paired-sample t-tests associated with comparisons of attribute importance and service levels provided. Findings are discussed and the implications for professional practice and future research reviewed. Emerald Fulltext Archive Database 1994-2005 Perception Recruitment Service quality assurance Fish, Alan oth Macklin, Robert oth In Personnel review Bingley : Emerald, 1971 33(2004), 1, Seite 30-54 Online-Ressource (DE-627)NLEJ219579431 (DE-600)1480053-6 nnns volume:33 year:2004 number:1 pages:30-54 extent:25 http://dx.doi.org/10.1108/00483480410510615 GBV_USEFLAG_U ZDB-1-EFD GBV_NL_ARTICLE AR 33 2004 1 30-54 25 |
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10.1108/00483480410510615 doi (DE-627)NLEJ219652813 DE-627 ger DE-627 rakwb eng XA-GB Perceptions of executive search and advertised recruitment attributes and service quality 2004 25 nicht spezifiziert zzz rdacontent nicht spezifiziert z rdamedia nicht spezifiziert zu rdacarrier This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (ARAs). A total of 109 useable responses were entered and a four-factor solution was derived employing three factor extraction techniques (principal components analysis (PCA), principal axis factoring (PFA) and maximum likelihood (ML)) for both ESFs and ARAs. Some marginal differences between ESFs and ARAs were identified with respect to required attributes. More importantly the quality of service provided by both ESFs and ARAs was found to be below that required on all factorial attributes and on most individual attributes. Quality differences were found to be significant on all but one factor, and on most individual attributes. In short, the clients of both ESFs and ARAs did not believe the service they received met their requirements. Whilst results should be read with caution due to a relatively low response rate, factorial results do hold up across three factorial extraction techniques and a number of significant results (p<0.001) were derived on paired-sample t-tests associated with comparisons of attribute importance and service levels provided. Findings are discussed and the implications for professional practice and future research reviewed. Emerald Fulltext Archive Database 1994-2005 Perception Recruitment Service quality assurance Fish, Alan oth Macklin, Robert oth In Personnel review Bingley : Emerald, 1971 33(2004), 1, Seite 30-54 Online-Ressource (DE-627)NLEJ219579431 (DE-600)1480053-6 nnns volume:33 year:2004 number:1 pages:30-54 extent:25 http://dx.doi.org/10.1108/00483480410510615 GBV_USEFLAG_U ZDB-1-EFD GBV_NL_ARTICLE AR 33 2004 1 30-54 25 |
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10.1108/00483480410510615 doi (DE-627)NLEJ219652813 DE-627 ger DE-627 rakwb eng XA-GB Perceptions of executive search and advertised recruitment attributes and service quality 2004 25 nicht spezifiziert zzz rdacontent nicht spezifiziert z rdamedia nicht spezifiziert zu rdacarrier This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (ARAs). A total of 109 useable responses were entered and a four-factor solution was derived employing three factor extraction techniques (principal components analysis (PCA), principal axis factoring (PFA) and maximum likelihood (ML)) for both ESFs and ARAs. Some marginal differences between ESFs and ARAs were identified with respect to required attributes. More importantly the quality of service provided by both ESFs and ARAs was found to be below that required on all factorial attributes and on most individual attributes. Quality differences were found to be significant on all but one factor, and on most individual attributes. In short, the clients of both ESFs and ARAs did not believe the service they received met their requirements. Whilst results should be read with caution due to a relatively low response rate, factorial results do hold up across three factorial extraction techniques and a number of significant results (p<0.001) were derived on paired-sample t-tests associated with comparisons of attribute importance and service levels provided. Findings are discussed and the implications for professional practice and future research reviewed. Emerald Fulltext Archive Database 1994-2005 Perception Recruitment Service quality assurance Fish, Alan oth Macklin, Robert oth In Personnel review Bingley : Emerald, 1971 33(2004), 1, Seite 30-54 Online-Ressource (DE-627)NLEJ219579431 (DE-600)1480053-6 nnns volume:33 year:2004 number:1 pages:30-54 extent:25 http://dx.doi.org/10.1108/00483480410510615 GBV_USEFLAG_U ZDB-1-EFD GBV_NL_ARTICLE AR 33 2004 1 30-54 25 |
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10.1108/00483480410510615 doi (DE-627)NLEJ219652813 DE-627 ger DE-627 rakwb eng XA-GB Perceptions of executive search and advertised recruitment attributes and service quality 2004 25 nicht spezifiziert zzz rdacontent nicht spezifiziert z rdamedia nicht spezifiziert zu rdacarrier This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (ARAs). A total of 109 useable responses were entered and a four-factor solution was derived employing three factor extraction techniques (principal components analysis (PCA), principal axis factoring (PFA) and maximum likelihood (ML)) for both ESFs and ARAs. Some marginal differences between ESFs and ARAs were identified with respect to required attributes. More importantly the quality of service provided by both ESFs and ARAs was found to be below that required on all factorial attributes and on most individual attributes. Quality differences were found to be significant on all but one factor, and on most individual attributes. In short, the clients of both ESFs and ARAs did not believe the service they received met their requirements. Whilst results should be read with caution due to a relatively low response rate, factorial results do hold up across three factorial extraction techniques and a number of significant results (p<0.001) were derived on paired-sample t-tests associated with comparisons of attribute importance and service levels provided. Findings are discussed and the implications for professional practice and future research reviewed. Emerald Fulltext Archive Database 1994-2005 Perception Recruitment Service quality assurance Fish, Alan oth Macklin, Robert oth In Personnel review Bingley : Emerald, 1971 33(2004), 1, Seite 30-54 Online-Ressource (DE-627)NLEJ219579431 (DE-600)1480053-6 nnns volume:33 year:2004 number:1 pages:30-54 extent:25 http://dx.doi.org/10.1108/00483480410510615 GBV_USEFLAG_U ZDB-1-EFD GBV_NL_ARTICLE AR 33 2004 1 30-54 25 |
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10.1108/00483480410510615 doi (DE-627)NLEJ219652813 DE-627 ger DE-627 rakwb eng XA-GB Perceptions of executive search and advertised recruitment attributes and service quality 2004 25 nicht spezifiziert zzz rdacontent nicht spezifiziert z rdamedia nicht spezifiziert zu rdacarrier This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (ARAs). A total of 109 useable responses were entered and a four-factor solution was derived employing three factor extraction techniques (principal components analysis (PCA), principal axis factoring (PFA) and maximum likelihood (ML)) for both ESFs and ARAs. Some marginal differences between ESFs and ARAs were identified with respect to required attributes. More importantly the quality of service provided by both ESFs and ARAs was found to be below that required on all factorial attributes and on most individual attributes. Quality differences were found to be significant on all but one factor, and on most individual attributes. In short, the clients of both ESFs and ARAs did not believe the service they received met their requirements. Whilst results should be read with caution due to a relatively low response rate, factorial results do hold up across three factorial extraction techniques and a number of significant results (p<0.001) were derived on paired-sample t-tests associated with comparisons of attribute importance and service levels provided. Findings are discussed and the implications for professional practice and future research reviewed. Emerald Fulltext Archive Database 1994-2005 Perception Recruitment Service quality assurance Fish, Alan oth Macklin, Robert oth In Personnel review Bingley : Emerald, 1971 33(2004), 1, Seite 30-54 Online-Ressource (DE-627)NLEJ219579431 (DE-600)1480053-6 nnns volume:33 year:2004 number:1 pages:30-54 extent:25 http://dx.doi.org/10.1108/00483480410510615 GBV_USEFLAG_U ZDB-1-EFD GBV_NL_ARTICLE AR 33 2004 1 30-54 25 |
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This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (ARAs). A total of 109 useable responses were entered and a four-factor solution was derived employing three factor extraction techniques (principal components analysis (PCA), principal axis factoring (PFA) and maximum likelihood (ML)) for both ESFs and ARAs. Some marginal differences between ESFs and ARAs were identified with respect to required attributes. More importantly the quality of service provided by both ESFs and ARAs was found to be below that required on all factorial attributes and on most individual attributes. Quality differences were found to be significant on all but one factor, and on most individual attributes. In short, the clients of both ESFs and ARAs did not believe the service they received met their requirements. Whilst results should be read with caution due to a relatively low response rate, factorial results do hold up across three factorial extraction techniques and a number of significant results (p<0.001) were derived on paired-sample t-tests associated with comparisons of attribute importance and service levels provided. Findings are discussed and the implications for professional practice and future research reviewed. |
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This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (ARAs). A total of 109 useable responses were entered and a four-factor solution was derived employing three factor extraction techniques (principal components analysis (PCA), principal axis factoring (PFA) and maximum likelihood (ML)) for both ESFs and ARAs. Some marginal differences between ESFs and ARAs were identified with respect to required attributes. More importantly the quality of service provided by both ESFs and ARAs was found to be below that required on all factorial attributes and on most individual attributes. Quality differences were found to be significant on all but one factor, and on most individual attributes. In short, the clients of both ESFs and ARAs did not believe the service they received met their requirements. Whilst results should be read with caution due to a relatively low response rate, factorial results do hold up across three factorial extraction techniques and a number of significant results (p<0.001) were derived on paired-sample t-tests associated with comparisons of attribute importance and service levels provided. Findings are discussed and the implications for professional practice and future research reviewed. |
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This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (ARAs). A total of 109 useable responses were entered and a four-factor solution was derived employing three factor extraction techniques (principal components analysis (PCA), principal axis factoring (PFA) and maximum likelihood (ML)) for both ESFs and ARAs. Some marginal differences between ESFs and ARAs were identified with respect to required attributes. More importantly the quality of service provided by both ESFs and ARAs was found to be below that required on all factorial attributes and on most individual attributes. Quality differences were found to be significant on all but one factor, and on most individual attributes. In short, the clients of both ESFs and ARAs did not believe the service they received met their requirements. Whilst results should be read with caution due to a relatively low response rate, factorial results do hold up across three factorial extraction techniques and a number of significant results (p<0.001) were derived on paired-sample t-tests associated with comparisons of attribute importance and service levels provided. Findings are discussed and the implications for professional practice and future research reviewed. |
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<?xml version="1.0" encoding="UTF-8"?><collection xmlns="http://www.loc.gov/MARC21/slim"><record><leader>01000caa a22002652 4500</leader><controlfield tag="001">NLEJ219652813</controlfield><controlfield tag="003">DE-627</controlfield><controlfield tag="005">20210707091138.0</controlfield><controlfield tag="007">cr uuu---uuuuu</controlfield><controlfield tag="008">090811s2004 xxk|||||o 00| ||eng c</controlfield><datafield tag="024" ind1="7" ind2=" "><subfield code="a">10.1108/00483480410510615</subfield><subfield code="2">doi</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(DE-627)NLEJ219652813</subfield></datafield><datafield tag="040" ind1=" " ind2=" "><subfield code="a">DE-627</subfield><subfield code="b">ger</subfield><subfield code="c">DE-627</subfield><subfield code="e">rakwb</subfield></datafield><datafield tag="041" ind1=" " ind2=" "><subfield code="a">eng</subfield></datafield><datafield tag="044" ind1=" " ind2=" "><subfield code="c">XA-GB</subfield></datafield><datafield tag="245" ind1="1" ind2="0"><subfield code="a">Perceptions of executive search and advertised recruitment attributes and service quality</subfield></datafield><datafield tag="264" ind1=" " ind2="1"><subfield code="c">2004</subfield></datafield><datafield tag="300" ind1=" " ind2=" "><subfield code="a">25</subfield></datafield><datafield tag="336" ind1=" " ind2=" "><subfield code="a">nicht spezifiziert</subfield><subfield code="b">zzz</subfield><subfield code="2">rdacontent</subfield></datafield><datafield tag="337" ind1=" " ind2=" "><subfield code="a">nicht spezifiziert</subfield><subfield code="b">z</subfield><subfield code="2">rdamedia</subfield></datafield><datafield tag="338" ind1=" " ind2=" "><subfield code="a">nicht spezifiziert</subfield><subfield code="b">zu</subfield><subfield code="2">rdacarrier</subfield></datafield><datafield tag="520" ind1=" " ind2=" "><subfield code="a">This paper reviews the results of an exploratory study designed to examine the perceptions of a random selection of Australian human resource professionals regarding the attributes required of and the quality of service provided by executive search firms (ESFs) and advertised recruitment agencies (ARAs). A total of 109 useable responses were entered and a four-factor solution was derived employing three factor extraction techniques (principal components analysis (PCA), principal axis factoring (PFA) and maximum likelihood (ML)) for both ESFs and ARAs. Some marginal differences between ESFs and ARAs were identified with respect to required attributes. More importantly the quality of service provided by both ESFs and ARAs was found to be below that required on all factorial attributes and on most individual attributes. Quality differences were found to be significant on all but one factor, and on most individual attributes. In short, the clients of both ESFs and ARAs did not believe the service they received met their requirements. Whilst results should be read with caution due to a relatively low response rate, factorial results do hold up across three factorial extraction techniques and a number of significant results (p<0.001) were derived on paired-sample t-tests associated with comparisons of attribute importance and service levels provided. Findings are discussed and the implications for professional practice and future research reviewed.</subfield></datafield><datafield tag="533" ind1=" " ind2=" "><subfield code="f">Emerald Fulltext Archive Database 1994-2005</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">Perception</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">Recruitment</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">Service quality assurance</subfield></datafield><datafield tag="700" ind1="1" ind2=" "><subfield code="a">Fish, Alan</subfield><subfield code="4">oth</subfield></datafield><datafield tag="700" ind1="1" ind2=" "><subfield code="a">Macklin, Robert</subfield><subfield code="4">oth</subfield></datafield><datafield tag="773" ind1="0" ind2="8"><subfield code="i">In</subfield><subfield code="t">Personnel review</subfield><subfield code="d">Bingley : Emerald, 1971</subfield><subfield code="g">33(2004), 1, Seite 30-54</subfield><subfield code="h">Online-Ressource</subfield><subfield code="w">(DE-627)NLEJ219579431</subfield><subfield code="w">(DE-600)1480053-6</subfield><subfield code="7">nnns</subfield></datafield><datafield tag="773" ind1="1" ind2="8"><subfield code="g">volume:33</subfield><subfield code="g">year:2004</subfield><subfield code="g">number:1</subfield><subfield code="g">pages:30-54</subfield><subfield code="g">extent:25</subfield></datafield><datafield tag="856" ind1="4" ind2="0"><subfield code="u">http://dx.doi.org/10.1108/00483480410510615</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_USEFLAG_U</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">ZDB-1-EFD</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">GBV_NL_ARTICLE</subfield></datafield><datafield tag="951" ind1=" " ind2=" "><subfield code="a">AR</subfield></datafield><datafield tag="952" ind1=" " ind2=" "><subfield code="d">33</subfield><subfield code="j">2004</subfield><subfield code="e">1</subfield><subfield code="h">30-54</subfield><subfield code="g">25</subfield></datafield></record></collection>
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