Understanding Diversity Impression Management in Department of Homeland Security Recruiting
Author ORCID Identifier
0000-0002-8930-5534
Advisor Information
Roni Reiter-Palmon
Location
MBSC Omaha Room 304 - G
Presentation Type
Oral Presentation
Start Date
4-3-2022 9:00 AM
End Date
4-3-2022 10:15 AM
Abstract
Scientific literature on recruiting provides organizations with the best practices to attract diverse applicants. However, this growing body of work largely builds theories and draws conclusions based on studies of commercial and industrial firms. Little research exists on recruitment in government enterprises. The evolution of recruitment literature has largely focused on examinations of private enterprise rather than public administration. The current study seeks to apply existing theories of recruitment to a public administration organization: The United States Department of Homeland Security (DHS). The present study examines the profile of tactics employed by DHS organizations and the tactics’ effect on recruiting practices. As a new perspective, attribution theory is applied to better understand the viewpoint of applicants to reveal how to better address diversity concerns in DHS organizations.
Scheduling Link
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Understanding Diversity Impression Management in Department of Homeland Security Recruiting
MBSC Omaha Room 304 - G
Scientific literature on recruiting provides organizations with the best practices to attract diverse applicants. However, this growing body of work largely builds theories and draws conclusions based on studies of commercial and industrial firms. Little research exists on recruitment in government enterprises. The evolution of recruitment literature has largely focused on examinations of private enterprise rather than public administration. The current study seeks to apply existing theories of recruitment to a public administration organization: The United States Department of Homeland Security (DHS). The present study examines the profile of tactics employed by DHS organizations and the tactics’ effect on recruiting practices. As a new perspective, attribution theory is applied to better understand the viewpoint of applicants to reveal how to better address diversity concerns in DHS organizations.