With employer branding (EB), businesses aim to align their organizational norms with the norms of their current and prospective employees, and they explicitly communicate about the firm’s norms. Communication, however, carries different meanings depending on the context in which one operates. Also, the organizational norms may vary depending on the context, i.e., industry, different countries, and geographical context in which a firm operates. As such, the process of EB may be context-dependent, too. This study explores if and how EB is applied differently in different country and industry contexts. The analysis draws on a quantitative content analysis of 226 job vacancies targeted at highly educated graduates and professionals in IT, energy, and healthcare from the North of the Netherlands and comparable regions from Germany and Bulgaria. Our findings show that EB, as manifested in core values and distinctive characteristics, is not widely adopted in the vacancies we included in our analysis. When adopted, different values are emphasized depending on the context. General information and job-specific information are most frequent among all industries and countries. EB is a multidimensional concept with different dimensions used according to the context. The study’s main implication is that companies need to be mindful of the context in which an EB strategy is used. A one-size-fits-all approach in EB is likely not the most effective. This is particularly relevant for multinationals that adopt a worldwide organizational brand.
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Recently, the job market for Artificial Intelligence (AI) engineers has exploded. Since the role of AI engineer is relatively new, limited research has been done on the requirements as set by the industry. Moreover, the definition of an AI engineer is less established than for a data scientist or a software engineer. In this study we explore, based on job ads, the requirements from the job market for the position of AI engineer in The Netherlands. We retrieved job ad data between April 2018 and April 2021 from a large job ad database, Jobfeed from TextKernel. The job ads were selected with a process similar to the selection of primary studies in a literature review. We characterize the 367 resulting job ads based on meta-data such as publication date, industry/sector, educational background and job titles. To answer our research questions we have further coded 125 job ads manually. The job tasks of AI engineers are concentrated in five categories: business understanding, data engineering, modeling, software development and operations engineering. Companies ask for AI engineers with different profiles: 1) data science engineer with focus on modeling, 2) AI software engineer with focus on software development , 3) generalist AI engineer with focus on both models and software. Furthermore, we present the tools and technologies mentioned in the selected job ads, and the soft skills. Our research helps to understand the expectations companies have for professionals building AI-enabled systems. Understanding these expectations is crucial both for prospective AI engineers and educational institutions in charge of training those prospective engineers. Our research also helps to better define the profession of AI engineering. We do this by proposing an extended AI engineering life-cycle that includes a business understanding phase.
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Attracting the best candidates online for job vacancies has become a challenging task for companies. One thing that could influence the attractiveness of organisations for employees is their reputation that is an essential component of marketing research and plays a crucial role in customer and employee acquisition and retention. Prior research has shown the importance for companies to improve their corporate reputation (CR) for its effect on attracting the best candidates for job vacancies. Company ratings and vacancy advertisements are nowadays a massive, rich valued, online data source for forming opinions regarding corporations. This study focuses on the effect of CR cues that are present in the description of online vacancies on vacancy attractiveness. Our findings show that departments that are responsible for writing vacancy descriptions are recommended to include the CR themes citizenship, leadership, innovation, and governance and to exclude performance. This will increase vacancies’ attractiveness which helps prevent labour shortage.
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Due to personnel shortages, an aging workforce and high job demands in the European healthcare sector, healthcare organizations must invest in the sustainable employability (SE) of their personnel.1–3 In the Netherlands, there were more than 53,000 vacancies in the care and welfare sector in 2024, a number expected to rise to more than 288,000 vacancies by 2034.4 Furthermore, the absenteeism rate among Dutch healthcare professionals was 7.3% in 2024.5 This shortage of personnel and high absenteeism rate places significant pressure on the remaining professionals. In the Netherlands, 43% of healthcare professionals rated their job demands as (much) too high in 2024.5 To manage these high job demands, healthcare professionals need to maintain both vitality and a sufficient level of work ability. Consequently, healthcare organizations need effective strategies to promote their professionals’ SE. But how can healthcare organizations improve the work ability and vitality of their professionals? This study replicates and extends earlier research on the determinants of work ability and vitality at work.
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This study provides a comprehensive analysis of the AI-related skills and roles needed to bridge the AI skills gap in Europe. Using a mixed-method research approach, this study investigated the most in-demand AI expertise areas and roles by surveying 409 organizations in Europe, analyzing 2,563 AI-related job advertisements, and conducting 24 focus group sessions with 145 industry and policy experts. The findings underscore the importance of both general technical skills in AI related to big data, machine learning and deep learning, cyber and data security, large language models as well as AI soft skills such as problemsolving and effective communication. This study sets the foundation for future research directions, emphasizing the importance of upskilling initiatives and the evolving nature of AI skills demand, contributing to an EU-wide strategy for future AI skills development.
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Information and communications technologies (ICTs) in human services are on the rise and raise concerns about their place and impact on the daily activities of professionals and clients. This article describes a study in which a social mobile application was developed for job coaches and employees and implemented in a pilot phase. The aim of the mobile application was to provide a better communication between employees and their job coaches and to provide more up-to-date information about the organization. The application consisted of a personal web environment and app with vacancies, personal news, events, tips, and promotions. A qualitative methodology was used in the form of focus groups and in-depth interviews. The results of this study show that the participants are partly positive about the social mobile application. It can be concluded that the use of mobile technologies can be beneficial in a range of human services practice settings for both professionals and clients and, therefore, requires more attention from the academic field to focus on this relatively new but promising theme.
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While many researchers have investigated soft skills for different roles related to business, engineering, healthcare and others, the soft skills needed by the chief information security officer (CISO) in a leadership position are not studied in-depth. This paper describes a first study aimed at filling this gap. In this multimethod research, both the business leaders perspective as well as an analysis of CISO job ads is studied. The methodology used to capture the business leaders perspective is via a Delphi study and the jobs adds are studied using a quantitative content analysis. With an increasing threat to information security for companies, the CISO role is moving from a technical role to an executive role. This executive function is responsible for information security across all layers of an organisation. To ensure compliance with the security policy among different groups within the company, such as employees, the board, and the IT department, the CISO must be able to adopt different postures. Soft skills are thus required to be able to assume this leadership role in the organisation. We found that when business leaders were asked about the most important soft skills the top three consisted out of 'communication', ‘leadership’ and 'interpersonal' skills while 'courtesy' was last on the list for a CISO leadership role.
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In multiple cities with polytechnics and universities, companies have difficulty finding the proper well-educated candidates for their vacancies. These young adults do not stay within the city 's proximity to reside and work after having obtained their bachelor or master degree. Apart from job opportunities, it might be that they cannot find proper housing. Two municipalities felt the urge to let us study the housing requirements of this particular group of young adults and to design housing concepts for them. Two research and design teams were formed. Without obtaining a strict delineation and with both teams having mutual interests and collaborative meetings, it can be said that one team focused slightly more on architectural design and the municipality of Enschede and a second team focused more or less on city planning and the municipality of Deventer. Within the time available, it was not possible by means of a prototype to prove that housing constructed with our specifications regarding surroundings and the building itself really helps the companies, but in this paper our research in coming to promising designs for housing concepts, that just might seduce these young adults, are disseminated.e.iop.org/article/10.1088/1755-1315/297/1/012017
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The shortage for ICT personal in the EU is large and expected to increase. The aim of this research is to contribute to a better understanding of the roles and competences needed, so that education curricula can be better aligned to evolving market demand by answering the research question: Which competence gaps do we need to bridge in order to meet the future need for sufficiently qualified personnel in the EU Software sector? In this research, a mixed method approach was executed in twelve European countries, to map the current and future needs for competences in the EU. The analyses shows changes in demand regarding technical skills, e.g. low-code and a stronger focus on soft skills like communication and critical thinking. Besides this, the research showed educational institutes would do well to develop their curricula in a practical way by integration of real live cases and work together with organizations.
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Design education has a nuanced relationship with examples. Although they are considered useful teaching tools, their use is often restricted to illustrating the design theories and principles around which the curriculum is structured. In contrast, professional designers view examples as autonomous entities and use them to initiate a critical dialogue with their current problem space. Therefore, students should be facilitated in cultivating their own repertoire of solutions and learn to initiate conversations between existing solutions and design challenges to gain a better understanding of the problem space and generate new designs. This paper outlines a small-scale experiment conducted with master's students in Applied Data Science at Utrecht University who took a course on designing recommender system interfaces. The students were provided with a set of examples of recommender interface designs as their main instructional tool. They could use this set to curate their own solution repertoire. As a result, the majority of the participants' work displayed more diverse designs, and they used design patterns distilled from those examples generatively, developing innovative designs. Based on this case study, we tentatively conclude that a design curriculum built around examples, complemented by theories, could be advantageous, as long as special attention is given to helping students initiate fruitful iterations between their challenges and a set of solutions.
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