本論文針對捷克與台灣兩國應屆商學院碩士畢業生的就業招募議題加以討論。首先探討勞力市場裡最受到企業團體的歡迎的招募方式為何（如招募網站或就業博覽會），進而再比較企業組織與畢業生雙方各自重視的招募資訊。此外本研究也將嘗試根據兩國的人力資源專業評量來建議應屆畢業生所應擁有何種技能與經驗才能成功的在兩國的招募與甄選過程中脫穎而出，同時在本文中亦陳述了畢業生需求與價值的重要性以及地區、學校、文化在求職過程中所代表的角色。
本研究主要透過網路調查方式取得研究結果，並分別針對台灣與捷克的企業團體與畢業生設計兩份問卷，同時也安排訪問兩國的人資專家。透過面訪的方式，對於應屆商學院碩士畢業生的招募議題，人資專家依據他們的經驗提供了更詳細深入的現況與見解。
本論文探討的結論應可連結兩國畢業生與企業主之間的需求與價值。結果顯示，現代的資訊科技顯著的影響招募方式，因此求職入口網站以及公司網站是最受歡迎的就業資訊來源。不僅如此，研究更顯示了應屆商學院碩士畢業生鮮少知道何種工作適合自己，而影響了自身將來的工作表現，也因此人力資源專家建議畢業生應釐清明白自身的需求。而在提及畢業生選擇工作的條件方面，結論發現基本薪資與獎金等金錢誘因不再是兩國畢業生決定工作的主要因素，他們希望尋求的工作能提升自我價值、提供豐富有意義的生涯規劃，並期望此份工作可讓他們感到驕傲與獲得同儕的肯定，更能讓他們持續進一步的成長。

The thesis focuses on recruitment practices of recent business graduates and related issues in two countries, the Czech Republic and Taiwan. Firstly, it concentrates on what recruitment sources, such as internet job portals, job fairs and others, are popular among these particular groups acting in the labor market, and on the contrary, what sources are used by the organizations. Furthermore, the research explores what information companies advertize in their job advertisements and what information recent business graduates seek. It also tries to discover what skills, competencies and experiences Taiwanese and Czech HR professionals value and recommend graduates to have if they want to be successful in the recruitment and selection process. The importance of wants and values of recent business graduates, role of location, universities and culture is described as well.
Collected data from the on-line questionnaire survey designed for companies and graduates, both from Taiwan and the Czech Republic, provided the major source of information for answering the main questions of this research. Nevertheless, several face-to-face interviews with HR professionals from both countries were conducted as well. These interviews should have provided more in-depth view on the issues related to the recruitment of recent business graduates and present detailed insights based on their experiences into related practices and topics.
Consequently, the thesis gives a comprehensive picture of the issues discussed above and it should help companies, and also graduates from both countries to better match mutual wants and values. The results show that currently, modern information and communication technologies significantly influence the recruitment practices. Therefore, internet job portals and companies’ websites are popular recruitment sources. Moreover, recent business graduates only seldom know what kind of job would suit them the best and thus, this factor influences their later performance at work. As a result, HR professionals recommend them to clarify it. Besides that, base salary and other financial incentives are no longer the main factors that influence graduates’ decision-making in both countries. The survey outcomes show that graduates rather seek career prospects, training and educational possibilities, and also interesting and enriching jobs. They want to be proud of what they are doing, respected by their peers and they would like to further develop themselves.

1 INTRODUCTION 1
1.1 Background 1
1.2 Purposes and Objectives 2
1.3 Research Flow 5
2 LITERATURE REVIEW 7
2.1 Recruitment 7
2.1.1 Definition 7
2.1.2 Recruitment Sources 9
2.1.3 Recruitment Practices and Related Issues 22
2.1.4 Wants, Values, Personnel Policies and Other Factors Influencing Recruitment
of Recent Business Graduates 31
2.1.5 Location 43
2.2 Influence of Educational Systems on Recruitment Practices 45
2.2.1 Taiwanese Educational System 46
2.2.2 Czech Educational System 47
2.3 Influence of Culture on Recruitment Practices 49
2.3.1 Insight into Taiwanese Culture 51
2.3.2 Insight into Czech Culture 52
2.4 Concluding Remarks 53
3 RESEARCH METHODOLOGY 54
3.1 Questionnaires 54
3.2 Interviews 59
4 RESULTS 62
4.1 Recruitment Sources 62
4.1.1 Taiwan 62
4.1.2 Czech Republic 63
4.1.3 Comparison and Conclusion 64
4.2 Recruitment Practices and Related Issues 65
4.2.1 Taiwan 65
4.2.2 Czech Republic 70
4.2.3 Comparison and Conclusion 74
4.3 Wants, Values, Personnel Policies and Other Factors Influencing Recruitment 75
4.3.1 Taiwan 75
4.3.2 Czech Republic 78
4.3.3 Comparison and Conclusion 81
4.4 Location 82
4.4.1 Taiwan 82
4.4.2 Czech Republic 84
4.4.3 Comparison and Conclusion 87
4.5 Educational System 87
4.5.1 Taiwan 88
4.5.2 Czech Republic 89
4.5.3 Comparison and Conclusion 91
5 DISCUSSION AND CONCLUSION 93
5.1 Results and Implications 93
5.2 Limitations of the Research 106
5.3 Direction for Future Research 106
5.4 Conclusion 107
6 References 110
7 Appendix 117

 
List of Tables

Table 1: Purposes and Objectives 3
Table 2: Most Frequent Methods of Recent Graduates Recruitment in Czech Republic 12
Table 3: Recruitment Sources - PROs and CONs 21
Table 4: Characteristics and Attributes of the Job Vacancies that can be possibly communicated during the recruitment process 24
Table 5: Benefits and Incentives 35
Table 6: Factors that Influence the Choice of an Employer – Graduates‘ Perspective (Czech
Republic) 39
Table 7: The GLOBE Dimensions 51
Table 8: The GLOBE Project - Comparison of Taiwan and Eastern Europe 52
Table 9: Characteristics of Companies Participating in the Survey 59
Table 10: Recruitment Sources – Taiwanese companies 62
Table 11: Recruitment Sources - Taiwanese graduates 62
Table 12: Recruitment Sources - Czech companies 63
Table 13: Recruitment Sources - Czech graduates 63
Table 14: Information presented in job advertisements by companies and their importance in graduates‘ minds – Taiwan 66
Table 15: Importance of Graduates'' Experiences for Companies – Taiwan 68
Table 16: Attractiveness of Experiences for Graduates – Taiwan 68
Table 17: Experiences Offered by the Companies – Taiwan 68
Table 18: Job-related Experiences of Taiwanese Graduates 68
Table 19: What Graduates'' Characteristics Companies value – Taiwan 69
Table 20: Information presented in job advertisements by companies and their importance in graduates‘ minds - Czech Republic 70
Table 21: Importance of Graduates'' Experiences for Companies – Czech Republic 72
Table 22: Attractiveness of Experiences for Graduates – Czech Republic 72
Table 23: Experiences Offered by the Companies – Czech Republic 72
Table 24: Job-related Experiences of Czech Graduates 72
Table 25: What Graduates'' Characteristics Companies value – Czech Republic 74
Table 26: Importance and Attractiveness of Job-related Characteristics and Attributes -Taiwan 76
Table 27: Importance and Attractiveness of Job-related Characteristics and Attributes - Czech Republic 80
Table 28: Importance of Location for Companies – Taiwan 84
Table 29: Importance of Location for Graduates – Taiwan 84
Table 30: Importance of Location for Companies – Czech Republic 86
Table 31: Importance of Location for Graduates – Czech Republic 86
Table 32: What skills universities develop in students – Taiwan 88
Table 33: What skills universities develop in students – Czech Republic 90
Table 34: Summary of the most important findings – recent business graduates 94
Table 35: Summary of the most important findings – companies 96


List of Figures

Figure 1: Research Flow 6
Figure 2: Three Aspects of Recruiting 8
Figure 3: The Multifaceted Nature of the Job Analysis 23
Figure 4: Development of Average Base Salaries of Recent Graduates, Czech Republic (in CZK) 36
Figure 5: Factors Affecting Human Resource Management in International Markets 49

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