Matching Items (2)
Description
This paper discusses the levels of job satisfaction amongst practicing lawyers, with a distinction between government-employed lawyers (public) and those in the private sector. The purpose of this report is to provide insight into the joys and sorrows of practicing law and provide those who are curious about becoming a lawyer with the tools to be the happiest lawyer that they can be throughout their career. The paper includes analysis of a primary research survey, comparisons with existing research, and a brief overview of happiness based research. It concludes with personal applications of the knowledge gained. Findings of the project conclude that publicly employed lawyers are, on average, slightly happier than lawyers in the private sector. On a scale from 1-7 public lawyers held an average happiness rating of 6.8, while private lawyers came in at a 6.06. Both factions were found to be satisfied in their work, which can dispel the myth that lawyers in general are unhappy with their job or field. Research into happiness shows that only 40% of an individual's overall happiness can be directly affected by their mindset and actins. The other 60% is comprised of genetic and circumstantial factors. Steps and advice to increase happiness derived from a profession or life are offered. The key to finding satisfaction in the workplace lies in aligning one's strengths with one's values. This paper concludes by imploring those who seek a job in the legal field to spend time understanding what their values are, and pursuing satisfaction in the workplace instead of prestige or pay.
ContributorsGattenio, Scott Robert (Author) / Koretz, Lora (Thesis director) / Dietrich, John (Committee member) / Department of Marketing (Contributor) / W. P. Carey School of Business (Contributor) / Barrett, The Honors College (Contributor)
Created2017-12
Description
As graduation season approaches each year, companies are seeking to hire the top talent from different universities all over the world. The battle to hire recent college graduates stems from the desire to hire young, hungry, and excited employees. However, with young age comes a lack of experience and exposure to the work force. The purpose of this thesis is to understand how recruiters from large corporations decide which candidates to hire, specifically candidates who are recent college graduates. Given that recent college graduates have little to no experience, it can be challenging for recruiters to determine their potential performance in each role. In comparison to seasoned professionals who have years of industry experience under their belts, it can be challenging for a recruiter effectively determine a young professional’s skills, work ethic, and industry knowledge.
I have identified and explained the different hiring methods that companies use when recruiting new talent to provide background information for my research. Furthermore, I have also interviewed several recruiters from large corporations in order to gain a further understanding of the university recruitment process, including what works and what doesn’t work. From the gathered research, I discovered key findings surrounding the topics of the interview process itself, how to properly assess a candidate, key components of the process and suggestions for enhancing the process. With this information, I have established recommendations for interviewing college graduates such as incorporating a pre-hire assessment into the process, implementing an on-site experience, condensing the process and clearly defining the interview protocol.
I have identified and explained the different hiring methods that companies use when recruiting new talent to provide background information for my research. Furthermore, I have also interviewed several recruiters from large corporations in order to gain a further understanding of the university recruitment process, including what works and what doesn’t work. From the gathered research, I discovered key findings surrounding the topics of the interview process itself, how to properly assess a candidate, key components of the process and suggestions for enhancing the process. With this information, I have established recommendations for interviewing college graduates such as incorporating a pre-hire assessment into the process, implementing an on-site experience, condensing the process and clearly defining the interview protocol.
ContributorsThurman, Brittney Victoria (Author) / Montoya, Detra (Thesis director) / Dietrich, John (Committee member) / Department of Management and Entrepreneurship (Contributor) / Department of Marketing (Contributor) / Department of Information Systems (Contributor) / Barrett, The Honors College (Contributor)
Created2020-05