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The National School Nutrition Programme (NSNP) is one of the food security programmes of the South African government that strives to provide proper nutrition meals to all public primary and secondary school learners nationwide. To implement the programme, NSNP hires food handlers to prepare and deliver meals to students on a daily basis. However, in terms of public sector human resource management, it is unclear how these food handlers are recruited and hired into the programme. This paper aimed at assessing the recruitment practices of food handlers into the NSNP. The paper employed qualitative research methodology using semi-structured interviews and documentary review as two data collection methods. Moreover, the Gauteng Department of Education (GDE) Johannesburg North District was chosen as a case study for the research strategy. The study reviewed pertinent literature, conducted semi-structured interviews to collect data. The data was analysed using thematic content analysis in order to qualitatively examine the data gathered. The paper's findings demonstrated that the GDE has a plan in place to oversee the NSNP's food handler recruitment practices, and that plan is spelt out in detail in their advising memorandum on the subject. Nevertheless, the study found that the approach does not align with the principles and practices of Public Human Resource Management (PHRM). According to the findings, the NSNP lacks a defined recruitment policy that would govern its hiring practices. It was found that there are challenges in the recruitment process. Finally, this paper offered recommendations for improved recruitment practices for food handlers.

The Fourth Industrial Revolution (4IR) has ushered in profound transformations across global industries, with the hospitality sector increasingly challenged to adapt its human resource practices to a digitally driven operating landscape. This conceptual review explores the intersection of digitalisation, human capital development, and technological innovation in the context of recruitment and selection within the hospitality industry—focusing particularly on developing economies such as South Africa. The paper traces the evolution from traditional recruitment methods to technology-enabled practices, highlighting the strategic role of artificial intelligence, blockchain, and data analytics in enhancing recruitment efficiency, selection accuracy, and workforce alignment with 4IR demands. Despite these advances, the hospitality industry continues to face structural and contextual limitations that inhibit the adoption of digital HRM systems. This article calls for a paradigm shift from conventional, analogue-based talent acquisition approaches to agile, competency-based, and digitally integrated models. The review further emphasises the critical need for policy support, infrastructural development, and empirical research that bridges the digital divide in human capital strategy. Ultimately, the paper argues that digitalisation, when strategically aligned with organisational objectives and human-centred values, can serve as a transformative lever for building resilient, future-ready workforces in hospitality and beyond.

This study examines how using information and communication technologies (ICT) affects the performance of Tunisian SMEs in human resources management (HRM). The findings indicate that numerous Tunisian small and medium-sized enterprises struggle to integrate ICT tools into human resource management due to inadequate foundational knowledge about these technologies and a limited understanding?of their functionality. Consequently, they may underperform. As argued by Müller and Voigt (2021), proper utilization of ICT can be achieved through the appropriate?adoption of tools and the continuous development of digital skills within human capital. Jones and Kim (2020) also highlight the significance of this finding, suggesting that investment in tools (e.g., the intranet) not only enhances internal communication but also forges connections between mobile employees, those working from home, and office-based employees.

This study aims to analyze the influence of social media use, technology utilization, and e-recruitment on the interest of Generation Z in career opportunities in applying for jobs. Gen Z has a high reliance on technology and social media, which has an impact on the way they search for and apply for jobs. The method used in this study is a quantitative method. The data source in this study uses primary data. The data collection technique uses a google form questionnaire. The population in this study is active students who take their TA thesis. Even 2023/2024 at the Faculty of Economics and Business, Prof. Moestopo University (Religious). The sample in this study is 30 people. The sampling method is random sampling. The data analysis in this study uses multiple linear regression using validity test, reliability test, classical assumption test and t-hypothesis test and determination coefficient test. The results of the study show that the use of social media, the use of technology, and e-recruitment have a positive influence on Generation Z's interest in career opportunities in applying for jobs. Social media plays a role in disseminating vacancy information widely. Generation Z relies heavily on social media as a source of information and a means to explore career opportunities. Technology, such as online job search platforms, social media, and digital communication tools, provides easy access and quick information, thereby increasing their interest in finding and applying for jobs. Generation Z tends to be more interested in the recruitment process that is carried out online compared to conventional methods.

Contemporary companies are giving considerable importance to satisfaction of their internal customers as well as satisfying their exterior customers by their goods and products. In tis context, employer branding-  an important concept developed by Simon Borrow- has been accepted as one of the most important developments of 1990s and myriad of companies has started to give importance to the mentioned point (Tüzüner, et al., 2009). Difficulties in finding talented employees, has made employer branding popular especially in service sector (Berthon vd. 2005; Knox and Freeman, 2006). According to information supplied from career portals, nowadays the highest number of job applications are being made to banking sector hence we were curious about this spesific sector in our study. Main sample of this study is composed of applicants that made job application to Albaraka Türk Participation Bank in the last three months prior to the design of this study. Aim of the study is measuring effects of employer branding dimensions in these applicant’s applicaitons behaviours and analyzing the relationship between their brand perceptions related to Albarak Türk Participation Bank and their levels of education and job experiences. With these purposes we used Berthon’s Employer Attractiveness Scale. Our survey has been applied to 500 job applicants from various education and experience levels and we used easy sampling method in choosing these applicants. Our survey, composed of 25 questions and Likert answer key with 7 answers has been brought to applicants via email and results have been analyzed by SPSS program. Our findings showed that rather than experience leves, education levels makes difference in appilicants perceptions about employer brand of the bank.