Can More Standardized Selection Processes Reduce Ethnic Discrimination in Recruitment? An Experimental Study on the Effectiveness of Resume Screening Methods for Internship Recruitment in the Netherlands

BackgroundInternet and mobile health (mHealth) apps hold promise for expanding the reach of evidence-based health interventions. Research in this area is rapidly expanding. However, these studies may experience problems with recruitment and retention. Web-based and mHealth studies are in need of a wide-reaching and low-cost method of recruitment that will also effectively retain participants for the duration of the study. Online recruitment may be a low-cost and wide-reaching tool in comparison to traditional recruitment methods, although empirical evidence is limited.ObjectiveThis study aims to review the literature on online recruitment for, and retention in, mHealth studies.MethodsWe conducted a review of the literature of studies examining online recruitment methods as a viable means of obtaining mHealth research participants. The data sources used were PubMed, CINAHL, EbscoHost, PyscINFO, and MEDLINE. Studies reporting at least one method of online recruitment were included. A narrative approach enabled the authors to discuss the variability in recruitment results, as well as in recruitment duration and study design.ResultsFrom 550 initial publications, 12 studies were included in this review. The studies reported multiple uses and outcomes for online recruitment methods. Web-based recruitment was the only type of recruitment used in 67% (8/12) of the studies. Online recruitment was used for studies with a variety of health domains: smoking cessation (58%; 7/12) and mental health (17%; 2/12) being the most common. Recruitment duration lasted under a year in 67% (8/12) of the studies, with an average of 5 months spent on recruiting. In those studies that spent over a year (33%; 4/12), an average of 17 months was spent on recruiting. A little less than half (42%; 5/12) of the studies found Facebook ads or newsfeed posts to be an effective method of recruitment, a quarter (25%; 3/12) of the studies found Google ads to be the most effective way to reach participants, and one study showed better outcomes with traditional (eg in-person) methods of recruitment. Only one study recorded retention rates in their results, and half (50%; 6/12) of the studies recorded survey completion rates.ConclusionsAlthough online methods of recruitment may be promising in experimental research, more empirical evidence is needed to make specific recommendations. Several barriers to using online recruitment were identified, including participant retention. These unique challenges of virtual interventions can affect the generalizability and validity of findings from Web-based and mHealth studies. There is a need for additional research to evaluate the effectiveness of online recruitment methods and participant retention in experimental mHealth studies.

Objective: Recruiting into clinical trials on time and on target is a major challenge and yet often goes unreported. This study evaluated the adjustment to procedures, recruitment and screening methods in two multi-centre pharmaceutical randomised controlled trials (RCTs) for hearing-related problems in adults. Design: Recruitment monitoring and subsequent adjustment of various study procedures (e.g. eligibility criteria, increasing recruiting sites and recruitment methods) are reported. Participants were recruited through eight overarching methods: trial registration, posters/flyers, print publications, Internet, social media, radio, databases and referrals. The efficiency of the recruitment was measured by determining the number of people: (1) eligible for screening as a percentage of those who underwent telephone pre-screening and (2) randomised as a percentage of those screened. Study sample: A total of 584 participants completed the pre-screening steps, 491 screened and 169 participants were randomised. Results: Both RCTs completed adjustments to the participant eligibility, added new study sites and additional recruitment methods. No single recruitment method was efficient enough to serve as the only route to enrolment. Conclusion: A diverse portfolio of methods, continuous monitoring, mitigation strategy and adequate resourcing were essential for achieving our recruitment goals.

The purpose of this study was to understand the recruitment of general and vocational high school physical education teachers in Taiwan in the past five years in terms of the requirement of teacher’s professional skills, new teachers’ performance and the methods of teacher selection.Using a questionnaire designed by the researcher called “The recruiting method and professional skill meter of general and vocational high school physical education teacher,” This study distributed 283 copies to the physical education administrators of general and vocational high schools in Taiwan. A total of 228 copies were answered and returned. The recovery rate is 80.5%. The data received were analyzed by average, standard deviation and single factor variance analysis. The results of the study are as follows: 1.So far teacher recruitment is held by the school. There is a certain percentage to recruit teachers with professional skills. The recruitment method becomes diversified; however, it mostly depends on a written test, teaching demonstration, and an oral test. Recently, there is a slight change in teacher recruitment method, that is, professional skill tests increase while oral tests decrease. Written tests are still the most important for screening applicants at the first stage, and it is also the key to the second step screening. 2.Among professional skills of physical education teachers, most schools emphasize the teacher’s attitude and faith. Those new teachers recruited have excellent professional performance, and will not be affected by different teacher screening and selection methods. 3.Most administrators of school physical education departments think that physical education teacher recruitment should include a written test, teaching demonstration, an oral test, a qualification review and a special skill test. Considering teacher recruitment procedures and fairness, and the necessity of various screening and selection methods at different stages, these administrators believed that teacher screening and selection should emphasize teachers’ teaching and professional skills. In their opinions, teaching demonstration takes up the highest proportion of the total score, followed by the special skill test, the written test, the oral test, and qualification review which takes up the lowest proportion of the total score.

This study throws light upon various sources of recruitment and selection process in Big Bazaar company. The main purpose of the study is to identify the probable area of improvement for the next generation to make recruitment and selection practices more efficient. The recruitment and selection process is the foremost pillar of success in any organization. Thus, every business must seek to improve the quality of its workforce. To get the best human resource, an efficient and well planned strategy is required at the workplace. Nowadays, technical advances are being made in the field of human resource with time and slowly the traditional sources of human resource are being replaced by new and technically enhanced sources and methods of recruitment and selection processes. Therefore, recruitment process in an organization must be effective to attract the best talent. The primary data for this study has been collected through a structured questionnaire and convenience sampling method was used. In this paper, an attempt has been made to understand the advancing recruitment and selection (staffing) process in the Big Bazaar Company and offer a recommendation for the same. KEY WORDS : Recruitment, Selection, Human resource, Manpower planning, Big Bazaar.

Managing attrition in clinical research

This study investigates the recruitment and selection practices at Chennai Shoes and Industrial Supplies LLP, located in T. Nagar, Chennai, with a focus on evaluating the effectiveness of their current strategies and identifying areas for improvement. The research combines both qualitative and quantitative methods to assess the organization's recruitment sources, selection techniques, and overall efficiency. A t-test is employed to compare the effectiveness of two key recruitment strategies: Traditional interviews and Online recruitment platforms. The objective is to determine whether there is a significant difference in employee satisfaction between candidates hired through these two methods. The results of the t-test reveal that there is no significant difference (p-value > 0.05) in employee satisfaction between the two recruitment methods, suggesting that both approaches yield similar levels of candidate satisfaction. The findings also highlight key areas for improvement, including the integration of technology in recruitment processes, the need for standardized interview techniques, and the importance of enhancing employee retention strategies. The study concludes by offering actionable recommendations, such as adopting an Applicant Tracking System (ATS) and improving employee development programs, to optimize recruitment, selection, and retention processes, thereby enhancing the company's competitive advantage. Keywords: Recruitment and Selection, T-test, Employee Satisfaction, Traditional Interviews, Online Recruitment Platforms, Chennai Shoes and Industrial Supplies LLP.

The development of an increasingly advanced era in the era of globalization makes company competition in-creasingly tight. Human resources are an important factor that companies need to pay attention to through the employee recruitment and selection process. The purpose of this study is to identify and analyze the employee recruitment and selection process at PT Sinar Global Solusindo. This research is a type of qualitative descriptive research, information obtained from the HRD Manager, HRD Staff and Division Manager of the company. Data was collected through interviews and documentation and then analyzed in a qualitative descriptive manner. The analysis technique is carried out through data collection, data reduction, data presentation and finally drawing conclusions. The results showed that the recruitment process was carried out in accordance with Hani Handoko’s theory, namely by starting with human resource planning, special requests for managers, conducting job analysis, providing manager advice before opening job vacancies and then making the job for recruitment references. The recruitment method is an open method, namely disseminating information through websites/job vacancies, social media, disseminating information to employees and pasting vacancies in front of the office. The employee selection process is selecting application letters, preliminary interviews, general intelligence written tests, psychological tests, eye health tests, tests for each division and conducting one-day of training. The obstacle in the selection process is that it takes a long time during selection process for prospective employees because there are many applicants who do not pass the given test, thereby increasing recruitment costs. The way to overcome obstacles in the recruitment process is by reopening job vacancies for the required positions, clarifying educational criteria or special requirements for job vacancies and ensuring that candidates understand how to do each stage of the test before entering the test session.

We highlight two critical challenges that must be addressed to accelerate the advancement of the science of recruitment and retention of ethnically diverse populations into clinical research. First, we present evidence of the relative lack of attention by researchers to recruitment and retention of ethnically diverse populations. Then, we present data on the inadequacy of dedicated funding to advance systematically this field. To begin to address these challenges, we describe strategies used by the National Institute on Aging (NIA)-funded Resource Centers on Minority Aging Research and other NIA-funded programs to advance the science of recruitment and retention. Finally, we propose broad recommendations for generating a body of evidence on successful methods of recruitment and retention of ethnically diverse populations in clinical research. To eliminate cancer health disparities in ethnically diverse populations, much more research is needed on effective strategies for increasing minority enrollment in cancer research. Experimental studies in the recruitment literature that rigorously test recruitment or retention methods are an exception despite the valuable evidence they contribute. Comparative effectiveness research on recruitment and retention methods designed to address mechanisms of underrepresentation in clinical research will require dedicated funding and concerted efforts by investigators. Citation Format: Anna M. Nápoles. Advancing the science of recruitment and retention of ethnically diverse populations. [abstract]. In: Proceedings of the Fifth AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2012 Oct 27-30; San Diego, CA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2012;21(10 Suppl):Abstract nr ED01-04.

Evaluating recruitment methods for selection bias: A large, experimental study of hand biomechanics.

An attempt has been made by a management college to understand the opinions and attitudes of the various kinds of employees in the education sector through the study project "Employee selection." in the direction of the institution's hiring of new employees. In this time of personnel shortages and rising service demands in the educational sector, it is crucial to investigate aspects that influence how employees focus their attention. However, the focus of this inquiry was only one school of a fast growing private college that grants degrees in health sciences, and all of the respondents were lecturers at that site. This analysis exposed the College's poor retention policies across all of the identified retention criteria, including pay and benefits, employee engagement, performance management, retention metrics, and career development. This necessitated a thorough assessment and revision of numerous administrative practises that were apparently focused on people management. The heterogeneous workforce population uncovered by the study's demographic findings further revealed the need for effective retention strategies that would result in higher job satisfaction and work performance. Using well-designed surveys with closed-ended questions, the data was gathered. This survey was International Journal of Scientific Research in Engineering and Management (IJSREM) Volume: 07 Issue: 03 | March - 2023 Impact Factor: 7.185 ISSN: 2582-3930 © 2023, IJSREM | www.ijsrem.com DOI: 10.55041/IJSREM17932 | Page 2 carried out within institutes of higher learning. The research methodology selected for this study is descriptive in nature. In order for the organization to effectively expand and advance, the recruitment and selection processes are viewed as essential. Making ensuring the proper individuals are chosen and placed in the appropriate positions at the appropriate times is crucial for the effective implementation of various organizational tasks and activities. Additionally, the candidates must have the necessary skills, knowledge, and competences. The key areas taken into account in this study article are the characteristics of recruitment and selection, the method of recruitment and selection, the sources of recruitment, and the guidelines for recruitment and selection. KEY WORDS- Candidates, effectiveness, administration, planning, recruitment, selection, and so forth.

We investigated whether selective lung recruitment of a lobar collapse would improve oxygenation and lung volume as well as a general (global) lung recruitment maneuver, with fewer circulatory side effects. In 10 ventilated, anesthetized pigs, a bronchial blocker was inserted in the right lower lobe, which was selectively lavaged to create a dense lobar collapse. The pigs were randomized into two orders of lung recruitment maneuvers (40 cm H2O airway pressure for 30 s): either a selective lung recruitment maneuver (using the inner lumen of the bronchial blocker) followed by a general lung recruitment maneuver, or vice versa. Median end-expiratory lung volume and median Pao2 increased significantly by approximately 100 mL and 16 kPa, respectively, with no significant differences between the two recruitment methods. There were no circulatory changes during the selective lung recruitment maneuver, but during the general lung recruitment maneuver, mean arterial blood pressure decreased significantly by 36 (21, 41) mm Hg (median, 25th and 75th percentiles), cardiac output by 2.1 (1.6, 2.5) L/min and left ventricular end-diastolic area by 4.4 (3.5, 4.5) cm2. In conclusion, a selective recruitment maneuver improved lung function similar to a general lung recruitment maneuver but without any circulatory side effects.

This study aims to systematically evaluate adherence to colonoscopy and related factors in cascade screening of colorectal cancer (CRC) among average-risk populations, which is crucial to achieve the effectiveness of CRC screening. We searched PubMed, Embase, Web of Science, and Cochrane Library for studies published in English up to October 16, 2020, and reporting the adherence to colonoscopy following positive results of initial screening tests. A random-effects meta-analysis was applied to estimate pooled adherence and 95% confidence intervals. Subgroup analysis and mixed-effects meta-regression analysis were performed to evaluate heterogeneous factors for adherence level. A total of 245 observational and 97 experimental studies were included and generated a pooled adherence to colonoscopy of 76.6% (95% confidence interval: 74.1-78.9) and 80.4% (95% confidence interval: 77.2-83.1), respectively. The adherence varied substantially by calendar year of screening, continents, CRC incidence, socioeconomic status, recruitment methods, and type of initial screening tests, with the initial tests as the most modifiable heterogeneous factor for adherence across both observational (Q=162.6, P<0.001) and experimental studies (Q=23.2, P<0.001). The adherence to colonoscopy was at the highest level when using flexible sigmoidoscopy as an initial test, followed by using guaiac fecal occult blood test, quantitative or qualitative fecal immunochemical test, and risk assessment. The pooled estimate of adherence was positively associated with specificity and positive predictive value of initial screening tests, but negatively with sensitivity and positivity rate. Colonoscopy adherence is at a low level and differs by study-level characteristics of programs and populations. Initial screening tests with high specificity or positive predictive value may be followed by a high adherence to colonoscopy.

This study surveys recruitment and selection practices, focusing upon North Carolina municipal governments. Sources and methods of recruitment, qualifications tested for, and criteria and screening methods used are examined. In addition, the effect of city and organizational size as well as that of governmental structure on these personnel practices are studied. In general, the use of personnel practices is linked to both increased municipal population and the number of public employees. Certain basic techniques (e.g. local advertisement of vacancies, the use of training and education as selection criteria, reference checks, background investigations, and pre-employment interviews) are widespread. However, other personnel techniques associated with objective recruitment and selection (e.g., special recruitment requests to minority, women's, and professional organizations and formal tests) have but limited use. The comparison of job duties with candidate skills along with the use of standard questions as g...

In recent years, schools have investigated recruitment and selection practices to contribute to teacher performance, demonstrating that they value them. This quantitative study aimed to examine the impact of recruitment and selection practices on the performance of public secondary teachers in Phnom Penh, Cambodia, and the relationship between recruitment and selection and teacher performance. Our findings indicate that recruitment and selection impact teacher performance through processes and methods. It demonstrates the relationship between recruitment and selection and teacher performance through its critical exploration. The implications for our research contribute to recruitment and recruitment processes and methods that lead to teacher performance and the relationship between recruitment and teacher performance. The findings suggest a policy implication that there needs to be a greater need to improve recruitment and selection policies to enhance teacher performance. This study underlines the importance of recruitment and selection processes and methods as academic sources for researchers.

Bupropion SR and smoking cessation in actual practice: methods for recruitment, screening, and exclusion for a field trial in a managed-care setting