Candidate Selection Procedures Research Articles

A systemic approach to identifying sequence frameworks that decrease mAb production in a transient Chinese hamster ovary cell expression system.

Monoclonal antibodies (mAbs) are often engineered at the sequence level for improved clinical performance yet are rarely evaluated prior to candidate selection for their "developability" characteristics, namely expression, which can necessitate additional resource investments to improve the manufacturing processes for problematic mAbs. A strong relationship between primary sequence and expression has emerged, with slight differences in amino acid sequence resulting in titers differing by up to an order of magnitude. Previous work on these "difficult-to-express" (DTE) mAbs has shown that these phenotypes are driven by post-translational bottlenecks in antibody folding, assembly, and secretion processes. However, it has been difficult to translate these findings across cell lines and products. This work presents a systematic approach to study the impact of sequence variation on mAb expression at a larger scale and under more industrially relevant conditions. The analysis found 91 mutations that decreased transient expression of an IgG1κ in Chinese hamster ovary (CHO) cells and revealed that mutations at inaccessible residues, especially those leading to decreases in residue hydrophobicity, are not favorable for high expression. This workflow can be used to better understand sequence determinants of mAb expression to improve candidate selection procedures and reduce process development timelines.

Justifying employee gatekeeping: A video-elicitation and comparative study on resolving the moral unease of hiring

Hiring is an act of evaluation that comes with much organizational and social responsibility, making it a morally sensitive situation. The way employee gatekeepers come to terms with their selections presents itself as an exemplary case to study the moral dimension of organizational life. Relying on a pragmatist perspective and an economies of worth framework, this article uncovers how employers experience moral uncertainty and justify their choices. Through a comparison of gatekeeping in two employment fields, this study covers new ground on how decision logics and regimes of valuation play out and can be structurally conditioned. Through in-depth interviews, combined with a ranking exercise based on video-elicitation, with recruiters and hiring managers from the corporate (n: 23) and cultural (n: 17) fields in the Netherlands, this paper explores how evaluation processes and selections are justified. The interviews show that a sense of moral unease is common among gatekeepers, but much more prevalent among corporate rather than cultural gatekeepers. Larger organizational size, high market pressure and lower supply of candidates does not translate into moral sterility for corporate gatekeepers. Second, the study reveals that a connexionist logic enters as a powerful justificatory regime, transforming candidate selection procedures into test of confession.

What drives the intra-party democracy of the “Alternative for Germany”: Populist ideology, low institutionalisation or lacking party unity?

The organisation of populist radical right parties significantly shapes their long-term electoral success. Within this party family, great organisational variation can be found, with the “Alternative for Germany” (AfD) representing a least-likely case: in terms of candidate selection (CS), it ranks much higher on democracy scales than the other Bundestag parties. This paper explores the reasons for this high level of intra-party democracy (IPD) by focusing on three explanatory dimensions: ideology, institutionalisation, and party unity. Methodologically, we apply multivariate analyses of representative quantitative data collected among AfD members at CS prior to the 2017 federal election. The results show that high political dissatisfaction and low levels of institutionalisation are important drivers of inclusive CS procedures. Overall, the article provides a deeper understanding of the underlying attitudes for the AfD’s inclusive IPD, and offers substantial theoretical and empirical implications for future research.

The Activists Who Divide Us: A Cross-Country Analysis of Party Activists’ Influence on Polarization and Representation

What explains party polarization in multiparty systems? This study turns the spotlight to intraparty mechanisms, namely, the authorities and influence of party activists over the candidate selection process, as a potential source of party-system polarization. I hypothesize that parties in which activists possess more comprehensive selection authorities, the party elite will hold more extreme ideological positions, catering to activists' representation demands. Additionally, in such cases, the ideological gap between party elites and voters will be larger since more extreme actors overshadow the preferences of moderate party voters. Aggregating the intraparty effect of activists to the party-system level, I expect to find higher level of party polarization in countries where more parties allocate selection authorities to activists. Utilizing party-level data regarding candidate selection procedures as well as public opinion and elite position data from 19 countries and 93 parties between 2011 and 2017, I find support for my hypotheses.

THE ROLE OF ARTIFICIAL INTELLIGENCE (AI) IN RECRUITMENT AND SELECTION OF EMPLOYEES IN THE ORGANISATION

One of the most innovative technologies now available is known as artificial intelligence (AI), and it is already altering the manner in which we live in a number of ways. In recent years, it has been more common practise in the recruiting industry to make use of enormous volumes of data in order to find applications, analyse applicant profiles, conduct interviews, choose the top prospects, and so on. As a consequence of this, it has the potential to influence the function of human resources, the perspective of people looking for work, and the general culture and policies of the firm. Because recruiters may not be aware of the availability of this technology or because the businesses that are adopting this technology may still be in the beginning stages of the adoption process, this circumstance presents a number of challenges that are closely related to the actual conditions that exist in the real world. This encourages us to do further research on the subject so that we can inform members of the public about the potential benefits of the technology.
 First, artificial intelligence improves the application experience by cutting down on the amount of time and effort spent on the process by the HR manager. This frees up resources that can be used toward enhancing the overall productivity of the company. According to a poll conducted by the Sage Group, more than twenty-four percent of businesses all over the globe are already using AI in their candidate selection and evaluation procedures. More than half of all HR managers have shown interest in using AI solutions over the next 12 months. Second, according to the World Economic Forum (WEF), roughly 75 million of the world's already existing occupations will be gone. Because of the addition of 133 million new job roles and positions, the human resources department is going to be under a great deal of stress. This is particularly the case because of the rise of artificial intelligence (AI) and machine learning (ML), both of which will cause the organisation to hire more HR professionals to handle the increased workload.

Objective and bias-free measures of candidate motivation during job applications

Society suffers from biases and discrimination, a longstanding dilemma that stems from ungrounded, subjective judgments. Especially unequal opportunities in labor remain a persistent challenge, despite the recent inauguration of top-down diplomatic measures. Here we propose a solution by using an objective approach to the measurement of nonverbal behaviors of job candidates that trained for a job assessment. First, we implemented and developed artificial intelligence, computer vision, and unbiased machine learning software to automatically detect facial muscle activity and emotional expressions to predict the candidates’ self-reported motivation levels. The motivation judgments by our model outperformed recruiters’ unreliable, invalid, and sometimes biased judgments. These findings mark the necessity and usefulness of novel, bias-free, and scientific approaches to candidate and employee screening and selection procedures in recruitment and human resources.

How to select franchisees: A model proposal

The selection of franchisees is a key decision for a franchisor and the success of a franchising business. The aim of this research is to design a model proposal with which franchisors may objectively evaluate their potential franchisees in a selection process and reduce any likelihood of error in their final choice. To do so, we apply the Analytic Hierarchy Process methodology, which yields a model proposal as its main result that prioritizes the attitude of the applicant over and above all other criteria that may be taken into account when selecting a chain franchisee. Franchisors can choose to apply the model with the proposed variables, thereby minimizing any error in their candidate selection procedures. They can also adapt the model proposal to virtually any other variables that are central to the spirit of their franchising businesses. The model will help any franchisor to refine its franchisee selection procedure.

Resume, CV, or Both?

Organizations use candidate selection procedures such as the analysis of résumés, personality tests, and interviews to collect information from applicants as a foundation for their hiring decisions. With technological advancements and increasing data availability, organizations also are increasingly making use of algorithms to mine text from résumés to form assessments about candidate fit. Some résumé reviewers prefer certain résumé content sections, such as objective statements, college-level academic background, and work experience, whereas others tend to prefer résumés that use active voice and include specific outcomes of the applicant's work effort. Résumé development instruction or coaching will often include discussion of content organization, use of action verbs, elimination of unnecessary information, language correctness, and design principles. Beth A. Brooks, PhD, RN, FACHE, was presented with AONE’s Mentor Award in 2017. Dr. Brooks is President & CEO of The Brooks Group, LLC, a Chicago-based career coaching, personal brand, and consulting firm. She can be reached at [email protected] .

More free-floating, less outward-looking: How more inclusive candidate selection procedures (could) matter

In the face of the trend toward more participatory candidate nomination methods, studies increasingly focus on its consequences for the selection outcome. Yet, this literature has brought to light some inconsistent findings. They do not surprise given the complexity of selection decisions and the dependence of nomination results on who is running for a candidacy. Drawing on representative survey data collected before the 2017 Bundestag election, this article looks at the potential implications of different procedures by examining how the selection criteria of membership and delegate conferences vary. It shows that both selectorate types differ as to process-related selection criteria but less regarding candidate-related features. More specifically, membership conferences can be associated with more open decisions as their participants attach less importance to coordination mechanisms like leadership proposals. At the same time, they take less account of the external consequences of their choices since criteria that increase a candidate’s chances to enter parliament play a smaller role than among delegates. The study points to implications of inclusive procedures which might not be desired by the party leadership and may not serve the party’s electoral interests in the worst case.

Candidate Selection and Parliamentary Activity in the EU’s Multi-Level System: Opening a Black-Box

Members of the European Parliament (MEPs) have a multitude of parliamentary duties and, accordingly, have to prioritize some parliamentary activities over others. So far, we know comparably little about this prioritization process. Based on principal–agent theory, we argue first, that MEPs’ parliamentary activities are systematically determined by the “visibility” and usefulness of parliamentary instruments for their key principal; second, we expect the exclusiveness of candidate selection procedures of an MEP’s national party—the nomination and the final list placement—to determine her/his key principal (i.e., elites or members of national parties). Combining multi-level mixed effects linear regression models and expert interviews, we show that MEPs who are nominated and whose final list placement is decided by an exclusive circle of national party elites prioritize speeches, whereas MEPs who are nominated or whose final list placement is decided by more inclusive procedures prioritize written questions and opinions or reports. In other words, speeches seem particularly useful to communicate with national party elites, while other activities are used to serve larger groups of party members. These findings open up the black-box of the “national party principal” and illustrate how a complex principal–agent relationship stimulates very specific parliamentary activity patterns in the EU’s multi-level system.

Candidate Selection and Parliamentary Activity in the EU’s Multi-Level System: Opening a Black-Box

Members of the European Parliament (MEPs) have a multitude of parliamentary duties and, accordingly, have to prioritize some parliamentary activities over others. So far, we know comparably little about this prioritization process. Based on principal–agent theory, we argue first, that MEPs’ parliamentary activities are systematically determined by the “visibility” and usefulness of parliamentary instruments for their key principal; second, we expect the exclusiveness of candidate selection procedures of an MEP’s national party—the nomination and the final list placement—to determine her/his key principal (i.e., elites or members of national parties). Combining multi-level mixed effects linear regression models and expert interviews, we show that MEPs who are nominated and whose final list placement is decided by an exclusive circle of national party elites prioritize speeches, whereas MEPs who are nominated or whose final list placement is decided by more inclusive procedures prioritize written questions and opinions or reports. In other words, speeches seem particularly useful to communicate with national party elites, while other activities are used to serve larger groups of party members. These findings open up the black-box of the “national party principal” and illustrate how a complex principal–agent relationship stimulates very specific parliamentary activity patterns in the EU’s multi-level system.

The Opportunity to Use a Polygraph When Selecting Cosmonaut Candidates.

The paper considers opportunities to improve the quality of testing techniques and instrumental provision of cosmonaut candidate selection procedures using a polygraph as a specific method of psycho-physiological examination in order to ensure a comprehensive approach to the selection of cosmonaut candidates excluding potential risks and negative manifestations in future professional activity of a cosmonaut.

Party institutionalization and intra-party preference homogeneity

This paper studies the relation between party institutionalization and intra-party preference homogeneity in democracies. In weakly institutionalized parties, it cannot be taken for granted that party actors have similar policy views because they lack the capability or motivation to coordinate agreement and to recruit personnel in line with this agreement. This should matter most when other safeguards against preference heterogeneity are missing. Empirically, we explore the association between institutionalization and intra-party preference homogeneity at the level of candidates to the national legislature based on survey data. In a single-country study, we first look at the case of Germany in 2013 and 2017, contrasting the young and weakly institutionalized Alternative for Germany (AfD) with the older, established parties. In a second step, we study the link between party institutionalization and preference homogeneity in a cross-country analysis of 19 established democracies. We find that parties with high value infusion—parties whose candidates are committed to the party—are generally more homogenous in their policy preferences. Moreover, value infusion is more consequential when the issues in question are not constitutive for the party and when candidates are selected in a decentralized way. Similarly, routinization of internal party behavior—the second dimension of institutionalization that we account for—seems to contribute to preference homogeneity only when parties are less policy oriented and have decentralized candidate selection procedures.

Two strategies for building a personal vote: Personalized representation in the UK and Denmark

Across parliamentary democracies, elected representatives constitute the link between citizens and government. MPs can connect with voters via the party label, or through personalized forms of representation, which is seen to be increasing in importance. However, scholars disagree on what explains variation in MPs' use of personalized representation strategies. In this article, we argue that politicians use different strategies to personalize the link between themselves and citizens: a constituency-oriented and a person-oriented strategy. To test our argument, we develop a new and novel dataset with behavioral measures of personalized representation. Using a content analyses of 698 British and Danish MPs’ personal websites, we demonstrate that the use of personalization strategies is conditional on the incentives MPs face in terms of electoral insecurity, candidate selection procedures, and the electoral context of the system. Our findings show that the level and type of personalized politics vary across political systems and may pose different types of challenges to party democracies.

How candidate selection structures and genders political ambition: illustrations from Uruguay

Men’s over-representation persists in almost all legislatures. This article engages with this problem by bringing together literature on the gendered nature of political parties and literature on the gender gap in political ambition to argue that candidate selection procedures structure the meaning and importance of political ambition. Exploiting the large variation in formal and informal institutions guiding candidate selection in Uruguay, I theorise and empirically explore how two of the most common ways to select legislative candidates worldwide – (1) primaries and (2) exclusive leadership selection – shape the meaning and importance of political ambition in diverging ways, with gendered effects.

Party organization and gender in European elections

Political parties often monopolize the flow of politicians into elected office making it important to understand when, and under what conditions, parties are more or less likely to promote gender equality in representation. This article argues that party choices to nominate women in elections are conditional on the centralization of candidate selection within the party. Gender quotas and characteristics of the electoral environment have differential effects on candidate lists across party types. Leveraging data at the party level, I test when it is electorally feasible and organizationally possible for parties to nominate women for office. I find that candidate selection procedures condition the effects of party strategy and characteristics of the electoral environment on the percentage of women on electoral lists. The results provide insight into how strategic party choices, attenuated by electoral considerations and organization, impact the diversity of representation in political institutions.

Rethinking femininity in organisations: Experimental insights into team composition

AbstractRole incongruity, sex role stereotypes and candidate selection procedures which oversatisfy masculine role expectations evoke an underrepresentation of femininity in organisations. The author seeks to remedy this bad state of affairs. This study is designed based on an experiment with 288 young executives simulating self-organised work groups and manipulated the degree of gender-related (not sex-related) heterogeneity. Results generally show a curvilinear relationship with an upright U-shaped format between heterogeneity and performance, team identity and intrateam communication. The major contribution in specific is that highly homogeneous teams outperform other team types in the short run, whereas highly heterogeneous teams succeed in the long run. Consequently, this work recommends ‘femininity enrichment’ in firms and discusses manageable practical advice to do so. As for the laboratory character, findings and implications for practicing managers have to be treated with caution. Finally, the most promising avenues for further research are illuminated.

Whose primaries? Grassroots’ views on candidate selection procedures

Opening-up processes of candidate selection is often viewed as a means for political parties to regain legitimacy, and perhaps more crucially, members and voters. Despite a widespread belief that citizens want more democracy, including within parties, little research has questioned what sort of opening-up is desired—e.g., open or closed primaries—if at all, and by what type of citizens. Using data of the 2014 PartiRep voter survey in Belgium, we examine the diversity of preferences regarding candidate selection, and the extent to which preferences for open or closed primaries relate to voters’ participation in party organisations. Given the diversification of party affiliation types, we operationalise participation through two distinct variables: the formal party membership status of the respondents, and their party activism. We show that both membership and activism influence individual preferences, and that their effects are in fact conditional upon each other. Findings also raise crucial issues regarding the consequences of the multiplication of affiliation modes, the motivations and direction of intra-party reforms, as well as feed the debate on their expected versus genuine consequences.

Kidney Transplantation Rates Across Glomerulonephritis Subtypes in the United States.

Whether kidney transplantation rates differ by glomerulonephritis (GN) subtype remains largely unknown. Using the US Renal Data System, we identified all adult patients with end-stage renal disease attributed to 1 of 6 GN subtypes who initiated dialysis in the US (1996-2013). Patients with diabetic nephropathy (DN) and autosomal-dominant polycystic kidney disease (ADPKD) served as "external" non-GN comparators. Using Cox proportional hazards regression, with death considered a competing risk, we estimated hazard ratios (HRs) (95% confidence intervals [CI]) for first kidney transplantation, controlling for year, demographics, comorbidities, socioeconomic factors, and Organ Procurement Organization. Among 718 480 patients studied, unadjusted and multivariable-adjusted transplant rates differed considerably across GN subtypes. Adjusted transplant rates were highest for patients with IgA nephropathy (IgAN) (referent) and lower for all other groups: focal segmental glomerulosclerosis (HR, 0.80; 95% CI, 0.77-0.82), membranous nephropathy (HR, 0.88; 95% CI, 0.83-0.93), membranoproliferative GN (HR, 0.84; 95% CI, 0.76-0.92), lupus nephritis (HR, 0.69; 95% CI, 0.66-0.71), vasculitis (HR, 0.66; 95% CI, 0.61-0.70), DN (HR, 0.50; 95% CI, 0.47-0.52), ADPKD (HR, 0.85; 95% CI, 0.82-0.88). Reduced kidney transplantation rates among comparator groups were driven more so by lower rates of waitlisting (HRs vs IgAN, ranged from 0.49 for DN to 0.92 for membranous nephropathy or ADPKD) than by lower rates of deceased donor kidney transplantation after waitlisting (rates were only significantly lower, vs IgAN, for those with secondary GN subtypes: lupus nephritis [HR,0.91; 95% CI, 0.86-0.97], vasculitis [HR, 0.85; 95% CI, 0.76-0.94), DN [HR, 0.73; 95% CI, 0.69-0.77]). Identifying underlying reasons for apparent disease-specific barriers to kidney transplantation might inform center-specific transplant candidate selection procedures, along with national organ allocation policies, leading to more equitable patient care and improved patient outcomes.

What Citizens Want in Terms of Intra-Party Democracy: Popular Attitudes towards Alternative Candidate Selection Procedures

Reforms of intra-party decision-making processes often rest on the idea that citizens want more direct say in these processes, but empirical data to support this claim are scarce. Using original data from the 2014 PartiRep voter survey in Belgium, this article explores the extent to which citizens support alternative intra-party processes. It shows that voters have heterogeneous preferences in terms of candidate selection procedures and that these are not random. ‘Disaffected’ citizens tend to support open procedures, whereas critical citizens tend to prefer closed selectorates, that is, intra-party actors. It also finds that voters’ preferences for intra-party models of democracy match their preferences for models of democracy at the system level. Our findings confirm that citizens do have clear preferences for how parties should organise and that these match their general views on how democracy should work.