Candidate Interviews Research Articles

Comparing Gendered Exposure and Impact in Online Election Violence: Tunisian Political Candidates Targeted on Facebook

Abstract Election violence is increasingly taking place online. However, we still do not know much about how such attacks affect the representation of politically marginalized groups such as women. This article develops and applies strategies for analyzing (gendered) exposure to and impacts of online attacks against political candidates. It focuses on the 2019 parliamentary election campaign in Tunisia and combines manual analysis of Tunisian candidates’ public Facebook pages with candidate interviews. We find no gendered patterns in exposure to online election violence in the Facebook data and a low general exposure to attacks. The interview data nevertheless suggests gendered perceptions and impacts of attacks, as well as a perception among the candidates that online election violence is widespread and problematic. These discrepancies highlight that we need a combination of methods and materials to capture the multifaceted nature of online election violence, and in particular those that directly link candidate exposure to impact.

Data Discretion: Screen-Level Bureaucrats and Municipal Decision-Making

Public servants tasked with implementing rules or policies on the street level often make discretionary decisions based on local context. Lipsky has labeled them street-level bureaucrats. During the COVID-19 pandemic, as most face-to-face interactions facilitated by local government moved online, many street-level decisions were moved to screens, representing the actions of whom Bouvins and Zouridis refer to as screen-level bureaucrats. Discretionary decision making among public servants continued, but much of it centered on the collection, analysis, and use of data. This article reports on research conducted in 2021 with municipal employees in a large northeastern city in the United States, and examines their changing relationship with data in determining how and to whom they deliver services. In the context of a public health crisis, public servants exercised “data discretion” to rapidly alter services and to internally advocate for underserved populations. The specific practices of discretionary decision making are explored through candid interviews with public servants. The discussion explores how these emergent practices might persist post crisis, how discretion is counterintuitively used to build trust in government, and how data discretion is not limited only to the progressive values manifested in the example of a northeastern city.

Interview Sequences and the Formation of Subjective Assessments

Abstract Interviewing is a decisive stage of most processes that match candidates to firms and organizations. This article studies how and why a candidate’s interview outcome depends on the other candidates interviewed by the same evaluator. We use large-scale data from high-stakes admission and hiring processes, where candidates are quasi-randomly assigned to evaluators and time slots. We find that the individual assessment decreases as the quality of other candidates assigned to the same evaluator increases. The influence of the previous candidate stands out, leading to a negative autocorrelation in evaluators’ votes of up to 40% and distorting final admission and hiring decisions. Our findings are in line with a contrast effect model where evaluators form a benchmark through associative recall. We assess potential changes in the design of interview processes to mitigate contrasting against the previous candidate.

Developing Racially Ambiguous Job Candidate Avatars with Strong versus Ambiguous Job Candidate Backgrounds in Preparation for a Field Experiment for Enhancing Inclusive Hiring and Reducing Implicit Bias

This study explores the utilization of generative Artificial Intelligence (AI) to create racially ambiguous avatars for job candidate interviews, aiming to enhance inclusive hiring practices and reduce implicit bias. With diversity recognized for boosting organizational performance, addressing hiring discrimination becomes crucial. This research investigates how avatars can anonymize candidates’ racial identities, potentially transforming “blind” hiring to minimize subconscious biases. Through an iterative pilot process engaging 30 female experienced-in-hiring participants with information technology backgrounds, the avatars representing White, Asian, and race-neutral candidate females, and corresponding candidate job descriptions, were refined, setting the foundation for a follow-up field experiment. This experiment will examine avatars’ effects on hiring recommendations and decisions by managers, manipulating strong versus ambiguous candidate qualifications, contributing insights into overcoming implicit biases. The initial pilot findings here suggest promising directions for technology’s role in fostering equitable recruitment, providing a groundwork for future studies on technology-enhanced inclusive hiring strategies.

Pandora’s Problem with Deadlines

Pandora’s problem is a fundamental model that studies optimal search under costly inspection. In the classic version, there are n boxes, each associated with a known cost and a known distribution over values. A strategy inspects the boxes sequentially and obtains a utility that equals the difference between the maximum value of an inspected box and the total inspection cost. Weitzman (1979) presented a surprisingly simple strategy that obtains the optimal expected utility. In this work we introduce a new variant of Pandora’s problem in which every box is also associated with a publicly known deadline, indicating the final round by which its value may be chosen. This model captures many real-life scenarios where alternatives admit deadlines, such as candidate interviews and college admissions. Our main result is an efficient threshold-based strategy that achieves a constant approximation relative to the performance of the optimal strategy for the deadlines setting.

The impact of interviewer characteristics on residency candidate scores in Emergency Medicine: a brief report.

At the conclusion of residency candidate interview days, faculty interviewers commonly meet as a group to reach conclusions about candidate evaluations based on shared information. These conclusions ultimately translate into rank list position for The Residency Match. The primary objective is to determine if the post-interview discussion influences the final scores assigned by each interviewer, and to investigate whether interviewer characteristics are significantly associated with the likelihood of changing their score. Based on Foucault's 'theory of discourse' and Bourdieu's 'social capital theory,' we hypothesized that interviewer characteristics, and the discourse itself, would contribute to score changes after a post-interview discussion regarding emergency medicine residency candidates. We conducted a cross-sectional observational study of candidate scores for all candidates to a four-year emergency medicine residency program affiliated with Yale University School of Medicine during a single application cycle. The magnitude and direction of score changes, if any, after group discussion were plotted and grouped by interviewer academic rank. We created a logistic regression model to determine the odds that candidate scores changed from pre- and post-discussion ratings related to specific interviewer factors. A total of 24 interviewers and 211 candidates created 471 unique interviewer-candidate scoring interactions, with 216 (45.8%) changing post-discussion. All interviewers ranked junior to professor were significantly more likely to change their score compared to professors. Interviewers who were women had significantly lower odds of changing their individual scores following group discussion (p=0.020; OR 0.49, 95% CI 0.26-0.89). Interviewers with lower academic rank had higher odds of changing their post-discussion scores of residency candidates compared to professors. Future work is needed to further characterize the influencing factors and could help create more equitable decision processes during the residency candidate ranking process.

Implementation of a 1-Day Living Kidney Donor Evaluation Program: A Qualitative Analysis of Donor Candidate and Stakeholder Perspectives

IntroductionA lengthy donor evaluation process hinders living kidney donor transplantation (LDKT). At The Ottawa Hospital, one-day evaluation process was recently developed, with a goal to accelerate the determination of donor suitability. The major objective of this study was to solicit feedback from donor candidates and key stakeholders who participated in the one-day living kidney donor evaluation process, to determine the program’s acceptability and factors influencing its implementation elsewhere. MethodsSemi-structured interviews were conducted with donor candidates who participated in the one-day living kidney donor evaluation process, and with stakeholders instrumental to the implementation strategy. Interviews were conducted via videoconference or by telephone from May 2022-December 2022. Directed content analysis was conducted using two unique frameworks for stakeholder and donor candidate interviews. ResultsOur study included 13 stakeholders and 18 donor candidates, of whom 16 (89%) were women and 7 (39%) proceeded to kidney donation. Eighteen (100%) perceived the process to be both time- and cost-effective, due to reduced travel and missed work time. Thirteen (72%) felt that the one-day evaluation may accelerate determination of donor suitability. Sequential virtual sessions with a nurse and social worker in advance of the evaluation day were seen as providing critical education and support. Among stakeholders, 11 (85%) emphasized donor candidate care and faster candidacy determinations. ConclusionThe one-day evaluation process was preferred by most donor candidates, and was perceived as time- and cost-effective by most interviewees. An expedited, one-day evaluation may accelerate determination of donor suitability and improve LDKT rates.

The impact of interviewer characteristics on residency candidate scores in Emergency Medicine: a brief report

Background: At the conclusion of residency candidate interview days, faculty interviewers commonly meet as a group to reach conclusions about candidate evaluations based on shared information. These conclusions ultimately translate into rank list position for The Residency Match. The primary objective is to determine if the post-interview discussion influences the final scores assigned by each interviewer, and to investigate whether interviewer characteristics are significantly associated with the likelihood of changing their score. Based on Foucault’s ‘theory of discourse’ and Bourdieu’s ‘social capital theory,’ we hypothesized that interviewer characteristics, and the discourse itself, would contribute to score changes after a post-interview discussion regarding emergency medicine residency candidates. Methods: We conducted a cross-sectional observational study of candidate scores for all candidates to a four-year emergency medicine residency program affiliated with Yale University School of Medicine during a single application cycle. The magnitude and direction of score changes, if any, after group discussion were plotted and grouped by interviewer academic rank. We created a logistic regression model to determine odds that candidate scores changed from pre- and post-discussion ratings related to specific interviewer factors. Results: A total of 24 interviewers and 211 candidates created 471 unique interviewer-candidate scoring interactions, with 216 (45.8%) changing post-discussion. All interviewers ranked junior to professor were significantly more likely to change their score compared to professors. Interviewers who were women had significantly lower odds of changing their individual scores following group discussion (p=0.020; OR 0.49, 95% CI 0.26-0.89). Conclusions: Interviewers with lower academic rank had higher odds of changing their post-discussion scores of residency candidates compared to professors. Future work is needed to further characterize the influencing factors and could help create more equitable decision processes during the residency candidate ranking process.

Good Manufacturing Practice (GMP) in Tofu MSMEs in North Aceh

This study examined tofu MSMEs in Lhokseumawe City and the North Aceh District. Observations indicate discrepancies between tofu production and the GMP requirements for Good Manufacturing Practices. The amount that the tofu sector has adopted appropriate food production procedures by the Regulation of the Ministry of Sector of the Republic of Indonesia Number 75/M-IND/PER/7/2010 is determined using a GMP approach. This research is anticipated to improve the product safety of the tofu industry and provide recommendations for improvement. In this study, data collection techniques included candid interviews related to the GMP aspect questionnaire consisting of 11 inspection aspects, direct field observation of 21 MSMEs by marking the location conditions, production equipment, and materials used, and following the processing process, followed by a search for deviations from GMP aspects and comparison with the literature review, documentation of the necessary data related to GMP assessment, and a search for relevant literature. According to the evaluation, 12 MSMEs with a value range of 41% to 60% fell into the category of not meeting the requirements. The second criterion is extremely inadequate, ranging from 21% to 40% for five MSMEs. Additionally, the criteria for sufficient completion with a range of values between 61% and 80% for up to 4 MSMEs led to an evaluation of 11 GMP aspects in 21 MSMEs. Know on the location aspect with a percentage of 71% in the sufficient category, building aspects with a percentage of 11% in the critical category, aspects of sanitation with a percentage of 40% in the category of very less fulfilling, aspects of machinery and equipment with a percentage of 80% in the category of sufficiently fulfilling, aspects of materials with a percentage of 100% in the category of fulfilling, and aspects of supervision with a percentage of 40% in the category of fulfilling.

The Applicability of Artificial Intelligence in Candidate Interviews in the Recruitment Process

This research paper examines the applicability of artificial intelligence (AI) in the recruitment and selection process, with a specific focus on the Interview phase. The study conducted qualitative interviews with 17 recruitment professionals, including hiring managers, recruiters, and HR executives, to gather their perspectives on AI adoption. The Unified Theory of Acceptance and Use of Technology (UTAUT) framework was utilized as the theoretical model to guide the research. The findings indicate that the recruitment professionals were generally receptive to using AI in various recruitment phases. However, when it came to the interview phase, there was a distinct lack of enthusiasm for AI adoption among the professionals. They expressed concerns about providing a better candidate experience and perceived AI-based interviews as a lack of commitment to candidates. As a result, regardless of the hiring volume or job group, the professionals were hesitant to integrate AI into the interview phase. The research underscores the importance of carefully selecting the appropriate recruitment stage for integrating AI and addressing the concerns raised by recruitment and selection professionals. It highlights the need to consider the candidate's experience and maintain a sense of commitment throughout the recruitment process.

Development of Recruitment App

The purpose of this project is to build a central recruitment process based on our company. Human resource companies create vacancies, save applicant information, initiate interview processes, schedule interviews, store candidate interview results, and finally, application settings are all integral components of this system. To use the HR Recruiting App, a report might need to be prepared. Cloud computing provides a shared pool of readily available computing resources provisioning and sharing based on user demand. In this article, universities and educational institutions can benefit from cloud computing in terms of cost, efficiency, and reliability, portability, flexibility and security. In the end, the purpose of this undertaking is to create a centralized onboarding process system for the HR Company, creating job openings, managing applicant information, conducting interviews, scheduling interviews, storing candidate interviews and results, and ultimately, handling payment and hiring processes. The application is the quality of this system. To use the HR getting newcomers telephone operations, a written statement might need to be got ready. Cloud computing provides a common set of data-processable materials that can be rapidly deployed and distributed based on user demand. This paper makes test of how organizations for higher education and deeply rooted ways of acting can get help form could computing in words of price, doing work well, level of being ready for work, ability to make ready adjustments, and security.

The Use of AI and Algorithms for Decision-making in Workplace Recruitment Practices

The use of artificial intelligence (AI) and algorithms in human resource management systems has increased in recent years significantly due to the COVID-19 pandemic and the rise of remote work. Research has shown that implementing AI systems in different workplace scenarios increases efficiency, reduces worktime, production and labor costs and the need for human workers to perform the tasks that AI systems can perform. Within human resource management practices, AI systems have been employed to do a multiple array of tasks such as: screening candidates, performance evaluations, facial and voice analysis during candidate interviews, training, and development. Other recruitment practices that employ AI systems are considered to have implications that make employers liable for possible discrimination which could occur as an adverse effect of having these systems partake in the decision-making process for employee selection. Certain authors have recognized the lack of the human factor in this process as detrimental and increases the possibility of error and bias in selection of candidates.
 This study explored the use of these AI systems in the workplace and what regulations have been created to oversee how they can be employed for recruitment practices. It also aims to highlight the positive and negative impact of these AI supported practices. The results highlight the importance of regulating these practices as an effort to protect minority rights and privacy rights of people that are seeking employment. Identifying international and national legislation is necessary for adopting better regulated practices and guaranteeing worker’s rights.

Are pediatric surgery fellowship websites ready for the changing paradigms in the virtual interview era?

PurposeWith the COVID-19 pandemic, in-person fellowship interviews were curtailed, leading candidates to seek information from other resources. Our main purposes were (1) to determine what information recent participants in the match needed to evaluate programs and (2) to assess which of these were available online.MethodsA focus group of ten recent graduates/applicants identified information that was important in choosing a fellowship program. In August 2020 and December 2021, websites belonging to the American Pediatric Surgical Association (APSA) and individual programs were assessed.ResultsRecent applicants identified 55 pieces of information considered important to their decision making. Of 57 pediatric surgery fellowships, 98% were listed on APSA’s website. Program descriptions on APSA’s website listed on average 60% of program information desired by applicants. All listed fellowship director, accreditation status, faculty list, and current fellow(s). Other descriptors frequently noted were alumni (95%), graduate’s board performance (83%), ECMO exposure (77%), and curriculum (70%). Information desired but less frequently available were fellow case logs (63%), trauma center designation (53%), burn center designation (40%), research opportunities (30%), candidate interview assistance (25%), and supplemental fellowships (12%). There were 7% of program descriptions that were not updated for at least a year.ConclusionsAPSA and individual program websites were complimentary. Websites often lacked data that applicants sought to inform their rank list. To best adapt to the evolving virtual interview paradigm, we suggest reporting key information on a central APSA website with more nuanced information available via links to program specific websites.

ONLINE NEWS STORIES ON THE 2022 PRESIDENTIAL CANDIDATES

News being factual and trustworthy is one of the most reliable information. Facts must be interpreted carefully to influence or inform readers rightly and not be victimized by false information. With the presence of COVID 19 pandemic, online news has extended the reach of news making it accessible to many users. Certainly, online news becomes an important news source for many people specifically those who are not fully engaged in watching television. However, with this greater reach comes greater responsibility to report fair and truthful information since it penetrates in the marketplace of ideas. This study used qualitative approach through content analysis to analyze the online news stories. It analyzed news stories posted by the top three online news websites of GMANews.com, ABSCBNnews.com and inquirer.net for three months. Findings show that GMA News, ABS-CBN News Online and inquirer, net news stories are presidential candidates programs and platforms, campaign activities, accomplishments of presidential candidates, poll survey results and trending interviews of candidates. It also discovered that posting news stories not only inform target audience but also educate, spread awareness, and invite formation of opinion. It also divulged that these three sources deliver credible information and practice fair reportage. An action plan is proposed to help voters be oriented and knowledgeable on newsworthiness and news credibility.

Modeling authentic multivariate assessment in art and design teacher education curriculum

Assessment is a critical construct in programing and instruction. It is one of the means of accountability that is conceived within the broader context of authentic performance. This paper discusses assessment strategies that are being used in art and design teacher education programmes amid ongoing curricula reforms in teachers' colleges in Zimbabwe. Findings reveal that colleges are using diverse assessment strategies to index student performance. These include critique of student exhibitions, portfolio assessment, pre-issue examinations, and controlled examinations, all of which are operationalised within an internal and external moderation framework and dialogical engagement among stakeholders. The study proposes the inclusion of candidate interviews and deliberate student self-assessment as part of a comprehensive art programme to enhance the development of higher-order cognitive and metacognitive skills that are critical in enhancing aesthetic judgment and performative art.

Code-switching candidates: strategic communication, podcasts, and cultural and racial politics

ABSTRACT While agenda building and framing are commonly examined in the strategic communication literature, the concept of code-switching remains underexplored in the field. Similarly, the incredible rise of podcasting remains less examined as a strategic communication tool. Bridging these gaps, this study qualitatively examined U.S. presidential candidate interviews on podcasts during the 2020 primary cycle. Insights about code-switching and attribute and topic selection emerged, demonstrating podcasts could be a critical media platform for lesser-known candidates of public office. Further, this study finds podcasts to be a prime arena for candidates who want to deviate from traditional political talking points and who want to access diverse and niche audiences. A call is made to further examine this intersectionality in the strategic communication literature.

Exploring Potential Schedule-Related and Gender Biases in Ophthalmology Residency Interview Scores

AbstractPurpose Prior studies have revealed grading discrepancies in evaluation of personal statements and letters of recommendation based on candidate's race and gender. Fatigue and the end-of-day phenomenon can negatively impact task performance but have not been studied in the residency selection process. Our primary objective is to determine whether factors related to interview time and day as well as candidate's and interviewer's gender have a significant effect on residency interview scores.Methods Seven years of ophthalmology residency candidate evaluation scores from 2013 to 2019 were collected at a single academic institution, standardized by interviewer into relative percentiles (0–100 point grading scale), and grouped into the following categories for comparisons: different interview days (Day 1 vs. Day 2), morning versus afternoon (AM vs. PM), interview session (Day 1 AM/PM vs. Day 2 AM/PM), before and after breaks (morning break, lunch break, and afternoon break), residency candidate's gender, and interviewer's gender.Results Candidates in the morning sessions were found to have higher scores than afternoon sessions (52.75 vs. 49.28, p < 0.001). Interview scores in the early morning, late morning, and early afternoon were higher than late afternoon scores (54.47, 53.01, 52.15 vs. 46.74, p < 0.001). Across all interview years, there were no differences in scores received before and after morning breaks (51.71 vs. 52.83, p = 0.49), lunch breaks (53.01 vs. 52.15, p = 0.58), and afternoon breaks (50.35 vs. 48.30, p = 0.21). No differences were found in scores received by female versus male candidates (51.55 vs. 50.49, p = 0.21) or scores given by female versus male interviewers (51.31 vs. 50.84, p = 0.58).Conclusion Afternoon residency candidate interview scores, especially late afternoon, were significantly lower than morning scores, suggesting the need to further study the effects of interviewer's fatigue in the residency interview process. The interview day, presence of break times, candidate's gender, and interviewer's gender had no significant effects on interview score.

INTERVIEW-PORTRAIT

Professional training of translators: modern requirements and trends - candidate's interview
 of Pedagogical Sciences, Associate Professor T.I. Korobeynikova with Doctor of Pedagogical Sciences, Professor,
 Head of the Department of European and Oriental Languages ​​and Translation of the Higher Educational Institution
 "Alfred Nobel University" by Natalia Viktorivna Zinukova.

Digitalization: Reveal the Resilience and Sustainability of SMEs in the Covid-19 Pandemic

This research aims to reveal the digitization of SMEs how they can continue to survive in the pandemic era and be sustainable. The analysis uses a qualitative case study approach based on semi-structured interviews that allow for personal, actual interpretation and a reduction in general explanations. Cases are selected based on established criteria for SMEs in Malang City. Data collection was carried out by exploring related SMEs social media sites, direct observation of offline stores and candid interviews with business owners. SMEs selected according to the criteria set to be the object of research are Serena Cookies, Cornelia and Anda Cookies. The study results revealed that the SMEs studied were able to survive in the pandemic era with relatively stable business conditions. The business management carried out is with online and offline management models, which require the digitization capability of each business manager. The results of this study can be a reference for managing SMEs businesses engaged in the food industry sector, how to order online and offline to continue to survive not only during the pandemic but further for long-term business sustainability by continuing to improve their digital capabilities.

Impact of recorded, asynchronous admissions interviews on holistic and academic interview scores

IntroductionApplications across colleges of pharmacy have decreased significantly over the last few years. Many applicants turn down an in-person interview due to the cost of travel or time restraints. Offering asynchronous virtual interviews may increase the number of applicants interviewed; however, they may also affect the candidate's interview score. The purpose of this study is to compare the interview scores of candidates who interviewed in the virtual asynchronous platform vs. candidates who interviewed in person on campus. MethodsAdmission candidates participated in either an in-person interview or a virtual asynchronous interview. Virtual interviews were conducted asynchronously through audiovisual capture of interview responses. All interview questions were rated on a scale of one to four. The individual question scores were averaged with applicants receiving an overall academic and an overall holistic interview score. ResultsOne hundred and twenty-one interviews were included in the analysis. Of these interviews, 32 (26%) were conducted virtually and 89 (74%) were conducted in person. Students participating in virtual interviews scored significantly lower than their in-person peers for both academic (U = 782 [2.8 vs. 3.3], P < .01) and holistic interviews (U = 1040 [3 vs. 3.3], P = .02). ConclusionsAsynchronous virtual interviews could be a convenient method to offer interviews to candidates who may not be able to interview in person due to travel costs or other contributing barriers. Although this method may be more convenient for the interviewer, it may result in a lower interview score compared to an in-person interview.