Recruitment Channels Research Articles

Comparative Analysis of Regional Elite of The Communist Party and «Just Russia»: Social Characteristics and Channels of Recruitment

The article presents a comparative analysis of the socio-demographic characteristics and recruitment channels of the regional political elite of CPRF and «Fair Russia». The study uses heads of regional party branches as a political elite group that holds key positions in party structure and selects candidates for all levels of elections. The empirical data includes 170 representatives of the party elite. The analysis showed differences in the age structure of the party elite. The largest demographic group of the Communist Party is people over 60 years old, in «Just Russia» the same group is between the ages of 40 and 50. During the last years, CPRF begun management reform and system renewal of staff policy by young party leaders, in contrast to «Just Russia» where the system of elite recruitment is rather random. The representation of women in the elite of both parties is insignificant and amounts to 9% in the Communist Party and 11% in the «Just Russia». The study traces an increase in the share of professional lawyers among the younger generation (25-40 years old) of regional elite in both parties. Finally, we have identified significant differences in the key recruitment channels of elite groups. About 50 per cent of persons from CPRF were appointed to the elite position because of their long and active party work. In «Just Russia», the key recruitment channel is large and medium-sized regional business.

Sosyal Ağların İşgücü Piyasası Eşitsizlikleri ve Okuldan İşe Geçişlere Etkisi

Countries invest in education systems in order to increase the quality of their human capital. In this context, it is seen that especially after the expansion of the higher education systems, countries try to increase higher education graduation rates in order to improve the quality of human resources in the labor market. The ultimate goal of these efforts is to facilitate the transitions from school-to-work, and to increase social welfare by meeting the human resources needs of the labor market. The facilitation of school-to-work transitions has a direct impact on youth unemployment. School-to-work transitions are influenced not only by the quality of education from primary to higher education but also by the dynamics of the labor market. Social network analysis can provide important insights into this dynamics, and in doing so reveal that there are indeed many factors that play a key role in determining who gets a job and why, including, first and foremost, social contacts. An analysis of job search channels reveals that partners, friends, and relatives are those social contacts that are most decisive for employment outcomes. Research reveals that employers use social-contact-based reference channels much more frequently than formal channels for recruitment. Thus, employers frequently use such reference channels in recruitment. It has also been shown that the use of social-contact channels reduces employers' costs of finding suitable employees and increases productivity since employees hired through these channels also stay longer in their firms. We here explore the full potential of social network analysis to better our understanding of school-to-work transitions, to reveal in no uncertain terms the importance of social contacts, and to show how these insights can be leveraged to level the labor market for all involved. An important take-home message is that the labor market dynamics is strongly affected by the Matthew effect, such that the inequalities and the gaps between opportunities only grow and widen as the underlying social networks evolve. It is therefore important to mitigate these effects well before school-to-work transitions come into play, namely during the education. In particular, we assert that minimizing the inequalities during education should effectively mitigate the uneven impact of social networks on school-to-work transitions.

Using AI to Enhance Recruitment Effect

In today’s rapid economic development, the competitiveness of enterprises is more and more reflected in the talent competition, and the important means to obtain talents is recruitment. With the development of economy, recruitment channels are becoming more and more diversified. Enterprises will choose recruitment channels according to various reasons to recruit suitable candidates for the vacant positions of the enterprise. However, after finding the suitable people, how to keep them or hire them. After the recruitment of employees, whether the performance of employees is related to the recruitment channels has an important reference role for the selection of human resources. We use AI technology to measure the performance of employees through the three dimensions of subjective initiative, job satisfaction and job self dedication. Therefore, it has theoretical and practical value for improving the recruitment effect and contribution.

How Much Does the Recruitment Channel Really Matter: Recruiters’ and Applicants’ Behaviors in the South Asian Context

In this paper, we discern recruiters’ and applicants’ tendencies towards recruitment channels. By drawing on the contextual perspective of human resource management (HRM), we argue that the national institutional environment of a country greatly influences recruiters’ choices of recruitment channels and applicants’ level of attractiveness towards jobs. Using an experimental study (n = 200 graduate students) and in-depth interviews of 10 human resource managers, we find that a) although recruitment channels positively affect applicants’ perceptions of organizational attractiveness, they have no significant impact on applicants’ intentions to apply for the job and b) even though online recruitment channels are widely believed to have a greater impact on organizational attractiveness, recruiters in the south Asian context continue to prefer the paper-based recruitment channels. The study provides interesting insights for recruitment literature, by explicating that socio-cultural and economic context enormously shapes recruiters’ and applicants’ preferences of recruitment channels.

Higher Education and Employability Skills: Barriers and Facilitators of Employer Engagement at Local Level

This research examines the barriers and facilitators to employers’ engagement with higher education institutions. The data were collected through interviews with a set of employers (n = 19) in the Northern region of Portugal, V.N.de Famalicão, in 2019. We begin by exploring employers’ engagement activities as a potential solution to address local-level skill problems. Empirical evidence suggests that the engagement activities are mostly passive as firms use higher education largely as a recruitment channel. The differences in organizational goals and culture are the most cited barriers to the lack of more active engagement. Some efforts have recently been made to strengthen the ties between higher education and employers, notably through a local multi-stakeholder partnership as a potential broker. However, it will take time for this to bear fruit and contribute to reducing skill gaps and shortages. The data show that despite employers’ apparent willingness, more effort must be made to encourage active engagement.

Perspectives of pregnant and breastfeeding women on longitudinal clinical studies that require non-invasive biospecimen collection \u2013 a qualitative study

BackgroundInvestigation of the microbiome during early life has stimulated an increasing number of cohort studies in pregnant and breastfeeding women that require non-invasive biospecimen collection. The objective of this study was to explore pregnant and breastfeeding women’s perspectives on longitudinal clinical studies that require non-invasive biospecimen collection and how they relate to study logistics and research participation.MethodsWe completed in-depth semi-structured interviews with 40 women who were either pregnant (n = 20) or breastfeeding (n = 20) to identify their understanding of longitudinal clinical research, the motivations and barriers to their participation in such research, and their preferences for providing non-invasive biospecimen samples.ResultsPerspectives on research participation were focused on breastfeeding and perinatal education. Participants cited direct benefits of research participation that included flexible childcare, lactation support, and incentives and compensation. Healthcare providers, physician offices, and social media were cited as credible sources and channels for recruitment. Participants viewed lengthy study visits and child protection as the primary barriers to research participation. The barriers to biospecimen collection were centered on stool sampling, inadequate instructions, and drop-off convenience.ConclusionWomen in this study were interested in participating in clinical studies that require non-invasive biospecimen collection, and motivations to participate center on breastfeeding and the potential to make a scientific contribution that helps others. Effectively recruiting pregnant or breastfeeding participants for longitudinal microbiome studies requires protocols that account for participant interests and consideration for their time.

Awareness, Information-Seeking Behavior, and Information Preferences About Early Childhood Allergy Prevention Among Different Parent Groups: Protocol for a Mixed Methods Study.

BackgroundIn early childhood allergy prevention (ECAP), parents act on behalf of their children. Parental health literacy and the availability of high-quality information, both online and offline, are crucial for effective ECAP. Recent research highlights three main points. First, parents need sufficient health literacy to discriminate between high-quality and low-quality information. Second, ECAP information behaviors may vary between phases of childhood development and according to individual circumstances. Third, to strengthen user-centeredness of available services, a better overview of parents’ information practices and needs and how they handle uncertainties is required.ObjectiveThis study aims to explore why, how, and when parents search for and apply ECAP-specific health information and which individual (eg, understanding of advice) and organizational challenges (eg, information services, information complexity, and changing recommendations) they perceive and how they handle them. This study also aims to assess the needs and preferences that parents express for future information formats and contents. The findings should inform the practical design of ECAP information as well as formats and channels specific to different parent groups.MethodsThe above-named issues will be explored with parents in four German cities as one element in our efforts to cover the spectrum of perspectives. Based on a mixed methods design, including qualitative and quantitative assessments, the first year serves to prepare focus groups, a piloted focus group guide, a short standardized survey adapted from the European Health Literacy Project, recruitment channels, and the recruitment of participants. After conducting 20 focus groups in the second year, data will be analyzed via a constant comparison method in the third year. Based on this, practice implications on channels (ie, Where?), formats (ie, How?), and contents (ie, What?) of ECAP-specific information will be derived and discussed with parents and associated project partners before its dissemination to relevant ECAP actors (eg, childcare institutions and pediatricians).ResultsThe study began with preselection of recruitment channels, drafting of recruitment and study information for potential participants, and agreement on a first full version of the guideline. Then, a detailed contact list was compiled of health professionals, administrative and social institutions, and relevant social media channels (N=386) to be approached for assistance in contacting parents. The recruitment was postponed due to COVID-19 and will start in January 2021.ConclusionsECAP is a relevant example for assessing how users (ie, parents) handle not only health information but the various and continuous changes, uncertainties, and controversies attached to it. So far, it is unclear how parents implement the respective scientific recommendations and expert advice, which is why this study aims to inform those who communicate with parents about ECAP information.International Registered Report Identifier (IRRID)PRR1-10.2196/25474

PROTOCOL: Online interventions for reducing hate speech and cyberhate: A systematic review.

PROTOCOL: Online interventions for reducing hate speech and cyberhate: A systematic review.

Exploration and Research on Improvement Ideas of Enterprise Human Resource Management and Planning in the New Media Era

Under the background of the new media era, the human resource management of an enterprise is largely affected by the existing management system of the enterprise itself, and the organizational structure and management model of the enterprise have become the decisive factor of human resource management. The implementation of human resource management in enterprises should make corresponding improvements according to the needs of the environment. In the new media environment, the innovation and reform of corporate human resource management should be combined with the new media environment and the improvement of the operating mechanism should be implemented. It is the inevitable choice for the development of enterprise human resource management. This article aims to study the improvement ideas of enterprise human resource management and planning in the new media era. Based on the analysis of the definition of human resource management, the problems faced by enterprise human resource management in the new media era, and the improvement ideas, the questionnaire survey method and case studies are adopted. The research method investigates two companies, finds out the problems in the human resource management of the company, and then gives targeted suggestions. The survey results show that currently only 15% of employees of A and B companies come to the company through online recruitment channels, 40% of employees enter the company through job fairs or directly to the company for on-site interviews, and 33.5% of employees go through campuses.

Informal recruitment channels, family background and university enrolments in Italy

This paper analyses the impact of informal recruitment channels on university enrolment decisions. A widespread diffusion of personal connections as an entry channel to the labour market may signal that social ties to well-off people are necessary to get a good job, thereby convincing students from poorly connected families that getting a tertiary education degree does not enhance their future socio-economic opportunities. By applying estimation techniques with instrumental variables to Italian microdata, I found that upper-secondary students coming from lower social classes are less likely to participate in tertiary education when they live in provinces where the percentage of newly tertiary graduates who found a job through informal channels is higher. My results are consistent with the hypothesis that the wide diffusion of ‘favouritism’ in local labour markets engenders a sense of ‘economic despair’ among poorly connected students, thereby worsening inequality of access to education and local socio-economic development.literature and the hypothesis

Health Personnel's Perceived Usefulness of Internet-Based Interventions for Parents of Children Younger Than 5 Years: Cross-Sectional Web-Based Survey Study.

BackgroundApproximately 10%-15% of children struggle with different socioemotional and psychological difficulties in infancy and early childhood. Thus, health service providers should have access to mental health interventions that can reach more parents than traditional face-to-face interventions. However, despite increasing evidence on the efficacy of internet-based mental health interventions, the pace in transferring such interventions to health care has been slow. One of the major suggested barriers to this may be the health personnel’s attitudes to perceived usefulness of internet-based interventions.ObjectiveThe purpose of this study was to examine health professionals’ perceived usefulness of internet-based mental health interventions and to identify the key areas that they consider new internet-based services to be useful.MethodsBetween May and September 2018, 2884 leaders and practitioners of infant and child health services were recruited to a cross-sectional web-based survey through the following channels: (1) existing email addresses from the Regional Centre for Child and Adolescent Mental Health, Eastern and Southern Norway, course database, (2) an official mailing list to infant and child health services, (3) social media, or (4) other recruitment channels. Respondents filled in background information and were asked to rate the usefulness of internet-based interventions for 12 different infant and child mental health problem areas based on the broad categories from the Diagnostic Classification of Mental Health and Developmental Disorders of Infancy and Early Childhood (DC:0-5). Perceived usefulness was assessed with 1 global item: “How often do you think internet-based self-help programs can be useful for following infant and child mental health problems in your line of work?” The answers were scored on a 4-point scale ranging from 0 (never) to 3 (often).ResultsThe participants reported that they sometimes or often perceived internet-based interventions as useful for different infant and child mental health problems (scale of 0-3, all means>1.61). Usefulness of internet-based interventions was rated acceptable for sleep problems (mean 2.22), anxiety (mean 2.09), and social withdrawal and shyness (mean 2.07), whereas internet-based interventions were rated as less useful for psychiatric problems such as obsessive behaviors (mean 1.89), developmental disorders (mean 1.91), or trauma (mean 1.61). Further, there were a few but small differences in perceived usefulness between service leaders and practitioners (all effect sizes<0.32, all P<.02) and small-to-moderate differences among daycare centers, well-baby clinics, municipal child welfare services, and child and adolescent mental health clinics (all effect sizes<0.69, all P<.006).ConclusionsInternet-based interventions for different infant and child mental health problems within services such as daycare centers, well-baby clinics, municipal child welfare services, and child and adolescent mental health clinics are sometimes or often perceived as useful. These encouraging findings can support the continued exploration of internet-based mental health interventions as a way to improve parental support.

Human resources for BIM jobs in the AEC industry in Vietnam: an investigation on job positions and requirements

The paper presents research results from 90 BIM jobs vacancies for the AEC industry in Vietnam which were advertised on popular recruitment channels. The results show that BIM jobs in the South are more popular than in the North and the Central. BIM-related job positions are different from company to company, but this study groups those positions into three basic positions according to the international best practice approach: BIM Manager, BIM Coordinator, BIM Modeler. For BIM Modelers, their main job is to develop 3D models, deploy design documents, and coordinate with stakeholders to perform the work. BIM Coordinator’s on-demand job is to coordinate models across disciplines, check conflict and report, control models, support project management. The main task of a BIM Manager is to manage and develop BIM uses, to ensure the information to be communicated among the parties in the projects, and train BIM human resources in the company. There are many requirements for these positions, among them are the two basic requirements of “experience” and “software” (organisations may use different software for the BIM uses they apply). The article also emphasizes the need to have more involvement of professional associations, state management agencies, etc. to standardize job positions, then later they can award BIM licenses to the proper human resources appropriately.

Nihongo Gakkō: The Functions and Dysfunctions of Japanese Language Institutes in Japan

ABSTRACT This article examines the historical development and contemporary status of Japanese language institutes catering for international students in Japan (nihongo gakkō; hereafter ‘JLIs’), highlighting their ambiguous positioning in the landscape of international education. It outlines the dramatic growth and shift in JLI student profiles since 2010 by reference to changes in policy and market dynamics, including the evolution of transnational recruitment channels and the emergence of JLI students as an important source of unskilled labour. Drawing on both secondary data and interviews with JLI teachers and students, the article sheds light on the struggle to reconcile competing educational and managerial priorities, as well as the difficulty of formulating effective policy responses in the absence of a comprehensive regulatory regime or a unified industry lobby. This analysis of JLIs problematises the assumptions and institutional categories employed in mainstream studies of international higher education, and encourages a reconfiguration of traditional frames for understanding Japanese language education, student mobility, and the foreign labour market, all of which are major policy issues in Japan today.

Impact on mental health care and on mental health service users of the COVID-19 pandemic: a mixed methods survey of UK mental health care staff

PurposeThe COVID-19 pandemic has potential to disrupt and burden the mental health care system, and to magnify inequalities experienced by mental health service users.MethodsWe investigated staff reports regarding the impact of the COVID-19 pandemic in its early weeks on mental health care and mental health service users in the UK using a mixed methods online survey. Recruitment channels included professional associations and networks, charities, and social media. Quantitative findings were reported with descriptive statistics, and content analysis conducted for qualitative data.Results2,180 staff from a range of sectors, professions, and specialties participated. Immediate infection control concerns were highly salient for inpatient staff, new ways of working for community staff. Multiple rapid adaptations and innovations in response to the crisis were described, especially remote working. This was cautiously welcomed but found successful in only some clinical situations. Staff had specific concerns about many groups of service users, including people whose conditions are exacerbated by pandemic anxieties and social disruptions; people experiencing loneliness, domestic abuse and family conflict; those unable to understand and follow social distancing requirements; and those who cannot engage with remote care.ConclusionThis overview of staff concerns and experiences in the early COVID-19 pandemic suggests directions for further research and service development: we suggest that how to combine infection control and a therapeutic environment in hospital, and how to achieve effective and targeted tele-health implementation in the community, should be priorities. The limitations of our convenience sample must be noted.

Attracting and recruiting quality talent: firm perspectives

PurposeUnderstanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. Firm’s recruitment strategies have an impact on the sorting patterns in the labour market which remains undetermined. This paper aims to explore the drivers of attracting and recruiting quality talents. Also, the role of policies including the national labour laws, industry norms and localised firm policies have on hiring practices and drivers in a developing country.Design/methodology/approachThis study is underpinned by network theory, equity theory, social exchange theory and resource-based theory. The authors leveraged on a mixed methodology that is a structured questionnaire administered to 200 firm representatives in Lagos and interviews with key informants from the demand side for labour.FindingsThe study revealed that firms can leverage on salary, brand name, referral, job security as core factors in attracting and recruiting quality talents. Also, digitisation is a key strategy leveraged on attracting and recruiting quality talents. Techniques such as the use of social media, traditional media, online interviews, physical interviews have proven to help in selecting quality talents.Originality/valueSpecifically, the paper throws light on how firms use different recruitment channels for hiring workers, and how the use of these channels affects the quality of matches. Furthermore, the role of social networks, wages and benefits for firm recruitment and matching efficiency was well highlighted.

TEACHER RECRUITMENT, SELECTION , AND PROMOTION: THE ROLE OF TEACHERS’ UNIONS IN MALAYSIA

The topic reviews the roles of Teachers’ Unions in teacher recruitment, selection, and promotion and their impacts on the timely graduate teachers as well as to the educational system in general. The objectives of the research were to analyze the current situation in the Malaysia’s Ministry of Education from the Human Resource Management (HRM) point of view. It outlines the issues that exist within HRM particularly on the influence of teachers’ Unions in the formation of Human Resource policy in education on teachers’ recruitment channel , selection methods and promotion and its effects on the timely graduate teachers. Special reference was given to the latest Malaysia’s educational policy - Malaysian National Education Blueprint (2013-2025) which inter alia has included human resource management in its transformation program. We argue that Teachers’ Unions have their influence in the formation of policy by the Ministry of Education on recruitment, selection and promotion of teachers. How the policy benefits the college-qualified teachers and affect the timely graduate teachers in particular and the educational system in general.

Abstract A044: Channels and locations influencing the uptake of prostate cancer intervention trials by ethnically diverse Black men

Abstract Background Black men (BM) are statistically more likely to experience aggressive cases of prostate cancer (CaP) compared to other racial groups, but are less likely to enroll in clinical trials. Several barriers have been documented as impacting the participation of BM in clinical trials. To address these barriers, there is need for unique approaches to identify successful strategies that will facilitate the implementation of effective interventions. The overall goal of this study is to develop a tailored communication strategy for a CaP intervention trial, the MiCaP Research Digest Trial. Specifically, the primary objective was to identify the best intervention trial recruitment channels and locations for US-born BM (USBM), African-born BM (ABBM), and Caribbean-born BM (CBBM). Methods The MiCaP Research Digest Trial uses a randomized waitlist research design to evaluate the effectiveness of disseminating CaP scientific discoveries for public health and community applications. It is an ongoing trial, which started in 2017. The current study compared two channels (newspaper and radio) and four locations (churches, barber shops, community outreach events) relative to their effectiveness in recruiting BM for the trial. Study location was Orange County (FL). Recruitment efforts included newspaper stories about the study, study ad in newspaper, study ad on radio, information about study at community events and distribution of study flyers at targeted locations. Assessment focused on the following for the recruitment channels and locations: (1) reach, which was operationalized as the number of BM reached; and (2) impact, operationalized as the number of BM effectively pre-screened for the Trial. Results The study period is from May to July, 2019. Results presented are for data collected up to June 30, 2019. The reach for BM were: 30 community locations for newspaper; 27,000 people every week from the radio; 130 attendees for church events; an average of 12 customers per day for barber shops; and close to 1,200 attendees combined for the community events. The highest impact (uptake of the intervention trial) was from community events, with 8 BM recruited (6 USBM and 2 CBBM). One USBM was recruited through the newspaper and one USBBM through radio. There was no recruitment from church or the barbershop. Also, no ABBM has been recruited so far. Conclusion The reach for intervention trials does not necessarily translate to impact. Although the reach was highest for the radio, uptake of the intervention trial was highest for the community events. It was not surprising that the intervention trials uptake was highest for USBM. While 2 CBBM were recruited, recruiting ABBM continues to be challenging. Engaging ethnically-diverse BM through appropriate channels and locations is crucial to effective uptake of intervention trials. Citation Format: Malcolm Ingraham, Folakemi Odedina, Parisa Fathi, Kim Walsh-Childers, Adaora Ezeani, Yaseen Elhag. Channels and locations influencing the uptake of prostate cancer intervention trials by ethnically diverse Black men [abstract]. In: Proceedings of the Twelfth AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2019 Sep 20-23; San Francisco, CA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2020;29(6 Suppl_2):Abstract nr A044.

From Inauguration to Commercialisation: Incremental yet Contested Transitions Redefining the National Interests of International Degree Programmes in Finland

ABSTRACT International degree programmes (IDPs) act as focal instruments for the internationalization of higher education in many non-English–speaking countries serving a variety of national objectives, with the commercial objective becoming increasingly common. This study analyses how IDPs have developed in one Nordic country, Finland, from a marginal activity into programmes that underpin commercially oriented definition of internationalization. The data consists of key policy texts and administrative documents analysed to trace policy changes. The findings suggest that IDPs have developed from the internationalisers of the universities and development aid to recruitment channels for bringing skilled labour to Finland and promoting education export. Having global similarities in their development, policy changes towards commercial understandings of IDPs has been contested, particularly regarding funding, which relates to equality principles in the Finnish higher education system. These shifts have had repercussions for the idea of IDPs, universities and students.

Use of Telephone and Digital Channels to Engage Socioeconomically Disadvantaged Adults in Health Disparities Research Within a Social Service Setting: Cross-Sectional Study.

BackgroundEngaging socioeconomically disadvantaged populations in health research is vital to understanding and, ultimately, eliminating health-related disparities. Digital communication channels are increasingly used to recruit study participants, and recent trends indicate a growing need to partner with the social service sector to improve population health. However, few studies have recruited participants from social service settings using multiple digital channels.ObjectiveThis study aimed to recruit and survey 3791 adult clients of a social service organization via telephone and digital channels. This paper aimed to describe recruitment outcomes across five channels and compare participant characteristics by recruitment channel type.MethodsThe Cancer Communication Channels in Context Study recruited and surveyed adult clients of 2-1-1, a social service–focused information and referral system, using five channels: telephone, website, text message, web-based live chat, and email. Participants completed surveys administered either by phone (if recruited by phone) or on the web (if recruited from digital channels, ie, website, text message, Web-based live chat, or email). Measures for the current analysis included demographic and health characteristics.ResultsA total of 3293 participants were recruited, with 1907 recruited by phone and 1386 recruited from digital channels. Those recruited by phone had a moderate study eligibility rate (42.23%) and the highest survey completion rate (91.24%) of all channels. Individuals recruited by text message had a high study eligibility rate (94.14%) yet the lowest survey completion rate (74.0%) of all channels. Sample accrual goals were achieved for phone, text message, and website recruitment. Multivariable analyses found differences in participant characteristics by recruitment channel type. Compared with participants recruited by phone, those recruited from digital channels were younger (adjusted odds ratio [aOR] 0.96, 95% CI 0.96-0.97) and more likely to be female (aOR 1.52, 95% CI 1.23-1.88), married (aOR 1.52, 95% CI 1.22-1.89), and other than non-Hispanic black (aOR 1.48, 95% CI 1.22-1.79). Those recruited via phone also were more likely to have more than a high school education (aOR 2.17, 95% CI 1.67-2.82), have a household income ≥US $25,000 a year (aOR 2.02, 95% CI 1.56-2.61), and have children living in the home (aOR 1.26, 95% CI 1.06-1.51). Additionally, participants recruited from digital channels were less likely than those recruited by phone to have public health insurance (aOR 0.75, 95% CI 0.62-0.90) and more likely to report better overall health (aOR 1.52, 95% CI 1.27-1.83 for good-to-excellent health).ConclusionsFindings indicate the feasibility and utility of recruiting socioeconomically disadvantaged adults from the social service sector using multiple communication channels, including digital channels. As social service–based health research evolves, strategic recruitment using a combination of traditional and digital channels may be warranted to avoid underrepresentation of highly medically vulnerable individuals, which could exacerbate disparities in health.

Tell Me Your Story: How Recruitment Practices Implementing Affirmative Action Laws May Undermine the Laws’ Goals

AbstractScholars pointed out that antidiscrimination laws do not fully undermine workplace discrimination and that affirmative action policies mostly benefit overqualified or advantaged individuals within minorities. To elucidate this paradox, this case study analyzes how some companies adopted specific selection and assessment processes for job seekers after the reinforcement of a quota for workers with disabilities in France. I observed the creation of alternative recruitment channels, the hiring of disability experts for recruitment, the refusal of resume sorting as a prescreening tool, and an emphasis on face-to-face interviews. While these changes circumvented practices that could have excluded people with disabilities (resume screening as a preselection tool, inaccessible venues for recruitment), they changed these practices only in limited spaces within the organizations. Additionally, while they did help more people get hired, they also compelled more personal disclosure that led to a more emotional assessment of job seekers and enabled “refined statistical discrimination” within pools of job seekers with disabilities. This research therefore reveals recruitment practices that may increase the number of individuals with disabilities hired but that, at the same time, may facilitate overselectivity and trigger significant risks associated with emotional recruitment of individuals with disabilities.