Initial Hiring Research Articles

Federalismo e combate à pandemia da covid-19: estudo constitucional comparativo entre o Brasil e os Estados Unidos da América, com especial ênfase no financiamento da vacinação

This article discussed federalism and combating the covid-19 pandemic, making a comparative study between Brazil and the United States, which were chosen because they are federalist, large and have the highest mortalities due to covid-19 in the world. A literature review was carried out using the functionalist method. It was found that there were similarities, such as: the lack of federal coordination, in cooperation with local governments and numerous federal disputes resolved in the judicial sphere. Among the differences, the role of the federal government in vaccination stood out, since, in the US, it played an important role in the distribution of vaccines and provided financial incentives for people to get vaccinated. In Brazil, it was more limited, with delays in the initial hiring and distribution to the States, insufficient incentive to produce vaccines locally, lack of an educational campaign to encourage vaccination. Another difference was the health system, which in Brazil is public (SUS) and private (supplementary health) and in the US is mostly private, not universal. It was concluded that federalism was greatly challenged during the pandemic, but it was strengthened, since the constitutional courts ensured the autonomy of the States and the powers of the Union, which should coordinate efforts against the disease, based on the principles of separation of powers, federalism and technical discretion. And it was found that the existence of so many federative conflicts and the lack of federal coordination and cooperation between governments may have contributed to the high mortality in both countries.

Constructing workplace subjectivity: exploring workplace learning of immigrant settlement workers in Canada

ABSTRACT This article explores the workplace learning of immigrant settlement workers (ISWs) at immigrant service agencies (ISAs) in Canada. Adopting a combination of governmentality and workplace subjectivity as its theoretical framework and institutional ethnography as its methodology, the study examines three forms of workplace subjectivity. First, constructive subjectivity is formed by incorporating racialized immigrants’ prior professional and linguistic skills into service delivery. However, the initial hiring intention is grounded in institutional governance, which deliberately prepares these workers for the knowledge of outcome measurement evaluation. Second, organisational training naturalises ISWs’ professional subjectivity to fulfil their apparatus role for the institutional regime. Lastly, cultural subjectivity manifests itself in two modes of paradoxes. The promotion of Eurocentric workplace knowledge assimilates ISWs’ behaviour, communication, and bodily comportment to the practices of neoliberal workplace value. Outcome measurement adopts culture-blind criteria, emphasising programme quantification while ignoring ISWs’ cultural identities in service delivery. In light of these findings, we argue that ISWs’ workplace subjectivities are purposefully coordinated by translocal governance ruling power that upholds funders’ requests for outcome measurement. The findings are significant in developing ways of understanding and exploring ISWs’ learning agency in ISA workplaces by capturing and emphasising their voices.

Smart Online Exam Proctoring System

The Covid-19 pandemic has been one of the defining events in recent history. Education and company hiring processes has been impacted most adversely due to the pandemic. Disrupting the age-old class-room setup, the pandemic has forced educational institutions like schools and universities to implement online classes and online examinations. This paper proposes a smart online proctoring system which is the most effective method to reduce the percentage of cheating in online examinations. One can easily take an online proctored exam at any quiet environment. The system uses real time video from the webcam which is then passed onto the ML models to detect any malpractice performed by the examinee. The online proctoring system can be used by the educational institutes for conducting online examinations in a supervised manner. It can also be used by the companies for initial hiring processes through which the candidates can be filtered. This approach is cost effective and less time consuming.

Finding a Job: An Intersectional Analysis of Search Strategies and Outcomes Among U.S. STEM Graduates.

Many STEM degree holders, especially women and minorities, are not employed in STEM occupations in the United States, and transitions into the STEM labor force among recent graduates have been declining since the 1980's. We examine transitions from school to work at two large U.S. universities in 2015-16, focusing on the internship experiences and job search strategies of graduating chemistry and chemical engineering majors. Surprisingly, 28% of our STEM respondents had no post-graduation plans, though women were significantly more likely than men to already have a job. Overall race differences in post-graduation plans were insignificant, though Black and Hispanic students were more likely to have no post-graduation plans compared to Whites and Asians. While Black, Hispanic, and LGBT students reported fewer job search behaviors overall, potentially explaining this pattern, no gender differences in job search behaviors or internship experiences emerged to explain women's employment advantage. However, better grades led to early job offers, reducing most of women's initial hiring advantage along with positive internship experiences, which did not alter men's likelihood of a job offer but were associated with a higher likelihood of a job offer among women.

The impact of chief diversity officers on diverse faculty hiring

AbstractRacial diversity among faculty, students, and administrators is increasing at universities in the United States. These changes have been uneven, with growth in underrepresented students exceeding that of faculty diversity. To address these and other inequities, a growing number of universities have established an executive‐level chief diversity officer (CDO). Our study offers a first empirical examination of this effort at selected 4‐year U.S. universities from 2001 to 2019 using unique data on the initial hiring date of a CDO and publicly available demographic data. We provide a comprehensive overview of demographic trends within our data and find confidence intervals around the estimated instantaneous average treatment effect for an executive‐level CDO on diverse hiring tightly contain zero. Estimated treatment effects are small and lack statistical significance within 4 years of a CDO position being established. We discuss other possible factors that explain trends toward higher diversity on campus and several possible constraints.

104 - Building a Data Management Training Program for Initial Hiring, Onboarding and Ongoing Competency

104 - Building a Data Management Training Program for Initial Hiring, Onboarding and Ongoing Competency

Physical fitness: Differences between initial hiring to academy in law enforcement recruits who graduate or separate from academy.

Law enforcement agencies often include fitness testing as part of the hiring process. However, it can be months from this testing to when a recruit starts academy. To determine fitness changes from hiring to academy in recruits who graduate (GRAD) or separate (SEP; do not complete) from academy. Analysis on recruits from one agency, split into GRAD (n = 436) and SEP (n = 78) groups, was conducted. These tests were conducted during initial hiring and academy: push-ups, sit-ups, and arm ergometer revolutions in 60 s; 75-yard pursuit run (75PR); and 2.4 km run. Data were analyzed via a two-way repeated measures ANOVA. Change scores were derived between hiring and academy data for both groups, and analyzed via independent samples t-tests. Push-ups, 75PR, arm ergometer, and 2.4 km run generally improved (p≤0.001). There were no significant between-group interactions or differences in performance changes for GRAD and SEP recruits. SEP recruits tended to have lesser fitness test performance compared to GRAD recruits. GRAD and SEP recruits showed some fitness improvements between initial hiring through to academy. However, SEP recruits with lesser muscular endurance, running speed, and aerobic capacity during hiring did not substantially improve by academy, which likely impacted their academy survivability.

Reducing ethnic discrimination in resume-screening: a test of two training interventions

ABSTRACT Resume-screening by human raters is vulnerable to hiring discrimination but recruiter training as a way to overcome biased resume-screening is under-researched. The present study addresses this gap. Building on key cognitive processes that steer discriminatory decision-making in resume-screening and insights from diversity literature, we investigated the effectiveness of two cognitive training interventions (i.e., a culture-general assimilator and a structured free recall intervention) for reducing hiring discrimination against ethnic minority job applicants in the resume-screening stage. A pre-test, repeated post-test experimental study showed initial hiring discrimination (i.e., less positive evaluations of minority job applicants than majority ones), which was reduced shortly after both training interventions. Hiring discrimination, however, resurfaced 3 months later for both interventions. The culture-general assimilator also positively affected participants’ perceived ability to suppress stereotypes, both short-term and long-term. Findings are considered in the light of a comparison of these training interventions, their programme features, and their compatibility with the resume-screening task. Implications for prejudice reduction initiatives, their potential differential effects, and further research are also discussed.

Entrepreneurial Choices of Initial Human Capital Endowments and New Venture Success

The founder (team)’s human capital is a vital determinant of future firm performance. This is a stylized fact. Less is known about the effect of the human capital of the initial workforce hired by the founder(s). We study the performance consequences of a founder’s choice of the initial workforce’s human capital (quantity and quality), besides the human capital of the founder(s). The analysis is based on matched employer-employee data and covers about 5,300 startups in manufacturing industries founded by individuals coming from employment between 1992 and 2007. We acknowledge that initial hiring decisions are endogenous and correlated with the human capital of the founders and the ownership structure of startups (single founder versus team of founders). Given the stickiness of initial choices, human capital decisions at entry turn out to be a close to irreversible matter with significant implications for post-entry survival and growth of the firm.

Is there a taste for racial discrimination amongst employers?

Research on employers' hiring discrimination is limited by the unlawfulness of such activity. Consequently, researchers have focused on the intention to hire. Instead, we rely on a virtual labour market, the Fantasy Football Premier League, where employers can freely exercise their taste for racial discrimination in terms of hiring and firing. The setting allows us to eliminate co-worker, consumer-based and statistical discrimination as potential sources of discrimination, thus isolating the effect of taste-based discrimination. We find no evidence of racial discrimination, either in initial hiring or through the season, in a context where employers are fully aware of current and prospective workers' productivity.

Knocking on the door to the teaching profession? Modeling the entry of prospective teachers into the workforce

We use a unique longitudinal sample of student teachers (“interns”) from six Washington state teacher training institutions to investigate patterns of entry into the teaching workforce. We estimate split population models that simultaneously estimate the impact of individual characteristics and student teaching experiences on the timing and probability of initial hiring as a public school teacher. Not surprisingly, we find that interns endorsed to teach in “difficult-to-staff” areas are more likely to find employment as public school teachers than interns endorsed in other areas. Younger interns, white interns, and interns who completed their student teaching in suburban schools are also more likely to find a teaching job, all else equal. Prospective teachers who do their internships at schools that have more teacher turnover are more likely to find employment, often at those schools. On the other hand, few of the characteristics of an intern's cooperating teacher are predictive of workforce entry. Finally, interns with higher credential exam scores are more likely to be hired by the school where they did their student teaching.

The Dissertation Topic Selection of Doctoral Students Using Dynamic Network Analysis

Introduction The dissertation is the culminating feature of the doctoral program. The significance of a doctoral student's completed dissertation is of immense importance both to the field and student. Not only does the dissertation signify the candidate's ability to perform independent research, it also confirms the candidate's ability to provide original contributions to the field's knowledge base (Isaac, Quinlan, & Walker, 1992; Katz, 1997; Useem, 1997). The significance of the dissertation does not stop there. The dissertation reflects more than the candidate's training, technical, analytical, and writing skills. The dissertation also impacts the close working relationship between the advisor and the candidate and the reputation of the advisor. Additionally, since external accreditation organizations review PhD candidate dissertations as part of the accreditation process, the dissertation also reflects on the program, department, college, and university as well (Isaac et al., 1992; Katz, 1997). Katz (1997) also identifies society as an important player with a vital interest in the dissertation process because of its implications to research, practice and policy. Reputations of the individual, advisor, and university are all at stake in a doctoral dissertation. Isaac et al. (1992) and Useem (1997) stated that the dissertation may also play a critical role in the initial hiring of new faculty members. As long as the dissertation remains the center of the doctoral degree (Ziolkowski, 1990), it is important to study the factors that influence the selection of a dissertation topic because the lack of understanding can lead to the poor dissertation work, frustration and drop out from the doctoral program. This paper, using dynamic network analysis (DNA), suggest vital factors that might help enhance successful dissertation topic selection. Research Questions The following questions were examined in this research: 1. How do professors' research agendas influence a student's dissertation topic? 2. What kinds of resources (faculty and classes taken) influence a student's selection of his or her dissertation topic? 3. What is the relationship between (a) students knowledge and (b) students' belief in their research topic selection? 4. What dynamic networks do Educational Leadership graduates use to determine their dissertation topics? Literature Review Selecting a dissertation topic may be the most difficult and most important major decision associated with a graduate student's education (Katz, 1997; Lei, 2009). Choosing a dissertation topic is crucial, as it requires identifying one's research interest and the area of one's contribution to knowledge (Luse, Mennecke, & Townsend, 2012). This decision should be well guided and supported by convincing reasons. There is very little literature on what constitutes the most influence on the doctoral student's selection of dissertation topic (Isaac, Koenigsknecht, Malaney, & Karras, 1989). The preponderance of the literature focuses on writing the dissertation, the graduate student experience, and faculty/adviser student relations with scant research on the process of dissertation topic selection (Bargar & Duncan, 1982; Dunham & Lumsden, 1981). Even rarer is the influence of network interactions and relationships in dissertation topic selection. Dynamic network is the context and mechanisms that enable interactions to emerge during the dissertation topic selection process. Context here refers to the interactive atmosphere while mechanism describes the patterns of behavior that produces the desired outcome. The primary outcomes of dynamic networks are adaptability, creativity, and learning (Uhl-Bien, Marion, & McKelvey, 2007). Much of the literature contains very little advice on how to select research topics for this important task (Gatrell, 1991; Isaac et al. …

Statistical discrimination from composition effects in the market for low-skilled workers

In a random search environment with two racial groups each composed of identical numbers of high and low productivity workers, firms use an imperfect screening device (interviews) to control hiring. If inconclusive interviews lead firms to hire majority workers but not minority workers, then the unemployment pool for majority workers is of higher average quality. This can justify the initial hiring choices. Color-blind hiring always eliminates racial disparities but is not necessarily beneficial; in the USA it would improve welfare with only a brief small increase in white unemployment.

Statistical Discrimination from Composition Effects in the Market for Low Skilled Workers

In a random search environment with two racial groups each composed of identical numbers of high and low productivity workers, firms use an imperfect screening device (interviews) to control hiring. If inconclusive interviews lead firms to hire majority workers but not minority workers, then the unemployment pool for majority workers is of higher average quality. This can justify the initial hiring choices. The model is calibrated to the market for high-school drop-outs in the USA. Color blind hiring always eliminates racial disparities but is not necessarily beneficial; in the USA it would improve welfare but white unemployment would increase.

Between the penthouse and the outhouse: the sorting of economics professors

Oyer (2007, 2008) considered the turnover of economics professors early in their careers. He found professors are more likely to move down from higher ranked schools than up from lower ranked schools. An asymmetric information model suggests this phenomenon is explained by imperfect screening at one's initial hiring. The smaller the fraction of more able individuals, and the more accurate the screening, the greater the chance downward movement exceeds upward movement.

건강근로자효과의 최소화 방안과 보정 방법

Healthy worker effect (HWE) refers to the consistent tendency for actively employed individuals to have a more favorable mortality experience than the population at large. Although HWE has been well known since the 1970s, only a few studies in occupational epidemiology have attempted to fully define and evaluate HWE. HWE can be separated into effects on the initial hiring into the workforce (healthy worker hire effect) and those on continuing employment (healthy worker survival effect). In this review, we summarize the methods for minimizingor adjusting for the healthy worker effect available in occupational epidemiology. It is noteworthy that healthy worker survival effect appears complicated, considering that employment status plays simultaneous roles as a counfounding variable and intermediate variable, whereas healthy worker hire effect may be adjusted by incorporating health status at baseline into the statistical model. In addition, two retrospective cohort studies for workers in the semiconductor industry and Vietnam veterans in Korea, respectively, were introduced, and their results were explained in terms of healthy worker effect.

LANDING A PERMANENT CONTRACT IN SPAIN: DO JOB INTERRUPTIONS AND EMPLOYER DIVERSIFICATION MATTER?*

A discrete-time multivariate hazard model with state-specific unobserved heterogeneity is applied to investigate whether an individual's employment history conditions her chances of eventually obtaining a stable position in a labour market characterized, like the Spanish one, by high levels of employment protection for permanent contracts. This paper highlights the relevance of taking into account whether or not the worker remains in the same firm when accumulating temporary contracts to test for the stepping stone effect of these contracts. My analysis focuses on a sample of Spanish labour market entrants aged between 18 and 28 for the 2000–7 period. The results suggest that firms sometimes use temporary contracts as a screening device, thereby raising the entrance rates into permanent contracts among those in their initial hiring pool. In other cases, however, workers may become ‘trapped’ in the temporary employment bracket after several months of recurrent temporary contracts between bouts of unemployment under the same employer causing a drop in their chances of obtaining stable work. By contrast, moving from one firm to another as a temporary worker might have a positive influence on exit rates to permanent employment.

Non-Wage Job Characteristics and the Case of the Missing Margin

I use the NLSY79 to estimate a job search model that distinguishes the relative importance of hiring wages, on-the-job wage growth potential and non-wage characteristics in workers' job choices. I find that non-wage characteristics are more important than initial hiring wages in determining job choices. To demonstrate the importance of accounting for non-wage characteristics and wage dynamics when evaluating public policies, I apply this model to estimate how workers value the improved non-wage characteristics and on-the-job wage growth potential that result when unemployment insurance enables them to search longer.

Exploring Institutional Hiring Trends of Women in the U.S. STEM Professoriate

AbstractThe presence of women in the United States science and technology professoriate depends on various factors, including the availability of a pool of qualified women with relevant doctorates and the elimination of policy constraints and institutional barriers to professional access. Recognizing that initial hiring in related science, technology, engineering, and mathematics (STEM) fields is a crucial step affecting gender composition and representation at all levels in the academic hierarchy, we focus on hiring profiles in institutions of higher learning to examine related trends and practices. In addition to the significant and inversely proportional influence of initial hiring on future trends, differences were noted relative to public or private control of the university and other institutional characteristics, providing a basis for further analyses of institutional dynamics restricting or enhancing favorable hiring policies and practices for STEM women faculty.

Belief flipping in a dynamic model of statistical discrimination

The literature on statistical discrimination shows that ex-ante identical groups may be differentially treated in discriminatory equilibria. This paper constructs a dynamic model of statistical discrimination and explores what happens to the individuals who nonetheless overcome the initial discrimination. If an employer discriminates against a group of workers in her initial hiring, she may actually favor the successful members of that group when she promotes from within the firm. The worker's welfare implications (i.e. who benefits from an employer's discriminatory hiring practices) are unclear. Even though agents face discrimination initially, some may be better off because of it.