Preferred Qualifications Research Articles

TRANSITIONING FROM AN INSTITUTIONALLY DEFINED CANDIDATE SEARCH TO THE ANALYTIC HIERARCHY PROCESS: IMPROVING FACULTY SELECTION

This article presents a comprehensive model using the Analytic Hierarchy Process (AHP) for faculty search and selection at a regional university. After developing and applying evaluation criteria based on generalized position descriptions, the search committee chose to revise the criteria using the AHP. The revision allowed for more detailed and relevant assessments of candidate competencies and experience. While full implementation of the AHP was time-constrained, outcomes revealed greater consensus regarding preferred qualifications and presented a clearly defined rationale to support recommendations. In the decision-making process, the main criteria included degree, teaching, student engagement, research, service, experience, and diversity. Some of the main criteria had associated detailed sub-criteria. Although the AHP is typically used early in the faculty selection process, in this specific scenario, the initial elimination of candidates from the pool was made simpler by clearly defining the required qualifications and then closely evaluating the preferred qualifications. This article aims to assist higher education institutions in prioritizing and ranking their selection criteria, which have been found to be similar across different institutions.

Geoscience Job Advertisements as a Barrier to Employment for People With Disabilities

Individuals with physical disabilities are largely underrepresented in the geoscience workforce. In this study, we analyzed over 2,500 job advertisements (ads) for entry-level geoscience positions across 19 industries to assess how inclusive the United States job market is for people with physical disabilities. We evaluated each ad’s Equal Opportunity Employer (EEO) and accommodation statements to create a measure of geoscience employers’ inclusive practices for people with disabilities. We coded each ad for instances where physical abilities (e.g., traversing rough terrain, driving a vehicle, lifting heavy objects) were listed as required or preferred qualifications and whether these abilities matched the core job function. A significant proportion of job ads (44%) did not include EEO statements, and of those that did, the language used was minimal or abbreviated. Additionally, only 18% of ads mentioned accommodations for people with disabilities. Of the ads that required physical abilities, only 19% requested physical abilities that matched the core job function. Students exploring their career options or applying for entry-level jobs may feel disadvantaged, restrict their applications, or dismiss geoscience careers if they have physical limitations, or if they perceive that the work environment is not inclusive. Overall, online geoscience ads could benefit from adding or modifying equal opportunity employment and accommodations statements to reflect a more inclusive workplace and could explicitly link requested physical abilities to the job description. These results could help employers consider possible modifications to their job advertisements and explore alternative strategies to promote a more inclusive geoscience workforce.

How to Get a Job Offer from a Smaller Joint Teaching‐Research Mission University and What to Do Once You Have It

How to Get a Job Offer from a Smaller Joint Teaching‐Research Mission University and What to Do Once You Have It

Academic Health Sciences Librarian Job Descriptions Do Not Frequently Reflect Emerging Skillsets and Changing Research Needs

Academic Health Sciences Librarian Job Descriptions Do Not Frequently Reflect Emerging Skillsets and Changing Research Needs

Automatic Student Analysis and Placement Prediction using Advanced Machine Learning Algorithms

The amenable statement with respective to Company Organization, Institution and students is that the company organization are taking more time to recruit which is a big challenge to them and there is no specific platform to recruit candidates on preferred qualifications. The Institutions are unable to get 100% placements among eligible students.The institutions doesn’t provide proper training on minimum and preferred qualifications to the students. The candidates are unable to get specific training from college organization. The college organization should provide the training to candidates at what they are lagging behind and make the students to get stronger in preferred qualifications and all other aspects. “52% of Talent Acquisition leaders say the hardest part of recruitment is screening candidates from a large applicant pool”. The time spent on screening students from a large pool often takes up the largest portion of the time. Despite College Organization are also not training students effectively based on company requirements. The analysis of student is to be done to know where the student is failing to get the placement. The company doesn’t know the personalityof the student while recruiting the students. To solve this bottleneck in recruiting we created this automation tool. The main process of determining whether a candidate is qualified based on minimum qualifications like CGPA, Certifications, Projects done, Internships and respectively. There are two main goals of this project are: 1. To decide whether to move the student forward to an interview or to reject them. 2. The college organization can give more training to the students those who got rejected by small issues like communication, programming, aptitude… This process is based on minimum qualifications and preferred qualifications. Both types of qualifications are more useful to the recruiters. These qualifications can include experience on projects, education, skills and knowledge, personality traits, competencies. The minimum qualifications are the mandatory qualifications that the company organizations required and preferred qualifications are not mandatory but to make the student stronger from other students. The personality and also technical knowledge can be given accurately by the faculty, mentor, H.O.D. Based on the qualifications, personality analysis, we can shortlist the students and proper analysis is done. So the recruiters don’t spend more time and college scan improve their placement percentage to 95% by improving more skills of the students, improving skills who are lagging behind (not short-listed). The colleges can predict how many students are going to be placed and who are needed to be trained more. The students can evaluate themselves about their suitable job role which make organizations easy to give job role to the students. This paper mainly concentrates on the career area prediction of computer science domain candidates.

Some Thoughts on Preferred Qualifications in the Search for Academic Jobs

In an effort to examine the fairness of academic job postings, advertisement sources (e.g., APA Monitor on Psychology, Higher Education Jobs, Indeed, the Chronicle of Higher Education) for academic positions (e.g., assistant professor, chairs, deans, presidents) were reviewed to identify examples of the “required” and “preferred” qualifications associated with particular academic positions. “Required” qualifications are generally defined as being inherent to the performance of the job (e.g., a doctoral degree) and are under the control of the applicant. This article argues that “preferred” qualifications are under the control of the institution advertising the academic position and that, in some cases, they should not be emphasized because they are unnecessary, unconnected to the environmental context or to the nature of the job, discriminatory, and invented. In addition, there are also scenarios where a given preferred qualification would be critical to performing the job, and would in fact be a required qualification for that job. This article describes these types of qualifications in more detail and provides real world examples of their use in academic job listings.

Designing a Resilience Program for Critical Care Nurses.

Workplace stress can affect job satisfaction, increase staff turnover and hospital costs, and reduce quality of patient care. Highly resilient nurses adapt to stress and use a variety of skills to cope effectively. To gain data on a mindfulness-based cognitive therapy resilience intervention for intensive care unit nurses to see if the intervention program would be feasible and acceptable. Focus-group interviews were conducted by videoconference with critical care nurses who were members of the American Association of Critical-Care Nurses. The interview questions assessed the feasibility and acceptability of a mindfulness-based cognitive therapy program to reduce burnout syndrome in intensive care unit nurses. Thirty-three nurses participated in 11 focus groups. Respondents identified potential barriers to program adherence, incentives for adherence, preferred qualifications of instructors, and intensive care unit-specific issues to be addressed. The mindfulness-based cognitive therapy pilot intervention was modified to incorporate thematic categories that the focus groups reported as relevant to intensive care unit nurses. Institutions that wish to design a resilience program for intensive care unit nurses to reduce burnout syndrome need an understanding of the barriers and concerns relevant to their local intensive care unit nurses.

Exploring employer job requirements: An analysis of pharmacy job announcements

ObjectivesPostgraduate training, dual degrees, and board certifications are credentials viewed by academic pharmacy communities and professional organizations as positive assets for those seeking pharmacist jobs; however, a key question merits further investigation: do these views match employer expectations? The primary objective of this study was to identify the most common qualifications employers require as stated in job advertisements. MethodsPharmacist job postings from the aggregate jobs website Indeed.com were evaluated for the 20 largest metropolitan areas in the United States. Search criteria included: pharmacist, full-time, and within a 50-mile radius of the metropolitan area. Positions were excluded if they were not pharmacist specific, did not require a pharmacy degree, were part-time, or were temporary. Required and preferred qualifications were collected in the following categories: practice type, experience needed, training, certification, and desired skills. ResultsSix hundred and eleven of 1356 postings met inclusion criteria. Positions were classified as community (113), health-system (264), industry (149), academia (9), or other (76). Four hundred and six (66.4%) required a minimum of a Bachelor’s of Pharmacy degree, while 174 (28.4%) required a Doctor of Pharmacy degree. Experience was required for 467 positions (range of 6 months to 14 years). Postgraduate training was required for 73 positions (66 residency/7 fellowship). One job required a Master’s degree, type unspecified. BPS certifications were required for 7 positions (1.1%) and preferred for 22 positions (3.6%). Certifications and skills most required by employers were verbal and written skills (248), Microsoft Office proficiency (93), immunization certifications (51), and Basic Life Support/Cardiopulmonary Resuscitation certifications (37). ConclusionPostgraduate training, dual degrees, and board certification were not significant factors in the qualification criteria for the positions identified. The qualifications most often required by employers were experience and skills. Our findings indicated that employers wanted many soft skills that cannot be quantified.

Sales Training in Career Preparation: An Examination of Sales Curricula in Sport Management Education

Sales skills have become one of the most common requirements within sport management job postings. As thousands of graduates compete in a competitive career market, it is essential to better understand not only the needs of the industry but also the qualifications expected of sport management majors. The current study examines 481 colleges and universities as well as 10 sport management hiring managers to determine the prominence of sales courses within sport management curricula as well as industry perceptions of preferred qualifications. Results indicated 26.2% of sport management curricula in the United States offer a sales class, while 73.8% do not. Of those that do offer sales, 59% of the institutions make the course a requirement, while 41% offer the class as an elective. Qualitative findings from hiring managers included disagreement regarding degree-based value, the desire for prior face-to-face experience and a passion for sales as essential hiring qualifiers, and expectations of the industry/sal...

Assessing the Value of a College Degree in Outdoor Education or Recreation: Institutional Comparisons Using the College Scorecard and Surveys of Faculty and Employers

In this article, we report on research undertaken in 2016 to assess a number of trends influencing the current status of degree-granting outdoor programs in the United States, including factors that bear on the value of degrees. We analyze data provided by the U.S. Department of Education’s College Scorecard and results of a survey comparing 59 programs in the United States by size, geographic region, and public/private status, focusing on cost, postgraduate employment, and select program features tied to alumni employability. Results are discussed in the context of wider trends in higher education, projections for job growth in outdoor areas, and preferred qualifications as reported by employers. Findings are useful for identifying challenges and opportunities for active outdoor fields as a whole and may help individual programs situate themselves among comparators in a way that informs future planning.View Seaman and Bell talking about this article on Facebook.Subscribe to JOREL.

JULY 2014 PLACEMENT ADS

JULY 2014 PLACEMENT ADS

JANUARY 2014 PLACEMENT ADS

JANUARY 2014 PLACEMENT ADS

What Employers Want: Entry-Level Qualifications for Music Librarians

This study investigates skills and aptitudes required and preferred by institutions for entry-level professional employment in music librarianship. All announcements from the Music Library Association’s Job Placement Service’s Job List 2008–2011 were examined, and entry-level professional positions were extracted. Each was then categorized by primary responsibilities, and required and preferred qualifications were coded. Data indicate that while some required skills are common among the field’s specialties, each job type demands unique training and abilities.

Academic Faculty Qualifications for Community/Public Health Nursing: An Association of Community Health Nursing Educators Position Paper

The Association of Community Health Nursing Educators (ACHNE) has developed a number of documents designed to delineate the scope and function of community/public health nursing (C/PHN) educators, researchers, and practitioners. Consistent with the mission of ACHNE, this position paper entitled Academic Faculty Qualifications for Community/Public Health Nursing has been developed by the Faculty Qualifications Task Force. The shortage of qualified nursing faculty has been well documented. In particular, this shortage has increased the difficulty in having sufficient numbers of faculty who are educationally and experientially qualified to teach in the C/PHN specialty. ACHNE is addressing this concern by setting forth preferred qualifications for faculty to teach C/PHN at both the graduate and undergraduate level. While we recognize that the current faculty shortage may require schools to use faculty to teach in areas in which they do not have appropriate formal preparation, the paper outlines best practices for teaching C/PHN, a goal we urge all schools of nursing to work toward. Task Force members developed an earlier draft of the document in fall 2008, and input was solicited and received from ACHNE members and considered in the final document, which was approved by the ACHNE Executive Board in July 2009.

Preferred Body Type of Fitness Instructors among University Students in Exercise Classes

This study examined the relationship between participants' physique anxiety, eating behaviors, somatotype, and the preferred qualifications and body type of a fitness instructor. Subjects were 171 students attending fitness classes at a university. Analysis indicated that the women preferred a thinner fitness instructor than men and that enthusiasm, motivation, and being physically fit were considered the most important characteristics overall. No significant racial differences in key variables were found.

Qualifications for a Serials Librarian in an Electronic Environment

Technological demands significantly complicate the careers of librarians. Dynamic growth and changes in information technology plus the introduction of electronic journals into library collections create serious challenges in organizing and managing information and collections. The author examines the most frequently required and preferred qualifications and knowledge demands for a serials librarian. Based on job announcements in academic institutions from the years 1999–2001, the analysis reveals what new skills a person needs to manage electronic information and also suggests some professional development opportunities that improve competencies for serials librarians. Serials Review 2002; 28:33–37.

Qualifications for a Serials Librarian in an Electronic Environment

Technological demands significantly complicate the careers of librarians. Dynamic growth and changes in information technology plus the introduction of electronic journals into library collections create serious challenges in organizing and managing information and collections. The author examines the most frequently required and preferred qualifications and knowledge demands for a serials librarian. Based on job announcements in academic institutions from the years 1999–2001, the analysis reveals what new skills a person needs to manage electronic information and also suggests some professional development opportunities that improve competencies for serials librarians. Serials Review 2002; 28:33–37.