Recruitment Problems Research Articles

Current practices and the potential for individuals with criminal records to gain qualifications or employment within social work: a scoping review

ABSTRACT Social work has long-standing, well-recognized problems of recruitment and retention in England and many other jurisdictions. Policymakers and employers are exploring if there are untapped sources of potential employees. We conducted a scoping review in 2018 to explore current practices and the potential to employ people with criminal records in the social work profession in England. Eighteen studies were located and two themes were identified within these: 1) the potential for people with criminal records to gain qualifications in social work and 2) the potential for people with criminal records to gain employment within social work. More research is needed to establish evidence about current responses to applications from people with criminal records seeking to access training and employment. More evidence is also needed about current practices in decision-making by all parties, together with exploration of people with criminal records’ experiences of gaining qualifications in social work and then seeking employment, changing employers and pursuing career progression.

Quality of life and psychological outcomes of body-weight supported locomotor training in spinal cord injured persons with long-standing incomplete lesions.

Health-related quality of life (HRQOL) data from two parallel independent single-blinded controlled randomized studies of manual (Study 1) and robotic (Study 2) locomotor training were combined (ClinicalTrials.gov #NCT00854555). To assess effects of body-weight supported locomotor training (BWSLT) programs on HRQOL in persons with long-standing motor incomplete spinal cord injury and poor walking function. Two inpatient rehabilitation facilities and one outpatient clinic in Norway. Data were merged into intervention (locomotor training 60 days) or control group ("usual care"). Participants completed questionnaires before randomization and 2-4 weeks after the study period, including demographic characteristics, HRQOL (36-Item Short-Form Health Status Survey, SF-36), physical activity (The International Physical Activity Questionnaire Short Form, IPAQ-SF), exercise barrier self-efficacy (EBSE), and motivation for training (Behavioral Regulation in Exercise Questionnaire, BREQ). Physical outcomes i.e., Lower extremity motor score (LEMS) was assessed. The main outcome was change in HRQOL. Secondary outcomes included changes in IPAQ-SF, EBSE, BREQ, and physical outcomes. We recruited 37 of 60 predetermined participants. They were autonomously motivated with high baseline physical activity. BWSLT with manual or robot assistance did not improve HRQOL, though LEMS increased in the BWSLT group compared with control group. The study was underpowered due to recruitment problems. The training programs seem to benefit LEMS, but not other physical outcomes, and had minimal effects on HRQOL, EBSE, and motivation. Autonomous motivation and high physical activity prior to the study possibly limited the attainable outcome benefits, in addition to limitations due to poor baseline physical function.

User Recruitment for Enhancing Data Inference Accuracy in Sparse Mobile Crowdsensing

Sparse mobile crowdsensing is a practical paradigm for large sensing systems, which recruits a small number of users to sense data from only a few subareas and, then, infers the data of unsensed subareas. In order to provide high-quality sensing services under a budget constraint, we would like to select the most effective users to collect useful sensing data to achieve the highest inference accuracy. However, due to the variable user mobility and complicated data inference, it is really challenging to directly select the best user set which helps the most with data inference. From the user's side, we can obtain the probabilistic coverage according to the users' mobilities, while the probabilistic coverage cannot indicate the data inference accuracy directly. From the subarea's side, we may identify some more useful subareas under the current states (e.g., the previous sensed subareas and the current expected coverage), while these useful subareas may not be covered by the users. Moreover, both the user mobility and data inference introduce a lot of uncertainty, which yields nonmonotonicity and thus nonsubmodularity in the user recruitment problem. Therefore, in this article, we study the user recruitment problem on both the user's and subarea's sides and propose a three-step strategy, including user selection, subarea selection, and user-subarea-cross (US-cross) selection. We first select some candidate user sets, which may cover the most subareas under the budget constraint (user selection), then estimate which subareas are more useful on data inference according to the selected candidates (subarea selection), which finally guides us to recruit the best user set (US-cross selection). Extensive experiments on two real-world data sets with four types of sensing tasks verify the effectiveness of our proposed user recruitment algorithms, which can effectively enhance the data inference accuracy under a budget constraint.

Comparison of randomized controlled trials discontinued or revised for poor recruitment and completed trials with the same research question: a matched qualitative study

BackgroundMore than a quarter of randomized controlled trials (RCTs) are prematurely discontinued, mostly due to poor recruitment of patients. In this study, we systematically compared RCTs discontinued or revised for poor recruitment and completed RCTs with the same underlying research question to better understand the causes of poor recruitment, particularly related to methodological aspects and context-specific study settings.MethodsWe compared RCTs that were discontinued or revised for poor recruitment to RCTs that were completed as planned, matching in terms of population and intervention. Based on an existing sample of RCTs discontinued or revised due to poor recruitment, we identified matching RCTs through a literature search for systematic reviews that cited the discontinued or revised RCT and matching completed RCTs without poor recruitment. Based on extracted data, we explored differences in the design, conduct, and study settings between RCTs with and without poor recruitment, separately for each research question using semi-structured discussions.ResultsWe identified 15 separate research questions with a total of 29 RCTs discontinued or revised for poor recruitment and 48 RCTs completed as planned. Prominent research areas in the sample were cancer and acute care. The mean number of RCTs with poor recruitment per research question was 1.9 ranging from 1 to 4 suggesting clusters of research questions or settings prone to recruitment problems. The reporting quality of the recruitment process in RCT publications was generally low. We found that RCTs with poor recruitment often had narrower eligibility criteria, were investigator- rather than industry-sponsored, were associated with a higher burden for patients and recruiters, sometimes used outdated control interventions, and were often launched later in time than RCTs without poor recruitment compromising uncertainty about tested interventions through emerging evidence. Whether a multi- or single-center setting was advantageous for patient recruitment seemed to depend on the research context.ConclusionsOur study confirmed previously identified causes for poor recruitment, i.e., narrow eligibility criteria, investigator sponsorship, and a reduced motivation of patients and recruiters. Newly identified aspects were that researchers need to be aware of all other RCTs on a research question so that compromising effects on the recruitment can be minimized and that a larger number of centers is not always advantageous.

Rekrutmen Partai Golkar Pada Pemilu Legislatif 2019

This study describes the Golkar Party recruitment process in the 2019 Legislative Election with a case study of the allocation of seats in the Tangerang Districts A and B districts. The problem of recruitment has an impact on the distribution of legislative candidates in allocating DPRD seats, in PKPU RI Number 16 Year 2017 Concerning the Arrangement of Electoral Districts and Chair Allocation Members of the Regency/City Regional People's Representative Council in the General Election, that the seat allocation is a determination of the number of seats in an electoral district. This study used qualitative methods by conducting in-depth interviews and literature studies through sources relevant to this research. The results of the study show that the Golkar Party recruitment pattern is still using the old pattern, namely by using the recruitment system during the new order and trying to retain traditional (old) voters. In the upcoming recruitment, Golkar must involve various elements in the community and the beginning of the recruitment must start from the "grassroots" which can gradually occupy the party management positions.
 Keywords: Recruitment, Golkar Party, Seat Allocation, and Electoral District.

Conflict-Aware Participant Recruitment for Mobile Crowdsensing

In mobile crowdsensing, numerous smartphone users fulfill a complex environmental or social task in a cooperative way, in which participant recruitment or task allocation is a fundamental issue. Various mechanisms have been proposed to motivate normal users to participate in sensing tasks or provide high-quality sensing data. However, there exist some conflicts among tasks and participants, which make participant recruitment a challenging issue. For this issue, a conflict-aware participant recruitment (CAPR) mechanism is proposed for mobile crowdsensing, where there may exist task correlations and conflicts. First, two definitions of conflicts are introduced, and then, the participant recruitment problem is formalized. Next, an efficient heuristic algorithm is proposed followed by the payment determination and reputation update of participants. Simulation results indicate that the proposed mechanism can effectively improve the platform utility and the average task quality while guaranteeing no conflicts in fulfilling sensing tasks.

Money and Family Matter: Political Recruitment in the Golongan Karya Party of Banten Province

Meritocracy is still a fundamental problem in political recruitment in Indonesia, especially in political parties. Although reform has penetrated all state institutions and the entire life of the nation and state, political parties became one of the institutions that remained unmoved by the old tradition even with several adaptations to follow the demands of democratization. This research was conducted with a qualitative approach to study the process of political recruitment in the Banten Province Golongan Karya Party, ahead of the 2019 General Election. It was chosen because of its existence as the most experienced major party. The results of the study prove that the poor face of political recruitment of legislative candidates is more determined by financial strength and nepotism. Formal selection is done, but the process is not accountable enough as well as the results. As a result, it will be closely related to the election of members of the legislature who have not only doubted their capabilities but also their integrity as reflected in the low quantity and quality of policies produced and the proliferation of corruption cases involving many legislative members at the central and regional levels.

Working for an entrepreneur: heaven or hell?

Recruiting employees to an entrepreneurial venture is a challenging task. From the employee’s perspective, accepting a position in an entrepreneurial venture potentially implies considerable uncertainty. This paper provide a literature review and identifies research gaps related to labor mobility of employees into and out of entrepreneurial firms. Who works for an entrepreneur? What are the conditions under which the employees of entrepreneurial firms work? Additionally, labor mobility after an employee works for an entrepreneurial firm is discussed. In conclusion, the quality of the jobs generated by entrepreneurial firms may be questionable (and still relatively unexplored in empirical research), but they are nevertheless important from a labor dynamic perspective. Better understanding about motives to work for an entrepreneur, issues related to job security beyond survival rates, and job quality may contribute to ease the recruitment problems that many entrepreneurial firms struggle with. Furthermore, the relevance and potential pros and cons of working for an entrepreneurial firm in future career paths (entrepreneur or employee) need to be carefully addressed in future research.

Workshop: Health workforce meets HSR: Tackling regional inequalities in health service provision

Abstract Background Many countries across Europe are facing considerable challenges in providing accessible and high quality care regardless of where people live. A major element is the difficulty that countries face to attract and retain health care professionals to work in remote and rural areas. This applies to primary care services as well as to hospital care, and to the care provided by physicians and other health professionals, including nurses. A widely shared question is therefore how to safeguard access to health care in rural areas and to solve recruitment and retention problems in such regions, both of medical and nursing staff. The workshop will build on last year’s joint workshop of the Sections on HSR and HWR that ended with questions related to how to organize accessible and equitable health services including the workforces required to do so. Objectives This workshop will provide a snapshot of studies from across the European region, with a particular focus on differences between rural and urban health care practices and the types of solutions being used to reduce regional disparities in provision of care. This often refers to retention and recruitment strategies, but the session will also address other types of solutions in the organization of care that can help ensure accessible care, including in vulnerable regions and settings. Tackling this challenge will therefore require a joint approach, tapping into experience from health workforce research as well as wider health services research, bringing together research into the organization and management of healthcare and into the health human resources providing this care, operated from different angles and being informed by different research traditions and data sources. Based on statements, we will discuss the topic of how to organize accessible and equitable health services including the workforces required to do so after the presentations. Key messages Workforce policies should focus on retaining primary care workforce in rural areas and integrated policies should attract new primary care practices. Both in primary care and hospital care new solutions are being sought which should help resolve regional differences in access to care and attractiveness for the health workforce.

Precise Inspection Method of Solar Photovoltaic Panel Using Optical and Thermal Infrared Sensor Image Taken by Drones

The inspection of the solar panel using the drone has already been put into practical use. However, this method requires an initial investment cost as compared with the conventional method, and it may take a cost such as image processing. In addition, there are challenges such as the ability to carry out the necessary maintenance of the law even if technically possible. Nowadays, the introduction of drones is proceeding in such a way as to check the points of abnormalities through simple flight. The advantage of this method is that safety enhancement and inspection speed are greatly improved compared to the case of performing the inspection by the conventional method. For companies, the use of drones and thermal infrared sensors for inspection can be used to reduce the population and to reduce the problems of recruitment, and to improve the efficiency and reduce the cost by simplifying the inspection procedure with fewer personnel will be. The purpose of this study is to develop a method to accurately detect abnormal points by making thermal infrared images of orthographic images by improving the inspection method through simple flight of drone. The study investigated whether it is possible to precisely check the point where the problem is located under the condition of insufficient solar radiation at the site installed by a small developer. We propose a method that can accurately distinguish between normal and abnormal panel points in images taken using drones and thermal infrared sensors, and how to accurately detect abnormal points by focusing on problem panels. Abnormal points were found to be very accurate and efficient to find and inspect panel more than the temperature range value of each panel.

Training marketing by German companies – which training place characteristics are communicated?

Context: Although the German dual system of vocational education and training makes a major contribution to securing the supply of skilled workers for trade and industry, its function has been under scrutiny for several years. Companies are finding it increasingly difficult to recruit trainees, and increasing numbers of training places are vacant. However, such recruitment problems tend to be concentrated in certain occupations rather than occurring across all sectors equally. This has led to a significant increase in competition among companies seeking to secure the services of trainees in various occupations and calls into question the extent to which such fierce rivalry is reflected in the type of training marketing they conduct. 
 Approach: This paper investigates the training place characteristics companies communicate in their advertisements. Among these characteristics, differences exist in the general conditions of training, requirements for trainees and incentives the companies provide. Latent class analyses were used to investigate the patterns revealed in the training place characteristics and to examine if the frequency with which patterns occur correlates with whether a company is seeking trainees for an occupation with or without recruitment problems and with company size. The analyses were based on data collected from 1,939 small and medium-sized enterprises via standardised telephone interviews conducted at the beginning of 2016. The companies in question had offered training places in one of nine selected dual occupations. Four of the training occupations considered have recruitment problems. There are no recruitment difficulties in the other five.Findings: The single group latent class analysis initially conducted resulted in a model with three latent classes exhibiting clearly differentiated patterns of training place characteristics. As well as focusing on general conditions and the requirements for training, the “aggressive” pattern mainly emphasises the incentives the training place or company offered. The “requirements-oriented” pattern concentrates on the future requirements for trainees. The “basic” pattern communicates only a very few fundamental training place characteristics. A subsequent multi-group latent class analysis revealed evidence that small and medium-sized enterprises offering training are more likely to display an aggressive pattern in occupations with recruitment problems than SMEs providing training in occupations where there are no recruitment difficulties. By the same token, small and medium-sized enterprises with training provisions in occupations with recruitment problems are less likely to exhibit training marketing aligned to the requirements of applicants than firms offering training in occupations without recruitment difficulties, although this is significantly clearer amongst small companies than medium-sized companies. Nevertheless, the class with requirements-oriented marketing constitutes the largest class for all four company groups. Conclusion: The results indicate that conditions in the training market affect the training marketing companies carry out. However, they also show that companies are more likely to use their training marketing to react to recruitment problems that have already occurred rather than take a preventative approach towards such difficulties. For small companies in particular, the limitations in resources available for more elaborate training marketing likely contribute to this approach. Nevertheless, further research is needed to consolidate the outcomes identified here.

Формирование международных команд в гостиничном бизнесе на основе развития кросскультурных коммуникативных компетенций

The modern period of development of tourist and hotel business is characterized by the further development of the processes of globalization and internationalization of markets. This article is devoted to the improvement of hotel personnel management processes in a cross-cultural environment. We consider cross-cultural relationships in the hospitality industry, an ethnocentric approach in the formation of a hotel chain culture, and cross-cultural aspects of personnel management that contribute to the formation of a corporate value system. The article discusses the problem of recruitment and effective management in a multicultural workforce. An analysis is made of the influence of national peculiarities of personnel from different countries on the formation of a corporate culture and, as a result, on the management style. The authors argue that the intersection of various national cultures in the conditions of the functioning of the international hotel chain leads to the formation of a new type of hotel personnel management. Based on the analysis of the problems existing in the hotel management of international hotel chains, a grouping of cross-cultural personnel competences was proposed using the reception and accommodation services as an example. Arguments are presented justifying the need to take into account the differences of each group in the work of the managers of the contact zone of the reception and accommodation services and in the process of serving the guest during their stay. Cross-cultural communication competences in the hotel industry are a new, higher level of personnel management. The expediency of applying effective methods of selection, continuous professional retraining and hotel personnel management that would take into account the cultural characteristics of employees, which is a key success factor for the organization of the hotel business, is argued. An algorithm for introducing cross-cultural competencies in hotel management through the use of educational management tools is given. The intercultural, interlingual competences used in hotel management represent the basis of a new approach to the high level of customer service of hotels. The authors come to the conclusion that this is one of the features and conditions for the safe existence of international chain companies of the hotel business.

Supporting ex-service personnel moving to social care work with older people: a systematic rapid review of the role of education

Purpose The purpose of this paper is to review evidence about the role of education in supporting ex-service personnel to move to social care work with older people. Social care has long-standing, well-recognised problems of staff recruitment and retention in many jurisdictions. Within ageing societies, the need for more social care staff is predicted to rise. Therefore, policy makers and employers are exploring if there are untapped sources of potential employees. Some ex-service personnel may be interested in exploring a move to social care work with older people but may need to gain additional qualifications. Design/methodology/approach Databases and grey literature were searched systematically to provide an overview of the evidence on this topic. Six articles were included in the review. Findings A narrative analysis revealed two themes: preparing ex-service personnel for enrolment onto health and social care programmes, and supporting ex-service personnel during health and social care programmes. Research limitations/implications This review was confined to English language studies published between 2008 and 2018. Few mentioned specific user or client groups. Originality/value This review identified evidence gaps relating to whether the skills, education, training and experience gained in the armed services are transferable to civilian social care work with older people; the types of support which are offered to ex-service personnel who are interested in completing qualifications necessary for social care roles and the views of ex-service personnel about their experiences of completing educational courses to facilitate a transition into social care work with older people.

Individualising breast cancer treatment to improve survival and minimise complications in older women: a research programme including the PLACE RCT

Individualising breast cancer treatment to improve survival and minimise complications in older women: a research programme including the PLACE RCT

Tackling the Problem of Ambulatory Faculty Recruitment in Undergraduate Medical Education: An AAIM Position Paper

Historically, training within internal medicine has offered a comprehensive and deep understanding of adult medical issues, with a particular emphasis on critical thinking as well as diagnosis and management of complex medical disease. However, as hospital admissions decline and length of stay shortens, it is not possible to learn the breadth of internal medicine on the basis of inpatient service alone. The management of diseases in the inpatient setting and in the outpatient setting is significantly different.

Why do Danish junior doctors choose general practice as their future specialty? Results of a mixed-methods survey

Background: A well-staffed and an efficient primary healthcare sector is beneficial for a healthcare system but some countries experience problems in recruitment to general practice.Objectives: This study explored factors influencing Danish junior doctors’ choice of general practice as their specialty.Methods: This study is based on an online questionnaire collecting quantitative and qualitative data. Two focus-group interviews were conducted to inform the construction of the questionnaire to ensure high content validity. All Danish junior doctors participating in general practice specialist training in 2015 were invited to participate in the survey, from which both qualitative and quantitative data were collected. The data was analysed using systematic text condensation and descriptive statistics.Results: Of 1099 invited, 670 (61%) junior doctors completed the questionnaire. Qualitative data: junior doctors found educational environments and a feasible work–life balance were important. They valued patient-centred healthcare, doctor–patient relationships based on continuity, and the possibility of organizing their work in smaller, manageable units. Quantitative data: 90.8% stated that the set-up of Danish specialist-training programme positively influenced their choice of general practice as their specialty. Junior doctors (80.4%) found that their university curriculum had too little emphasis on general practice, 64.5% agreed that early basic postgraduate training in general practice had a high impact on their choice of general practice as their specialty.Conclusion: Several factors that might positively affect the choice of general practice were identified. These factors may hold the potential to guide recruitment strategies for general practice.

SUN-335 NEPHROLOGY IMMERSION: A SUCCESSFUL NATURAL EXPERIMENT

The story began in January 2009 when Medical Resident 1 began working on Nephrology research tasks with the last author as an undergraduate student. This “natural experiment” arose unintentionally, not conceived of as an experiment until the present first author began doing similar Nephrology research tasks in January 2018 as a premed student and decided to test the “jumping into the deep end of the pool” immersion approach to learning kidney medicine and kidney pathology before medical school. This method is quite different from the usual stepwise acquisition of knowledge in classical medical education in medical school. Just like other immersive education, nephrology immersion was established by the inclusion of premedical students in a renal pathology and nephrology lab. The students worked with pathologists and clinicians on a daily basis, gaining knowledge of the specialty by attending weekly nephrology/pathology rounds, regularly studying renal biopsies from the hospital, and completing online and in-person curricula meant for nephrology trainees (eg. the American Society of Nephrology Kidney Week Early Program ‘Fundamentals of Renal Pathology’). The students demonstrated understanding of kidney pathology and nephrology material in several ways: successful completion of standardized curricula, weekly preparation and presentation of kidney biopsy cases at pathology/nephrology rounds, and training new pathology fellows. A necessary component is that the student must suspend belief that she has truly mastered the subject until she is in medical school and learns the surrounding context of related subjects necessary to fully understand nephrology. However, if this sort of nephrology immersion education can succeed safely and comfortably, such students preloaded with nephrology knowledge before medical school are a solution to the looming recruitment problems in Nephrology, because such students are very likely to choose a career in Nephrology because they are pre-equipped with specialized knowledge of the field. Standardized curricula make it easy to assess the knowledge of such immersion students and they perform at a level comparable to current nephrology fellows, despite lacking full “medical” understanding of the subjects. Immersion is an effective education technique in many other areas of human endeavour, and represents an additional innovative approach to kidney education, something the American Society of Nephrology (ASN) is seeking in several of its programs.

PERSONNEL SELECTION BASED ON INTEGRATED MULTI-CRITERIA DECISION MAKING TECHNIQUES

Personnel selection is the most important process in human resources management discipline since a right selection contributes to other human resources management functions directly. An effective match indicates the quality of human resources department in an establishment. The process of selecting the most matching personnel is regarded as a ‘Multi Criteria Decision Making’ problem because of various criteria (qualitative and quantitative) for specific business positions. Hence, ‘Multi Criteria Decision Making’ techniques are very suitable to solve recruitment problems via finding the optimal candidate for a job position. This paper proposes a model that includes Decision Making Trial and Evaluation Laboratory (DEMATEL), Analytical Network Process (ANP) and Elimination and Choice Expressing the Reality (ELECTRE) tools for the first time to overcome this problem. In the first step of the methodology, network relations of the job criteria are identified by DEMATEL method. Afterwards, the network relations are used as inputs in the ANP process and the importance weights of the job criteria are obtained via ANP method. Finally, ELECTRE method is implemented to rank the applicants. In all the steps, expert opinions are utilized and the integrated methodology is implemented in a corporation to show its applicability. Therefore, this study contributes to the literature both theoretically and practically.

Reflections of Preservice Teachers of Color: Implications for the Teacher Demographic Diversity Gap

The reproduction of white supremacist culture in schools continues to marginalize Students of Color in a variety of implicit and explicit ways. A diverse teacher workforce not only helps to disrupt the direct effects of racism on Students of Color, but also prepares all students for successful democratic participation in a diverse global society. This article uses a portion of qualitative interview data from undergraduate Preservice Teachers of Color from a dissertation study completed within a College of Education at a minority-serving public university in the southwestern United States. This study adds to the literature on the complex issues that have resulted in our nation’s teacher demographic diversity gap. The findings from these data reveal meaningful teacher–student encounters that eight successful Preservice Teachers of Color have experienced during their K12 education and how these experiences affected their drive to become a teacher. The findings confirm that resolving the teacher diversity gap is more than a simple recruitment problem. Practitioners, scholars, and policy-makers must attend to the climate and culture of schools, in particular the racialized experiences of Students of Color, if we hope to begin to address the complexity of this issue. All names and places are pseudonyms. Participants chose their pseudonym, and their identifying categories listed are directly from how they identified themselves during the interviews.

Recruitment and Retention of International School Teachers in Remote Archipelagic Countries: The Fiji Experience

In current school environments, teacher recruitment, turnover, and retention present significant problems, particularly for rural and remote international schools in archipelagic countries. Employing the Social Cognitive Career Theory (SCCT), this study analyzed international school teachers with teaching experience at a Fijian international school about their career development, retention ideas, and the decision of teaching service. As there is not a large population of international school teachers in archipelagic countries due to the unique environment of the school and country, the researcher employed the Interpretative Phenomenological Analysis (IPA) to better understand six international school teachers who have taught and are teaching at one of the Fijian international schools. The study categorized two directions for leaving and staying at a remote location. Participants indicated that the managerial styles, negative leadership, and limited social networking were the most significant challenges while respectfulness and simple living style were the most significant advantages of their Fijian teaching experience. As this study mainly focused on the issues for rural, remote, and archipelagic countries, the result of this study serves as one of the first blueprints for organizational leaders in those regions to improve their management styles in order to recruit and retain their skillful professionals.