Recruitment Interview Research Articles

Working together in health research: a mixed-methods patient engagement evaluation

BackgroundIn patient-oriented research (POR), patients contribute their valuable knowledge and lived-experiences to work together as active research partners at all stages of the health research cycle. However, research looking to understand how patient research partners (PRPs) and researchers work together in meaningful and collaborative ways remains limited. This study aims to evaluate patient engagement with the RePORT Patient Advisory Council (PAC) and to identify barriers and facilitators to meaningful patient engagement encountered within research partnerships involving patient research partners and researchers.MethodsThe RePORT PAC members included nine PRPs and nine researchers (clinician-researchers, research staff, patient engagement experts) from both Alberta and British Columbia. All members were contacted and invited to complete an anonymous online survey (Public and Patient Engagement Evaluation (PPEET) tool) at two different project times points. The PAC was invited for a semi-structured interview to gain in-depth understanding of their experiences working together. Interviews were audio-recorded, transcribed, and the data was thematically analyzed with the support of a qualitative analysis software, NVivo.ResultsA total of nine PRPs (100%) and three researchers (33%) participated in the baseline survey in February 2022 while six PRPs (67%) responded and three researchers (33%) completed the follow up survey in May 2022. For the semi-structured interviews, nine PRPs (100%) and six researchers (67%) participated. According to the survey results, PAC members agreed that the supports (e. g. training, compensation) needed to contribute to the project were available throughout the project. The survey responses also showed that most members of the PAC felt their opinions and views were heard. Responses to the survey regarding diversity within the PAC were mixed. There were many suggestions for improving diversity and collaboration provided by PAC members during the semi-structured interviews. PAC members mentioned that PAC PRPs informed the co-development of research materials such as recruitment posters and interview guides for the RePORT study.ConclusionsThrough fostering a collaborative environment, we can engage a diverse group of people to work together meaningfully in health research. We have identified what works well, and areas for improvement within our research partnership involving PRPs and researchers as well as recommendations for POR projects more broadly, going forward.

The relationship between the production and liquidity of a company with the selection and hiring of personnel

When carrying out a recruitment or selection process, it is important to take into account a series of factors that, in some situations, may develop incorrectly, with unfavorable effects that end up affecting the company. The company uses its employees more because it wants them to contribute more. It should be noted that in the recruitment and selection of personnel, techniques such as training, competency assessment, motivation, flexibility or adaptation to change were mentioned. The company was evaluated, and the increase in production and liquidity will be based on the use of seeking or not the necessary vacancy for other areas. Since the data was collected using a specific and defined instrument, the focus of this study is quantitative. As it seeks to identify the causes of facts and physical or social phenomena, the investigation has an explanatory scope. It should be noted that the main objective of this research is to determine the problems that have occurred in the organization responsible for the commercialization of food products with the selection and hiring of personnel. And based on the results, it can be concluded that the biggest problems are: The lack of a clear understanding of the company's need for human talent (31%). Absence of key personnel during recruitment interviews (19%), and 56% of surveyed employees at the company believe that problems that have arisen during selection and recruitment processes have led to increased staff turnover, which This makes it difficult to define the needs of the company.

Anaesthetic recruitment interview performance and ethnicity.

Anaesthetic recruitment interview performance and ethnicity.

European adaptation of the Harmonized Cognitive Assessment Protocol: Methodological lessons learned from SHARE‐HCAP

AbstractBackgroundAlzheimer’s disease and related dementias pose a major epidemiological challenge worldwide. A key impediment to dementia research is the availability of internationally comparable cognitive assessments that are socio‐culturally adapted and language appropriate. The Survey of Health, Ageing and Retirement in Europe‐ Harmonized Cognitive Assessment Protocol (SHARE‐HCAP) study aims to use multistage translation and pre‐statistical harmonization procedures to develop an in‐depth neuropsychological battery that assesses cognition in a population‐based survey administered across Continental Europe.MethodSHARE‐HCAP will assess cognitive functioning using the HCAP – an hour‐long neuropsychological test battery and informant interview developed for the Health and Retirement Study and similar population‐based ageing surveys. The survey will be implemented in five European countries (Czech Republic, Denmark, France, Germany, Italy) in a stratified study sample of 2,500 SHARE panel respondents. SHARE‐HCAP’s adaptation procedures include the a) development of socio‐culturally appropriate recruitment strategies and interview techniques, b) translation of HCAP content, including study documents, test materials, and informant interview by a team of multi‐lingual researchers and clinicians, c) pre‐statistical harmonization of the HCAP test battery, including administration and scoring, and d) development of comprehensive training of local survey interviewers who were inexperienced in cognitive assessment. SHARE‐HCAP adaptations were assessed in two small‐scale preliminary data collections. Descriptive statistical analyses of neuropsychological test scores were conducted.ResultTo date, we have developed lingo‐culturally adapted HCAP documents (e.g., informed consent, recruitment materials), and neuropsychological test content and interviews for five SHARE countries. Descriptive statistics suggest that SHARE‐HCAP pre‐test data behave similarly to neuropsychological test data of two English‐language HCAP studies (i.e., USA and England).ConclusionAs the first HCAP sub‐study conducted cross‐nationally, SHARE‐HCAP’s cultural and linguistic adaptations can provide valuable insights into the collection of cognitive health data in population‐based surveys in multi‐national contexts. Preliminary results support the comparability of SHARE‐HCAP to English‐language HCAP batteries. Assessing cognitive functioning in population studies, such as SHARE‐HCAP, leverages the international variation of health and life circumstances to identify the bio‐medical and socio‐economic conditions that contribute to cognitive health over the life‐course.

Through the lens: The feasibility and acceptability of an online meaning-making photovoice group among young adult cancer survivors

ABSTRACT Young adults (ages 18–39) living with cancer often encounter developmental disruptions placing them at risk for anxiety, depression, social isolation, and a lost sense of meaning. To support their sense of belonging, meaning, and illness adaption, the authors developed Through the Lens: Living Beyond Young Adult Cancer, a virtual 8-week synchronous, meaning-centered photovoice group intervention. The study aimed to investigate the feasibility and acceptability of intervention among young adult survivors. Data collection centered on recruitment, group attendance, retention, and exit interview data evaluating barriers and facilitators to participation, and ease and comfort with photovoice group methods. Data analysis included descriptive statistics and thematic analysis of participants’ exit interviews. Findings present descriptive results and quotes of the survivors’ (n = 11) experiences who participated in two 8-week series of the intervention. Group members found the intervention feasible and acceptable and shared practical strategies to enhance the intervention.

Intelligent invigilator system based on target detection.

Affected by the COVID-19 epidemic, the final examinations at many universities and the recruitment interviews of enterprises were forced to be transferred to online remote video invigilation, which undoubtedly improves the space and possibility of cheating. To solve these problems, this paper proposes an intelligent invigilation system based on the EfficientDet target detection network model combined with a centroid tracking algorithm. Experiments show that cheating behavior detection model proposed in this paper has good detection, tracking and recognition effects in remote testing scenarios. Taking the EfficientDet network as the detection target, the average detection accuracy of the network is 81%. Experiments with real online test videos show that the cheating behavior detection accuracy can reach 83.1%. In addition, to compensate for the shortage of image detection, we also design an audio detection module to carry out auxiliary detection and forensics. The audio detection module is used to continuously detect the environmental sound of the examination room, save suspicious sounds and provide evidence for judging cheating behavior.

Correction to: A minute of your time: The impact of survey recruitment method and interview location on the value of travel time

Correction to: A minute of your time: The impact of survey recruitment method and interview location on the value of travel time

Matching Candidates to Culture: How Assessments of Organisational Fit Shape the Hiring Process

Organisational fit represents a crucial criterion in the hiring process. This article aims to understand how employers and external recruitment consultants define and apply organisational fit in professional labour markets, such as engineering, marketing and finance. It also investigates how the use of organisational fit in hiring can lead to social bias within these labour markets. It relies on semi-structured interviews with 47 external recruitment consultants who assist employers in these sectors. The article draws on Relational Inequality Theory to demonstrate how hiring managers and consultants use organisational fit to create and justify boundaries between acceptable and unacceptable candidates. Claim-making supports the rationalisation and legitimisation in the exclusion of groups of candidates. The article critically informs human resource management, business and psychology literature that perceive organisational fit as a largely benign criterion for recruitment. It also extends sociological and critical management literature by delineating three main exclusionary mechanisms in matching candidates for organisational fit.

Academic Faculty Demonstrate Weak Agreement in Evaluating Orthopaedic Surgery Residents.

As objective metrics fade, subjective elements of orthopaedic surgery applicants carry increasing importance during recruitment. Academic orthopaedic surgeons believe they can select for high-performing orthopaedic residents. However, can they agree? The purpose of this study was (1) to analyze an academic orthopaedic surgery department to determine whether they agree on which residents performed best during residency and; (2) to correlate preresidency and intraresidency factors with postresidency evaluations of resident performance. With Institutional Review Board [IRB] approval, an orthopaedic surgery department completed surveys to evaluate residency performance for 10 years of graduated residents (2012-2022). Faculty determined (1) Post-Residency Class Rank (PRCR)-ranked from the highest (1) to lowest performing resident (5) relative to their class based on faculty perspective of performance-and (2) Rank List Score (RLS)-ranked based off the 5-point AOA SLOR used during recruitment interviews. RLS assessed how likely the department would have graduates in the program again based on residency performance. Free marginal Cohen's kappa statistics assessed faculty inter-rater agreement. Preresidency metrics (United States Medical Licensing Exam [USMLE] 1 and 2 scores, research publications, etc) were correlated with Orthopaedic In-Training Exam (OITE) scores, research productivity, American Board of Orthopaedic Surgery (ABOS) scores, and faculty-derived rankings. Linear regressions with forward variable entry (p < 0.05) were used to determine factors associated with excellent resident performance. Eighteen of 25 faculty members (72%) provided survey responses evaluating 46 residents. Faculty agreed 37% and 38% of the time for PRCR (kappa 0.26) and RLS (kappa 0.23), respectively. Step 2 score was the only preresidency factor significantly associated with PRCR (p = 0.03, r2 = 0.15) and RLS (p = 0.02, r2 = 0.3). The only intraresidency factor significantly correlated with PRCR (p = 0.002, r2 = 0.50) and RLS (p = 0.01, r2 = 0.39) was PGY-4 OITE score. An academic orthopaedic surgery department is able to come to a consensus on evaluations of residency performance relative to peers in the same year of training (PRCR) and an objective standard (RLS). Step 2 and Post-Graduate Year (PGY)-4 OITE scores were the only preresidency and intraresidency factors with significant association to higher postresidency, faculty-derived performance scores. III.

Determinant Attitude and Employee Recruitment: Analysis Psikotest, Assessment, Behavioral Event Interview and Experience (Study Literarture)

The purpose of this research is to find out what factors can influence the employee recruitment process, This article aims to review and synthesize a literature review related to attitudes, employee recruitment, psychological tests, assessments, and behavioural event interviews and to see the research results of the variables to be reviewed and whether there is an influence between one variable and another. This study uses a literature review by looking for references related to the variables of several international articles. This study provides an overview of the articles obtained by describing the influence between variables. The results of the study show that several variables have an influence on the evidence of exposure in a matrix. The employee recruitment study in this literature summary article explicitly focuses on supporting variables that can accelerate employee recruitment efficiently, namely attitudes, psychological tests, assessments, and behavioural event interviews.

The meaning of higher education credentials in graduate occupations: the view of recruitment consultants

ABSTRACT Three influential theories are used to understand why employers value and seek out educational credentials in hiring. Qualifications can function as proof of productive skills (Human Capital Theory), as a signal of desirable characteristics (Signalling and Screening theories) or as a means for social closure (Closure Theory). Although these explanations are not necessarily mutually exclusive, they tend to be presented as alternatives in the literature This article aims to better understand why employers value Higher Education degrees within the labour market by assessing these theoretical explanations in particular in cases where employers do not value HE credentials highly. It draws on semi-structured interview data with external recruitment consultants in England (N = 45). The article finds support for each of the three theoretical perspectives. Yet, the findings demonstrate that employers’ reasoning can include more than one of the three theoretical perspectives, creating hybrid forms. The article evaluates the implications for the positional competition for graduate jobs.

Matchmaking under uncertainty: how hiring criteria and requirements in professional work are co-created

PurposeThe aim of the study is to understand how the hiring process develops in cases where there are no explicit or formal requirements. How do implicit and informal criteria and requirements impact the process of selecting the right candidate?Design/methodology/approachA qualitative approach was employed through the use of semi-structured interviews with 47 external recruitment consultants in the south of England.FindingsIn contrast to what is assumed in mainstream Human Resource Management literature, employers do not rely on a comprehensive implicit understanding of what is needed in cases where there are no explicit criteria and requirements. Instead, high uncertainty makes the development of criteria and requirements incremental and negotiable but also problematic. The analysis shows that three mechanisms compensate for the lack of certainty in the hiring process. First, interviews with applicants shape how the hiring criteria develop. Second, market signals of what is available in the labour market help construct the criteria and requirements. Third, criteria and requirements are interpreted and negotiated during interactions with recruiters and others.Originality/valueHiring without explicit requirements and criteria is often understood as rather unproblematic and/or not fundamentally distinct from hiring with them. The study shows that in these cases the process becomes more unpredictable and more open to interpretation and negotiation.

An Assessment of Pediatric Residency Applicant Perceptions of "Fit" During the Virtual Interview Era.

Residency recruitment events and interviews are widely considered an integral component of the residency match experience.Due to the COVID-19 pandemic, residency recruitment and interviewing throughout the 2020-2021 academic year were performed virtually, which created challenges for applicants' ability to discern "fit" to a program. Given this change, it is reasonable to suspect that applicants would be less able to discern program fit. Therefore, this study evaluated how virtual interviews impacted pediatric residency applicants' ability to assess factors contributing to fit and subsequently how applicants assessed their self-perceived fit to their top-ranked programs. An online, anonymous survey was distributed to all residency applicants who applied to any specialty at our large academic institution. The survey utilized a 5-point Likert-type scale to evaluate qualities of fit as well asthe applicants' self-perceived ability to assess these qualities through a virtual platform. 1,840 surveys were distributed, of which 473 residency applicants responded (25.7% response rate). Among these responses, 81 were pediatric applicants (27.6%).Factors deemed most important in determining fit included how well the residents get along with one another (98.8%), how much the program appeared to care about its trainees (97.5%), and how satisfied residents were with their program (97.5%). Qualities deemed most difficult for applicants to discern included the quality of facilities (18.6%), patient diversity (29.4%),and how well the residents got along with one another (30.2%).When compared to all other residency applicants, pediatric applicants placed more value on whether a program was family-friendly (p = 0.015), the quality of the facilities (p = 0.009), and the on-call system (p = 0.038). This study highlights factors that influence pediatric applicants' perception of fit into a program. Unfortunately, many factors deemed most important for pediatric applicants were also among the most difficult to assess virtually. These include resident camaraderie, whether a program cares about its residents, and overall resident satisfaction. Taken together, these findings and the recommendations presented should be considered by all residency program leaders to ensure the successful recruitment of a pediatric residency class.

A Study on Analysing the Job Seekers' Perception and the Strategies of Recruitment Marketing

The goal of the study is to demonstrate why a recruitment agency would utilize the employer branding of one of its clients as a recruitment marketing technique to draw in talent and fill the appropriate positions for their client's business. This study shows how businesses and job seekers have started to emphasize the importance of recruiting firms. But on the other hand, they should definitely build a relationship with job seekers who depend on recruitment firms to land a position at any respectable organization. These studies provide you an overview of the relationship between organizational traits, various aspects of job choice, and Candidate's perceptions of the job. This study also illustrates how employers and job seekers are beginning to recognize the value of recruitment agencies. A recruitment company will use their client's employer branding as a recruitment marketing tool to attract talent and fill the right position for their client's company in order to understand the terms recruitment marketing, employer value proposition, candidate perception for an organization, key features that attract a candidate to a specific company, segmentation, and personalization in recruitment marketing. Despite the numerous advantages of recruitment consultants' marketing efforts, some businesses still have misconceptions concerning what these options can do, exactly what they are capable of, and how they should be used. According to the findings of this study, one approach to addressing this issue is to improve employer branding. The challenge identified by this research can be tried to solve by leveraging candidates' perceptions, which will shift from generation to generation, and collaborating with recruitment firms to help candidates become more well-informed and aware of the benefits of the position.

Use of Communication Strategies in Oral Interactions: (In)effectiveness of CLT Approach in L2 Teaching

Communication strategies (CS) have been generally used to overcome oral communication problems in delivering the intended messages. While studies on CS mostly involved simulated communication contexts, the current study deviates from the past studies on CS by identifying the types of CS employed by candidates of real job interviews and examining the effectiveness of Communicative Language Teaching (CLT) approach adopted in Malaysian schools in English language teaching. The data were collected from observations made on oral interactions between candidates and the panelists of academic staff recruitment interviews at one public university in the east coast of Malaysia. The recorded oral data were imported into NVivo software (version 12) before the use of CS by the candidates were categorised based on CS taxonomies proposed by D&amp;ouml;rnyei and Scott, and Clennell. The results revealed that the candidates employed various types of CS with fillers and self-repetitions being the most frequently employed strategies while the two least employed strategies were asking for clarification and guessing. While the results showed extensive use of CS in the interactions, the high frequency use of fillers as a time-gaining strategy might reflect that the speakers lacked competency in conveying their messages. Additionally, too much use of fillers might not be favoured by the interlocutors since the strategy could occur unpredictably. The findings indicate that CLT approach has not been effective in enhancing English language competency among L2 learners. Considering this, intervention measures to improve the current situation by looking at the root problems in the implementation of CLT are needed if the government decides to retain this teaching approach in Malaysian schools.

Modeling Group-Specific Interviewer Effects on Survey Participation Using Separate Coding for Random Slopes in Multilevel Models

Abstract Despite its importance in terms of survey participation, the literature is sparse on how face-to-face interviewers differentially affect specific groups of sample units. This paper demonstrates how an alternative parametrization of the random components in multilevel models, so-called separate coding, delivers valuable insights into differential interviewer effects for specific groups of sample members. In the example of a face-to-face recruitment interview for a probability-based online panel, we detect small interviewer effects regarding survey participation for non-Internet households, whereas we find sizable interviewer effects for Internet households. We derive practical guidance for survey practitioners to address differential interviewer effects based on the proposed variance decomposition.

The Fashion Buying Career of Vanessa Denza: A Case Study Analysis to Inform Future Buying Skills

This article traces the long career of the international fashion buyer and recruitment consultant, Vanessa Denza. It is the first study to document Denza’s profession and incorporates research secured from access to her private work archive, which was located at her home in Berkshire, England. With no formal education in buying, Denza took a series of internships that formed the beginning of her on-the-job training as a fashion buyer and led to an important role as the buyer for a pioneering store aimed at younger people, The 21 Shop at Woollands in Knightsbridge, London, UK. Here, she promoted exciting designers who worked with revolutionary new shapes and colours and introduced radical new ways to sell fashion. Subsequent roles led to her directing a series of global fashion boutiques; the establishment of her international fashion buying office and recruitment consultancy; and an influential role in developing global fashion education. The article pinpoints the key buying skills that Denza considered essential within her career and seeks opinions on them in relation to future skills requirements for fashion buying. The aim is to understand and contextualise this expertise within in an ever-changing, global fashion industry.

Rethinking residency recruitment, application, and interview processes to benefit applicants and programs long-term

Pharmacy residency recruitment and interviews have been significantly impacted by the COVID-19 pandemic. Many traditional recruitment events and interviews were transitioned from in-person to virtual, and new approaches to recruitment, such as virtual open houses, were developed. There are limited data on how these changes impacted pharmacy residency applicants and programs, and the future of virtual events is currently unknown. We highlight recommendations for virtual recruitment and interviews and provide suggestions for residency programs and national organizations to improve virtual processes in the future.

Recruitment interviews for intermediate labour markets: Identity construction under ambiguous expectations

Intermediate labour markets (ILMs) provide fixed-term work opportunities and coaching for people in disadvantaged positions in labour markets. We study 46 sequences from six audio-recorded recruitment interviews for an ILM job targetted at people who have been unemployed for a prolonged period. Using an ethnomethodological approach to identity, membership categorisation analysis and conversation analysis, we study how interviewers and candidates construct and negotiate who is fit for the ILM job. We present interactional moves through which the participants jointly construct the ‘fit for the ILM job’ category and treat the candidate’s membership in it as a positive matter. Further, we demonstrate how the candidates are put in an interactionally difficult position in the interview as there are contradictory and ambiguous expectations about the ideal candidate. We discuss the results in relation to the interactional and institutional logics of a recruitment interview and suggest that enhancing the transparency might reinforce ethics of recruitment in ILMs.

Understanding recruitment to a perioperative randomised controlled trial: protocol for a mixed-methods substudy nested within a feasibility trial of octreotide infusion during liver transplantation

IntroductionRecruitment to perioperative randomised controlled trials is known to be challenging. Qualitative methods offer insight into barriers and enablers to participation. This is a substudy within a feasibility randomised controlled...