Recruitment Issues Research Articles

The State of health and adult social care report evaluated

The Care Quality Commission (CQC) recently published its yearly report into the state of care, comparing ratings of care providers, evaluating quality of care and access to it and discussing recruitment issues. Helena Frankova shines a light over the report.

Headteacher Recruitment, Retention and Professional Development in Wales: Challenges and Opportunities

This article explores issues of headteacher recruitment, retention and professional development in Wales, within the context of the wider educational policy reforms which, since 2011, have introduced greater external accountability into schools. The paper argues that these reforms have resulted in changes to headteachers' professional roles and identities and that some aspects have militated against headteachers' cultivation and exercising of their 'professional capital' (Hargreaves and Fullan, 2012). The data is derived from thirty semi-structured interviews conducted with headteachers, deputy and assistant heads throughout Wales. Participants' accounts articulate concerns that greater accountability within the Welsh system is acting as a disincentive to headteacher recruitment, and that head-teachers often lack independent sources of support, advice and mentoring, which they can access without the burden of additional scrutiny and accountability. The article concludes by offering a series of observations and recommendations to inform recent renewed efforts to create a new support infrastructure and framework for the development of educational leadership in Wales.

The QuinteT Recruitment Intervention supported five randomized trials to recruit to target: a mixed-methods evaluation

ObjectiveTo evaluate the impact of the QuinteT Recruitment Intervention (QRI) on recruitment in challenging randomized controlled trials (RCTs) that have applied the intervention. The QRI aims to understand recruitment difficulties and then implements “QRI actions” to address these as recruitment proceeds. Study Design and SettingA mixed-methods study, comprising (1) before-and-after comparisons of recruitment rates and the numbers of patients approached and (2) qualitative case studies, including documentary analysis and interviews with RCT investigators. ResultsFive UK-based publicly funded RCTs were included in the evaluation. All recruited to target. Randomized controlled trial 2 and RCT 5 both received up-front prerecruitment training before the intervention was applied. Randomized controlled trial 2 did not encounter recruitment issues and recruited above target from its outset. Recruitment difficulties, particularly communication issues, were identified and addressed through QRI actions in RCTs 1, 3, 4, and 5. Randomization rates significantly improved after QRI action in RCTs 1, 3, and 4. Quintet Recruitment Intervention actions addressed issues with approaching eligible patients in RCTs 3 and 5, which both saw significant increases in the number of patients approached. Trial investigators reported that the QRI had unearthed issues they had been unaware of and reportedly changed their practices after QRI action. ConclusionThere is promising evidence to suggest that the QRI can support recruitment to difficult RCTs. This needs to be substantiated with future controlled evaluations.

Postface: Meaning of the Experiment and Implications of the Experience.

Discussing specifically on the involvement of social sciences in and on the issue of recruitment in HIV vaccine trials, the postface of this special issue reasserts the importance of social science engagement in clinical research. Three entry themes are underlying the discussion: the relationship between the individual and society in consent, the analysis of consent as a transaction, the examination of the basis, and the context of trust within trials.

On Large Ensembles: A Cross-Cultural Content Analysis of English- and Chinese-Language Articles (2007–2017)

Abstract This article reports a cross-cultural analysis of journal articles pertaining to large ensembles published in English and Chinese languages from 2007–17. Topics addressed in the articles included issues of equity and access, the value of large ensembles in young people’s lives and to the field of music education, the development of large ensemble music education in Asia, and implications for the field of conductor-teacher preparation. Three conceptually distinct but interrelated themes emerged: power, participation, and pedagogy. “Power” refers to the authority, command, and influence commonly associated with conductors. “Participation” refers to issues of access, recruitment, retention, attrition, and other sociological issues related to participation in large ensembles. “Pedagogy” refers to calls for changes in the teaching and delivery of large ensemble programs. The article closes with recommendations for international research and pedagogical development concerning music education’s large ensembles.

Extraction or non-extraction treatment for Class II division 2 malocclusion?

Data sourcesThe following databases were searched: Cochrane Oral Health Trial Register, Cochrane central register for controlled trials, Medline Ovid and Embase Ovid. The following were searched for ongoing trials: US National Institutes of Health Trials Register and World Health Organization International Clinical Trials Registry Platform. No language, publication year or publication status restrictions were imposed.Study selectionRandomised controlled trials (RCTs) and controlled clinical trials (CCTs) of orthodontic treatment to correct deep bite and retroclined upper front teeth were included. Two independent reviewers scanned and reviewed all papers and abstracts to be included. When necessary, primary authors were contacted, and additional or missing information was obtained. Trials which recruited participants 16 years or less without surgical intervention to correct their class II malocclusion were to be included. Trials that included participants with cleft lip/palate or any other craniofacial syndrome were excluded.Data extraction and synthesisIf data were to be selected, all data would have been complied into a customised data collection form. The following were to be included in the analysis; year of publication, country of origin, setting and source of study funding and details on the type of interventions including appliance type. Additionally, details of the participants including demographic characteristics, criteria for inclusion and exclusion and sample size by study group were to be taken into account. Details of the outcomes reported, including method of assessment, time intervals, details of withdrawals by study group, details of outcomes, including measures and timepoints were also supposed to be compiled for completeness. The risk of bias was planned to be reviewed. Measurements of treatment effect including risk ratios and numbers needed to treat would have been included. A 95% confidence interval and assessment of heterogeneity were to be explored. Data synthesis was planned to follow the Cochrane statistical guidelines using Review Manager Software.ResultsOne thousand three hundred and forty-four records were identified through database searching and one extra article was identified through other sources. Eight hundred and fifty-seven records were isolated after duplicates were removed. All records were rejected. No articles were selected for inclusion. No RCTs or CCTs were found assessing orthodontic treatment without the removal of permanent teeth versus treatment with extraction of permanent teeth versus no treatment at all. Consequently, it is impossible to derive any evidence-based support for clinicians for the treatment of class II division 2 malocclusion in children.ConclusionsThere is no evidence from clinical trials to recommend or discourage any type of orthodontic treatment to correct Class II division 2 malocclusion in children. This situation seems unlikely to change as trials to evaluate the best management of Class II division 2 malocclusion are challenging to design and conduct due to low prevalence, difficulties with recruitment and ethical issues with randomisation.

A need for a paradigm shift in focus: From Kt/Vurea to appropriate removal of sodium (the ignored uremic toxin).

Hemodialysis for chronic renal failure was introduced and developed in Seattle, WA, in the 1960s. Using Kiil dialyzers, weekly dialysis time and frequency were established to be about 30 hours on 3 time weekly dialysis. This dialysis time and frequency was associated with 10% yearly mortality in the United States in 1970s. Later in 1970s, newer and more efficient dialyzers were developed and it was felt that dialysis time could be shortened. An additional incentive to shorten dialysis was felt to be lower cost and higher convenience. Additional support for shortening dialysis time was provided by a randomized prospective trial performed by National Cooperative Dialysis Study (NCDS). This study committed a Type II statistical error rejecting the time of dialysis as an important factor in determining the quality of dialysis. This study also provided the basis for the establishment of the Kt/Vurea index as a measure of dialysis adequacy. This index having been established in a sacrosanct randomized controlled trial (RCT), was readily accepted by the HD community, and led to shorter dialysis, and higher mortality in the United States. Kt/Vurea is a poor measure of dialysis quality because it combines three unrelated variables into a single formula. These variables influence the clinical status of the patient independent of each other. It is impossible to compensate short dialysis duration (t) with the increased clearance of urea (K), because the tolerance of ultrafiltration depends on the plasma-refilling rate, which has nothing in common with urea clearance. Later, another RCT (the HEMO study) committed a Type III statistical error by asking the wrong research question, thus not yielding any valuable results. Fortunately, it did not lead to deterioration of dialysis outcomes in the United States. The third RCT in this field ("in-center hemodialysis 6 times per week versus 3 times per week") did not bring forth any valuable results, but at least confirmed what was already known. The fourth such trial ("The effects of frequent nocturnal home hemodialysis") too did not show any positive results primarily due to significant subject recruitment issues leading to inappropriate selection of patients. Comparison of the value of peritoneal dialysis and HD in RCTs could not be completed because of recruitment problems. Randomized controlled trials have therefore failed to yield any meaningful information in the area of dose and or frequency of hemodialysis.

Changes in Growth of Rainbow Trout in a Catskill Mountain Reservoir Following Alewife and White Perch Introductions

AbstractRainbow Trout Oncorhynchus mykiss were introduced to the Esopus Creek watershed in the Catskill Mountains of New York in the early 1880s. This introduction created a renowned naturalized fishery that remains important to the local economy today. The objective of this study was to determine whether the growth and condition of Rainbow Trout in the Ashokan Reservoir changed following the establishment of (1) Alewives Alosa pseudoharengus in the 1970s and (2) White Perch Morone americana in the 2000s by analyzing historical scale samples from 502 Rainbow Trout. The resulting data were used to compare length at age, von Bertalanffy growth curves, age‐specific annual growth increments, and relative weight before and after each introduction. Results indicated that growth of Rainbow Trout of ages <5 years generally increased following each introduction, while insufficient data for ages 5 and 6 made trends for older fish unclear. Rainbow Trout of ages ≤2 are believed to primarily use riverine habitats in this watershed, and therefore fish of ages >2 may best reflect reservoir growth. The mean relative weight of Rainbow Trout also increased between each period. The largest increases in both growth and condition were observed during the period after the introduction of White Perch, which was unexpected considering this species may have some diet overlap with Rainbow Trout and should be a poor forage species. Changes in watershed management and density‐dependent growth effects may explain these unexpected results. Our results, which largely suggest increased growth and condition over time, eliminate growth effects as a possible explanation for declining Rainbow Trout populations and suggest recruitment issues in the watershed require further investigation. This study contributes to our understanding of the interactions between introduced species and underscores the value of maintaining long‐term monitoring programs for assessing biological trends.

The impacts of high-volume massage on spa therapists’ physical and mental wellness

ABSTRACTIssues of turnover are causing detrimental effects to the service industry, impacting business productivity (Baum, 2006; Boella and Goss Turner, 2013 Cohen & Bodeker, 2008; Solnet, Kralj & Kandampully, 2012). As the spa industry continues to increase at a rapid rate (Global Wellness Institute, 2018), simultaneously, issues of recruitment and retention follow suit (Cohen & Bodeker, 2008; Global Spa and Wellness Summit, 2012; International Spa Association, 2012; McIInheney, 2018). The spa and wellness industries are embedded (Spa Creators, 2016); therefore, employee wellness should be a focal concern for spa business. Few studies have been conducted in the field of human resource management concerning the spa industry (Hakhverdyan, 2017), however a small amount of research provides a suggestion that the physical nature of a spa therapist’s job role in high-volume massage settings is resulting in decreased wellness, along with other factors (Blau et al. 2013; Craig, 2018; Yeomans et al., 2009). The positive impacts of workplace wellness initiatives have proven successful in boosting business productivity amongst many organisations (Mintel, 2010; Killian, 2017; Spa Finder, 2016). Further investigation of this phenomena could provide valuable and insightful knowledge contribution to inform both academia and business practice in this field.

Mentored Training Positions for Early-Career General Practitioners.

Novel early-career general practitioner jobs were introduced in NHS Tayside, Scotland with 2 purposes: first, to develop the skills and confidence of recently qualified general practitioners (GPs), and second, to address well-known issues of recruitment and retention in general practice.1 In this

Opportunities to Improve Employee Satisfaction Within State and Local Public Health Agencies.

Public health agencies will likely struggle to staff at necessary levels, given ongoing workforce shortages, the potential for mass retirement, and expanding responsibility. Although the majority of public health workers are satisfied with their jobs overall, it is critical to understand the degree to which they are satisfied and identify factors that contribute to any dissatisfaction that occurs. This study identified opportunities for public health agencies to improve work environments and, in turn, improve employee satisfaction and retention. Using data from the 2014 Public Health Workforce Interest and Needs Survey, we analyze responses to the survey question, "If you wish, you may provide comments below about your level of job satisfaction." The 2966 responses (2389 from state and 542 from local public health agencies) that indicated a negative disposition were examined to understand employee dissatisfaction. The survey was administered to a representative sample of state health departments and convenience samples of local health departments. Responses from employees of state and local health departments are considered. The most frequently occurring themes overall were identified. In addition, responses describing weaknesses in organizational support (specifically training, communication, workload, and innovation) were summarized. The most frequently occurring themes were as follows: (1) salary, specifically in relation to the merit system, performance evaluation, and workload; (2) job security with emphasis on funding, organizational transformation, and politics/government; and (3) career development related to the merit system, performance evaluation, and management. Respondents also reported opportunities in the areas of training, communication, workload, and innovation to improve satisfaction levels. These findings serve as a call to action for leaders in health departments as well as national public health leaders to remedy the concerns raised in their responses. Some of the solutions are within the realm of public health agency leadership, but some may fall within the realm of governors and public health leaders at the federal level. It is important to share these findings so that appropriate decision makers can address public health workforce retention and recruitment issues in the interest of retaining valuable employees.

Streamlining and Modernizing Medical Workforce Governance in the UAE

Medical workforce governance in the United Arab Emirates (UAE) is a significant and timely topic. Issues of professional recruitment, retention, and integration require attention, as the majority of doctors and other healthcare professionals in the UAE are internationally trained graduates. This policy paper highlights results from a study exploring the policies and processes that could help inform the future improvement of health professional regulation in the UAE. The paper concludes by offering recommendations for future policies and research relevant to key stakeholders, including healthcare employers, regulators, medical practitioners, researchers, and community stakeholders.

How Hospitality and Tourism Students Choose Careers: Influences of Employer Branding and Applicants’ Customer Orientation

ABSTRACTThe concept of fit has become an important recruitment issue in recent years. The hotel industry is labor intensive, requiring a large workforce to serve customers, and the demand for staff remains urgent. In this sense, hotels must attract suitable staff to provide excellent customer-oriented service. Therefore, recruitment activities should carefully consider how to deliver messages and further attract appropriate applicants. This study examined whether employer branding and applicants’ customer orientation influence applicants’ person–job fit and job choice intention. The study found that person–job fit has a mediating effect. The research results suggest that hotels should develop employer branding and seek customer-oriented job applicants to increase the likelihood of hiring excellent employees who can fit within their organizational culture.

The extent, quality and impact of patient and public involvement in primary care research: a mixed methods study

Plain English summaryIn the UK, more patients go to primary care than other parts of the health service. Therefore it is important for research into primary care to include the insights and views of people who receive these services. To explore the extent, quality and impact of patient and public involvement (PPI) in primary care research, we examined documents of 200 projects and surveyed 191 researchers.We found that about half of studies included PPI to develop research ideas and during the study itself. Common activities included designing study materials, advising on methods, and managing the research. Some studies did not undertake the PPI activities initially planned and funded for. PPI varied by study design, health condition and study population. We found pockets of good practice: having a PPI budget, supporting PPI contributors, and PPI informing recruitment issues. However, good practice was lacking in other areas. Few projects offered PPI contributors training, used PPI to develop information for participants about study progress and included PPI to advise on publishing findings.Researchers reported beneficial impacts of PPI. Most impact was reported when the approach to PPI included more indicators of good practice. The main cost of PPI for researchers was their time. Many reported difficulties providing information about PPI.In partnership with PPI contributors, we have used these findings to develop:a new Cost and Consequences Framework for PPI highlighting financial and non-financial costs, benefits and harms of PPIFifteen co-produced recommendations to improve the practice and delivery of PPI.Background: To improve the lives of patients in primary care requires the involvement of service users in primary care research. We aimed to explore the extent, quality and impact of patient and public involvement (PPI) in primary care research.Methods: We extracted information about PPI from grant applications, reports and an electronic survey of researchers of studies funded by the NIHR School for Primary Care Research (SPCR). We applied recognised quality indicators to assess the quality of PPI and assessed its impact on research.Results: We examined 200 grant applications and reports of 181 projects. PPI was evident in the development of 47 (24%) grant applications. 113 (57%) grant applications included plans for PPI during the study, mostly in study design, oversight, and dissemination. PPI during projects was reported for 83 (46%) projects, including designing study materials and managing the research. We identified inconsistencies between planned and reported PPI. PPI varied by study design, health condition and study population.Of 46 (24%) of 191 questionnaires completed, 15 reported PPI activity. Several projects showed best practice according to guidelines, in terms of having a PPI budget, supporting PPI contributors, and PPI informing recruitment issues. However few projects offered PPI contributors training, used PPI to develop information for participants about study progress, and had PPI in advising on dissemination.Beneficial impacts of PPI in designing studies and writing participant information was frequently reported. Less impact was reported on developing funding applications, managing or carrying out the research. The main cost of PPI for researchers was their time. Many researchers found it difficult to provide information about PPI activities.Our findings informed:a new Cost and Consequences Framework for PPI in primary care research highlighting financial and non-financial costs, plus the benefits and harms of PPIFifteen co-produced recommendations to improve PPI in research and within the SPCR.Conclusions: The extent, quality and impact of PPI in primary care research is inconsistent across research design and topics. Pockets of good practice were identified making a positive impact on research. The new Cost and Consequences Framework may help others assess the impact of PPI.

The Queensland Native Police and Strategies of Recruitment on the Queensland Frontier, 1849–1901

ABSTRACTAlthough historians have provided substantial insights into the structure, development and activities of the Queensland Native Mounted Police, they have rarely focused on the complex and sensitive issue of Aboriginal recruitment. A careful reading of historical records, however, identifies several methods, including coercion, intimidation, kidnapping and inducement, as well as “voluntary” enlistment. It is difficult to identify Aboriginal agency in recruitment processes as the records are entirely one-sided—the voices of the troopers themselves are absent from the archival sources. In this article, we examine the cultural and historical contexts of Aboriginal recruitment—for example, the dire social situations of Aboriginal survivors of the frontier war and the absence of future survival options for the potential recruits. We explore, through the framework of historical trauma, the impacts on vulnerable victims of violence and other devastating effects of colonisation. We conclude that the recruitment of Aboriginal troopers was far from a homogeneous or transparent process and that the concept of agency with regard to those who can be considered war victims themselves is extremely complex. Unravelling the diverse, conflicting and often controversial meanings of this particular colonial activity remains a challenge to the historical process.

Lessons learned conducting a multi-center trial with a military population: The Tinnitus Retraining Therapy Trial.

Background The Tinnitus Retraining Therapy Trial (TRTT), a randomized, placebo-controlled, multi-center trial, evaluated the efficacy of tinnitus retraining therapy and its individual components, tinnitus-specific educational counseling and sound therapy versus the standard of care, in military practice to improve study participants' quality of life. The trial was conducted at six US military hospitals to take advantage of the greater prevalence of tinnitus in the military population. Methods During the trial, various challenges arose that were uniquely related to the military setting. To convey these challenges to investigators planning future multi-center trials in military hospitals, we itemized various challenges that arose during the trial, interviewed clinic directors and coordinators to elicit their viewpoints, and then collated and organized their responses, together with those challenges presented while conducting the Tinnitus Retraining Therapy Trial. Results We encountered challenges in site selection, the approval process, administrative issues, study personnel training and retention, participant recruitment methods and issues, adherence to protocol, reimbursement issues, and military security. Site selection involved visiting 20 military hospitals to identify six sites that enrolled and followed study participants. We found that commitment for the trial must be obtained from the full military chain of command, but with ongoing changes in staff or military priorities, initial commitments were insufficient to sustain support throughout the entire trial. More time is required to obtain necessary administrative approvals by various military authorities and institutional review boards than is typically experienced in civilian settings. Recruitment strategies must be flexible due to changing military regulations regarding display of materials. Protracted periods of inactivity were due to sequestration and delays in institutional review board approval of required study personnel or protocol amendments. While mostly adherent to the protocol, study staff had difficulties in integrating study visits into the military clinical schedule. Unexpected study expenses revolved around hiring civilian study staff and obtaining associated security clearance while maintaining a consistent flow of funds to each site. The added expense negated cost savings realized by conducting the National Institutes of Health-funded trial at federal institutions, whose personnel could not be reimbursed for their efforts. Military security concerns impacted the use of web-based data systems and led to increased time and effort required for site visits. Conclusion Overall, US military hospitals provide a unique setting to conduct multi-center trials. Challenges arise mainly due to ever-changing authority personnel and military priorities. Pre-planning and flexibility are keys in overcoming these challenges. Multi-center trials conducted in the military will likely take longer to initiate and complete than those in the civilian sector due to multiple levels of command and administrative approvals.

Ethical Issues in Recruitment, Selection and Employee Performance in Public Universities in Nyeri County, Kenya

Ethics plays a crucial role in recruitment and selection because human resource is the key source of competitive advantage for an organization if properly hired and managed. It is therefore important to put in place ethical consideration to ensure that candidates are reviewed according to their merit, fairness and equity and to also ensure that they posses the right knowledge, skills and abilities for the job. The main objective of the study was to examine how ethical issues in recruitment and selection affect employee performance in two public universities in Nyeri County. The study adopted descriptive research design in order to gather the required information. The study used stratified random sampling as its sampling design. The finding of the study revealed that ethical issues in recruitment and selection had positive and statistically significant effect on employee performance with discrimination being ranked the most unethical practice in recruitment and selection.

Transdermal alcohol monitoring combined with contingency management for driving while impaired offenders: A pilot randomized controlled study

ABSTRACTObjectives: In a pilot randomized controlled trial of contingency management (CM) and transdermal alcohol monitoring (TAM) with offenders driving while impaired by alcohol (DWI), perceptions regarding the acceptability of a TAM device, recruitment issues, and the impact of CM and TAM on alcohol use over a 6-week period were evaluated. The results aimed to inform the design of future trials and programs involving CM and TAM for DWI remediation.Methods: TAM devices were affixed to 37 voluntary, community-recruited male DWI offenders with problem alcohol use. They were randomized to one of 3 groups: (1) CM; (2) alcohol use feedback (FB); and (3) TAM device only (CTL). Quantitative and qualitative data were gathered on the acceptability of TAM devices and recruitment, and alcohol use was monitored via TAM and self-report.Results: The TAM device was perceived positively, with benefits for reducing drinking noted. Nevertheless, some of its inconveniences appeared to influence participant recruitment and attrition, including its large size and limited water resistance. TAM data revealed a significant main effect of time for reduction in weekly peak transdermal alcohol concentration (P = .02), with a decrease between means of weeks 1 and 6 (M = 0.15, SE = 0.02 vs. M = 0.09, SE = 0.02; P = .005). No significant group effect was detected.Conclusions: TAM is a viable adjunct to CM with DWI offenders, though the TAM device used here may influence both study recruitment and adherence. These findings can guide the design of future studies into CM and TAM for DWI remediation.

The impact of social media on recruitment: Are you LinkedIn?

Orientation: With many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation.Research purpose: This research investigates the impact of social media on the recruitment process in South Africa.Motivation for the study: As the competition for qualified talent increases, organisations need to understand where to focus their resources to attract the best talent possible. The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially.Research design, approach and method: The sample comprised 12 recruiters, spanning a wide range of industries in South Africa. Semi-structured interviews were conducted and a thematic analysis was utilised to identify themes and subthemes.Main findings: Despite still utilising some traditional methods of recruiting, South African recruiters follow their international counterparts, with LinkedIn being central to their respective recruitment processes. The use of Twitter and Facebook for recruitment was found to be substantially lower in South Africa than elsewhere. Without following a focused approach, the volume of work that emanates from using social media may overwhelm a recruiter.Practical and managerial implications: Recruiters cannot execute effective recruitment without applying social media tools such as LinkedIn. However, training in the optimal use of social media is essential.Contribution: This study indicates that LinkedIn has a major impact on recruitment in South Africa, but that social media is not a panacea for recruitment issues.

Paths to the unknown: dispersal during the early life of fishes

The special issue brings together selected contributions from the 39th Annual Larval Fish Conference hosted by the University of Vienna, Austria, and presents the latest research and understanding of dispersal patterns and processes of early life stages of fishes of various aquatic environments around the world (open ocean, coastal areas, estuaries, and rivers). An important component of this compendium is to indicate new approaches and to outline the importance of integration of information about movements and dispersal for recruitment, population dynamics, species conservation, and management issues.