Recruitment Methods Research Articles

Evaluating the Effectiveness of Traditional Recruitment and Selection Practices in a Technologically Dominated Economy

In the contemporary business environment, there is a need for firms to plan and implement proactive traditional recruitment and selection, especially regarding employees working in the gig economy. However, the poor handling of traditional recruitment and selection processes can significantly affect the quality of employees and their performance in an organisation. This study aimed to evaluate the effectiveness of traditional recruitment and selection practices in a technologically dominated economy. The importance of attracting and selecting a highly skilled workforce in a tight and competitive market has made adopting best practices in recruitment and selection by organisations critical. Firstly, the study highlighted various traditional recruitment and selection methods in organisations. Secondly, the overall recruitment and selection process was identified. Finally, strategies to mitigate the identified challenges faced in the traditional recruitment and selection process were suggested. The study was qualitative, adopting the survey strategy. Purposive was adopted, and hematic was used for data analysis. Findings revealed that traditional recruitment and selection as a practice is important for both employees involved in the gig economy. Importantly, the strategic approach to traditional recruitment and selection practices is vital and should be the cornerstone of any projected recruitment and selection process in a gig economy. Results validate the critical role of the traditional recruitment and selection process in achieving organisational aims and objectives in a technologically dominated economy. The study also proves that collaborative methods are central to the success of any traditional recruitment and selection process. Recommendations affirmed that recruitment and selection should be planned and well implemented. Human resource planning was also measured to be vital and emphasis on significant features of traditional recruitment and selection as a process such as having a place a well and implemented traditional recruitment and selection policy was asserted.

PUBLISHED EYEWITNESS MEMORIES AS A SOURCE FOR STUDYING THE LABOUR MOBILIZATION OF THE GALICIAN POPULATION TO GERMANY IN 1941-1944

The purpose of the article is to analyze information about the policy of the Nazi occupation authorities in the territory of the Halychyna district, aimed at recruiting and transporting the able-bodied local population to work in Germany during the Soviet-German war, based on the published memories of eyewitnesses. The article highlights information about the peculiarities of the propaganda policy of the German occupation authorities, the purpose of which was to attract as many workers as possible to meet the economic needs of the Third Reich. Information about the activities of individual organizations (Ukrainian Central Committee, Ukrainian National Association, German Labor Front, etc.) was highlighted. One of the activities of these organizations was to provide comprehensive assistance to Galician workers at factories and in agriculture in Germany. A significant role in the work was assigned to the Ukrainian Central Committee, as it directly dealt with the affairs of Galician workers (certificates of Ukrainian nationality, cultural and material assistance, etc.) and assistance to their families. Information is provided on the methods of recruitment, transportation, and living conditions of Galician workers in Germany. The author also presents information about mass roundups of the local population for the purpose of transporting them to Germany and using them in the industrial and agricultural sectors of the Reich. Data on the participation in sabotage actions of members of the OUN-UPA with the aim of preventing the forced deportation of the Galician population to Germany are provided. In addition, information is provided on ways to avoid deportation to Germany and the consequences that awaited fellow villagers and families of the fugitives. The article draws attention to the data on the number of Galician people deported to Germany and the approximate share of workers in various fields of labor (factories, plants, agriculture, etc.). To summarize, we note that on the basis of published eyewitness accounts, the author analyzes the problem under study, namely the labor mobilization of the Galician population to Germany for the purpose of using it for the economic needs of the Third Reich.

Strategies to improve recruitment to multimodal group programmes for obesity: a systematic review

Abstract Background The World Health Organization describes obesity as one of the greatest public health challenges in the 21st century. Possible therapies include multimodal (group) programmes with nutrition, exercise, and behavioural therapy elements. However, programme providers often have difficulties recruiting the target groups and motivating them to participate. This systematic review aimed to identify barriers and facilitators as well as strategies to improve recruitment. Methods We systematically searched five databases (Medline, CINAHL, Cochrane, PsycInfo, Web of Science). Based on predefined inclusion criteria, we selected primary studies of different study designs (e.g. [randomised] controlled trials, qualitative studies). We extracted barriers and facilitators as well as recruitment strategies into predefined tables, assessed the quality of the studies and summarised the results narratively. Results Of the 1,082 articles identified, 16 met the inclusion criteria. The main active recruitment strategies were writing directly to potential participants and referrals from health professionals. The most frequently reported passive strategies included media adverts, websites, flyers, social media, and word of mouth. The information on how many people approached actually participated was heterogeneous, which illustrates that recruitment depends on the setting/context and the people involved. Some studies came to contradictory results, e.g., regarding whether passive or active methods are more successful. In most cases, a combination of strategies was recommended. The studies reported numerous recruitment barriers, e.g., lack of staff time, lack of motivation, or fear of discrimination. Conclusions The review provides a broad overview of recruitment methods that can be applied depending on the framework conditions and target groups. The summary of possible barriers can serve as an overview of which aspects could be considered when designing or adapting a programme. Key messages • To improve recruitment to obesity programmes, a combination of several recruitment strategies, including active and passive methods, should be applied. • Results on the “effectiveness” of the strategies were inconclusive, which indicates that the success of methods depends on the context, setting and the people involved.

Comparison of targeted web-based advertising versus traditional methods for recruiting older adults into clinical trials.

Recruiting older adults into clinical trials can be particularly challenging. Our objective was to determine if targeted web-based advertising is an effective recruitment strategy. We compared the recruitment rates of traditional and targeted web-based methods for three representative clinical trials involving older adults. All studies utilized traditional recruitment methods initially, but shifted toward primarily targeted web-based advertising after experiencing slow recruitment rates. We found that web-based advertising reached more individuals compared to traditional methods. Compared to traditional methods, web-based methods also had at least twice the rate of expressed interest, completion of telephone and in-person screening, eligibility, and enrollment. Additionally, the proportion of individuals excluded after the telephone screening did not differ according to whether targeted web-based advertising (STAMINA: 51%; Berries and Steps: 62%; ISTIM: 20%) or traditional methods (STAMINA: 48%; Berries and Steps: 69%; ISTIM: 23%) were used within each study. Those recruited using web-based advertisements tended to be younger compared to traditional methods, but were similar in racial distribution and education. Targeted web-based advertisements may be more effective in recruiting older adults for clinical trials at a faster rate than traditional recruitment methods, but need further evaluation of compatible study designs, potential population bias, and cost-effectiveness.

The Reach, Effectiveness, Adoption, Implementation, and Maintenance of Digital Mental Health Interventions for College Students: A Systematic Review.

We evaluated the impact of digital mental health interventions (DMHIs) for college students. We organized findings using the RE-AIM framework to include reach, effectiveness, adoption, implementation, and maintenance. We conducted a systematic literature review of recent findings from 2019-2024. Our search identified 2,701 articles, of which 95 met inclusion criteria. In the reach domain, student samples were overwhelmingly female and White. In the effectiveness domain, over 80% of DMHIs were effective or partially effective at reducing their primary outcome. In the adoption domain, studies reported modest uptake for DMHIs. In the implementation and maintenance domains, studies reported high adherence rates to DMHI content. While recruitment methods were commonly reported, adaptations and costs of implementation and maintenance were rarely reported. DMHIs for college students are effective for many psychological outcomes. Future work should address diversifying samples and considering implementation in a variety of college settings.

An empirical study on the relationship between emotional labor and work performance among university teachers.

This study is based on the theory of emotional events and explores the relationship between emotional labor and the job performance of university teachers. Relevant data was obtained through a questionnaire, and a structural equation model was constructed for path analysis. The study found that the surface performance of university teachers has a significant negative impact on relationship performance and task performance; deep performance and proactive authenticity of university teachers have a significant positive impact on relationship performance, task performance, and adaptability performance, respectively; the passive reality of university teachers has a significant negative impact on relationship performance, task performance, and adaptability performance. Based on research findings, this study proposes suggestions for the performance evaluation mechanism of university teachers, including improving the recruitment methods, increasing the emotional labor assessment and incentive mechanism, focusing on alleviating negative emotions of teachers, strengthening the awareness guidance and education of school management and teachers on emotional labor, establishing training courses on emotional labor for teachers, arranging various activities reasonably, and creating a good working atmosphere. Ultimately, these suggestions aim to help university teachers recognize the significance of emotional labor, promote their educational and teaching work, and provide new methods and paths for improving the work performance of university teachers.

Bots and fake participants: ensuring valid and reliable data collection using online participant recruitment methods

ABSTRACT Recruitment for successful health sciences research requires balancing efficiency, cost, accessibility, and reliability of available recruitment methods. Our case-control study used online recruitment methods, which broadened our reach to potential participants across the United States. However, this approach also exposed us to challenges associated with bot interference and fraudulent participation. This paper focuses on maintaining data integrity, specifically when utilizing online participant recruitment methods. Drawing from our experience, we propose The Swiss Cheese Model of Study Participant Fraud Prevention, adapted from Reason’s Swiss Cheese Model, and illustrate 10 prevention and verification measures that can be taken to minimize fraud in research studies that rely on online recruitment. We emphasize the importance of a layered approach, including carefully designed recruitment media and compensation protocols, vetting of participant eligibility, and data verification protocols to ensure the validity and reliability of research findings in the digital age.

Can inclusion of different levels of participation effort improve volunteer diversity and retainment in a citizen science project?

ABSTRACT Citizen science is becoming increasingly popular and important due to the benefits it provides scientists, society, and the environment. However, challenges still exist with the recruitment and retention of demographically diverse volunteers for the success and growth of environment-based citizen science programmes. This study used an avian monitoring citizen science project to investigate (1) the effectiveness of different recruitment methods in obtaining different demographics (gender, age, education), (2) how demographics affect the amount of “participation effort” volunteers were willing to contribute, and (3) whether the amount of “participation effort” influences the intent to undertake future volunteer work. Volunteer demographics did not vary amongst different recruitment methods (aim 1), nor did the level of participation effort influence the intent to volunteer in the future (aim 3). However, older volunteers and those having only completed secondary education were more likely to contribute higher levels of effort, in time spent and additional travel (aim 2). Findings suggest that providing multiple roles that differ in level of effort may be beneficial for future citizen science projects by facilitating the needs and restrictions of different demographics.

Leveraging the electronic health record patient portal to enhance clinical trial recruitment.

387 Background: The increasing prevalence of video/remote visits in the clinical setting has posed researchers with unique challenges related to clinical trial recruitment. Without the ability to speak to potential participants face to face, researchers rely on making phone calls which are frequently screened, declined, or never returned. Patients contacted in this way may never access the trials and care opportunities available to them. Electronic health record (EHR) patient portals, such as MyChart (Epic), allow individuals to access their medical records and communicate with their providers via instant messaging. This EHR tool may offer researchers a new method of participant recruitment to clinical trials. Methods: An electronic report, built around the Five- or Ten-Year Colonoscopy Trial’s (FORTE/NRG-CC005) eligibility criteria, was used to identify potential study participants. The local research team then generated an investigator endorsed, IRB-approved introductory script to send to patients via the MyChart instant messaging function. Once delivered, the message status was monitored to determine whether the patient had opened/read the introductory message. Patients who responded and expressed interest in trial participation were then sent additional information through MyChart and asked to schedule a time to speak to research staff over the phone. Results: In the two years that the FORTE trial was opened at our institution (October 2021 to August 2023), prior to implementing this MyChart practice, the research team attempted to contact 108 eligible patients via outreach phone calls. Of the 108, only 10 were reached by the study team and 0 consented to the trial. Between August 2023 and May 2024, 28 eligible patients were sent the MyChart script resulting in a response rate of 85.7% (24/28). Of the respondents, 20.8% (5/24) declined participation and did not want additional study information; 41.7% (10/24) requested more information but later declined participation, and 37.5% (9/24) expressed interest in trial participation. To date, of these 9 interested patients, 4 have enrolled to FORTE, and 5 are in the screening process. Conclusions: Preliminary observations suggest that recruiting patients to clinical trials through an electronic health record portal is an effective tool for enhancing enrollment. Further research is warranted to prospectively evaluate this recruitment strategy.

Foster care adoption recruitment methods: A review of the literature amid calls for reform in the United States

Over 113,000 children in the child welfare system have had their parent’s rights terminated in America. Family preservation and reunification should be priority goals for child welfare systems to prevent termination of parental rights and lessen the need for foster care adoptions. Systemic change is needed to preserve family bonds and lower the number of children aging out of foster care each year without family. Until that change occurs, foster care adoption is one of the options for permanency for children when returning to family is not possible. Millions of dollars are spent yearly on adoption recruitment strategies to find adoptive homes. There is little research on the outcomes of these models. This scoping review examines the state of the literature on foster care adoption recruitment efforts. The review found a small number of adoption recruitment studies (n = 15). More research should be implemented to better focus child welfare professionals’ effort, time, and funding on the most effective strategies to create permanent homes while also continuing to work on system reform to lessen the need for such adoptions in America.

Selection of Marketing Staff Using Simple Additive Weight and VIKOR Algorithm

In today’s rapidly evolving technological landscape, decision-making processes within organizations are increasingly relying on advanced computational methods to enhance efficiency and accuracy. This is particularly relevant in human resource management, where selecting suitable candidates for key positions is critical. Traditional methods of staff recruitment often rely on subjective assessments, which may lead to biases and inconsistencies. To address these challenges, this study proposes the use of the Simple Additive Weighting (SAW) and VIKOR (Vise Kriterijumska Optimizacija I Kompromisno Resenje) algorithms as multi-criteria decision-making tools for selecting marketing staff. The SAW method offers a straightforward approach by assigning weighted scores to various criteria. In contrast, the VIKOR method provides a ranking system that considers ideal and compromise solutions for candidate selection. Integrating these two algorithms makes the selection process more objective and data-driven, reducing the risk of human error and improving overall decision quality. This paper outlines implementing the combined SAW-VIKOR model in the marketing staff recruitment process, highlighting its potential to optimize candidate evaluation and selection. The results demonstrate that utilizing these algorithms enhances the decision-making process, leading to better alignment of selected staff with organizational goals. This approach is valuable for organizations looking to leverage technology in their recruitment strategies.

Bridging the Talent Divide: An Empirical Analysis of Certification Programs as a Tool for Strategic Workforce Development

In the face of persistent talent shortages in high-demand fields, organizations are increasingly turning to certification programs as a strategic tool for talent acquisition and development. This article investigates the efficacy of such programs in addressing critical skill gaps, focusing on their design, implementation, and measurable impact on workforce dynamics. Through a mixed-methods approach combining case studies from three industry-leading organizations and a large-scale survey of HR professionals (n=500), we analyze the key components of successful certification initiatives and their effects on recruitment metrics, including time-to-hire, quality of new hires, and long-term retention. Our findings reveal that well-designed certification programs can significantly reduce recruitment costs by up to 35% while improving the quality of new hires by 28% compared to traditional recruitment methods. Moreover, we identify best practices in program design, including the integration of cutting-edge learning technologies and alignment with organizational needs. This article contributes to the growing body of literature on strategic talent management by providing empirical evidence of the value of certification programs and offering a framework for their effective implementation in addressing skill shortages in rapidly evolving industries

We Don't Talk About X(Twitter): A Cross-Sectional Analysis of Social Media Utilization Among Neurologists.

Medical professionals use social media for career development, education, clinical outreach, or advocacy. Prior studies estimate that 25% to 65% of health care providers use social media professionally; however, the number of users and platforms are rapidly changing. Therefore, as part of a broader study, we set out to assess platform preferences and social media usage among neurologists. This was a multisite cross-sectional analysis consisting of a REDCap survey of clinicians, residents, and medical students. Faculty, trainees, or clinical year medical students interested in child neurology or adult neurology residency or fellowship programs within the United States were eligible to participate. Recruitment methods were broad to encompass as diverse and extensive participation as possible. Results were analyzed using descriptive statistics. Data are presented according to the STROBE guidelines. Of the 226 neurology respondents, 55% (n = 124) were child neurology and 45% (n = 102) were adult neurology across all career stages, including students. Of the 70% who reported using social media in a professional capacity, the most commonly reported reasons were for networking and collaboration (n = 95, 60%), self-directed medical learning (n = 90, 57%), and brand building and reputation (n = 62, 39%). Twitter and Facebook were the most common and versatile platforms used by neurologists. Medical students had the highest documentation of social media scholarships on their curriculum vitae (37%, P = .016) and the most interest (33%, P = .016) in learning how to document social media scholarships if they were not already. Early faculty shared this interest more than residents, fellows, or mid-late career faculty. In all groups except for mid-late career faculty, a majority of respondents (>75%) showed interest in learning how to leverage social media for career development. Social media is used professionally by a majority of neurologists, most commonly for networking, self-directed learning, and building individual brands. Opportunities exist to better understand platform preferences and ways to optimize their use for various professional activities as well as to provide education on effective professional use of social media including documentation for promotion.

Recruiting for Engagement in Health Policy.

Who participates in public and patient engagement processes, and in what capacity they participate, matters. The strategies employed to recruit participants shape the outcomes and legitimacy of engagement processes. We explore these issues through a case study of workshop recruitment. We conducted a mixed-methods study drawing on literature about existing theories of engagement, and integrated findings from the research team's own public engagement workshop in September 2022. We sought to align theoretical frameworks with practical approaches to recruiting for engagement. There are inherent trade-offs in recruitment methods. While the theory of recruitment is valuable, practical implementation is complex and highly context-dependent. Engaging existing partners and fostering relationships beyond specific events is crucial. Hybrid workshops and low-barrier honoraria promote participation; however, decisions about location and time create barriers. Finally, balancing trusting relationships with critical perspectives can create tension. Recruitment is foundational for the engagement process, and requires flexibility, responsiveness and a realistic understanding of barriers. Our study suggests that there is no universal formula for ideal participant makeup or event format. Meaningful engagement requires ongoing dialogue and constant adjustment based on practice. Policy makers can use these insights to align recruitment and engagement strategies with their goals in order to move beyond quick, technocratic fixes.

Trends in Government-Initiated Public Engagement in Canadian Health Policy From 2000 to 2021.

Canada has a rich history of public engagement in health policy; however, shifts in engagement practices over time have not been critically examined. We searched for cases of government-initiated public engagement in Canadian health policy from 2000 to 2021 at the federal, provincial (Ontario, British Columbia, Nova Scotia) and pan-Canadian levels. Government databases, portals and platforms for engagement were searched, followed by academic and grey literature using relevant search terms. A coding scheme was iteratively developed to categorize cases by target population, recruitment method and type of engagement. We identified 132 cases of government-initiated public engagement. We found a predominance of feedback and consultation engagement types and self-selection recruitment, especially at the federal level from 2016 onward. Engagements that targeted multiple populations (patients, public and other stakeholders) were favoured overall and over time. Just over 10% of cases in our survey mentioned efforts to engage with equity-deserving groups. Overall, our results identify a heavy reliance over time on more passive, indirect engagement approaches, which limit opportunities for collaborative problem solving and fail to include equity-deserving populations. Those overseeing the design and implementation of government-initiated public engagement will draw valuable lessons from this review to inform the design of engagement initatives.

The effect of chiropractic spinal manipulation on the H-reflex and muscle strength in children with cerebral palsy: A feasibility study

Background Children with cerebral palsy (CP) have deficits in various aspects of motor control, including motor neuron excitability, which can affect muscle strength, gait, and ability to perform activities of daily living. Previous research on chiropractic spinal manipulation in healthy adults, athletes, and a brain-injured population has indicated improvements in motor neuron excitability, muscle strength, and various aspects of motor control. Thus, chiropractic spinal manipulation may improve motor control in children with CP. Methods Children with spastic diplegic CP, aged 8-13 years, were recruited for a randomized, controlled feasibility study. Feasibility was assessed in terms of recruitment strategy and rate, data collection procedures, equipment, intervention, and compliance. Results Three children completed the data collection comprising pre- and post-measurements of the H reflex, V-wave, and muscle strength. The recruitment strategy and rate were not feasible. The data collection procedures were appropriate and complied with, except for the V-wave measurements. The H-reflex threshold decreased and s50 and slope increased in the participants who received chiropractic spinal manipulation; the opposite was seen in the control group. The changes in MVC force were inconsistent between subjects. Conclusion This study answered some important feasibility questions regarding conducting a large-scale randomized controlled study with the same design. Some aspects proved feasible, such as H-reflex recordings, and some aspects, such as recruitment methods and V-wave recordings, need to be altered for future research in this area.

Abstract B118: “When people don’t look at you as human, then it’s down from there…”: Experiences of 2SLGBTQIA+ people treated for cancer and implications for research participation

Abstract Background: Recent U.S. estimates show 20 million+ people identify as two-spirit, lesbian, gay, bisexual, transgender, queer, intersex, or asexual (2SLGBTQIA+). Despite heightened risk factors for cancer, 2SLGBTQIA+ people are an underserved population and have rarely been included in cancer research. Further, cancer-related mortality and quality of life measures for this population remain unknown. The Elsie Study uses in-depth interviews to better understand the experiences of 2SLGBTQIA+ people who have been treated for cancer and explore recruitment considerations to improve their research participation. Methods: We conducted 60-90 minute one-on-one semi-structured interviews with 2SLGBTQIA+ adults who have been previously treated for cancer. We recruited participants through targeted creative advertising campaigns on dating apps (HER, Scruff, Jack’d, Grindr) and through community organizations, community events, and the study website. Questions explored cancer treatment experiences, intersectional identities and experiences, research participation decision-making, recruitment strategies, and trusted sources of information. We recorded, transcribed, and de-identified interviews, and used thematic approaches for qualitative analysis. Results: Between June 2023-June 2024, we completed 65 interviews with sexually diverse cisgender women (n=17), cisgender men (n=16), transgender women (n=11), transgender men (n=4), and nonbinary, gender-expansive, and two spirit people (n=17). Participants were located throughout the U.S. in rural and urban areas with differing levels of cancer treatment access, social support, and structural support. Participants were treated for many types of cancer, with the most common being breast, prostate, and blood cancers. Among the sample, 38.5% were American Indian or Alaska Native, African American, or Asian/Asian American, and 13.8% identified as Hispanic. Notably, racially/ethnically marginalized 2SLGBTQIA+ participants described the emotional toll of dehumanization and how it impacted their cancer care treatment as individuals with multiple marginalized identities. For example, one participant said “Although I’m going through this physical pain, it’s emotionally painful to have to explain myself and my identifications to people who don’t know and don’t want to know either… What’s the point?” Another participant said, “When people don’t look at you as human, then it’s down from there unfortunately."Most participants had not previously participated in health research, but all interviewees affirmed they wanted to know the results from the study and wanted to be notified about future research opportunities with our team. The use of dating apps and community organizations as recruitment methods was noted as novel and trustworthy. Conclusion: People of all genders and sexual orientations get cancer, and 2SLGBTQIA+ people represent an increasing number of oncology patients. It is imperative that the perspectives of 2SLGBTQIA+ people be considered in cancer care and cancer research. Citation Format: Alexandra M. Ecklund, Ben Weideman, Rhea Alley, Courtney Sarkin, B.R. Simon Rosser, G. Nic Rider. “When people don’t look at you as human, then it’s down from there…”: Experiences of 2SLGBTQIA+ people treated for cancer and implications for research participation [abstract]. In: Proceedings of the 17th AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2024 Sep 21-24; Los Angeles, CA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2024;33(9 Suppl):Abstract nr B118.

Abstract B090: Assessing the relationship between family history of cancer and self-perceived cancer risk among Black adults in the United States

Abstract Introduction: Cancer family history is a risk factor for multiple cancer types. Knowing and sharing cancer family history can help inform cancer screening and genetic testing which ultimately aids in cancer prevention and early detection. There is limited knowledge about how people with cancer family history appraise their own risk of developing cancer which may influence screening and preventive behaviors, particularly among marginalized populations like Black adults. The objective of this study was to conduct a community-engaged survey to assess the relationship between self-reported cancer family history and perceived risk of developing cancer among Black adults. Methods: Using community-based recruitment methods in partnership with national Black-led organizations we conducted an online survey on cancer family history in Black communities. Individuals could participate if they self-identified as Black or African-American, were 18 or older, resided in the US, and could complete a survey in English. In the survey, participants were asked if members of their immediate families had ever been diagnosed with cancer, and if so which family members. Participant responses were categorized into: No family history, 1 family member with cancer history, 2+ family members with cancer history. Participants without a personal history of cancer were asked “On a scale of 0 to 100, what do you think your chances are of getting cancer? (0 = no chance of getting cancer and 100 = you will definitely get cancer)”, and to rate their level of agreement with the following statement “I feel I will get cancer sometime during my life.” Chi-squared and Kruskal-Wallis tests were used to assess the relationship between the number of family members with cancer and self-perceived cancer risk. Results: Overall, 100 participants from 17 states responded to the survey. Among participants, 93% were women, 84% had a bachelor’s degree or higher, and 16% reported a personal history of cancer. In total, 20% (n=20) reported no cancer family history, 30% (n=30) reported 1 family member with cancer, and 50% (n=50) reported 2 or more relatives with cancer. The mean perceived chance of developing cancer was 41.3% (95% CI: 33.6, 49.0) among people with no family history of cancer, 29.0% (95% CI: 22.2%, 35.6%) among people with one relative with cancer, and 48.2% (95% CI: 42.1, 54.2) among people with multiple relatives with a cancer history (p=0.0002). In addition, 17.6% of people with no family history, 0% with 1 relative family history, and 16.7% with 2 or more relative cancer family history somewhat or strongly agreed to the statement , “I feel I will get cancer sometime during my life,” (p=0.001). Conclusion: In this community-partnered survey of a diverse Black US adults, there was an association between number of family members with a cancer history and self-perceived risk of developing cancer. Understanding the appraisal of perceived cancer risk by level of cancer family history in Black adults could help inform targeted cancer prevention and early detection interventions. Citation Format: Mya L. Roberson, Laura Crandon, Jordyn A. Brown, Jordan Speller, Monique Gary. Assessing the relationship between family history of cancer and self-perceived cancer risk among Black adults in the United States [abstract]. In: Proceedings of the 17th AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2024 Sep 21-24; Los Angeles, CA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2024;33(9 Suppl):Abstract nr B090.

A Multi-Criteria Decision Making for Employee Selection Using SAW and Profile Matching

Multi-criteria decision making process has been one of the fastest growing areas during the last decades depending on the change in the business sector. Multi-criteria decision making is the most important branch of operation research by which people make complex decision daily life. The major steps in the decision- making approach are selecting the most preferred alternative for the decision-maker, ranking alternatives in order of importance for selection problems, and screening alternatives for the final decision. Employees are an important element of a company that determines its progress. Conventional (manual) recruitment methods are vulnerable to non-technical factors, such as frequent duplication or invalid data. In this study, simple additive weighting and profile matching are proposed to solve the employee selection problem. This study was conducted at the (UPT) Career Development and Entrepreneurship Universitas Brawijaya Malang using data collected from written test selection in 2019. The effectiveness of both methods was analyzed using confusion matrix. The SAW method provides an accuracy rate of 94.7%, a precision rate of 87.5%, Recall rate of 91.3% and F-measure rate of 89.4%. On the other hand, profile matching method obtained the Accuracy rate of 90.4%, Precision rate of 81.4%, Recall rate of 81.4% and F-measure rate of 81.4%. Thus, it can be concluded that both methods have high accuracy values accompanied by high precision values when used for the selection process. This system can also effectively reduce the bias rate of the same data very well, as can be seen from the high recall and F-measure rates.

Does It Take a Village? The Impact of LGBTQ+ Community and Geographic Location on Associations among Parenting Stress, Parent Mental Health, and Child Adjustment.

While LGBTQ+-parented families share many similarities with their cis-het parent counterparts, they still experience unique factors exclusive to them. One such factor is access to the LGBTQ+ community. Utilizing a diverse sample of LGBTQ+ parents with adolescents in the U.S., primarily living in Southern and Midwest states, we examined the potential moderating impact of a parent's sense of LGBTQ+ community on the relationship between parenting stress, parent mental health, and child adjustment. Regression analyses demonstrated a series of positive associations between LGBTQ+ parent stress, parent mental health concerns, and child adjustment issues. However, sense of community failed to moderate these associations. Parent sexual identity, age, and recruitment method were found to have unique associations with outcome variables. Implications for policy, clinical practice, and future research are discussed.