Recruitment Of Professionals Research Articles

Addressing The Healthcare Workforce Shortage in India: Strategies for Recruitment and Retention

Human resources in the health sector operating at suboptimal levels are a significant barrier to India's goal of providing medical care for all, especially since India is one of the most populous countries with limited healthcare resources. The study explores the mechanisms adopted to tackle the recruitment and retention of healthcare professionals in India, concentrating on rural and underserved localities. We included 20 studies identified through extensive literature research using multiple databases. This analysis highlights strategies, financial and educational interventions, regulatory interventions, and personal and professional support to influence workforce distribution in healthcare. The results indicate that the most successful way to solve the healthcare workforce shortage is through a multifaceted solution, engaging in multiple strategies. The study recommends that policymakers and healthcare organizations enhance recruitment and retention efforts in the Indian healthcare sector.

The American Society for Clinical Pathology's 2023 wage survey of medical laboratories in the United States.

To inform the pathology and laboratory field of the most recent national wage data. Historically, the results of this biennial survey have served as a basis for additional research on laboratory professional recruitment, retention, education, marketing, certification, and advocacy. The 2023 Wage Survey was conducted in collaboration between the American Society for Clinical Pathology's (ASCP's) Institute of Science, Technology, and Policy in Washington, DC, and ASCP Board of Certification in Chicago, Illinois. Compared to 2021, results show that more occupations at the staff level had an increased average hourly wage (pathologists' assistant, molecular biology technologist, phlebotomist, cytogenetic technologist, and medical laboratory technician [MLT]), after adjusting for inflation. Wages by time in current occupational title are significantly higher in 2023 than in 2021. Histotechnicians, histotechnologists, and MLTs show consistent increases in pay rates for a longer length of time in the laboratory. Over half (52.4%) of the respondents feel the pandemic continues to influence their salary and/or well-being. Survey results call for continued efforts in promoting visibility of the profession and greater representation through advocacy. While burnout rates are lower compared to 2021, staffing challenges remain a relevant concern. Efforts to support the workforce have multiplied since the pandemic and have been the forefront focus of the laboratory community. However, continued support and advocacy are needed to increase the promotion and value of laboratory careers for laboratory professionals and patients alike.

‘New mining scheme, same old problems?’; risk factors and health challenges in underground community mining in Ghana

Abstract Ghana’s small-scale mining sector has long been a cornerstone of its economy and a vital source of livelihood for many communities. However, the sector is plagued by significant challenges, including environmental degradation, health and safety risks, and illegal practices. In response, the Ghanaian government introduced the Community Mining Scheme (CMS), a new mining model designed to promote local community participation in artisanal small-scale gold mining (ASGM). This study examines the workplace risk factors and associated health challenges faced by ASGM miners under the CMS, drawing on interviews with fifty underground CMS miners in Ghana. Our findings reveal that miners continue to face numerous health and safety challenges, including inadequate lighting, poor ventilation, exposure to noise and odors, unsupported or poorly supported loose materials, non-use of personal protective equipment, high dust levels, and unsafe blasting practices. Additionally, health concerns such as skin rashes, musculoskeletal injuries, and the risk of mercury poisoning persist. These challenges mirror those reported in the literature on unregulated and illegal ASGM in Ghana, indicating that existing issues remain unresolved under the CMS. To prevent the undermining of this initiative, it is crucial to adopt progressive practices, such as localized coping strategies and the recruitment of trained professionals to lead ASGM operations within the CMS. Enhancing miners’ risk perception through targeted outreach and awareness campaigns is also essential. Further recommendations for mitigating safety risks and health challenges are discussed in the article.

Einarbeitung in der Intensivmedizin

As staff shortage in intensive care medicine increases, sustainable recruitment and retention of qualified professionals becomes increasingly crucial. Current surveys indicate that sufficient onboarding is a key element to success in this context. The recommendations outlined in the position paper "Onboarding in intensive care medicine" aim to address this issue by guiding towards comprehensive, structured onboarding of professionals. The primary goal of providing such structured onboarding is to increase employee satisfaction, ensure the well-being and safety of both care providers and patients, and guarantee long-term supply of intensive care medicine for the population. This paper was developed under the leadership of the Junge DIVI, a multidisciplinary and multiprofessional initiative of young professionals, within the German Interdisciplinary Association of Critical Care and Emergency Medicine (DIVI). It was based on a systematic literature research and consensus-building among various professional groups and disciplines, offering - for the first time - uniform, standardized, practical guidance for implementing structured onboarding for different professionals in intensive care units in Germany.

804 Exploring the Characteristics of ENT Senior House Officers: Insights for Workforce Planning

Abstract Aim The current healthcare climate has adversely impacted the recruitment and retention of healthcare professionals, particularly Senior House Officers (SHOs), who play an important role in the provision of ENT services. Consequently, there has been a shift in the characteristics of applicants for SHO positions. We examined applicant characteristics for a Trust Grade ENT SHO position at The Royal London Hospital. Method Data was collected from all applications made for the position, evaluating qualifications, experience, academic achievements, skills, and fitness to practice. Essential characteristics included a medical degree, surgical experience, <2 years' ENT experience, foundation program completion, and English proficiency. Desirable features encompassed MRCS exam success, NHS experience, peer-reviewed publications, teaching and research qualifications, and participation in audits and quality improvement projects. Results There were 110 applicants; 94% qualified outside the UK. Whilst 74% met all essential criteria, significantly fewer satisfied desirable criteria such as passing surgical membership examinations (0-5%) and prior NHS experience (7%). 2% to 4% reported experience of performing basic ENT procedures under supervision, and only 4% reported previously assisting in theatre. 1 applicant satisfied all desirable characteristics. Conclusions The current healthcare climate has significantly impacted the characteristics of the ENT SHO workforce. A lack of NHS experience and limited ENT exposure necessitates intensive support for new SHOs. Departments must consider how to balance the provision of support, for example with the implementation of registrar hot weeks or funding for additional staffing, with key economic and educational interests.

Research on the Construction of Competency Model for Empowered Reading Service Librarian Oriented to High-Quality Development

ABSTRACT Authorities in China have been actively involved in the high-quality development of libraries, with an emphasis on supporting and extending National Reading. Providing appropriate and successful reading services requires well-prepared reading service librarians, empowered to design and deliver services that make reading enjoyable and accessible for all. Based on competency theory and empowerment theory, this study analyses the competency features of empowered reading service librarians and constructs a competency model based on those features. Through literature analysis and Behavioural Event Interview, a preliminary competency model comprising 16 discriminative competencies and 20 benchmark competencies was constructed, subsequently refined through 4 rounds of expert consultation using the Delphi method and resulting in a model with 11 discriminative competency features and 6 benchmark competency features. A questionnaire survey of reading service librarians and library users was undertaken to extract common factors and develop an iceberg model. The iceberg model comprises 4 dimensions: knowledge, skills, self-concept, and motivation, with 11 discriminative competency traits and 6 benchmark competency traits. The model extends our understanding of the important competencies underpinning the work of reading service librarians and can support developments in their professional education, performance evaluation, recruitment, and selection.

The Burn Out of Health Professional: Case of the Tominian Health District

The health of the population is one of the priority sectors of the Malian state authorities. The implementation at the operational level of socio-health activities by health professionals remains a challenge given working conditions and societal realities. This situation in an unfavorable environment exposes these professionals to the development of burnout. Observation: It was a health professional, 48 years old, a civil servant for 10 years in the district, having consulted for insomnia, osteoarticular pain and anorexia. Mood disorders, nervousness, palpitations, physical asthenia persisting for 7 months had been observed. Several consultations and assessments carried out without success. The persistence of the symptoms and the negativity of the assessments made it possible to raise the hypothesis of a professional burnout syndrome. A treatment based on rest over 1 month combined with anxiolytics for 15 days allowed the symptoms to improve. Follow-up for 11 months was unremarkable. Conclusion: The workload, the insufficiency in the organization, the planning of activities and sometimes the failure of the patient to fulfill their duties in our structures are determining factors in the occurrence of burnout among health professionals. Sufficient recruitment of professionals at the operational level, health education and the implementation of an adequate work plan could reduce this risk.

Person-centred care and the work-related health and job satisfaction of health and social care professionals: protocol for a prospective longitudinal cohort study combined with qualitative studies (the PCC@Work project)

BackgroundThe interplay of ethical stress, heavy workloads, and job dissatisfaction poses challenges to both the recruitment and retention of health and social care professionals. Person-centred care, rooted in ethical principles, involves collaborative care, and is expected to improve care and job satisfaction. However, prior research on the impact of person-centred care practices on professionals’ work-related health and job satisfaction has yielded mixed results, and most studies emanate from residential care. Understanding how person-centred care practices influence health and social care professionals across different care settings thus requires further exploration through rigorous methodology. The overall aim of PCC@Work is to follow, describe, assess, and explore the impact of person-centred care practices in hospital wards, primary care centres and municipal care on health and social care professionals’ work-related health and job satisfaction.MethodsPCC@Work is designed as a prospective, longitudinal cohort study combined with qualitative studies. A web-based questionnaire will be distributed on five occasions within two years to health and social care professionals in the three care settings. In addition, focus groups and interviews will be conducted with a selection of health and social care professionals to explore their experiences of work-related health and job satisfaction in relation to person-centred practices.DiscussionPCC@Work will highlight some of the knowledge gaps on the impact of person-centred care practices regarding work-related health and job satisfaction of health and social care professionals. The uniqueness of the project lies in the multi-method design, combining a prospective longitudinal cohort study with qualitative studies, and the involvement of various professions and settings. This means we will be able to provide a comprehensive and representative understanding of person-centred care practices as a critical component for effective change in the working conditions of health and social care.

Sustainable Human Resource Management on Professional Identity and Job Performance of University Lecturers by Appointment System in China

Purpose: This study aims to examine the impact of sustainable human resource management (SHRM) on professional identity and job performance of university lecturers by appointment system in China. Method: A qualitative study was conducted through interviews with eight respondents from eight public undergraduate universities in China selected by purposive method. Content analysis and NVivo test version were used to analyze and interpret the data. Result and Conclusion: The findings reveal that Recruitment and retention of professionals, Maintenance of healthy and motivated professionals, and Development of professionals' skills have effects on professional identity and job performance of university lecturers by appointment system in China. Moreover, Development of professionals’ skills is related to Maintenance of healthy and motivated professionals, which is reflected in recruitment and retention of professionals. When recruitment and retention of professionals is higher, it reflects higher professional identity and job performance of lecturers. Research Implications: SHRM on professional identity and job performance of university lecturers model consists of Recruitment and retention of professionals, Maintenance of healthy and motivated professionals and Development of professional’s skills. Originality/Value: The study examined three dimensions of sustainable human resource management and concluded that sustainable human resource management (SHRM) not only helps to improve the work performance of university teacher within the appointment system, but also strengthens their professional identity.

A phenomenological inquiry into the barriers against effective rehabilitation and reintegration of juvenile delinquents at a juvenile remand home in Nigeria

Juvenile delinquency has been on the rise as well as the number of delinquents that go to remand homes to forestall the continuous perpetration of criminal behaviors through rehabilitation, reformation, and reintegration. Unfortunately, optimal rehabilitation and reintegration of delinquents have been difficult to achieve in Nigerian remand homes owing to several challenges. These limitations continue to hamper the objectives of these institutions aimed at rehabilitating young offenders to fit back into society. Ten participants, which includes 5 rehabilitated, reformed, and discharged juveniles and 5 staff of the Juvenile Remand Home were selected for the study using purposive and snowball sampling methods. Data were collected using In-depth Interviews (IDIs). Generated data were transcribed and analyzed using themes and quotes. Findings revealed that poor facilities and low content program, ill-trained and unprofessional staff, attitudes of some juveniles, lack of trained social workers, and poor funding are some of the barriers that affect the effective operations of the institution; while stigmatization, cultural/religious belief, negative attitudes, and lack of social assistance from families and friends affect the reintegration of the rehabilitated juveniles. The study recommended adequate provision of funds and recruitment of more professionals including social workers for effective rehabilitation and reintegration processes.

Структура и профориентационный потенциал учебного пособия «Legal English: Law, Crime and Punishment» (X–XI классы)

The author developed a textbook for high-school students of English. The book represents an integrated vocation-focused language course. This elective course focuses on the activities associated with the penal system and shows its relationship with the criminal law. By applying the systemic functional approach to the structure of Legal English: Law, Crime, and Punishment, the author outlines its career-guidance framework. The outcome-based activities aim at mastering the foreign language, consolidating practical skills in research, and performing career-guidance practice in criminal and penal law spheres. The career-guidance potential of the textbook offers possibilities of career awareness, career-oriented education, and professional recruitment. As a result, Legal English: Law, Crime, and Punishment can be considered a tool of academic and methodological support in the sphere of career guidance in high school.

REDEFINING THE FUTURE OF TALENT ACQUISITION: THE GENESIS OF IMMERSIVE VR RESUMES THROUGH DESIGN THINKING

The rapid evolution of virtual reality (VR) technology is poised to revolutionize the professional recruitment landscape, shifting the paradigm from the linearity and static nature of traditional resumes to immersive VR resumes. This article introduces a groundbreaking framework anchored in the Design Thinking process model, which offers a structured, user-centric approach to creating VR resumes on platforms like Spatial. Rooted in five stages—Empathise, Define, Ideate, Prototype, and Test—this methodology emphasizes the importance of user experience, iterative design, and context. By seamlessly integrating 'context' and 'form', the proposed strategy aids professionals in designing resonant and interactive resumes in a virtual space. The application of VR in Spatial offers features like customizable 3D environments, personalized avatars, and real-time collaborations, empowering candidates to craft compelling narratives of their professional journeys. Although industries like technology and design are predicted to be early adopters, the adoption of VR resumes might encounter initial resistance due to factors like a lack of standardization and concerns over inclusivity. However, with potential integrations on platforms like LinkedIn and the prospect of virtual job fairs, VR resumes have the potential to redefine engagement methods in recruitment. As the professional world grapples with this transformation, it's vital to strike a balance, ensuring that VR resumes complement rather than replace traditional methods, fostering a recruitment process that is technologically advanced yet deeply human-centric and inclusive.

Blokų grandinės technologijų kompetencijų modelio, skirto tarpdisciplininėms studijų programoms, sukūrimas

Contribution. This study identifies blockchain-related competences essential for professionals involved in blockchain projects and develops a blockchain technology competence model for interdisciplinary curricula development. Background. Amidst the surge in blockchain implementations, a gap exists in systematic knowledge about the skills required from blockchain professionals. While the number of new blockchain implementation cases is growing, there are no systematic reviews on the success factors or the skills required from blockchain professionals. Lack of systematic information on blockchain projects and their implementers presents a substantial obstacle to the development of new competence-oriented academic and professional educational programs, as well as for guiding recruitment for blockchain projects. Research Question. This research investigates the necessary knowledge and skills to leverage opportunities and adapt to changing employment trends in blockchain technology. The guiding research question of this study is, what knowledge and skills must be acquired in order to be able to exploit opportunities and to be prepared for changes in employment trends in the context of blockchain innovations? Methodology. The study adopts exploratory multiple case analysis based on qualitative content analysis of job advertisement and expert interviews. Findings. The study develops a blockchain technology competence model for interdisciplinary academic and professional educational programs. The developed model can also be used for guiding the development of professional training, certification, and recruitment strategies and practice for blockchain projects.

The early-tenure salesperson: sales effort and sales growth during the ramp-up period

The challenges encapsulated in the ‘War for Sales Talent’ are symbolic of the struggles inherent in the recruitment, nurturing, and retention of sales professionals. While extant research provides valuable insights into facets like hiring practices, selection criteria, coaching, and training strategies, a noticeable void persists in guiding salespeople as they navigate beyond the initial ramp-up period in a new role. By interconnecting survey responses from a cohort of 200 service salespeople with 18–24 months of tenure, this investigation brings to light the facets of effort—encompassing prospecting, conversion, retention, and growth—that exert an influence on the change in year-over-year revenue following a salesperson’s first complete sales cycle post-onboarding. The results underscore the significance of conversion and growth efforts, revealing their robust impact on the net change in sales revenue. In challenging existing paradigms, this study proposes a conceptual shift in understanding sales effort. Rather than adhering to the prevailing unidimensional viewpoint, the findings advocate for recognizing sales effort as a multi-dimensional construct with competing demands. This nuanced perspective contributes to a more comprehensive understanding of the factors influencing revenue growth for salespeople transitioning from the ramp-up period toward a sustainable, growth-oriented trajectory.

Study on Impact of AI for Recruitment and Selection of Skilled Professionals in the Organization

Study on Impact of AI for Recruitment and Selection of Skilled Professionals in the Organization

Assessment of the Attitudes of Applied Medical Science Students toward Mental Health Problems: A Cross-sectional Study in Saudi Arabia

Over the last decade, most populations have been reported to harbor negative perceptions toward individuals who have been diagnosed with a mental health problem (MHP; Prins et al., 2011; Sansone & Sansone, 2013). Likewise, individuals with MHP are often at the receiving end of negative reactions and stigmatization from the public (Sansone & Sansone, 2013). These negative attitudes manifest from ordinary persons and even from healthcare professionals (Hansson, Jormfeldt, Svedberg, & Svensson, 2013). Thus, these attitudes can affect the recruitment of future healthcare professionals specializing in mental healthcare, as well as the quality of care that healthcare professionals provide to these patients (Koinis et al., 2015). The shortage in the healthcare workforce specializing in mental health is partly attributed to negative attitudes toward MHP (Koinis et al., 2015). Accordingly, fostering a positive attitude toward MHP requires changes in the attitude of future healthcare professionals and the implementation of educational programs focusing on deep understanding and awareness about MHP (Bennett & Stennett, 2015). Improved attitudes toward MHP can be achieved if baseline data pertaining to students’ attitudes are available (Bennett & Stennett, 2015; Murthy, 2017). The results of the present study can provide understanding and help establish a certain approach to facilitating acceptable behavior toward mental health, especially among health-related students and how they create an impact on society and the population they serve . Therefore, this study was implemented to assess the attitudes of students with health-related courses toward MPS in Saudi Arabia.

Нові підходи до оплати праці державних службовців в Україні

Нові підходи до оплати праці державних службовців в Україні

Influence of Internal Capabilities on the Performance of Micro and Small Enterprises (MSEs) in Mogadishu, Somalia

Purpose: The main aim of this study was to determine the influence of internal capabilities on the performance of Micro and Small Enterprises (MSEs) in Mogadishu, Somalia
 Methodology: The research paper adopted a descriptive research design. The target population in this study was undefined given that the number of MSEs in Mogadishu, Somalia operate under no regulatory framework. The researcher used snowballing sampling techniques, where one MSEs was requested to introduce the researcher to another MSE until the sample size of 120 MSEs was reached. The collected data was then subjected to analysis using descriptive and inferential statistics. The researcher included statistical tools such as SPSS and MS Excel to provide a comprehensive description of the data. The findings were presented using tables.
 Findings: The findings revealed that financial, marketing and HR capabilities had a positive and significant influence on performance of MSEs in Mogadishu, Somalia. Where, financial capabilities (β=0.547) had the highest statistical influence, followed by marketing capabilities (β=0.428) and lastly HR capabilities (β=0.415).
 Unique Contribution to Theory, Practice and Policy: The study recommended that owners of Micro and Small Enterprises (MSEs) prioritize investing in skill training and the recruitment of expert professionals to bolster the knowledge base and capabilities of their enterprises. The study findings discuss a deeper understanding of the determinants of MSE performance, and how this knowledge can be translated into targeted actions by business owners, policymakers, and other stakeholders. This not only supports the practical application but also illustrates its value in informing policies that promote the growth and sustainability of MSEs in the region.

The Added Value and Unintended Negative Consequences of Involvement Processes

Abstract Background Public involvement is widely considered a way to improve health and quality of health services. The research literature reveals ambiguities concerning the added value and the unintended negative consequences of public involvement processes. The aim of this study was to identify, synthesize and present an overview of added value and unintended negative consequences of public involvement processes in the planning, development, and implementation of community health services. Methods 36 peer-reviewed articles retrieved from a systematic search (published in a review article) in the CINAHL, Cochrane Library, Embase, PsycINFO, PubMed, ProQuest, and Scopus databases in 2021 were coded and extracted according to the aim of the study. A thematic synthesis was conducted involving (1) line-by-line text coding, (2) developing descriptive themes and (3) generating analytical themes. Results Two main themes with corresponding subthemes were identified providing an overview of the added value of public involvement processes (theme 1) at individual, service, and political levels. Unintended negative consequences (theme 2) show how individual resources is required, and uncertainty about the effect of involvement on services and power differences among providers and the public revealed. Conclusions The added value of public involvement processes is primarily reported on an individual and service level and often accompanied by unintended negative consequences. Professional facilitators and recruitment of a wider group of participants representing vulnerable groups is important to promote equality in public involvement.

Creating Change for Rural Allied Health via a DHSc Pathway

The recruitment and retention of health professionals in rural and remote locations is a world-wide challenge. Investment to improve the pipeline for medicine and nursing, as well as to attract overseas qualified personnel, has been significant in Aotearoa New Zealand. Those professions, collectively known as Allied Health, Scientific & Technical (AHPs), of which there are over 40 separate professions, have not had the same attention or investment, leaving rural communities without access to many of the assessments, treatments and diagnostics that enable people to grow up well, live well and age well. The objective of this research was to discover what AHPs identify as the attractive aspects of living and working rurally. The purpose of exploring AHP perspectives was so that their insights and experiences could underpin practical advice and guidance for rural and remote health systems to improve their recruitment and retention experiences and support AHPs to flourish in these settings. This research drew on Interpretive Descriptive methodology. Data was collected in semi-structured interviews using an Appreciative Inquiry lens, and analysed using Braun and Clarke’s Reflexive Thematic Analysis (Braun & Clarke, 2022). Eighteen AHPs from seven professional groups, who lived and/or worked rurally, were interviewed across Aotearoa using video conferencing. Three key themes were constructed including: ‘Sense of Connection & Belonging’, ‘Safe & Supported Practice’ and ‘Creating Roles People Want to Come For’. These were woven with an integrative theme: ‘Fit’. The findings contain rich suggestions of how AHPs can be attracted to and retained in rural and remote communities. The research also highlights several key areas, specific to line managers, recruiters, employing organisations, tertiary providers, professional associations and registering bodies, where action can be taken to improve the experiences of AHPs in rural areas.