Recruitment Procedures Research Articles

Optimizing diversity, equity and inclusion in pragmatic clinical trials: Findings from the Pain Management Collaboratory

The National Institutes of Health, U.S. Department of Defense, and U.S. Department of Veterans Affairs established a Pain Management Collaboratory (PMC) in 2017, with the purpose of implementing and evaluating nonpharmacological approaches for management of pain and co-occurring conditions in military and veteran healthcare systems through the execution of pragmatic clinical trials. The purpose of the current study is to detail and critically examine recruitment and retention procedures across the PMC’s large-scale multi-site pragmatic clinical trials, with attention to efforts made by trialists to diversify their study samples. Team members from 11 pragmatic clinical trials completed semi-structured interviews that focused on the meaning of diversity to the trial teams when planning the composition of their samples, methods used to recruit and retain diverse samples of patients, and planned analyses that take into consideration diverse subgroups of patients. Nearly 18,000 patients have been enrolled across trials, 22 % of whom were assigned female sex at birth and 34 % of whom identify with a marginalized race or ethnicity. Respondents highlighted study site selection, formation of partnerships with patient groups, and leveraging of data informatics as strategies that aided in the recruitment of patients diverse in terms of birth sex, race, and ethnicity. Notably, trialists adopted a narrow definition of diversity that did not take into consideration multiple intersecting identities of trial participants. Based on experiences of the PMC, we provide 14 recommendations on ways to diversify patient samples in clinical pain research. PerspectiveThis article describes challenges posed, and opportunities provided, with pain pragmatic clinical trial designs, emphasizing approaches that optimize the inclusion of social identity groups that have historically been under-represented in pain research.

Zbyt długi żywot ustawy o pracownikach urzędów państwowych

In 1982, the Act on State Office Employees was passed. Despite the establishment of the civil service, which, according to Art. 153 of the Constitution should serve government administration offices, the 1982 Act is still in force, although its repeal has been announced many times. This is mainly because the 1982 Act, unlike the Civil Service Act, does not provide for a public procedure for equal recruitment for vacant official positions, which allows all political decision-makers to fill these positions through their discretion. However, this constitutes a violation of Art. 60 of the Constitution, which provides citizens with equal access to public service. The data collected under the Act on Access to Public Information shows that the number of people subject to the 1982 Act is very large and, moreover, that numerous important positions in the offices of the supreme state administration bodies are filled on its basis. This is to the obvious detriment of the public interest, especially since the 1982 Act does not contain a whole range of legal structures and requirements intended to ensure professional, reliable and impartial operation of the administration, as required by Art. 153 of the Constitution. The article contains a polemic with arguments about the need for special trust in employees, pointing out their extra-legal nature, as well as the dangers resulting from these assumptions. The thesis is the need to repeal the 1982 Act as soon as possible, as it has already been announced many times.

The Role of Recruitment Practises in Enabling Workforce Diversity in County Governments in Kenya

Workforce diversity in public sector organizations in sub-Saharan Africa is supported by legal statutes and mandates as opposed to organizational policy initiatives. HR audits indicate a skewed distribution of specific ethnic groups and an aged workforce with redundant skills due to recruitment practices. Due to the dearth of studies on workforce diversity in sub-national governments in Sub-Saharan Africa, the study examined the role of recruitment practices in enabling workforce diversity in the County Government of Trans- Nzoia. The study was guided by the social identity theory and adopted a descriptive design that was cross-sectional in the time dimension. The study censused senior employees of the County Government and employed a questionnaire as the main research instrument The study carried out data analysis through descriptive analysis and used regression analysis using Statistical Package for Social Sciences (SPSS) software version 20.0 and the output presented in the form of graphs, Charts, and tables. The descriptive statistics indicated the county government values employee qualifications and uses both internal and external job advertisements, with a skewed but consistent selection process. Use of interviews with little application of the psychometric test of candidates as a screening criteria. Workforce diversity significantly correlated with the recruitment practices; with job advertisements (r = 0.781, p< 0.05), and screening process (r = 0.679, p< 0.05), The study concluded that the recruitment practices have a positive effect on workforce diversity. Based on the findings, the study recommends that the county government support competitive recruitment procedures to improve workforce diversity. The study implications are that sector organizations can promote workforce diversity through efficient practices. The study calls for the HR professional to critically examine the different aspects of HRM in public sector organizations. The study findings are beneficial to sub-national governments, policymakers/legislators, and other scholars in Kenya

Usability and feasibility of an online intervention for older adults to support changes to routines and the home ('Light, activity and sleep in my daily life')

BackgroundIndoor lighting, exposure to outdoor daylight, physical activity and sleep interact to influence functioning, mood and cicadian rhythm. Older adults (≥ 65 years), who often spend more time at home, are less physically active and experience more sleep problems, could benefit from strategies to support behavioural change and self-managed modifications in the home. The study’s primary objective was to assess the usability and feasibility of the ‘Light, activity and sleep in my daily life’ intervention, delivered as a web-based course.MethodsThis 9-week intervention was delivered in a municipality in Sweden (55.70° N). Participants were eight healthy women (age 71–84), community-living in one-person households. We recruited through municipal staff and posters at senior citizen meeting points. Both qualitative and quantitative data were collected before and after the intervention. The outcome measures were intervention usability (ease of use, usefulness) and study feasibility (e.g., recruitment procedure, online engagement). Measures also included changes to routines and self-managed home adjustments to determine whether the participants applied what they had learnt.ResultsAll participants completed the intervention. Time logged in varied between 25 min and 3 h (M = 1 h 50 min) per week. Seven participants’ system usability scores were between 90 and 100 (‘Excellent’) out of 100. When interviewed, participants reported overall high satisfaction with what they had learnt. Six participants were particularly satisfied with the modules targeting light. Seven participants made changes to their lighting or darkness conditions, such as replaced bulbs with either 3-step dimming or higher colour temperature LEDs (samples were included in the intervention test kit). One suggestion to improve the online delivery was to enable participants to add text comments to the weekly evaluation form.ConclusionsThe web-based intervention was feasible to deliver but time for recruitment should be extended and advertisement in the local newspaper should be considered. Participants’ computer proficiency and access to the internet at home will be critical in a future study with a larger sample. Only minor changes to the online content of the intervention are needed based on participants’ feedback. The intervention will be possible to evaluate in a future pilot study.

Temporary Labor Migration from Sri Lanka to Gulf Cooperation Countries: Analyzing Labor Trafficking Amidst the Financial Crisis

Background and Aims: The financial crisis in Sri Lanka (SL) has marked a significant growth in temporary labor migration to Gulf Cooperation Countries (GCC). Temporary labor migration refers to migration from one state to another in pursuit of employment opportunities for a temporary period. The National Policy on Migration for Employment (NPME) and the National Action Plan of SL asserted the importance of developing labor migration policies in response to the country’s severe need for remittances during the financial crisis. A financial crisis occurs when a country's expenditure exceeds its national income, resulting in a shortage of goods and services for its citizens. Along with this understanding, this paper examines how the temporary labor migration from SL to GCC has developed in response to the financial crisis in the country. It argues that reforming labor migration policies solely based on remittance does not appear to be adequate to protect migrants from trafficking. In this setting, the key research question is how labor trafficking has risen amidst the financial crisis in SL. Methodology: In this study, Delphi indicators have been utilized to identify the demarcations of labor trafficking. The data was collected from thirty interviews conducted with family members of labor migrants who migrated to GCC in 2022. Results: The results indicate that shortcomings in the governance of labor migration during the financial crisis in SL have led to an increase in labor trafficking. Conclusion: The paper concludes with the discursive, implementation, and efficacy gaps in the governance of labor migration and suggests a right-based framework to guarantee equitable recruitment procedures.

Ethical considerations of using artificial intelligence (AI) in recruitment processes

The use of artificial intelligence technology in recruitment and selection procedures has become commonplace in business practice. As a result, there has been a significant increase in research on AI recruitment in recent years. However, these studies focus primarily on the considerations of skills and the effectiveness of AI tools. Only recently have analyses emerged presenting these procedures from an ethical perspective. The purpose of the article is to fill this gap and explore the opinions of both HR professionals and employees themselves regarding the use of artificial intelligence-based recruitment solutions. The article contains a systematic review of the literature and the results of a qualitative pilot study. The interview study was conducted in one organisation with the participation of four managers. Widely accepted assumptions about the objectivity of learning algorithms contribute to a seemingly positive image of AI-powered recruitment among practitioners, but the research conducted showed a number of ethical concerns raised by managers regarding AI recruitment requirements. The contrast between this positive image and the ethical concerns raised by critics of AI recruitment requires an assessment necessary to gain a more scientifically grounded perspective on the ethical status of AI recruitment.

Using data and analytics to optimise the human resources processes

Introduction: Business development and HR management systems based on modern technologies open up significant prospects for companies to actively promote themselves in the market and achieve positive results in the context of HR management. Currently, many companies are implementing modern HR tools aimed at increasing efficiency and reducing ongoing risks at minimal cost. In this regard, HR analytics has become a necessary tool to help find information about employees and make informed decisions based on it. Objective. Given the relevance of the research topic, it becomes possible to determine its purpose, яка полягає в узагальненні та систематизації підходів до застосування інструментів, програмних продуктів та платформ для аналітики процесів управління персоналом з метою покращення загального економічного стану компанії. Methods. To achieve this goal, the general scientific methods of analysis, synthesis, generalisation, induction and deduction were used. Results. To achieve this goal, the following results were obtained: the essence of HR analytics and the possibilities of its application for personnel management were determined; software products and platforms for analysing personnel management processes were generalised; the main analytical tools used in the field of personnel management were systematised. It is proved that one of the most important areas of application of HR analytics is the recruitment process. Conclusions. With the help of data and new existing analytical methods, HR professionals have the opportunity to optimise recruitment procedures, identify suitable candidates, which will ultimately contribute to improving the company's condition, provided that the labour resources and intellectual capital are used in a rational and balanced manner

Aripiprazole/Sertraline Combination: Clinical and Cost-Effectiveness in Comparison With Quetiapine for the Treatment of Bipolar Depression (ASCEnD Trial)-Protocol for a Nested Qualitative Study.

Bipolar disorder is a recurrent mental health disorder with a prevalence rate of 1.4%. On average, there can be a delay of 9.5 years from the initial presentation of symptoms to a confirmed diagnosis. Individuals living with bipolar disorder have a reduced life expectancy. There is limited evidence regarding the effectiveness of antidepressants in treating bipolar disorder. The ASCEnD clinical trial will test the clinical and cost-effectiveness of the aripiprazole/sertraline combination in comparison with quetiapine for the treatment of bipolar depression (individuals who suffer from depressive episodes in bipolar disorder) and will include a nested qualitative study. The qualitative study will use semi-structured interviews to explore pilot trial participants' and clinicians' perspectives on recruitment procedures, the acceptability of the intervention, the management of bipolar disorder and attitudes to medication combinations. Findings will inform recruitment strategies and optimise training for the participating sites in the ASCEnD full trial. They will also help to illuminate the lived experience of people with bipolar disorder and the clinicians who work with people with bipolar disorder. The discussion will explore perspectives on the delay in diagnosis, having a diagnosis, the impact of living with bipolar disorder and attitudes to treatment, including drug combinations. A Lived Experience Advisory Panel (LEAP) has been convened with the support of the McPin Foundation, which will contribute to the ASCEnD trial and its nested qualitative study to provide input on the design and delivery of the trial and qualitative study, analysis of qualitative data and dissemination of findings.

Teachers’ Recruitment Procedure in Nigeria: Challenges and Prospects

Nigeria is equally befallen with numerous challenges in its public-school teacher recruitment drive that negatively infiltrate its education system. This paper discusses the challenges experienced in recruiting teachers in public schools in Nigeria. Some forms of obstacles presented are characterized by bureaucratic bottlenecks, flaws in transparency, lack of adequate funding, and nepotism among others. This paper attempts to explore the chances to improve the method of recruiting teachers through policy reforms, increased financing and merit-based choosing criteria. The challenges include bureaucratic bottlenecks, impunity, lack of transparency, inadequate funding, and nepotism. The reform process would promote responsiveness to policy in recruitment through the possibility of further funding and the use of merit selection, and there would be far-reaching change in the process of online recruitment. If these problems are solved, and opportunities gradually positioned in their rightful places, the teacher recruitment process in Nigeria will be better and as such, the quality of education in this country will progress. Based on this, it is advised that any obstacles in the current selection process be routinely reviewed and fixed.

Examining the Impact of Simultaneous Alcohol and Cannabis Use on Alcohol Consumption and Consequences: Protocol for an Observational Ambulatory Assessment Study in Young Adults.

There is significant conflicting evidence as to how using cannabis while drinking alcohol (ie, simultaneous alcohol and cannabis use) impacts alcohol volume consumed, patterns of drinking, and alcohol-related consequences. The impact of simultaneous use on drinking outcomes may be influenced by several within-person (eg, contextual) and between-person (individual) factors. This study was designed to examine naturalistic patterns of alcohol and cannabis use to understand how simultaneous use may impact drinking outcomes. The primary aims were to understand the following: (1) if simultaneous use is associated with increased alcohol consumption and riskier patterns of drinking,(2) if simultaneous use leads to increased alcohol consequences, and(3) how contextual circumstances moderate the impact of simultaneous use on consumption and consequences. Data collection involves a 28-day ambulatory assessment protocol in which a sample of non-treatment-seeking young adults who report simultaneous use of alcohol and cannabis complete ecological momentary assessments (random, event-contingent, and time-contingent surveys) of alcohol and cannabis use, contexts, motives, and consequences on their personal smartphones while continuously wearing an alcohol biosensor bracelet. Participants also complete a baseline assessment, brief internet-based check-in on day 14, and a final session on day 28. Community-based recruitment strategies (eg, social media and flyers) were used to enroll 95 participants to obtain a target sample of 80, accounting for attrition. Recruitment and data collection began in May 2021 and continued through June 2024. Initial results for primary aims are expected in October 2024. As of March 2024, the project had recruited 118 eligible participants, of whom 94 (79.7%) completed the study, exceeding initial projections for the study time frame. Remaining recruitment will provide the capacity to probe cross-level interactions that were not initially statistically powered. Strengths of the project include rigorous data collection, good retention and compliance rates, faster-than-expected enrollment procedures, use of a novel alcohol biosensor, and successful adaptation of recruitment and data collection procedures during the COVID-19 pandemic. This is the first investigation to assess the key momentary predictors and outcomes of simultaneous use as well as self-reported and objective (via alcohol biosensor) measures of alcohol consumption and patterns. The results of this study will inform prevention efforts and studies of individuals who use cannabis who are engaged in alcohol treatment. DERR1-10.2196/58685.

Hybrid 1 randomized controlled trial of an integrated stepped-care mental health intervention for traumatic injury patients

BackgroundAnnually, nearly 3 million individuals in the US are hospitalized after experiencing a traumatic injury (e.g., serious automobile crash, gunshot wound, stab injury). Many traumatically injured patients experience a trajectory of resilience. However, 20–40 % develop mental health problems such as posttraumatic stress disorder and depression; population estimates exceed 600,000 patients annually. Most trauma centers do not provide direct services to address mental health recovery, but the 2022 American College of Surgeons guidelines have established this as a priority. Cost-effective interventions are needed that meet the needs of patients at each stage of the recovery process while achieving sustainability at the level of implementation. This protocol paper describes a study that rigorously tests the Trauma Resilience and Recovery Program (TRRP), a scalable, sustainable technology-enhanced intervention to support the mental health recovery of patients who have experienced a traumatic injury. MethodsWe describe a randomized controlled trial with 1-year follow up of TRRP vs. enhanced usual care with 350 traumatically injured patients, including recruitment and retention procedures, assessment, implementation and fidelity monitoring, and statistical plans. ConclusionNovel components of our design include integration of technology-based elements, use of a stepped-care model, and implementation in a trauma center that did not previously have a mental health program. Data collected address the impact of TRRP and inform improvements to the model and its implementation in preparation for large-scale testing and implementation initiatives. This body of work is critical to informing the field as it continues to move toward national standards and recommendations.Trial registration:NCT05497115Clinicaltrials.gov

On The Ground: Methodological and Ethical Considerations of a Field Study on Alcohol Intoxication and Sexual Misperception among Drinking Venue Patrons.

The goal of this paper is to provide guidance to researchers on the logistical and ethical considerations involved in conducting an alcohol field study by detailing the methodology employed in a field study on alcohol and sexual misperception. This article presents a field study protocol for measuring sexual misperception, a precursor to SA, in patrons exiting bars. One hundred forty-three participants completed study procedures. In-depth information on procedures for site selection, recruitment, screening, measure selection, consent, and capacity assessment is provided. Field studies can evaluate proximal causes of alcohol-involved sexual aggression and intermediary processes like sexual misperception in naturalistic settings. Greater implementation of field studies is required for a comprehensive understanding of alcohol-involved SA perpetration and for generalizable interventions.

Seminar Pekerja Migran untuk Pencegahan Modus Kerja di Luar Negeri

This study evaluates the effectiveness of the Indonesian Migrant Workers (PMI) seminar in raising community awareness in Putatgede Village. The seminar, which involved socialization and interactive discussions, successfully provided relevant information on migrant worker recruitment procedures, the risk of fraud, and protection for migrant workers. The active participation of participants from various age groups showed the high interest of the community in obtaining accurate information. Evaluation results showed an increase in participants' understanding of the importance of working through official channels and vigilance against unclear job offers.

Practical Guidance for Preparing for and Conducting Focus Groups and Interviews with Community Members for Cancer Research.

To support meaningful and productive engagement in cancer research, we provide practical guidance for preparing for and conducting focus groups and interviews with community members. We provide 11 recommendations in two printable resources: (a) a checklist for preparing for focus groups and interviews with community members, and (b) a list of practical strategies to use when conducting the focus groups and interviews. These recommendations are based on our experience facilitating 15 focus groups and 20 interviews with 52 community members to codesign the study materials for a population-wide qualitative survey for understanding the needs and experiences of adults affected by cancer in Queensland, Australia. The checklist includes six recommendations: (1) define and document recruitment procedures, (2) use diverse recruitment methods to recruit a diverse sample, (3) implement multiple strategies to prevent and detect fraudulent participant sign-ups, (4) offer flexible options for research participation, (5) develop and pilot visual session materials, and (6) nominate lead and support facilitators (focus groups only). Practical strategies include five recommendations with examples for how to implement these in practice: (1) allow time to get started, (2) invite focused participation, (3) keep track of time, (4) facilitate productive and insightful conversations, and (5) debrief after sessions for continuous quality improvement. These resources can be used by students, researchers, and health care professionals conducting focus groups and interviews with community members to optimize the consumer's experience of participation in cancer research. The recommendations presented may also be applicable in health research more broadly.

The Environmental Enteric Dysfunction Biopsy Initiative (EEDBI) Consortium: mucosal investigations of environmental enteric dysfunction

Environmental enteric dysfunction (EED) is an asymptomatic acquired disorder characterized by upper small bowel inflammation, villus blunting, and gut permeability. It is a major contributor to poor growth in childhood as well as other highly consequential outcomes such as delayed neuorcognitive development. After decades of intermittent interest in this entity, we are now seeing a resurgence in the field of EED. However, recent studies have been hampered by a lack of investigation of the target tissue—the upper small bowel. In 2016, the EEDBI (Environmental Enteric Dysfunction Biopsy Initiative) Consortium was established as a common scientific platform across 3 independent EED biopsy cohort studies in Bangladesh, Pakistan, and Zambia. Two centers in the United States recruited comparison groups of children undergoing endoscopy for clinical indications. The EEDBI Consortium goal was to augment the contributions of the individual centers and answer high-level questions amenable to analysis and interpretation across the studies. Here, we describe the Consortium and its cohorts and recruitment procedures across studies. We also offer details applicable to all papers in this supplement, which describe EED mucosal histology, morphometry, immunohistochemistry, and transcriptomics as well as histology relationship to pathogens and biomarkers.

PROSEDUR PEREKRUTAN VOLUNTEER EVENT PADA PT. DYANDRA PROMOSINDO

The task of this study discusses Volunteer Recruitment Procedures of PT. Dyandra Promosindo’s Event. The method used by the author on this study is qualitative method with secondary data collection technique and doing direct observation in the field, and interview. The observation result shows the Volunteer Recruitment Procedures of PT. Dyandra Promosindo’s Event consists of the stages of determining the needs of the workforce, then conducting socialization, filling in digital forms. Interviews, database compilation, and ending with a volunteer meeting and signing of employment contracts or Memorandum of Understanding (MoU).

Using Natural Language Processing on Expert Panel Discussions to Gain Insights for Recruitment, Retention and Intervention Adherence for Online Social Support Interventions on a Stage II-III Clinical Trial Among Hispanic and African American Dementia Caregivers.

We applied natural language processing (NLP) to a corpus extracted from 4 hours of expert panel discussion transcripts to determine the sustainability of a Stage II-III clinical trial of online social support interventions for Hispanic and African American dementia caregivers. Prominent topics included Technology/hard to reach populations, Training younger populations, Building trust, Privacy and security issues, Simplification of screening questions and recruitment procedures, Understanding participants' needs, Planning strategies and logistics, Potential recruitment places, Adjusting intervention size downwards to engage elderly participants, Targeting different generations, Internet-based interventions by age range, and Providing step-by-step instructions and an overview of the entire research process during recruitment. The application of NLP to qualitative data on a dementia caregiving clinical trial provides useful insights for recruitment, retention, and adherence to guidelines for such interventions serving Hispanic and African American dementia caregivers.

Research on the Application of Artificial Intelligence Technology in Corporate Recruitment

With the continuous advancement of artificial intelligence (AI) technology, an increasing number of enterprises have integrated it into the field of human resource management, presenting both new opportunities and challenges. AI technology can assist the human resources department in more efficiently processing and analyzing large amounts of data during the recruitment process, thereby optimizing recruitment procedures and enhancing the overall organizational efficiency and employee satisfaction. The aim of this study is to provide valuable guidance and reference for enterprises to effectively utilize AI technology in recruitment efforts. Initially, this article outlines the current application of AI technology in corporate human resource management. Subsequently, through specific cases, it conducts an in-depth analysis of the practical application of AI in the recruitment process. Finally, a comprehensive evaluation of the cost-effectiveness and applicability of AI technology in recruitment is presented.

Engagement in rapid public health research among young people from underserved communities: maximising opportunities and overcoming barriers

BackgroundInclusion in public health research of young people from low-income households and those from minority ethnic groups remains low. It is recognised that there is a need to change the way in which research is conducted so that it becomes more inclusive. The aim of this work was to identify novel and innovative ways to maximise recruitment and inclusion of diverse participants when doing co-production within very short time frames for emergency responses.MethodWe conducted interviews with young people from low-income and minority ethnic backgrounds, and members or leaders of groups or organisations supporting or representing young people from underserved communities.ResultsA total of 42 participants took part in an interview. This included 30 young people from low income or minority ethnic backgrounds and 12 community leaders/service providers. Of the 30 young people, 26 participants identified as female and 12 participants identified as being from a minority ethnic background. Participants discussed a number of interrelated barriers to research involvement and identified ways in which barriers may be reduced. Prejudice and discrimination experienced by young people from underserved communities has led to substantial mistrust of educational and governmental establishments. Rigid and unfamiliar research practices further limit the involvement of young people. Four themes were identified as ways of supporting involvement, including: making opportunities available for young people, adaptations to research governance, understanding and acknowledging challenges faced by young people, and ensuring reciprocal benefits.ConclusionThis research explored barriers to engagement in rapid public health co-production. Working with communities to co-produce rapid recruitment and research procedures to suit the needs and the context in which young people live is necessary.

A Qualitative Analysis of Cross-cultural Adjustment and Job Performance in the Hotel Industry: The Case of Saudi Arabia

Individual and organizational-level cross-cultural adjustments are necessary in the hospitality sector because of its diverse and dynamic teams and guests. The aim of this research is to comprehend the variables that explain how job performance is affected by cross-cultural adjustment. A qualitative study was carried out, with an emphasis on the traits of the Saudi culture and the opinions on job performance, satisfaction, and the overall environment at work. To determine how high-context and low-context cultural norms differ from one another and what effects they have on various levels, ten individuals were interviewed. Thematic analysis was used to examine the transcribed data, find patterns, and discuss the most significant relationships. The results demonstrated that a cross-cultural adjustment in a team of hotel industry in Saudi Arabia is affected due to the lack of cultural balance and inclusiveness. This may lead to communication problems and a challenging work environment, which can affect employees' engagement and job performance. The recommendations included focusing on enhancing the present recruitment procedure to develop more culturally balanced teams and evaluating the team's time-management skills, which is a factor that makes it challenging for employees to participate in activities of diverse cultures.