Recruitment Program Research Articles

Evaluation of the Proactive Recruitment Program Innovation of the Indonesian National Police

The practice of evaluating innovation is conducted with the aim to improve programs so that they are sustainable and able to deal with the complexities of modernization and resource constraints. The evaluation of innovative proactive recruitment programs in the Indonesian National Police, using the concept of innovation evaluation proposed by Westley and Antadze (2012) indicates the program’s success. This can be seen through the rapid development of technology and information that can be utilized to support modern organizational capacity building through recruitment. Proactive members of the Indonesian National Police (POLRI) and the Service Improvement Force (POLRI) then involves and collaborates with all elements. This is because acceleration of service cannot be achieved by one party alone. Following from this, the concept of ’pentahelix’ development, in which elements of government, society or communities, academics, entrepreneurs, and the media unite to build togetherness in the success of proactive recruitment. The last dimension, which is the new approach, emphasizes the modernization of police technology in all regional units. An aspect of this modernization is the improvement of the data-based and information technology-based member recruitment system (POLRI). This system is integrated from the center to the Polres level and includes online system registration applications, proactive recruitment applications, academic potential tests and psychological evaluations. This was previously done using computer answer sheets (LJK), which were changed using a computer aided selection method Computer Assisted Test (PAINT) to obtain a minimum standard of basic competence.
 Keywords: innovation evaluation, proactive, police members

Bridge to health informatics—a 5-week intensive online program to increase diversity in health informatics

IntroductionHealth informatics (HI) has the potential to address health disparities and improve healthcare outcomes; however, lack of diversity in the workforce, especially at advanced levels, feeds disparities, and creates inequities. Increasing participation from underrepresented minorities requires exposure and connection to the field and career opportunities including advanced degrees. Morehouse School of Medicine (MSM) created the no-cost, 5-week intensive online Bridge to Health Informatics (B2HI) program in 2021 to connect participants from backgrounds underrepresented in HI with industry-relevant skills, professional certification, business experience, and graduate training opportunities.MethodsThe curriculum included intensive training in knowledge and current trends, business propositions, and professional certifications. Successful completion of the B2HI provided scholars with guaranteed admissions into the Master of Science in Health Informatics (MSHI) degree program, which premiered at MSM in August 2021. We deployed several strategies to attract individuals interested in advancing their careers in HI. To assess the impact of the recruitment strategy and program, we analyzed applicant demographics, the interests of those accepted into the program, and feedback from participants via anonymous online surveys.ResultsIn 2021, our recruitment efforts attracted 65 applications, over whom 90% self-identified as African American and the majority were working adults. Among the 46 applicants accepted and enrolled, 38 (83%) completed the program. Thirteen B2HI graduates enrolled in the first offerings (Fall 2021 and Spring 2022) of the online MSHI degree program, the highest number for the first sessions of our online master’s degree programs, indicating that B2HI connects scholars with advanced training. Participants indicated immense overall satisfaction with the program and had strong positive responses for increased interest and confidence to do advanced work in the subject.DiscussionThe data indicate that B2HI addresses key factors that hinder diversity in healthcare and informatics-related fields, including awareness, access, and social support, and connect students with the next stages of training toward careers that require an advanced degree. By providing opportunity, resources, and networks that help participants raise their potential to become leaders and decision-makers in the healthcare industry, programs like B2HI enable the collective effort to decrease health disparities.

Feasibility of a Home-Based Cognitive-Physical Exercise Program in Patients With Chronic Obstructive Pulmonary Disease: Protocol for a Feasibility and Pilot Randomized Controlled Trial.

Chronic obstructive pulmonary disease (COPD) is a progressive condition associated with physical and cognitive impairments contributing to difficulty in performing activities of daily living (ADLs) that require dual tasking (eg, walking and talking). Despite evidence showing that cognitive decline occurs among patients with COPD and may contribute to functional limitations and decreased health-related quality of life (HRQL), pulmonary rehabilitation continues to focus mainly on physical training (ie, aerobic and strength exercises). An integrated cognitive and physical training program compared to physical training alone may be more effective in increasing dual-tasking ability among people living with COPD, leading to greater improvements in performance of ADLs and HRQL. The aims of this study are to evaluate the feasibility of an 8-week randomized controlled trial of home-based, cognitive-physical training versus physical training for patients with moderate to severe COPD and derive preliminary estimates of cognitive-physical training intervention efficacy on measures of physical and cognitive function, dual task performance, ADLs, and HRQL. A total of 24 participants with moderate to severe COPD will be recruited and randomized into cognitive-physical training or physical training. All participants will be prescribed an individualized home physical exercise program comprising 5 days of moderate-intensity aerobic exercise (30-50 minutes/session) and 2 days of whole-body strength training per week. The cognitive-physical training group will also perform cognitive training for approximately 60 minutes, 5 days per week via the BrainHQ platform (Posit Science Corporation). Participants will meet once weekly with an exercise professional (via videoconference) who will provide support by reviewing the progression of their training and addressing any queries. Feasibility will be assessed through the recruitment rate, program adherence, satisfaction, attrition, and safety. The intervention efficacy regarding dual task performance, physical function, ADLs, and HRQL will be evaluated at baseline and at 4 and 8 weeks. Descriptive statistics will be used to summarize intervention feasibility. Paired 2-tailed t tests and 2-tailed t tests will be used to compare the changes in the outcome measures over the 8-week study period within and between the 2 randomized groups, respectively. Enrollment started in January 2022. It is estimated that the enrollment period will be 24 months long, with data collection to be completed by December 2023. A supervised home-based cognitive-physical training program may be an accessible intervention to improve dual-tasking ability in people living with COPD. Evaluating the feasibility and effect estimates is a critical first step to inform future clinical trials evaluating this approach and its effects on physical and cognitive function, ADL performance, and HRQL. ClinicalTrials.gov NCT05140226; https://clinicaltrials.gov/ct2/show/NCT05140226. DERR1-10.2196/48666.

Pathways into the Profession: Student Affairs Professionals Tell All

Student affairs professionals often find their way to the field on accident rather than on purpose. This study explored avenues used by current student affairs professionals to enter the profession. Content analysis of open-ended responses revealed six themes related to how participants found their way into the profession. Findings can be utilized by student affairs preparatory programs, undergraduate recruitment programs, and higher education professional associations to better serve their target or current constituencies.

The Role of Wakalah Contract Implementation in Increasing Interest in Becoming A Reseller

Online stores provide offers and convenience in doing business in the current era, starting from offering initial capital, and shipping goods to storage/warehouses. The rapid development of information technology has had an impact on the large growth of online stores, one of which is fashion resellers from children, teenagers to adults. Fayana is an online store that implements a reseller recruitment program to market its products using the Wakalah Agreement, As-Salam Contract, Wa’ad Contract, and Istishna. This study aims to analyze the role of implementing wakalah contracts in increasing interest in becoming a reseller at the Fayana Collection Store Surabaya. The research uses a qualitative approach. The results of this study showed that the implementation of the Wakalah Agreement played a role in increasing the interest of resellers to join Fayana Stores, in addition to one of the advantages of this store there was also an increase in the discount rate from 5% to 20%.

Virtual Brunches to Enhance Recruitment of Residents and Fellows Who Self-Identify as Underrepresented in Medicine.

Our institution, along with many others, struggles to recruit residents and fellows who identify as underrepresented in medicine (UIM). There have been various program-level interventions implemented across the nation; however, little is known about graduate medical education (GME)-wide recruiting events for UIM trainees. We describe the development, implementation, and evaluation of a GME-wide recruitment program, Virtual UIM Recruitment Diversity Brunches (VURDBs), to meet this need. A virtual, 2-hour event was held 6 times on Sunday afternoons between September 2021 and January 2022. We surveyed participants on a rating of the VURDBs from excellent (4) to fair (1) and their likelihood of recommending the event to their colleagues from extremely (4) to not at all (1). We used institutional data to compare pre- and post-implementation groups using a 2-sample test of proportions. Across 6 sessions, 280 UIM applicants participated. The response rate of our survey was 48.9% (137 of 280). Fifty-eight percent (79 of 137) rated the event as excellent, and 94.2% (129 of 137) were extremely or very likely to recommend the event. The percentage of new resident and fellow hires who identify as UIM significantly increased from 10.9% (67 of 612) in academic year 2021-2022 to 15.4% (104 of 675) in academic year 2022-2023. The percentage of brunch attendees matriculating into our programs in academic year 2022-2023 was 7.9% (22 of 280). VURDBs are a feasible intervention associated with increased rates of trainees identifying as UIM matriculating in our GME programs.

Investigating the impacts of a preservice agriculture teacher recruitment program using Kirkpatrick’s program evaluation model

Although post-secondary school agricultural education degree programs strive to meet the need of supplying agriculture teachers, the gap between teacher demand and supply continues to exist. The Teach Ag Campaign is a joint effort of the agricultural education profession to recruit and retain agricultural educators and encourage students to pursue a career in teaching agriculture. Given the systematic program evaluation of the effects of Teach Ag Campaign efforts on agriculture teacher supply is lacking, this study investigated the outcomes and effectiveness of a preservice agriculture teacher recruitment program using Kirkpatrick’s program evaluation framework. The results indicated that the design and implementation of the Agricultural Education Institute (AEI) effectively met the needs of program participants, and the program positively affected participants’ knowledge, attitude, and aspiration regarding a career teaching agriculture. In addition, the findings demonstrated that the AEI contributes to producing agriculture teachers who support Florida's school-based agricultural education programs. Based on the results of this study, recommendations for practice in terms of participant recruitment, program design, implementation, and future research were proposed.

Outreach, Screening, and Randomization of APOE ε4 Carriers into an Alzheimer’s Prevention Trial: A global Perspective from the API Generation Program

BackgroundAlzheimer’s disease (AD) prevention trials require a large outreach and screening funnel to identify cognitively unimpaired adults who meet the study’s inclusion criteria, such as certain clinical or demographic criteria, genetic risk factors, and/or biomarker evidence of the disease.ObjectivesDescribe tactics and strategies to identify and enroll cognitively unimpaired adults with one (heterozygotes [HT]) or two (homozygotes [HM]) copies of the APOE ε4 allele, a genetic risk factor for dementia due to AD, into the Alzheimer’s Prevention Initiative (API) Generation Program, the largest and only prevention trials for late onset AD using this enrichment technique.Design and SettingThe Generation Program was comprised of two global, randomized, double-blind, placebo-controlled, parallel group adaptive design with variable treatment duration clinical trials. Generation Study 1 randomized participants into one of two cohorts: Cohort 1 which evaluated CAD106 vs. placebo or Cohort 2 which evaluated umibecestat vs placebo. Generation Study 2 randomized participants into two doses of umibecestat vs. placebo. The Generation Program was terminated early in 2019, while enrollment was still occurring.ParticipantsBoth Generation Study 1 and Generation Study 2 enrolled cognitively unimpaired APOE ε4 HMs aged 60–75; Generation Study 2 also enrolled APOE ε4 HTs ages 60–75 with elevated brain amyloid.Methods and MeasurementsDescribe results of the centralized and localized outreach, recruitment, screening strategies and tactics as well as characteristics of sites successful at enrolling genetically eligible participants, with a particular focus on APOE ε4 HMs given the 2–3% prevalence of this genotype.ResultsAt the time the trial program was terminated, 35,333 individuals had consented to the optional prescreening ICF1a/ ICFA and provided a sample of DNA for APOE genotyping, 1,138 APOE ε4 HMs consented to screening for Generation Study 1 (ICF1b), and 1,626 APOE ε4 carriers were randomized into either Generation Study 1 or Generation Study 2. Genetic testing registries, partnerships with genetic testing/counseling companies, and the optional prescreening ICF1a/ICFA were the most successful strategies for identifying genetically eligible participants for screening.ConclusionsIt is feasible to recruit, screen and randomize cognitively unimpaired APOE ε4 carriers, particularly APOE ε4 HMs for a global AD prevention trial. The Generation Program was on track to complete enrollment by end of 2019. Factors that were key to this success included: working with sites to develop customizable outreach, recruitment, and screening programs specific to their site needs, providing forums for sites to exchange best practices, and developing partnerships between the sponsor team and trial sites.

Gender Differences in Letters of Recommendation for Gynecology Surgical Fellowship Applicants: Analysis of One Program's Recruitment Cycle

To evaluate if there are gender differences in the letters of recommendation (LOR) written for residents applying to gynecology surgical fellowships. Retrospective study. Single, academic institution. LOR for applicants to gynecology oncology, urogynecology, and minimally invasive gynecology fellowships during the 2019-2020 application cycle. Not applicable. We analyzed the linguistic content of the letters for the presence of 4 summary variables and 21-word categories based on previous studies using a validated computerized text analysis software. We used multivariable analysis using linear mixed models to compare letter linguistic characteristics by applicant gender. We performed qualitative content on letters and compared the frequency of code themes by gender. The mixed-method design was planned to analyze domains not captured in text analysis. Among 680 letters written for 186 applicants, 124(18.2%) were written for men and 556 (81.8%) were written for women. There were no differences in the least square mean (SE) word counts for LOR written for men and women applicants, 465(20.0) v. 458(9.4) words, p=.74. On multivariable analysis, LOR written for men had higher authentic tone and more risk words (p=.005 and p=.03, respectively). LOR written for women contained more communal (relationship-oriented) words (p=.006). The qualitative analysis demonstrated ability, interpersonal traits, surgical skills, and research were the most mentioned themes. Comments about compassion/empathy, leadership potential, teaching, interpersonal skills, and patient rapport were found more in letters for men. More doubt raisers (words that raise doubt or concern) were present in letters for men, but letters for both genders had similar levels of negative criticism. In contrast, comments on ability, being "drama-free", and self-awareness were found more in letters for women. There were gender differences in LOR written for obstetrics and gynecology surgical sub-specialty fellowship applicants indicating presence of gender bias.

Defining equitable genomic testing uptake in gastrointestinal oncology: Ensuring capture of demographic data.

794 Background: Tumor genomic testing (GT) has increased diagnostic accuracy and treatment options for patients (pts) with cancer. Dana-Farber Cancer Institute (DFCI) has made GT accessible as an institute-supported research effort for >10 yrs. We estimate 50% standard therapies and 15-35% clinical trials in Gastrointestinal Cancer Clinic (GCC) require GT to determine eligibility. Pts in GCC with certain cancers are eligible for GT as a clinical test – these include metastatic/locally advanced colorectal, gastric, pancreatic, or biliary cancers. Clinical testing requires CLIA lab certification and insurance reimbursement; research does not. Herein we ID gaps in our GT database. Methods: We reviewed data on GT uptake in GCC between 4/2015 - 6/2022. 20,096 pts were captured by the GT tracking system. Data included: testing ordered and completed (proportion, type, time to receiving tissue for testing [TR], time to testing completion [TC]). Demographic data is not captured in the tracking system; matching unique patient identifiers with electronic health record is pending. Results: Most pts received GT (57.6%); 12% were not eligible; 30.4% declined consent. Most testing was completed (67.6%), but 21.3% of tests failed (45.5% of these from insufficient tissue). Research testing (71%) comprised most tests, but clinical tests were completed faster (median 34 days research vs 20 days clinical). Ampullary (91%), anal (90%), colon (90%) had highest completion rates; pancreatic (59%), hepatocellular carcinoma (56%) had lowest (from insufficient viable tumor in submitted specimens). Conclusions: GCC has a robust recruitment program that has yielded high GT uptake. Given the frequency that GT is used for treatment and trials, building a demographically representative dataset is crucial, especially for pts with largest burden of morbidity and mortality from cancer. We ID'd data gaps in the GT tracking system, which lacks demographics and reason for not testing. Demographic data is available in the electronic health record but does not speak with the GT tracking system so this analysis is not routinely done. Ability to visualize this data is important to ensure equitable GT uptake. Future efforts will focus on improving rates of consent in genomics databases and cancer clinical trials. Genomic testing at Dana-Farber Cancer Institute Gastrointestinal Cancer Center, 4/2015 – 6/2022.[Table: see text]

Creating opportunities to engage with prospective historically marginalized trainees with clinical simulation

BackgroundRecruiting a diverse group of medical students, house officers, and faculty in medicine is challenging—particularly for predominantly white, midwest institutions that may not be racially or ethnically diverse. PurposeTo evaluate a novel clinical simulation program, SiMfest, for recruiting house officers from historically marginalized populations to our institution to demonstrate our leadership's commitment to high-quality education and recruitment of these students to enhance diversity in academic medicine. MethodsThe Office for Health Equity and Inclusion, institutional leadership, and clinical department chairs developed a novel and engaging series of clinical simulations, SiMfest, to engage the pipeline of historically marginalized trainees and demonstrate our leadership's commitment to high-quality education. SiMfest is a two-hour simulation session presented annually (2017–2019) by our institution at the Student National Medical Association Annual Medical Education Conference. ResultsOver 800 students participated in SiMfest sessions over three years. Of the 461 participants who completed a survey after participation, 301 identified as female, and 382 indicated a racial category considered as historically marginalized in medicine—91% of whom identified as African American or Black. Thirty percent (n = 125) of respondents identified as pre-medical (e.g., undergraduate, post-baccalaureate) students and 69% (n = 289) identified as current medical students. Over 80% of students would recommend SiMfest to others. Additionally, 73% (n = 87) of pre-medical and 54% (n = 143) of medical students reported exposure to a previously unknown specialty. Thirty-three department representatives reported their SiMfest experience revealed new information about historically marginalized applicants that they may not have engaged with through the traditional application process but would be more likely to engage with in future diversity, equity, and inclusion initiatives. ConclusionSiMfest harnessed our institution's high-quality training, personnel resources, and diversity, equity, and inclusion values to bring historically marginalized students in medicine and department leadership together to learn about one another and offer experiential learning. SiMfest may serve as a model for other institutions to draw on their strengths to develop innovative recruitment programs that promote the education and engagement of undergraduate and medical students from historically marginalized populations while simultaneously promoting diversity, equity, and inclusion culture change.

Implementing the figure of peer support workers in mental health: an international perspective from the context of its implementation in Catalonia.

In the context of debates surrounding the training of mental health peer support workers and their incorporation into the Catalan Health System, this article presents a literature review complemented by interviews carried out between 2020 and 2021 with both international and Spanish experts. Based on the information obtained, content analysis of elements of their training and integration within the health system was performed. German-speaking countries offer the most homogeneous training and recruitment programs. In the case of English- and French-speaking countries, non-profit or third sector organizations are usually in charge of training programs and recruitment. Various experiences with training programs exist in the Ibero-American world, although they are not recognized as professional qualifications. Recommendations are offered for the development of this figure in Catalonia, which include advancing towards professional training with recognition as health care providers, as well as contracting options from both socio-health or health care providers or from third sector entities.

Research recruitment through the patient portal: perspectives of community focus groups in Seattle and Atlanta.

Research recruitment through patient portals (ie, patient-facing, web-based clinical interfaces) has the potential to be effective, efficient, and inclusive, but best practices remain undefined. We sought to better understand how patients view this recruitment approach. We conducted 6 focus groups in Atlanta, GA and Seattle, WA with members of patient advisory committees and the general public. Discussions addressed acceptability of patient portal recruitment and communication preferences. Focus groups were audio-recorded, transcribed, and analyzed using deductive and inductive codes. Iterative team discussions identified major themes. Of 49 total participants, 20 were patient advisory committee members. Participants' mean age was 49 (range 18-74); 59% identified as non-Hispanic White and 31% as Black/African American. Participants were supportive of patient portal recruitment and confident that messages were private and legitimate. Participants identified transparency and patient control over whether and how to participate as essential features. Concerns included the frequency of research messages and the ability to distinguish between research and clinical messages. Participants also discussed how patient portal recruitment might affect diversity and inclusion. Focus group participants generally found patient portal recruitment acceptable and perceived it as secure and trustworthy. Transparency, control, and attention to inclusiveness were identified as key considerations for developing best practices. For institutions implementing patient portal recruitment programs, continued engagement with patient populations can help facilitate translation of these findings into best practices and ensure that implemented strategies accomplish intended goals.

Build Strong Recruitment Program From Ground Up

The Membership Management ReportVolume 19, Issue 2 p. 7-7 Recruiting 101 Build Strong Recruitment Program From Ground Up First published: 05 January 2023 https://doi.org/10.1002/mmr.32076Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat No abstract is available for this article. Volume19, Issue2February 2023Pages 7-7 RelatedInformation

Advancing Equity in Graduate Medical Education Recruitment Through a Diversity Equity and Inclusion (DEI) Toolkit for Program Directors.

To increase diversity and inclusion in graduate medical education (GME), the Accreditation Council for Graduate Medical Education (ACGME) issued new diversity standards requiring programs to engage in practices that focus on systematic recruitment and retention of a diverse workforce of trainees and faculty. The literature on how program directors (PDs) can incorporate and prepare for this standard is limited. We developed a diversity, equity, and inclusion (DEI) toolkit for PDs as an example of an institutional GME-led effort to promote inclusive recruitment and DEI awareness among residency and fellowship programs at a large academic center. A survey was sent to 80 PDs before the launch of the toolkit and 6 months afterwards with response rates of 27% (22/80) and 97% (78/80), respectively. At baseline, 45% (10/22) anticipated that the DEI toolkit might provide better resources than those currently available to them and 41% (9/22) perceived that the toolkit might improve recruitment outcomes. At 6 months, 63% (49/78) found the toolkit helpful in the 2021-2022 recruitment season. By contrast, 2% (2/78) of PDs did not find the toolkit helpful, and 33% (26/78) said they did not access the toolkit. When asked if a PD changed their program's recruitment practices because of the toolkit, 31% (24/78) responded yes. Programs that changed recruitment practices started to require unconscious bias training for all faculty and residents involved in the residency interviews and ranking. Others worked on creating a standardized scoring rubric for interviews focused on four main domains: Experiences, Attributes, Competencies, and Academic Metrics. There is a need to support PDs in their DEI journey and their work to recruit a diverse workforce in medicine. Utilizing a DEI toolkit is one option to increase DEI knowledge, skills, awareness, and self-efficacy among PDs and can be adopted by other institutions and leaders in academic medicine.

Mapping leadership styles in the worldview space

Purpose: The purpose of this article is to identify the theoretical sources of the process of acquisition and development of leadership styles represented by managers in many industries. Design/methodology/approach: The article analyzes five distinct management paradigms and leadership styles as emerging from five distinct worldviews currently present in the world. Findings: It turns out that the realization, conscious or unconscious, of one paradigm of reality implies the adoption of a particular management style, which then influences the actions with groups, teams and entire organizations. Worldviews form a specific loop with a leader's mindset, which influences his actions and performance. Research limitations/implications: The major limitations of this analysis are its theoretical nature and the question of whether it can be confirmed by a real life research. Practical implications: Understanding the sources of behavior has implications for how organizations operate and can significantly impact the design of recruitment, initial training, and development programs as well as on what curriculum business schools offer.. Social implications: People interpret the reality around them through the worldview. It influences their values, beliefs, communication or management style. Companies with knowledge of the sources of management styles can intentionally create these styles through organizational culture and thus influence the surrounding community. Originality/value: Sources of management and leadership styles as a prelude to the Industrial Revolution 4.0. Keywords: paradigms of management, leadership styles, worldviews, Industrial Revolution 4.0. Category of the paper: Research paper.

Utilization of Core Values and Branding to Recruit the Best Trainees for Your Program.

Branding is a tactic which has been well described in the business literature as a way to enhance a company's reputation, promote a sense of high quality and value, and influence an individual's perception and behavior. Branding has not traditionally been explicitly used by training programs for recruitment. However, it can be used as a powerful tool to help recruit and retain candidates who will thrive in your program. Branding has become even more important since the COVID-19 pandemic with the absence of in-person experiences for most applicants and a transition to virtual interview platforms. This article discusses how to develop and use your core values to understand your brand identity, create a clear and memorable message to your applicants, and ensure a brand experience that will allow applicants to understand the essence of your training program.

Analysis of the current labor market and the employment rate in the Saratov region

Introduction . Today, the challenges of labor market development are particularly relevant for the regions as one of the key tasks is to face these challenges to provide the economic growth of the region. The research is urgent due to the significant role of the employment rate at the current stage of socio- economic development. Purpose . The study aims to identify the key concerns for the employment rate and recruitment at the labor market in the Saratov region. Materials and Methods . Market trends and the current region’s labor market are derived from the Rosstat statistics, the statistic s taken from the Federal Service for State Statistics in the Saratov region, Ministry of Labor and Social Protection for Labor Market and Employment in the Saratov region. The study refers to the following methods: monitoring key employment types, comparat ive analysis of the employment rates, unemployment rate, and labor force participation in the Saratov region and the Volga Federal District. Results . The research identifies the ascending and descending trends in the number of the employable population driven by the migration processes and the current situation in Russia and the region. It also looks at the issues arising from the disbalance between the vacancies and the applicants in some professions and mismatch between the employee’s qualif ications and the labor market needs. Conclusion . The Saratov region implements a public program aimed to support the population employment, however, the concerns identified in the study have not been addressed yet. The unemployment rate is decreasing, but there is a trend for less labor force, less labor resources, population aging, more unofficially employed personnel since only 50 % of the vacancies offered by the Employment Services are popular with the residents of the Saratov region. The findings respond to the regularities of regional labor market development, open up new opportunities for developing and implementing the recruitment programs for the residents. Further research could be focused on analyzing the correlation between the labor market devel opment under the economic, social, political, and other factors and the target indicators declared in the recruitment programs for the residents.

Recruitment of Marrow Donors in the Non-governmental Sector of the Republic of North Macedonia, 2022

BACKGROUND: Bone marrow transplantation is a well-established lifesaving treatment procedure for many patients with various diseases, such as blood cell cancers (leukemia), some severe hematological diseases (aplastic anemia) and some rare diseases, as well as immune deficiency disorders. Allogeneic hematopoietic stem cell transplantation (HSCT) represents a potentially curative therapy for various hematologic disorders and even the only curative treatment for some diseases (e.g., myelodysplastic syndromes). As an alternative donor strategy, in patients lacking a human leukocyte antigen-matched donor or haploidentical donor, mismatched unrelated donors offer the option of using HSCT in this group of patients. Since the establishment of the first registry in the world for recruitment of unrelated bone marrow donors, the number of newly formed registries has increased over the years. In our country, in addition to the government-funded registry, housed at the Institute of Immunobiology and Human Genetics, Faculty of Medicine in Skopje, an additional non-governmental registry was established, Scientific Foundation SPIROSKI - Marrow Donor Registry (MK-SFSMDR). This will contribute to the increase of the number of newly registered donors in the Republic of North Macedonia and will be a great benefit for the patients searching for a bone marrow transplantation. AIM: We aimed to present the establishment of the first MDR in the non-governmental sector of the Republic of North Macedonia and the recruitment strategies of new donors. METHODS: The core activity was the creation, realization, and implementation of the Marrow Donors Recruitment Program. The constructed program for increasing the awareness of the population about HSCT and the importance of becoming a marrow donor encompasses the following activities: (1) creation of a web portal for bone MDR in English, Macedonian, and Albanian language; (2) application of standards from the World Marrow Donor Association for educational material preparation and informed consent creation; (3) composing printed and electronic materials for recruitment activities; (4) organization of public debates for marrow donation in governmental and non-governmental sectors; (5) inclusion of students and other non-governmental organizations for recruitment and registration of marrow donors; and (6) submission the obtained results from Macedonian donors and the donors from other communities (Albanians, Roma, Serbs, Turks, Vlachs, and others) in the database for marrow donors. RESULTS: In 2022, 988 submissions from marrow donors were registered, from which 678 (68.62%) were females and 310 (31.37%) were males. The biggest number of submissions for marrow donors are in the age group of 26–40 years (567 or 57.38%), followed by the age group of 18–25 (270 or 27.32%) and the age group of 41–55 (151 or 15.28%). The most efficient method for new submissions was through social networks, 538 or 54.45% out of 988 registered donors. The second was through word of mouth (200 or 20.24%), the third was onsite marrow donor recruitment actions (145 or 14.68%), followed by information from the websites (19 or 1.92%), and other (86 or 8.70%). From the total Macedonian population (2,062,044), we were able to recruit 988 marrow donors, which is 0.048% of the population. The biggest recruitment percentage was in the Skopje region (0.067%), followed by the Pelagonia region (0.059%) and the Southwest region (0.043%). The lowest participation was in the Polog region (0.011%). The biggest percentage of recruited marrow donors (988) were Macedonians (94.13%), and the rest of them were from the minorities: Albanians (1.92), Turks (0.71%), Roma (0.1%), Croats (0.2%), Bosniaks (0.51%), Vlachs (0.81%), Serbs (1.21%), Macedonian Muslims (0%), and others (0.4%). CONCLUSION: With the establishment of the SFS-MDR (MK-SFSMDR), one of the goals of SFS was achieved, which, together with the publication of scientific journals, enables and contributes to the scientific research in the field of the main tissue-compatible complex and transplantation of cells, tissues, and organs. The results will be used by patients who need bone marrow treatment in our country, in neighboring countries, and around the world.

Becoming a Sustainable Academic Surgeon

IntroductionHealth care facilities represent a significant source of pollution, contributing to the growing problems associated with global warming. The resulting climate change impacts our health through worsening air and water quality, diminished access to nutritious food, and safe shelter. MethodsWe outline here the not only the role of the surgeon in contributing to climate change, but also ways in which to minimize one’s carbon footprint. ResultsSurgeons are leaders within healthcare systems. Adopting environmentally conscious practices can reduce solid waste, energy usage, and carbon emissions. Practices outside of the clinical setting can also incorporate sustainability, including the use of virtual recruitment and educational programs, as well as thoughtful and conscientious travel practices. ConclusionsAcademic surgery combines clinical practice with an element of leadership, at all levels. Our recognition and action to reduce wasteful practices can help leave a better earth for generations to come.