WorldWideScience

Sample records for industry consistently recruited

  1. A house divided: cooperative and competitive recruitment in vital industries.

    Science.gov (United States)

    Willis, William K; Muslin, Ivan; Timko, Karlyn N

    2016-03-01

    To propose a theoretical based model approach to address the nursing shortage problem of recruiting qualified applicants. Vital industries such as nursing and trucking face a large labour shortage. A literature review focusing on recruitment and realistic job previews examines relevant theories and an indication of the focus of similar research. Game theory illustrates cooperative and competitive recruitment strategies in vital industries. Proposition and model development where cooperative or competitive strategies for recruitment can either increase or decrease the employee applicant pool. Institutional theory states that firms within a population become isomorphic in nature. Firms employing cooperative or competitive strategies for recruitment can change organisational practices through isomorphic processes. Industries facing a labour market shortage using cooperative strategy will use realistic job previews accurately to disseminate information about industry jobs. Realistic job previews will increase the applicant pool through individuals self-selecting into, rather than out of, the applicant pool. Recruitment in the nursing industry has been examined at the individual applicant and organisational level, yet the overall industry has been ignored. As nursing shortages continue, viewing recruitment at the macro level (the overall industry) is appropriate. Game theory as proposed provides opportunities for current research at the industry level. © 2015 John Wiley & Sons Ltd.

  2. RECRUITMENT PRACTICES AND CRITERIA OF THE SUPPLIERS OF THE AUTOMOTIVE INDUSTRY

    Directory of Open Access Journals (Sweden)

    Daniela MIHAI

    2012-12-01

    Full Text Available The paper has as a purpose the analysis of the recruitment activity, from a theoretical and a practical point of view, at the level of a multinational company that carries on its activity in the automotive industry. In order to reach this purpose, we have studied the Romanian and foreign literature of the field and we have taken an in-depth interview to the human resources manager. The recruitment activity is extremely important for the automotive industry suppliers, especially at the level of the county of Argeş, because here we can find the greatest concentration of such companies. Because of the problematic economic and financial situation, at the level of the county of Argeş it is difficult to recruit in this industry. In order to be able to do it, the multinational companies have to manage their activity correctly and to design successful practices!

  3. KNOWLEDGE ENGINEERING TO AID THE RECRUITMENT PROCESS OF AN INDUSTRY BY IDENTIFYING SUPERIOR SELECTION CRITERIA

    Directory of Open Access Journals (Sweden)

    N. Sivaram

    2011-01-01

    Full Text Available Recruitment of the most appropriate employees and their retention are the immense challenges for the HR department of most of the industries. Every year IT companies recruit fresh graduates through their campus selection programs. Usually industries examine the skills of the candidate by conducting tests, group discussion and number of interviews. This process requires enormous amount of effort and investment. During each phase of the recruitment process, candidates are filtered based on some performance criteria. The problem domain is complex and the aspects of candidates that impact the recruitment process is not explicit. The intelligence of the recruitment process is spread among the domain experts and extracted through knowledge acquisition techniques. This research focuses on investigating the underlying criteria and tries to capitalize on the existing patterns, to minimize the effort made during the recruitment process. The approach here is to provide the insights through in-depth empirical characterization and evaluation of decision trees for the recruitment problem domain. Experiments were conducted with the data collected from an IT industry to support their hiring decisions. Pruned and unpruned trees were constructed using ID3, C4.5 and CART algorithms. It was observed that the performance of the C4.5 algorithm is high. The recruitment process differs for each industry based on the nature of the projects carried out. Experiments were conducted to determine the attributes that best fits the problem domain. Using the constructed decision trees discussions were made with the domain experts to deduce viable decision rules.

  4. The Perceived Influence of Industry-Sponsored Credentials on the Recruitment Process in the Information Technology Industry: Employer and Employee Perspectives

    Science.gov (United States)

    Bartlett, Kenneth R.; Horwitz, Sujin K.; Ipe, Minu; Liu, Yuwen

    2005-01-01

    The increase in the number of industry-sponsored credential programs raises many questions for career and technical education. This study investigated the perceived influence of industry-sponsored credentials on the recruitment process in the information technology (IT) field. Influence is examined from the perspective of Human Resource (HR)…

  5. 28 CFR 345.31 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Recruitment. 345.31 Section 345.31 Judicial Administration FEDERAL PRISON INDUSTRIES, INC., DEPARTMENT OF JUSTICE FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Recruitment and Hiring Practices § 345.31 Recruitment. Inmate workers for...

  6. The relationship between work locus of control and psychological capital amongst middle managers in the recruitment industry of South Africa

    Directory of Open Access Journals (Sweden)

    Zurayda Shaik

    2015-12-01

    Full Text Available Orientation: The role of traits as a determinant of states has resulted in researchers closely examining their potential for enhancing work behaviour. This is achieved through the examination of the trait and state perspectives. Research purpose: This research sought to determine the relationship between work locus of control (WLOC and psychological capital (PsyCap, with the objective of increasing alertness on the trait and state approach. Motivation for the study: The current study investigated the role of traits and states in contributing to the positive psychology arena within the recruitment industry. Research approach, design and method: This longitudinal research design involved 425 middle managers at Time 1 (T1, at both supervisory and specialist levels, and 190 middle managers at supervisory levels at Time 2 (T2. This longitudinal study used a biographical, WLOC and PsyCap questionnaires. Main findings: The findings indicated that WLOC has predictive value for PsyCap: a statistically significant and practical relationship was established between WLOC and PsyCap at T1 and T2. However, the multiple regression analysis results were not consistently demonstrated over time. Practical managerial implications: Understanding the role of personality traits and psychological states can provide managers with additional means of increasing employee efficiency through improving work processes such as recruitment and selection. Contributions/value-add: The recruitment and other industries are encouraged to utilise a strength-based approach to enhance work performance through selection processes that incorporate traits and states to further increase organisational competitiveness.

  7. Recruitment and selection in violent extremist organizations: Exploring what industrial and organizational psychology might contribute.

    Science.gov (United States)

    Hunter, Samuel T; Shortland, Neil D; Crayne, Matthew P; Ligon, Gina S

    2017-04-01

    For many terrorist organizations, also known as violent extremist organizations (VEOs), their ability to perpetuate violence is often contingent upon successful recruitment and selection of organizational members. Although academic work on terrorist recruitment and selection has improved in recent years, researchers have generally focused more heavily on aspects of radicalization rather than organization attraction and entry. Moreover, a number of terrorism scholars have lamented the lack of conceptual frameworks with which to interpret and extend findings linked to recruitment and selection, specifically. In light of these difficulties, we propose that considering literature bases outside of terrorism may be useful in extending lines of inquiry and offering alternative ways of thinking about how terrorist organizations operate. Specifically, we draw on Industrial and Organizational Psychology, Human Resource Management, and Organizational Behavior literature bases to offer alternative and extended modes of thought on terrorist recruitment and selection. In doing so, we believe both terrorism and more traditional organizational scholars can make substantive and novel contributions to future investigations of increasingly pressing issues surrounding violent extremism. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  8. E-recruitment

    DEFF Research Database (Denmark)

    Holm, Anna

    2012-01-01

    E-recruitment, also known as online or web-based recruitment, is little discussed in research from an organizational perspective. The purpose of this chapter is therefore to analyze and discuss the process of e-recruitment, its key constituents and organizing principles. In doing so I draw...... on the results of a qualitative study conducted in 2008-2009, and on data stemming from industrial reports, articles from practitioner magazines, and in-depth interviews. The chapter provides a summary of e-recruitment properties and a composite matrix of the overall elements of e-recruitment organizing. E-recruitment...... is viewed as a case of virtual organizing- the organization of processes and activities which, via technology and human agents, facilitate time- and space-independent interaction and collaboration. In closure I offer a brief discussion of implications of the findings for HR managers and professionals...

  9. Benefits of extensive recruitment effort persist during follow-ups and are consistent across age group and survey method. The TRAILS study.

    Science.gov (United States)

    Nederhof, Esther; Jörg, Frederike; Raven, Dennis; Veenstra, René; Verhulst, Frank C; Ormel, Johan; Oldehinkel, Albertine J

    2012-07-02

    assessment wave of a prospective population based cohort study has long lasting positive effects. Second, characteristics of hard-to-recruit responders are largely consistent across age groups and survey methods.

  10. Student Recruitment for the Mobile Generation : An Exploratory Study of Mobile Marketing Practices in the International Higher Education Industry

    OpenAIRE

    Zinn, Marian; Johansson, Helen

    2015-01-01

    Background: In an increasingly market-driven and global higher education industry, characterized by growing international competition and the emergence of disruptive mobile technologies, higher education institutions (HEIs) are challenged to adopt innovative ways of marketing for student recruitment to sustain student enrollment numbers. Within this new landscape the concept of mobile marketing for student recruitment has become an important issue for HEIs. Mobile devices are playing an incre...

  11. Benefits of extensive recruitment effort persist during follow-ups and are consistent across age group and survey method. The TRAILS study

    Directory of Open Access Journals (Sweden)

    Nederhof Esther

    2012-07-01

    . Conclusions First, extensive recruitment effort at the first assessment wave of a prospective population based cohort study has long lasting positive effects. Second, characteristics of hard-to-recruit responders are largely consistent across age groups and survey methods.

  12. Benefits of extensive recruitment effort persist during follow-ups and are consistent across age group and survey method. The TRAILS study

    Science.gov (United States)

    2012-01-01

    recruitment effort at the first assessment wave of a prospective population based cohort study has long lasting positive effects. Second, characteristics of hard-to-recruit responders are largely consistent across age groups and survey methods. PMID:22747967

  13. Public health implications of changing patterns of recruitment into the South African mining industry, 1973-2012: a database analysis.

    Science.gov (United States)

    Ehrlich, Rodney; Montgomery, Alex; Akugizibwe, Paula; Gonsalves, Gregg

    2017-08-03

    The triple epidemic of silicosis, tuberculosis and HIV infection among migrant miners from South Africa and neighbouring countries who have worked in the South African mining industry is currently the target of regional and international control efforts. These initiatives are hampered by a lack of information on this population. This study analysed the major South African mining recruitment database for the period 1973 to 2012 by calendar intervals and demographic and occupational characteristics. Changes in area of recruitment were mapped using a geographic information system. The database contained over 10 million contracts, reducible to 1.64 million individuals. Major trends relevant to health projection were a decline in gold mining employment, the major source of silicosis; increasing recruitment of female miners; and shifts in recruitment from foreign to South African miners, from the Eastern to the Northwestern parts of South Africa, and from company employees to contractors. These changes portend further externalisation of the burden of mining lung disease to home communities, as miners, particularly from the gold sector, leave the industry. The implications for health, surveillance and health services of the growing number of miners hired as contractors need further research, as does the health experience of female miners. Overall, the information in this report can be used for projection of disease burden and direction of compensation, screening and treatment services for the ex-miner population throughout Southern Africa.

  14. Effective Recruitment Challenges Faced by the Hospitality Industry in Bangladesh: A Study on Selected Star Rated Residential Hotels

    Directory of Open Access Journals (Sweden)

    Kazi HUDA

    2014-12-01

    Full Text Available In Human Resource Management (HRM, Recruitment is the first and foremost issue to be considered with full of sincerity, because its role is to create a positive impression about the employer in the job market by ensuring effective stimuli for the job seekers. At the beginning, the study sets a picture that focuses on the importance of effective recruitment in the hospitality sector of Bangladesh and then the study details obligatory determinants of attracting efficient human resource for the development of this sector. The main objective of the paper is to study the status and the scopes of recruitment function in hospitality industry with focus towards star rated residential hotels. This study is based on primary data collection through a formal questionnaire. The questionnaire was of mixed mode with most questions in likert-type scale and few were dichotomous in nature. The key finding of the study is that recruitment is a highly challenging task in hospitality and it is quite evident that attractive compensation package is the key factor to attract potential employees. The need and scope to modernize the recruitment practices along with the line of company and employer branding ideas are also recommended in details. There is a long way to go on the way of conceptualizing and actualizing recruitment functions and practices. A paper like this can help to discuss and debate on the necessity of developing better recruitment cultural and conceptual change in these sectors.

  15. Public health implications of changing patterns of recruitment into the South African mining industry, 1973–2012: a database analysis

    Directory of Open Access Journals (Sweden)

    Rodney Ehrlich

    2017-08-01

    Full Text Available Abstract Background The triple epidemic of silicosis, tuberculosis and HIV infection among migrant miners from South Africa and neighbouring countries who have worked in the South African mining industry is currently the target of regional and international control efforts. These initiatives are hampered by a lack of information on this population. Methods This study analysed the major South African mining recruitment database for the period 1973 to 2012 by calendar intervals and demographic and occupational characteristics. Changes in area of recruitment were mapped using a geographic information system. Results The database contained over 10 million contracts, reducible to 1.64 million individuals. Major trends relevant to health projection were a decline in gold mining employment, the major source of silicosis; increasing recruitment of female miners; and shifts in recruitment from foreign to South African miners, from the Eastern to the Northwestern parts of South Africa, and from company employees to contractors. Conclusions These changes portend further externalisation of the burden of mining lung disease to home communities, as miners, particularly from the gold sector, leave the industry. The implications for health, surveillance and health services of the growing number of miners hired as contractors need further research, as does the health experience of female miners. Overall, the information in this report can be used for projection of disease burden and direction of compensation, screening and treatment services for the ex-miner population throughout Southern Africa.

  16. Eastern Caribbean Circulation and Island Mass Effect on St. Croix, US Virgin Islands: A Mechanism for Relatively Consistent Recruitment Patterns

    Science.gov (United States)

    Chérubin, Laurent Marcel; Garavelli, Lysel

    2016-01-01

    The northeastern Caribbean Sea is under the seasonal influence of the Trade Winds but also of the Orinoco/Amazon freshwater plume. The latter is responsible for intensification of the Caribbean Current in general and of its eddy activity in the northern part of the Caribbean Sea. More importantly, we show in this study that the front of the freshwater plume drives a northward flow that impinges directly on the island of St. Croix in the United States Virgin Islands. The angle of incidence of the incoming flow controls the nature of the wake on both sides and ends of the island, which changes from cyclonic to anticylonic wake flow, with either attached or shed eddies. Using an off-line bio-physical model, we simulated the dispersal and recruitment of an abundant Caribbean coral reef fish, the bluehead wrasse (Thalassoma bifasciatum) in the context of the wake flow variability around St. Croix. Our results revealed the role played by the consistent seasonal forcing of the wake flow on the recruitment patterns around the island at the interannual scale. The interannual variability of the timing of arrival and northward penetration of the plume instead controls the nature of the wake, hence the regional spatial recruitment patterns. PMID:26942575

  17. Eastern Caribbean Circulation and Island Mass Effect on St. Croix, US Virgin Islands: A Mechanism for Relatively Consistent Recruitment Patterns.

    Directory of Open Access Journals (Sweden)

    Laurent Marcel Chérubin

    Full Text Available The northeastern Caribbean Sea is under the seasonal influence of the Trade Winds but also of the Orinoco/Amazon freshwater plume. The latter is responsible for intensification of the Caribbean Current in general and of its eddy activity in the northern part of the Caribbean Sea. More importantly, we show in this study that the front of the freshwater plume drives a northward flow that impinges directly on the island of St. Croix in the United States Virgin Islands. The angle of incidence of the incoming flow controls the nature of the wake on both sides and ends of the island, which changes from cyclonic to anticylonic wake flow, with either attached or shed eddies. Using an off-line bio-physical model, we simulated the dispersal and recruitment of an abundant Caribbean coral reef fish, the bluehead wrasse (Thalassoma bifasciatum in the context of the wake flow variability around St. Croix. Our results revealed the role played by the consistent seasonal forcing of the wake flow on the recruitment patterns around the island at the interannual scale. The interannual variability of the timing of arrival and northward penetration of the plume instead controls the nature of the wake, hence the regional spatial recruitment patterns.

  18. #RecruitmentSocialMedia : How Swedish organizations can utilize the beneficial outcomes of using social media in the recruitment process

    OpenAIRE

    Chan, Eddie; Kjellberg, Annie

    2017-01-01

    Due to changes in the labour market, organizations need to adjust and change their attitude towards the recruitment process. The traditional way of recruiting will eventually disappear and the use of social media will play an important part in recruiting. The recruitment process is a set of actions created by the organization and consists of: Recruitment Objectives, Strategy Development, Recruitment Activities, Intervening Job Applicant Variables and Recruitment Results. The use of social med...

  19. Towards consistent and reliable Dutch and international energy statistics for the chemical industry

    International Nuclear Information System (INIS)

    Neelis, M.L.; Pouwelse, J.W.

    2008-01-01

    Consistent and reliable energy statistics are of vital importance for proper monitoring of energy-efficiency policies. In recent studies, irregularities have been reported in the Dutch energy statistics for the chemical industry. We studied in depth the company data that form the basis of the energy statistics in the Netherlands between 1995 and 2004 to find causes for these irregularities. We discovered that chemical products have occasionally been included, resulting in statistics with an inconsistent system boundary. Lack of guidance in the survey for the complex energy conversions in the chemical industry in the survey also resulted in large fluctuations for certain energy commodities. The findings of our analysis have been the basis for a new survey that has been used since 2007. We demonstrate that the annual questionnaire used for the international energy statistics can result in comparable problems as observed in the Netherlands. We suggest to include chemical residual gas as energy commodity in the questionnaire and to include the energy conversions in the chemical industry in the international energy statistics. In addition, we think the questionnaire should be explicit about the treatment of basic chemical products produced at refineries and in the petrochemical industry to avoid system boundary problems

  20. Recruitment of motor units in the medial gastrocnemius muscle during human quiet standing: is recruitment intermittent? What triggers recruitment?

    Science.gov (United States)

    Vieira, Taian M M; Loram, Ian D; Muceli, Silvia; Merletti, Roberto; Farina, Dario

    2012-01-01

    The recruitment and the rate of discharge of motor units are determinants of muscle force. Within a motoneuron pool, recruitment and rate coding of individual motor units might be controlled independently, depending on the circumstances. In this study, we tested whether, during human quiet standing, the force of the medial gastrocnemius (MG) muscle is predominantly controlled by recruitment or rate coding. If MG control during standing was mainly due to recruitment, then we further asked what the trigger mechanism is. Is it determined internally, or is it related to body kinematics? While seven healthy subjects stood quietly, intramuscular electromyograms were recorded from the MG muscle with three pairs of wire electrodes. The number of active motor units and their mean discharge rate were compared for different sway velocities and positions. Motor unit discharges occurred more frequently when the body swayed faster and forward (Pearson R = 0.63; P motor unit potentials was explained chiefly by the recruitment of additional units. During forward body shifts, the median number of units detected increased from 3 to 11 (P motor units did not discharge continuously throughout standing. They were recruited within individual, forward sways and intermittently, with a modal rate of two recruitments per second. This modal rate is consistent with previous circumstantial evidence relating the control of standing to an intrinsic, higher level planning process.

  1. The consistent differential expression of genetic pathways following exposure of an industrial Pseudomonas aeruginosa strain to preservatives and a laundry detergent formulation

    Science.gov (United States)

    Amézquita, Alejandro; Le Marc, Yvan; Bull, Matthew J; Connor, Thomas R; Mahenthiralingam, Eshwar

    2018-01-01

    Abstract Pseudomonas aeruginosa is a common contaminant associated with product recalls in the home and personal care industry. Preservation systems are used to prevent spoilage and protect consumers, but greater knowledge is needed of preservative resistance mechanisms used by P. aeruginosa contaminants. We aimed to identify genetic pathways associated with preservative exposure by using an industrial P. aeruginosa strain and implementing RNA-Seq to understand gene expression changes in response to industry relevant conditions. The consistent differential expression of five genetic pathways during exposure to multiple industrial growth conditions associated with benzisothiazolone (BIT) and phenoxyethanol (POE) preservatives, and a laundry detergent (LD) formulation, was observed. A MexPQ-OpmE Resistance Nodulation Division efflux pump system was commonly upregulated in response to POE, a combination of BIT and POE, and LD together with BIT. In response to all industry conditions, a putative sialic acid transporter and isoprenoid biosynthesis gnyRDBHAL operon demonstrated consistent upregulation. Two operons phnBA and pqsEDCBA involved in Pseudomonas quinolone signaling production and quorum-sensing were also consistently downregulated during exposure to all the industry conditions. The ability to identify consistently differentially expressed genetic pathways in P. aeruginosa can inform the development of future targeted preservation systems that maintain product safety and minimise resistance development. PMID:29548026

  2. Amplified recruitment pressure of biofouling organisms in commercial salmon farms: potential causes and implications for farm management.

    Science.gov (United States)

    Bloecher, Nina; Floerl, Oliver; Sunde, Leif Magne

    2015-01-01

    The development of biofouling on finfish aquaculture farms presents challenges for the industry, but the factors underlying nuisance growths are still not well understood. Artificial settlement surfaces were used to examine two possible explanations for high rates of biofouling in Norwegian salmon farms: (1) increased propagule release during net cleaning operations, resulting in elevated recruitment rates; and (2) potential reservoir effects of farm surfaces. The presence of salmon farms was associated with consistently and substantially (up to 49-fold) elevated recruitment rates. Temporal patterns of recruitment were not driven by net cleaning. Resident populations of biofouling organisms were encountered on all submerged farm surfaces. Calculations indicate that a resident population of the hydroid Ectopleura larynx, a major biofouling species, could release between 0.3 × 10(9) and 4.7 × 10(9) larvae per farm annually. Such resident populations could form propagule reservoirs and be one explanation for the elevated recruitment pressure at salmon farms.

  3. Recruitment criteria and attraction strategies for local trained labour in Malaysia’s construction industry

    Science.gov (United States)

    Manap, N.; Noh, NH Mohd; Syahrom, N.

    2017-12-01

    Development in Malaysia is booming which can be witnessed by the various construction projects that currently in progress, especially in the state of Johor which has the highest value of construction work completed for the third quarter of 2016. This necessarily requires skilled labours in a high number especially among the locals since it has been reported that Malaysia’s construction industry is having problems related to the shortage of local skilled labour. In addition, the local workers have been reported unable to fulfil the demand of construction market. Hence, it caused the contractor to import foreign workers to meet the needs and requirement of labour market in construction sector. This study aims of two objectives; to determine the criteria set by the construction company in recruiting local skilled labour and to study the strategies that can attract local skilled labour to join construction industry. Questionnaire has been distributed to G7 contractor in the state of Johor in order to achieve the objectives of this study. Collected data was then evaluated and tested for its reliability using the SPSS 20.0 software before it can be analysed in order to obtain the mean value, frequencies and percentage. The outcome of this study indicates that the prospective employer prefers to work with man and they require young, experienced, knowledgeable and skilled workers in doing the job. Most of the strategies that have been selected are mainly related to money namely salary increment, bonus, allowance and overtime payment, apart from upgrading labours welfare and providing a better accommodation. This study can be a guideline to both skills institution and contractor to improve on what they are lacking in order to encourage the local trained skills labour to join the industry.

  4. Developing a Stakeholder Approach for Recruiting Top-Level Sales Students

    Science.gov (United States)

    Agnihotri, Raj; Bonney, Leff; Dixon, Andrea Leigh; Erffmeyer, Robert; Pullins, Ellen Bolman; Sojka, Jane Z.; West, Vicki

    2014-01-01

    With growing industry demand for sales professionals, recruitment at colleges and universities that have a sales education focus has increased remarkably over the past few years. However, results indicate that hiring organizations face an uphill task in filling sales positions. Recruiters and students struggle to build critical person-job fit…

  5. The Challenge of Recruiting Control Groups

    DEFF Research Database (Denmark)

    O'Connor, Maja

    2011-01-01

    . This study was a direct reaction to the first recruitment attempt that had a 10% response rate. This study consisted of four groups of randomly selected elderly married people (65-81 years) receiving a postal questionnaire measuring depression, social support, coping style, adult attachment, life......  Recruitment of a large and reliable control group is a challenge in psychological survey based research. The effect of recruitment styles and age on response-rate, data quality, and individual differences were investigated in a control group for a postal survey of elderly bereaved people...... incentive had the highest response-rate (51%), good data quality, and no sampling bias in individual differences. This method can be highly recommended in future control group recruitment....

  6. Implicit Assumptions in High Potentials Recruitment

    Science.gov (United States)

    Posthumus, Jan; Bozer, Gil; Santora, Joseph C.

    2016-01-01

    Purpose: Professionals of human resources (HR) use different criteria in practice than they verbalize. Thus, the aim of this research was to identify the implicit criteria used for the selection of high-potential employees in recruitment and development settings in the pharmaceutical industry. Design/methodology/approach: A semi-structured…

  7. Recruitment and selection of employees for a manufacturing company

    OpenAIRE

    Pátková, Markéta

    2017-01-01

    The target of this dissertation work is the process of analysis of recruitment and selection of employees for a manufacturing company. The strength and weakness of this process depends on acquired information and knowledge. The contribution of this work consists of specific improvements and recommendations in this domain which can help increase the effectiveness in recruitment and selection of employees. The basis for the empirical part of this work consists of consultations with employees of...

  8. Comparative Analysis of Recruitment Qualifications of Industrial Designers in Turkey through Undergraduate Education Programs and Online Recruitment Resources

    Science.gov (United States)

    Erkarslan, Onder; Kaya, Nazife A.; Dilek, Ozgun

    2013-01-01

    Although the term "industrial designer" is a well known title, the understanding of industrial design as a profession is still unclear, as evidenced by its application in the sector. In light of this, schools of industrial design should, despite the immense contributions to the sector made by their past graduates, continuously revise…

  9. Code for ethical international recruitment practices: the CGFNS alliance case study.

    Science.gov (United States)

    Shaffer, Franklin A; Bakhshi, Mukul; Dutka, Julia To; Phillips, Janice

    2016-06-30

    Projections indicate a global workforce shortage of approximately 4.3 million across the health professions. The need to ensure an adequate supply of health workers worldwide has created a context for the increased global migration of these professionals. The global trend in the migration of health professionals has given rise to the international recruitment industry to facilitate the passage of health workers from source to destination countries. This is particularly the case in the United States, where the majority of immigrant health professionals have come by way of the recruiting industry. This industry is largely unregulated in the United States as well as in many other countries, for which voluntary codes have been used as a means to increase transparency of the recruitment process, shape professional conduct, and mitigate harm to foreign-educated health workers. The CGFNS Alliance case study presented herein describes a multi-stakeholder effort in the United States to promote ethical recruitment practices. Such codes not only complement the WHO Global Code of Practice but are necessary to maximize the impact of these global standards on local settings. This case study offers both a historical perspective and a conceptual framework for examining the multiplicity of factors affecting the migration of human resources for health. The lessons learned provide critical insights into the factors pertaining to the relevancy and effectiveness of the WHO Code from the perspectives of both source and destination countries. This study provides a conceptual model for examining the usefulness of the WHO Code as well as how best to ensure its viability, sustainability, relevancy, and effectiveness in the global environment. This case study concludes with recommendations for evolving business models that need to be in place to strengthen the effectiveness of the WHO Code in the marketplace and to ensure its impact on the international recruitment industry in advancing

  10. Identifying British Army infantry recruit population characteristics using biographical data.

    Science.gov (United States)

    Kiernan, M D; Arthur, A; Repper, J; Mukhuty, S; Fear, N T

    2016-04-01

    The infantry accounts for more than a quarter of the British Army but there is a lack of data about the social and educational background of its recruits. To provide an insight into British Army infantry recruits' personal, social and educational background prior to enlistment. The study sample consisted of infantry recruits who enlisted into the British Army School of Infantry. Each recruit completed a 95-item biographical questionnaire. Descriptive statistics were used to describe the sample in terms of demographic, physical, personal, social and educational attributes. The study sample consisted of 1000 male recruits. Over half of the recruits were consuming alcohol at a hazardous or harmful level prior to enlistment and 60% of recruits had used cannabis prior to joining the Army. Academic attainment was low, with the majority of recruits achieving GCSE grade C and below in most subjects, with 15% not taking any examinations. Over half the recruits had been in trouble with the police and either been suspended or expelled from school. Substance misuse and poor behaviour are highly prevalent among recruits prior to enlistment. Taken alongside existing evidence that some of these problems are commonplace among personnel in regular service, the assumption that the British Army infantry is, in itself, a cause of these behaviours should be questioned. © The Author 2015. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  11. Nuclear industry: a young sector of excellence

    International Nuclear Information System (INIS)

    Varin, P.

    2017-01-01

    Nuclear industry is the 3. industrial sector in France and is the good reason why the French energy mix is largely carbon-free. The medium term challenges that faces nuclear industry in this country is first to succeed the extensive refit of nuclear power plants with a view on getting the extension of their operating life and secondly to recruit the skilled staff nuclear industry needs. About 8000 jobs dispatched in the 2500 enterprises that forms the nuclear sector will be available each year up to 2020. The age pyramid shows that numerous retirements are expected in the years to come so the issue of skill and knowledge transfer is looming. 25% of recruitment will be made on the basis of work-study contracts particularly for technical jobs. Concerning recruitment, the nuclear sector is competing with other high-tech sectors like aeronautics or the automobile sector, which make things harder. The image that nuclear industry wants to promote of itself is the image of a young, modern, high-tech industry that appeared less than 50 years ago and whose main purpose is to provide a carbon-free electricity to an avid world. (A.C.)

  12. Evaluation of eligibility and recruitment in breast cancer clinical trials.

    Science.gov (United States)

    Lemieux, Julie; Forget, Geneviève; Brochu, Olyvia; Provencher, Louise; Cantin, Guy; Desbiens, Christine; Doyle, Catherine; Poirier, Brigitte; Camden, Stéphanie; Durocher, Martin

    2014-08-01

    Objectives of the study were to measure recruitment rates in clinical trials and to identify patients, physicians or trials characteristics associated with higher recruitment rates. Among patients who had a clinical trial available for their cancer, 83.5% (345/413) met the eligibility criteria to at least one clinical trial. At least one trial was proposed to 33.1% (113/341) of the eligible patients and 19.7% (68/345) were recruited. Overall recruitment was 16.5% (68/413). In multivariate analyses, trial proposal and enrollment were lower for elderly patients and higher in high cancer stages. Trials from pharmaceutical industry had higher recruitment rates and trials testing hormonal therapy enrolled more patients. Breast cancer patients' accrual to a clinical trial could be improved by trying to systematically identify all eligible patients and propose a trial to those eligible and to whom the treatment is planned to be equivalent to the standard arm of the trial. Copyright © 2014 Elsevier Ltd. All rights reserved.

  13. A summation of online recruiting practices for health care organizations.

    Science.gov (United States)

    Gautam, Kanak S

    2005-01-01

    Worker shortage is among the foremost challenges facing US health care today. Health care organizations are also confronted with rising costs of recruiting and compensating scarce workers in times of declining reimbursement. Many health care organizations are adopting online recruitment as a nontraditional, low-cost method for hiring staff. Online recruitment is the fastest growing method of recruitment today, and has advantages over traditional recruiting in terms of cost, reach, and time-saving. Several health care organizations have achieved great success in recruiting online. Yet awareness of online recruiting remains lower among health care managers than managers in other industries. Many health care organizations still search for job candidates within a 30-mile radius using traditional methods. This article describes the various aspects of online recruitment for health care organizations. It is meant to help health care managers currently recruiting online by answering frequently asked questions (eg, Should I be advertising on national job sites? Why is my Web site not attracting job seekers? Is my online ad effective?). It is also meant to educate health care managers not doing online recruiting so that they try recruiting online. The article discusses the salient aspects of online recruiting: (a) using commercial job boards; (b) building one's own career center; (c) building one's own job board; (d) collecting and storing resumes; (e) attracting job seekers to one's Web site; (f) creating online job ads; (g) screening and evaluating candidates online; and (h) building long-term relationships with candidates. Job seekers in health care are adopting the Internet faster than health care employers. To recruit successfully during the current labor shortage, it is imperative that employers adopt and expand online recruiting.

  14. Employee recruitment.

    Science.gov (United States)

    Breaugh, James A

    2013-01-01

    The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.

  15. Industrial Relations and Firm Behavior: Informal Labor Practices in the West Coast Longshore Industry.

    Science.gov (United States)

    Finlay, William

    1987-01-01

    Considers industrial relations policies and practices of stevedore firms in the West Coast longshore industry in terms of the social worker, worker-resource, and institutional theories. Subsidiary firms were more lenient in contract interpretation and more competitive in recruitment, supporting the worker-resource theory. Includes 2 tables and 33…

  16. Recruiting Program for the Future R and D Leader in Nuclear Science and Technology

    International Nuclear Information System (INIS)

    Song, Keechan; Im, Ohsoo; Cho, Changyun; Min, Hwanki; Lee, Jungkong; Jung, Sunghyun; Kim, Jungbae; Joo, Hoyoung

    2013-05-01

    Nuclear technology export, which is represented by a nuclear research reactor, Gen-IV nuclear system development and nuclear safety research are the current key issues in the nuclear field. In order to achieve these missions in the nuclear industry, nuclear HRD(human resource development). However, recruiting of young scientists and researchers in the nuclear field has not been sufficient for last 10 years. Moreover, many experienced persons have been retired during this period. Under these circumstances, the structure of the nuclear experts wind up with vary distorted one. As one of comprehensive countermeasures, the recruiting program for the future R and D leaders come to issues. The human network to lead future R and Ds in the nuclear science and technology is set up, and this network is persistantly maintained and expanded to recruit potential leaders in the nuclear R and D and industry. As one of these strategy and plans for recruiting competent young scientists, who are studying in the U. S., the 2 times briefing meeting were held, and human networking and expertise DB for more than 300 participants were established

  17. 75 FR 57038 - Proposed Collection; Comment Request; Recruitment and Screening for the Insight Into...

    Science.gov (United States)

    2010-09-17

    ... stage recruitment process consisting of a telephone interview and a physical exam. The Stage One... Request; Recruitment and Screening for the Insight Into Determination of Exceptional Aging and Longevity... approval. Proposed Collection: Title: Recruitment and Screening for the Insight into Determination of...

  18. Evaluation of internal peer-review to train nurses recruiting to a randomized controlled trial--Internal Peer-review for Recruitment Training in Trials (InterPReTiT).

    Science.gov (United States)

    Mann, Cindy; Delgado, Debbie; Horwood, Jeremy

    2014-04-01

    A discussion and qualitative evaluation of the use of peer-review to train nurses and optimize recruitment practice in a randomized controlled trial. Sound recruitment processes are critical to the success of randomized controlled trials. Nurses recruiting to trials must obtain consent for an intervention that is administered for reasons other than anticipated benefit to the patient. This requires not only patients' acquiescence but also evidence that they have weighed the relevant information in reaching their decision. How trial information is explained is vital, but communication and training can be inadequate. A discussion of a new process to train nurses recruiting to a randomized controlled trial. Literature from 1999-2013 about consenting to trials is included. Over 3 months from 2009-2010, recruiting nurses reviewed recruitment interviews recorded during the pilot phase of a single-site randomized controlled trial and noted content, communication style and interactions. They discussed their findings during peer-review meetings, which were audio-recorded and analysed using qualitative methodology. Peer-review can enhance nurses' training in trial recruitment procedures by supporting development of the necessary communication skills, facilitating consistency in information provision and sharing best practice. Nurse-led peer-review can provide a forum to share communication strategies that will elicit and address participant concerns and obtain evidence of participant understanding prior to consent. Comparing practice can improve consistency and accuracy of trial information and facilitate identification of recruitment issues. Internal peer-review was well accepted and promoted team cohesion. Further evaluation is needed. © 2013 John Wiley & Sons Ltd.

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

    Directory of Open Access Journals (Sweden)

    Tanja Koch

    2018-05-01

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

  20. Recruitment potential of a green alga Ulva flexuosa Wolfen dark preserved zoospore and its development

    Digital Repository Service at National Institute of Oceanography (India)

    Imchen, T.

    Green Alga Ulva flexuosa Wulfen Dark Preserved Zoospore and Its Development Temjensangba Imchen* National Institute of Oceanography (Council of Scientific and Industrial Research), Goa, India Abstract The recruitment potential and the ability of Ulva... factors play a role in the process of recruitment. Citation: Imchen T (2012) Recruitment Potential of a Green Alga Ulva flexuosa Wulfen Dark Preserved Zoospore and Its Development. PLoS ONE 7(3): e32651. doi:10.1371/journal.pone.0032651 Editor: Ross...

  1. A difficult investment: the recruiting of scientific and technical personnel for the Commissariat a l'Energie Atomique

    International Nuclear Information System (INIS)

    Bardet, G.

    1958-01-01

    Presentation: the situation of France. 1. Part: estimation of requirements. The building of an industrial site thus created demands for huge 'investments' in scientific personnel. 1) Overall evaluation of needs; the teaching system does not produce a sufficient number of specialists. The steps taken to remedy this will not be felt before 1960. 2) Special needs of the C.E.A.: the application of 5 year plans has led to a rapid increase in staff. 2. Part: means adopted by the C.E.A. 1) Recruiting system: for various reasons (competition from private industry, number of specialities represented): - recruiting on a permanent basis; - recruiting of a comparatively large number of women scientists and technicians, etc. 2) Varied means of training: temporary employment, grants, competitions within the teaching system and in the professional training organisations. Conclusion: considerable recruiting of scientific staff by the C.E.A., but the training systems in operation represent a long-term investment for the national economy. (author) [fr

  2. Recruitment and Selection of Foreign Professionals In the South African Job Market: Procedures and Processes

    Directory of Open Access Journals (Sweden)

    Chao Nkhungulu Mulenga

    2007-07-01

    Full Text Available This study investigated procedures and processes used in the selection of prospective foreign applicants by recruitment agencies in South Africa. An electronic survey was distributed to the accessible population of 244 agencies on a national employment website, yielding 57 respondents. The results indicate that the recruitment industry does not have standard, well articulated procedures for identifying and selecting prospective foreign employees and considered processing foreign applicants difficult. Difficulties with the Department of Home Affairs were a major hindrance to recruiting foreign applicants.

  3. Hydrocarbon pollutants alter short-term recruitment in the barnacle Balanus eburneus

    International Nuclear Information System (INIS)

    McCoy, D.L.; Brown, K.M.

    1998-01-01

    We examined barnacle recruitment to oil-treated clay tiles at two coastal and two protected sites along the Louisiana coast. Tiles exposed to crude oil and its water-soluble fraction (WSF) had diminished barnacle recruitment after 3 weeks, in comparison with non-treated tiles. Effects were most obvious at the exposed coastal sites. After a 6-week immersion, however, treatment effects were no longer consistent. In later experiments, Balanus eburneus recruitment was higher on weathered WSF tiles (exposed, and leached in seawater before immersion in the field) than on WSF tiles, but not different from control tiles. Hydrocarbons depress recruitment initially, but may be removed later by leaching or by hydrocarbon-degrading microbes, and the remaining biofilm may facilitate recruitment. While barnacle recruitment was generally higher at exposed sites, as expected from the literature, local factors caused significant variation in recruitment within exposure categories as well. Barnacles also grow to larger sizes at open-coast sites, probably because of increased water flow and planktonic food delivery. Naupliar abundances varied tremendously among sites and dates and were poor predictors of eventual recruitment. (author)

  4. Effective recruitment of minority populations through community-led strategies.

    Science.gov (United States)

    Horowitz, Carol R; Brenner, Barbara L; Lachapelle, Susanne; Amara, Duna A; Arniella, Guedy

    2009-12-01

    Traditional research approaches frequently fail to yield representative numbers of people of color in research. Community-based participatory research (CBPR) may be an important strategy for partnering with and reaching populations that bear a greater burden of illness but have been historically difficult to engage. The Community Action Board, consisting of 20 East Harlem residents, leaders, and advocates, used CBPR to compare the effectiveness of various strategies in recruiting and enrolling adults with prediabetes into a peer-led, diabetes prevention intervention. The board created five recruitment strategies: recruiting through clinicians; recruiting at large public events such as farmers markets; organizing special local recruitment events; recruiting at local organizations; and recruiting through a partner-led approach, in which community partners developed and managed the recruitment efforts at their sites. In 3 months, 555 local adults were approached; 249 were appropriate candidates for further evaluation (overweight, nonpregnant, East Harlem residents without known diabetes); 179 consented and returned in a fasting state for 1/2 day of prediabetes testing; 99 had prediabetes and enrolled in a pilot randomized trial. The partner-led approach was highly successful, recruiting 68% of those enrolled. This strategy was also the most efficient; 34% of those approached through partners were ultimately enrolled, versus 0%-17% enrolled through the other four strategies. Participants were predominantly low-income, uninsured, undereducated, Spanish-speaking women. This CBPR approach highlights the value of partner-led recruitment to identify, reach out to, and motivate a vulnerable population into participation in research, using techniques that may be unfamiliar to researchers but are nevertheless rigorous and effective.

  5. Studying physician-adolescent patient communication in community-based practices: recruitment challenges and solutions.

    Science.gov (United States)

    Bodner, Michael E; Bilheimer, Alicia; Gao, Xiaomei; Lyna, Pauline; Alexander, Stewart C; Dolor, Rowena J; Østbye, Truls; Bravender, Terrill; Tulsky, James A; Graves, Sidney; Irons, Alexis; Pollak, Kathryn I

    2015-11-13

    Practice-based studies are needed to assess how physicians communicate health messages about weight to overweight/obese adolescent patients, but successful recruitment to such studies is challenging. This paper describes challenges, solutions, and lessons learned to recruit physicians and adolescents to the Teen Communicating Health Analyzing Talk (CHAT) study, a randomized controlled trial of a communication skills intervention for primary care physicians to enhance communication about weight with overweight/obese adolescents. A "peer-to-peer" approach was used to recruit physicians, including the use of "clinic champions" who liaised between study leaders and physicians. Consistent rapport and cooperative working relationships with physicians and clinic staff were developed and maintained. Adolescent clinic files were reviewed (HIPAA waiver) to assess eligibility. Parents could elect to opt-out for their children. To encourage enrollment, confidentiality of audio recordings was emphasized, and financial incentives were offered to all participants. We recruited 49 physicians and audio-recorded 391 of their overweight/obese adolescents' visits. Recruitment challenges included 1) physician reticence to participate; 2) variability in clinic operating procedures; 3) variability in adolescent accrual rates; 4) clinic open access scheduling; and 5) establishing communication with parents and adolescents. Key solutions included the use of a "clinic champion" to help recruit physicians, pro-active, consistent communication with clinic staff, and adapting calling times to reach parents and adolescents. Recruiting physicians and adolescents to audio-recorded, practice-based health communication studies can be successful. Anticipated challenges to recruiting can be met with advanced planning; however, optimal solutions to challenges evolve as recruitment progresses.

  6. Recruiting in remote locations

    Energy Technology Data Exchange (ETDEWEB)

    Ionel, C. [Enerflex Systems Ltd., Calgary, AB (Canada)

    2006-07-01

    This presentation provided details of Enerflex, a leading supplier of products and services to the oil and gas industry, and outlined their personnel hiring policies. Enerflex's core values include community involvement and divisional logo branding. The extensive training that is provided places an emphasis on employee empowerment. The company also places an emphasis on employee safety, diversity, and team building. Competitive salaries are offered along with generous equipment allowances and a flexible benefits program. Benefits include travel and overtime rates; health benefits; retirement savings; scholarship programs; career opportunities; and apprenticeship programs. External technical training is provided. An employee referral program has been developed, and the company's recruitment program also advertises in remote newspapers to develop career streams within remote communities. tabs., figs.

  7. Experiences with recruitment of marginalized groups in a Danish health promotion program

    DEFF Research Database (Denmark)

    Rasmussen, Marianne; Poulsen, Eva Kanstrup; Rytter, Anne Stoffersen

    2016-01-01

    neighborhoods across Denmark between 2010 and 2014. The aim of this study was to understand how recruitment approaches could promote participation in health programs within deprived neighborhoods to reach marginalized groups. METHOD: Documents from all 12 of the included municipalities were collected to conduct......BACKGROUND: Studies have found that marginalized groups living in deprived neighborhoods are less likely to participate in health programs compared to the majority of society. This study evaluates recruitment approaches conducted during a national government-funded project in 12 deprived...... have developed evaluations related to recruitment, and only three evaluations provided a description of which marginalized groups were recruited. Challenges related to recruitment consist of difficulties involving the target group, including general distrust, language barriers and a lack of ability...

  8. 75 FR 77881 - Submission for OMB Review; Comment Request; Recruitment and Screening for the Insight Into...

    Science.gov (United States)

    2010-12-14

    ... participating in the IDEAL study will be asked to complete a two stage recruitment process consisting of a...; Comment Request; Recruitment and Screening for the Insight Into Determination of Exceptional Aging and..., 1995 unless it displays a currently valid OMB control number. Proposed Collection Title: Recruitment...

  9. Education Industry

    Science.gov (United States)

    2007-01-01

    themes: No Child Left Behind Act reauthorization, international competitiveness, and recruiting and retention of quality teachers. The US education ...industry stakeholders and require difficult choices. A more centralized education system has many advantages , and the US should move in that direction...between math and science skills, innovation and creativity, and international education , as all these areas are integral to future success. Finally

  10. Recruiting Faculty Leaders at U.S. Medical Schools: A Process Without Improvement?

    Science.gov (United States)

    Marsh, James D; Chod, Ronald

    2017-11-01

    Recruiting faculty leaders to work in colleges of medicine is a ubiquitous, time-consuming, costly activity. Little quantitative information is available about contemporary leadership recruiting processes and outcomes. In this article, the authors examine current recruiting methods and outcomes in colleges of medicine and compare academic search approaches with the approaches often employed in intellectual-capital-rich industries.In 2015, the authors surveyed chairs of internal medicine at U.S. medical schools regarding their recruiting practices and outcomes-specifically their selection methods, the duration of searches, the recruitment of women and minorities underrepresented in medicine (URM), and their satisfaction with search outcomes.The authors found that department chairs were extensively engaged in numerous searches for leaders. The recruitment process most commonly required 7 to 12 months from initiation to signed contract. Interestingly, longer searches (19+ months) were much more frequently associated with a recruitment outcome that chairs viewed as unsatisfactory or very unsatisfactory. Most leadership searches produced very few women and URM finalists. The biggest perceived hurdles to successful recruitment were the need to relocate the candidate and family and the shortage of good candidates.The process of recruiting leaders in academic medicine has changed little in more than 25 years. Process improvement is important and should entail carefully structured search processes, including both an overhaul of search committees and further emphasis on leadership development within the college of medicine. The authors propose specific steps to enhance recruitment of members of URM groups and women to leadership positions in academic medicine.

  11. Market-consistent actuarial valuation

    CERN Document Server

    Wüthrich, Mario V

    2016-01-01

    This is the third edition of this well-received textbook, presenting powerful methods for measuring insurance liabilities and assets in a consistent way, with detailed mathematical frameworks that lead to market-consistent values for liabilities. Topics covered are stochastic discounting with deflators, valuation portfolio in life and non-life insurance, probability distortions, asset and liability management, financial risks, insurance technical risks, and solvency. Including updates on recent developments and regulatory changes under Solvency II, this new edition of Market-Consistent Actuarial Valuation also elaborates on different risk measures, providing a revised definition of solvency based on industry practice, and presents an adapted valuation framework which takes a dynamic view of non-life insurance reserving risk.

  12. Segmenting a general practitioner market to improve recruitment outcomes.

    Science.gov (United States)

    Hemphill, Elizabeth; Kulik, Carol T

    2011-05-01

    Recruitment is an ongoing challenge in the health industry with general practitioner (GP) shortages in many areas beyond rural and Indigenous communities. This paper suggests a marketing solution that identifies different segments of the GP market for recruitment strategy development. In February 2008, 96 GPs in Australia responded to a mail questionnaire (of which 85 questionnaires were useable). A total of 350 GPs were sent the questionnaire. Respondents considered small sets of attributes in the decision to accept a new job at a general practice and selected the most and least important attribute from each set. We identified latent class clusters (cohorts) of GPs from the most-least important data. Three cohorts were found in the GP market, distinguishing practitioners who emphasised job, family or practice attributes in their decision to join a practice. Few significant demographic differences exist between the cohorts. A segmented GP market suggests two alternative recruitment strategies. One option is for general practices to target members of a single cohort (family-, job-, or practice-focussed GPs). The other option is for general practices to diversify their recruitment strategies to target all three cohorts (family-, job- and practice-focussed GPs). A single brand (practice) can have multiple advertising strategies with each strategy involving advertising activities targeting a particular consumer segment.

  13. The Recruitment Process:

    DEFF Research Database (Denmark)

    Holm, Anna

    , which were carried out in Denmark in 2008-2009 using qualitative research methods, revealed changes in the sequence, divisibility and repetitiveness of a number of recruitment tasks and subtasks. The new recruitment process design was identified and presented in the paper. The study concluded......The aim of this research was to determine whether the introduction of e-recruitment has an impact on the process and underlying tasks, subtasks and activities of recruitment. Three large organizations with well-established e-recruitment practices were included in the study. The three case studies...

  14. Paid and Unpaid Online Recruitment for Health Interventions in Young Adults.

    Science.gov (United States)

    Musiat, Peter; Winsall, Megan; Orlowski, Simone; Antezana, Gaston; Schrader, Geoffrey; Battersby, Malcolm; Bidargaddi, Niranjan

    2016-12-01

    There is a growing need to identify new and innovative approaches to recruit representative samples of young adults in health intervention research. The current study used a data set of screening information from an online well-being intervention trial of young adults, to investigate cost-effectiveness of different recruitment strategies and whether the clinical and demographic characteristics of participants differed depending on paid or unpaid online recruitment sources. Data were collected from 334 18- to 25-year-old Australians. The study was advertised through a variety of paid and unpaid online recruitment channels (e.g., Google, Facebook, Twitter, YouTube, recruitment agency), with response rates to different recruitment channels tracked using unique Web links. Well-being of participants was measured using the Mental Health Continuum Short Form. Analyses consisted of independent t tests and χ 2 tests. Overall, unpaid recruitment channels had a considerably higher yield than paid recruitment channels. Of paid recruitment channels, a recruitment agency and paid Facebook advertisements attracted the largest number of individuals. This study also found differences between paid and unpaid online recruitment channels with regard to the well-being and mood of participants. Although the success of online recruitment channels is likely subject to a complex interplay between the number of exposures, the targeted sample, the wording, and placement of the advertisement, as well as study characteristics, our study demonstrated that unpaid recruitment channels are more effective than paid channels and that paid and unpaid channels may result in samples with different characteristics. Copyright © 2016 Society for Adolescent Health and Medicine. All rights reserved.

  15. Recruitment strategies for caregivers of children with mental health problems.

    Science.gov (United States)

    Oruche, Ukamaka M; Gerkensmeyer, Janis E; Austin, Joan K; Perkins, Susan M; Scott, Eric; Lindsey, Laura M; Mullins, Kristen

    2012-01-01

    The aim of this study was to describe strategies for recruiting participants into an intervention study that focused on improving problem-solving skills in caregivers of children with mental health problems. Caregivers of children with mental health problems report feeling physically and psychologically overwhelmed and have high rates of depression because of the demands of caregiving. Research on the needs of these caregivers and interventions to ameliorate their stress is needed. However, recruiting this population can be particularly difficult because of the stigma of mental illness. Available literature on recruitment of caregivers of persons with physical illness cannot be transferred to caregivers of children with mental health problems because of the different caregiving situations. There is a need to identify effective recruitment strategies to reduce cost and answer research questions. Clinical nurse specialists have the skills to facilitate the recruitment of research participants. We revised and expanded health system referrals, community outreach, and recruiting advertisement (ads). When these strategies did not increase recruitment, radio ads were used. The Andersen's Behavioral Model of Health Services Utilization was selected as a guiding framework. Radio ads were the most effective strategy for recruiting caregivers of children with mental health problems for this study. Recruitment was ultimately successful because we were flexible and made decisions consistent with the Andersen's Behavioral Model of Health Services Utilization. Clinical nurse specialists who study this population of caregivers should really consider the use of radio ads and systematically track which recruitment strategies lead to the greatest number of participants screened, eligible, and enrolled into studies.

  16. The role of social media in recruiting for clinical trials in pregnancy.

    Directory of Open Access Journals (Sweden)

    Mahvash Shere

    Full Text Available Recruitment of women in the periconceptional period to clinical studies using traditional advertising through medical establishments is difficult and slow. Given the widespread use of the internet as a source for medical information and research, we analyze the impact of social media in the second phase of an ongoing randomized, open-label clinical trial among pregnant women. This study aims to assess the effectiveness of social media as a recruitment tool through the comparison of diverse recruitment techniques in two different phases of the trial.Recruitment in Phase 1 of the study consisted solely of traditional healthcare-based sources. This was compared to Phase 2 of the study where traditional recruitment was continued and expanded, while social media was used as a supplementary source. Yearly recruitment and recruitment rates in the two phases were compared using the Mann Whitney U test. The contributions of each recruitment source to overall recruitment were analyzed, and the impact of potential confounders on recruitment rate was evaluated using a multiple regression and Interrupted Time Series Analysis.In the first phase of the study, with over 56 months of recruitment using traditional sources, 35 women were enrolled in the study, resulting in a mean rate of ±0.62 recruits/month. In the 6 months implementing recruitment through social media, 45 women were recruited, for a 12-fold higher rate of ±7.5 recruits/month. Attrition rates remained constant, suggesting that social media had a positive impact on recruitment. The Interrupted Time Series Analysis detected a significant difference in recruitment after the intervention of social media (p<0.0001 with an evident increase in the number of recruits observed after the use of social media.Clinicians and scientists recruiting for clinical studies should learn how to use online social media platforms to improve recruitment rates, thus increasing recruitment efficiency and cost-effectiveness.

  17. Motor unit recruitment by size does not provide functional advantages for motor performance.

    Science.gov (United States)

    Dideriksen, Jakob L; Farina, Dario

    2013-12-15

    It is commonly assumed that the orderly recruitment of motor units by size provides a functional advantage for the performance of movements compared with a random recruitment order. On the other hand, the excitability of a motor neuron depends on its size and this is intrinsically linked to its innervation number. A range of innervation numbers among motor neurons corresponds to a range of sizes and thus to a range of excitabilities ordered by size. Therefore, if the excitation drive is similar among motor neurons, the recruitment by size is inevitably due to the intrinsic properties of motor neurons and may not have arisen to meet functional demands. In this view, we tested the assumption that orderly recruitment is necessarily beneficial by determining if this type of recruitment produces optimal motor output. Using evolutionary algorithms and without any a priori assumptions, the parameters of neuromuscular models were optimized with respect to several criteria for motor performance. Interestingly, the optimized model parameters matched well known neuromuscular properties, but none of the optimization criteria determined a consistent recruitment order by size unless this was imposed by an association between motor neuron size and excitability. Further, when the association between size and excitability was imposed, the resultant model of recruitment did not improve the motor performance with respect to the absence of orderly recruitment. A consistent observation was that optimal solutions for a variety of criteria of motor performance always required a broad range of innervation numbers in the population of motor neurons, skewed towards the small values. These results indicate that orderly recruitment of motor units in itself does not provide substantial functional advantages for motor control. Rather, the reason for its near-universal presence in human movements is that motor functions are optimized by a broad range of innervation numbers.

  18. The role of social media in recruiting for clinical trials in pregnancy.

    Science.gov (United States)

    Shere, Mahvash; Zhao, Xiu Yan; Koren, Gideon

    2014-01-01

    Recruitment of women in the periconceptional period to clinical studies using traditional advertising through medical establishments is difficult and slow. Given the widespread use of the internet as a source for medical information and research, we analyze the impact of social media in the second phase of an ongoing randomized, open-label clinical trial among pregnant women. This study aims to assess the effectiveness of social media as a recruitment tool through the comparison of diverse recruitment techniques in two different phases of the trial. Recruitment in Phase 1 of the study consisted solely of traditional healthcare-based sources. This was compared to Phase 2 of the study where traditional recruitment was continued and expanded, while social media was used as a supplementary source. Yearly recruitment and recruitment rates in the two phases were compared using the Mann Whitney U test. The contributions of each recruitment source to overall recruitment were analyzed, and the impact of potential confounders on recruitment rate was evaluated using a multiple regression and Interrupted Time Series Analysis. In the first phase of the study, with over 56 months of recruitment using traditional sources, 35 women were enrolled in the study, resulting in a mean rate of ±0.62 recruits/month. In the 6 months implementing recruitment through social media, 45 women were recruited, for a 12-fold higher rate of ±7.5 recruits/month. Attrition rates remained constant, suggesting that social media had a positive impact on recruitment. The Interrupted Time Series Analysis detected a significant difference in recruitment after the intervention of social media (precruits observed after the use of social media. Clinicians and scientists recruiting for clinical studies should learn how to use online social media platforms to improve recruitment rates, thus increasing recruitment efficiency and cost-effectiveness.

  19. The Role of Social Media in Recruiting for Clinical Trials in Pregnancy

    Science.gov (United States)

    Shere, Mahvash; Zhao, Xiu Yan; Koren, Gideon

    2014-01-01

    Background Recruitment of women in the periconceptional period to clinical studies using traditional advertising through medical establishments is difficult and slow. Given the widespread use of the internet as a source for medical information and research, we analyze the impact of social media in the second phase of an ongoing randomized, open-label clinical trial among pregnant women. This study aims to assess the effectiveness of social media as a recruitment tool through the comparison of diverse recruitment techniques in two different phases of the trial. Methods Recruitment in Phase 1 of the study consisted solely of traditional healthcare-based sources. This was compared to Phase 2 of the study where traditional recruitment was continued and expanded, while social media was used as a supplementary source. Yearly recruitment and recruitment rates in the two phases were compared using the Mann Whitney U test. The contributions of each recruitment source to overall recruitment were analyzed, and the impact of potential confounders on recruitment rate was evaluated using a multiple regression and Interrupted Time Series Analysis. Results In the first phase of the study, with over 56 months of recruitment using traditional sources, 35 women were enrolled in the study, resulting in a mean rate of ±0.62 recruits/month. In the 6 months implementing recruitment through social media, 45 women were recruited, for a 12-fold higher rate of ±7.5 recruits/month. Attrition rates remained constant, suggesting that social media had a positive impact on recruitment. The Interrupted Time Series Analysis detected a significant difference in recruitment after the intervention of social media (psocial media. Conclusions Clinicians and scientists recruiting for clinical studies should learn how to use online social media platforms to improve recruitment rates, thus increasing recruitment efficiency and cost-effectiveness. PMID:24671210

  20. 75 FR 62509 - Technical Advisory Committees; Notice of Recruitment of Private-Sector Members

    Science.gov (United States)

    2010-10-12

    ... DEPARTMENT OF COMMERCE Bureau of Industry and Security Technical Advisory Committees; Notice of Recruitment of Private- Sector Members SUMMARY: Seven Technical Advisory Committees (TACs) advise the Department of Commerce on the technical parameters for export controls applicable to dual-use commodities and...

  1. 77 FR 2271 - Technical Advisory Committees; Notice of Recruitment of Private-Sector Members

    Science.gov (United States)

    2012-01-17

    ... DEPARTMENT OF COMMERCE Bureau of Industry and Security Technical Advisory Committees; Notice of Recruitment of Private- Sector Members SUMMARY: Seven Technical Advisory Committees (TACs) advise the Department of Commerce on the technical parameters for export controls applicable to dual-use commodities and...

  2. 78 FR 5774 - Technical Advisory Committees; Notice of Recruitment of Private-Sector Members

    Science.gov (United States)

    2013-01-28

    ... DEPARTMENT OF COMMERCE Bureau of Industry and Security Technical Advisory Committees; Notice of Recruitment of Private- Sector Members SUMMARY: Seven Technical Advisory Committees (TACs) advise the Department of Commerce on the technical parameters for export controls applicable to dual-use commodities and...

  3. Recruitment of rural healthcare professionals for live continuing education.

    Science.gov (United States)

    Holuby, Ronnie Scott; Pellegrin, Karen L; Barbato, Anna; Ciarleglio, Anita

    2015-01-01

    The availability of rural healthcare is a growing concern in the United States as fewer healthcare providers choose to work in rural areas. Accessing quality continuing education (CE) for rural healthcare practitioners (HCPs) remains a challenge and may pose a barrier to quality care. To maximize attendance at a live, in-person, free CE program focusing on geriatric medication and issues specifically targeted to HCPs in rural areas, two methods were implemented sequentially. The first method used formal advertising implemented by a professional marketing service to promote CE events. The second method enlisted local healthcare organizations and physician groups to promote the CE event to their employees. Cost per attendee was calculated for comparison. Professional marketing services recruited 31 HCPs (March 2011) and resulted in a per-participant recruitment cost of US$428.62. Local healthcare organizations and physician groups' marketing recruited 48 HCPs (July-August 2011) and resulted in a per-participant recruitment cost of US$55.19. Providing free CE coordinated through local healthcare organizations and physician groups was the most cost-effective method of recruiting rural HCPs for CE. Formal advertising added cost without increasing the number of participants per event. Although this is the first study of the cost-effectiveness of recruitment methods targeting HCPs in rural areas, results are consistent with research on cost-effectiveness of outreach to rural lay community members.

  4. Temperature and food-mediated variability of European Atlantic sardine recruitment

    Science.gov (United States)

    Garrido, Susana; Silva, Alexandra; Marques, Vitor; Figueiredo, Ivone; Bryère, Philippe; Mangin, Antoine; Santos, A. Miguel P.

    2017-12-01

    The influence of the environmental conditions during larval development on the resulting recruitment strength was investigated for European sardine (Sardina pilchardus) at Atlanto-Iberian waters. Satellite-derived Sea Surface Temperature (SST) and Chlorophyll-a concentration (Chla) data from the previous spawning seasons (January to March/April and October to December of the previous year) were related to recruitment success data in the main recruitment hotspots. Recruitment data was taken from yearly acoustic scientific cruises and from the ICES recruitment index estimated by an age-structured model for the entire stock. A linear discriminant analysis model using SST, Chla, and the abundance of spawners during the spawning season identified years of high and low recruitment for all the recruitment hotspots with an accuracy of ≥79%. In general, high recruitment years were associated with high Chla and low SST, although the most important variables to discriminate between the groups were area-specific. High recruitment years were mostly related to high food availability (Chla), particularly during the last quarter of the previous year. In Western Iberia and in the Gulf of Cadiz, high recruitment years were also associated to lower SST, whereas in the Bay of Biscay, where SST during the winter was generally below the optimal range ≈11-12 °C for sardine larval development, higher recruitment was associated with high SST. For ICES data of the southern European sardine stock, lower SST and higher Chla during the last quarter of the previous year were associated with high recruitment years and SST alone was able to discriminate between the two recruitment groups with 73% accuracy. Although the time-series of available data are still small, these significant relationships are consistent with field and laboratory studies relating larval growth and mortality with main environmental drivers. These relationships should be further investigated in the following years to

  5. Developing a national spat collection program for pearl oysters in the Fiji Islands supporting pearl industry development and livelihoods

    Directory of Open Access Journals (Sweden)

    Pranesh Kishore

    2018-02-01

    Full Text Available Cultured pearl farming in Fiji relies on wild spat collection to supply the oysters used for pearl production. This supply can be inconsistent and a research program was implemented to determine recruitment of pearl oysters to spat collectors at sites throughout Fiji as a basis for developing a national spat collection program to improve reliability of oyster supply to the industry. Twenty-nine sites across Fiji were used in this study. Spat collectors consisted of a 100 m longline from which 310 individual spat collectors were suspended. Spat collectors were deployed for a period of 10–15 months when the number of pearl oyster (Pinctada margaritifera and Pteria penguin spat attached to each collector was counted and shell size recorded. A total of 5478 P. margaritifera juveniles were collected from all sites with the highest number of recruits (693 and the highest number of recruits per collector (2.10 ± 0.17 occurring at Nacobau (Vanua Levu. The largest mean dorso-ventral measurement (DVM of P. margaritifera at any site was 8.61 ± 0.30 cm while the smallest was 4.26 ± 0.13 cm. Some sites did not record any P. margaritifera recruitment during the study and these were generally sites with relatively turbid water. A total of 4224 Pt. penguin were collected from all sites, with the highest number of recruits (495 recorded from Namarai (Viti Levu. The mean DVM of Pt. penguin ranged from 7.53 cm to 13.62 cm across sites. Results indicate that Pt. penguin have greater tolerance of more turbid inshore sites than P. margaritifera based on greater levels of recruitment at these sites. Results identified sites supporting high levels of pearl oyster recruitment as a basis for an ongoing national spat collection program, and support better targeting of spat collection activities that maximise oyster supply to the Fijian pearl industry. The national spat collection program will generate significant livelihood benefits across

  6. Supporting nurse practitioner education: Preceptorship recruitment and retention

    Directory of Open Access Journals (Sweden)

    Eric Staples

    2018-04-01

    Full Text Available Objectives: Clinical experience is an essential component of nurse practitioner (NP education that relies heavily on preceptors. Recruitment and retention of preceptors is challenging due to many variables that can affect NP education and practice. We surveyed Canadian NP programs to understand their preceptorship structures, how they support preceptorship, and to identify gaps and challenges to recruitment and retention of preceptors. Methods: An 18-item survey, developed by the NP Education Interest Group, was distributed to 24 universities across 10 Canadian provinces. Construct validity and reliability was assessed by experienced NPs and NP faculty. Data were analyzed using relative frequency statistics and thematic analysis. Participants consisted of administrative staff and/or faculty designated as responsible for recruitment and retention of NP preceptors. Results: Seventeen returned surveys were analyzed and demonstrated more similarities than differences across Canada's NP programs, particularly related to barriers affecting recruitment and retention of preceptors. The findings identified NP programs have too many students for the number of available clinical sites/preceptors, resulting in overutilization, burnout, or refusal to take students. Competition with other health disciplines for clinical placements was identified as a challenge to placements. Respondents commented they lack time to recruit, provide follow-up, offer support, or seek preceptors' feedback due to competing work demands. They identified the need for standardized funding for preceptor remuneration and recognition across the country. Conclusion: The findings suggest the need for exploring a wider intraprofessional collaboration among graduate NP programs/faculty, clinical placement sites, and NPs to facilitate the recruitment and retention of preceptors.

  7. Recruitment barriers in a randomized controlled trial from the physicians' perspective – A postal survey

    Directory of Open Access Journals (Sweden)

    Karrer Werner

    2009-03-01

    Full Text Available Abstract Background The feasibility of randomized trials often depends on successful patient recruitment. Although numerous recruitment barriers have been identified it is unclear which of them complicate recruitment most. Also, most surveys have focused on the patients' perspective of recruitment barriers whereas the perspective of recruiting physicians has received less attention. Therefore, our aim was to conduct a postal survey among recruiting physicians of a multi-center trial to weigh barriers according to their impact on recruitment. Methods We identified any potential recruitment barriers from the literature and from our own experience with a multi-center trial of respiratory rehabilitation in patients with chronic obstructive pulmonary disease. We developed and pilot-tested a self-administered questionnaire where recruiting physicians were asked to express their agreement with statements about recruitment barriers on a Likert-type scale from 1 (full agreement with statement = very substantial recruitment barrier to 7 (no agreement with statement = no recruitment barrier. Results 38 of 55 recruiting physicians returned questionnaires (69% response rate, of which 35 could be analyzed (64% useable response rate. Recruiting physicians reported that "time constraints" (median agreement of 3, interquartile range 2–5 had the most negative impact on recruitment followed by "difficulties including identified eligible patients" (median agreement of 5, IQR 3–6. Other barriers such as "trial design barriers", "lack of access to treatment", "individual barriers of recruiting physicians" or "insufficient training of recruiting physicians" were perceived to have little or no impact on patient recruitment. Conclusion Physicians perceived time constraints as the most relevant recruitment barrier in a randomized trial. To overcome recruitment barriers interventions, that are affordable for both industry- and investigator-driven trials, need to be

  8. Upaya Memperkecil Kesenjangan Kompetensi Lulusan Sekolah Menengah Kejuruan dengan Tuntutan Dunia Industri

    Directory of Open Access Journals (Sweden)

    Nugroho Wibowo

    2016-05-01

    Full Text Available Vocational High Schools are concerned with human resources development to cope the requirements of fast developing market. Indonesian education is still not comprehensive as it emphasizes on the hard skills and neglects the soft skills and eventually the graduates find difficulty to compete in the workforce. In preparing competent human resources as expected by the industry, the prioritised programs to be undertaken by the Vocational High Schools are (1 conducting the teaching factory program; (2 collaborative programs with the industry that consist of: field practices, internship (on the job training, industrial visits, recruitments, industrial classes; and (3 stakeholders’ guidance related to workforce. Sekolah Menengah Kejuruan (SMK sebagai salah satu pemegang peranan penting dalam penyiapan tenaga kerja dituntut untuk selalu dapat mengikuti kebutuhan pasar yang terus berkembang. Sekolah yang ada di Indonesia belum membentuk lulusan yang mempunyai dua keterampilan yaitu hard skillsdan soft skillsdan pada akhirnya lulusannya akan sulit bersaing di dunia kerja.Dalam menyiapkan tenaga kerja yang berkompeten sesuai harapan industri, SMK dapat melaksanakan program-program kegiatan yaitu: (1 program teaching factory; (2 Jalinan kerjasama dengan industri yang berbentuk: pengelolaan prakerin yang baik, magang (on the job training, pengelolaan kunjungan industri, rekruitmen tenaga kerja, penyelenggaraan kelas industri; dan (3 Penyuluhan dan pembinaan dari stake holder terkait dengan ketenagakerjaan.

  9. Wetland dynamics influence mid-continent duck recruitment

    Science.gov (United States)

    Anteau, Michael J.; Pearse, Aaron T.; Szymankski, Michael L.

    2013-01-01

    accounted for an additional 22%, and summer index accounted for the remaining 4% of the variation in recruitment. Our results are consistent with previous findings that quantity of MP was important for explaining variation in recruitment of ducks. However, our results also indicated that considering hydrologic dynamics was important for explaining recruitment. Additionally, the index for retention of MP within breeding year also was important, despite its coarse resolution as an average of precipitation events that can vary greatly spatially and in intensity within the PPR. Our results support the idea that wetland ecosystems in the PPR are ultimately regulated through bottom-up process driven by inter- and intra-annual hydrological dynamics. However from the ducks' perspective, hydrological dynamics could influence recruitment proximately through both bottom-up and top-down processes. Specifically, hydrological fluctuations may influence predator populations, prey switching by predators, or duckling vulnerability to predators (Cox et al. 1998). We will propose a conceptual model for understanding the potential role of bottom-up and top-down regulation of duck recruitment based on different hydrological contexts. Clearly, a better understanding of ultimate and proximate factors regulating duck recruitment would improve the effectiveness and efficiency of habitat conservation for ducks. Lastly, our findings could be used to improve models that predict fall flights for the purposes of informing harvest regulations.

  10. 75 FR 47548 - President's Export Council Subcommittee on Export Administration; Notice of Recruitment of...

    Science.gov (United States)

    2010-08-06

    ... DEPARTMENT OF COMMERCE Bureau of Industry and Security President's Export Council Subcommittee on Export Administration; Notice of Recruitment of Private-Sector Members SUMMARY: The President's Export... their services. The PECSEA is seeking private-sector members with senior export control expertise and...

  11. Tapping the grapevine: a closer look at word-of-mouth as a recruitment source.

    Science.gov (United States)

    Van Hoye, Greet; Lievens, Filip

    2009-03-01

    To advance knowledge of word-of-mouth as a company-independent recruitment source, this study draws on conceptualizations of word-of-mouth in the marketing literature. The sample consisted of 612 potential applicants targeted by the Belgian Defense. Consistent with the recipient-source framework, time spent receiving positive word-of-mouth was determined by the traits of the recipient (extraversion and conscientiousness), the characteristics of the source (perceived expertise), and their mutual relationship (tie strength). Only conscientiousness and source expertise were determinants of receiving negative word-of-mouth. In line with the accessibility-diagnosticity model, receiving positive employment information through word-of-mouth early in the recruitment process was positively associated with perceptual (organizational attractiveness) and behavioral outcomes (actual application decisions), beyond potential applicants' exposure to other recruitment sources. (c) 2009 APA, all rights reserved.

  12. Recruitment Campaigns as a Tool for Social and Cultural Reproduction of Scientific Communities: A case study on how scientists invite young people to science

    Science.gov (United States)

    Andrée, Maria; Hansson, Lena

    2014-08-01

    Young people's interest in pursuing science and science-intense educations has been expressed as a concern in relation to societal, economic and democratic development by various stakeholders (governments, industry and university). From the perspective of the scientific communities, the issues at stake do not necessarily correspond to the overall societal aims. Rather, initiatives to recruit young people to science are also ways for the scientific community to engage in the social and cultural reproduction of itself. For a community to survive and produce a future, it needs to secure regeneration of itself in succeeding generations. The aim of this study is to, from a perspective of social and cultural production/reproduction, shed light on an initiative from the scientific community to recruit young people to science education. This is a case study of one recruitment campaign called the Chemistry Advent calendar. The calendar consists of 25 webcasted films, produced and published by the science/technology faculty at a university. The analysed data consist of the films and additional published material relating to the campaign such as working reports and articles published about the campaign. The analysis focussed on what messages are communicated to potential newcomers. The messages were categorised by means of a framework of subjective values. The results are discussed both from a perspective of how the messages mirror traditions and habits of the scientific community, and in relation to research on students' educational choices.

  13. Substrate and flow characteristics associated with White Sturgeon recruitment in the Columbia River Basin

    Science.gov (United States)

    Hatten, James R.; Parsley, Michael; Barton, Gary; Batt, Thomas; Fosness, Ryan L.

    2018-01-01

    A study was conducted to identify habitat characteristics associated with age 0+ White Sturgeon (Acipenser transmontanus Richardson, 1863) recruitment in three reaches of the Columbia River Basin: Skamania reach (consistent recruitment), John Day reach (intermittent/inconsistent recruitment), and Kootenai reach (no recruitment). Our modeling approach involved numerous steps. First, we collected information about substrate, embeddedness, and hydrodynamics in each reach. Second, we developed a set of spatially explicit predictor variables. Third, we built two habitat (probability) models with Skamania reach training data where White Sturgeon recruitment was consistent. Fourth, we created spawning maps of each reach by populating the habitat models with in-reach physical metrics (substrate, embeddedness, and hydrodynamics). Fifth, we examined model accuracy by overlaying spawning locations in Skamania and Kootenai reaches with habitat predictions obtained from probability models. Sixth, we simulated how predicted habitat changed in each reach after manipulating physical conditions to more closely match Skamania reach. Model verification confirmed White Sturgeon generally spawned in locations with higher model probabilities in Skamania and Kootenai reaches, indicating the utility of extrapolating the models. Model simulations revealed significant gains in White Sturgeon habitat in all reaches when spring flow increased, gravel/cobble composition increased, or embeddedness decreased. The habitat models appear well suited to assist managers when identifying reach-specific factors limiting White Sturgeon recruitment in the Columbia River Basin or throughout its range.

  14. 28 CFR 54.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Recruitment. 54.310 Section 54.310... in Admission and Recruitment Prohibited § 54.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...

  15. Recruitment of rural healthcare professionals for live continuing education

    Directory of Open Access Journals (Sweden)

    Ronnie Scott Holuby

    2015-11-01

    Full Text Available Introduction: The availability of rural healthcare is a growing concern in the United States as fewer healthcare providers choose to work in rural areas. Accessing quality continuing education (CE for rural healthcare practitioners (HCPs remains a challenge and may pose a barrier to quality care. Methods: To maximize attendance at a live, in-person, free CE program focusing on geriatric medication and issues specifically targeted to HCPs in rural areas, two methods were implemented sequentially. The first method used formal advertising implemented by a professional marketing service to promote CE events. The second method enlisted local healthcare organizations and physician groups to promote the CE event to their employees. Cost per attendee was calculated for comparison. Results: Professional marketing services recruited 31 HCPs (March 2011 and resulted in a per-participant recruitment cost of US$428.62. Local healthcare organizations and physician groups’ marketing recruited 48 HCPs (July–August 2011 and resulted in a per-participant recruitment cost of US$55.19. Discussion: Providing free CE coordinated through local healthcare organizations and physician groups was the most cost-effective method of recruiting rural HCPs for CE. Formal advertising added cost without increasing the number of participants per event. Although this is the first study of the cost-effectiveness of recruitment methods targeting HCPs in rural areas, results are consistent with research on cost-effectiveness of outreach to rural lay community members.

  16. 40 CFR 5.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Recruitment. 5.310 Section 5.310... in Admission and Recruitment Prohibited § 5.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...

  17. 43 CFR 41.310 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Recruitment. 41.310 Section 41.310 Public... in Admission and Recruitment Prohibited § 41.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...

  18. 14 CFR 1253.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Recruitment. 1253.310 Section 1253.310... in Admission and Recruitment Prohibited § 1253.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...

  19. 6 CFR 17.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 6 Domestic Security 1 2010-01-01 2010-01-01 false Recruitment. 17.310 Section 17.310 Domestic... in Admission and Recruitment Prohibited § 17.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...

  20. Human Resources Marketing and Recruiting: Essentials of Digital Recruiting

    CERN Document Server

    Purvis, James

    2016-01-01

    This chapter will cover digital recruitment from its definition thru to its history in recruitment and trends. The subject itself could cover an entire book or an entire module at university, so this chapter will broadly touch upon the key elements and considerations. Under cultural perspective, the recruitment life cycle will be broken down into its individual parts, and digital solutions will be examined for each individual part of the process together with the impact this has on the knowledge and challenges for the manager and team. The economic perspective will assist in prioritizing initiatives and building a business case for the introduction of digital recruiting solutions. The risk perspective will raise awareness of the potential pitfalls and the operational perspective on the key considerations for a successful implementation. Finally, the key messages of this chapter are summarized in the Do’s and Don’ts.

  1. eHealth Recruitment Challenges

    Science.gov (United States)

    Thompson, Debbe; Canada, Ashanti; Bhatt, Riddhi; Davis, Jennifer; Plesko, Lisa; Baranowski, Tom; Cullen, Karen; Zakeri, Issa

    2006-01-01

    Little is known about effective eHealth recruitment methods. This paper presents recruitment challenges associated with enrolling African-American girls aged 8-10 years in an eHealth obesity prevention program, their effect on the recruitment plan, and potential implications for eHealth research. Although the initial recruitment strategy was…

  2. 75 FR 54857 - President's Export Council, Subcommittee on Export Administration; Notice of Recruitment of...

    Science.gov (United States)

    2010-09-09

    ... DEPARTMENT OF COMMERCE Bureau of Industry and Security President's Export Council, Subcommittee on Export Administration; Notice of Recruitment of Private-Sector Members; Date Extension Summary: The... Subcommittee will not be compensated for their services. The PECSEA is seeking private-sector members with...

  3. eHealth recruitment challenges.

    Science.gov (United States)

    Thompson, Debbe; Canada, Ashanti; Bhatt, Riddhi; Davis, Jennifer; Plesko, Lisa; Baranowski, Tom; Cullen, Karen; Zakeri, Issa

    2006-11-01

    Little is known about effective eHealth recruitment methods. This paper presents recruitment challenges associated with enrolling African-American girls aged 8-10 years in an eHealth obesity prevention program, their effect on the recruitment plan, and potential implications for eHealth research. Although the initial recruitment strategy was literature-informed, it failed to enroll the desired number of girls within a reasonable time period. Therefore, the recruitment strategy was reformulated to incorporate principles of social marketing and traditional marketing techniques. The resulting plan included both targeted, highly specific strategies (e.g., selected churches), and more broad-based approaches (e.g., media exposure, mass mailings, radio advertisements). The revised plan enabled recruitment goals to be attained. Media appeared to be particularly effective at reaching the intended audience. Future research should identify the most effective recruitment strategies for reaching potential eHealth audiences.

  4. Navy Enlisted Recruiting: Alternatives for Improving Recruiter Productivity

    Science.gov (United States)

    2013-03-01

    Instruction CR Chief Recruiter CRF Career Recruiting Force CS Culinary Specialist CT Command Trainer CTI Cryptologic Technician...third week (Module 2) when the students are taught about trends in sales and marketplaces, the art and science of sales, how to prospect for new...8, Aviation Machinist Mates (AD), Aviation Structural Mechanic (AM), Culinary Specialists (CS), and Fire Controlman (FC) had the highest average

  5. A Re-examination of Online Marketing Strategies for Graduate Recruitment in the Insurance Industry

    OpenAIRE

    Rana, Zain

    2010-01-01

    "Cynics sometimes refer to the insurance industry as boring, old-fashioned and bureaucratic. What can Zurich do to challenge such misconceptions and better market themselves to potential graduate applicants?” In recent times, there has been a noticeable shortfall in graduate level applications to insurance firms. The industry is now facing problems of an ageing workforce and are undergoing difficulty attracting graduates, as compared to other industry sectors such as a banking, fi...

  6. Applicability of Talent Management with Special Reference to Automobile Industry of Krishnagiri District

    OpenAIRE

    R. Santoshkumar; Dr. N. Rajasekar

    2011-01-01

    This research paper examines the applicability of Talent Management in Automobile Industry in Krishnagiri district. The primary data collected from the 100 different levels of employees in automobile industry. Hypothesis test used to measure the applicability of talent management. This paper found the executives feel that Talent Management is the competitive Advantage for the company; they believe that their company’s recruitment policy is leveraged towards recruiting top talent. This study...

  7. Next Generation Safeguards Initiative Workshop on Enhanced Recruiting for International Safeguards

    International Nuclear Information System (INIS)

    Pepper, S.E.; Rosenthal, M.D.; Fishbone, L.G.; Occhogrosso, D.M.; Lockwood, D.; Carroll, C.J.; Dreicer, M.; Wallace, R.; Fankhauser, J.

    2009-01-01

    Brookhaven National Laboratory (BNL) hosted a Workshop on Enhanced Recruiting for International Safeguards October 22 and 23, 2008. The workshop was sponsored by DOE/NA-243 under the Next Generation Safeguards Initiative (NGSI). Placing well-qualified Americans in sufficient number and in key safeguards positions within the International Atomic Energy Agency's (IAEA's) Department of Safeguards is an important U.S. non-proliferation objective. The goal of the NGSI Workshop on Enhanced Recruiting for International Safeguards was to improve U.S. efforts to recruit U.S. citizens for IAEA positions in the Department of Safeguards. The participants considered the specific challenges of recruiting professional staff, safeguards inspectors, and managers. BNL's International Safeguards Project Office invited participants from the U.S. Department of Energy, the IAEA, U.S. national laboratories, private industry, academia, and professional societies who are either experts in international safeguards or who understand the challenges of recruiting for technical positions. A final report for the workshop will be finalized and distributed in early 2009. The main finding of the workshop was the need for an integrated recruitment plan to take into account pools of potential candidates, various government and private agency stakeholders, the needs of the IAEA, and the NGSI human capital development plan. There were numerous findings related to and recommendations for maximizing the placement of U.S. experts in IAEA Safeguards positions. The workshop participants offered many ideas for increasing the pool of candidates and increasing the placement rate. This paper will provide details on these findings and recommendations

  8. Next Generation Safeguards Initiative Workshop on Enhanced Recruiting for International Safeguards

    Energy Technology Data Exchange (ETDEWEB)

    Pepper,S.E.; Rosenthal, M.D.; Fishbone, L.G.; Occhogrosso, D.M.; Lockwood, D.; Carroll, C.J.; Dreicer, M.; Wallace, R.; Fankhauser, J.

    2009-07-12

    Brookhaven National Laboratory (BNL) hosted a Workshop on Enhanced Recruiting for International Safeguards October 22 and 23, 2008. The workshop was sponsored by DOE/NA-243 under the Next Generation Safeguards Initiative (NGSI). Placing well-qualified Americans in sufficient number and in key safeguards positions within the International Atomic Energy Agency’s (IAEA’s) Department of Safeguards is an important U.S. non-proliferation objective. The goal of the NGSI Workshop on Enhanced Recruiting for International Safeguards was to improve U.S. efforts to recruit U.S. citizens for IAEA positions in the Department of Safeguards. The participants considered the specific challenges of recruiting professional staff, safeguards inspectors, and managers. BNL’s International Safeguards Project Office invited participants from the U.S. Department of Energy, the IAEA, U.S. national laboratories, private industry, academia, and professional societies who are either experts in international safeguards or who understand the challenges of recruiting for technical positions. A final report for the workshop will be finalized and distributed in early 2009. The main finding of the workshop was the need for an integrated recruitment plan to take into account pools of potential candidates, various government and private agency stakeholders, the needs of the IAEA, and the NGSI human capital development plan. There were numerous findings related to and recommendations for maximizing the placement of U.S. experts in IAEA Safeguards positions. The workshop participants offered many ideas for increasing the pool of candidates and increasing the placement rate. This paper will provide details on these findings and recommendations

  9. Benefits of extensive recruitment effort persist during follow-ups and are consistent across age group and survey method. the TRAILS study

    NARCIS (Netherlands)

    E. Nederhof (Esther); F. Jörg (Frederike); D. Raven (Dennis); R. Veenstra (René); F.C. Verhulst (Frank); J. Ormel (Johan Hans); A.J. Oldehinkel (Albertine)

    2012-01-01

    textabstractBackground: Extensive recruitment effort at baseline increases representativeness of study populations by decreasing non-response and associated bias. First, it is not known to what extent increased attrition occurs during subsequent measurement waves among subjects who were

  10. Shaping the Female Student: An Analysis of Swedish Beauty School Recruitment Texts

    Science.gov (United States)

    Bredlöv, Eleonor

    2016-01-01

    This study focuses on the recruitment of adults to the beauty industry in Sweden. It is concerned with a move in (beauty) education away from state and towards private provision in a wider context where education is becoming more heavily marketised. Drawing on a poststructural approach inspired by the work of Foucault and feminist theory, the…

  11. Co-Operative Training in the Sheffield Forging Industry

    Science.gov (United States)

    Duncan, R.

    2008-01-01

    Purpose: The purpose of this paper is to give details of an operation carried out in Sheffield to increase the recruitment of young men into the steel forging industry. Design/methodology/approach: The Sheffield Forges Co-operative Training Scheme was designed to encourage boys to enter the forging industry and to provide them with training and…

  12. Quirky patterns in time-series of estimates of recruitment could be artefacts

    DEFF Research Database (Denmark)

    Dickey-Collas, M.; Hinzen, N.T.; Nash, R.D.M.

    2015-01-01

    of recruitment time-series in databases is therefore not consistent across or within species and stocks. Caution is therefore required as perhaps the characteristics of the time-series of stock dynamics may be determined by the model used to generate them, rather than underlying ecological phenomena......The accessibility of databases of global or regional stock assessment outputs is leading to an increase in meta-analysis of the dynamics of fish stocks. In most of these analyses, each of the time-series is generally assumed to be directly comparable. However, the approach to stock assessment...... employed, and the associated modelling assumptions, can have an important influence on the characteristics of each time-series. We explore this idea by investigating recruitment time-series with three different recruitment parameterizations: a stock–recruitment model, a random-walk time-series model...

  13. 45 CFR 86.23 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Recruitment. 86.23 Section 86.23 Public Welfare... in Admission and Recruitment Prohibited § 86.23 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which this subpart applies shall not discriminate on the basis of sex in the recruitment and...

  14. The Future for Industrial Engineers: Education and Research Opportunities

    Science.gov (United States)

    Mummolo, Giovanni

    2007-01-01

    EU graduation and the recruitment of industrial engineers (IEs) have been investigated. An increasing demand is observed for graduates in almost all industrial engineering (IE) subjects. The labour market in the EU is evolving towards the service sector even if manufacturing still represents a significant share of both IE employment and gross…

  15. 10 CFR 1042.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Recruitment. 1042.310 Section 1042.310 Energy DEPARTMENT... Recruitment Prohibited § 1042.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 1042.300 through 1042.310 apply shall not discriminate on the basis of sex in the recruitment and admission...

  16. 49 CFR 25.310 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Recruitment. 25.310 Section 25.310 Transportation... Recruitment Prohibited § 25.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 25.300 through 25.310 apply shall not discriminate on the basis of sex in the recruitment and admission of...

  17. 22 CFR 146.310 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 146.310 Section 146.310 Foreign... Recruitment Prohibited § 146.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 146.300 through 146.310 apply shall not discriminate on the basis of sex in the recruitment and admission...

  18. 22 CFR 229.310 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 229.310 Section 229.310 Foreign... and Recruitment Prohibited § 229.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 229.300 through 229.310 apply shall not discriminate on the basis of sex in the recruitment and...

  19. Marine ecoregion and Deepwater Horizon oil spill affect recruitment and population structure of a salt marsh snail

    Science.gov (United States)

    Pennings, Steven C.; Zengel, Scott; Oehrig, Jacob; Alber, Merryl; Bishop, T. Dale; Deis, Donald R.; Devlin, Donna; Hughes, A. Randall; Hutchens, John J.; Kiehn, Whitney M.; McFarlin, Caroline R.; Montague, Clay L.; Powers, Sean P.; Proffitt, C. Edward; Rutherford, Nicolle; Stagg, Camille L.; Walters, Keith

    2016-01-01

    Marine species with planktonic larvae often have high spatial and temporal variation in recruitment that leads to subsequent variation in the ecology of benthic adults. Using a combination of published and unpublished data, we compared the population structure of the salt marsh snail, Littoraria irrorata, between the South Atlantic Bight and the Gulf Coast of the United States to infer geographic differences in recruitment and to test the hypothesis that the Deepwater Horizon oil spill led to widespread recruitment failure of L. irrorata in Louisiana in 2010. Size-frequency distributions in both ecoregions were bimodal, with troughs in the distributions consistent with a transition from sub-adults to adults at ~13 mm in shell length as reported in the literature; however, adult snails reached larger sizes in the Gulf Coast. The ratio of sub-adults to adults was 1.5–2 times greater in the South Atlantic Bight than the Gulf Coast, consistent with higher recruitment rates in the South Atlantic Bight. Higher recruitment rates in the South Atlantic Bight could contribute to higher snail densities and reduced adult growth in this region. The ratio of sub-adults to adults in Louisiana was lower in 2011 than in previous years, and began to recover in 2012–2014, consistent with widespread recruitment failure in 2010, when large expanses of spilled oil were present in coastal waters. Our results reveal an important difference in the ecology of a key salt marsh invertebrate between the two ecoregions, and also suggest that the Deepwater Horizon oil spill may have caused widespread recruitment failure in this species and perhaps others with similar planktonic larval stages.

  20. Geometrically Consistent Mesh Modification

    KAUST Repository

    Bonito, A.

    2010-01-01

    A new paradigm of adaptivity is to execute refinement, coarsening, and smoothing of meshes on manifolds with incomplete information about their geometry and yet preserve position and curvature accuracy. We refer to this collectively as geometrically consistent (GC) mesh modification. We discuss the concept of discrete GC, show the failure of naive approaches, and propose and analyze a simple algorithm that is GC and accuracy preserving. © 2010 Society for Industrial and Applied Mathematics.

  1. Recruiting intensity

    OpenAIRE

    R. Jason Faberman

    2014-01-01

    To hire new workers, employers use a variety of recruiting methods in addition to posting a vacancy announcement. The intensity with which employers use these alternative methods can vary widely with a firm’s performance and with the business cycle. In fact, persistently low recruiting intensity helps to explain the sluggish pace of US job growth following the Great Recession.

  2. Recruitment of U.S. citizens for vacancies in IAEA Safeguards

    International Nuclear Information System (INIS)

    Pepper, S.E.; Decaro, D.; Williams, G.; Carelli, J.; Assur, M.

    1999-01-01

    The International Atomic Energy Agency (IAEA) relies on its member states to assist with recruiting qualified individuals for positions within the IAEA's secretariat. It is important that persons within and outside the US nuclear and safeguards industries become aware of career opportunities available at the IAEA, and informed about important vacancies. The IAEA has established an impressive web page to advertise opportunities for employment. However, additional effort is necessary to ensure that there is sufficient awareness in the US of these opportunities, and assistance for persons interested in taking positions at the IAEA. In 1998, the Subgroup on Safeguards Technical Support (SSTS) approved a special task under the US Support Program to IAEA Safeguards (USSP) for improving US efforts to identify qualified candidates for vacancies in IAEA's Department of Safeguards. The International Safeguards Project Office (ISPO) developed a plan that includes increased advertising, development of a web page to support US recruitment efforts, feedback from the US Mission in Vienna, and interaction with other recruitment services provided by US professional organizations. The main purpose of this effort is to educate US citizens about opportunities at the IAEA so that qualified candidates can be identified for the IAEA's consideration

  3. RECRUITMENT OF U.S. CITIZENS FOR VACANCIES IN IAEA SAFEGUARDS

    International Nuclear Information System (INIS)

    OCCHIOGROSSO, D.; PEPPER, S.

    2006-01-01

    The International Atomic Energy Agency (IAEA) relies on its member states to assist with recruiting qualified individuals for positions within the IAEA's secretariat. It is likewise important to the U.S. government for U.S. citizens to take positions with the IAEA to contribute to its success. It is important for persons within and outside the U.S. nuclear and safeguards industries to become aware of the job opportunities available at the IAEA and to be informed of important vacancies as they arise. The International Safeguards Project Office (ISPO) at Brookhaven National Laboratory (BNL) is tasked by the U.S. government with recruiting candidates for positions within the Department of Safeguards at the IAEA and since 1998, has been actively seeking methods for improving outreach. In addition, ISPO has been working more closely with the IAEA Division of Personnel. ISPO staff members attend trade shows to distribute information about IAEA opportunities. The shows target the nuclear industry as well as shows that are unrelated to the nuclear industry. ISPO developed a web site that provides information for prospective candidates. They have worked with the IAEA to understand its recruitment processes, to make suggestions for improvements, and to understand employment benefits so they can be communicated to potential U.S. applicants. ISPO is also collaborating with a State Department working group that is focused on increasing U.S. representation within the United Nations as a whole. Most recently Secretary of State Condoleezza Rice issued a letter to all Federal Agency heads encouraging details and transfers of their employees to international organizations to the maximum extent feasible and with due regard to their manpower requirements. She urged all federal agencies to review their detail and transfer policies and practices to ensure that employment in international organizations is promoted in a positive and active manner. In addition, she wrote that it is

  4. INVESTIGATING WHAT ROMANIAN IT RECRUITERS AND EMPLOYEES VALUE WHEN THEY NEGOTIATE EMPLOYMENT CONTRACT

    Directory of Open Access Journals (Sweden)

    Anca Maria CLIPA

    2017-12-01

    Full Text Available When negotiating, people have economic as well noneconomic, subjective concerns. This study is an exploratory investigation into the objective and subjective factors influencing employment contract negotiations and the willingness to interact in future business negotiations in the case of Romanian IT employees and recruiters. The study draws on qualitative data collection and analysis methods, i.e. semi-structured interviews with 10 participants, projective techniques and content analysis. At the time, 5 of the participants held recruitment and contracting HR roles, and 5 were working as employees (programmers, business analysts, IT project managers. They all had a recent working contract negotiation experience (less than one year ago in the IT industry. Using the principles of corpus linguistics and the methods specific to discourse and critical discourse analysis, our study highlights some of the factors taken into account by Romanian IT employees and recruiters in employment contract negotiations.

  5. Allocation of Recruiting Resources Across Navy Recruiting Stations and Metropolitan Areas

    National Research Council Canada - National Science Library

    Jarosz, Suzanne

    1999-01-01

    .... However, the allocation of these resources across the 31 Navy recruiting districts must be made based on the characteristics of each district, and recruiters must be placed in geographic locations...

  6. Electronic Recruitment at CERN

    CERN Multimedia

    2004-01-01

    The Human Resources Department switches to electronic recruitment. From now on whenever you are involved in a recruitment action you will receive an e-mail giving you access to a Web folder. Inside you will find a shortlist of applications drawn up by the Human Resources Department. This will allow you to consult the folder, at the same time as everyone else involved in the recruitment process, for the vacancy you are interested in. This new electronic recruitment system, known as e-RT, will be introduced in a presentation given at 10 a.m. on 11 February in the Main Auditorium. Implemented by AIS (Administrative Information Services) and the Human Resources Department, e-RT will cover vacancies open in all of CERN's recruitment programmes. The electronic application system was initially made available to technical students in July 2003. By December it was extended to summer students, fellows, associates and Local Staff. Geraldine Ballet from the Recruitment Service prefers e-RT to mountains of paper! The Hu...

  7. A thematic analysis of factors influencing recruitment to maternal and perinatal trials

    Directory of Open Access Journals (Sweden)

    Middleton Philippa F

    2008-08-01

    which influence recruitment were quite consistent across the included studies, studies comparing different recruitment strategies were largely missing. Trials of different recruitment strategies could be embedded in large multicentre RCTs, with strategies tailored to the factors specific to the trial and institution.

  8. Recruitment efforts to reduce adverse impact: targeted recruiting for personality, cognitive ability, and diversity.

    Science.gov (United States)

    Newman, Daniel A; Lyon, Julie S

    2009-03-01

    Noting the presumed tradeoff between diversity and performance goals in contemporary selection practice, the authors elaborate on recruiting-based methods for avoiding adverse impact while maintaining aggregate individual productivity. To extend earlier work on the primacy of applicant pool characteristics for resolving adverse impact, they illustrate the advantages of simultaneous cognitive ability- and personality-based recruiting. Results of an algebraic recruiting model support general recruiting for cognitive ability, combined with recruiting for conscientiousness within the underrepresented group. For realistic recruiting effect sizes, this type of recruiting strategy greatly increases average performance of hires and percentage of hires from the underrepresented group. Further results from a policy-capturing study provide initial guidance on how features of organizational image can attract applicants with particular job-related personalities and abilities, in addition to attracting applicants on the basis of demographic background. (c) 2009 APA, all rights reserved.

  9. Natural gas as raw material for industrial development

    International Nuclear Information System (INIS)

    Kvisle, Steinar

    2006-01-01

    Industrial development based on natural gas has broad, industrial implications. Norway has a vital industry based on natural gas as raw material, here under Ormen Lange, Snoehvit LNG, Tjeldbergodden and Petrochemical Grenland. The petrochemical industry has challenges, e.g. the cost of raw materials and energy, localization related to the markets, and recruitment, but considerable investments are made in the sector. The Northern areas in Norway may have special challenges related to bringing the product to the market. Solutions to this challenge are in LNG (liquid natural gas), GTL (gas to liquids), and GTO (gas to olefins)

  10. Consistency between Overall and Account-level Materiality Measures: An Inter-Industry Comparison and an Analysis of the Correlation with the Financial Ratios System

    OpenAIRE

    N. Pecchiari; G. Pogliani

    2006-01-01

    This study analyses the consistency between overall and account-level materiality measures. The study starts emphasizing the need for further research on planning materiality, considering that prior studies have shown large differences in materiality methods. A review of literature on materiality [Messier et al. (2005)] suggests continuing inter-industry investigations on planning materiality [Wheeler and Pany (1989)]. We have also noticed the absence of research in the area of connection bet...

  11. 28 CFR 54.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Recruitment. 54.510 Section 54.510... in Employment in Education Programs or Activities Prohibited § 54.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  12. 41 CFR 101-4.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 2 2010-07-01 2010-07-01 true Recruitment. 101-4.310... Admission and Recruitment Prohibited § 101-4.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...

  13. 44 CFR 19.310 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Recruitment. 19.310 Section... RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 19.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 19.300 through 19...

  14. 34 CFR 106.53 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Recruitment. 106.53 Section 106.53 Education... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

  15. 22 CFR 229.510 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 229.510 Section 229.510 Foreign... in Education Programs or Activities Prohibited § 229.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring...

  16. 22 CFR 146.510 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 146.510 Section 146.510 Foreign... Education Programs or Activities Prohibited § 146.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

  17. 14 CFR 1253.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Recruitment. 1253.510 Section 1253.510... in Employment in Education Programs or Activities Prohibited § 1253.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  18. 43 CFR 41.510 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Recruitment. 41.510 Section 41.510 Public... in Employment in Education Programs or Activities Prohibited § 41.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  19. 45 CFR 86.53 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Recruitment. 86.53 Section 86.53 Public Welfare... in Employment in Education Programs or Activities Prohibited § 86.53 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  20. 49 CFR 25.510 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Recruitment. 25.510 Section 25.510 Transportation... Education Programs or Activities Prohibited § 25.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

  1. 40 CFR 5.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Recruitment. 5.510 Section 5.510... in Employment in Education Programs or Activities Prohibited § 5.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  2. 38 CFR 23.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Recruitment. 23.510... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

  3. 6 CFR 17.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 6 Domestic Security 1 2010-01-01 2010-01-01 false Recruitment. 17.510 Section 17.510 Domestic... in Employment in Education Programs or Activities Prohibited § 17.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  4. 44 CFR 19.510 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Recruitment. 19.510 Section... Programs or Activities Prohibited § 19.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a...

  5. 10 CFR 1042.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Recruitment. 1042.510 Section 1042.510 Energy DEPARTMENT... Education Programs or Activities Prohibited § 1042.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

  6. Recruitment of general practices

    DEFF Research Database (Denmark)

    Riis, Allan; Jensen, Cathrine Elgaard; Maindal, Helle Terkildsen

    2016-01-01

    -factors as determinants for successfully recruiting healthcare professionals: relationships, reputation, requirements, rewards, reciprocity, resolution, and respect. Method: This is a process evaluation of the seven R-factors. We applied these factors to guide the design of our recruitment strategy as well as to make......Introduction: Health service research often involves the active participation of healthcare professionals. However, their ability and commitment to research varies. This can cause recruitment difficulties and thereby prolong the study period and inflate budgets. Solberg has identified seven R...... adjustments when recruiting general practices in a guideline implementation study. In the guideline implementation study, we studied the effect of outreach visits, quality reports, and new patient stratification tools for low back pain patients. Results: During a period of 15 months, we recruited 60 practices...

  7. 15 CFR 8a.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Recruitment. 8a.310 Section 8a.310... in Admission and Recruitment Prohibited § 8a.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...

  8. 36 CFR 1211.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Recruitment. 1211.510 Section... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

  9. 18 CFR 1317.510 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Recruitment. 1317.510... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

  10. 13 CFR 113.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Recruitment. 113.510 Section 113... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

  11. 45 CFR 618.510 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Recruitment. 618.510 Section 618.510 Public... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

  12. 45 CFR 2555.510 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Recruitment. 2555.510 Section 2555.510 Public... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

  13. 32 CFR 196.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Recruitment. 196.510 Section 196.510 National... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

  14. 34 CFR 106.23 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Recruitment. 106.23 Section 106.23 Education... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 106.23 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which this subpart applies shall not discriminate on the basis of sex...

  15. 24 CFR 3.510 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Recruitment. 3.510 Section 3.510... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

  16. Regulation, manufacturing and building industry consensus.

    Science.gov (United States)

    Deans, Robert

    2012-11-01

    As has been true with many emerging technologies, successful clinical development and recruitment of capital sufficient to reach market approval is measured as an industry platform. Risk, failure and achievement by individual companies are shared by all in the context of access to enthusiastic capital markets and codevelopment partnerships.

  17. 31 CFR 28.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Recruitment. 28.510 Section 28.510... Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  18. 10 CFR 5.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Recruitment. 5.310 Section 5.310 Energy NUCLEAR REGULATORY... FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 5.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 5.300 through 5.310 apply shall not...

  19. 45 CFR 83.12 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Recruitment. 83.12 Section 83.12 Public Welfare... § 83.12 Recruitment. (a) Comparable recruitment. A federally supported entity shall, with respect to... demonstrate that such action is part of a recruitment program which does not have the effect of discriminating...

  20. 45 CFR 2555.310 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Recruitment. 2555.310 Section 2555.310 Public... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 2555.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 2555.300 through 2555.310 apply shall not discriminate on the...

  1. 45 CFR 618.310 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Recruitment. 618.310 Section 618.310 Public... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 618.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 618.300 through 618.310 apply shall not discriminate on the...

  2. 13 CFR 113.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Recruitment. 113.310 Section 113... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 113.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 113.300 through 113.310 apply shall not discriminate on the...

  3. 36 CFR 1211.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Recruitment. 1211.310 Section... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 1211.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 1211.300 through 1211.310 apply shall not discriminate on the...

  4. 32 CFR 196.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Recruitment. 196.310 Section 196.310 National... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 196.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 196.300 through 196.310 apply shall not discriminate on the...

  5. 29 CFR 36.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Recruitment. 36.510 Section 36.510 Labor Office of the... Activities Prohibited § 36.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has...

  6. 18 CFR 1317.310 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Recruitment. 1317.310... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 1317.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 1317.300 through 1317.310 apply shall not discriminate on the...

  7. 38 CFR 23.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Recruitment. 23.310... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 23.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 23.300 through 23.310 apply shall not discriminate on the...

  8. 10 CFR 5.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Recruitment. 5.510 Section 5.510 Energy NUCLEAR REGULATORY... Prohibited § 5.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found...

  9. 29 CFR 36.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Recruitment. 36.310 Section 36.310 Labor Office of the... FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 36.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 36.300 through 36.310...

  10. 31 CFR 28.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Recruitment. 28.310 Section 28.310... Basis of Sex in Admission and Recruitment Prohibited § 28.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 28.300 through 28.310 apply shall not discriminate on the basis of sex in...

  11. 24 CFR 3.310 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Recruitment. 3.310 Section 3.310... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 3.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 3.300 through 3.310 apply shall not discriminate on the basis...

  12. [Understand the tobacco industry's strategy for recruiting teens: Lessons from a 1973 marketing document].

    Science.gov (United States)

    Dautzenberg, B

    2018-06-01

    For years, the tobacco industry has organized the inoculation of tobacco addiction to adolescents. The analysis of a 1973 RJReynols ® document identified ten physical and psychological factors in order to increase the number of young users for a brand of cigarettes. These young people are classified into three groups: pre-smokers, learners and smokers. The taste for pre-smokers and learners and nicotine for smokers are main physical parameters. The industry clearly knows that tobacco is mainly consumed because of nicotine addiction, so it is necessary to make adolescents addict. It is interesting to note that cigarette pack was in 1973 a positive factor to attract young smokers, whereas now with the arrival of the neutral packaging, the tobacco industry declares that packaging has no influence to attract teenagers ! Of the psychological factors, the only negative factor is the self-image of the smoker. The tobacco industry already recognized in 1973 that smokers were unhappy about smoking. For learners, self-image and the experience of adults are most important factor, which is why the industry strives to create a positive image and convey message that smoking initiation is a ritual to become adult. According to the tobacco industry, stress and alleviation of boredom are also important points in turning pre-smokers into learners and learners into smokers. This article aims to provide practical tools for understanding industry initiatives targeting adolescents. The attached tool can be used by the teens or adults involved to understand the optimization of teenagers tobacco marketing. Copyright © 2018 Elsevier Masson SAS. All rights reserved.

  13. Boomerang recruitment: bridging the gap.

    Science.gov (United States)

    Hart, Karen A

    2009-01-01

    In today's competitive health care recruitment environment, one of the most cost-effective and successful recruitment strategies is alumni or "boomerang" recruitment. A proven business model, alumni recruitment is just beginning to be used in a significant way in the health care arena. The cost to recruit alumni is much lower than for those in the general workforce and the alumni population is a known quantity. Alumni will assimilate much more easily into your corporate culture, will need less orientation and onboarding, and will be more productive.

  14. Development of university-industry partnerships in railroad engineering education

    Science.gov (United States)

    Lautala, Pasi T.

    Rail transportation has been an important part of the North American transportation network since the 19th century and it continues to be a major contributor to the economic well-being and the global competitiveness of the U.S. The recent expansion in freight rail volumes and forecasts for continuous growth, together with more favorable attitudes for urban passenger rail present several challenges for the rail industry. One of the challenges is the availability of a well educated engineering workforce. The rail industry has recognized a need to attract new railroad professionals from various disciplines for management and technical positions, but most universities eliminated railroad engineering from their curricula after the recruitment levels faded several decades ago. Today, railroad expertise and related engineering courses exist at only a few universities and most students graduate without any exposure to rail topics. While industry representatives have expressed their concern about a future workforce, little data is available on the extent of the demand, on the characteristics and skills of preferred candidates, and on the role that universities can play. A benchmarking study was undertaken to investigate the demand for university engineering graduates and assess whether current methods are sufficient to attract, educate, recruit, train and retain engineering students in the railroad profession. Data was collected from industry human resources and training managers to define the quantitative and qualitative needs for railroad engineers. In addition, recently hired engineers working in the rail industry were surveyed to determine the extent of their university exposure in rail topics and how it affected their career choice. The surveys indicated an increase of over 300 percent in the annual recruitment for railroad engineers by the participating companies between 2002 and 2005. Recruitment levels are expected to remain high for the next five to ten years due

  15. Woodland caribou calf recruitment in relation to calving/post-calving landscape composition

    Directory of Open Access Journals (Sweden)

    Sara C. McCarthy

    2011-04-01

    Full Text Available Since the 1990s, Newfoundland’s woodland caribou (Rangifer tarandus caribou population has declined by an estimated 66%. Low calf recruitment has been associated to the decline, possibly triggered by increasing calf predation and/or decreasing resources. To investigate the role of landscape composition in this system, we studied the yearly (2005-2008 calving/post-calving range (CPCR of 104 satellite-collared females belonging to six herds. We mapped nine disturbance factors (e.g. roads, logging, etc, as well as vegetation cover types (e.g. coniferous, deciduous forests, etc, and determined the total area they occupied within CPCRs yearly for each herd. Using an information theoretic approach, we assessed the model that best explained variation in recruitment using these components. Based on corrected Akaike Information Criterion, the model that best explained variation in calf recruitment included total disturbance and deciduous forest area, both showing the expected negative relationship with calf recruitment. Other landscape variables among the models with ΔAICc < 2 were mixed forest, also with a suggested negative relationship, and barrens and wetlands with a significant positive trend. This study highlights the need to minimize total disturbance footprint and account for resulting changes in forest composition within CPCRs during land use planning. Expanding forestry operations and road infrastructure in critical woodland caribou habitat across Canada may additionally contribute to habitat loss via fragmentation. This in turn, may lead to range recession beyond the initial local avoidance footprint. We see the possibility of using calf recruitment models based on landscape parameters, among others, to predict the impact of new industrial developments on calf recruitment.

  16. Employee Motivation, Recruitment Practices and Banks Performance in Nigeria

    Directory of Open Access Journals (Sweden)

    Adeola Mukarramah Modupe

    2016-12-01

    Full Text Available Many organisations recognizes the use of human resource as a major influence to their success. And with today’s competitive environment, it is imperative for organisations to find ways to be more effective and efficient in utilizing their resources so as to improve their general performance. Hence, there is need to recruit and retain highly qualified and motivated employees in order to remain competitive in the unstable environment. This study evaluates the relationship between recruitment practices, employee motivation and their impact on organisational performance focusing on the Nigerian banking industry, with a view to investigating factors that motivate employees of Nigerian banks and the methods banks adopt to motivate their employees. The study also assesses recruitment and selection methods used by Nigerian banks to select effective employees. The study is a cross-sectional in time and the primary data collected from a conveniently selected sample of 60 employees each of the seven selected banks. Face-to-face survey and interview was carried out in order to achieve the research objectives and back up theoretical findings. Using correlation and thematic analysis, the results indicated that there was a strong positive relationship between employee motivation, recruitment practices and organisational performance. Findings from the analysis identified that bank employees are mostly extrinsically motivated; although intrinsic factors also motivate them, it is not as motivating as extrinsic factors. The banks also provide more of extrinsic motivators to increase the performance of their employees. The banks make use of various methods of employee selection, by dividing the methods into stages. In addition, recruiting is mostly undertaken through recruitment agencies or advert placements. The study provides future recommendations that banks in Nigeria should be firmer in their selection processes; this will allow them to identify unsuitable

  17. New job offers in the hotel industry and issue of recruitment

    OpenAIRE

    Kraliková, Klára

    2014-01-01

    The work follows the new trend of job offers in the hotel industry. The aim is to provide a comprehensive summary of selected new professional positions and put them into the context of hotel organization, and to analyze the current requirements for the position of Revenue Manager. The information obtained by monitoring the current job at the advertising portals and by an interview with a human recources officer of 5 * Prague hotel.

  18. What Can We Learn from Similar Male Dominated Industries?

    International Nuclear Information System (INIS)

    Thomas, C.

    2015-01-01

    Thomas Thor Associates is an Executive Recruitment company solely dedicated to the Nuclear industry. We have been involved with WiN UK in 2014–2015 to help them develop their own organization, this research was part of our partnership. The main purpose of this paper is to provide a clear picture of the techniques that are used by organizations similar to WiN, and business in other industries that are similar to Nuclear, to attract more women to pursue a career in a particular industry, and to support retention and career progression of women in these industries. This paper has taken a look at all industries that require technical and engineering staff, after which the Mining, Oil & Gas, Petro-chemicals, Rail, Renewable Energy, Technology and Construction industries were found to show most similarities with Nuclear, in terms of the technical staff required and their structure on gender diversity. From here, case studies of industry organizations and professional business have been prepared in order to inform WiN of best practice in these industries and provide a benchmark for future WiN operations. Finally, the report results into giving recommendations on projects WiN could add to their current approach to achieve their objectives. The recommendations are based on the results from the case studies, focusing on attracting, recruiting, retaining and developing female professionals. In summary, the recommendations are to: highlight potential career paths for women in Nuclear, educate women on Nuclear, support the development of women and to help companies to increase their bottom line by getting WiN certified. (author)

  19. Cooperation between schools and businesses/industries in meeting the demand for working experience

    Science.gov (United States)

    Widiyanti, Yoto, Solichin

    2017-09-01

    Vocational Secondary School (VSS) as one of the educational institutions has a mission or purpose to prepare a workforce who can fill job requirements and qualified professionals who are expected to play a role as a featured tool for business and industry in Indonesia in facing global competition. The principle of industrial cooperation between schools and business world has the objective to accelerate the adjustment period needed by vocational high school graduates to enter the workforce, which eventually will improve the quality of the vocational high schools. A scope of activities that would enable both sides to implement the activities is necessary to be applied during the cooperation. The types of programs that will be conducted consist of the Internship Program, Training Program, Production Program (innovative product), and Graduate Distribution Program. Such programs also implement the strategies of cooperation, such as recruitment, career fair, human resource delivery to the company, hiring process and arrival at the enterprise.

  20. Costa Rica’s Implementation of the Framework Convention on Tobacco Control: Overcoming decades of industry dominance

    Directory of Open Access Journals (Sweden)

    Eric Crosbie

    2016-01-01

    Full Text Available Objective. To analyze the passage of Costa Rica’s 2012 tobacco control law. Materials and methods. Review of legislation, newspaper articles, and key informant interviews. Results. Tobacco control advocates, in close collaboration with international health groups, recruited national, regional and international experts to testify in the Legislative Assembly, implemented grassroots advocacy campaigns, and generated media coverage to enact strong legislation in March 2012 consistent with the World Health Organization Framework Convention on Tobacco Control, despite tobacco industry lobbying efforts that for decades blocked effective tobacco control legislation. Conclusion. Costa Rica’s experience illustrates how with resources, good strategic planning, aggressive tactics and perseverance tobacco control advocates can overcome tobacco industry opposition in the Legislative Assembly and Executive Branch. This determined approach has positioned Costa Rica to become a regional leader in tobacco control.

  1. A COUNTY-LEVEL MODEL OF MANUFACTURING PLANT RECRUITMENT WITH IMPROVED INDUSTRIAL SITE QUALITY MEASUREMENT

    OpenAIRE

    Kriesel, Warren; McNamara, Kevin T.

    1991-01-01

    Empirical analysis of manufacturing plant location requires the use of a single industrial site quality measure. Under hedonic price theory, the price of industrial sites can be explained by their quality characteristics. The estimated site price is included with ten other location factors in an ordered, categorical logit model of plant attraction to Georgia counties. The results inform public decision-makers of the relative impact of site location factors and how changes in location factors ...

  2. Recruitment strategies should not be randomly selected: empirically improving recruitment success and diversity in developmental psychology research

    Science.gov (United States)

    Sugden, Nicole A.; Moulson, Margaret C.

    2015-01-01

    Psychological and developmental research have been critiqued for the lack of diversity of research samples. Because differences in culture, race, and ethnicity can influence participant behavior, limited diversity limits the generalizability of the findings. These differences may also impact how participants behave in response to recruitment attempts, which suggests that recruitment itself may be leveraged to increase sample diversity. The goal of the current study was to determine what factors, within a recruitment interaction, could be leveraged to increase success and diversity when recruiting families with children for developmental research. Study 1 found three factors influenced success: (1) recruitment was more successful when other potential participants were also interested (i.e., recruiters were busy), (2) recruiters of particular races were more successful than recruiters of other races, and (3) differences in success were related to what the recruiter said to engage the potential participant (i.e., the script). The latter two factors interacted, suggesting some recruiters were using less optimal scripts. To improve success rates, study 2 randomly assigned scripts to recruiters and encouraged them to recruit more vigorously during busy periods. Study 2 found that two factors influenced success: (1) some scripts were more successful than others and (2) we were more successful at recruiting non-White potential participants than White participants. These two interacted, with some scripts being more successful with White and other scripts being more successful with non-White families. This intervention significantly increased recruitment success rate by 8.1% and the overall number of families recruited by 15.3%. These findings reveal that empirically evaluating and tailoring recruitment efforts based on the most successful strategies is effective in boosting diversity through increased participation of children from non-White families. PMID:25972829

  3. Recruiting from within: Action-Oriented Research Solutions to Internal Student Recruitment in Collegiate Aviation Education.

    Science.gov (United States)

    Bowen, Brent; Carstenson, Larry; Hansen, Frederick

    1999-01-01

    Discusses student recruitment in aviation education and establishes that internal recruitment methods are the most productive and cost effective. Provides examples of recruitment strategies based on a model of action research. (JOW)

  4. Recruitment dynamics in adaptive social networks

    Science.gov (United States)

    Shkarayev, Maxim S.; Schwartz, Ira B.; Shaw, Leah B.

    2013-06-01

    We model recruitment in adaptive social networks in the presence of birth and death processes. Recruitment is characterized by nodes changing their status to that of the recruiting class as a result of contact with recruiting nodes. Only a susceptible subset of nodes can be recruited. The recruiting individuals may adapt their connections in order to improve recruitment capabilities, thus changing the network structure adaptively. We derive a mean-field theory to predict the dependence of the growth threshold of the recruiting class on the adaptation parameter. Furthermore, we investigate the effect of adaptation on the recruitment level, as well as on network topology. The theoretical predictions are compared with direct simulations of the full system. We identify two parameter regimes with qualitatively different bifurcation diagrams depending on whether nodes become susceptible frequently (multiple times in their lifetime) or rarely (much less than once per lifetime).

  5. Recruitment dynamics in adaptive social networks

    International Nuclear Information System (INIS)

    Shkarayev, Maxim S; Shaw, Leah B; Schwartz, Ira B

    2013-01-01

    We model recruitment in adaptive social networks in the presence of birth and death processes. Recruitment is characterized by nodes changing their status to that of the recruiting class as a result of contact with recruiting nodes. Only a susceptible subset of nodes can be recruited. The recruiting individuals may adapt their connections in order to improve recruitment capabilities, thus changing the network structure adaptively. We derive a mean-field theory to predict the dependence of the growth threshold of the recruiting class on the adaptation parameter. Furthermore, we investigate the effect of adaptation on the recruitment level, as well as on network topology. The theoretical predictions are compared with direct simulations of the full system. We identify two parameter regimes with qualitatively different bifurcation diagrams depending on whether nodes become susceptible frequently (multiple times in their lifetime) or rarely (much less than once per lifetime). (paper)

  6. A novel method for monitoring functional lesion-specific recruitment of repair proteins in live cells

    Energy Technology Data Exchange (ETDEWEB)

    Woodrick, Jordan; Gupta, Suhani; Khatkar, Pooja; Dave, Kalpana; Levashova, Darya; Choudhury, Sujata; Elias, Hadi; Saha, Tapas; Mueller, Susette; Roy, Rabindra, E-mail: rr228@georgetown.edu

    2015-05-15

    Highlights: • A method of monitoring lesion-specific recruitment of proteins in vivo is described. • Recruitment of repair enzymes to abasic sites is monitored by co-localization. • Repair protein recruitment is consistent with known protein–protein relationships. • Cells demonstrated complete repair of abasic sites by 90 min. - Abstract: DNA–protein relationships have been studied by numerous methods, but a particular gap in methodology lies in the study of DNA adduct-specific interactions with proteins in vivo, which particularly affects the field of DNA repair. Using the repair of a well-characterized and ubiquitous adduct, the abasic (AP) site, as a model, we have developed a comprehensive method of monitoring DNA lesion-specific recruitment of proteins in vivo over time. We utilized a surrogate system in which a Cy3-labeled plasmid containing a single AP-site was transfected into cells, and the interaction of the labeled DNA with BER enzymes, including APE1, Polβ, LIG1, and FEN1, was monitored by immunofluorescent staining of the enzymes by Alexafluor-488-conjugated secondary antibody. The recruitment of enzymes was characterized by quantification of Cy3-Alexafluor-488 co-localization. To validate the microscopy-based method, repair of the transfected AP-site DNA was also quantified at various time points post-transfection using a real time PCR-based method. Notably, the recruitment time kinetics for each enzyme were consistent with AP-site repair time kinetics. This microscopy-based methodology is reliable in detecting the recruitment of proteins to specific DNA substrates and can be extended to study other in vivo DNA–protein relationships in any DNA sequence and in the context of any DNA structure in transfectable proliferating or quiescent cells. The method may be applied to a variety of disciplines of nucleic acid transaction pathways, including repair, replication, transcription, and recombination.

  7. A novel method for monitoring functional lesion-specific recruitment of repair proteins in live cells

    International Nuclear Information System (INIS)

    Woodrick, Jordan; Gupta, Suhani; Khatkar, Pooja; Dave, Kalpana; Levashova, Darya; Choudhury, Sujata; Elias, Hadi; Saha, Tapas; Mueller, Susette; Roy, Rabindra

    2015-01-01

    Highlights: • A method of monitoring lesion-specific recruitment of proteins in vivo is described. • Recruitment of repair enzymes to abasic sites is monitored by co-localization. • Repair protein recruitment is consistent with known protein–protein relationships. • Cells demonstrated complete repair of abasic sites by 90 min. - Abstract: DNA–protein relationships have been studied by numerous methods, but a particular gap in methodology lies in the study of DNA adduct-specific interactions with proteins in vivo, which particularly affects the field of DNA repair. Using the repair of a well-characterized and ubiquitous adduct, the abasic (AP) site, as a model, we have developed a comprehensive method of monitoring DNA lesion-specific recruitment of proteins in vivo over time. We utilized a surrogate system in which a Cy3-labeled plasmid containing a single AP-site was transfected into cells, and the interaction of the labeled DNA with BER enzymes, including APE1, Polβ, LIG1, and FEN1, was monitored by immunofluorescent staining of the enzymes by Alexafluor-488-conjugated secondary antibody. The recruitment of enzymes was characterized by quantification of Cy3-Alexafluor-488 co-localization. To validate the microscopy-based method, repair of the transfected AP-site DNA was also quantified at various time points post-transfection using a real time PCR-based method. Notably, the recruitment time kinetics for each enzyme were consistent with AP-site repair time kinetics. This microscopy-based methodology is reliable in detecting the recruitment of proteins to specific DNA substrates and can be extended to study other in vivo DNA–protein relationships in any DNA sequence and in the context of any DNA structure in transfectable proliferating or quiescent cells. The method may be applied to a variety of disciplines of nucleic acid transaction pathways, including repair, replication, transcription, and recombination

  8. Recruitment to the Norwegian fishing fleet: storylines, paradoxes, and pragmatism in Norwegian fisheries and recruitment policy

    OpenAIRE

    Sønvisen, Signe Annie

    2013-01-01

    The majority of actors in the Norwegian fisheries consider recruitment of fishers to be the main future challenge for the Norwegian fishing fleet. As fleet recruitment is a highly politicized field, the problem of how to mitigate the recruitment problem is a subject of heavy debate. Some argue that recruitment problems are caused by low fleet profitability, while others argue that recruitment problems are caused by fleet restructuring polices. This article aims to explore th...

  9. Tobacco industry manipulation of the hospitality industry to maintain smoking in public places

    Science.gov (United States)

    Dearlove, J; Bialous, S; Glantz, S

    2002-01-01

    Objective: To describe how the tobacco industry used the "accommodation" message to mount an aggressive and effective worldwide campaign to recruit hospitality associations, such as restaurant associations, to serve as the tobacco industry's surrogate in fighting against smoke-free environments. Methods: We analysed tobacco industry documents publicly available on the internet as a result of litigation in the USA. Documents were accessed between January and November 2001. Results: The tobacco industry, led by Philip Morris, made financial contributions to existing hospitality associations or, when it did not find an association willing to work for tobacco interests, created its own "association" in order to prevent the growth of smoke-free environments. The industry also used hospitality associations as a vehicle for programmes promoting "accommodation" of smokers and non-smokers, which ignore the health risks of second hand smoke for employees and patrons of hospitality venues. Conclusion: Through the myth of lost profits, the tobacco industry has fooled the hospitality industry into embracing expensive ventilation equipment, while in reality 100% smoke-free laws have been shown to have no effect on business revenues, or even to improve them. The tobacco industry has effectively turned the hospitality industry into its de facto lobbying arm on clean indoor air. Public health advocates need to understand that, with rare exceptions, when they talk to organised restaurant associations they are effectively talking to the tobacco industry and must act accordingly. PMID:12034999

  10. New technology-based recruitment methods

    OpenAIRE

    Oksanen, Reija

    2018-01-01

    The transformation that recruitment might encounter due to big data analytics and artificial intelligence (AI) is particularly fascinating which is why this thesis focuses on the changes recruitment processes are and will be facing as new technological solutions are emerging. The aim and main objective of this study is to widen knowledge about new technology-based recruitment methods, focusing on how they are utilized by Finnish recruitment professionals and how the opportunities and risks th...

  11. Rethinking Recruitment: The Comprehensive and Strategic Recruitment of Secondary Science Teachers

    Science.gov (United States)

    Luft, Julie A.; Wong, Sissy S.; Semken, Steve

    2011-01-01

    The shortage of science teachers has spurred a discussion about their retention and recruitment. While discussion about retaining science teachers has increased dramatically in just the last few years, science teacher educators have not attended to the recruitment of science teachers with the same tenacity. This paper is our effort to initiate…

  12. Recruitment in a changing environment: the 2000s North Sea herring recruitment failure

    DEFF Research Database (Denmark)

    Payne, Mark; Hatfield, E.M.C.; Dickey-Collas, M.

    2009-01-01

    Environmentally induced change appears to be impacting the recruitment of North Sea herring (Clupea harengus). Despite simultaneously having a large adult population, historically low exploitation, and Marine Stewardship Council accreditation (implying sustainability), there have been an unpreced......Environmentally induced change appears to be impacting the recruitment of North Sea herring (Clupea harengus). Despite simultaneously having a large adult population, historically low exploitation, and Marine Stewardship Council accreditation (implying sustainability), there have been...... an unprecedented 6 sequential years of poor juvenile production (recruitment). Analysis suggests that the poor recruitment arises during the larval overwintering phase, with recent survival rates greatly reduced. Contemporary warming of the North Sea has caused significant changes in the plankton community...

  13. Technology and Navy Recruiting

    National Research Council Canada - National Science Library

    Golfin, Peggy

    1997-01-01

    Since November 1996, CNA has participated on a Technology Task Force established by the Commander, Navy Recruiting Command, to address several issues concerning the use of technology and Navy recruiting...

  14. Participant recruitment to FiCTION, a primary dental care trial - survey of facilitators and barriers.

    Science.gov (United States)

    Keightley, A; Clarkson, J; Maguire, A; Speed, C; Innes, N

    2014-11-01

    To identify reasons behind a lower than expected participant recruitment rate within the FiCTION trial, a multi-centre paediatric primary dental care randomised controlled trial (RCT). An online survey, based on a previously published tool, consisting of both quantitative and qualitative responses, completed by staff in dental practices recruiting to FiCTION. Ratings from quantitative responses were aggregated to give overall scores for factors related to participant recruitment. Qualitative responses were independently grouped into themes. Thirty-nine anonymous responses were received. Main facilitators related to the support received from the central research team and importance of the research question. The main barriers related to low child eligibility rates and the integration of trial processes within routine workloads. These findings have directed strategies for enhancing participant recruitment at existing practices and informed recruitment of further practices. The results help provide a profile of the features required of practices to successfully screen and recruit participants. Future trials in this setting should consider the level of interest in the research question within practices, and ensure trial processes are as streamlined as possible. Research teams should actively support practices with participant recruitment and maintain enthusiasm among the entire practice team.

  15. Does the high–tech industry consistently reduce CO{sub 2} emissions? Results from nonparametric additive regression model

    Energy Technology Data Exchange (ETDEWEB)

    Xu, Bin [School of Statistics, Jiangxi University of Finance and Economics, Nanchang, Jiangxi 330013 (China); Research Center of Applied Statistics, Jiangxi University of Finance and Economics, Nanchang, Jiangxi 330013 (China); Lin, Boqiang, E-mail: bqlin@xmu.edu.cn [Collaborative Innovation Center for Energy Economics and Energy Policy, China Institute for Studies in Energy Policy, Xiamen University, Xiamen, Fujian 361005 (China)

    2017-03-15

    China is currently the world's largest carbon dioxide (CO{sub 2}) emitter. Moreover, total energy consumption and CO{sub 2} emissions in China will continue to increase due to the rapid growth of industrialization and urbanization. Therefore, vigorously developing the high–tech industry becomes an inevitable choice to reduce CO{sub 2} emissions at the moment or in the future. However, ignoring the existing nonlinear links between economic variables, most scholars use traditional linear models to explore the impact of the high–tech industry on CO{sub 2} emissions from an aggregate perspective. Few studies have focused on nonlinear relationships and regional differences in China. Based on panel data of 1998–2014, this study uses the nonparametric additive regression model to explore the nonlinear effect of the high–tech industry from a regional perspective. The estimated results show that the residual sum of squares (SSR) of the nonparametric additive regression model in the eastern, central and western regions are 0.693, 0.054 and 0.085 respectively, which are much less those that of the traditional linear regression model (3.158, 4.227 and 7.196). This verifies that the nonparametric additive regression model has a better fitting effect. Specifically, the high–tech industry produces an inverted “U–shaped” nonlinear impact on CO{sub 2} emissions in the eastern region, but a positive “U–shaped” nonlinear effect in the central and western regions. Therefore, the nonlinear impact of the high–tech industry on CO{sub 2} emissions in the three regions should be given adequate attention in developing effective abatement policies. - Highlights: • The nonlinear effect of the high–tech industry on CO{sub 2} emissions was investigated. • The high–tech industry yields an inverted “U–shaped” effect in the eastern region. • The high–tech industry has a positive “U–shaped” nonlinear effect in other regions. • The linear impact

  16. Alberta immigrant integration into the petroleum industry : final research report

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2008-02-15

    Alberta is in the midst of a labour shortage, especially in the petroleum industry. Traditionally, the petroleum industry has secured employees by hiring them away from competitors, service providers, other geographic locations, or other industries, mostly by escalating worker compensation. However, this is no longer seen to be a sustainable solution due to higher industry costs and inflation. A good opportunity exists for Alberta's oil and gas industry to address worker demand and minimize the negative impacts associated with current and future labour concerns by increasing the participation of workers who are under-represented in the workforce, such as Aboriginals, women, and internationally trained workers. This report presented the details of a project called the Alberta immigrant integration into the petroleum industry project in order to determine the tools, resources and support processes needed by petroleum industry employers to increase the employment and retention of internationally trained workers already living in Alberta into the upstream petroleum industry. The report outlined the gaps in information, tools, resources and services that were preventing the petroleum industry from taking advantage of the skills and experience offered by Alberta's labour pool of internationally trained workers in any significant way. The report also presented an overview of strategic priorities and recommended activities, duly endorsed by stakeholders, in order to improve the recruitment and integration of internationally trained workers into the petroleum industry workforce. It was concluded that employers who develop the skills and capability to effectively recruit and integrate internationally trained workers into their workforce will have a clear advantage in the competition for skilled employees. 3 refs., 2 figs.

  17. Recruitment of rat diaphragm motor units across motor behaviors with different levels of diaphragm activation.

    Science.gov (United States)

    Seven, Yasin B; Mantilla, Carlos B; Sieck, Gary C

    2014-12-01

    Phrenic motor neurons are recruited across a range of motor behaviors to generate varying levels of diaphragm muscle (DIAm) force. We hypothesized that DIAm motor units are recruited in a fixed order across a range of motor behaviors of varying force levels, consistent with the Henneman Size Principle. Single motor unit action potentials and compound DIAm EMG activities were recorded in anesthetized, neurally intact rats across different motor behaviors, i.e., eupnea, hypoxia-hypercapnia (10% O2 and 5% CO2), deep breaths, sustained airway occlusion, and sneezing. Central drive [estimated by root-mean-squared (RMS) EMG value 75 ms after the onset of EMG activity (RMS75)], recruitment delay, and onset discharge frequencies were similar during eupnea and hypoxia-hypercapnia. Compared with eupnea, central drive increased (∼25%) during deep breaths, and motor units were recruited ∼12 ms earlier (P motor units were recruited ∼30 ms earlier (P motor unit onset discharge frequencies were significantly higher (P Recruitment order of motor unit pairs observed during eupnea was maintained for 98%, 87%, and 84% of the same pairs recorded during hypoxia-hypercapnia, deep breaths, and airway occlusion, respectively. Reversals in motor unit recruitment order were observed primarily if motor unit pairs were recruited motor unit recruitment order being determined primarily by the intrinsic size-dependent electrophysiological properties of phrenic motor neurons. Copyright © 2014 the American Physiological Society.

  18. Sales Training for Army Recruiter Success: Interviews with Excellent Recruiters

    Science.gov (United States)

    1987-11-01

    merit of an expert modeling system of the skills and strategies used by excel- lent Army recruiters. Neurolinguistic programming (NLP) was used as the...7. AUTHOR(&) 8. CONTRACT OR GRANT NUMBER(s) Steven R. Frieman 9. PERFORMING ORGANIZATION NAME AND ADDRESS 10. PROGRAM ELEMENT. PROJECT, TASK U.S...Recruiting 2M AUSTIRACT (rcnttm ame r orw am nssry i Identify by block number) s-This report describes a program of research on communication strategies and

  19. Whiplash evokes descending muscle recruitment and sympathetic responses characteristic of startle

    Science.gov (United States)

    Mang, Daniel WH; Siegmund, Gunter P; Blouin, Jean-Sébastien

    2014-01-01

    Whiplash injuries are the most common injuries following rear-end collisions. During a rear-end collision, the human muscle response consists of both a postural and a startle response that may exacerbate injury. However, most previous studies only assessed the presence of startle using data collected from the neck muscles and head/neck kinematics. The startle response also evokes a descending pattern of muscle recruitment and changes in autonomic activity. Here we examined the recruitment of axial and appendicular muscles along with autonomic responses to confirm whether these other features of a startle response were present during the first exposure to a whiplash perturbation. Ten subjects experienced a single whiplash perturbation while recording electromyography, electrocardiogram, and electrodermal responses. All subjects exhibited a descending pattern of muscle recruitment, and increasing heart rate and electrodermal responses following the collision. Our results provide further support that the startle response is a component of the response to whiplash collisions. PMID:24932015

  20. Recruitment order of quadriceps motor units: femoral nerve vs. direct quadriceps stimulation.

    Science.gov (United States)

    Rodriguez-Falces, Javier; Place, Nicolas

    2013-12-01

    To investigate potential differences in the recruitment order of motor units (MUs) in the quadriceps femoris when electrical stimulation is applied over the quadriceps belly versus the femoral nerve. M-waves and mechanical twitches were evoked using femoral nerve stimulation and direct quadriceps stimulation of gradually increasing intensity from 20 young, healthy subjects. Recruitment order was investigated by analysing the time-to-peak twitch and the time interval from the stimulus artefact to the M-wave positive peak (M-wave latency) for the vastus medialis (VM) and vastus lateralis (VL) muscles. During femoral nerve stimulation, time-to-peak twitch and M-wave latency decreased consistently (P  0.05). For the VM muscle, M-wave latency decreased with increasing stimulation level for both femoral nerve and direct quadriceps stimulation, whereas, for the VL muscle, the variation of M-wave latency with stimulus intensity was different for the two stimulation geometries (P recruitment order during direct quadriceps stimulation was more complex, depending ultimately on the architecture of the peripheral nerve and its terminal branches below the stimulating electrodes for each muscle. For the VM, MUs were orderly recruited for both stimulation geometries, whereas, for the VL muscle, MUs were orderly recruited for femoral nerve stimulation, but followed no particular order for direct quadriceps stimulation.

  1. Identifying psychological contract breaches to guide improvements in faculty recruitment, retention, and development.

    Science.gov (United States)

    Peirce, Gretchen L; Desselle, Shane P; Draugalis, JoLaine R; Spies, Alan R; Davis, Tamra S; Bolino, Mark

    2012-08-10

    To identify pharmacy faculty members' perceptions of psychological contract breaches that can be used to guide improvements in faculty recruitment, retention, and development. A list of psychological contract breaches was developed using a Delphi procedure involving a panel of experts assembled through purposive sampling. The Delphi consisted of 4 rounds, the first of which elicited examples of psychological contract breaches in an open-ended format. The ensuing 3 rounds consisting of a survey and anonymous feedback on aggregated group responses. Usable responses were obtained from 11 of 12 faculty members who completed the Delphi procedure. The final list of psychological contract breaches included 27 items, after modifications based on participant feedback in subsequent rounds. The psychological contract breach items generated in this study provide guidance for colleges and schools of pharmacy regarding important aspects of faculty recruitment, retention, and development.

  2. Improving consistency and quality of service delivery: implications for the addiction treatment field.

    Science.gov (United States)

    Knott, Anne Marie; Corredoira, Rafael; Kimberly, John

    2008-09-01

    Addiction treatment providers face serious problems in delivering consistent, high-quality services over time. Among those providers with multiple treatment sites, there is also intersite variability. This is a serious problem in the addiction field, likely to be made worse as new technologies are introduced and/or as there is industry consolidation (Corredoira, R., Kimberly, J. (2006) Industry evolution through consolidation: Implications for addiction treatment. Journal of Substance Abuse Treatment 31, 255-265.). Although serious, these problems in managing and monitoring to assure consistent service quality have been faced by many other industries. Here, we review evidence from research in other industries regarding three different forms of management (vertical integration, franchising, and licensing) across a chain of individual service providers. We show how each management form affects the level, consistency, and improvement of service delivery over time. In addition, we discuss how such performance advantages affect customer demand as well as regulatory endorsement of the consolidated firm and its approach.

  3. Exploring the Relationships between Higher Education and Industry. A Case Study of a University and the Local Tourism Industry.

    Science.gov (United States)

    Peacock, Nicola; Ladkin, Adele

    2002-01-01

    Responses from 44 of 200 British tourism enterprises identified barriers and benefits to the relationship between a university and the local tourism industry. Results showed low interaction, most of which was in the area of recruitment, and little use of university services to business. (Contains 32 references.) (JOW)

  4. Success of First-Term Soldiers. The Effects of Recruiting Practices and Recruit Characteristics

    National Research Council Canada - National Science Library

    Buddin, Richard J

    2005-01-01

    .... This has become more important in recent years because the Army, during the lean recruiting years in the late 1990s, vigorously expanded its recruiting effort by adding and expanding enlistment...

  5. 20 CFR 656.21 - Supervised recruitment.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Supervised recruitment. 656.21 Section 656.21... Supervised recruitment. (a) Supervised recruitment. Where the Certifying Officer determines it appropriate, post-filing supervised recruitment may be required of the employer for the pending application or...

  6. What Can WiN Learn From Other Male Dominated Industries

    International Nuclear Information System (INIS)

    Thomas, C.

    2015-01-01

    Thomas Thor Associates is an Executive Recruitment company solely dedicated to the Nuclear industry. We have been involved with WiN UK in 2014–2015 to help them develop their own organization, this research was part of our partnership. The main purpose of this paper is to provide a clear picture of the techniques that are used by organizations similar to WiN, and business in other industries that are similar to Nuclear, to attract more women to pursue a career in a particular industry, and to support retention and career progression of women in these industries. This paper has taken a look at all industries that require technical and engineering staff, after which the Mining, Oil and Gas, Petro-chemicals, Rail, Renewable Energy, Technology and Construction industries were found to show most similarities with Nuclear, in terms of the technical staff required and their structure on gender diversity. From here, case studies of industry organizations and professional business have been prepared in order to inform WiN of best practice in these industries and provide a benchmark for future WiN operations. Finally, the report results into giving recommendations on projects WiN could add to their current approach to achieve their objectives. The recommendations are based on the results from the case studies, focusing on attracting, recruiting, retaining and developing female professionals. In summary, the recommendations are to: highlight potential career paths for women in Nuclear, educate women on Nuclear, support the development of women and to help companies to increase their bottom line by getting WiN certified. (author)

  7. Diversity employment and recruitment sources

    Energy Technology Data Exchange (ETDEWEB)

    1994-08-01

    Effective human resources management has been identified as one of four critical success factors in the Department of Energy Strategic Plan. The Plan states relative to this factor: ``The Department seeks greater alignment of resources with agency priorities and increased diversification of the workforce, including gender, ethnicity, age, and skills. This diversification will bring new thinking and perspectives that heretofore have not had a voice in departmental decision-making.`` This Guide has been developed as a key tool to assist Department of Energy management and administrative staff in achieving Goal 2 of this critical success factor, which is to ``Ensure a diverse and talented workforce.`` There are numerous sources from which to recruit minorities, women and persons with disabilities. Applying creativity and proactive effort, using traditional and non-traditional approaches, and reaching out to various professional, academic and social communities will increase the reservoir of qualified candidates from which to make selections. In addition, outreach initiatives will undoubtedly yield further benefits such as a richer cultural understanding and diversity awareness. The resource listings presented in this Guide are offered to encourage active participation in the diversity recruitment process. This Guide contains resource listings by state for organizations in the following categories: (1) African American Recruitment Sources; (2) Asian American/Pacific Islander Recruitment Sources; (3) Hispanic Recruitment Sources; (4) Native American/Alaskan Native Recruitment Sources; (5) Persons with Disabilities Recruitment Sources; and (6) Women Recruitment Sources.

  8. Recruitment Practices And Institutional Change

    DEFF Research Database (Denmark)

    Holm, Anna; Ulhøi, John Parm

    Up to now, there has been little research on recruitment practices from an organizational perspective, and in part it lags behind practice. This paper attempts to rectify this by studying recent changes in the recruitment practices of Danish organizations. We employ new institutional theory......, and individuals’ social cognition. Among other things, this is reflected in the use of online recruitment and employer branding. The study concludes that the recruitment field has transformed and reviewed its practices due to institutional changes in how individuals search for employment and expect to be hired....

  9. Immunization status of Iranian military recruits against Bordetella pertussis infection (whooping cough).

    Science.gov (United States)

    Izadi, Morteza; Afsharpaiman, Shahla; Jonaidi Jafari, Nematollah; Ranjbar, Reza; Gooya, Mohammad Mahdi; Robat Sarpooshi, Javad; Esfahani, Ali Akbar; Soheylipoor, Hamid

    2011-03-21

    Military recruits are susceptible to respiratory pathogens because of increased antibiotic resistance and the lack of an effective vaccine. The goal of the current study was to determine the immunological status of the Bordetella pertussis among conscripts in Iranian military garrisons. The study population consisted of 424 conscripts aged 18 to 21 years who enrolled for military service. They were selected using cluster stratified sampling from all military garrisons in Tehra, Iran. To determine the seroprevalence of infection, blood specimens from all recruits were collected and stored at - 20 °C until assayed. All serum samples were screened for immunoglobulin G (IgG) antibodies against Bordetella pertussis toxin (PT) and by using enzyme-linked immunosorbent assay (ELISA). The overall prevalence of B. pertussis seropositivity in military recruits was 60.6. Only 55.0% of the recruits had low awareness about the record of vaccination against B. pertussis during childhood. Among 424 studied individuals, 48 recruits (11.3%) had a positive history of whooping cough; prevalence of seropositivity in these recruits was 70.0%. Among these subjects, 61.7% were referred to a physician for treatment and only 39.6% of them were administered anti-pertussis therapy. Our study showed that military conscripts in Tehran garrisons were not serologically immune to pertussis and also confirmed the low awareness about vaccination and medical history related to pertussis infection in this high-risk subgroup of the Iranian population. Routine acellular booster vaccination, particularly before 18 years of age, is recommended.

  10. 7 CFR 15a.23 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 1 2010-01-01 2010-01-01 false Recruitment. 15a.23 Section 15a.23 Agriculture Office... FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 15a.23 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which this subpart applies shall...

  11. 20 CFR 655.30 - Supervised recruitment.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Supervised recruitment. 655.30 Section 655.30... Workers) § 655.30 Supervised recruitment. (a) Supervised recruitment. Where an employer is found to have... failed to adequately conduct recruitment activities or failed in any obligation of this part, the CO may...

  12. 41 CFR 101-4.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 2 2010-07-01 2010-07-01 true Recruitment. 101-4.510... Employment in Education Programs or Activities Prohibited § 101-4.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring...

  13. 15 CFR 8a.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Recruitment. 8a.510 Section 8a.510... in Employment in Education Programs or Activities Prohibited § 8a.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  14. 7 CFR 15a.53 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 1 2010-01-01 2010-01-01 false Recruitment. 15a.53 Section 15a.53 Agriculture Office... Activities Prohibited § 15a.53 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has...

  15. The Impacts of well Planned Recruitment and Selection Process on Corporate Performance in Nigerian Banking Industry (A Case Study of First Bank Plc 2004-2011)

    OpenAIRE

    Adeniyi Mudashiru Mustapha; O.A. Ilesanmi; M. Aremu

    2013-01-01

    A sound recruitment programme logically follows a well drawn-up manpower plan. In fact, the quality of the present manpower plan as indeed of every present decision of the organization depends upon the quality of recruitment policies and practices. This paper examines recruitment and selection process. It identifies a typical source by separating recruitment into internal and external and discussed the advantages of each method. The analytical tools used in this study were regression analysis...

  16. The rebirth of the US nuclear industry

    International Nuclear Information System (INIS)

    Pitron, G.

    2008-01-01

    Fought during a long time by ecologists but recently rehabilitated by politicians, the US civil nuclear industry has started its comeback in the first power-consuming country of the world. Utilities and industrialists are already in action, and the first cooperation agreements with foreign groups, like EdF or Areva, have been signed. After three decades of stagnation, the US nuclear industry has to re-launch its fuel cycle activities, from the fuel enrichment to the waste management, and the recruitment of a new competent manpower is one of the main concerns. (J.S.)

  17. Using Facebook to Recruit Parents to Participate in a Family Program to Prevent Teen Drug Use.

    Science.gov (United States)

    Oesterle, Sabrina; Epstein, Marina; Haggerty, Kevin P; Moreno, Megan A

    2018-05-01

    Despite strong evidence that family programs are effective in preventing adolescent substance use, recruiting parents to participate in such programs remains a persistent challenge. This study explored the feasibility of using Facebook to recruit parents of middle school students to a self-directed family program to prevent adolescent drug use. The study used paid Facebook ads aiming to recruit 100 parents in Washington and Colorado using marijuana- or parenting-focused messages. All ad-recruited parents were also invited to refer others in order to compare Facebook recruitment to web-based respondent-driven sampling. Despite offering a $15 incentive for each successfully referred participant, the majority of the screened (70.4%) and eligible (65.1%) parents were recruited through Facebook ads. Yet, eligibility and consent rates were significantly higher among referred (76.6 and 57.3%, respectively) than Facebook-recruited parents (60.0 and 36.6%, respectively). Click-through rates on Facebook were higher for marijuana-focused than parenting-focused ads (0.72 and 0.65%, respectively). The final sample (54% Facebook-recruited) consisted of 103 demographically homogeneous parents (female, educated, non-Hispanic White, and mostly from Washington). Although Facebook was an effective and efficient method to recruit parents to a study with equal to better cost-effectiveness than traditional recruitment strategies, the promise of social media to reach a diverse population was not realized. Additional approaches to Facebook recruitment are needed to reach diverse samples in real-world settings and increase public health impact of family programs.

  18. Recruiting women smokers: the engineering of consent.

    Science.gov (United States)

    Brandt, A M

    1996-01-01

    A range of social forces contributed to the effective recruitment of women to cigarette smoking in the crucial period between 1900 and 1940. Cigarette advertisers and public relations experts recognized the significance of women's changing roles and the rising culture of consumption, and worked to create specific meanings for the cigarette to make it appeal to women. The cigarette was a flexible symbol, with a remarkably elastic set of meanings; for women, it represented rebellious independence, glamour, seduction, and sexual allure, and served as a symbol for both feminists and flappers. The industry, with the help of advertisers and public relations experts, effectively engineered consent for women as smokers. The "engineering of consent" has a role to play in smoking cessation, since negative meanings for the cigarette can be engineered as well.

  19. [Recruiting and Personal Development in Surgical Departments of Large Referral Centers - Current Practice and Options for Improvement from Industry and Service Business].

    Science.gov (United States)

    Homayounfar, K; König, S; Rabe, C; Beck-Broichsitter, B; Lützen, U; Ghadimi, M B; Schmidt, C

    2017-12-01

    Background Cut-throat competition, cost pressure, generation Y, shortage of qualified staff and feminisation influence human resources management in visceral surgery. The assessment of the current situation by chief surgeons (CS) as well as proof of transferability of strategies from industry and service business (ISB) have not yet been investigated. Material and Methods The CS of university hospitals and large referral centres (> 800 beds) were interviewed (n = 100) on the basis of a standardised questionnaire including 43 items. Closed questions were designed with a 5-point Likert scale and their analysis was presented as means (MW) and standard deviations (±). Ten human resources manager (HMR) of ISB were invited to participate in 45-minute telephone interviews. Results Thirty-seven CS participated in the survey, 15 of whom were full professors. Unsolicited applications (100%), job advertisements (78%) and direct approaches to final year students (78%) were the most common ways of recruitment. Only 17% of CS used a standardised form for preparation. Professional expertise (MW 2.2 ± 0.9), social skills (MW 1.9 ± 0.6) and excellent German language skills (MW 1.8 ± 0.8) were named as important qualifications for employment, while references and certificates were regarded as being less important (MW 3.2 ± 0.9). Personal development was regarded as important (MW 1.1 ± 0.2), but a defined period for residency was not guaranteed (MW 3.0 ± 1.5). Transparent selection criteria for career opportunities (MW 2.5 ± 1.1) and different career models (MW 2.7 ± 1.2) were only rarely available. Six HRM participated in the interviews. Active head-hunting (75%), Internet platforms (75%), presentations at conferences (75%), as well as hiring trainees (50%), job advertisements (50%) and social media (50%) were established options to find qualified employees. Professional and management careers were often separate career paths, while

  20. Improving actuation efficiency through variable recruitment hydraulic McKibben muscles: modeling, orderly recruitment control, and experiments.

    Science.gov (United States)

    Meller, Michael; Chipka, Jordan; Volkov, Alexander; Bryant, Matthew; Garcia, Ephrahim

    2016-11-03

    Hydraulic control systems have become increasingly popular as the means of actuation for human-scale legged robots and assistive devices. One of the biggest limitations to these systems is their run time untethered from a power source. One way to increase endurance is by improving actuation efficiency. We investigate reducing servovalve throttling losses by using a selective recruitment artificial muscle bundle comprised of three motor units. Each motor unit is made up of a pair of hydraulic McKibben muscles connected to one servovalve. The pressure and recruitment state of the artificial muscle bundle can be adjusted to match the load in an efficient manner, much like the firing rate and total number of recruited motor units is adjusted in skeletal muscle. A volume-based effective initial braid angle is used in the model of each recruitment level. This semi-empirical model is utilized to predict the efficiency gains of the proposed variable recruitment actuation scheme versus a throttling-only approach. A real-time orderly recruitment controller with pressure-based thresholds is developed. This controller is used to experimentally validate the model-predicted efficiency gains of recruitment on a robot arm. The results show that utilizing variable recruitment allows for much higher efficiencies over a broader operating envelope.

  1. Using marketing theory to inform strategies for recruitment: a recruitment optimisation model and the txt2stop experience

    Science.gov (United States)

    2014-01-01

    Background Recruitment is a major challenge for many trials; just over half reach their targets and almost a third resort to grant extensions. The economic and societal implications of this shortcoming are significant. Yet, we have a limited understanding of the processes that increase the probability that recruitment targets will be achieved. Accordingly, there is an urgent need to bring analytical rigour to the task of improving recruitment, thereby increasing the likelihood that trials reach their recruitment targets. This paper presents a conceptual framework that can be used to improve recruitment to clinical trials. Methods Using a case-study approach, we reviewed the range of initiatives that had been undertaken to improve recruitment in the txt2stop trial using qualitative (semi-structured interviews with the principal investigator) and quantitative (recruitment) data analysis. Later, the txt2stop recruitment practices were compared to a previous model of marketing a trial and to key constructs in social marketing theory. Results Post hoc, we developed a recruitment optimisation model to serve as a conceptual framework to improve recruitment to clinical trials. A core premise of the model is that improving recruitment needs to be an iterative, learning process. The model describes three essential activities: i) recruitment phase monitoring, ii) marketing research, and iii) the evaluation of current performance. We describe the initiatives undertaken by the txt2stop trial and the results achieved, as an example of the use of the model. Conclusions Further research should explore the impact of adopting the recruitment optimisation model when applied to other trials. PMID:24886627

  2. Using marketing theory to inform strategies for recruitment: a recruitment optimisation model and the txt2stop experience.

    Science.gov (United States)

    Galli, Leandro; Knight, Rosemary; Robertson, Steven; Hoile, Elizabeth; Oladapo, Olubukola; Francis, David; Free, Caroline

    2014-05-22

    Recruitment is a major challenge for many trials; just over half reach their targets and almost a third resort to grant extensions. The economic and societal implications of this shortcoming are significant. Yet, we have a limited understanding of the processes that increase the probability that recruitment targets will be achieved. Accordingly, there is an urgent need to bring analytical rigour to the task of improving recruitment, thereby increasing the likelihood that trials reach their recruitment targets. This paper presents a conceptual framework that can be used to improve recruitment to clinical trials. Using a case-study approach, we reviewed the range of initiatives that had been undertaken to improve recruitment in the txt2stop trial using qualitative (semi-structured interviews with the principal investigator) and quantitative (recruitment) data analysis. Later, the txt2stop recruitment practices were compared to a previous model of marketing a trial and to key constructs in social marketing theory. Post hoc, we developed a recruitment optimisation model to serve as a conceptual framework to improve recruitment to clinical trials. A core premise of the model is that improving recruitment needs to be an iterative, learning process. The model describes three essential activities: i) recruitment phase monitoring, ii) marketing research, and iii) the evaluation of current performance. We describe the initiatives undertaken by the txt2stop trial and the results achieved, as an example of the use of the model. Further research should explore the impact of adopting the recruitment optimisation model when applied to other trials.

  3. Overcoming barriers to recruiting ethnic minorities to mental health research: a typology of recruitment strategies.

    Science.gov (United States)

    Waheed, Waquas; Hughes-Morley, Adwoa; Woodham, Adrine; Allen, Gill; Bower, Peter

    2015-05-02

    The ethnic minority population in developed countries is increasing over time. These groups are at higher risk of mental illness and demonstrate lower participation in research. Published evidence suggests that multiple factors like stigma, lack of trust, differences in explanatory models, logistical issues and lack of culturally aware researchers act as barriers to ethnic minority recruitment into mental health research. To reduce inequalities in participation, there is a need to devise innovative and culturally sensitive recruitment strategies. It is important that researchers share their experience of employing these strategies so that ethnic minority participation can be facilitated. We previously published a systematic review of barriers to recruiting ethnic minority participants into mental health research. The nine papers included in our prior review formed the basis for developing a typology of barriers to recruiting ethnic minorities into mental health research. This typology identified 33 barriers, described under five themes. We further extracted data on the strategies used to overcome these recruitment barriers, as described in the included studies. The strategies employed by the authors could be matched to all but two barriers (psychopathology/substance misuse and limited resource availability). There was evidence that multiple strategies were employed, and that these depended upon the population, clinical set-up and resources available. This typology of strategies to overcome barriers to recruiting ethnic minorities provides guidance on achieving higher rates of recruitment. It is important that researchers plan to deploy these strategies well in advance of initiating recruitment. Whilst adopting these strategies, the authors have not been able to quantify the positive impact of these strategies on recruitment. The typology should encourage researchers to employ these strategies in future research, refine them further and quantitatively evaluate their

  4. Fast-Track Teacher Recruitment.

    Science.gov (United States)

    Grant, Franklin Dean

    2001-01-01

    Schools need a Renaissance human-resources director to implement strategic staffing and fast-track teacher-recruitment plans. The HR director must attend to customer satisfaction, candidate supply, web-based recruitment possibilities, stabilization of newly hired staff, retention of veteran staff, utilization of retired employees, and latest…

  5. Possibilities of professional career in the German coal mining industry

    Energy Technology Data Exchange (ETDEWEB)

    Gierhardt, H; Mader, S

    1977-06-01

    Development and age structure of the labor force. Possibilities and courses of professional training in the German coal mining industry. Choice of profession and possibilities of promotion. More advertising campaigns necessary to obtain recruits for mining work.

  6. Piloting proactive marketing to recruit disadvantaged adults to a community-wide obesity prevention program.

    Science.gov (United States)

    O'Hara, Blythe J; Eggins, Dianne; Phongsavan, Philayrath; Milat, Andrew J; Bauman, Adrian E; Wiggers, John

    2015-03-30

    Population-wide obesity prevention and treatment programs are fundamental to addressing the increasing overweight and obesity rates in socioeconomically disadvantaged populations. Innovative recruitment strategies, including proactive marketing strategies, are needed to ensure such programs have universal reach and target vulnerable populations. This study aimed to determine the success of proactive recruitment to Australia's Get Healthy Information and Coaching Service® (GHS) and to assess whether the recruitment strategy influenced participants' outcomes. Sociodemographic information was collected from all GHS participants who joined the service between February 2009 and August 2013, and anthropometric information regarding behavioural risk factors was collected from all GHS coaching participants at baseline and six months. Data were analysed according to the participants' referral source (self-referral and secondary referral versus proactive recruitment). Participants recruited through proactive marketing were more likely to be male, aged 50 years or older, have high school education, not be in paid employment and be from the lowest three quintiles of socioeconomic advantage. The risk factor profile of coaching participants recruited through proactive marketing did not vary significantly from those recruited via other mechanisms, although they were less likely to be obese and less likely to have a higher 'at risk' waist circumference measurement. Proactively recruited coaching participants reported significant improvements from baseline to six months (consistent with improvements made by participants recruited through other strategies), although they were significantly more likely to withdraw from coaching before they completed the six-month program.Proactive marketing facilitated use of an obesity prevention service; similar services may have greater reach if proactive marketing recruitment strategies are used. These strategies could be encouraged to assist

  7. What Can we Learn from Similar Male Dominated Industries? (Poster Presentation)

    International Nuclear Information System (INIS)

    Thomas, C.; Guilloton, E.

    2015-01-01

    Thomas Thor Associates is an Executive Recruitment company solely dedicated to the Nuclear industry. We have been involved with WiN UK in 2014–2015 to help them develop their own organization, this research was part of our partnership. The main purpose of this paper is to provide a clear picture of the techniques that are used by organizations similar to WiN, and business in other industries that are similar to Nuclear, to attract more women to pursue a career in a particular industry, and to support retention and career progression of women in these industries. This paper has taken a look at all industries that require technical and engineering staff, after which the Mining, Oil & Gas, Petro-chemicals, Rail, Renewable Energy, Technology and Construction industries were found to show most similarities with Nuclear, in terms of the technical staff required and their structure on gender diversity. From here, case studies of industry organizations and professional business have been prepared in order to inform WiN of best practice in these industries and provide a benchmark for future WiN operations. Finally, the report results into giving recommendations on projects WiN could add to their current approach to achieve their objectives. The recommendations are based on the results from the case studies, focusing on attracting, recruiting, retaining and developing female professionals. In summary, the recommendations are to: highlight potential career paths for women in Nuclear, educate women on Nuclear, support the development of women and to help companies to increase their bottom line by getting WiN certified. (author)

  8. Recruitment and retention of young adult veteran drinkers using Facebook

    Science.gov (United States)

    Pedersen, Eric R.; Naranjo, Diana; Marshall, Grant N.

    2017-01-01

    The objective of this study was to describe the feasibility of using Facebook as a platform to recruit and retain young adult veteran drinkers into an online-alcohol use intervention study. Facebook’s wide accessibility and popularity among the age group that comprises the majority of veterans from the conflicts in Iraq and Afghanistan make it a compelling resource through which research can extend its reach to this otherwise hard-to-reach group. We developed a series of Facebook advertisement campaigns to reach veteran drinkers not specifically searching for alcohol treatment. In doing so, we recruited 793 valid veteran participants in approximately two weeks for an advertising cost of $4.53 per obtained participant. The study sample consisted primarily of male veterans, between 19 and 34 years of age, who were drinking at moderate to heavy levels. Although about half of the sample reported mental health comorbidity, few had received any mental health or substance use treatment in the past year. Facebook appears to be a valuable mechanism through which to recruit young veterans with unmet behavioral health needs, although more specific efforts may be needed to engage certain types of veterans after initial study enrollment. PMID:28249027

  9. Recruitment and retention of young adult veteran drinkers using Facebook.

    Science.gov (United States)

    Pedersen, Eric R; Naranjo, Diana; Marshall, Grant N

    2017-01-01

    The objective of this study was to describe the feasibility of using Facebook as a platform to recruit and retain young adult veteran drinkers into an online-alcohol use intervention study. Facebook's wide accessibility and popularity among the age group that comprises the majority of veterans from the conflicts in Iraq and Afghanistan make it a compelling resource through which research can extend its reach to this otherwise hard-to-reach group. We developed a series of Facebook advertisement campaigns to reach veteran drinkers not specifically searching for alcohol treatment. In doing so, we recruited 793 valid veteran participants in approximately two weeks for an advertising cost of $4.53 per obtained participant. The study sample consisted primarily of male veterans, between 19 and 34 years of age, who were drinking at moderate to heavy levels. Although about half of the sample reported mental health comorbidity, few had received any mental health or substance use treatment in the past year. Facebook appears to be a valuable mechanism through which to recruit young veterans with unmet behavioral health needs, although more specific efforts may be needed to engage certain types of veterans after initial study enrollment.

  10. Recruitment and retention of young adult veteran drinkers using Facebook.

    Directory of Open Access Journals (Sweden)

    Eric R Pedersen

    Full Text Available The objective of this study was to describe the feasibility of using Facebook as a platform to recruit and retain young adult veteran drinkers into an online-alcohol use intervention study. Facebook's wide accessibility and popularity among the age group that comprises the majority of veterans from the conflicts in Iraq and Afghanistan make it a compelling resource through which research can extend its reach to this otherwise hard-to-reach group. We developed a series of Facebook advertisement campaigns to reach veteran drinkers not specifically searching for alcohol treatment. In doing so, we recruited 793 valid veteran participants in approximately two weeks for an advertising cost of $4.53 per obtained participant. The study sample consisted primarily of male veterans, between 19 and 34 years of age, who were drinking at moderate to heavy levels. Although about half of the sample reported mental health comorbidity, few had received any mental health or substance use treatment in the past year. Facebook appears to be a valuable mechanism through which to recruit young veterans with unmet behavioral health needs, although more specific efforts may be needed to engage certain types of veterans after initial study enrollment.

  11. Using Facebook to Recruit Young Australian Men Into a Cross-Sectional Human Papillomavirus Study

    Science.gov (United States)

    Das, Roopa; Machalek, Dorothy A; Molesworth, Edmund G

    2017-01-01

    Background Young men can be difficult to engage in health research using traditional methods of recruitment. Social networking sites are increasingly being used to recruit participants into health research, due to their cost effectiveness, overall generalizability, and wide reach. Objective The aim of this study was to determine the feasibility of using Facebook to recruit young Australian men into a human papillomavirus (HPV) prevalence study. Methods We recruited male permanent residents of Australia, aged 18 to 35 years, into the HPV in Young Males (HYM) study through targeted advertising placed on Facebook. Consenting participants completed an online questionnaire and provided a self-collected penile swab for HPV DNA detection and genotyping. We compared sociodemographic characteristics of the study population with those of the general Australian male population, based on Australian 2011 census data. Results Between February 2015 and February 2017, targeted Facebook advertisements reached 1,523,239 men, resulting in 41,811 clicks through to the study website, with 1072 (2.56%) converting to lodgment of an expression of interest. Of these, 681 (63.53%) provided written informed consent and 535 (78.6% of recruited participants) completed all the study requirements. Reasons for participating in the study included altruism, past history of HPV, gaining more knowledge about HPV or the vaccine, working in the health industry, and the monetary compensation. The average advertising cost per completed study participant was Aus $48. Compared with the census population, HYM study participants were more likely to be Australian born (PFacebook is a feasible and efficient strategy for the recruitment of men from across Australia for HPV testing. This method could be used for monitoring the impact of HPV vaccination. Additional targeting may achieve a sample that is broadly demographically representative of the Australian population. Future research should explore how the

  12. Analysis of Recruit Attrition from the Navy's Delayed Entry Program and Recruit Training Command

    National Research Council Canada - National Science Library

    Neuhalfen, Jon K

    2007-01-01

    .... The analysis uses the PRIDE database, provided by Commander, Navy Recruiting Command. Trend analyses are used to identify significant changes in enlistment and attrition behavior for recruits who joined from fiscal years 1998 through 2005...

  13. Nuclear industry after the Fukushima accident

    International Nuclear Information System (INIS)

    Branche, Thomas; Billes-Garabedian, Laurent; Salha, Bernard; Behar, Christophe; Dupuis, Marie-Claude; Labalette, Thibaud; Lagarde, Dominique; Planchais, Bernard; West, Jean-Pierre; Stubler, Jerome; Lancia, Bruno; Machenaud, Herve; Einaudi, Andre; Anglaret, Philippe; Brachet, Yves; Bonnave, Philippe; Knoche, Philippe; Gasquet, Denis

    2013-01-01

    This special dossier about the situation of nuclear industry two years after the Fukushima accident comprises 15 contributions dealing with: the nuclear industry two years after the Fukushima accident (Bernard Salha); a low-carbon electricity at a reasonable cost (Christophe Behar); nuclear engineering has to gain even more efficiency (Thomas Branche); how to dispose off the most radioactive wastes (Marie-Claude Dupuis, Thibaud Labalette); ensuring the continuation for more than 40 years onward (Denis Gasquet); developing and investing in the future (Philippe Knoche); more than just signing contracts (Dominique Lagarde); immersed power plants, an innovative concept (Bernard Planchais); R and D as a source of innovation for safety and performances (Jean-Pierre West); dismantlement, a very long term market (Jerome Stubler, Bruno Lancia); a reference industrial model (Herve Machenaud); recruiting and training (Andre Einaudi); a diversity of modern reactors and a world market in rebirth (Philippe Anglaret); an industrial revolution is necessary (Yves Brachet); contracts adapted to sensible works (Philippe Bonnave)

  14. Recruitment in a Firm

    OpenAIRE

    Kubricht, Vojtěch

    2015-01-01

    This bachelor's thesis deals with human resources in company and focuses on personal strategy and recruitment. Its aim is to characterize and compare processes of recruitment and selection of new employees in two companies and propose solutions to increase the efficiency of these processes. The theoretical part is mainly focused on the overall characteristics of the recruitment and selection of new employees. In the practical is the theoretical knowledge confronted with real information from ...

  15. 5 CFR 330.402 - Direct recruitment.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Direct recruitment. 330.402 Section 330.402 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS RECRUITMENT, SELECTION, AND PLACEMENT (GENERAL) Positions Restricted to Preference Eligibles § 330.402 Direct recruitment...

  16. Age-Related Reversals in Neural Recruitment across Memory Retrieval Phases.

    Science.gov (United States)

    Ford, Jaclyn H; Kensinger, Elizabeth A

    2017-05-17

    Over the last several decades, neuroimaging research has identified age-related neural changes that occur during cognitive tasks. These changes are used to help researchers identify functional changes that contribute to age-related impairments in cognitive performance. One commonly reported example of such a change is an age-related decrease in the recruitment of posterior sensory regions coupled with an increased recruitment of prefrontal regions across multiple cognitive tasks. This shift is often described as a compensatory recruitment of prefrontal regions due to age-related sensory-processing deficits in posterior regions. However, age is not only associated with spatial shifts in recruitment, but also with temporal shifts, in which younger and older adults recruit the same neural region at different points in a task trial. The current study examines the possible contribution of temporal modifications in the often-reported posterior-anterior shift. Participants, ages 19-85, took part in a memory retrieval task with a protracted retrieval trial consisting of an initial memory search phase and a subsequent detail elaboration phase. Age-related neural patterns during search replicated prior reports of age-related decreases in posterior recruitment and increases in prefrontal recruitment. However, during the later elaboration phase, the same posterior regions were associated with age-related increases in activation. Further, ROI and functional connectivity results suggest that these posterior regions function similarly during search and elaboration. These results suggest that the often-reported posterior-anterior shift may not reflect the inability of older adults to engage in sensory processing, but rather a change in when they recruit this processing. SIGNIFICANCE STATEMENT The current study provides evidence that the often-reported posterior-anterior shift in aging may not reflect a global sensory-processing deficit, as has often been reported, but rather a

  17. How to achieve the most success with online recruiting: the spread of online recruiting and its impact

    OpenAIRE

    Zhang, Jianan

    2012-01-01

    It is no news that the labour market is still highly competitive, attracting and retaining talent has now become the number one challenge facing all companies. With Internet penetrating in our daily life, organizations are taking advantage of it by adopting online recruiting methods. Recruitment processes have changed a lot since we entered into information era, recruiting efforts have evolved from traditional newspaper ads to sophisticated web sites. The whole complexion of recruiting has ch...

  18. Web-based recruitment: effects of information, organizational brand, and attitudes toward a Web site on applicant attraction.

    Science.gov (United States)

    Allen, David G; Mahto, Raj V; Otondo, Robert F

    2007-11-01

    Recruitment theory and research show that objective characteristics, subjective considerations, and critical contact send signals to prospective applicants about the organization and available opportunities. In the generating applicants phase of recruitment, critical contact may consist largely of interactions with recruitment sources (e.g., newspaper ads, job fairs, organization Web sites); however, research has yet to fully address how all 3 types of signaling mechanisms influence early job pursuit decisions in the context of organizational recruitment Web sites. Results based on data from 814 student participants searching actual organization Web sites support and extend signaling and brand equity theories by showing that job information (directly) and organization information (indirectly) are related to intentions to pursue employment when a priori perceptions of image are controlled. A priori organization image is related to pursuit intentions when subsequent information search is controlled, but organization familiarity is not, and attitudes about a recruitment source also influence attraction and partially mediate the effects of organization information. Theoretical and practical implications for recruitment are discussed. (c) 2007 APA

  19. Internet recruitment for sexually transmitted infection screening among men who have sex with men in Eastern Europe.

    Science.gov (United States)

    Mangine, Cara; Kukk, Aigi; Noormets, Helen; Jänes, Jaak; Rüütel, Kristi

    2018-03-01

    Men who have sex with men (MSM) face negative health outcomes such as sexually transmitted infections (STIs) at disproportionate rates. Nonetheless, infections may be underestimated due to limited uptake in testing. To increase testing, screening interventions have been utilized in the past; however, some have resulted in limitations such as poor recruitment. To increase recruitment for screening of MSM in Estonia, two different recruitment strategies were examined. Recruitment was separated into two promotional periods: passive and active. Passive consisted of banners on gay-related sites, while active also placed banners on websites to the general public such as Facebook linked to specific thematic pages and users self-identifying as men. More men were recruited during the active period of five weeks (n = 134) than the passive period of 46 weeks (n = 126). Active promotion was so successful in that the number of home sampling kit orders far exceeded what was projected, forcing promotion to the general public to be closed after 13 days. Recruiting MSM through a combination of general public and gay-related websites and applications has the ability to quickly recruit for testing interventions. This method can recruit a large number in a short amount of time; therefore, a budget must be planned accordingly to support testing for all that participate.

  20. Recruitment and selection of employees

    OpenAIRE

    Čermochová, Barbora

    2017-01-01

    The Bachelor's thesis focuses on the process of recruitment and selection of employees. The thesis is divided into theoretical and practical part. The theoretical part includes concepts that are important for understanding of issues of the process of recruitment and selection of employees. The practical part is divided into three chapters. The first chapter briefly describes the company xxx. Next two chapters deal with the process of recruitment and selection of employees in the company. The ...

  1. 28 CFR 92.8 - Providing recruitment services.

    Science.gov (United States)

    2010-07-01

    ... populations to a police department. The recruitment strategies employed may include: (a) A process for... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Providing recruitment services. 92.8... POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.8 Providing recruitment services. The...

  2. Effects of whole body vibration on motor unit recruitment and threshold.

    Science.gov (United States)

    Pollock, Ross D; Woledge, Roger C; Martin, Finbarr C; Newham, Di J

    2012-02-01

    Whole body vibration (WBV) has been suggested to elicit reflex muscle contractions but this has never been verified. We recorded from 32 single motor units (MU) in the vastus lateralis of 7 healthy subjects (34 ± 15.4 yr) during five 1-min bouts of WBV (30 Hz, 3 mm peak to peak), and the vibration waveform was also recorded. Recruitment thresholds were recorded from 38 MUs before and after WBV. The phase angle distribution of all MUs during WBV was nonuniform (P recruitment threshold after WBV and average recruitment threshold; the lowest threshold MUs increased recruitment threshold (P = 0.008) while reductions were observed in the higher threshold units (P = 0.031). We investigated one possible cause of changed thresholds. Presynaptic inhibition in the soleus was measured in 8 healthy subjects (29 ± 4.6 yr). A total of 30 H-reflexes (stimulation intensity 30% Mmax) were recorded before and after WBV: 15 conditioned by prior stimulation (60 ms) of the antagonist and 15 unconditioned. There were no significant changes in the relationship between the conditioned and unconditioned responses. The consistent phase angle at which each MU fired during WBV indicates the presence of reflex muscle activity similar to the tonic vibration reflex. The varying response in high- and low-threshold MUs may be due to the different contributions of the mono- and polysynaptic pathways but not presynaptic inhibition.

  3. 20 CFR 655.154 - Additional positive recruitment.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Additional positive recruitment. 655.154... recruitment. (a) Where to conduct additional positive recruitment. The employer must conduct positive recruitment within a multistate region of traditional or expected labor supply where the CO finds that there...

  4. Better infrastructure: industry-academia partnerships--a marriage of convenience?

    Science.gov (United States)

    Abraham, Edward

    2009-01-01

    The successful design and completion of clinical trials often requires participation of both industry and academia. Although there may be differing priorities for academic and industry participants, both bring important insights and resources to the clinical trial effort. Although industry generally is primarily responsible for preclinical development and funding of the study and academia for patient recruitment and participation in the data safety monitoring board and clinical coordinating center, there are also a number of important areas, including protocol design, data analysis, and manuscript preparation where both academia and industry can supply important insights. Inherent tensions may exist in the academic-industry relationship, including important issues relating to conflict of interest for both academic and industry participants. Nevertheless, the academic-industry partnership, if appropriately organized, can perform in a synergistic fashion, allowing exploration of novel therapies, elucidation of important mechanisms, and greater understanding of critical illness through using combined approaches that generate insights unable to be provided by either partner alone.

  5. IRS proposes ruling on physician recruitment. How a hospital recruits physicians would affect its tax-exempt status.

    Science.gov (United States)

    Griffith, G M

    1996-01-01

    On March 15, 1995, the Internal Revenue Service (IRS) announced a proposed revenue ruling stating how certain physician recruitment practices could be implemented without threatening hospitals' tax-exemption. As proposed, the IRS ruling would provide flexibility for recruitment incentives rather than a list of strict physician recruitment guidelines. The proposed ruling is not legally binding until issued in final form, and there is no deadline for finalizing it. In the meantime, however, the standards outlined in the proposed ruling reflect arrangements the IRS likely would approve, which should be an incentive for tax-exempt hospitals to follow reasonable physician recruitment practices. Assuming a hospital complies with other legal requirements such as fraud and abuse laws, it must answer two key tax-exempt status questions for its recruitment or retention package: Will the incentives result in a disguised distribution of profits from the operation of the organization? Is the total incentive package reasonable under all the facts and circumstances, both in absolute total value for physician(s) recruited and in relation to services required by the hospital and the community? The proposed ruling also provides guidance on basic documentation requirements and a process for approving recruitment arrangements.

  6. Final report, DOE/industry matching grant

    International Nuclear Information System (INIS)

    Kumar, Arvind S.

    2003-01-01

    The Department of Energy/Industry Matching Grant was used to help improve nuclear engineering and science education at the University of Missouri-Rolla. The funds helped in the areas of recruitment and retention. Funds allowed the department to give scholarships to over 100 students (names included). Funds were also used for equipment upgrade and research, including two computers with peripherals, two NaI detectors, and a thermoluminescent dosimeter

  7. Values-based recruitment in health care.

    Science.gov (United States)

    Miller, Sam Louise

    2015-01-27

    Values-based recruitment is a process being introduced to student selection for nursing courses and appointment to registered nurse posts. This article discusses the process of values-based recruitment and demonstrates why it is important in health care today. It examines the implications of values-based recruitment for candidates applying to nursing courses and to newly qualified nurses applying for their first posts in England. To ensure the best chance of success, candidates should understand the principles and process of values-based recruitment and how to prepare for this type of interview.

  8. Measuring consistency in translation memories: a mixed-methods case study

    OpenAIRE

    Moorkens, Joss

    2012-01-01

    Introduced in the early 1990s, translation memory (TM) tools have since become widely used as an aid to human translation based on commonly‐held assumptions that they save time, reduce cost, and maximise consistency. The purpose of this research is twofold: it aims to develop a method for measuring consistency in TMs; and it aims to use this method to interrogate selected TMs from the localisation industry in order to find out whether the use of TM tools does, in fact, promote consistency in ...

  9. Recruiting Diverse Smokers: Enrollment Yields and Cost

    Directory of Open Access Journals (Sweden)

    Kaitlyn E. Brodar

    2016-12-01

    Full Text Available To help tobacco control research better include vulnerable populations, we sought to identify effective ways to recruit diverse smokers. In 2014–2015, we recruited 2149 adult cigarette smokers in California and North Carolina, United States, to participate in a randomized trial of pictorial cigarette pack warnings. The most effective means of recruiting smokers were the classified advertising website Craigslist (28% of participants, word of mouth (23%, Facebook (16%, and flyers or postcards (14%. Low-income and African American smokers were more likely to respond to interpersonal contact (including staff in-person recruitment and word of mouth than were high-income and non-African American smokers (all p < 0.05. Hispanic and gay, lesbian, and bisexual smokers were more likely to be recruited by Craigslist than non-Hispanic and straight smokers (both p < 0.05. Of the recruitment methods requiring cost, the cheapest was Craigslist ($3–7 per smoker. The most expensive methods were newspaper ads in California ($375 per smoker and staff in-person recruiting in North Carolina ($180 per smoker. Successfully recruiting diverse smokers requires using multiple methods including interpersonal, online, and other media. Craigslist and word of mouth are especially useful and low-cost ways to recruit diverse smokers.

  10. RANCANG BANGUN SISTEM E-RECRUITMENT BERBASIS ANDROID

    Directory of Open Access Journals (Sweden)

    Muhammad Taufik Syastra

    2017-08-01

    Full Text Available Rancang bangun sistem e-recruitment ini bertujuan untuk mengakomodir kebutuhan perusahaan yang berkaitan dengan proses rekrutmen karyawan. Pada penelitian ini mengambil studi pada PT Mega Petro Synergy (PT MPS. PT. MPS merupakan perusahaan yang bergerak dibidang penyedia rekayasa konstruksi dan tenaga kerja industri berat. Kebutuhan PT MPS saat ini berkaitan dengan minimalisir biaya iklan, data yang real time dan juga kesalahan akibat proses penginputan data pelamar. Perancangan diarahkan pada pengembangan aplikasi berbasis android yang terintegrasi pada Man Power Information System (MPIS. Model SDLC yang digunakan adalah Waterfall. Perancangan aplikasi ini menggunakan pemodelan Unified Modelling Languange (UML meliputi use case diagram, class diagram, activity diagram, dan sequence diagram. Selain UML, teknologi yang digunakan dalam proses perancangan adalah javascript, PHP, AngularJS, Laravel dan MySql. Penelitian ini menghasilkan aplikasi berbasis android yang dapat gunakan sebagai media iklan, penyedia data real time, serta mempermudah proses penginputan data pelamar.

  11. Campus Recruiting: What the Recruiters Are Looking For.

    Science.gov (United States)

    Turner, Martha R.; And Others

    1996-01-01

    A survey of 111 campus recruiters of graduating students shows agreement that interviews are the most important selection method. Students' verbal communication skills, character, work experience, and academic performance were judged the most important personal characteristics in applicants. Work-related expectations and attitudes were the most…

  12. Radiological protection in the industrial area

    International Nuclear Information System (INIS)

    Fraga, H.

    2008-12-01

    Radiation protection (RP) in industrial applications is composed of four major themes that are recruiting and training personnel, equipment and instrumentation, materials used and also the acquisition of new technologies to improve their own RP. To carry out the recruitment of staff and train them to serve as occupationally exposed personnel in the industry continues with the Mexican Official Standard NOM-031-NUCL-1999, R equirements for qualification and training of personnel occupationally exposed to radiation ionizing , what will be done regarding the physical fitness of personnel by NOM-026-NUCL-1999, M edical surveillance of personnel occupationally exposed to ionizing radiation . The principle of optimization of the RP, or ALARA principle (keeping the risk as low as reasonably achievable), is assumed to be the safety philosophy in the field of industrial applications of ionizing radiation. Practically all the elements that make up the equipment, instrumentation and materials used in industrial radiography and other industrial applications, has an orientation towards the protection, along with procedures that operate. For example, in industrial radiography the technician always has several instruments for radiation detection and measurement, some with visible and audible alarms. The equipment characteristics and transport (containers) are regulated by the standards NOM-025/1- 2000 and NOM-025/2-2996, which contains requirements for radiological safety in design and operation, respectively, for both as containers for some of its parts and accessories. As part of the technological innovation with benefits to the RP itself and eventually target practice today are venturing into the radiography digital, which involves the exposure of a plate image phosphorus-based with the later download to a computer. In combination with the use of sources of X-rays, there is a real contribution to reducing the dose, since the later are nowadays equipped with programmable

  13. Nurse recruitment. Going places.

    Science.gov (United States)

    Buchan, James

    2002-08-01

    Overseas nurses account for 40 per cent of all new registrations in the UK and this may be rising to 50 per cent. This upward trend is likely to continue. International recruitment is to be part of the NHS's long-term strategy and is becoming the focus of increasing policy attention. The international labour market will become tighter: the US needs to recruit an extra million nurses of its own.

  14. Investigating the Effect of Recruitment Variability on Length-Based Recruitment Indices for Antarctic Krill Using an Individual-Based Population Dynamics Model

    Science.gov (United States)

    Thanassekos, Stéphane; Cox, Martin J.; Reid, Keith

    2014-01-01

    Antarctic krill (Euphausia superba; herein krill) is monitored as part of an on-going fisheries observer program that collects length-frequency data. A krill feedback management programme is currently being developed, and as part of this development, the utility of data-derived indices describing population level processes is being assessed. To date, however, little work has been carried out on the selection of optimum recruitment indices and it has not been possible to assess the performance of length-based recruitment indices across a range of recruitment variability. Neither has there been an assessment of uncertainty in the relationship between an index and the actual level of recruitment. Thus, until now, it has not been possible to take into account recruitment index uncertainty in krill stock management or when investigating relationships between recruitment and environmental drivers. Using length-frequency samples from a simulated population – where recruitment is known – the performance of six potential length-based recruitment indices is assessed, by exploring the index-to-recruitment relationship under increasing levels of recruitment variability (from ±10% to ±100% around a mean annual recruitment). The annual minimum of the proportion of individuals smaller than 40 mm (F40 min, %) was selected because it had the most robust index-to-recruitment relationship across differing levels of recruitment variability. The relationship was curvilinear and best described by a power law. Model uncertainty was described using the 95% prediction intervals, which were used to calculate coverage probabilities and assess model performance. Despite being the optimum recruitment index, the performance of F40 min degraded under high (>50%) recruitment variability. Due to the persistence of cohorts in the population over several years, the inclusion of F40 min values from preceding years in the relationship used to estimate recruitment in a given year improved its

  15. Improving healthcare recruitment: the jupiter medical center experience.

    Science.gov (United States)

    Uomo, Paul Dell; Schwieters, Jill

    2009-04-01

    Hospitals that want to improve their recruitment efforts should: Make recruitment a priority within the organization. Take steps to reduce high vacancy rates and turnover among first-year employees. Develop a recruitment marketing plan for key positions. Establish human resources metrics to track costs and effectiveness of recruiting efforts. Enhance the recruitment process for hiring managers and job candidates.

  16. Potential impact of climate-related changes is buffered by differential responses to recruitment and interactions

    KAUST Repository

    Menge, Bruce A.

    2011-08-01

    Detection of ecosystem responsiveness to climatic perturbations can provide insight into climate change consequences. Recent analyses linking phytoplankton abundance and mussel recruitment to the North Pacific Gyre Oscillation (NPGO) revealed a paradox. Despite large increases in mussel recruitment beginning in 2000, adult mussel responses were idiosyncratic by site and intertidal zone, with no response at one long-term site, and increases in the low zone (1.5% per year) and decreases in the mid zone (1.3% per year) at the other. What are the mechanisms underlying these differential changes? Species interactions such as facilitation by barnacles and predation are potential determinants of successful mussel colonization. To evaluate these effects, we analyzed patterns of barnacle recruitment, determined if predation rate covaried with the increase in mussel recruitment, and tested facilitation interactions in a field experiment. Neither magnitude nor season of barnacle recruitment changed meaningfully with site or zone from the 1990s to the 2000s. In contrast to the relationship between NPGO and local-scale mussel recruitment, relationships between local-scale patterns of barnacle recruitment and climate indices were weak. Despite differences in rates of prey recruitment and abundance of sea stars in 1990–1991, 1999–2000, and 2007–2008, predation rates were nearly identical in experiments before, during, and after 1999–2000. The facilitation experiment showed that mussels M. trossulus only became abundant when barnacle recruitment was allowed, when abundance of barnacles reached high abundance of ∼50% cover, and when mussel recruitment was sufficiently high. Thus, in the low zone minimal changes in mussel abundance despite sharply increased recruitment rates are consistent with the hypothesis that change in adult mussel cover was buffered by the relative insensitivity of barnacle recruitment to climatic fluctuations, and a resultant lack of change in

  17. Potential impact of climate-related changes is buffered by differential responses to recruitment and interactions

    KAUST Repository

    Menge, Bruce A.; Hacker, Sally D.; Freidenburg, Tess; Lubchenco, Jane; Craig, Ryan; Rilov, Gil; Noble, Mae Marjore; Richmond, Erin

    2011-01-01

    Detection of ecosystem responsiveness to climatic perturbations can provide insight into climate change consequences. Recent analyses linking phytoplankton abundance and mussel recruitment to the North Pacific Gyre Oscillation (NPGO) revealed a paradox. Despite large increases in mussel recruitment beginning in 2000, adult mussel responses were idiosyncratic by site and intertidal zone, with no response at one long-term site, and increases in the low zone (1.5% per year) and decreases in the mid zone (1.3% per year) at the other. What are the mechanisms underlying these differential changes? Species interactions such as facilitation by barnacles and predation are potential determinants of successful mussel colonization. To evaluate these effects, we analyzed patterns of barnacle recruitment, determined if predation rate covaried with the increase in mussel recruitment, and tested facilitation interactions in a field experiment. Neither magnitude nor season of barnacle recruitment changed meaningfully with site or zone from the 1990s to the 2000s. In contrast to the relationship between NPGO and local-scale mussel recruitment, relationships between local-scale patterns of barnacle recruitment and climate indices were weak. Despite differences in rates of prey recruitment and abundance of sea stars in 1990–1991, 1999–2000, and 2007–2008, predation rates were nearly identical in experiments before, during, and after 1999–2000. The facilitation experiment showed that mussels M. trossulus only became abundant when barnacle recruitment was allowed, when abundance of barnacles reached high abundance of ∼50% cover, and when mussel recruitment was sufficiently high. Thus, in the low zone minimal changes in mussel abundance despite sharply increased recruitment rates are consistent with the hypothesis that change in adult mussel cover was buffered by the relative insensitivity of barnacle recruitment to climatic fluctuations, and a resultant lack of change in

  18. Virtual HRM: A Case of e-Recruitment

    DEFF Research Database (Denmark)

    Holm, Anna

    2009-01-01

    Although electronic recruitment is a widespread managerial practice of acquiring personnel, it still remains unclear exactly which organisational processes fall under its existing definitions.  The research presented in this paper attempts to answer the fundamental question whether e-recruitment...... should be understood as means of automating the process of recruitment, or rather be treated as a more complex organisational concept.  To clarify this issue the paper discusses the phenomenon from the open-system organisational perspective of virtual organising. The paper draws on the results...... of the qualitative exploratory study conducted in Denmark in 2008-2009. It concludes that as organisational concept e-recruitment is not only about application of technology to recruitment tasks. The process of e-recruiting spans organisational boundaries and directed to and affected by external environment...

  19. E-recruiting Platforms: Features that Influence the Efficiency of Online Recruitment Systems

    Directory of Open Access Journals (Sweden)

    Ondina ROSOIU

    2016-01-01

    Full Text Available Twenty active e-recruitment platform users took part in this study for discovering the most asked for features in a web based hiring process. The respondents were chosen based on their history on such recruitment platforms. With the help of our Internet users we narrowed down the number of platforms, to research for outstanding features and tool efficiency, to five most impressive ones (e-jobs, hipo, bestjobs, LinkedIn, Freelancer. The results were as useful as we expected when we proposed an investigation related to the future of web recruiting platforms. They underlined in a specific manner that most of such web platform users need to have a professional and fully functional environment where they can list their accomplishments and experience and receive direct feedback from employers or employees. The study also shows in detail how much and why do users like to have certain functionalities when they are searching for a new job.

  20. Tobacco industry use of flavours to recruit new users of little cigars and cigarillos.

    Science.gov (United States)

    Kostygina, Ganna; Glantz, Stanton A; Ling, Pamela M

    2016-01-01

    While flavoured cigarettes were prohibited in the USA in 2009, flavoured little cigars and cigarillos (LCCs) remain on the market. We describe the evolving strategies used by tobacco companies to encourage uptake of flavoured LCCs and industry research findings on consumer perceptions of flavoured LCC products. Analysis of internal tobacco industry documents was triangulated with data from tobacco advertisement archives, national newspapers, trade press and the internet. Flavoured LCC products were associated with young and inexperienced tobacco users, women and African-Americans. Internal industry studies confirmed that menthol and candy-like flavours (eg, vanilla and cherry) increased LCC appeal to starters by masking the heavy cigar taste, reducing throat irritation and making LCC smoke easier to inhale. To appeal to new users, manufacturers also reduced the size of cigars to make them more cigarette-like, introduced filters and flavoured filter tips, emphasised mildness and ease of draw in advertising, and featured actors using little cigars in television commercials. RJ Reynolds tried to capitalise on the popularity of menthol cigarettes among African-Americans and marketed a menthol little cigar to African-Americans. Tobacco companies engaged in a calculated effort to blur the line between LCCs to increase the appeal to cigarette smokers, and the use of flavours facilitated these efforts. Bans on flavoured cigarettes should be expanded to include flavoured LCCs, and tobacco use prevention initiatives should include LCCs. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  1. A Conceptual Model of Military Recruitment

    Science.gov (United States)

    2009-10-01

    Hiring Expectancies – Expectancy (VIE) Theory ( Vroom , 1996) states individuals choose among a set of employment alternatives on the basis of the...A Conceptual Model of Military Recruitment Presented at NATO Technical Course HFM 180 – Strategies to Address Recruiting and Retention Issues in...the Military Fariya Syed October, 2009 Based on A Proposed Model Of Military Recruitment (Schreurs & Syed, 2007) Report Documentation Page

  2. Overcoming the challenges of the skilled labour shortage through energy industry cooperation

    Energy Technology Data Exchange (ETDEWEB)

    Massitti, P. [Baker Hughes INTEQ, Calgary, AB (Canada); Goodman, G. [Goodman McDougall and Associates Ltd., Calgary, AB (Canada); Dalik, A.; Richardson, S. [RainTree Consulting, Calgary, AB (Canada); Gurevitch, J. [Halliburton, Calgary, AB (Canada)

    2004-07-01

    This presentation described the unique workforce planning and recruitment challenges currently facing the petroleum services industry, and how they are being managed. It offered suggestions as to how energy companies can work more effectively with petroleum industry service providers to ensure that projects have the necessary human resources to staff projects. In particular, the paper referred to the challenge and feasibility of smoothing out drilling cycles throughout the year. The challenge facing the service and supply industry in planning and managing a workforce for Arctic development was also discussed.

  3. Flatfish recruitment response to decadal climatic variability and ocean conditions in the eastern Bering Sea

    Science.gov (United States)

    Wilderbuer, T. K.; Hollowed, A. B.; Ingraham, W. J.; Spencer, P. D.; Conners, M. E.; Bond, N. A.; Walters, G. E.

    2002-10-01

    This paper provides a retrospective analysis of the relationship of physical oceanography and biology and recruitment of three Eastern Bering Sea flatfish stocks: flathead sole ( Hippoglossoides elassodon), northern rock sole ( Lepidopsetta polyxystra), and arrowtooth flounder ( Atheresthes stomias) for the period 1978-1996. Temporal trends in flatfish production in the Eastern Bering Sea are consistent with the hypothesis that decadal scale climate variability influences marine survival during the early life history period. Density-dependence (spawning stock size) is statistically significant in a Ricker model of flatfish recruitment, which includes environmental terms. Wind-driven advection of flatfish larvae to favorable nursery grounds was also found to coincide with years of above-average recruitment through the use of an ocean surface current simulation model (OSCURS). Ocean forcing of Bristol Bay surface waters during springtime was mostly shoreward (eastward) during the 1980s and seaward (westerly) during the 1990s, corresponding with periods of good and poor recruitment. Distance from shore and water depth at the endpoint of 90-day drift periods (estimated time of settlement) were also found to correspond with flatfish productivity.

  4. Costs of Recruiting Couples to a Clinical Trial

    Science.gov (United States)

    Sadler, Georgia Robins; Ko, Celine M.; Malcarne, Vanessa L.; Banthia, Rajni; Gutierrez, Ivan; Varni, James W.

    2009-01-01

    Multiple barriers contribute to the slow recruitment of participants to research studies, which in turn extends the time required to translate promising scientific discoveries into proven therapeutic interventions. A small but growing literature is developing on the extraordinary costs of recruiting participants to studies, and thereby demonstrating that underestimating the cost of participant recruitment can contribute to these recruitment problems. These recruitment challenges and costs are exacerbated when the participants’ study eligibility is determined by relatively narrowly defined illness parameters. Recruitment challenges are further compounded when dyads (two individuals engaged in a sociologically significant relationship, such as husbands and wives, siblings or extended families) must be recruited to an illness-focused study. For these latter groups, there are no data to guide researchers in how to anticipate those participant recruitment costs. This paper describes the staff costs for a variety of strategies used to recruit participants to a randomized supportive care study for couples who were within 18 months of a prostate cancer diagnosis. Pegged to the value of the U.S. dollar for the period, the average cost of staff time was $288 per recruited and enrolled dyad, plus a promised additional $100 incentive for study retention. Within the strategies used, the staff costs per recruited dyad ranged from $ 152 to $1,688. Accrual per strategy ranged from zero to 107 enrolled couples. When asked for secondary sources of information about the study, many participants reported more than one source of study referral, reflective of the multifaceted recruitment strategies deployed. In spite of innovative, culturally competent, and broad based recruitment methods, attainment of a diverse sample was difficult to accomplish in this study. Having estimates of the actual cost of recruiting dyads to research studies can help investigators prepare realistic study

  5. Exploring recruitment strategies to hire occupational therapists.

    Science.gov (United States)

    Mulholland, Susan; Derdall, Michele

    2005-02-01

    Recruitment issues in occupational therapy have been a long-standing concern for the profession. This descriptive study explored the strategies currently being used by employers to recruit occupational therapists for employment purposes. An 18-item survey was mailed to 251 sites where occupational therapists work in Alberta and Saskatchewan. There was a 64% response rate and data from 130 surveys were analyzed. The results indicate that employers continue to rely on a wide variety of strategies for advertising and recruiting, the most prevalent being word of mouth, postings at universities, and providing student fieldwork placements. In turn, the most effective recruitment strategies were listed as word of mouth, advertising in the general media, and providing student fieldwork placements. Various examples of financial incentives offered by employers were also listed. Many participants identified recent changes in recruitment strategies such as making a move towards web site job postings. PRACTICE IMPLICATIONS. The results suggest strategies for employers to target for recruiting occupational therapists and illustrate to both employers and students the importance of fieldwork in recruitment and hiring.

  6. Recruiting Diverse Smokers: Enrollment Yields and Cost

    Science.gov (United States)

    Brodar, Kaitlyn E.; Hall, Marissa G.; Butler, Eboneé N.; Parada, Humberto; Stein-Seroussi, Al; Hanley, Sean; Brewer, Noel T.

    2016-01-01

    To help tobacco control research better include vulnerable populations, we sought to identify effective ways to recruit diverse smokers. In 2014–2015, we recruited 2149 adult cigarette smokers in California and North Carolina, United States, to participate in a randomized trial of pictorial cigarette pack warnings. The most effective means of recruiting smokers were the classified advertising website Craigslist (28% of participants), word of mouth (23%), Facebook (16%), and flyers or postcards (14%). Low-income and African American smokers were more likely to respond to interpersonal contact (including staff in-person recruitment and word of mouth) than were high-income and non-African American smokers (all p cost, the cheapest was Craigslist ($3–7 per smoker). The most expensive methods were newspaper ads in California ($375 per smoker) and staff in-person recruiting in North Carolina ($180 per smoker). Successfully recruiting diverse smokers requires using multiple methods including interpersonal, online, and other media. Craigslist and word of mouth are especially useful and low-cost ways to recruit diverse smokers. PMID:27999280

  7. An evaluation of the procedures required to ensure consistent material supply in the Eastern Cape automotive industry

    Directory of Open Access Journals (Sweden)

    GS Horn

    2014-07-01

    Full Text Available There is a common perception that logistics practice and supply chain management have not yet reached the required international standards among all the supply chain members in the South African automotive industry. This article is based on a research study that investigated possible reasons for the inconsistent supply of materials in the Eastern Cape automotive industry specifically. Problems identified include the fact that suppliers are not evaluated on a regular basis and do not receive sufficient logistics training, while a commitment and will to development local suppliers is lacking. Recommendations made to the South African automotive industry include the improvement of development programmes to assist local suppliers in becoming world-class suppliers, better logistics training, more regular supplier assessments, as well as improved mutual communication among suppliers and motor vehicle assemblers.

  8. Developing Online Recruitment Process for Cinnabon Finland

    OpenAIRE

    Lopyrev, Sergey

    2015-01-01

    Since the times internet started to become accessible to the general public, employers noticed its effectiveness as a recruitment tool. Nowadays, a big percentage of recruitment happens online. Internet presents cost-effective opportunities to reach large pool of candidates, compared to pre-internet era recruitment tools. In this thesis, the aim is to develop online recruitment process for Finnish franchisee of Cinnabon – an international chain of bakeries famous for its cinnamon rolls. T...

  9. Recruiting vulnerable populations into research: a systematic review of recruitment interventions.

    Science.gov (United States)

    UyBico, Stacy J; Pavel, Shani; Gross, Cary P

    2007-06-01

    Members of vulnerable populations are underrepresented in research studies. To evaluate and synthesize the evidence regarding interventions to enhance enrollment of vulnerable populations into health research studies. Studies were identified by searching MEDLINE, the Web of Science database, personal sources, hand searching of related journals, and article references. Studies that contained data on recruitment interventions for vulnerable populations (minority, underserved, poor, rural, urban, or inner city) and for which the parent study (study for which recruitment was taking place) was an intervention study were included. A total of 2,648 study titles were screened and 48 articles met inclusion criteria, representing 56 parent studies. Two investigators extracted data from each study. African Americans were the most frequently targeted population (82% of the studies), while 46% targeted Hispanics/Latinos. Many studies assessed 2 or more interventions, including social marketing (82% of studies), community outreach (80%), health system recruitment (52%), and referrals (28%). The methodologic rigor varied substantially. Only 40 studies (71%) incorporated a control group and 21% used statistical analysis to compare interventions. Social marketing, health system, and referral recruitment were each found to be the most successful intervention about 35-45% of the studies in which they were attempted, while community outreach was the most successful intervention in only 2 of 16 studies (13%) in which it was employed. People contacted as a result of social marketing were no less likely to enroll than people contacted through other mechanisms. Further work with greater methodologic rigor is needed to identify evidence-based strategies for increasing minority enrollment in research studies; community outreach, as an isolated strategy, may be less successful than other strategies.

  10. Ocean Acidification Effects on Atlantic Cod Larval Survival and Recruitment to the Fished Population.

    Science.gov (United States)

    Stiasny, Martina H; Mittermayer, Felix H; Sswat, Michael; Voss, Rüdiger; Jutfelt, Fredrik; Chierici, Melissa; Puvanendran, Velmurugu; Mortensen, Atle; Reusch, Thorsten B H; Clemmesen, Catriona

    2016-01-01

    How fisheries will be impacted by climate change is far from understood. While some fish populations may be able to escape global warming via range shifts, they cannot escape ocean acidification (OA), an inevitable consequence of the dissolution of anthropogenic carbon dioxide (CO2) emissions in marine waters. How ocean acidification affects population dynamics of commercially important fish species is critical for adapting management practices of exploited fish populations. Ocean acidification has been shown to impair fish larvae's sensory abilities, affect the morphology of otoliths, cause tissue damage and cause behavioural changes. Here, we obtain first experimental mortality estimates for Atlantic cod larvae under OA and incorporate these effects into recruitment models. End-of-century levels of ocean acidification (~1100 μatm according to the IPCC RCP 8.5) resulted in a doubling of daily mortality rates compared to present-day CO2 concentrations during the first 25 days post hatching (dph), a critical phase for population recruitment. These results were consistent under different feeding regimes, stocking densities and in two cod populations (Western Baltic and Barents Sea stock). When mortality data were included into Ricker-type stock-recruitment models, recruitment was reduced to an average of 8 and 24% of current recruitment for the two populations, respectively. Our results highlight the importance of including vulnerable early life stages when addressing effects of climate change on fish stocks.

  11. Recruiting Young Adult Cancer Survivors for Behavioral Research

    Science.gov (United States)

    Horowitz, Santina; Marcus, Bess

    2012-01-01

    Young adults have been dramatically underrepresented in cancer survivorship research. One contributing factor is the difficulty recruiting this population. To identify effective recruitment strategies, the current study assessed the yield of strategies used to recruit young survivors for an exercise intervention including: clinic-based recruitment, recruitment at cancer-related events, mailings, telephone-based recruitment, advertising on the internet, radio, television and social networking media, distributing brochures and word-of-mouth referrals. When taking into account the strategies for which we could track the number of survivors approached, recruitment at an oncology clinic was the most productive: 38 % of those approached were screened and 8 % enrolled. When evaluating which strategy yielded the greatest percentage of the sample, however, mailings were the most productive. Given widespread use of the internet and social networking by young adults, investigators should also consider these low-cost recruitment strategies. PMID:22810954

  12. Recruiting young adult cancer survivors for behavioral research.

    Science.gov (United States)

    Rabin, Carolyn; Horowitz, Santina; Marcus, Bess

    2013-03-01

    Young adults have been dramatically underrepresented in cancer survivorship research. One contributing factor is the difficulty recruiting this population. To identify effective recruitment strategies, the current study assessed the yield of strategies used to recruit young survivors for an exercise intervention including: clinic-based recruitment, recruitment at cancer-related events, mailings, telephone-based recruitment, advertising on the internet, radio, television and social networking media, distributing brochures and word-of-mouth referrals. When taking into account the strategies for which we could track the number of survivors approached, recruitment at an oncology clinic was the most productive: 38 % of those approached were screened and 8 % enrolled. When evaluating which strategy yielded the greatest percentage of the sample, however, mailings were the most productive. Given widespread use of the internet and social networking by young adults, investigators should also consider these low-cost recruitment strategies.

  13. Internet and social network recruitment: two case studies.

    Science.gov (United States)

    Johnson, Kathy A; Peace, Jane

    2012-01-01

    The recruitment of study participants is a significant research challenge. The Internet, with its ability to reach large numbers of people in networks connected by email, Facebook and other social networking mechanisms, appears to offer new avenues for recruitment. This paper reports recruitment experiences from two research projects that engaged the Internet and social networks in different ways for study recruitment. Drawing from the non-Internet recruitment literature, we speculate that the relationship with the source of the research and the purpose of the engaged social network should be a consideration in Internet or social network recruitment strategies.

  14. Navy Recruitment Potential in Junior Colleges

    Science.gov (United States)

    1975-07-01

    could be employed in recruitment advertising directed to this target market segment. ~~iZ Uncla ssifie d SECURITY CLAUIPIC~f(ATION OFf THIS PA09(Wh•l...Alexandria, Virginia, CR-ED-74-1, July 1974. Grey Advertising . Market Target Recruitmen~t Incentive Study for Enlisted Personnel (draft report, internal NRC...college students with respect to alternative recruitment strategies . This zeaTs involved the evaluation of preferred alternative modes of contact, e.g

  15. Spatial synchrony in cisco recruitment

    Science.gov (United States)

    Myers, Jared T.; Yule, Daniel L.; Jones, Michael L.; Ahrenstorff, Tyler D.; Hrabik, Thomas R.; Claramunt, Randall M.; Ebener, Mark P.; Berglund, Eric K.

    2015-01-01

    We examined the spatial scale of recruitment variability for disparate cisco (Coregonus artedi) populations in the Great Lakes (n = 8) and Minnesota inland lakes (n = 4). We found that the scale of synchrony was approximately 400 km when all available data were utilized; much greater than the 50-km scale suggested for freshwater fish populations in an earlier global analysis. The presence of recruitment synchrony between Great Lakes and inland lake cisco populations supports the hypothesis that synchronicity is driven by climate and not dispersal. We also found synchrony in larval densities among three Lake Superior populations separated by 25–275 km, which further supports the hypothesis that broad-scale climatic factors are the cause of spatial synchrony. Among several candidate climate variables measured during the period of larval cisco emergence, maximum wind speeds exhibited the most similar spatial scale of synchrony to that observed for cisco. Other factors, such as average water temperatures, exhibited synchrony on broader spatial scales, which suggests they could also be contributing to recruitment synchrony. Our results provide evidence that abiotic factors can induce synchronous patterns of recruitment for populations of cisco inhabiting waters across a broad geographic range, and show that broad-scale synchrony of recruitment can occur in freshwater fish populations as well as those from marine systems.

  16. Internet and Social Network Recruitment: Two Case Studies

    OpenAIRE

    Johnson, Kathy A.; Peace, Jane

    2012-01-01

    The recruitment of study participants is a significant research challenge. The Internet, with its ability to reach large numbers of people in networks connected by email, Facebook and other social networking mechanisms, appears to offer new avenues for recruitment. This paper reports recruitment experiences from two research projects that engaged the Internet and social networks in different ways for study recruitment. Drawing from the non-Internet recruitment literature, we speculate that th...

  17. Private Equity and Industry Performance

    DEFF Research Database (Denmark)

    Bernstein, Shai; Lerner, Josh; Sørensen, Morten

    2017-01-01

    The growth of the private equity industry has spurred concerns about its impact on the economy. This analysis looks across nations and industries to assess the impact of private equity on industry performance. We find that industries where private equity funds invest grow more quickly in terms...... of total production and employment and appear less exposed to aggregate shocks. Our robustness tests provide some evidence that is consistent with our effects being driven by our preferred channel....

  18. Is That Graduate Degree Worth It? Comparing the Recruitment of Undergraduate and Graduate Degree Job Applicants

    Science.gov (United States)

    Richardson, R. M.

    2001-12-01

    One could argue from a business prospective that colleges and universities are not working hard enough to train students for life in the business and civic world, at either the undergraduate or graduate levels. What is it that employers are looking for in students? How different are the skills and attributes employers are looking for between undergraduate and graduate students? How unique are the geosciences in this respect? At the undergraduate level recruiters have spoken loud and clear about what they want. According to the dean of the business school here at the University of Arizona, recruiters at the undergraduate degree level in business base less than half of their hiring decision on specific content knowledge in the discipline, and correspondingly more than half on the so-called soft skills ... ability to apply knowledge in new situations, ability to think critically, ability to communicate with others in both written and oral forms, ability to work in teams, ability to work with a diverse set of employees and customers (especially, but not limited to, the global job market), etc. How true is this at the graduate level, where students have typically spent 4-6 years specializing in a discipline? Is there a set of fundamental knowledge that employers are looking for at the graduate level? Are the so-called soft skills correspondingly less important? I will present results from a survey of graduate programs and industry recruiters addressing these questions, and highlight the areas of overlap and difference between undergraduates and graduates looking for jobs. I will concentrate specifically on jobs in the oil industry and on both masters and Ph.D. programs.

  19. Solar Photovoltaic Economic Development: Building and Growing a Local PV Industry, August 2011 (Book)

    Energy Technology Data Exchange (ETDEWEB)

    2011-08-01

    The U.S. photovoltaic (PV) industry is forecast to grow, and it represents an opportunity for economic development and job creation in communities throughout the United States. This report helps U.S. cities evaluate economic opportunities in the PV industry. It serves as a guide for local economic development offices in evaluating their community?s competitiveness in the solar PV industry, assessing the viability of solar PV development goals, and developing strategies for recruiting and retaining PV companies to their areas.

  20. Social networks and regional recruitment of foreign labour: Firm recruitment methods and spatial sorting in Denmark

    DEFF Research Database (Denmark)

    Schmidt, Torben Dall; Jensen, Peter Sandholt

    2012-01-01

    This paper tests the hypothesis that social networks are crucial for regional recruitment and inflows of foreign labour. New survey data on 971 firms located in Region Southern Denmark show that the predominant recruitment method of foreign labour was through networks. Danish municipal data from...... 1997–2006 furthermore reveal spatial sorting since initial shares of employees with a foreign background out of total regional employment predict foreign labour inflow rates to regional employment. Thus, social networks appear crucial for the recruitment and inflows of foreign labour, suggesting...

  1. Comparison of lab, pilot, and industrial scale low consistency mechanical refining for improvements in enzymatic digestibility of pretreated hardwood.

    Science.gov (United States)

    Jones, Brandon W; Venditti, Richard; Park, Sunkyu; Jameel, Hasan

    2014-09-01

    Mechanical refining has been shown to improve biomass enzymatic digestibility. In this study industrial high-yield sodium carbonate hardwood pulp was subjected to lab, pilot and industrial refining to determine if the mechanical refining improves the enzymatic hydrolysis sugar conversion efficiency differently at different refining scales. Lab, pilot and industrial refining increased the biomass digestibility for lignocellulosic biomass relative to the unrefined material. The sugar conversion was increased from 36% to 65% at 5 FPU/g of biomass with industrial refining at 67.0 kWh/t, which was more energy efficient than lab and pilot scale refining. There is a maximum in the sugar conversion with respect to the amount of refining energy. Water retention value is a good predictor of improvements in sugar conversion for a given fiber source and composition. Improvements in biomass digestibility with refining due to lab, pilot plant and industrial refining were similar with respect to water retention value. Published by Elsevier Ltd.

  2. E-recruitment

    DEFF Research Database (Denmark)

    Holm, Anna B.

    2012-01-01

    tasks and subtasks. For management, the main task is now that of communicating with candidates. In addition, a new on-going task of maintaining a corporate career website has become an integral part of the new recruitment process. The new design is presented in the following, and its implications...

  3. The Tobacco Industry’s Abuse of Scientific Evidence and Activities to Recruit Scientists During Tobacco Litigation

    Directory of Open Access Journals (Sweden)

    Sungkyu Lee

    2016-01-01

    Full Text Available South Korea’s state health insurer, the National Health Insurance Service (NHIS, is in the process of a compensation suit against tobacco industry. The tobacco companies have habitually endeavored to ensure favorable outcomes in litigation by misusing scientific evidence or recruiting scientists to support its interests. This study analyzed strategies that tobacco companies have used during the NHIS litigation, which has been receiving world-wide attention. To understand the litigation strategies of tobacco companies, the present study reviewed the existing literature and carried out content analysis of petitions, preparatory documents, and supporting evidence submitted to the court by the NHIS and the tobacco companies during the suit. Tobacco companies misrepresented the World Health Organization (WHO report’s argument and misused scientific evidence, and removed the word “deadly” from the title of the citation. Tobacco companies submitted the research results of scientists who had worked as a consultant for the tobacco industry as evidence. Such litigation strategies employed by the tobacco companies internationally were applied similarly in Korean lawsuits. Results of tobacco litigation have a huge influence on tobacco control policies. For desirable outcomes of the suits, healthcare professionals need to pay a great deal of attention to the enormous volume of written opinions and supporting evidence that tobacco companies submit. They also need to face the fact that the companies engage in recruitment of scientists. Healthcare professionals should refuse to partner with tobacco industry, as recommended by Article 5.3 of the WHO Framework Convention on Tobacco Control.

  4. Recruiting physicians without inviting trouble.

    Science.gov (United States)

    Hoch, L J

    1989-05-01

    Many hospitals use physician recruitment strategies--generally assistance or employment strategies--to ensure medical staff loyalty. Although these strategies appeal to both hospitals and physicians, they are becoming increasingly problematic. Over the past three years, the government has issued pronouncements that question their legality. Thus any hospital considering physician recruitment strategies would be wise to evaluate them in light of various legal issues. such as reimbursement, nonprofit taxation, corporate practice of medicine, and certificate-of-need statutes. The consequences of failing to consider these issues can be ominous. The penalties for violating the proscribed remuneration provision of the Medicare act can include a fine, imprisonment, suspension from the Medicare and Medicaid programs, or loss of license. Payment issues can result in reduced reimbursement levels. Nonprofit taxation issues can trigger the loss of tax exemption. As a result of the corporate practice of medicine, a physician recruitment strategy may not be reimbursable by third-party payers or may even constitute the unauthorized practice of medicine. Finally, in some states, physician recruitment may trigger certificate-of-need review.

  5. Faculty Recruitment in an Era of Change

    Science.gov (United States)

    Levine, Marilyn; Schimpf, Martin

    2010-01-01

    Faculty recruitment is a challenge for administration and departments, especially in an era of change in the academy. This article builds on information from an interactive conference panel session that focused on faculty recruitment best practices. The article addresses faculty recruitment strategies that focus on the optimization of search…

  6. 48 CFR 31.205-34 - Recruitment costs.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Recruitment costs. 31.205....205-34 Recruitment costs. (a) Subject to paragraph (b) of this subsection, the following costs are... positions; or (2) Includes material that is not relevant for recruitment purposes, such as extensive...

  7. Effects of systematic mental intervention on mental health, personality and coping style in recruits

    Directory of Open Access Journals (Sweden)

    Zhen-zhen WANG

    2013-02-01

    Full Text Available Objective  To observe the effects of systematic mental intervention, with combined centralized teaching, group interview and individual consulting, on mental health, personality and coping style in recruits, and explore an optimal intervention model for recruits' mental health. Methods  Two thousand and sixteen recruits in one unit were involved in the present study, among them 1064 were allocated to study group, and the remaining 952 to control group. Recruits in study group received centralized teaching with battalion as a unit, and received group interview in squad or platoon as a unit, and meanwhile individual interview was conducted. Symptoms Checklist-90 (SCL-90, Eysenck Personality Questionnaire (EPQ and Simplified Coping Style Questionnaire (SCSQ were filled one month after they were enlisted in the army and 3 days before the training ended. Recruits in control group undertook the same tests mentioned above only 3 days before the training ended. Results  The total score and factor scores except hostility in SCL-90 test were significantly lower after than before systematic mental intervention (P0.05. The total score and factor scores except paranoia in SCL-90 test were significantly lower in study group than in control group after intervention (P0.05, the score of active coping was significantly higher (P<0.001, and of negative coping was significantly lower (P<0.001 after than before intervention. The ratio of the score over 2 and above declined obviously (P<0.05 in neurosis, SCL-90 abnormality, SCL-90 total scores, number of positive items, somatization, obsession, interpersonal sensitivity, depression, anxiety, hostility, phobia, paranoid, and psychotic factor after than before intervention in recruits. Conclusion  Systematic mental intervention, which consisted of combined centralized teaching, group interview and individual consulting, may promote the mental health, personality and coping style in recruits.

  8. Recruiting Vulnerable Populations into Research: A Systematic Review of Recruitment Interventions

    Science.gov (United States)

    UyBico, Stacy J.; Pavel, Shani

    2007-01-01

    Background Members of vulnerable populations are underrepresented in research studies. Objective To evaluate and synthesize the evidence regarding interventions to enhance enrollment of vulnerable populations into health research studies. Data sources Studies were identified by searching MEDLINE, the Web of Science database, personal sources, hand searching of related journals, and article references. Studies that contained data on recruitment interventions for vulnerable populations (minority, underserved, poor, rural, urban, or inner city) and for which the parent study (study for which recruitment was taking place) was an intervention study were included. A total of 2,648 study titles were screened and 48 articles met inclusion criteria, representing 56 parent studies. Two investigators extracted data from each study. Results African Americans were the most frequently targeted population (82% of the studies), while 46% targeted Hispanics/Latinos. Many studies assessed 2 or more interventions, including social marketing (82% of studies), community outreach (80%), health system recruitment (52%), and referrals (28%). The methodologic rigor varied substantially. Only 40 studies (71%) incorporated a control group and 21% used statistical analysis to compare interventions. Social marketing, health system, and referral recruitment were each found to be the most successful intervention about 35–45% of the studies in which they were attempted, while community outreach was the most successful intervention in only 2 of 16 studies (13%) in which it was employed. People contacted as a result of social marketing were no less likely to enroll than people contacted through other mechanisms. Conclusions Further work with greater methodologic rigor is needed to identify evidence-based strategies for increasing minority enrollment in research studies; community outreach, as an isolated strategy, may be less successful than other strategies. PMID:17375358

  9. Recruiting Diverse Smokers: Enrollment Yields and Cost.

    Science.gov (United States)

    Brodar, Kaitlyn E; Hall, Marissa G; Butler, Eboneé N; Parada, Humberto; Stein-Seroussi, Al; Hanley, Sean; Brewer, Noel T

    2016-12-16

    To help tobacco control research better include vulnerable populations, we sought to identify effective ways to recruit diverse smokers. In 2014-2015, we recruited 2149 adult cigarette smokers in California and North Carolina, United States, to participate in a randomized trial of pictorial cigarette pack warnings. The most effective means of recruiting smokers were the classified advertising website Craigslist (28% of participants), word of mouth (23%), Facebook (16%), and flyers or postcards (14%). Low-income and African American smokers were more likely to respond to interpersonal contact (including staff in-person recruitment and word of mouth) than were high-income and non-African American smokers (all p word of mouth are especially useful and low-cost ways to recruit diverse smokers.

  10. Recruitment and retention strategies for expert nurses in abortion care provision.

    Science.gov (United States)

    McLemore, Monica R; Levi, Amy; James, E Angel

    2015-06-01

    The purpose of this thematic analysis is to describe recruitment, retention and career development strategies for expert nurses in abortion care provision. Thematic analysis influenced by grounded theory methods were used to analyze interviews, which examined cognitive, emotional, and behavioral processes associated with how nurses make decisions about participation in abortion care provision. The purposive sample consisted of 16 nurses, who were interviewed between November 2012 and August 2013, who work (or have worked) with women seeking abortions in abortion clinics, emergency departments, labor and delivery units and post anesthesia care units. Several themes emerged from the broad categories that contribute to successful nurse recruitment, retention, and career development in abortion care provision. All areas were significantly influenced by engagement in leadership activities and professional society membership. The most notable theme specific to recruitment was exposure to abortion through education as a student, or through an employer. Retention is most influenced by flexibility in practice, including: advocating for patients, translating one's skill set, believing that nursing is shared work, and juggling multiple roles. Lastly, providing on the job training opportunities for knowledge and skill advancement best enables career development. Clear mechanisms exist to develop expert nurses in abortion care provision. The findings from our study should encourage employers to provide exposure opportunities, develop activities to recruit and retain nurses, and to support career development in abortion care provision. Additionally, future workforce development efforts should include and engage nursing education institutions and employers to design structured support for this trajectory. Copyright © 2015 Elsevier Inc. All rights reserved.

  11. "Fighting a hurricane": tobacco industry efforts to counter the perceived threat of Islam.

    Science.gov (United States)

    Petticrew, Mark; Lee, Kelley; Ali, Haider; Nakkash, Rima

    2015-06-01

    Islamic countries are of key importance to transnational tobacco companies as growing markets with increasing smoking rates. We analyzed internal tobacco industry documents to assess the industry's response to rising concerns about tobacco use within Islamic countries. The tobacco industry perceived Islam as a significant threat to its expansion into these emerging markets. To counter these concerns, the industry framed antismoking views in Islamic countries as fundamentalist and fanatical and attempted to recruit Islamic consultants to portray smoking as acceptable. Tobacco industry lawyers also helped develop theological arguments in favor of smoking. These findings are valuable to researchers and policymakers seeking to implement culturally appropriate measures in Islamic countries under the World Health Organization Framework Convention on Tobacco Control.

  12. The Canadian Forces Recruitment/Attrition Model

    National Research Council Canada - National Science Library

    Wait, Tracey

    1998-01-01

    ...). This model is designed to look at both demand, that is what recruitment is required to meet a Canadian Forces human resource scenario, and supply, that is what is the potential recruitable population...

  13. Successful recruitment to trials: findings from the SCIMITAR+ Trial.

    Science.gov (United States)

    Peckham, Emily; Arundel, Catherine; Bailey, Della; Callen, Tracy; Cusack, Christina; Crosland, Suzanne; Foster, Penny; Herlihy, Hannah; Hope, James; Ker, Suzy; McCloud, Tayla; Romain-Hooper, Crystal-Bella; Stribling, Alison; Phiri, Peter; Tait, Ellen; Gilbody, Simon

    2018-01-19

    Randomised controlled trials (RCT) can struggle to recruit to target on time. This is especially the case with hard to reach populations such as those with severe mental ill health. The SCIMITAR+ trial, a trial of a bespoke smoking cessation intervention for people with severe mental ill health achieved their recruitment ahead of time and target. This article reports strategies that helped us to achieve this with the aim of aiding others recruiting from similar populations. SCIMITAR+ is a multi-centre pragmatic two-arm parallel-group RCT, which aimed to recruit 400 participants with severe mental ill health who smoke and would like to cut down or quit. The study recruited primarily in secondary care through community mental health teams and psychiatrists with a smaller number of participants recruited through primary care. Recruitment opened in October 2015 and closed in December 2016, by which point 526 participants had been recruited. We gathered information from recruiting sites on strategies which led to the successful recruitment in SCIMITAR+ and in this article present our approach to trial management along with the strategies employed by the recruiting sites. Alongside having a dedicated trial manager and trial management team, we identified three main themes that led to successful recruitment. These were: clinicians with a positive attitude to research; researchers and clinicians working together; and the use of NHS targets. The overriding theme was the importance of relationships between both the researchers and the recruiting clinicians and the recruiting clinicians and the participants. This study makes a significant contribution to the limited evidence base of real-world cases of successful recruitment to RCTs and offers practical guidance to those planning and conducting trials. Building positive relationships between clinicians, researchers and participants is crucial to successful recruitment.

  14. Using Facebook to Recruit Young Australian Men Into a Cross-Sectional Human Papillomavirus Study.

    Science.gov (United States)

    Das, Roopa; Machalek, Dorothy A; Molesworth, Edmund G; Garland, Suzanne M

    2017-11-17

    Young men can be difficult to engage in health research using traditional methods of recruitment. Social networking sites are increasingly being used to recruit participants into health research, due to their cost effectiveness, overall generalizability, and wide reach. The aim of this study was to determine the feasibility of using Facebook to recruit young Australian men into a human papillomavirus (HPV) prevalence study. We recruited male permanent residents of Australia, aged 18 to 35 years, into the HPV in Young Males (HYM) study through targeted advertising placed on Facebook. Consenting participants completed an online questionnaire and provided a self-collected penile swab for HPV DNA detection and genotyping. We compared sociodemographic characteristics of the study population with those of the general Australian male population, based on Australian 2011 census data. Between February 2015 and February 2017, targeted Facebook advertisements reached 1,523,239 men, resulting in 41,811 clicks through to the study website, with 1072 (2.56%) converting to lodgment of an expression of interest. Of these, 681 (63.53%) provided written informed consent and 535 (78.6% of recruited participants) completed all the study requirements. Reasons for participating in the study included altruism, past history of HPV, gaining more knowledge about HPV or the vaccine, working in the health industry, and the monetary compensation. The average advertising cost per completed study participant was Aus $48. Compared with the census population, HYM study participants were more likely to be Australian born (PCapital Territory (P=.004), reside in a major city (P<.001), and have completed undergraduate (P<.001) or postgraduate education (P<.001). HYM study participants were less likely to report being a current smoker (P=.03), but were more likely to identify as bisexual or homosexual (294/529, 55.6%, P<.001), than the general population. Using Facebook is a feasible and efficient

  15. Need Assessment of the Digital Archives Industry Human Resources in Taiwan

    Directory of Open Access Journals (Sweden)

    Hsueh-Hua Chen

    2005-03-01

    Full Text Available For an industry to develop successfully, one of the most important factors is to have sufficient and high quality human resources. Digital archives industry will be one of the major industries in Taiwan. We need sufficient human resources in different areas, therefore the job categories, job descriptions, and core technologies of these human resources shall be closely tightened to the need of digital content industry in different development stages. The purpose of this study is to investigate the present status and issues of human resource development of the digital archives industry. It then will study the planning of learning map of the digital archives industry to serve as guideline for Digital Content Institute, educational training and enterprise personnel recruitment. To achieve the above objectives, the method of depth interview is used in this study. We also try to design modular training courses for human resource development of the digital archives industry. [Article Content in Chinese

  16. Sales Training for Army Recruiter Success: Modeling the Sales Strategies and Skills of Excellent Recruiters

    Science.gov (United States)

    1987-11-01

    strategies used by excellent Army recruiters. Neurolinguistic programming (NLP) was used as the protocol for modeling performance and acquiring...Behavioral and Social Sciences 3001 Eisenhower Avenue, Alexandria, VA 22333-5600 10. PROGRAM ELEMENT. PROJECT. TASK ARE* 4 WORK UNIT...Modeling ’Expert knowledge,, Neurolinguistics Knowledge engineering; Recruiting Sales, &’ Sales cycle Sales skills Sales strategies 20

  17. U.S. Army Recruiter Allocation Model

    National Research Council Canada - National Science Library

    Brence, John

    2004-01-01

    .... Our methodology will build on both the new and old schools of recruiting by conducting stakeholder interviews that will lead us to a model that is an efficient starting point for the Recruiter Mission Allocation (RMA...

  18. Strategies to Recruit and Retain Students in Physical Science and Mathematics on a Diverse College Campus

    Science.gov (United States)

    Chang, Jen-Mei; Kwon, Chuhee; Stevens, Lora; Buonora, Paul

    2016-01-01

    This article presents implementation details and findings of a National Science Foundation Scholarship in Science, Technology, Engineering, and Mathematics Program (S-STEM) consisting of many high-impact practices to recruit and retain students in the physical sciences and mathematics programs, particularly first-generation and underrepresented…

  19. Human development recruiting and selection

    Directory of Open Access Journals (Sweden)

    Maksimović Marijana

    2002-01-01

    Full Text Available Along with the development of trends towards internationalization and globalization, human resource management and, especially, international human resource management, attracted overall theoretical and practical interest. International environment is complex, made of numerous elements like social organization, laws, education, values and attitudes, religion language, politics, material and technological culture. In multicultural environment, strategic activities could be multiplied through economical political, cultural, social and technological spheres of action, making the recruitment, selection and successful resource allocation in the international human resource management a real challenge for top management. In international human resource management practice, several approaches to the recruitment have differentiated, playing the key roles in hiring talented individuals and retaining efficient workforce KW resources, labor force, recruiting, managers, education

  20. Enhancement of Marine Corps' Recruiting and Retention Programs

    National Research Council Canada - National Science Library

    Davis, Shalisa W

    2008-01-01

    Though the Marine Corps has historically met its recruitment and retention goals, recruiting has become more challenging and cultural indicators show that recruiting will become even more difficult in the future...

  1. Feasibility of Recruiting Families into a Heart Disease Prevention Program Based on Dietary Patterns

    Directory of Open Access Journals (Sweden)

    Tracy L. Schumacher

    2015-08-01

    Full Text Available Offspring of parents with a history of cardiovascular disease (CVD inherit a similar genetic profile and share diet and lifestyle behaviors. This study aimed to evaluate the feasibility of recruiting families at risk of CVD to a dietary prevention program, determine the changes in diet achieved, and program acceptability. Families were recruited into a pilot parallel group randomized controlled trial consisting of a three month evidence-based dietary intervention, based on the Mediterranean and Portfolio diets. Feasibility was assessed by recruitment and retention rates, change in diet by food frequency questionnaire, and program acceptability by qualitative interviews and program evaluation. Twenty one families were enrolled over 16 months, with fourteen families (n = 42 individuals completing the study. Post-program dietary changes in the intervention group included small daily increases in vegetable serves (0.8 ± 1.3 and reduced usage of full-fat milk (−21%, cheese (−12% and meat products (−17%. Qualitative interviews highlighted beneficial changes in food purchasing habits. Future studies need more effective methods of recruitment to engage families in the intervention. Once engaged, families made small incremental improvements in their diets. Evaluation indicated that feedback on diet and CVD risk factors, dietetic counselling and the resources provided were appropriate for a program of this type.

  2. Feasibility of Recruiting Families into a Heart Disease Prevention Program Based on Dietary Patterns.

    Science.gov (United States)

    Schumacher, Tracy L; Burrows, Tracy L; Thompson, Deborah I; Spratt, Neil J; Callister, Robin; Collins, Clare E

    2015-08-21

    Offspring of parents with a history of cardiovascular disease (CVD) inherit a similar genetic profile and share diet and lifestyle behaviors. This study aimed to evaluate the feasibility of recruiting families at risk of CVD to a dietary prevention program, determine the changes in diet achieved, and program acceptability. Families were recruited into a pilot parallel group randomized controlled trial consisting of a three month evidence-based dietary intervention, based on the Mediterranean and Portfolio diets. Feasibility was assessed by recruitment and retention rates, change in diet by food frequency questionnaire, and program acceptability by qualitative interviews and program evaluation. Twenty one families were enrolled over 16 months, with fourteen families (n = 42 individuals) completing the study. Post-program dietary changes in the intervention group included small daily increases in vegetable serves (0.8 ± 1.3) and reduced usage of full-fat milk (-21%), cheese (-12%) and meat products (-17%). Qualitative interviews highlighted beneficial changes in food purchasing habits. Future studies need more effective methods of recruitment to engage families in the intervention. Once engaged, families made small incremental improvements in their diets. Evaluation indicated that feedback on diet and CVD risk factors, dietetic counselling and the resources provided were appropriate for a program of this type.

  3. Why is it so difficult to recruit patients to research in emergency care? Lessons from the AHEAD study.

    Science.gov (United States)

    Johnson, Rowena; Kuczawski, Maxine; Mason, Suzanne

    2016-01-01

    In February 2014, all 23 National Institute for Health Research medical research specialities were failing to meet recruitment targets, with 'Injuries and Emergencies' research performing particularly poorly. In this paper, the multicentre AHEAD study was used to explore issues surrounding recruitment in UK emergency departments. The AHEAD study investigated management and outcomes in over 3000 anticoagulated patients who suffered a head injury. Data from the study were used to compare patient recruitment at 33 Type-1 emergency departments. A questionnaire was sent to a research nurse at each of these sites and 30 replied (91% response rate). The survey investigated the difficulties encountered during patient recruitment and whether these were related to recruitment methods. More detailed interviews were conducted with three research nurses, to gain further insight into the barriers and facilitators involved. Overall recruitment varied widely between sites with an eightfold variation in recruitment rates. Population demographics and other uncontrollable factors will partly contribute to this variation. However, research nurses reported many problems, including site resources, lack of staff engagement and flaws in recruitment strategies, which could be improved. Many of the barriers to recruiting patients for research studies encountered by research nurses have previously been reported in the literature, but there remain consistent problems. Until solutions are found, researchers will continue to miss recruitment targets and this will have implications for the efficiency and quality of emergency medicine research in the UK. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  4. Informal Practices of Inequality in Recruitment in Finland

    Directory of Open Access Journals (Sweden)

    Tuija Koivunen

    2015-10-01

    Full Text Available In this article, we explore the policies and processes of selection and recruitment from the perspective of equality. Focusing on tacit ideas of the ‘ideal worker,’ ideal recruitment, and selection that direct the recruitment process, we examine the ways in which implicit ideas and recruitmentrelated settings of daily interaction become informal practices of inequality. In this analysis, we rely on the conceptual framework of inequality regimes. The qualitative analysis of the semi-structured interviews focuses on the categories of gender, ethnicity, and age. We identified three categories of informal practices of inequality, which we have named as recruitment by the book, relocation of responsibility, and recruiting by addressing the difference. The findings suggest that although recruiters follow the legislation concerning equal treatment in recruitment, they do so because they want to avoid problems and possible litigation rather than because they are committed to promoting equality as an end in itself. However, equality promotion requires that gender, ethnicity, and age equality is itself the goal. If equality serves other goals, such as avoiding litigation or boosting business, the everyday practices of recruitment may turn into informal practices of inequality.

  5. Participant Recruitment and Engagement in Automated eHealth Trial Registration: Challenges and Opportunities for Recruiting Women Who Experience Violence.

    Science.gov (United States)

    Koziol-McLain, Jane; McLean, Christine; Rohan, Maheswaran; Sisk, Rose; Dobbs, Terry; Nada-Raja, Shyamala; Wilson, Denise; Vandal, Alain C

    2016-10-25

    Automated eHealth Web-based research trials offer people an accessible, confidential opportunity to engage in research that matters to them. eHealth trials may be particularly useful for sensitive issues when seeking health care may be accompanied by shame and mistrust. Yet little is known about people's early engagement with eHealth trials, from recruitment to preintervention autoregistration processes. A recent randomized controlled trial that tested the effectiveness of an eHealth safety decision aid for New Zealand women in the general population who experienced intimate partner violence (isafe) provided the opportunity to examine recruitment and preintervention participant engagement with a fully automated Web-based registration process. The trial aimed to recruit 340 women within 24 months. The objective of our study was to examine participant preintervention engagement and recruitment efficiency for the isafe trial, and to analyze dropout through the registration pathway, from recruitment to eligibility screening and consent, to completion of baseline measures. In this case study, data collection sources included the trial recruitment log, Google Analytics reports, registration and program metadata, and costs. Analysis included a qualitative narrative of the recruitment experience and descriptive statistics of preintervention participant engagement and dropout rates. A Koyck model investigated the relationship between Web-based online marketing website advertisements (ads) and participant accrual. The isafe trial was launched on September 17, 2012. Placement of ads in an online classified advertising platform increased the average number of recruited participants per month from 2 to 25. Over the 23-month recruitment period, the registration website recorded 4176 unique visitors. Among 1003 women meeting eligibility criteria, 51.55% (517) consented to participate; among the 501 women who enrolled (consented, validated, and randomized), 412 (82.2%) were

  6. Negative stereotyping of older nurses despite contact and mere exposure: the case of nursing recruiters in Western australia.

    Science.gov (United States)

    Gringart, Eyal; Jones, Bronwyn; Helmes, Edward; Jansz, Janis; Monterosso, Leanne; Edwards, Mary

    2012-01-01

    Ageist attitudes have been identified across different industries. The nursing profession has a high proportion of older workers. As this facilitates regular contact with, as well as exposure to, older nurses, it may be expected to show less ageism. This study investigated 163 Western Australian nursing recruiters' attitudes toward older nurses. Results showed clear evidence of both negative and positive stereotyping of older nurses. Nursing recruiters indicated that they would be more than likely to hire older nurses and that age was less relevant in making hiring decisions. These findings suggest that enhancing the employability of older workers does not necessarily change ageist attitudes. This is relevant to policy formulation, attitude change interventions, and the well-being of older workers.

  7. Uranium industry annual, 1986

    International Nuclear Information System (INIS)

    1987-01-01

    Uranium industry data collected in the EIA-858 survey provide a comprehensive statistical characterization of annual activities of the industry and include some information about industry plans over the next several years. This report consists of two major sections. The first addresses uranium raw materials activities and covers the following topics: exploration activities and expenditures, resources and reserves, mine production of uranium, production of uranium concentrate, and industry employment. The second major section is concerned with the following uranium marketing activities: uranium purchase commitments, uranium prices, procurement arrangements, uranium imports and exports, enrichment services, inventories, secondary market activities utility market requirements and related topics

  8. Structural Consistency, Consistency, and Sequential Rationality.

    OpenAIRE

    Kreps, David M; Ramey, Garey

    1987-01-01

    Sequential equilibria comprise consistent beliefs and a sequentially ra tional strategy profile. Consistent beliefs are limits of Bayes ratio nal beliefs for sequences of strategies that approach the equilibrium strategy. Beliefs are structurally consistent if they are rationaliz ed by some single conjecture concerning opponents' strategies. Consis tent beliefs are not necessarily structurally consistent, notwithstan ding a claim by Kreps and Robert Wilson (1982). Moreover, the spirit of stru...

  9. Recruitment and Patch Establishment by Seed in the Seagrass Posidonia oceanica: Importance and Conservation Implications

    Directory of Open Access Journals (Sweden)

    Elena Balestri

    2017-06-01

    Full Text Available Seagrasses are declining globally, and deeper understanding is needed on the recruitment potential and distribution of new populations for many threatened species to support conservation planning in the face of climate change. Recruitment of Posidonia oceanica, a threatened seagrass endemic to the Mediterranean, has long been considered rare due to infrequent flowering, but mounting evidence demonstrates that the species is responding to a changing climate through greater reproductive effort. Due to the fragmentary information on recruit occurrence and distribution, little is known about reproductive success in the species and its contribution to persistence. We assembled P. oceanica recruitment data from published and unpublished sources, including our own, to examine the frequency and extent of recruitment events (establishment of seedlings in a site, seedling growth potential and habitat characteristics at recruitment sites. Results show that at least one recruitment event has occurred about every 3 years, and 18 localities were colonized at least one time since the first seedling record in 1986. Notably, consistently high seedling inputs were observed in four localities of the Western Mediterranean. Seedlings established mainly on unoccupied substrate areas along the coasts of islands, in sheltered sites and at shallower depths (<3 m than the upper limit of adjacent P. oceanica meadows. Seedling establishment occurred more frequently on rocky than on sandy substrate, and rarely on dead “matte” or meadows of the seagrass Cymodocea nodosa. The chance of colonization success on rock was two times higher than on sand. Our 11 years of observations have allowed for the first time the documentation of the formation and development of patches by P. oceanica seed. These findings contradict the historical assumption that sexual recruitment is rare and usually unsuccessful for P. oceanica, and highlight the potential importance of recruitment for

  10. Academic faculty governance and recruitment decisions

    NARCIS (Netherlands)

    Prüfer, J.; Walz, U.

    2013-01-01

    We analyze the implications of the governance structure in academic faculties for their recruitment decisions when competing for new researchers. The value to individual members through social interaction within the faculty depends on the average status of their fellow members. In recruitment

  11. Academic Faculty Governance and Recruitment Decisions

    NARCIS (Netherlands)

    Prüfer, J.; Walz, U.

    2009-01-01

    We analyze the implications of the governance structure in academic faculties for their recruitment decisions when competing for new researchers. The value to individual members through social interaction within the faculty depends on the average status of their fellow members. In recruitment

  12. The Relationship between the Introvert and Extravert Dichotomy and Small Unit Recruiting Volume Production within the Watertown Recruiting Company

    Science.gov (United States)

    2016-05-22

    RECRUITING COMPANY A thesis presented to the Faculty of the U.S. Army Command and General Staff College in partial fulfillment of the...including suggestions for reducing this burden to Department of Defense, Washington Headquarters Services, Directorate for Information Operations and...Unit Recruiting Volume Production Within The Watertown Recruiting Company 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER

  13. Comparing sexual minority cancer survivors recruited through a cancer registry to convenience methods of recruitment.

    Science.gov (United States)

    Boehmer, Ulrike; Clark, Melissa A; Timm, Alison; Glickman, Mark; Sullivan, Mairead

    2011-01-01

    Sexual minority women, defined as having a lesbian or bisexual identity or reporting a preference for a female partner, are not considered by cancer surveillance. This study assesses the representativeness of sexual minority breast cancer survivors, defined as having a lesbian or bisexual identity or reporting a preference for a female partner, who were recruited into a convenience sample compared with a population-based registry sample of sexual minority breast cancer survivors. Long-term survivors of non-metastatic breast cancer who self-reported as sexual minority were recruited from a cancer registry and subsequently from the community using convenience recruitment methods. Sexual minority breast cancer survivors who screened eligible participated in a telephone survey about their quality of life and factors associated therewith. Participants in the convenience sample were similar to the registry-based sample with respect to adjustment to cancer, physical health, trust in physician, coping, social support, and sexual minority experiences. Compared with the convenience sample, breast cancer survivors in the registry sample were more likely married, more educated, diagnosed more recently, at an earlier stage of cancer, and more likely treated with breast-conserving surgery; they differed on adjuvant therapies. Because sexual minority breast cancer survivors who volunteered for the community-based sample shared most characteristics of the sample recruited from the cancer registry, we concluded that the community sample had comparable representational quality. In the absence of cancer surveillance of sexual minorities, thoughtful convenience recruitment methods provide good representational quality convenience samples. Copyright © 2011 Jacobs Institute of Women's Health. Published by Elsevier Inc. All rights reserved.

  14. Strategies to improve recruitment to randomised trials.

    Science.gov (United States)

    Treweek, Shaun; Pitkethly, Marie; Cook, Jonathan; Fraser, Cynthia; Mitchell, Elizabeth; Sullivan, Frank; Jackson, Catherine; Taskila, Tyna K; Gardner, Heidi

    2018-02-22

    Recruiting participants to trials can be extremely difficult. Identifying strategies that improve trial recruitment would benefit both trialists and health research. To quantify the effects of strategies for improving recruitment of participants to randomised trials. A secondary objective is to assess the evidence for the effect of the research setting (e.g. primary care versus secondary care) on recruitment. We searched the Cochrane Methodology Review Group Specialised Register (CMR) in the Cochrane Library (July 2012, searched 11 February 2015); MEDLINE and MEDLINE In Process (OVID) (1946 to 10 February 2015); Embase (OVID) (1996 to 2015 Week 06); Science Citation Index & Social Science Citation Index (ISI) (2009 to 11 February 2015) and ERIC (EBSCO) (2009 to 11 February 2015). Randomised and quasi-randomised trials of methods to increase recruitment to randomised trials. This includes non-healthcare studies and studies recruiting to hypothetical trials. We excluded studies aiming to increase response rates to questionnaires or trial retention and those evaluating incentives and disincentives for clinicians to recruit participants. We extracted data on: the method evaluated; country in which the study was carried out; nature of the population; nature of the study setting; nature of the study to be recruited into; randomisation or quasi-randomisation method; and numbers and proportions in each intervention group. We used a risk difference to estimate the absolute improvement and the 95% confidence interval (CI) to describe the effect in individual trials. We assessed heterogeneity between trial results. We used GRADE to judge the certainty we had in the evidence coming from each comparison. We identified 68 eligible trials (24 new to this update) with more than 74,000 participants. There were 63 studies involving interventions aimed directly at trial participants, while five evaluated interventions aimed at people recruiting participants. All studies were in

  15. Participant Recruitment and Engagement in Automated eHealth Trial Registration: Challenges and Opportunities for Recruiting Women Who Experience Violence

    Science.gov (United States)

    McLean, Christine; Rohan, Maheswaran; Sisk, Rose; Dobbs, Terry; Nada-Raja, Shyamala; Wilson, Denise; Vandal, Alain C

    2016-01-01

    Background Automated eHealth Web-based research trials offer people an accessible, confidential opportunity to engage in research that matters to them. eHealth trials may be particularly useful for sensitive issues when seeking health care may be accompanied by shame and mistrust. Yet little is known about people’s early engagement with eHealth trials, from recruitment to preintervention autoregistration processes. A recent randomized controlled trial that tested the effectiveness of an eHealth safety decision aid for New Zealand women in the general population who experienced intimate partner violence (isafe) provided the opportunity to examine recruitment and preintervention participant engagement with a fully automated Web-based registration process. The trial aimed to recruit 340 women within 24 months. Objective The objective of our study was to examine participant preintervention engagement and recruitment efficiency for the isafe trial, and to analyze dropout through the registration pathway, from recruitment to eligibility screening and consent, to completion of baseline measures. Methods In this case study, data collection sources included the trial recruitment log, Google Analytics reports, registration and program metadata, and costs. Analysis included a qualitative narrative of the recruitment experience and descriptive statistics of preintervention participant engagement and dropout rates. A Koyck model investigated the relationship between Web-based online marketing website advertisements (ads) and participant accrual. Results The isafe trial was launched on September 17, 2012. Placement of ads in an online classified advertising platform increased the average number of recruited participants per month from 2 to 25. Over the 23-month recruitment period, the registration website recorded 4176 unique visitors. Among 1003 women meeting eligibility criteria, 51.55% (517) consented to participate; among the 501 women who enrolled (consented, validated

  16. System analysis of industrial waste management: A case study of industrial plants located between Tehran and Karaj

    OpenAIRE

    Mohammad Amin Karami; Mohsen Sadani; Mehdi Farzadkia; Nezam Mirzaei; Anvar Asadi

    2015-01-01

    Aims: In this study, management of industrial waste in industries located between Tehran and Karaj in 2009-2010 was examined. Materials and Methods: This is a cross-sectional study which was done by site survey (Iranian environmental protection organization) questionnaire usage and results analysis. This questionnaire was consisted of 45 questions about industrial waste, quantity, quality, and management. A total number of industries with over 50 employees was 283, and Stratified sampling...

  17. A Strategic Systems Model for Effective Recruiting

    National Research Council Canada - National Science Library

    Woolever, Daniel

    2003-01-01

    .... After introducing a model for effective and efficient recruiting, this Strategic Research Project describes the Air Force recruiting organizational structure, management processes and practices...

  18. Differing effects of eelgrass Zostera marina on recruitment and growth of associated blue mussels Mytilus edulis

    NARCIS (Netherlands)

    Reusch, B.H.T.

    1998-01-01

    I studied the effects of habitat structure, provided by an eelgrass Zostera marina canopy, on shell growth rate and recruitment of co-occurring blue mussels Mytilus edulis in the Western Baltic Sea. M. edulis in clumps consisting of 10 and 30 individuals were tagged and placed in unvegetated areas

  19. E-recruiting Platforms: Features that Influence the Efficiency of Online Recruitment Systems

    OpenAIRE

    Ondina ROSOIU; Cristian POPESCU

    2016-01-01

    Twenty active e-recruitment platform users took part in this study for discovering the most asked for features in a web based hiring process. The respondents were chosen based on their history on such recruitment platforms. With the help of our Internet users we narrowed down the number of platforms, to research for outstanding features and tool efficiency, to five most impressive ones (e-jobs, hipo, bestjobs, LinkedIn, Freelancer). The results were as useful as we expected when we proposed a...

  20. Poster Abstract: Towards NILM for Industrial Settings

    DEFF Research Database (Denmark)

    Holmegaard, Emil; Kjærgaard, Mikkel Baun

    2015-01-01

    Industry consumes a large share of the worldwide electricity consumption. Disaggregated information about electricity consumption enables better decision-making and feedback tools to optimize electricity consumption. In industrial settings electricity loads consist of a variety of equipment, whic...... consumption for six months, at an industrial site. In this poster abstract we provide initial results for how industrial equipment challenge NILM algorithms. These results thereby open up for evaluating the use of NILM in industrial settings....

  1. Recruitment of bloom-forming cyanobacteria and its driving factors ...

    African Journals Online (AJOL)

    Based on most of the literature, this paper reviewed the progress made in following aspects: cognition to cyanobacteria recruitment, various traps for studying cyanobacteria recruitment in lakes, recruitment patterns of some species of cyanobacteria, and the driving factors for recruitment. Additionally, perspective studies of ...

  2. Microvascular Recruitment in Insulin Resistance

    DEFF Research Database (Denmark)

    Sjøberg, Kim Anker

    the resonating sound from the microbubbles in the systemic circulation were recorded for determination of microvascular recruitment in designated muscle segments. Results showed that microvascular recruitment increased with insulin stimulation by ~30% in rats and ~40% in humans (study I). Furthermore......, it was observed that muscle contractions increased muscle perfusion rapidly by 3-4 fold and by 1-2 fold compared to basal and insulin, respectively, in both rat and human skeletal muscle (study I). The real-time contrast-enhanced ultrasound method was applied to investigate the vaso-active effect of the incretin...... hormone glucagon-like-peptide-1 (GLP-1) in the microcirculation. Glucagon-like-peptide-1 analogs are drugs used for treatments of insulin resistance and type 2 diabetes but the vascular effects of GLP-1 in vivo are elusive. Here it was shown that GLP-1 rapidly increased the microvascular recruitment...

  3. Lung volume recruitment in multiple sclerosis.

    Directory of Open Access Journals (Sweden)

    Nadim Srour

    Full Text Available INTRODUCTION: Pulmonary function abnormalities have been described in multiple sclerosis including reductions in forced vital capacity (FVC and cough but the time course of this impairment is unknown. Peak cough flow (PCF is an important parameter for patients with respiratory muscle weakness and a reduced PCF has a direct impact on airway clearance and may therefore increase the risk of respiratory tract infections. Lung volume recruitment is a technique that improves PCF by inflating the lungs to their maximal insufflation capacity. OBJECTIVES: Our goals were to describe the rate of decline of pulmonary function and PCF in patients with multiple sclerosis and describe the use of lung volume recruitment in this population. METHODS: We reviewed all patients with multiple sclerosis referred to a respiratory neuromuscular rehabilitation clinic from February 1999 until December 2010. Lung volume recruitment was attempted in patients with FVC <80% predicted. Regular twice daily lung volume recruitment was prescribed if it resulted in a significant improvement in the laboratory. RESULTS: There were 79 patients included, 35 of whom were seen more than once. A baseline FVC <80% predicted was present in 82% of patients and 80% of patients had a PCF insufficient for airway clearance. There was a significant decline in FVC (122.6 mL/y, 95% CI 54.9-190.3 and PCF (192 mL/s/y, 95% 72-311 over a median follow-up time of 13.4 months. Lung volume recruitment was associated with a slower decline in FVC (p<0.0001 and PCF (p = 0.042. CONCLUSION: Pulmonary function and cough decline significantly over time in selected patients with multiple sclerosis and lung volume recruitment is associated with a slower rate of decline in lung function and peak cough flow. Given design limitations, additional studies are needed to assess the role of lung volume recruitment in patients with multiple sclerosis.

  4. Innovative and practical technical development of nuclear energy. Efforts on proposal and recruitment type technical development of nuclear energy

    International Nuclear Information System (INIS)

    Matsui, Kazuaki; Shioiri, Akio; Hamada, Jun; Kanagawa, Takashi; Mori, Yukihide; Kouno, Koji

    2003-01-01

    In technical development of nuclear energy conceiving a view on energy environment problem at the 21st Century, technical development on innovative nuclear energy system as well as next generation LWR is an important subject. Even in Japan, on the 'Long-term program for research, development and utilization of nuclear energy (LPRNE)' summarized by the Atomic Energy Commission, investigation on R and Ds of innovative reactors under cooperation of government, industrial field, and universities is required. In the Energy Generalized Engineering Institute, by receiving a subsidy from the Ministry of Economy and Industry since 2000, a proposal recruitment business on innovative and practical technical development of nuclear energy has been carried out. Here were introduced hopeful and unique five themes out of them applied to the recruitment, such as a super-critical pressure water cooling reactor (SCPR), an integrated modular LWR (IMR): technical development for practice, technical development on general purpose boiling transitional analysis method, technical development on direct extraction of U and Pu from consumed fuels based on super-DIREX reprocessing method, and material transfer forecasting in natural barriers at landfill disposal of radioactive wastes. (G.K.)

  5. Comparing undergraduate and community-recruited adult non-gamblers' motives for not gambling: Do they differ?

    Science.gov (United States)

    Rash, Christina L; Kim, Hyoun S; Hodgins, David C; McGrath, Daniel S

    2018-01-01

    The field of gambling studies has extensively focused on isolating risk factors for developing a gambling disorder. Conversely, little attention has been paid to identifying protective factors against gambling disorder among people who choose to not gamble at all. Moreover, the limited number of studies that have focused on non-gamblers have neglected to differentiate current from lifetime non-gamblers. The purpose of the present study was to examine motives for not gambling among a diverse sample of adult lifetime non-gamblers recruited from the community and to compare these motives to an undergraduate student sample of non-gamblers from a previous study. Participants consisted of 219 lifetime non-gamblers (45.2% male) from the United States recruited via Amazon's Mechanical Turk. The previously recruited sample consisted of Canadian undergraduate students (n=196). Eight distinct categories of motivations for not gambling were identified in the sample of adult community non-gamblers, which corresponded closely with previous findings from the student sample. However, comparisons between the two samples revealed that adult lifetime non-gamblers were more likely to provide financial motives as reasons for not gambling. Whereas, the student sample was more likely to mention disinterest and the influence of others as reasons to avoid gambling. Results suggest that the choice not to gamble among lifetime non-gamblers may reflect a more conscious, values-based decision when compared to undergraduate non-gamblers. Copyright © 2017 Elsevier Ltd. All rights reserved.

  6. Green hands : how the oilpatch recruits and trains a very different generation of young workers

    Energy Technology Data Exchange (ETDEWEB)

    Byfield, M.

    2010-07-15

    The recruitment and retention of high-quality personnel is an ongoing challenge for Canada's oil and gas industry. Only 1 in 10 new employees last more than 2 months. This article discussed some of the methods used by Trinidad Drilling Ltd. to recruit and train new employees. The company advertises information sessions in communities across Canada to target men from 18 to 30 years old. Potential applicants are put through a long interview process that educates them about rig work, locations, and personal safety. Pre-employment medical and physical examinations are also conducted, and new employees are tested for their physical and mechanical aptitude. An orientation program is then held at a drilling rig. New employees are then expected to complete an on-the-job training program to discuss hazard identification and other issues. Approximately 60 per cent of the employees who pass the application process are still retained by the company after 90 days. 2 figs.

  7. 20 CFR 655.156 - Recruitment report.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Recruitment report. 655.156 Section 655.156... FOREIGN WORKERS IN THE UNITED STATES Labor Certification Process for Temporary Agricultural Employment in the United States (H-2A Workers) Post-Acceptance Requirements § 655.156 Recruitment report. (a...

  8. Minority Teacher Recruitment and Retention Strategies

    Science.gov (United States)

    Kearney-Gissendaner, Janet E.

    2010-01-01

    The tools and resources in this book help school leaders seamlessly incorporate minority teacher recruitment and retention programs into current human-resources activities. With details about exemplary minority teacher recruitment and retention programs, this book also showcases strategies for how to replicate such programs in your own school or…

  9. A Comparison of Recruitment Methods for an mHealth Intervention Targeting Mothers: Lessons from the Growing Healthy Program.

    Science.gov (United States)

    Laws, Rachel A; Litterbach, Eloise-Kate V; Denney-Wilson, Elizabeth A; Russell, Catherine G; Taki, Sarah; Ong, Kok-Leong; Elliott, Rosalind M; Lymer, Sharyn J; Campbell, Karen J

    2016-09-15

    Mobile health (mHealth) programs hold great promise for increasing the reach of public health interventions. However, mHealth is a relatively new field of research, presenting unique challenges for researchers. A key challenge is understanding the relative effectiveness and cost of various methods of recruitment to mHealth programs. The objectives of this study were to (1) compare the effectiveness of various methods of recruitment to an mHealth intervention targeting healthy infant feeding practices, and (2) explore factors influencing practitioner referral to the intervention. The Growing healthy study used a quasi-experimental design with an mHealth intervention group and a concurrent nonrandomized comparison group. Eligibility criteria included: expectant parents (>30 weeks of gestation) or parents with an infant mobile phone, ≥18 years old, and living in Australia. Recruitment to the mHealth program consisted of: (1) practitioner-led recruitment through Maternal and Child Health nurses, midwives, and nurses in general practice; (2) face-to-face recruitment by researchers; and (3) online recruitment. Participants' baseline surveys provided information regarding how participants heard about the study, and their sociodemographic details. Costs per participant recruited were calculated by taking into account direct advertising costs and researcher time/travel costs. Practitioner feedback relating to the recruitment process was obtained through a follow-up survey and qualitative interviews. A total of 300 participants were recruited to the mHealth intervention. The cost per participant recruited was lowest for online recruitment (AUD $14) and highest for practice nurse recruitment (AUD $586). Just over half of the intervention group (50.3%, 151/300) were recruited online over a 22-week period compared to practitioner recruitment (29.3%, 88/300 over 46 weeks) and face-to-face recruitment by researchers (7.3%, 22/300 over 18 weeks). No significant differences were

  10. Value-based recruitment in midwifery: do the values align with what women say is important to them?

    Science.gov (United States)

    Callwood, Alison; Cooke, Debbie; Allan, Helen

    2016-10-01

    The aim of this study was to discuss theoretical conceptualization and definition of values and value-based recruitment in the context of women's views about what they would like from their midwife. Value-based recruitment received headline status in the UK government's response to pervasive deficiencies in compassionate care identified in the health service. Core values which aim to inform service user's experience are defined in the National Health Service Constitution but clarity about whether these encompass all that women say is important to them is needed. Discussion paper. A literature search included published papers written in English relating to values, VBR and women's views of a 'good' midwife with no date limiters. Definitions of values and value-based recruitment are examined. Congruence is explored between what women say is important to them and key government and professional regulatory documentation. The importance of a 'sustainable emotional' dimension in the midwife-mother relationship is suggested. Inconsistencies are identified between women's views, government, professional documentation and what women say they want. An omission of any reference to emotions or emotionality in value-based recruitment policy, professional recruitment and selection guidance documentation is identified. A review of key professional documentation, in relation to selection for 'values', is proposed. We argue for clarity and revision so that values embedded in value-based recruitment are consistent with health service users' views. An enhancement of the 'values' in the value-based recruitment framework is recommended to include the emotionality that women state is a fundamental part of their relationship with their midwife. © 2016 John Wiley & Sons Ltd.

  11. Updated analysis of flatfish recruitment response to climate variability and ocean conditions in the Eastern Bering Sea

    Science.gov (United States)

    Wilderbuer, Thomas; Stockhausen, William; Bond, Nicholas

    2013-10-01

    This study provides a retrospective analysis of the relationship between physical oceanography, biology and recruitment of three Eastern Bering Sea flatfish stocks: flathead sole (Hippoglossoides elassodon), northern rock sole (Lepidopsetta polyxystra), and arrowtooth flounder (Atheresthes stomias) during the period 1978-2005. Stock assessment model estimates of recruitment and spawning stock size indicate that temporal patterns in productivity are consistent with decadal scale (or shorter) patterns in climate variability, which may influence marine survival during the early life history phases. Density-dependence (through spawning stock size) was statistically significant in a Ricker stock-recruit model of flatfish recruitment that included environmental terms. Wind-driven advection of northern rock sole and flathead sole larvae to favorable nursery grounds was found to coincide with years of above-average recruitment. Ocean forcing of Bristol Bay surface waters during springtime was mostly on-shelf (eastward) during the 1980s and again in the early 2000s, but was off-shelf (westerly) during the 1990s, corresponding with periods of good and poor recruitment, respectively. Finally, the Arctic Oscillation was found to be an important indicator of arrowtooth flounder productivity. Model results were applied to IPCC (Intergovernmental Panel on Climate Change) future springtime wind scenarios to predict the future impact of climate on northern rock sole productivity and indicated that a moderate future increase in recruitment might be expected because the climate trends favor on-shelf transport but that density-dependence will dampen this effect such that northern rock sole abundance will not be substantially affected by climate change.

  12. Improving Human Resources Recruitment in Maritime Domain

    OpenAIRE

    Surugiu Felicia; Dragomir Cristina

    2011-01-01

    In order to improve maritime human resources recruitment, most crewing and shipping companies implement an internal procedure of recruitment and management of ship’s crew. Based on observations at several crewing companies, this paper presents an example of such procedure meant to ensure that qualified and competent personnel is recruited and all ships in the fleet have crew members understanding their roles, duties and responsibilities and capable of working effectively in teams

  13. Industrialized Innovation: The Connection of Science & Technology Innovation with Industrial Innovation

    Institute of Scientific and Technical Information of China (English)

    Yinxing Hong; Yao Lu; Jianghuai Zheng

    2017-01-01

    In light of the relationship and the current disconnection between science & technology (S&T) innovation and industrial innovation in China,it is necessary to put forward and emphasize the concept of industrialized innovation.Industrialized innovation is the bridge and intermediation between S&T innovation and industrial innovation,which is not only a concept,but also a mechanism and combination force.There are two ways to achieve industrialized innovation:through industry-university-research coordination and through technology entrepreneurship.The meaning of industry-university-research coordination is not about coordination among industry,university and research sectors in an institutional sense;rather it is about the coordination of the functions of cultivation and development in new industries,new technologies,and new talents of industrialized innovation.The incentive mechanism for industrialized innovation should motivate not only innovation but also coordination.Technology entrepreneurship is the industrialization of new technology through business start-ups,which occurs beyond the stage of incubation and development of new technology.The capital of technology entrepreneurship is the set consisting of knowledge capital manifested through technological innovation,human capital manifested through entrepreneurs,and physical capital in the form of venture capital.While physical capital is indispensable,knowledge capital and human capital play the decisive role in technology entrepreneurship.The industrialization of technological innovation involves two requirements:one is to enable the new technology industry to achieve a large scale rapidly,and the other is to fully realize the potential value of the new technology.Both requirements are reliant on effective innovation in business models.

  14. Grip Strength and Its Relationship to Police Recruit Task Performance and Injury Risk: A Retrospective Cohort Study.

    Science.gov (United States)

    Orr, Robin; Pope, Rodney; Stierli, Michael; Hinton, Benjamin

    2017-08-21

    Suitable grip strength is a police occupational requirement. The aim of this study was to investigate the association between grip strength, task performance and injury risk in a police population. Retrospective data of police recruits (n = 169) who had undergone basic recruit training were provided, including handgrip strength results, occupational task performance measures (consisting of police task simulations [SIM], tactical options [TACOPS] and marksmanship assessments) and injury records. Left hand grip strength (41.91 ± 8.29 kg) measures showed a stronger correlation than right hand grip strength (42.15 ± 8.53 kg) with all outcome measures. Recruits whose grip strength scores were lower were significantly more susceptible to failing the TACOPS occupational task assessment than those with greater grip strength scores, with significant ( p ≤ 0.003) weak to moderate, positive correlations found between grip strength and TACOPS performance. A significant ( p performance, with those performing better in marksmanship having higher grip strength. Left hand grip strength was significantly associated with injury risk ( r = -0.181, p = 0.018) but right hand grip strength was not. A positive association exists between handgrip strength and police recruit task performance (notably TACOPS and marksmanship) with recruits who scored poorly on grip strength being at greatest risk of occupational assessment task failure.

  15. Wolf population dynamics in the U.S. Northern Rocky Mountains are affected by recruitment and human-caused mortality

    Science.gov (United States)

    Gude, J.A.; Mitchell, M.S.; Russell, R.E.; Sime, C.A.; Bangs, E.E.; Mech, L.D.; Ream, R.R.

    2012-01-01

    Reliable analyses can help wildlife managers make good decisions, which are particularly critical for controversial decisions such as wolf (Canis lupus) harvest. Creel and Rotella (2010) recently predicted substantial population declines in Montana wolf populations due to harvest, in contrast to predictions made by Montana Fish, Wildlife and Parks (MFWP). We replicated their analyses considering only those years in which field monitoring was consistent, and we considered the effect of annual variation in recruitment on wolf population growth. Rather than assuming constant rates, we used model selection methods to evaluate and incorporate models of factors driving recruitment and human-caused mortality rates in wolf populations in the Northern Rocky Mountains. Using data from 27 area-years of intensive wolf monitoring, we show that variation in both recruitment and human-caused mortality affect annual wolf population growth rates and that human-caused mortality rates have increased with the sizes of wolf populations. We document that recruitment rates have decreased over time, and we speculate that rates have decreased with increasing population sizes and/or that the ability of current field resources to document recruitment rates has recently become less successful as the number of wolves in the region has increased. Estimates of positive wolf population growth in Montana from our top models are consistent with field observations and estimates previously made by MFWP for 2008-2010, whereas the predictions for declining wolf populations of Creel and Rotella (2010) are not. Familiarity with limitations of raw data, obtained first-hand or through consultation with scientists who collected the data, helps generate more reliable inferences and conclusions in analyses of publicly available datasets. Additionally, development of efficient monitoring methods for wolves is a pressing need, so that analyses such as ours will be possible in future years when fewer resources

  16. 20 CFR 655.158 - Duration of positive recruitment.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Duration of positive recruitment. 655.158 Section 655.158 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR TEMPORARY... recruitment. Except as otherwise noted, the obligation to engage in positive recruitment described in §§ 655...

  17. E-recruitment and Selection

    DEFF Research Database (Denmark)

    Holm, Anna B.; Haahr, Lars

    2018-01-01

    The use of information and communication technologies has revolutionized e-recruitment and selection function in many organizations, especially transforming it into a time- and space-independent process of sourcing and evaluating candidates. In the process, organizations rely on websites, social...... media and job portals for sourcing candidates and deploy computerized and online assessment tools when selecting the best-qualified applicants. Similarly, their communication with jobseekers has moved to cyberspace and is often performed through applicant tracking systems, where hiring managers use...... mobile technologies to track and evaluate candidates. In this chapter, we present an overview of e-recruitment and selection practices and discuss the use of technology throughout the hiring process....

  18. 20 CFR 655.205 - Recruitment period.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Recruitment period. 655.205 Section 655.205... FOREIGN WORKERS IN THE UNITED STATES Labor Certification Process for Logging Employment and Non-H-2A Agricultural Employment § 655.205 Recruitment period. (a) If the OFLC Administrator determines that the...

  19. Manpower development in the US nuclear power industry

    International Nuclear Information System (INIS)

    Todreas, N.E.; Foulke, L.R.

    1985-01-01

    This paper reviews the history and current status of the university nuclear education sector and the utility training sector of the United States (US) nuclear power industry. Recently, the number of programs in the university nuclear education sector has declined, and the remaining programs are in need of both strong governmental and industrial assistance if they are to remain a stable source for educating nuclear engineers and health physicists to staff the resurgence of the nuclear power industry. The utility training sector has undergone remarkable development since the TMI-2 accident. Programs to recruit, train, and qualify the variety of personnel needed, as well as the steps to accredit these programs, are being developed on a systematic, industry-wide basis. A number of new technologies for educating and training personnel are emerging which may be used to create or improve learning environments. Manpower development for the US nuclear power industry is a shared responsibility among the universities, the nuclear utilities, and the nuclear suppliers. This shared responsibility can continue to be best discharged by enhancement of the interaction among all parties with respect to evaluating the proper level of cognitive development within the utility training program

  20. Recruitment Of International Students Into Cameroon Tertiary ...

    African Journals Online (AJOL)

    Recruitment Of International Students Into Cameroon Tertiary Institutions In The Absence Of International Offices. ... The present system of recruiting international students is haphazardly been handled by ... AJOL African Journals Online.

  1. Recruiting for Prior Service Market

    Science.gov (United States)

    2008-06-01

    perceptions, expectations and issues for re-enlistment • Develop potential marketing and advertising tactics and strategies targeted to the defined...01 JUN 2008 2. REPORT TYPE N/A 3. DATES COVERED - 4. TITLE AND SUBTITLE Recruiting for Prior Service Market 5a. CONTRACT NUMBER 5b. GRANT...Command First Handshake to First Unit of Assignment An Army of One Proud to Be e e to Serve Recruiting for Prior Service Market MAJ Eric Givens / MAJ Brian

  2. Recruitment strategies and colony size in social insects

    NARCIS (Netherlands)

    Planque, R.; van den Berg, G.J.B.; Franks, N.R.

    2010-01-01

    Ants use a great variety of recruitment methods to forage for food or find new nests, including tandem running, group recruitment and scent trails. It has been known for some time that there is a loose correlation across many taxa between species-specific mature colony size and recruitment method.

  3. Evaluating outcome-correlated recruitment and geographic recruitment bias in a respondent-driven sample of people who inject drugs in Tijuana, Mexico.

    Science.gov (United States)

    Rudolph, Abby E; Gaines, Tommi L; Lozada, Remedios; Vera, Alicia; Brouwer, Kimberly C

    2014-12-01

    Respondent-driven sampling's (RDS) widespread use and reliance on untested assumptions suggests a need for new exploratory/diagnostic tests. We assessed geographic recruitment bias and outcome-correlated recruitment among 1,048 RDS-recruited people who inject drugs (Tijuana, Mexico). Surveys gathered demographics, drug/sex behaviors, activity locations, and recruiter-recruit pairs. Simulations assessed geographic and network clustering of active syphilis (RPR titers ≥1:8). Gender-specific predicted probabilities were estimated using logistic regression with GEE and robust standard errors. Active syphilis prevalence was 7 % (crude: men = 5.7 % and women = 16.6 %; RDS-adjusted: men = 6.7 % and women = 7.6 %). Syphilis clustered in the Zona Norte, a neighborhood known for drug and sex markets. Network simulations revealed geographic recruitment bias and non-random recruitment by syphilis status. Gender-specific prevalence estimates accounting for clustering were highest among those living/working/injecting/buying drugs in the Zona Norte and directly/indirectly connected to syphilis cases (men: 15.9 %, women: 25.6 %) and lowest among those with neither exposure (men: 3.0 %, women: 6.1 %). Future RDS analyses should assess/account for network and spatial dependencies.

  4. Uncover the recruiter in you!

    CERN Multimedia

    2013-01-01

    2013 saw the launch of the one-day training course "Selecting the best person for CERN". So far, 10 courses have taken place and over 100 participants have taken part in this interactive, hands on experience.   The course has been met with much enthusiasm and positive feedback, with participants not only feeling better prepared and organised for the recruitment boards, but also equipped with concrete tools on how to prepare and conduct an effective selection interview. Following on from this success, further sessions are planned in 2014: we look forward to welcoming recruiting supervisors and board members who are likely to take part in a recruitment process, whether for LD or LD2IC, and who are interested in finding out more about how to get the most out of this important process! To enrol to this course, please follow this link: "Selecting the best person for CERN".

  5. Recruitment of ethnic minorities for public health research

    DEFF Research Database (Denmark)

    Nielsen, Annemette Ljungdalh; Smith Jervelund, Signe; Villadsen, Sarah Fredsted

    2017-01-01

    Aims: This paper examines the importance of recruitment site in relation to the recruitment of ethnic minorities into health research. It presents a synthesis of experiences drawn from six interlinked Danish studies which applied different methods and used healthcare facilities and educational...... study designs also depended on the possibility of singling out specific locations with a high proportion of the relevant ethnic minority target population. Conclusions:The findings, though based on a small number of cases, indicate that health professionals and healthcare institutions, despite...... settings as sites for recruitment. Methods: Inspired by interpretive reviewing, data on recruitment methods from the different studies were synthesized with a focus on the various levels of recruitment success achieved. This involved an iterative process of comparison, analysis and discussion...

  6. Recruiting Transcultural Qualitative Research Participants: A Conceptual Model

    Directory of Open Access Journals (Sweden)

    Phyllis Eide

    2005-06-01

    Full Text Available Working with diverse populations poses many challenges to the qualitative researcher who is a member of the dominant culture. Traditional methods of recruitment and selection (such as flyers and advertisements are often unproductive, leading to missed contributions from potential participants who were not recruited and researcher frustration. In this article, the authors explore recruitment issues related to the concept of personal knowing based on experiences with Aboriginal Hawai'ian and Micronesian populations, wherein knowing and being known are crucial to successful recruitment of participants. They present a conceptual model that incorporates key concepts of knowing the other, cultural context, and trust to guide other qualitative transcultural researchers. They also describe challenges, implications, and concrete suggestions for recruitment of participants.

  7. Respondent driven sampling: determinants of recruitment and a method to improve point estimation.

    Directory of Open Access Journals (Sweden)

    Nicky McCreesh

    Full Text Available Respondent-driven sampling (RDS is a variant of a link-tracing design intended for generating unbiased estimates of the composition of hidden populations that typically involves giving participants several coupons to recruit their peers into the study. RDS may generate biased estimates if coupons are distributed non-randomly or if potential recruits present for interview non-randomly. We explore if biases detected in an RDS study were due to either of these mechanisms, and propose and apply weights to reduce bias due to non-random presentation for interview.Using data from the total population, and the population to whom recruiters offered their coupons, we explored how age and socioeconomic status were associated with being offered a coupon, and, if offered a coupon, with presenting for interview. Population proportions were estimated by weighting by the assumed inverse probabilities of being offered a coupon (as in existing RDS methods, and also of presentation for interview if offered a coupon by age and socioeconomic status group.Younger men were under-recruited primarily because they were less likely to be offered coupons. The under-recruitment of higher socioeconomic status men was due in part to them being less likely to present for interview. Consistent with these findings, weighting for non-random presentation for interview by age and socioeconomic status group greatly improved the estimate of the proportion of men in the lowest socioeconomic group, reducing the root-mean-squared error of RDS estimates of socioeconomic status by 38%, but had little effect on estimates for age. The weighting also improved estimates for tribe and religion (reducing root-mean-squared-errors by 19-29%, but had little effect for sexual activity or HIV status.Data collected from recruiters on the characteristics of men to whom they offered coupons may be used to reduce bias in RDS studies. Further evaluation of this new method is required.

  8. Post-secondary stress : Alberta's colleges and universities race to get seats open to help fill a coming energy industry labour crunch

    Energy Technology Data Exchange (ETDEWEB)

    Bentein, J.

    2010-09-15

    The oil sands industry is finding it difficult to recruit younger people due to its negative image as a major polluter. A recent survey has suggested that Canada's petroleum industry will struggle to find employees by the end of the decade. Younger people are more conscious of environmental issues than previous generations. The energy industry is also facing a recruiting problem because the boom and bust nature of the industry has meant that earlier generations were not provided with the training or skill sets required to work in the industry. Post-secondary institutions are not equipped to train people for resource-related careers. The University of Alberta has started to increase the size of its engineering department and is expected to train increasing numbers of professionals for the oil and gas industry. The Southern Alberta Institute of Technology (SAIT) has created a new facility for training oil and gas industry workers. The University of Calgary is also expanding its engineering and science-related facilities. The Northern Alberta Institute of Technology (NAIT) has established new apprenticeship programs. Keyano College has doubled its number of trades and heavy industrial apprentices over the last year. 1 fig.

  9. Changing Recruitment Outcomes: The "Why" and the "How"

    Science.gov (United States)

    MacLean, Lisa; Pato, Michele T.

    2011-01-01

    Objective: Residency programs compete for applicants and commit extensive resources to the recruitment process. After failing to fill in the match for 5 years (1999-2004), this program decided to make changes in its recruitment process. The authors describe one program's experience in improving recruitment outcomes. Methods: The new training…

  10. Recruitment to Intellectual Disability Research: A Qualitative Study

    Science.gov (United States)

    Nicholson, L.; Colyer, M.; Cooper, S. -A.

    2013-01-01

    Background: Difficulties in the recruitment of adults with intellectual disability (ID) to research studies are well described but little studied. The aim of this study was to investigate the difficulties in recruiting to a specific research project, in order to inform future recruitment to ID research. Methods: Individual semi-structured…

  11. Energy conservation in industry

    International Nuclear Information System (INIS)

    Pembleton, P.

    1992-01-01

    Energy Conservation in Industry is the first number in the Energy and Environmental Series of the Industrial and Technological Information Bank (INTIB). The Series supersedes the INECA Journal and reflects the broader information programme undertaken by INTIB. The present number of the Series contains contributions from three major international databases and five topic-specific sources, including three United Nations Organizations. The present publication consists of a recent technical report on a current topic: reducing energy loss in four industrial sectors and improving energy conservation through waste-heat recovery, followed by two sections containing abstracts of technical materials

  12. An Empirical Analysis of the Impact of Recruitment Patterns on RDS Estimates among a Socially Ordered Population of Female Sex Workers in China

    Science.gov (United States)

    Yamanis, Thespina J.; Merli, M. Giovanna; Neely, William Whipple; Tian, Felicia Feng; Moody, James; Tu, Xiaowen; Gao, Ersheng

    2013-01-01

    Respondent-driven sampling (RDS) is a method for recruiting “hidden” populations through a network-based, chain and peer referral process. RDS recruits hidden populations more effectively than other sampling methods and promises to generate unbiased estimates of their characteristics. RDS’s faithful representation of hidden populations relies on the validity of core assumptions regarding the unobserved referral process. With empirical recruitment data from an RDS study of female sex workers (FSWs) in Shanghai, we assess the RDS assumption that participants recruit nonpreferentially from among their network alters. We also present a bootstrap method for constructing the confidence intervals around RDS estimates. This approach uniquely incorporates real-world features of the population under study (e.g., the sample’s observed branching structure). We then extend this approach to approximate the distribution of RDS estimates under various peer recruitment scenarios consistent with the data as a means to quantify the impact of recruitment bias and of rejection bias on the RDS estimates. We find that the hierarchical social organization of FSWs leads to recruitment biases by constraining RDS recruitment across social classes and introducing bias in the RDS estimates. PMID:24288418

  13. ARF1 recruits RAC1 to leading edge in neutrophil chemotaxis.

    Science.gov (United States)

    Mazaki, Yuichi; Onodera, Yasuhito; Higashi, Tsunehito; Horinouchi, Takahiro; Oikawa, Tsukasa; Sabe, Hisataka

    2017-10-02

    The small GTPase ARF1 mediates membrane trafficking mostly from the Golgi, and is essential for the G protein-coupled receptor (GPCR)-mediated chemotaxis of neutrophils. In this process, ARF1 is activated by the guanine nucleotide exchanger GBF1, and is inactivated by the GTPase-activating protein GIT2. Neutrophils generate the Gβγ-PAK1-αPIX-GIT2 linear complex during GPCR-induced chemotaxis, in which αPIX activates RAC1/CDC42, which then employs PAK1. However, it has remained unclear as to why GIT2 is included in this complex. We investigated the association between ARF1 and RAC1/CDC42 during the fMLP-stimulated chemotaxis of HL60 cells. We found that the silencing of GBF1 significantly impaired the recruitment of RAC1 to the leading edges, but not PAK1, αPIX, RAC2, or CDC42. A significant population of RAC1 colocalized with ARF1 at the leading edges in stimulated cells, whereas fMLP activated both ARF1 and ARF5. Consistently, the silencing of ARF1, but not ARF5, impaired the recruitment of RAC1, whereas the silencing of RAC1 did not affect the recruitment of ARF1 to the leading edges. Our results indicated that the activation of ARF1 triggers the plasma membrane recruitment of RAC1 in GPCR-mediated chemotaxis, which is essential for cortical actin remodeling. Thus, membrane remodeling at the leading edges appears to precede actin remodeling in chemotaxis. Together with the fact that GIT2, which inactivates ARF1, is an integral component of the machinery activating RAC1, we proposed a model in which the ARF1-RAC1 linkage enables the regulation of ARF1 by repetitive on/off cycles during GPCR-mediated neutrophil chemotaxis.

  14. Recruiting for addiction research via Facebook.

    Science.gov (United States)

    Thornton, Louise K; Harris, Keith; Baker, Amanda L; Johnson, Martin; Kay-Lambkin, Frances J

    2016-07-01

    This study aimed to examine the feasibility of recruiting participants to addiction research via Facebook. Participants were recruited via an advertisement on Facebook, a local research register and university psychology courses. Participants completed a self-report survey regarding substance use, history of mental health issues and current psychological distress. The 524 participants recruited via Facebook cost $1.86 per participant; and 418 participants were recruited via more traditional methods. There were significantly fewer women in the Facebook sample compared with the non-Facebook sample (χ(2)  = 196.61, P Facebook participants reported current use of tobacco (women: Facebook = 57%, non-Facebook = 21%, χ(2)  = 39.71, P Facebook = 62%, non-Facebook = 21%, χ(2)  = 32.429, P Facebook = 26%, non-Facebook = 7%, χ(2)  = 14.364, P Facebook = 46%, non-Facebook = 24%, χ(2)  = 6.765, P Facebook sample contained a higher percentage of high-severity cannabis users (women: Facebook = 24%, non-Facebook = 4%, χ(2)  = 18.12, P Facebook = 43%, non-Facebook = 16%, χ(2)  = 10.00, P Facebook, we were able to capture a greater proportion of people with high-severity substance use and mental health issues and were able to capture a greater and more severe range of substance use behaviours. This suggests social networking sites are efficient, cost-effective ways to recruit large numbers of participants, with relevant behaviours and conditions, to addiction research. [Thornton LK, Harris K, Baker AL, Johnson M, Kay-Lambkin FJ. Recruiting for addiction research via Facebook. Drug Alcohol Rev 2016;35:494-502]. © 2015 Australasian Professional Society on Alcohol and other Drugs.

  15. [Alveolar ventilation and recruitment under lung protective ventilation].

    Science.gov (United States)

    Putensen, Christian; Muders, Thomas; Kreyer, Stefan; Wrigge, Hermann

    2008-11-01

    Goal of mechanical ventilation is to improve gas exchange and reduce work of breathing without contributing to further lung injury. Besides providing adequate EELV and thereby arterial oxygenation PEEP in addition to a reduction in tidal volume is required to prevent cyclic alveolar collapse and tidal recruitment and hence protective mechanical ventilation. Currently, there is no consensus if and if yes at which price alveolar recruitment with high airway pressures should be intended ("open up the lung"), or if it is more important to reduce the mechanical stress and strain to the lungs as much as possible ("keep the lung closed"). Potential of alveolar recruitment differs from patient to patient but also between lung regions. Potential for recruitment depends probably more on regional lung mechanics - especially on lung elastance - than on the underlying disease. Based on available data neither high PEEP nor other methods used for alveolar recruitment could demonstrate a survival benefit in patients with ARDS. These results may support an individualized titration of PEEP or other manoeuvres used for recruitment taking into consideration the regional effects. Bedside imaging techniques allowing titration of PEEP or other manoeuvres to prevent end-expiratory alveolar collapse (tidal recruitment) and inspiratory overinflation may be a promising development.

  16. Recruitment for Competencies in Public and Private Sectors

    Directory of Open Access Journals (Sweden)

    Codruța OSOIAN

    2014-02-01

    Full Text Available The capacity to attract highly skilled human resources is dependent on the employee recruitment process implemented by organizations, which plays an important role for their competitiveness on the market. As the concern for the success of the recruitment process in public sectors is becoming more salient, the present study compares the use of recruitment practices in public and private sectors through a survey applied to 97 organizations. It also explores the outcomes in terms of quantity and quality of applications received when using various recruitment methods. Common points and differences were identified. Internal recruitment methods and e-recruitment based on job posting on the website of the organization are favored regardless of the type of organization (private or public. The differences weight mostly against public sector as public institutions use less often the recommendations received from acquaintances and networks, post fewer job adds on specialized online job boards, get fewer direct applications from candidates, and participate less often in job fairs. The largest number of applications is received through the use of online job boards, job posting on the website of the hiring organization and job advertising in written press. On the other hand, internal recruitment is perceived to result in attracting the highest quality applications.  

  17. 20 CFR 655.15 - Required pre-filing recruitment.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Required pre-filing recruitment. 655.15... States (H-2B Workers) § 655.15 Required pre-filing recruitment. (a) Time of filing of application. An... recruitment steps set forth in this section have been fully satisfied, except where specifically exempted from...

  18. Strong microsite control of seedling recruitment in tundra

    DEFF Research Database (Denmark)

    Graae, Bente J; Ejrnæs, Rasmus; Lang, Simone I

    2011-01-01

    The inclusion of environmental variation in studies of recruitment is a prerequisite for realistic predictions of the responses of vegetation to a changing environment. We investigated how seedling recruitment is affected by seed availability and microsite quality along a steep environmental......, the experimental seed addition showed that the microsite environment was even more important. For all species, seedling emergence peaked at the productive end of the gradient, irrespective of the adult niches realized. Disturbance promoted recruitment at all positions along the environmental gradient, not just...... at high productivity. Early seedling emergence constituted the main temporal bottleneck in recruitment for all species. Surprisingly, winter mortality was highest at what appeared to be the most benign end of the gradient. The results highlight that seedling recruitment patterns are largely determined...

  19. Researchers' perspectives on pediatric obesity research participant recruitment.

    Science.gov (United States)

    Parikh, Yasha; Mason, Maryann; Williams, Karen

    2016-12-01

    Childhood obesity prevalence has tripled over the last three decades. Pediatric obesity has important implications for both adult health as well as the United States economy. In order to combat pediatric obesity, exploratory studies are necessary to create effective interventions. Recruitment is an essential part of any study, and it has been challenging for all studies, especially pediatric obesity studies. The objective of this study was to understand barriers to pediatric obesity study recruitment and review facilitators to overcome recruitment difficulties. Twenty four childhood obesity researchers were contacted. Complete data for 11 researchers were obtained. Interviews were transcribed and analyzed using content analysis. Grounded Theory methodological approach was used, as this was an exploratory study. Investigators YP and MM coded the interviews using 28 codes. Barriers to recruitment included: family and study logistics, family economics, lack of provider interest, invasive protocols, stigma, time restraints of clinicians, lack of patient motivation/interest, groupthink of students in a classroom, and participants who do not accept his or her own weight status. Facilitators to enhance recruitment practices included accommodating participants outside of regular clinic hours, incentivizing participants, cultivating relationships with communities, schools and clinics prior to study recruitment, emphasizing benefits of a study for the patient, and shifting language to focus on health rather than obesity. Pediatric obesity researchers face many standard and some unique challenges to recruitment, reflecting challenges common to clinical research as well as some specific to pediatrics and some specific to obesity research. Both pediatric studies as well as obesity studies are an added challenge to the already-difficult task of general study recruitment. Our findings can be used to make researchers more aware of potential difficulties, approaches and on

  20. Implementing learnerships: learner recruitment and selection B ...

    African Journals Online (AJOL)

    Implementing learnerships: learner recruitment and selection B lessons learnt from the KwaZulu-Natal pilot projects. ... 2001 in KwaZulu-Natal, with specific reference to the recruitment and selection of learners. ... AJOL African Journals Online.

  1. Considering Family and Significant Others in the Faculty Recruitment Process: A Study of Social Work Recruiting Practices

    Directory of Open Access Journals (Sweden)

    Michael E. Sherr

    2007-12-01

    Full Text Available One of the most important facets of quality social work education is the recruitment and retention of faculty. This mixed methods study uses findings from an on-line survey of 106 recent (within three years faculty hires and their (n=24 spouse/partner/significant others (S/P/SO to determine the degree to which family- integrative recruitment strategies were being used in recruiting social work faculty and the impact with which the presence or absence of these strategies have on retention. A majority of respondents reported that S/P/SO were excluded from the recruitment process.Though the few respondents who felt included were pleased with their current position and planned to pursue tenure to stay with the school, a significant number of faculty whose S/P/SO were not involved were already contemplating their next position.The authors suggest family integrative strategies that help S/P/SO connect with the community may give social work programs the competitive edge they need to attract and retain the best and brightest social work faculty.

  2. A reliable and consistent production technology for high volume compacted graphite iron castings

    Directory of Open Access Journals (Sweden)

    Liu Jincheng

    2014-07-01

    Full Text Available The demands for improved engine performance, fuel economy, durability, and lower emissions provide a continual challenge for engine designers. The use of Compacted Graphite Iron (CGI has been established for successful high volume series production in the passenger vehicle, commercial vehicle and industrial power sectors over the last decade. The increased demand for CGI engine components provides new opportunities for the cast iron foundry industry to establish efficient and robust CGI volume production processes, in China and globally. The production window range for stable CGI is narrow and constantly moving. Therefore, any one step single addition of magnesium alloy and the inoculant cannot ensure a reliable and consistent production process for complicated CGI engine castings. The present paper introduces the SinterCast thermal analysis process control system that provides for the consistent production of CGI with low nodularity and reduced porosity, without risking the formation of flake graphite. The technology is currently being used in high volume Chinese foundry production. The Chinese foundry industry can develop complicated high demand CGI engine castings with the proper process control technology.

  3. Bio-inspired online variable recruitment control of fluidic artificial muscles

    Science.gov (United States)

    Jenkins, Tyler E.; Chapman, Edward M.; Bryant, Matthew

    2016-12-01

    This paper details the creation of a hybrid variable recruitment control scheme for fluidic artificial muscle (FAM) actuators with an emphasis on maximizing system efficiency and switching control performance. Variable recruitment is the process of altering a system’s active number of actuators, allowing operation in distinct force regimes. Previously, FAM variable recruitment was only quantified with offline, manual valve switching; this study addresses the creation and characterization of novel, on-line FAM switching control algorithms. The bio-inspired algorithms are implemented in conjunction with a PID and model-based controller, and applied to a simulated plant model. Variable recruitment transition effects and chatter rejection are explored via a sensitivity analysis, allowing a system designer to weigh tradeoffs in actuator modeling, algorithm choice, and necessary hardware. Variable recruitment is further developed through simulation of a robotic arm tracking a variety of spline position inputs, requiring several levels of actuator recruitment. Switching controller performance is quantified and compared with baseline systems lacking variable recruitment. The work extends current variable recruitment knowledge by creating novel online variable recruitment control schemes, and exploring how online actuator recruitment affects system efficiency and control performance. Key topics associated with implementing a variable recruitment scheme, including the effects of modeling inaccuracies, hardware considerations, and switching transition concerns are also addressed.

  4. Characteristics of the Norwegian Coastal Current during Years with High Recruitment of Norwegian Spring Spawning Herring (Clupea harengus L..

    Directory of Open Access Journals (Sweden)

    Øystein Skagseth

    Full Text Available Norwegian Spring Spawning herring (NSSH Clupea harengus L. spawn on coastal banks along the west coast of Norway. The larvae are generally transported northward in the Norwegian Coastal Current (NCC with many individuals utilizing nursery grounds in the Barents Sea. The recruitment to this stock is highly variable with a few years having exceptionally good recruitment. The principal causes of recruitment variability of this herring population have been elusive. Here we undertake an event analysis using data between 1948 and 2010 to gain insight into the physical conditions in the NCC that coincide with years of high recruitment. In contrast to a typical year when northerly upwelling winds are prominent during spring, the years with high recruitment coincide with predominantly southwesterly winds and weak upwelling in spring and summer, which lead to an enhanced northward coastal current during the larval drift period. Also in most peak recruitment years, low-salinity anomalies are observed to propagate northward during the spring and summer. It is suggested that consistent southwesterly (downwelling winds and propagating low-salinity anomalies, both leading to an enhanced northward transport of larvae, are important factors for elevated recruitment. At the same time, these conditions stabilize the coastal waters, possibly leading to enhanced production and improved feeding potential along the drift route to Barents Sea. Further studies on the drivers of early life history mortality can now be undertaken with a better understanding of the physical conditions that prevail during years when elevated recruitment occurs in this herring stock.

  5. Recruitment of older adults to three preventative lifestyle improvement studies.

    Science.gov (United States)

    Chatters, Robin; Newbould, Louise; Sprange, Kirsty; Hind, Daniel; Mountain, Gail; Shortland, Katy; Powell, Lauren; Gossage-Worrall, Rebecca; Chater, Tim; Keetharuth, Anju; Lee, Ellen; Woods, Bob

    2018-02-20

    Recruiting isolated older adults to clinical trials is complex, time-consuming and difficult. Previous studies have suggested querying existing databases to identify appropriate potential participants. We aim to compare recruitment techniques (general practitioner (GP) mail-outs, community engagement and clinician referrals) used in three randomised controlled trial (RCT) studies assessing the feasibility or effectiveness of two preventative interventions in isolated older adults (the Lifestyle Matters and Putting Life In Years interventions). During the three studies (the Lifestyle Matters feasibility study, the Lifestyle Matters RCT, the Putting Life In Years RCT) data were collected about how participants were recruited. The number of letters sent by GP surgeries for each study was recorded. In the Lifestyle Matters RCT, we qualitatively interviewed participants and intervention facilitators at 6 months post randomisation to seek their thoughts on the recruitment process. Referrals were planned to be the main source of recruitment in the Lifestyle Matters feasibility study, but due to a lack of engagement from district nurses, community engagement was the main source of recruitment. District nurse referrals and community engagement were also utilised in the Lifestyle Matters and Putting Life In Years RCTs; both mechanisms yielded few participants. GP mail-outs were the main source of recruitment in both the RCTs, but of those contacted, recruiting yield was low (recruited. Participants recommended that direct contact with health professionals would be the most beneficial way to recruit. Recruitment to the Lifestyle Matters RCT did not mirror recruitment to the feasibility study of the same intervention. Direct district nurse referrals were not effective at recruiting participants. The majority of participants were recruited via GP mail-outs, which may have led to isolated individuals not being recruited to the trials. Further research is required into

  6. Control approach development for variable recruitment artificial muscles

    Science.gov (United States)

    Jenkins, Tyler E.; Chapman, Edward M.; Bryant, Matthew

    2016-04-01

    This study characterizes hybrid control approaches for the variable recruitment of fluidic artificial muscles with double acting (antagonistic) actuation. Fluidic artificial muscle actuators have been explored by researchers due to their natural compliance, high force-to-weight ratio, and low cost of fabrication. Previous studies have attempted to improve system efficiency of the actuators through variable recruitment, i.e. using discrete changes in the number of active actuators. While current variable recruitment research utilizes manual valve switching, this paper details the current development of an online variable recruitment control scheme. By continuously controlling applied pressure and discretely controlling the number of active actuators, operation in the lowest possible recruitment state is ensured and working fluid consumption is minimized. Results provide insight into switching control scheme effects on working fluids, fabrication material choices, actuator modeling, and controller development decisions.

  7. Participant Outcomes from Methods of Recruitment for Videogame Research.

    Science.gov (United States)

    Ryan, Courtney; Dadabhoy, Hafza; Baranowski, Tom

    2018-02-01

    The most productive methods of recruitment for a videogame for health (G4H) trial are not known. Success or failure of recruitment methods has been reported for a variety of clinical trials, but few specifically for G4H trials. This study's goal was to recruit 444 overweight or obese (body mass index percentile between the 84.5th-99.4th percentiles) children between the ages of 10-12 years. The article reports the results of different methods of participant recruitment. Participants had to agree to three fasting blood samples (baseline, immediately after, and 2 months later); be willing to wear an accelerometer for 7 days at each assessment; read and speak English fluently (because the games were in English); have no history of any condition that would affect what he/she could eat or how much physical activity he/she could get; and have an eligible home computer purchased in the last 5 years with high-speed internet. Hardware criteria reflected the types of computers upon which Diab-Nano could be effectively played. Recruitment was conducted over a 35-month period and included electronic media, print advertising, community recruitment, and an internal volunteer list. Respondents were guided to a web-based screening questionnaire that asked for source of hearing about the study. Although diverse recruitment methods were used, slow recruitment resulted in obtaining only 45% of the recruitment goal (n = 199). Electronic media (e.g., radio, television, and internet), which reached millions of targeted parents, resulted in only 76 respondents, of whom 13 became participants; print media (e.g., magazine, newsletter/newspaper, and mail), which also reached large numbers of parents, resulted in 192 respondents, of whom 19 became participants; community recruitment (e.g., school, friend or family, doctors office, flyer, work, community program) resulted in 162 respondents, of whom 38 became participants; and the internal volunteer list resulted in 413 respondents, of

  8. Facebook or Twitter?: Effective recruitment strategies for family caregivers.

    Science.gov (United States)

    Herbell, Kayla; Zauszniewski, Jaclene A

    2018-06-01

    This brief details recent recruitment insights from a large all-online study of family caregivers that aimed to develop a measure to assess how family caregivers manage daily stresses. Online recruitment strategies included the use of Twitter and Facebook. Overall, 800 individuals responded to the recruitment strategy; 230 completed all study procedures. The most effective online recruitment strategy for targeting family caregivers was Facebook, yielding 86% of the sample. Future researchers may find the use of social media recruitment methods appealing because they are inexpensive, simple, and efficient methods for obtaining National samples. Copyright © 2018 Elsevier Inc. All rights reserved.

  9. Recruiting primary care practices for practice-based research: a case study of a group-randomized study (TRANSLATE CKD) recruitment process.

    Science.gov (United States)

    Loskutova, Natalia Y; Smail, Craig; Ajayi, Kemi; Pace, Wilson D; Fox, Chester H

    2018-01-16

    We assessed the challenging process of recruiting primary care practices in a practice-based research study. In this descriptive case study of recruitment data collected for a large practice-based study (TRANSLATE CKD), 48 single or multiple-site health care organizations in the USA with a total of 114 practices were invited to participate. We collected quantitative and qualitative measures of recruitment process and outcomes for the first 25 practices recruited. Information about 13 additional practices is not provided due to staff transitions and limited data collection resources. Initial outreach was made to 114 practices (from 48 organizations, 41% small); 52 (45%) practices responded with interest. Practices enrolled in the study (n = 25) represented 22% of the total outreach number, or 48% of those initially interested. Average time to enroll was 71 calendar days (range 11-107). There was no difference in the number of days practices remained under recruitment, based on enrolled versus not enrolled (44.8 ± 30.4 versus 46.8 ± 25.4 days, P = 0.86) or by the organization size, i.e. large versus small (defined by having ≤4 distinct practices; 52 ± 23.6 versus 43.6 ± 27.8 days; P = 0.46). The most common recruitment barriers were administrative, e.g. lack of perceived direct organizational benefit, and were more prominent among large organizations. Despite the general belief that the research topic, invitation method, and interest in research may facilitate practice recruitment, our results suggest that most of the recruitment challenges represent managerial challenges. Future research projects may need to consider relevant methodologies from businesses administration and marketing fields. © The Author 2017. Published by Oxford University Press. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  10. Recruitment to publicly funded trials--are surgical trials really different?

    Science.gov (United States)

    Cook, Jonathan A; Ramsay, Craig R; Norrie, John

    2008-09-01

    Good recruitment is integral to the conduct of a high-quality randomised controlled trial. It has been suggested that recruitment is particularly difficult for evaluations of surgical interventions, a field in which there is a dearth of evidence from randomised comparisons. While there is anecdotal speculation to support the inference that recruitment to surgical trials is more challenging than for medical trials we are unaware of any formal assessment of this. In this paper, we compare recruitment to surgical and medical trials using a cohort of publicly funded trials. Overall recruitment to trials was assessed using of a cohort of publicly funded trials (n=114). Comparisons were made by using the Recruitment Index, a simple measure of recruitment activity for multicentre randomised controlled trials. Recruitment at the centre level was also investigated through three example surgical trials. The Recruitment Index was found to be higher, though not statistically significantly, in the surgical group (n=18, median=38.0 IQR (10.7, 77.4)) versus (n=81, median=34.8 IQR (11.7, 98.0)) days per recruit for the medical group (median difference 1.7 (-19.2, 25.1); p=0.828). For the trials where the comparison was between a surgical and a medical intervention, the Recruitment Index was substantially higher (n=6, 68.3 (23.5, 294.8)) versus (n=93, 34.6 (11.7, 90.0); median difference 25.9 (-35.5, 221.8); p=0.291) for the other trials. There was no clear evidence that surgical trials differ from medical trials in terms of recruitment activity. There was, however, support for the inference that medical versus surgical trials are more difficult to recruit to. Formal exploration of the recruitment data through a modelling approach may go some way to tease out where important differences exist.

  11. Recruitment of Dual-Career Academic Medicine Couples.

    Science.gov (United States)

    Putnam, Charles W; DiMarco, Judy; Cairns, Charles B

    2017-11-28

    Today it is not uncommon to discover that a candidate for a faculty position has a partner or spouse who is also an academician, adding complexity to the recruitment process. Here, the authors address two practical obstacles to the recruitment of faculty who have an academic partner: dual recruitment and conflict-of-interest. The authors have found that tandem recruitment works best when suitable positions for both spouses are first identified so that recruitment can proceed synchronously. This approach decreases misperceptions of favoritism toward either's candidacy. Managing conflict-of-interest, generated by the appointment of one spouse in a supervisory position over the other, requires a proactive, transparent, well-designed plan. After canvassing human resource policies and conducting interviews with national academic leaders, the authors have developed an administrative structure that places "key" decisions (hiring and retention; promotion and tenure; salary, bonuses, and benefits; performance evaluations; and disciplinary matters) regarding the supervised spouse in the jurisdiction of an alternate administrator or committee. The authors also offer suggestions both for mitigating misperceptions of bias in day-to-day decisions and for the support and mentoring of the supervised partner or spouse.

  12. Practice Report / Bericht aus der Praxis: An exploration of peer tutor roles and recruitment at German medical schools.

    Science.gov (United States)

    Alvarez, Simone; Schultz, Jobst-Hendrik

    2017-11-01

    Almost all medical faculties in Germany actively employ peer tutors. However, little is known about the roles these tutors play from a faculty point of view. Also, there are only few descriptions of the tutor recruitment and selection processes. 32 of the medical faculties in Germany, where tutors are used in the training of medical students, were asked to provide information on the role and recruitment of tutors by means of a partially standardized questionnaire. At the surveyed faculties (return rate 28%), tutors are mostly employed for the purpose of teaching staff support. Even though desired in individual cases, tutors rarely play an active role in curriculum- or faculty development. The way tutor recruitment is handled strongly depends on the capabilities of the individual faculties and the way tutors are utilized. In many cases this process is structured, consisting of written and oral application phases, in other cases recruitment takes place without formal application procedures. The selection criteria, however, were found to be very similar at most faculties. The role of tutors from the faculties' point of view depends strongly on the respective nature of the tutorials, which are just as diverse as the approaches to tutor recruitment. Copyright © 2017. Published by Elsevier GmbH.

  13. Personnel decisions: cost benefits and opportunities for the energy industry

    Energy Technology Data Exchange (ETDEWEB)

    Janz, T J

    1982-09-01

    This article reviews current practice in personnel decision making in the energy industry, outlining the conditions under which it developed. Changes in today's environment are noted and the utility equation is introduced as an aid to understanding the dollar impacts of these changes. Recent developments that make it possible to tally up the dollar benefits of alternative recruitment and selection programs are explained. Results of utility analyses for the job of roughneck on an oil rig, clerk-typist and assistant buyer are presented. The discussion points to human resource investments likely to have high net benefits and favorable return on investment for the energy industry.

  14. Recruitment and Retention.

    Science.gov (United States)

    Combs, Jolene

    1986-01-01

    Suggests ways community college journalism instructors can recruit and retain students in journalism classes (e.g., host a high school press day, fund a journalism scholarship, sponsor events for high school journalism teachers and advisers, serve as counselor for journalism majors, have a yearly journalism convocation, and involve campus…

  15. Analysis of recruitment and industrial human resources management for optimal productivity in the presence of the HIV/AIDS epidemic.

    Science.gov (United States)

    Okosun, Kazeem O; Makinde, Oluwole D; Takaidza, Isaac

    2013-01-01

    The aim of this paper is to analyze the recruitment effects of susceptible and infected individuals in order to assess the productivity of an organizational labor force in the presence of HIV/AIDS with preventive and HAART treatment measures in enhancing the workforce output. We consider constant controls as well as time-dependent controls. In the constant control case, we calculate the basic reproduction number and investigate the existence and stability of equilibria. The model is found to exhibit backward and Hopf bifurcations, implying that for the disease to be eradicated, the basic reproductive number must be below a critical value of less than one. We also investigate, by calculating sensitivity indices, the sensitivity of the basic reproductive number to the model's parameters. In the time-dependent control case, we use Pontryagin's maximum principle to derive necessary conditions for the optimal control of the disease. Finally, numerical simulations are performed to illustrate the analytical results. The cost-effectiveness analysis results show that optimal efforts on recruitment (HIV screening of applicants, etc.) is not the most cost-effective strategy to enhance productivity in the organizational labor force. Hence, to enhance employees' productivity, effective education programs and strict adherence to preventive measures should be promoted.

  16. The 1998 DoD Recruiter Survey: Profiles and Trends

    National Research Council Canada - National Science Library

    Condon, K

    2000-01-01

    .... The survey results clearly validated the challenge of recruiting in 1998. Overall, military recruiters were more experienced, more likely to want to stay in recruiting and more likely to be working long hours than in 1996...

  17. Interaction of dependent and non-dependent regions of the acutely injured lung during a stepwise recruitment manoeuvre

    International Nuclear Information System (INIS)

    Gómez-Laberge, Camille; Rettig, Jordan S; Arnold, John H; Wolf, Gerhard K; Smallwood, Craig D; Boyd, Theonia K

    2013-01-01

    The benefit of treating acute lung injury with recruitment manoeuvres is controversial. An impediment to settling this debate is the difficulty in visualizing how distinct lung regions respond to the manoeuvre. Here, regional lung mechanics were studied by electrical impedance tomography (EIT) during a stepwise recruitment manoeuvre in a porcine model with acute lung injury. The following interaction between dependent and non-dependent regions consistently occurred: atelectasis in the most dependent region was reversed only after the non-dependent region became overdistended. EIT estimates of overdistension and atelectasis were validated by histological examination of lung tissue, confirming that the dependent region was primarily atelectatic and the non-dependent region was primarily overdistended. The pulmonary pressure–volume equation, originally designed for modelling measurements at the airway opening, was adapted for EIT-based regional estimates of overdistension and atelectasis. The adaptation accurately modelled the regional EIT data from dependent and non-dependent regions (R 2 > 0.93, P < 0.0001) and predicted their interaction during recruitment. In conclusion, EIT imaging of regional lung mechanics reveals that overdistension in the non-dependent region precedes atelectasis reversal in the dependent region during a stepwise recruitment manoeuvre. (paper)

  18. Capitalizing the contribution of the nuclear industry

    International Nuclear Information System (INIS)

    Donnadieu, G.

    1984-01-01

    The main contributions of the French nuclear industry to the country, and ways to make the most of them are presented. The advantages acquired include the nuclear power stations built; mastering of the combustion cycle; a powerful, well structured nuclear construction industry; and a nuclear-industrial complex giving France an important industrial potential. It is recommended that the industrial and research effort be maintained. The proposed strategy consists of defining an electronuclear program and associated economic development program and sticking to them; promoting exports; possibly merging certain industrial capacities; and strengthening the national position and independence concerning the fuel cycle [fr

  19. Clinical Trials and Tribulations: Lessons Learned from Recruiting Pregnant Ex-Smokers for Relapse Prevention

    OpenAIRE

    Lopez, Elena N.; Simmons, Vani Nath; Quinn, Gwendolyn P.; Meade, Cathy D.; Chirikos, Thomas N.; Brandon, Thomas H.

    2008-01-01

    The development of smoking cessation and relapse-prevention interventions for pregnant and postpartum women is a public health priority. However, researchers have consistently reported substantial difficulty in accruing this population into clinical trials. The problem is particularly acute for relapse-prevention studies, which must recruit women who have already quit smoking because of their pregnancy. Although an important target for tobacco control efforts, these individuals represent an e...

  20. Immigration and the American industrial revolution from 1880 to 1920.

    Science.gov (United States)

    Hirschman, Charles; Mogford, Elizabeth

    2009-12-01

    In this study, we measure the contribution of immigrants and their descendents to the growth and industrial transformation of the American workforce in the age of mass immigration from 1880 to 1920. The size and selectivity of the immigrant community, as well as their disproportionate residence in large cities, meant they were the mainstay of the American industrial workforce. Immigrants and their children comprised over half of manufacturing workers in 1920, and if the third generation (the grandchildren of immigrants) are included, then more than two-thirds of workers in the manufacturing sector were of recent immigrant stock. Although higher wages and better working conditions might have encouraged more long-resident native-born workers to the industrial economy, the scale and pace of the American industrial revolution might well have slowed. The closing of the door to mass immigration in the 1920s did lead to increased recruitment of native born workers, particularly from the South, to northern industrial cities in the middle decades of the 20th century.

  1. Recruiting leaders: an analysis of leadership advertisements

    NARCIS (Netherlands)

    den Hartog, D.N.; Caley, A.; Dewe, P.

    2007-01-01

    Recruiting the right leaders is an important challenge for organisations. How do organisations find these leaders? This article looks at the recruitment of leaders through advertisements. We address to what extent the 'vocabulary of leadership' originating in influential leadership theories is

  2. Recruitment and Participation of Recreational Runners in a Large Epidemiological and Genetic Research Study: Retrospective Data Analysis.

    Science.gov (United States)

    Manzanero, Silvia; Kozlovskaia, Maria; Vlahovich, Nicole; Hughes, David C

    2018-05-23

    With the increasing capacity for remote collection of both data and samples for medical research, a thorough assessment is needed to determine the association of population characteristics and recruitment methodologies with response rates. The aim of this research was to assess population representativeness in a two-stage study of health and injury in recreational runners, which consisted of an epidemiological arm and genetic analysis. The cost and success of various classical and internet-based methods were analyzed, and demographic representativeness was assessed for recruitment to the epidemiological survey, reported willingness to participate in the genetic arm of the study, actual participation, sample return, and approval for biobank storage. A total of 4965 valid responses were received, of which 1664 were deemed eligible for genetic analysis. Younger age showed a negative association with initial recruitment rate, expressed willingness to participate in genetic analysis, and actual participation. Additionally, female sex was associated with higher initial recruitment rates, and ethnic origin impacted willingness to participate in the genetic analysis (all P<.001). The sharp decline in retention through the different stages of the study in young respondents suggests the necessity to develop specific recruitment and retention strategies when investigating a young, physically active population. ©Silvia Manzanero, Maria Kozlovskaia, Nicole Vlahovich, David C Hughes. Originally published in JMIR Research Protocols (http://www.researchprotocols.org), 23.05.2018.

  3. Do recruitment ties affect wages?

    DEFF Research Database (Denmark)

    Larsen, Anna Folke; Rand, John; Torm, Nina Elisabeth

    This paper examines the extent to which recruitment ties affect individual wage outcomes in small and medium scale manufacturing firms. Based on a unique matched employer-employee dataset from Vietnam we find that there is a significant positive wage premium associated with obtaining a job through...... an informal contact, when controlling for standard determinants of wage compensation. Moreover, we show that the mechanism through which informal contacts affect wages depends on the type of recruitment tie used. The findings are robust across location, firm size categories and different worker types....

  4. Real-time images of tidal recruitment using lung ultrasound.

    Science.gov (United States)

    Tusman, Gerardo; Acosta, Cecilia M; Nicola, Marco; Esperatti, Mariano; Bohm, Stephan H; Suarez-Sipmann, Fernando

    2015-12-01

    Ventilator-induced lung injury is a form of mechanical damage leading to a pulmonary inflammatory response related to the use of mechanical ventilation enhanced by the presence of atelectasis. One proposed mechanism of this injury is the repetitive opening and closing of collapsed alveoli and small airways within these atelectatic areas-a phenomenon called tidal recruitment. The presence of tidal recruitment is difficult to detect, even with high-resolution images of the lungs like CT scan. The purpose of this article is to give evidence of tidal recruitment by lung ultrasound. A standard lung ultrasound inspection detected lung zones of atelectasis in mechanically ventilated patients. With a linear probe placed in the intercostal oblique position. We observed tidal recruitment within atelectasis as an improvement in aeration at the end of inspiration followed by the re-collapse at the end of expiration. This mechanism disappeared after the performance of a lung recruitment maneuver. Lung ultrasound was helpful in detecting the presence of atelectasis and tidal recruitment and in confirming their resolution after a lung recruitment maneuver.

  5. Consistency of motor-unit identification during force-varying static contractions

    DEFF Research Database (Denmark)

    Pilegaard, M; Jensen, B R; Sjøgaard, G

    2000-01-01

    active either before or after the 1 s at 0% MVC, and 18 as being de-recruited during force decreases and recruited during force increases. Both operators agreed that 16 of these 18 MUs were de-recruited at a higher force level than that at which they were recruited, which may be due...... to the electromechanical delay. The coefficient of variation for double determination of the results obtained by operators A and B was 8.5% for the number of MU firings, 4.5% for the MU mean firing rate, and 8.4% for the MU action potential (MUAP) amplitude. Therefore, the operator interactive decomposition method...... was considered to be valid for studying recruitment and de-recruitment as well as firing rate and MUAP amplitude during static, force-varying ramp contractions....

  6. Research of Innovation Diffusion on Industrial Networks

    Directory of Open Access Journals (Sweden)

    Yongtai Chen

    2014-01-01

    Full Text Available The real value of innovation consists in its diffusion on industrial network. The factors which affect the diffusion of innovation on industrial network are the topology of industrial network and rules of diffusion. Industrial network is a complex network which has scale-free and small-world characters; its structure has some affection on threshold, length of path, enterprise’s status, and information share of innovation diffusion. Based on the cost and attitude to risk of technical innovation, we present the “avalanche” diffusing model of technical innovation on industrial network.

  7. Virtual Recruiting Analysis and Process Development Study: Final Report

    Science.gov (United States)

    2017-11-01

    Century, so everyone has a mobile device or tablet . They have access to all this information but sometimes you can’t specifically find the right...Integrated Reporting System MRI Mobile Recruiting Initiative; Laptop and IT solution for recruiters that uses wireless computing with 3G (third-generation...students are given a practice ASVAB (i.e., EST which is loaded on MRI recruiter laptops) and are blueprinted prior to recruiters meeting with parents

  8. How the Food Processing Industry Is Diversifying Rural Minnesota. JSRI Working Paper.

    Science.gov (United States)

    Fennelly, Katherine; Leitner, Helga

    The diversification of rural Minnesota is largely the result of the restructuring of the food processing industry and its recruitment of low-wage laborers. The relocation and expansion of food processing plants into rural areas of Minnesota creates a demand for low-wage labor that can not be met locally. Food processing businesses attract…

  9. Critical factors in recruiting health maintenance organization physicians.

    Science.gov (United States)

    Fisher, N B; Smith, H L; Pasternak, D P

    1993-01-01

    What factors facilitate successful physician recruiting by health care organizations? Answers surfaced in a study of physician recruiting by a large HMO in the Southwest. Professional networking and word-of-mouth advertising appear to be the prominent means by which physicians learn of attractive staff positions. Successful recruiting also depends on a practice setting that fosters quality care, emphasis on patient care delivery, and collegial interaction.

  10. Influence of behavior and mating success on brood-specific contribution to fish recruitment in ponds.

    Science.gov (United States)

    Parkos, Joseph J; Wahl, David H; Philipp, David P

    2011-10-01

    guarded by smaller males in ponds with brood predators. These age- and size-specific differences in timing of spawning and duration of parental care are consistent with influences of residual reproductive value and energetic constraints on reproductive behavior. Furthermore, these patterns of individual contribution to recruitment imply that fisheries that selectively target either nesting individuals or larger, older males could potentially decrease recruitment at the population scale.

  11. New Industrial Park Energy Supply (NIPES): a method of efficiently supplying energy to a community of industrial users

    International Nuclear Information System (INIS)

    1984-08-01

    The New Industrial Park Energy Supply (NIPES) concept allows the use of coal by small as well as large industrial users. The NIPES concept consists of a system of Energy Supply Stations groups of cogeneration plants) and steam transmission lines that supplies process heat and electricity to multiple existing and/or new users in an industrial park(s) setting. The Energy Supply Stations grow along with the industrial park(s) as new industries are attracted by a reliable reasonably priced energy source. The growth of the Energy Supply Stations over a period of years allows the introduction of new energy sources and technologies as they become established. This report describes the generic NIPES concept and the results of the evaluation of a specific NIPES system for the Lake Charles, Louisiana, area. A ten-year process steam load growth scenario is developed including both new and existing industrial users. During the initial years of the growth scenario, process steam is supplied to the industrial users by several coal-fired plants. Later, as the process steam load develops, a two-unit nuclear plant is integrated into the specific NIPES system. An evaluation is also performed for a NIPES system consisting of all coal-fired plants. The specific NIPES system is compared to: (1) individual user owned oil-fired facilities for existing industrial users; and (2) individual user owned coal-fired facilities for new industrial plants. A financial analysis is performed to determine the total economic advantages associated with the NIPES system: savings in a steam costs for industrial users, potential return on investment for investors

  12. New Industrial Park Energy Supply (NIPES): a method of efficiently supplying energy to a community of industrial users

    Energy Technology Data Exchange (ETDEWEB)

    1984-08-01

    The New Industrial Park Energy Supply (NIPES) concept allows the use of coal by small as well as large industrial users. The NIPES concept consists of a system of Energy Supply Stations groups of cogeneration plants) and steam transmission lines that supplies process heat and electricity to multiple existing and/or new users in an industrial park(s) setting. The Energy Supply Stations grow along with the industrial park(s) as new industries are attracted by a reliable reasonably priced energy source. The growth of the Energy Supply Stations over a period of years allows the introduction of new energy sources and technologies as they become established. This report describes the generic NIPES concept and the results of the evaluation of a specific NIPES system for the Lake Charles, Louisiana, area. A ten-year process steam load growth scenario is developed including both new and existing industrial users. During the initial years of the growth scenario, process steam is supplied to the industrial users by several coal-fired plants. Later, as the process steam load develops, a two-unit nuclear plant is integrated into the specific NIPES system. An evaluation is also performed for a NIPES system consisting of all coal-fired plants. The specific NIPES system is compared to: (1) individual user owned oil-fired facilities for existing industrial users; and (2) individual user owned coal-fired facilities for new industrial plants. A financial analysis is performed to determine the total economic advantages associated with the NIPES system: savings in a steam costs for industrial users, potential return on investment for investors.

  13. A data-rich recruitment core to support translational clinical research.

    Science.gov (United States)

    Kost, Rhonda G; Corregano, Lauren M; Rainer, Tyler-Lauren; Melendez, Caroline; Coller, Barry S

    2015-04-01

    Underenrollment of clinical studies wastes resources and delays assessment of research discoveries. We describe the organization and impact of a centralized recruitment core delivering comprehensive recruitment support to investigators. The Rockefeller University Center for Clinical and Translational Science supports a centralized recruitment core, call center, Research Volunteer Repository, data infrastructure, and staff who provide expert recruitment services to investigators. During protocol development, consultations aim to optimize enrollment feasibility, develop recruitment strategy, budget, and advertising. Services during study conduct include advertising placement, repository queries, call management, prescreening, referral, and visit scheduling. Utilization and recruitment outcomes are tracked using dedicated software. For protocols receiving recruitment services during 2009-2013: median time from initiation of recruitment to the first enrolled participant was 10 days; of 4,047 first-time callers to the call center, 92% (n = 3,722) enrolled in the Research Volunteer Repository, with 99% retention; 23% of Repository enrollees subsequently enrolled in ≥1 research studies, with 89% retention. Of volunteers referred by repository queries, 49% (280/537) enrolled into the study, with 92% retained. Provision of robust recruitment infrastructure including expertise, a volunteer repository, data capture and real-time analysis accelerates protocol accrual. Application of recruitment science improves the quality of clinical investigation. © 2014 Wiley Periodicals, Inc.

  14. A Data‐Rich Recruitment Core to Support Translational Clinical Research

    Science.gov (United States)

    Corregano, Lauren M.; Rainer, Tyler‐Lauren; Melendez, Caroline; Coller, Barry S.

    2014-01-01

    Abstract Background Underenrollment of clinical studies wastes resources and delays assessment of research discoveries. We describe the organization and impact of a centralized recruitment core delivering comprehensive recruitment support to investigators. Methods The Rockefeller University Center for Clinical and Translational Science supports a centralized recruitment core, call center, Research Volunteer Repository, data infrastructure, and staff who provide expert recruitment services to investigators. During protocol development, consultations aim to optimize enrollment feasibility, develop recruitment strategy, budget, and advertising. Services during study conduct include advertising placement, repository queries, call management, prescreening, referral, and visit scheduling. Utilization and recruitment outcomes are tracked using dedicated software. Results For protocols receiving recruitment services during 2009–2013: median time from initiation of recruitment to the first enrolled participant was 10 days; of 4,047 first‐time callers to the call center, 92% (n = 3,722) enrolled in the Research Volunteer Repository, with 99% retention; 23% of Repository enrollees subsequently enrolled in ≥1 research studies, with 89% retention. Of volunteers referred by repository queries, 49% (280/537) enrolled into the study, with 92% retained. Conclusions Provision of robust recruitment infrastructure including expertise, a volunteer repository, data capture and real‐time analysis accelerates protocol accrual. Application of recruitment science improves the quality of clinical investigation. PMID:25381717

  15. The Danish Industrial Enzyme Industry - National based Companies with strong internationalised R&D

    DEFF Research Database (Denmark)

    Pedersen, Jørgen Lindgaard; Hansen, Anne Grethe

    Danish industrial enzyme industry consists of three main companies (Chr. Hansen A/S, Novozymes A/S and Danisco A/S) which in total has around 75 percent of the world market for industrial enzymes. Industrial enzymes are catalysts used in biological and chemical processes in food, detergents, paper...... and energy and many other fields. Historically the industry started up in 1874 based on empiric knowledge on use of rennet in production of cheese from Switzerland and Germany and later enriched by scientific knowledge produced in the company and institutions all over the world. Important for the company...... was resources of calve stomachs from which the active stuff can be extracted. The private university, The Carlsberg Laboratory, established nearly at the same time, became after First World War a world leader in research of enzymes. And inspiration from here to the pharmaceutical company in insulin production...

  16. Participation and successful patient recruitment in primary care.

    Science.gov (United States)

    de Wit, N J; Quartero, A O; Zuithoff, A P; Numans, M E

    2001-11-01

    The demand for family physicians (FPs) to participate in research is growing. The delicate balance between research participation and the daily practice routine might explain the often-disappointing number of patients recruited. We analyzed practice and physician characteristics associated with successful patient recruitment. We used a survey to conduct this study. There was a total of 165 FPs who participated in a combined randomized clinical trial/cohort study on drug treatment of dyspepsia in the Netherlands. We surveyed FPs about personal and practice characteristics and their motivation for participation in the project. These data were then related to the number of patients recruited. Univariate associations were calculated; relevant factors were entered into a logistic model that predicted patient recruitment. Data on 128 FPs could be analyzed (80% response rate); these FPs recruited 793 patients in the cohort study (mean = 6.3 per FP) and 527 in the clinical trial (mean = 4.2 per FP). The main reasons for participation were the research topic (59%) and the participation of an academic research group in the study (63%). Many FPs felt that participation was a professional obligation (39%); the financial incentive played a minor role (15%). The number of recruited patients was only independently associated with the participation of an academic research group. Successful patient recruitment in primary care research is determined more by motivation driven by the research group than by financial incentives, the research topic, or research experience.

  17. Problem-Oriented Conceptual Model and Ontology for Enterprise e-Recruitment

    OpenAIRE

    Alamro, S.; Dogan, Huseyin; Cetinkaya, Deniz; Jiang, N.

    2018-01-01

    Internet-led labour market has become so competitive forcing many organisations from different sectors to embrace e-recruitment. However, realising the value of the e-recruitment from a Requirements Engineering (RE) analysis perspective is challenging. The research is motivated by the results of a failed e-recruitment project as a case study by focusing on the difficulty of scoping and representing recruitment problem knowledge to systematically inform the RE process towards an e-recruitment ...

  18. Recruiting and Retaining Cyberwarriors

    National Research Council Canada - National Science Library

    Westermeyer, Roger H

    2008-01-01

    .... Recruiting and retaining this highly skilled workforce is a significant challenge for the Air Force due to the high public and private sector demand for people with IT and related engineering skills...

  19. International nurse recruitment in India.

    Science.gov (United States)

    Khadria, Binod

    2007-06-01

    This paper describes the practice of international recruitment of Indian nurses in the model of a "business process outsourcing" of comprehensive training-cum-recruitment-cum-placement for popular destinations like the United Kingdom and United States through an agency system that has acquired growing intensity in India. Despite the extremely low nurse to population ratio in India, hospital managers in India are not concerned about the growing exodus of nurses to other countries. In fact, they are actively joining forces with profitable commercial ventures that operate as both training and recruiting agencies. Most of this activity is concentrated in Delhi, Bangalore, and Kochi. Gaps in data on nursing education, employment, and migration, as well as nonstandardization of definitions of "registered nurse," impair the analysis of international migration of nurses from India, making it difficult to assess the impact of migration on vacancy rates. One thing is clear, however, the chain of commercial interests that facilitate nurse migration is increasingly well organized and profitable, making the future growth of this business a certainty.

  20. Physico-chemical properties of Brazilian cocoa butter and industrial blends. Part I Chemical composition, solid fat content and consistency

    Directory of Open Access Journals (Sweden)

    Ribeiro, A. P. B.

    2012-03-01

    Full Text Available A comparative study of the primary properties of six cocoa butter samples, representative of industrial blends and cocoa butter extracted from fruits cultivated in different geographical areas in Brazil is presented. The samples were evaluated according to fatty acid composition, triacylglycerol composition, regiospecific distribution, melting point, solid fat content and consistency. The results allowed for differentiating the samples according to their chemical compositions, thermal resistance properties, hardness characteristics, as well as technological adequacies and potential use in regions with tropical climates.

    En este trabajo se presenta un estudio comparativo de las propiedades primarias de mantecas de cacao, representativas de las mezclas industriales, y de la manteca de cacao original de diferentes zonas geográficas de Brasil. Las muestras fueron evaluadas de acuerdo a la composición de ácidos grasos, composición de triglicéridos, distribución de los ácidos grasos en las moléculas de triglicéridos, punto de fusión, contenido de grasa sólida y consistencia. Los resultados permitieron diferenciar las muestras por su composición química, propiedades de resistencia térmica, características de dureza, así como en materia de adecuaciones tecnológicas y los usos potenciales en las regiones de clima tropical.

  1. Online and Offline Recruitment of Young Women for a Longitudinal Health Survey: Findings From the Australian Longitudinal Study on Women's Health 1989-95 Cohort.

    Science.gov (United States)

    Loxton, Deborah; Powers, Jennifer; Anderson, Amy E; Townsend, Natalie; Harris, Melissa L; Tuckerman, Ryan; Pease, Stephanie; Mishra, Gita; Byles, Julie

    2015-05-04

    In 2012, we set out to recruit a cohort of at least 10,000 women aged 18-23 from across Australia. With recent research demonstrating the inadequacy of traditional approaches to recruiting women in this age group, we elected to conduct open recruiting. Our aim was to report on the overall success of open recruiting and to evaluate the relative success of a variety of recruitment methods in terms of numbers and demographics. We used referrals, Facebook, formal advertising, and incentives in order to recruit the cohort. In all, 17,069 women were recruited for the longitudinal online survey, from 54,685 initiated surveys. Of these women, most (69.94%, n=11,799) who joined the longitudinal cohort were recruited via Facebook, 12.72% (n=2145) via the fashion promotion, 7.02% (n=1184) by referral, 4.9% (n=831) via other Web activities, and 5.4% (n=910) via traditional media. Facebook was by far the most successful strategy, enrolling a cohort of women with a similar profile to the population of Australian women in terms of age, area of residence, and relationship status. Women recruited via fashion promotion were the least representative. All strategies underrepresented less educated women-a finding that is consistent with more traditional means of recruiting. In conclusion, flexibility in recruitment design, embracing new and traditional media, adopting a dynamic responsive approach, and monitoring the results of recruiting in terms of sample composition and number recruited led to the successful establishment of a new cohort.

  2. Supplementary Material for: Potential impact of climate-related changes is buffered by differential responses to recruitment and interactions

    KAUST Repository

    Menge, Bruce A.; Hacker, Sally D.; Freidenburg, Tess; Lubchenco, Jane; Craig, Ryan; Rilov, Gil; Noble, Mae Marjore; Richmond, Erin

    2016-01-01

    Detection of ecosystem responsiveness to climatic perturbations can provide insight into climate change consequences. Recent analyses linking phytoplankton abundance and mussel recruitment to the North Pacific Gyre Oscillation (NPGO) revealed a paradox. Despite large increases in mussel recruitment beginning in 2000, adult mussel responses were idiosyncratic by site and intertidal zone, with no response at one long-term site, and increases in the low zone (1.5% per year) and decreases in the mid zone (1.3% per year) at the other. What are the mechanisms underlying these differential changes? Species interactions such as facilitation by barnacles and predation are potential determinants of successful mussel colonization. To evaluate these effects, we analyzed patterns of barnacle recruitment, determined if predation rate covaried with the increase in mussel recruitment, and tested facilitation interactions in a field experiment. Neither magnitude nor season of barnacle recruitment changed meaningfully with site or zone from the 1990s to the 2000s. In contrast to the relationship between NPGO and local-scale mussel recruitment, relationships between local-scale patterns of barnacle recruitment and climate indices were weak. Despite differences in rates of prey recruitment and abundance of sea stars in 1990–1991, 1999–2000, and 2007–2008, predation rates were nearly identical in experiments before, during, and after 1999–2000. The facilitation experiment showed that mussels M. trossulus only became abundant when barnacle recruitment was allowed, when abundance of barnacles reached high abundance of ∼50% cover, and when mussel recruitment was sufficiently high. Thus, in the low zone minimal changes in mussel abundance despite sharply increased recruitment rates are consistent with the hypothesis that change in adult mussel cover was buffered by the relative insensitivity of barnacle recruitment to climatic fluctuations, and a resultant lack of

  3. Structural and Functional Impacts of ER Coactivator Sequential Recruitment.

    Science.gov (United States)

    Yi, Ping; Wang, Zhao; Feng, Qin; Chou, Chao-Kai; Pintilie, Grigore D; Shen, Hong; Foulds, Charles E; Fan, Guizhen; Serysheva, Irina; Ludtke, Steven J; Schmid, Michael F; Hung, Mien-Chie; Chiu, Wah; O'Malley, Bert W

    2017-09-07

    Nuclear receptors recruit multiple coactivators sequentially to activate transcription. This "ordered" recruitment allows different coactivator activities to engage the nuclear receptor complex at different steps of transcription. Estrogen receptor (ER) recruits steroid receptor coactivator-3 (SRC-3) primary coactivator and secondary coactivators, p300/CBP and CARM1. CARM1 recruitment lags behind the binding of SRC-3 and p300 to ER. Combining cryo-electron microscopy (cryo-EM) structure analysis and biochemical approaches, we demonstrate that there is a close crosstalk between early- and late-recruited coactivators. The sequential recruitment of CARM1 not only adds a protein arginine methyltransferase activity to the ER-coactivator complex, it also alters the structural organization of the pre-existing ERE/ERα/SRC-3/p300 complex. It induces a p300 conformational change and significantly increases p300 HAT activity on histone H3K18 residues, which, in turn, promotes CARM1 methylation activity on H3R17 residues to enhance transcriptional activity. This study reveals a structural role for a coactivator sequential recruitment and biochemical process in ER-mediated transcription. Copyright © 2017 Elsevier Inc. All rights reserved.

  4. Recruitment process of a Chinese immigrant study in Canada.

    Science.gov (United States)

    Zou, Ping

    2017-08-01

    The objectives of this article were to provide a comprehensive overview of the recruitment experience and participant characteristics in an antihypertensive dietary educational intervention pilot trial among Chinese Canadians. The recruitment was conducted in a community centre. Two recruitment approaches, self-referral and proactive recruitment, were used. Among 618 Chinese Canadians in the blood pressure screening, 105 (17.0%) individuals were eligible to participate in this trial. Of the 105 eligible individuals, 45 (42.9%) declined enrollment and 60 (57.1%) consented to participate in the trial and were recruited. The most common reason for refusal was being unable to access to the education location (n=19, 42.2%) followed by being too busy to participate (n=18, 40.0%). All participants were Chinese immigrants and the mean number of years living in Canada was 9.2. Most participants had low English proficiency, accepted Chinese culture more than Western culture, and had strong traditional health beliefs. It is concluded that both self-referral and proactive recruitment approaches were effective. Home-based interventions using Internet and telephone should be used as alternative delivery approaches to improve recruitment rate and facilitate participation. Copyright © 2017 Elsevier Inc. All rights reserved.

  5. Kenyan female sex workers' use of female-controlled nonbarrier modern contraception: do they use condoms less consistently?

    Science.gov (United States)

    Yam, Eileen A; Okal, Jerry; Musyoki, Helgar; Muraguri, Nicholas; Tun, Waimar; Sheehy, Meredith; Geibel, Scott

    2016-03-01

    To examine whether nonbarrier modern contraceptive use is associated with less consistent condom use among Kenyan female sex workers (FSWs). Researchers recruited 579 FSWs using respondent-driven sampling. We conducted multivariate logistic regression to examine the association between consistent condom use and female-controlled nonbarrier modern contraceptive use. A total of 98.8% reported using male condoms in the past month, and 64.6% reported using female-controlled nonbarrier modern contraception. In multivariate analysis, female-controlled nonbarrier modern contraceptive use was not associated with decreased condom use with clients or nonpaying partners. Consistency of condom use is not compromised when FSWs use available female-controlled nonbarrier modern contraception. FSWs should be encouraged to use condoms consistently, whether or not other methods are used simultaneously. Copyright © 2016 Elsevier Inc. All rights reserved.

  6. Sales Force Recruitment

    OpenAIRE

    Flaviu MEGHISAN

    2008-01-01

    The sales plan is put into practice through the tasks associated with sales plan implementation. Whereas sales plan formulation focuses on "doing the right things," implementation emphasizes "doing things right." The three major tasks involved in implementing a sales plan are (1) salesforce recruitment and selection, (2) salesforce training, and (3) salesforce motivation and compensation.

  7. A Comparison of Three Online Recruitment Strategies for Engaging Parents.

    Science.gov (United States)

    Dworkin, Jodi; Hessel, Heather; Gliske, Kate; Rudi, Jessie H

    2016-10-01

    Family scientists can face the challenge of effectively and efficiently recruiting normative samples of parents and families. Utilizing the Internet to recruit parents is a strategic way to find participants where they already are, enabling researchers to overcome many of the barriers to in-person recruitment. The present study was designed to compare three online recruitment strategies for recruiting parents: e-mail Listservs, Facebook, and Amazon Mechanical Turk (MTurk). Analyses revealed differences in the effectiveness and efficiency of data collection. In particular, MTurk resulted in the most demographically diverse sample, in a short period of time, with little cost. Listservs reached a large number of participants and resulted in a comparatively homogeneous sample. Facebook was not successful in recruiting a general sample of parents. Findings provide information that can help family researchers and practitioners be intentional about recruitment strategies and study design.

  8. Industrial Electricity. In-Plant Distribution. Vocational Trade and Industrial Education.

    Science.gov (United States)

    Teague, Cash; Pewewardy, Garner

    This curriculum guide, part of a series of industrial electricity curriculum guides, consists of materials for use in teaching a course on the in-plant distribution of electricity. Discussed in the introductory lessons are the National Electrical Code, power equipment, and blueprint reading. The next section, a series of units on branch-circuit…

  9. The nuclear industry is looking for its technicians; Le nucleaire cherche ses techniciens

    Energy Technology Data Exchange (ETDEWEB)

    Dumas, A

    2010-03-15

    With massive retirements planned up to 2015, the French nuclear industry wishes to recruit technicians for the operation and maintenance of its power plants. The French nuclear park represents 19 power plants with 58 reactors. The nuclear industry personnel represents 19000 people at EdF and about 20000 people from about 600 different service provider companies. Technician's salary ranges from 1500 to 2800 euros for experienced people, bonus not included. Before being operational, the French nuclear technicians have to follow a long training period in one of the 20 specialized and certified training centres. However, the training demand is so important that the industry suffers from a lack of instructors as well. (J.S.)

  10. A Survey of Career Guidance Needs of Industrial Design Students in Taiwanese Universities

    Science.gov (United States)

    Yang, Ming-Ying; You, Manlai

    2010-01-01

    School pupils in Taiwan spend most of their time in studying and having examinations, and consequently many of them decide what major to study in universities rather hastily. Industrial design (ID) programs in universities nowadays recruit students from general and vocational senior high schools through a variety of channels. As a consequence, ID…

  11. Recruitment of Hispanic Students into MIS Curricula

    Science.gov (United States)

    McHaney, Roger; Martin, Dawne

    2007-01-01

    This paper provides several suggestions Hispanic student recruitment and retention in MIS or other business curricula. Cultural considerations like allocentrism and familialism are discussed along with the situation at K-State. It is believed that the recruitment and retention of Hispanic students can be influenced positively by considering…

  12. Recruitment barriers for prophylactic vaccine trials: A study in Belgium.

    Science.gov (United States)

    Harrington, Lauriane; Van Damme, Pierre; Vandermeulen, Corinne; Mali, Stéphanie

    2017-12-04

    Recruitment of volunteers is one of the main challenges in clinical trial management, and there is little information about recruitment barriers for preventative vaccine trials. We investigated both the recruitment barriers and recruitment strategies for preventive vaccine trials in Belgium. A 10 min survey was used as well as interviews of staff at all clinical trial sites in Belgium that regularly perform vaccine trials. We observed that there are successful recruitment strategies and few recruitment issues for trials involving healthy adults and those over 65 years old. However, challenges face the recruitment of paediatric populations, pregnant women, patients and the very elderly (over 85 years old). From these results, we identified three priority areas to increase recruitment for prophylactic vaccine trials in Belgium. These are: the lack of public knowledge about infectious diseases; the lack of resources of healthcare professionals to take part in clinical trials; and the burden to potential volunteers to take part in a trial. These were discussed with stakeholders and solutions were proposed. Copyright © 2017 Elsevier Ltd. All rights reserved.

  13. Recruitment rates in workplace physical activity interventions: characteristics for success.

    Science.gov (United States)

    Ryde, Gemma C; Gilson, Nicholas D; Burton, Nicola W; Brown, Wendy J

    2013-01-01

    To conduct a systematic review to assess recruitment rates in workplace physical activity (PA) intervention studies and describe characteristics of studies with high recruitment rates. Data Source. Electronic and manual searches were conducted. Workplace PA intervention studies that reported the number of employees invited to participate and the number who responded were included. Studies with recruitment rates of ≥70% were categorized as high with the remaining studies (recruitment rate. Seventy-six percent of studies failed to report recruitment rates (n = 30 included for review). Studies with high recruitment rates (n = 8) tended to have longer study duration (mean 1.6 years) and target smaller cohorts of employees (mean n = 199) than comparison studies (3.9 months; n = 1241). For recruitment strategies and intervention components of high studies, involvement of employees was driven by the organization, with PA interventions provided as part of the working day in paid time. These findings suggest a potential to improve recruitment through targeting small cohorts of employees, incorporating PA as a long-term strategy, facilitating organizationally driven employee involvement, and providing PA interventions during paid time.

  14. The future of the chemical industries

    International Nuclear Information System (INIS)

    Shinnar, R.

    1991-01-01

    As Lincoln, we first must ask where we are before we ask whither. I'd therefore like to define where our industry is and how it got there before we look at the challenges facing us. If we view the chemical and petroleum industries through the glass of macroeconomics, they look very healthy. Let's start with size. Table 1 shows that these two industries each provide about 10% of the total U.S. manufacturing output. This paper shows the fraction of the total GNP contributed by the chemical industry and by the petroleum industry and compares them with total manufacturing. The authors note that total manufacturing grew more slowly than the total GNP, whereas over the last 40 years, the chemical industry grew close to the rate of the GNP. For a large industry, this is the best we can hope for. The chemical industry is one of the very few major industries that has consistently maintained a positive trade balance

  15. Stock-environment recruitment analysis for Namibian Cape hake ...

    African Journals Online (AJOL)

    Stock-environment recruitment analysis for Namibian Cape hake Merluccius capensis. ... The factors modulating recruitment success of Cape hake Merluccius capensis in Namibian waters are still unresolved. ... AJOL African Journals Online.

  16. Recruiting Adolescent Research Participants: In-Person Compared to Social Media Approaches.

    Science.gov (United States)

    Moreno, Megan A; Waite, Alan; Pumper, Megan; Colburn, Trina; Holm, Matt; Mendoza, Jason

    2017-01-01

    Recruiting adolescent participants for research is challenging. The purpose of this study was to compare traditional in-person recruitment methods to social media recruitment. We recruited adolescents aged 14-18 years for a pilot physical activity intervention study, including a wearable physical activity tracking device and a Facebook group. Participants were recruited (a) in person from a local high school and an adolescent medicine clinic and (b) through social media, including Facebook targeted ads, sponsored tweets on Twitter, and a blog post. Data collected included total exposure (i.e., reach), engagement (i.e., interaction), and effectiveness. Effectiveness included screening and enrollment for each recruitment method, as well as time and resources spent on each recruitment method. In-person recruitment reached a total of 297 potential participants of which 37 enrolled in the study. Social media recruitment reached a total of 34,272 potential participants of which 8 enrolled in the study. Social media recruitment methods utilized an average of 1.6 hours of staff time and cost an average of $40.99 per participant enrolled, while in-person recruitment methods utilized an average of 0.75 hours of staff time and cost an average of $19.09 per participant enrolled. Social media recruitment reached more potential participants, but the cost per participant enrolled was higher compared to traditional methods. Studies need to consider benefits and downsides of traditional and social media recruitment methods based on study goals and population.

  17. Motor unit recruitment for dynamic tasks: current understanding and future directions.

    Science.gov (United States)

    Hodson-Tole, Emma F; Wakeling, James M

    2009-01-01

    Skeletal muscle contains many muscle fibres that are functionally grouped into motor units. For any motor task there are many possible combinations of motor units that could be recruited and it has been proposed that a simple rule, the 'size principle', governs the selection of motor units recruited for different contractions. Motor units can be characterised by their different contractile, energetic and fatigue properties and it is important that the selection of motor units recruited for given movements allows units with the appropriate properties to be activated. Here we review what is currently understood about motor unit recruitment patterns, and assess how different recruitment patterns are more or less appropriate for different movement tasks. During natural movements the motor unit recruitment patterns vary (not always holding to the size principle) and it is proposed that motor unit recruitment is likely related to the mechanical function of the muscles. Many factors such as mechanics, sensory feedback, and central control influence recruitment patterns and consequently an integrative approach (rather than reductionist) is required to understand how recruitment is controlled during different movement tasks. Currently, the best way to achieve this is through in vivo studies that relate recruitment to mechanics and behaviour. Various methods for determining motor unit recruitment patterns are discussed, in particular the recent wavelet-analysis approaches that have allowed motor unit recruitment to be assessed during natural movements. Directions for future studies into motor recruitment within and between functional task groups and muscle compartments are suggested.

  18. Density regulation in Northeast Atlantic fish populations: Density dependence is stronger in recruitment than in somatic growth.

    Science.gov (United States)

    Zimmermann, Fabian; Ricard, Daniel; Heino, Mikko

    2018-05-01

    Population regulation is a central concept in ecology, yet in many cases its presence and the underlying mechanisms are difficult to demonstrate. The current paradigm maintains that marine fish populations are predominantly regulated by density-dependent recruitment. While it is known that density-dependent somatic growth can be present too, its general importance remains unknown and most practical applications neglect it. This study aimed to close this gap by for the first time quantifying and comparing density dependence in growth and recruitment over a large set of fish populations. We fitted density-dependent models to time-series data on population size, recruitment and age-specific weight from commercially exploited fish populations in the Northeast Atlantic Ocean and the Baltic Sea. Data were standardized to enable a direct comparison within and among populations, and estimated parameters were used to quantify the impact of density regulation on population biomass. Statistically significant density dependence in recruitment was detected in a large proportion of populations (70%), whereas for density dependence in somatic growth the prevalence of density dependence depended heavily on the method (26% and 69%). Despite age-dependent variability, the density dependence in recruitment was consistently stronger among age groups and between alternative approaches that use weight-at-age or weight increments to assess growth. Estimates of density-dependent reduction in biomass underlined these results: 97% of populations with statistically significant parameters for growth and recruitment showed a larger impact of density-dependent recruitment on population biomass. The results reaffirm the importance of density-dependent recruitment in marine fishes, yet they also show that density dependence in somatic growth is not uncommon. Furthermore, the results are important from an applied perspective because density dependence in somatic growth affects productivity and

  19. Recruitment of black and Latina women to a randomized controlled trial.

    Science.gov (United States)

    Martin, Anika; Negron, Rennie; Balbierz, Amy; Bickell, Nina; Howell, Elizabeth A

    2013-08-01

    Minority women are often not adequately represented in randomized controlled trials, limiting the generalizability of research trial results. We implemented a recruitment strategy for a postpartum depression prevention trial that utilized patient feedback to identify and understand the recruitment barriers of black and Latina postpartum women. Feedback on patients' reasons for trial refusal informed adaptations to the recruitment process. We calculated weekly recruitment rates and analyzed qualitative and quantitative data from patient refusals. Of the 668 women who were approached and completed the consent process, 540 enrolled in the trial and 128 declined participation. Over 52-weeks of recruitment, refusal rates decreased from 40% to 19%. A taxonomy of eight reasons for refusal derived from patient responses identified barriers to recruitment and generated targeted revisions to the recruitment message. A recruitment strategy designed to incorporate and respond to patient feedback improved recruitment of Black and Latina women to a clinical trial.

  20. Engaging workplace representatives in research: what recruitment strategies work best?

    Science.gov (United States)

    Coole, C; Nouri, F; Narayanasamy, M; Baker, P; Khan, S; Drummond, A

    2018-05-23

    Workplaces are key stakeholders in work and health but little is known about the methods used to recruit workplace representatives (WRs), including managers, occupational health advisers and colleagues, to externally funded healthcare research studies. To detail the strategies used in recruiting WRs from three areas of the UK to a qualitative study concerning their experience of employees undergoing hip or knee replacement, to compare the strategies and inform recruitment methods for future studies. Six strategies were used to recruit WRs from organizations of different sizes and sectors. Data on numbers approached and responses received were analysed descriptively. Twenty-five WRs were recruited. Recruitment had to be extended outside the main three study areas, and took several months. It proved more difficult to recruit from non-service sectors and small- and medium-sized enterprises. The most successful strategies were approaching organizations that had participated in previous research studies, or known professionally or personally to team members. Recruiting a diverse sample of WRs to healthcare research requires considerable resources and persistence, and a range of strategies. Recruitment is easier where local relationships already exist; the importance of building and maintaining these relationships cannot be underestimated. However, the potential risks of bias and participant fatigue need to be acknowledged and managed. Further studies are needed to explore how WRs can be recruited to health research, and to identify the researcher effort and costs involved in achieving unbiased and representative samples.

  1. Recruitment for Competencies in Public and Private Sectors

    OpenAIRE

    Codruța OSOIAN; Monica ZAHARIE

    2014-01-01

    The capacity to attract highly skilled human resources is dependent on the employee recruitment process implemented by organizations, which plays an important role for their competitiveness on the market. As the concern for the success of the recruitment process in public sectors is becoming more salient, the present study compares the use of recruitment practices in public and private sectors through a survey applied to 97 organizations. It also explores the outcomes in terms of quantity and...

  2. Can understanding squid life-history strategies and recruitment ...

    African Journals Online (AJOL)

    Can understanding squid life-history strategies and recruitment improve management? ... range of potentially limiting conditions in different years, they store genetic diversity and stabilize recruitment in time. ... AJOL African Journals Online.

  3. Population structure and recruitment of penaeid shrimps in ...

    African Journals Online (AJOL)

    Population structure and recruitment of penaeid shrimps in mozambique. ... This study characterizes the population structure and identifies nursery areas and recruitment seasons of penaeid shrimps in the ... AJOL African Journals Online.

  4. Export of electric power through industrial products

    International Nuclear Information System (INIS)

    Azevedo, J.B.L. de; David, J.M.S.; Campos, J.M.; Perecmanis, J.; Carneiro, N.S.

    1990-01-01

    We forecast the electrical energy incorporated to the exports of products of the industrial sectors of steel, aluminium, ferro-alloys, chlorine and caustic soda, pulp and paper and petrochemistry, accordingly to scenarios for these sectors consistent with a macro economic reference scenario, for the period 1990/2000. We also compare the electrical energy exported through those industrial products with the forecasted industrial and total markets of electrical energy. (author)

  5. Recruiting a young adolescent rural cohort: Costs and lessons learnt

    Directory of Open Access Journals (Sweden)

    Krestina L. Amon

    2016-04-01

    Full Text Available Background: Adolescent recruitment into longitudinal health studies is challenging. The aim of this paper is to report the detailed process and costs of recruiting young adolescents and their families into an intensive longitudinal study of the effects of puberty hormones on health, behaviour and wellbeing in early adolescence, based in regional/rural Australia. Methods: Participants were recruited using a saturation strategy of targeted methods (including school visits and community events and non-targeted recruitment approaches (including print and electronic media advertising, and social media. Direct (face-to-face contact with the public and indirect (behind-the-scenes preparatory activities researcher hours were calculated for each of the recruitment strategies. Results: The study recruited 342 adolescent participants and a parent/guardian over two years. School and community-based recruitment required 6.2 and 6.0 researcher hours per activity, respectively. Direct researcher hours were primarily spent on delivering presentations and connecting with community members at community events. The majority of indirect hours were spent preparing and assembling information packs for distribution to students and parents during school visits. Non-targeted recruitment strategies using media advertising were the most frequently used methods. Researchers were estimated to have spent less than one hour for each media activity. In 27 months, an estimated $250,000 was spent on recruitment activities and resources. A combination of methods was used to recruit young adolescents and their families into a longitudinal health study. Conclusions: The financial costs and researcher time committed to this study highlight the labour-intensive nature of recruitment. The data presented are useful for researchers planning longitudinal studies in adolescents.

  6. Recruitment variability of alewives in Lake Michigan

    Science.gov (United States)

    Madenjian, C.P.; Hook, T.O.; Rutherford, E.S.; Mason, D.M.; Croley, T.E.; Szalai, E.B.; Bence, J.R.

    2005-01-01

    We used a long-term series of observations on alewife Alosa pseudoharengus abundance that was based on fall bottom-trawl catches to assess the importance of various abiotic and biotic factors on alewife recruitment in Lake Michigan during 1962–2002. We first fit a basic Ricker spawner–recruit model to the lakewide biomass estimates of age-3 recruits and the corresponding spawning stock size; we then fit models for all possible combinations of the following four external variables added to the basic model: an index of salmonine predation on an alewife year-class, an index for the spring–summer water temperatures experienced by alewives during their first year in the lake, an index of the severity of the first winter experienced by alewives in the lake, and an index of lake productivity during an alewife year-class's second year in the lake. Based on an information criterion, the best model for alewife recruitment included indices of salmonine predation and spring–summer water temperatures as external variables. Our analysis corroborated the contention that a decline in alewife abundance during the 1970s and early 1980s in Lake Michigan was driven by salmonine predation. Furthermore, our findings indicated that the extraordinarily warm water temperatures during the spring and summer of 1998 probably led to a moderately high recruitment of age-3 alewives in 2001, despite abundant salmonines.

  7. STI patients are effective recruiters of undiagnosed cases of HIV: results of a social contact recruitment study in Malawi.

    Science.gov (United States)

    Rosenberg, Nora E; Kamanga, Gift; Pettifor, Audrey E; Bonongwe, Naomi; Mapanje, Clement; Rutstein, Sarah E; Ward, Michelle; Hoffman, Irving F; Martinson, Francis; Miller, William C

    2014-04-15

    Patients with newly diagnosed HIV may be part of social networks with elevated prevalence of undiagnosed HIV infection. Social network recruitment by persons with newly diagnosed HIV may efficiently identify undiagnosed cases of HIV infection. We assessed social network recruitment as a strategy for identifying undiagnosed cases of HIV infection. In a sexually transmitted infection (STI) clinic in Lilongwe, Malawi, 3 groups of 45 "seeds" were enrolled: STI patients with newly diagnosed HIV, STI patients who were HIV-uninfected, and community controls. Seeds were asked to recruit up to 5 social "contacts" (sexual or nonsexual). Mean number of contacts recruited per group was calculated. HIV prevalence ratios (PRs) and number of contacts needed to test to identify 1 new case of HIV were compared between groups using generalized estimating equations with exchangeable correlation matrices. Mean number of contacts recruited was 1.3 for HIV-infected clinic seeds, 1.8 for HIV-uninfected clinic seeds, and 2.3 for community seeds. Contacts of HIV-infected clinic seeds had a higher HIV prevalence (PR: 3.2, 95% confidence interval: 1.3 to 7.8) than contacts of community seeds, but contacts of HIV-uninfected clinic seeds did not (PR: 1.1, 95% confidence interval: 0.4 to 3.3). Results were similar when restricted to nonsexual contacts. To identify 1 new case of HIV, it was necessary to test 8 contacts of HIV-infected clinic seeds, 10 contacts of HIV-uninfected clinic seeds, and 18 contacts of community seeds. Social contact recruitment by newly diagnosed STI patients efficiently led to new HIV diagnoses. Research to replicate findings and guide implementation is needed.

  8. Perceived infrastructural factors afffecting adoption of e-recruitment ...

    African Journals Online (AJOL)

    Perceived infrastructural factors afffecting adoption of e-recruitment among Human ... The emerging Information and Communication Technology (ICT) has become a vital tool in the conduct of staff recruitment. ... AJOL African Journals Online.

  9. Seedling recruitment of Colophospermum mopane on the Highveld ...

    African Journals Online (AJOL)

    Seedling recruitment of Colophospermum mopane on the Highveld of Zimbabwe: research note. ... Open areas with bare ground or sparse grass cover were favourable sites for seedling recruitment. Seedlings ... AJOL African Journals Online.

  10. Chemical compounds of the foraging recruitment pheromone in bumblebees

    Science.gov (United States)

    Granero, Angeles Mena; Sanz, José M. Guerra; Gonzalez, Francisco J. Egea; Vidal, José L. Martinez; Dornhaus, Anna; Ghani, Junaid; Serrano, Ana Roldán; Chittka, Lars

    2005-08-01

    When the frenzied and irregular food-recruitment dances of bumblebees were first discovered, it was thought that they might represent an evolutionary prototype to the honeybee waggle dance. It later emerged that the primary function of the bumblebee dance was the distribution of an alerting pheromone. Here, we identify the chemical compounds of the bumblebee recruitment pheromone and their behaviour effects. The presence of two monoterpenes and one sesquiterpene (eucalyptol, ocimene and farnesol) in the nest airspace and in the tergal glands increases strongly during foraging. Of these, eucalyptol has the strongest recruitment effect when a bee nest is experimentally exposed to it. Since honeybees use terpenes for marking food sources rather than recruiting foragers inside the nest, this suggests independent evolutionary roots of food recruitment in these two groups of bees.

  11. Essays on the IT Industry in Korea and Taiwan

    Science.gov (United States)

    Lee, Wen-Chieh

    2012-01-01

    This dissertation consists of three studies on the development of information technology (IT) industry in Korea and Taiwan. Using industry-level data from those countries, I would like to investigate why similar economies would take different paths toward developing their industries. The first chapter, "Span of Control and Production…

  12. Recruiting for health, medical or psychosocial research using Facebook: Systematic review

    Directory of Open Access Journals (Sweden)

    Louise Thornton

    2016-05-01

    Full Text Available Recruiting participants is a challenge for many health, medical and psychosocial research projects. One tool more frequently being used to improve recruitment is the social networking website Facebook. A systematic review was conducted to identify studies that have used Facebook to recruit participants of all ages, to any psychosocial, health or medical research. 110 unique studies that used Facebook as a recruitment source were included in the review. The majority of studies used a cross-sectional design (80% and addressed a physical health or disease issue (57%. Half (49% of the included studies reported specific details of the Facebook recruitment process. Researchers paid between $1.36 and $110 per completing participants (Mean = $17.48, SD = $23.06. Among studies that examined the representativeness of their sample, the majority concluded (86% their Facebook-recruited samples were similarly representative of samples recruited via traditional methods. These results indicate that Facebook is an effective and cost-efficient recruitment method. Researchers should consider their target group, advertisement wording, offering incentives and no-cost methods of recruitment when considering Facebook as a recruitment source. It is hoped this review will assist researchers to make decisions regarding the use of Facebook as a recruitment tool in future research.

  13. Orderly recruitment of motor units under optical control in vivo.

    Science.gov (United States)

    Llewellyn, Michael E; Thompson, Kimberly R; Deisseroth, Karl; Delp, Scott L

    2010-10-01

    A drawback of electrical stimulation for muscle control is that large, fatigable motor units are preferentially recruited before smaller motor units by the lowest-intensity electrical cuff stimulation. This phenomenon limits therapeutic applications because it is precisely the opposite of the normal physiological (orderly) recruitment pattern; therefore, a mechanism to achieve orderly recruitment has been a long-sought goal in physiology, medicine and engineering. Here we demonstrate a technology for reliable orderly recruitment in vivo. We find that under optical control with microbial opsins, recruitment of motor units proceeds in the physiological recruitment sequence, as indicated by multiple independent measures of motor unit recruitment including conduction latency, contraction and relaxation times, stimulation threshold and fatigue. As a result, we observed enhanced performance and reduced fatigue in vivo. These findings point to an unanticipated new modality of neural control with broad implications for nervous system and neuromuscular physiology, disease research and therapeutic innovation.

  14. Church-Based Recruitment to Reach Korean Immigrants: An Integrative Review.

    Science.gov (United States)

    Park, Chorong; Jang, Myoungock; Nam, Soohyun; Grey, Margaret; Whittemore, Robin

    2017-04-01

    Although the Korean church has been frequently used to recruit Korean immigrants in research, little is known about the specific strategies and process. The purpose of this integrative review was to describe recruitment strategies in studies of Korean immigrants and to identify the process of Korean church-based recruitment. Thirty-three studies met inclusion criteria. Four stages of church-based recruitment were identified: initiation, endorsement, advertisement, and implementation. This review identified aspects of the church-based recruitment process in Korean immigrants, which are different from the Black and Hispanic literature, due to their hierarchical culture and language barriers. Getting permission from pastors and announcing the study by pastors at Sunday services were identified as the key components of the process. Using the church newsletter to advertise the study was the most effective strategy for the advertisement stage. Despite several limitations, church-based recruitment is a very feasible and effective way to recruit Korean immigrants.

  15. The Use of Gamification at Different Levels of E-Recruitment

    Directory of Open Access Journals (Sweden)

    Jacek WOŹNIAK

    2015-06-01

    Full Text Available E-recruitment is a field of human resources where ICT tools are frequently used. We popularly assume that the scope with which they are used differs between countries, and that technical structure is the main reason for these differences. However, we lack the tools to explain why e-recruitment is considered more common in the US than in Poland, for instance, despite similar access to the Internet among employees and employers in both countries. The article presents a typology of four levels of e-recruitment methods, as a tool for explaining the differences in the maturity of using e-recruitment methods in these two countries. Additionally, for each of the four groups of e-recruitment methods, strong and weak points are shown, and the keys to their successful use are described. It has been also shown that a positive image of a company’s brand is a necessary condition for higher levels of e-recruitment to be successful. A special analysis is conducted of the use of gamification and games for e-recruitment purposes, and examples are given of their use on each of the four e-recruitment levels.

  16. Osteoblast recruitment routes in human cancellous bone remodeling

    DEFF Research Database (Denmark)

    Kristensen, Helene Bjørg; Andersen, Thomas Levin; Marcussen, Niels

    2014-01-01

    It is commonly proposed that bone forming osteoblasts recruited during bone remodeling originate from bone marrow perivascular cells, bone remodeling compartment canopy cells, or bone lining cells. However, an assessment of osteoblast recruitment during adult human cancellous bone remodeling...... is lacking. We addressed this question by quantifying cell densities, cell proliferation, osteoblast differentiation markers, and capillaries in human iliac crest biopsy specimens. We found that recruitment occurs on both reversal and bone-forming surfaces, as shown by the cell density and osterix levels...

  17. Online and Offline Recruitment of Young Women for a Longitudinal Health Survey: Findings From the Australian Longitudinal Study on Women’s Health 1989-95 Cohort

    Science.gov (United States)

    Powers, Jennifer; Anderson, Amy E; Townsend, Natalie; Harris, Melissa L; Tuckerman, Ryan; Pease, Stephanie; Mishra, Gita; Byles, Julie

    2015-01-01

    Background In 2012, we set out to recruit a cohort of at least 10,000 women aged 18-23 from across Australia. With recent research demonstrating the inadequacy of traditional approaches to recruiting women in this age group, we elected to conduct open recruiting. Objective Our aim was to report on the overall success of open recruiting and to evaluate the relative success of a variety of recruitment methods in terms of numbers and demographics. Methods We used referrals, Facebook, formal advertising, and incentives in order to recruit the cohort. Results In all, 17,069 women were recruited for the longitudinal online survey, from 54,685 initiated surveys. Of these women, most (69.94%, n=11,799) who joined the longitudinal cohort were recruited via Facebook, 12.72% (n=2145) via the fashion promotion, 7.02% (n=1184) by referral, 4.9% (n=831) via other Web activities, and 5.4% (n=910) via traditional media. Conclusions Facebook was by far the most successful strategy, enrolling a cohort of women with a similar profile to the population of Australian women in terms of age, area of residence, and relationship status. Women recruited via fashion promotion were the least representative. All strategies underrepresented less educated women—a finding that is consistent with more traditional means of recruiting. In conclusion, flexibility in recruitment design, embracing new and traditional media, adopting a dynamic responsive approach, and monitoring the results of recruiting in terms of sample composition and number recruited led to the successful establishment of a new cohort. PMID:25940876

  18. Recruiting and Retaining Cyberwarriors

    Science.gov (United States)

    2008-02-07

    2007 hearing of the House Oversight and Government Reform Subcommittee on Information Policy, Gregory Wilshusen, director of Information Technology at...Abbott Laboratories in Chicago, recruiters are reaching out to College students by offering flexible work schedules, telecommuting , full tuition

  19. Recruitment bias in chronic pain research: whiplash as a model.

    Science.gov (United States)

    Nijs, Jo; Inghelbrecht, Els; Daenen, Liesbeth; Hachimi-Idrissi, Said; Hens, Luc; Willems, Bert; Roussel, Nathalie; Cras, Patrick; Wouters, Kristien; Bernheim, Jan

    2011-11-01

    In science findings which cannot be extrapolated to other settings are of little value. Recruitment methods vary widely across chronic whiplash studies, but it remains unclear whether this generates recruitment bias. The present study aimed to examine whether the recruitment method accounts for differences in health status, social support, and personality traits in patients with chronic whiplash-associated disorders (WAD). Two different recruitment methods were compared: recruiting patients through a local whiplash patient support group (group 1) and local hospital emergency department (group 2). The participants (n=118) filled in a set of questionnaires: the Neck Disability Index, Medical Outcome Study Short-Form General Health Survey, Anamnestic Comparative Self-Assessment measure of overall well-being, Symptom Checklist-90, Dutch Personality Questionnaire, and the Social Support List. The recruitment method (either through the local emergency department or patient support group) accounted for the differences in insufficiency, somatization, disability, quality of life, self-satisfaction, and dominance (all p values recruitment methods generated chronic WAD patients comparable for psychoneurotism, social support, self-sufficiency, (social) inadequacy, rigidity, and resentment (p>.01). The recruitment of chronic WAD patients solely through patient support groups generates bias with respect to the various aspects of health status and personality, but not social support. In order to enhance the external validity of study findings, chronic WAD studies should combine a variety of recruitment procedures.

  20. Making the most of on-line recruiting.

    Science.gov (United States)

    Cappelli, P

    2001-03-01

    Ninety percent of large U.S. companies are already recruiting via the Internet. By simply logging on to the Web, company recruiters can locate vast numbers of qualified candidates for jobs at every level, screen them in minutes, and contact the most promising ones immediately. The payoffs can be enormous: it costs substantially less to hire someone on-line, and the time saved is equally great. In this article, Peter Cappelli examines some of the emerging service providers and technologies--matchmakers, job boards, hiring management systems software, and applicant-screening mechanisms that test skills and record interests. He also looks at some of the strategies companies are adopting as they enter on-line labor markets. Recruiting needs to be refashioned to resemble marketing, he stresses. Accordingly, smart companies are designing Web pages, and even product ads, with potential recruits in mind. They're giving line managers authority to hire so that candidates in cyberspace aren't lost. They're building internal on-line job networks to retain talent. Integrating recruiting efforts with overall marketing campaigns, especially through coordination and identification with the company's brand, is the most important thing companies can do to ensure success in on-line hiring. Along the way, Cappelli sounds two cautionary notes. First, a human touch, not electronic contact, is vital in the last steps of a successful hiring process. Second, companies must make sure that on-line testing and hiring criteria do not discriminate against women, disabled people, workers over 40, or members of minority groups. When competition for talent is fierce, companies that master the art and science of on-line recruiting will be the ones that attract and keep the best people.

  1. Experiences of recruiting to a pilot trial of Cardiac Rehabilitation In patients with Bowel cancer (CRIB) with an embedded process evaluation: lessons learned to improve recruitment.

    Science.gov (United States)

    Hubbard, Gill; Campbell, Anna; Davies, Zoe; Munro, Julie; Ireland, Aileen V; Leslie, Stephen; Watson, Angus Jm; Treweek, Shaun

    2015-01-01

    Recruitment to randomised controlled trials (RCTs) is a perennial problem. Calls have been made for trialists to make recruitment performance publicly available. This article presents our experience of recruiting to a pilot RCT of cardiac rehabilitation for patients with bowel cancer with an embedded process evaluation. Recruitment took place at three UK hospitals. Recruitment figures were based on the following: i) estimated number of patient admissions, ii) number of patients likely to meet inclusion criteria from clinician input and iii) recruitment rates in previous studies. The following recruitment procedure was used:Nurse assessed patients for eligibility.Patients signed a screening form indicating interest in and agreement to be approached by a researcher about the study.An appointment was made at which the patient signed a consent form and was randomised to the intervention or control group. Information about all patients considered for the study and subsequently included or excluded at each stage of the recruitment process and reasons given were recorded. There were variations in the time taken to award Research Management approval to run the study at the three sites (45-359 days). Sixty-two percent of the original recruitment estimate was reached. The main reason for under-recruitment was due to over-estimation of the number of patient admissions; other reasons were i) not assessing all patients for eligibility, ii) not completing a screening form for eligible patients and iii) patients who signed a screening form being lost to the study before consenting and randomisation. Pilot trials should not simply aim to improve recruitment estimates but should also identify factors likely to influence recruitment performance in a future trial and inform the development of that trial's recruitment strategies. Pilot trials are a crucial part of RCT design. Nevertheless, pilot trials are likely to be small scale, involving only a small number of sites, and

  2. Supporting ethical competence of nurses during recruitment and performance reviews - the role of the nurse leader.

    Science.gov (United States)

    Poikkeus, Tarja; Leino-Kilpi, Helena; Katajisto, Jouko

    2014-09-01

    The aim of this study was to analyse how nurse leaders support the ethical competence of nurses during recruitment and performance reviews. Ethical competence of nurses refers to ethical behaviour and action requiring ethical knowledge and reflection. Nurse leaders have a key role in supporting the ethical competence of nurses, but little is known about just how this should be done. The data were collected using a structured questionnaire and analysed statistically. The target sample consisted of nurse leaders (n = 198) from two university hospitals in two healthcare districts in Finland. Nurse leaders support the ethical competence of nurses more often during performance reviews than during recruitment. During recruitment, nurse leaders ensure the ethical behaviour and knowledge of nurses to varying degrees. During performance reviews, nurse leaders ensure that nurses meet the requirements for collegiality and comply with ethical guidelines and that they do so according to nursing values and principles. There seems to be a need to examine and improve support for the ethical competence of nurses, both during recruitment and performance reviews. Future priorities should include a focus on supporting the ethical knowledge, reflection and behaviour of nurses. An important aspect in terms of supporting the ethical competence of nurses has to do with the ethical knowledge and education of nurse leaders and organisational policies or recommendations for ethical support. © 2013 John Wiley & Sons Ltd.

  3. Recruitment, qualification and training of personnel for nuclear power plants. Safety guide

    International Nuclear Information System (INIS)

    2005-01-01

    The objective of this Safety Guide is to outline the various factors that should to be considered in order to ensure that the operating organization has a sufficient number of qualified personnel for safe operation of a nuclear power plant. In particular, the objective of this publication is to provide general recommendations on the recruitment and selection of plant personnel and on the training and qualification practices that have been adopted in the nuclear industry since the predecessor Safety Guide was published in 1991. In addition, this Safety Guide seeks to establish a framework for ensuring that all managers and staff employed at a nuclear power plant demonstrate their commitment to the management of safety to high professional standards. This Safety Guide deals specifically with those aspects of qualification and training that are important to the safe operation of nuclear power plants. It provides recommendations on the recruitment, selection, qualification, training and authorization of plant personnel. That is, of all personnel in all safety related functions and at all levels of the plant. Some parts or all of this Safety Guide may also be used, with due adaptation, as a guide to the recruitment, selection, training and qualification of staff for other nuclear installations (such as research reactors or nuclear fuel cycle facilities). Section 2 gives guidance on the recruitment and selection of suitable personnel for a nuclear power plant. Section 3 gives guidance on the establishment of personnel qualification, explains the relationship between qualification and competence, and identifies how competence may be developed through education, experience and training. Section 4 deals with general aspects of the training policy for nuclear power plant personnel: the systematic approach, training settings and methods, initial and continuing training, and the keeping of training records. Section 5 provides guidance on the main aspects of training programmes

  4. Recruitment, qualification and training of personnel for nuclear power plants. Safety guide

    International Nuclear Information System (INIS)

    2002-01-01

    The objective of this Safety Guide is to outline the various factors that should to be considered in order to ensure that the operating organization has a sufficient number of qualified personnel for safe operation of a nuclear power plant. In particular, the objective of this publication is to provide general recommendations on the recruitment and selection of plant personnel and on the training and qualification practices that have been adopted in the nuclear industry since the predecessor Safety Guide was published in 1991. In addition, this Safety Guide seeks to establish a framework for ensuring that all managers and staff employed at a nuclear power plant demonstrate their commitment to the management of safety to high professional standards. This Safety Guide deals specifically with those aspects of qualification and training that are important to the safe operation of nuclear power plants. It provides recommendations on the recruitment, selection, qualification, training and authorization of plant personnel; that is, of all personnel in all safety related functions and at all levels of the plant. Some parts or all of this Safety Guide may also be used, with due adaptation, as a guide to the recruitment, selection, training and qualification of staff for other nuclear installations (such as research reactors or nuclear fuel cycle facilities). Section 2 gives guidance on the recruitment and selection of suitable personnel for a nuclear power plant. Section 3 gives guidance on the establishment of personnel qualification, explains the relationship between qualification and competence, and identifies how competence may be developed through education, experience and training. Section 4 deals with general aspects of the training policy for nuclear power plant personnel: the systematic approach, training settings and methods, initial and continuing training, and the keeping of training records. Section 5 provides guidance on the main aspects of training programmes

  5. CERN is still recruiting - Pass it on!

    CERN Multimedia

    2001-01-01

    This year there are still 70 limited duration staff vacancies to fill. Although the Web is proving a very effective way of attracting candidates, CERN people can play their part in the recruitment drive. To find out how you can help, read on. Despite the electronic era, word-of-mouth communication is still doing a good job! Over the last year about 23% of staff applicants found out about our vacancies through personal contacts. The article published last year in the Bulletin (10.4.and 24.4.2000) about recruitment at CERN had a very good initial response from people ready to spread the word about recruitment programmes in schools, universities and at conferences. As the article pointed out, it is still really important for CERN personnel to feel involved in this process. EST Division is now preparing its own initiative to send their engineers and technicians back to their schools in different Member States to attract candidates. We invite you once again to join in with this effort. The recruitment office is re...

  6. Critical analysis of industrial electron accelerators

    Energy Technology Data Exchange (ETDEWEB)

    Korenev, S. E-mail: sergey_korenev@steris.com

    2004-10-01

    The critical analysis of electron linacs for industrial applications (degradation of PTFE, curing of composites, modification of materials, sterilization and others) is considered in this report. Main physical requirements for industrial electron accelerators consist in the variations of beam parameters, such as kinetic energy and beam power. Questions for regulation of these beam parameters are considered. The level of absorbed dose in the irradiated product and throughput determines the main parameters of electron accelerator. The type of ideal electron linac for industrial applications is discussed.

  7. Critical analysis of industrial electron accelerators

    Science.gov (United States)

    Korenev, S.

    2004-09-01

    The critical analysis of electron linacs for industrial applications (degradation of PTFE, curing of composites, modification of materials, sterlization and others) is considered in this report. Main physical requirements for industrial electron accelerators consist in the variations of beam parameters, such as kinetic energy and beam power. Questions for regulation of these beam parameters are considered. The level of absorbed dose in the irradiated product and throughput determines the main parameters of electron accelerator. The type of ideal electron linac for industrial applications is discussed.

  8. Critical analysis of industrial electron accelerators

    International Nuclear Information System (INIS)

    Korenev, S.

    2004-01-01

    The critical analysis of electron linacs for industrial applications (degradation of PTFE, curing of composites, modification of materials, sterilization and others) is considered in this report. Main physical requirements for industrial electron accelerators consist in the variations of beam parameters, such as kinetic energy and beam power. Questions for regulation of these beam parameters are considered. The level of absorbed dose in the irradiated product and throughput determines the main parameters of electron accelerator. The type of ideal electron linac for industrial applications is discussed

  9. Recruitment of hornbill-dispersed trees in hunted and logged forests of the Indian Eastern Himalaya.

    Science.gov (United States)

    Sethi, Pia; Howe, Henry F

    2009-06-01

    Hunting of hornbills by tribal communities is widespread in logged foothill forests of the Indian Eastern Himalaya. We investigated whether the decline of hornbills has affected the dispersal and recruitment of 3 large-seeded tree species. We hypothesized that 2 low-fecundity tree species, Chisocheton paniculatus and Dysoxylum binectariferum (Meliaceae) bearing arillate fruits, are more dispersal limited than a prolifically fruiting drupaceous tree Polyalthia simiarum (Annonaceae), which has potential dispersers other than hornbills. We estimated the abundance of large avian frugivores during the fruiting season along transects in 2 protected and 2 disturbed forests. We compared recruitment of the tree species near (Hornbills (Anthracoceros albirostris) were significantly lower in disturbed forests, but sites did not differ in abundances of the Mountain Imperial Pigeon (Ducula badia). Overall, tree species showed more severely depressed recruitment of seedlings (77% fewer) and juveniles (69% fewer) in disturbed than in protected forests. In disturbed forests, 93% fewer seedlings of C. paniculatus were beyond parental crowns, and a high number of all seedlings (42%) accumulated directly under reproductive adults. In contrast, D. binectariferum and P. simiarum were recruitment rather than dispersal limited, with fewer dispersed seedlings surviving in disturbed than in protected forests. Results are consistent with the idea that disturbance disrupts mutualisms between hornbills and some large-seeded food plants, with the caveat that role redundancy within even small and specialized disperser assemblages renders other tree species less vulnerable to loss of regular dispersal agents. ©2009 Society for Conservation Biology.

  10. Clinical trials: the challenge of recruitment and retention of participants.

    Science.gov (United States)

    Gul, Raisa B; Ali, Parveen A

    2010-01-01

    This article, based on the available literature, attempts to discuss the importance of recruitment and retention of research participants, the associated barriers and challenges, and various strategies to overcome these barriers. The inability to recruit and retain the required participants in a research project poses serious threats to both the internal and the external validity of a research study. Despite serious implications, the issues of recruitment and retention do not receive due attention in research and publications. Literature suggests a lack of coordinated efforts to collect information on the outcomes of recruitment experiences in clinical trials and population studies. Studies often mention the number of participants who refuse to participate; however, the majority of the studies often fail to mention the specific reasons insufficient recruitment or retention of the participants. A methodological paper. Various participant-, context-, environment- and research-related factors are examined that affect the phenomenon of recruitment and retention of the participants in a study. Delayed or inefficient recruitment also has financial and ethical implications. Although there are many pieces of information scattered throughout academic journals on recruitment and retention of participants in research, few authors have dealt with the issue holistically. It is imperative for researchers to understand the importance of recruitment and retention of research participants, the associated barriers and challenges, and various strategies to overcome these barriers. Appropriate recording and reporting of the problems faced while recruiting and retaining the participants in research studies can help not only in understating the challenge, but will also help in devising the strategies to overcome this problem. This article was an attempt to synthesise and review the available literature on recruitment and retention issues, which demand extensive theoretical and

  11. Beyond traditional advertisements: leveraging Facebook's social structures for research recruitment.

    Science.gov (United States)

    Valdez, Rupa S; Guterbock, Thomas M; Thompson, Morgan J; Reilly, Jeremiah D; Menefee, Hannah K; Bennici, Maria S; Williams, Ishan C; Rexrode, Deborah L

    2014-10-27

    Obtaining access to a demographically and geographically diverse sample for health-related research can be costly and time consuming. Previous studies have reported mixed results regarding the potential of using social media-based advertisements to overcome these challenges. Our aim was to develop and assess the feasibility, benefits, and challenges of recruiting for research studies related to consumer health information technology (IT) by leveraging the social structures embedded in the social networking platform, Facebook. Two recruitment strategies that involved direct communication with existing Facebook groups and pages were developed and implemented in two distinct populations. The first recruitment strategy involved posting a survey link directly to consenting groups and pages and was used to recruit Filipino-Americans to a study assessing the perceptions, use of, and preferences for consumer health IT. This study took place between August and December 2013. The second recruitment strategy targeted individuals with type 2 diabetes and involved creating a study-related Facebook group and asking administrators of other groups and pages to publicize our group to their members. Group members were then directly invited to participate in an online pre-study survey. This portion of a larger study to understand existing health management practices as a foundation for consumer health IT design took place between May and June 2014. In executing both recruitment strategies, efforts were made to establish trust and transparency. Recruitment rate, cost, content of interaction, and characteristics of the sample obtained were used to assess the recruitment methods. The two recruitment methods yielded 87 and 79 complete responses, respectively. The first recruitment method yielded a rate of study completion proportionate to that of the rate of posts made, whereas recruitment successes of the second recruitment method seemed to follow directly from the actions of a subset

  12. Facebook targeted advertisement for research recruitment: A primer for nurse researchers.

    Science.gov (United States)

    Carter-Harris, Lisa

    2016-11-01

    Recruiting participants for research studies can be challenging and costly. Innovative recruitment methods are needed. Facebook targeted advertisement offers a low-cost alternative to traditional methods that has been successfully used in research study recruitment. This primer offers nurse researchers a method utilizing social media as a recruitment tool and details Facebook targeted advertisement for research recruitment. Copyright © 2016 Elsevier Inc. All rights reserved.

  13. Creating a High-Touch Recruitment Event: Utilizing Faculty to Recruit and Yield Students

    Science.gov (United States)

    Freed, Lindsey R.; Howell, Leanne L.

    2018-01-01

    The following article describes the planning and implementation of a university student recruitment event that produced a high (new) student yield. Detailed descriptions of how staff and faculty worked together to plan and implement this event are described.

  14. Industry participation in the ITER engineering designing

    International Nuclear Information System (INIS)

    Elagin, Yu.P.

    2006-01-01

    Involvement of the European industry promoted elaboration of the ITER engineering design. The EFDA is responsible for coordination of the industry involvement under the signed contracts the total amount of which is about 70 MEURO. Diversified remote handling equipment is available to replace internal structures and to transfer them to and back from hot cell. The contribution of the European industry consists mainly of divertor equipment, of air cushion transfer system and transfer casks [ru

  15. Industrial recovered-materials-utilization targets for the metals and metal-products industry

    Energy Technology Data Exchange (ETDEWEB)

    None

    1980-03-01

    The National Energy Conservation Policy Act of 1978 directs DOE to set targets for increased utilization of energy-saving recovered materials for certain industries. These targets are to be established at levels representing the maximum feasible increase in utilization of recovered materials that can be achieved progressively by January 1, 1987 and is consistent with technical and economic factors. A benefit to be derived from the increased use of recoverable materials is in energy savings, as state in the Act. Therefore, emhasis on different industries in the metals sector has been related to their energy consumption. The ferrous industry (iron and steel, ferrour foundries and ferralloys), as defined here, accounts for approximately 3%, and all others for the remaining 3%. Energy consumed in the lead and zinc segments is less than 1% each. Emphasis is placed on the ferrous scrap users, followed by the aluminum and copper industries. A bibliography with 209 citations is included.

  16. Use of social media for recruitment

    OpenAIRE

    Brožová, Aneta

    2017-01-01

    This thesis focuses on the usage of social media in the recruitment of employees. Its aim is to propose an improved strategy for a selected company and subsequently verify this proposal. In the theoretical part, the study explains the areas of human resources management and its development, defines social media and presents statistics and as a latter, it reveals the principles of social recruiting, where all the prior mentioned areas meet. It also describes the functionality of the most widel...

  17. 41 CFR 60-20.2 - Recruitment and advertisement.

    Science.gov (United States)

    2010-07-01

    ... engaged in recruiting activity must recruit employees of both sexes for all jobs unless sex is a bona fide... advertisement in columns headed “Male” or “Female” will be considered an expression of a preference, limitation...

  18. Determinants of Iran's BilateralIntra-industry Trade in Pharmaceutical Industry.

    Science.gov (United States)

    Aghlmand, Siamak; Rahimi, Bahlol; Farrokh-Eslamlou, Hamidreza; Nabilou, Bahram; Yusefzadeh, Hassan

    2018-01-01

    Among non-oil and in trade arena, drug has always been strategic importance and most government especially industrialized countries pay special attention to its production and trade issues. Thus, having a comprehensive view from economic perspective to this section is essential for suggesting intervention. This was a descriptive-analytical and panel study. In this study, gravity model is used to estimate Iran's bilateral intra-industry trade in pharmaceutical products in the 2001-2012 periods. To illustrate the extent of pharmaceutical's intra-industry trade between Iran and its major trading partners, the explanatory variables of market size, income, factor endowments, distance, cultural contributions, and similarities and also special trade arrangements have been applied. Analysis of factors affecting Iran's bilateral intra-industry trade in pharmaceutical industry showed that the average GDP and cultural similarities had a significant positive impact on Iran's bilateral IIT, while the difference in GDP has a negative and significant effect. Coefficients obtained for the geographical distance and the average ratio of total capital to the labor force is not consistent with theoretical expectations. Special trade arrangements did not have significant impact on the extent of bilateral intra-industry trade between Iran and its trading partners. The knowledge of the intra-industry trade between Iran and its trade partners make integration between the countries. Factors affecting this type of trade pattern underlie its development in trade relationship. Therefore, the findings of this study would be useful in helping to develop and implement policies for the expansion of the pharmaceutical trade.

  19. Nurses as participants in research: an evaluation of recruitment techniques.

    Science.gov (United States)

    Luck, Lauretta; Chok, Harrison Ng; Wilkes, Lesley

    2017-09-19

    Recruitment and retention of participants, as well as response rates, can be challenging in nursing research. This can be because of the questions asked; the choice of methodology; the methods used to collect data; the characteristics of potential participants; the sample size required; and the duration of the study. Additionally, conducting research with nurses as participants presents several issues for them, including the time needed to participate in the research, the competing commitments for clinical practice, the political and environmental climate, and recruitment itself. To report on research studies conducted by the authors at a tertiary teaching hospital, to show the lessons learned when recruiting nurses to participate in nursing research. The authors discuss factors that supported recruitment of nurses in these studies, including the use of the personal touch and multiple recruitment strategies in a single study. Videos and photography facilitate interdisciplinary research and can be a valuable means of non-verbal data collection, especially with participants affected by disabilities, and can support research methods, such as the use of questionnaires. Recruiting nurses for research can be challenging. We suggest that researchers consider using more than one recruitment strategy when recruiting nurse participants. Recruitment is more successful if researchers align the aim(s) of the research with nurse's concerns and contexts. ©2012 RCN Publishing Company Ltd. All rights reserved. Not to be copied, transmitted or recorded in any way, in whole or part, without prior permission of the publishers.

  20. Patterns of motor recruitment can be determined using surface EMG.

    Science.gov (United States)

    Wakeling, James M

    2009-04-01

    Previous studies have reported how different populations of motor units (MUs) can be recruited during dynamic and locomotor tasks. It was hypothesised that the higher-threshold units would contribute higher-frequency components to the sEMG spectra due to their faster conduction velocities, and thus recruitment patterns that increase the proportion of high-threshold units active would lead to higher-frequency elements in the sEMG spectra. This idea was tested by using a model of varying recruitment coupled to a three-layer volume conductor model to generate a series of sEMG signals. The recruitment varied from (A) orderly recruitment where the lowest-threshold MUs were initially activated and higher-threshold MUs were sequentially recruited as the contraction progressed, (B) a recurrent inhibition model that started with orderly recruitment, but as the higher-threshold units were activated they inhibited the lower-threshold MUs (C) nine models with intermediate properties that were graded between these two extremes. The sEMG was processed using wavelet analysis and the spectral properties quantified by their mean frequency, and an angle theta that was determined from the principal components of the spectra. Recruitment strategies that resulted in a greater proportion of faster MUs being active had a significantly lower theta and higher mean frequency.

  1. Racial athletic stereotype confirmation in college football recruiting.

    Science.gov (United States)

    Thomas, Grant; Good, Jessica J; Gross, Alexi R

    2015-01-01

    The present study tested real-world racial stereotype use in the context of college athletic recruiting. Stereotype confirmation suggests that observers use stereotypes as hypotheses and interpret relevant evidence in a biased way that confirms their stereotypes. Shifting standards suggest that the evaluative standard to which we hold a target changes as a function of their group membership. We examined whether stereotype confirmation and shifting standards effects would be seen in college football coaches during recruiting. College football coaches evaluated a Black or White player on several attributes and made both zero- and non-zero-sum allocations. Results suggested that coaches used the evidence presented to develop biased subjective evaluations of the players based on race while still maintaining equivalent objective evaluations. Coaches also allocated greater overall resources to the Black recruit than the White recruit.

  2. Patterns of Saccharina latissima recruitment.

    Directory of Open Access Journals (Sweden)

    Guri Sogn Andersen

    Full Text Available The lack of recovery in Norwegian populations of the kelp Saccharina latissima (Linnaeus C. E. Lane, C. Mayes, Druehl & G. W. Saunders after a large-scale disturbance that occurred sometime between the late 1990s and early 2000s has raised considerable concerns. Kelp forests are areas of high production that serve as habitats for numerous species, and their continued absence may represent the loss of an entire ecosystem. Some S. latissima populations remain as scattered patches within the affected areas, but today, most of the areas are completely devoid of kelp. The question is if natural recolonization by kelp and the reestablishment of the associated ecosystem is possible. Previous studies indicate that a high degree of reproductive synchrony in macrophytes has a positive effect on their potential for dispersal and on the connectivity between populations, but little is known about the patterns of recruitment in Norwegian S. latissima. More is, however, known about the development of fertile tissue (sori on adult individuals, which is easily observed. The present study investigated the degree of coupling between the appearance of sori and the recruitment on clean artificial substrate beneath adult specimens. The pattern of recruitment was linked to the retreat of visible sori (i.e. spore release and a seasonal component unrelated to the fertility of the adults. The formation and the retreat of visible sori are processes that seem synchronized along the south coast of Norway, and the link between sori development and recruitment may therefore suggest that the potential for S. latissima dispersal is relatively large. These results support the notion that the production and dispersal of viable spores is unlikely to be the bottleneck preventing recolonization in the south of Norway, but studies over larger temporal and spatial scales are still needed to confirm this hypothesis.

  3. Exploring recruitment and selection trends in the Eastern Cape

    Directory of Open Access Journals (Sweden)

    Gerrit J. Louw

    2013-08-01

    Full Text Available Orientation: The recruitment, selection and development of suitable candidates are crucial strategic functions to ensure the competitiveness of corporate and public sector organisations. Research purpose: The purpose of the study was to determine whether targeted organisations have a clear recruitment and selection policy by means of a preliminary exploratory study. In addition to this, the objective was the need to establish the various techniques or methods in use to recruit and select candidates for vacant posts. Motivation for the study: To develop a better understanding of the trends in the application of recruitment and selection methods within the Eastern Cape. Research design, approach and method: This study has a non-experimental design. Methodological processes followed a qualitative and quantitative mixed approach. Structured interviews were used to collect data followed by a descriptive statistical analysis, summary and interpretation of results. Main findings: Whereas newspaper advertising and recruitment agencies are the most popular recruitment methods, the application blank and interviews were mostly preferred for selection purposes. Although assessment centres and psychological assessments were also regarded as popular selection methods, assessment centres were; however, the most prominent selection method to follow of the above two mentioned selection methods. Practical/managerial implications: The research findings could provide corporate leaders and their human resource functionaries with a theoretical pointer relative to recruitment and selection trends within the Province which could guide more effective skills attraction and selection decisions. Contribution/value-add: The study provided valuable strategic information to improve on organisational competiveness via effective recruitment and selection processes. In addition, training and educational programmes could eventually fill the needs and gaps identified in

  4. A GIS-based method for household recruitment in a prospective pesticide exposure study

    Directory of Open Access Journals (Sweden)

    Phillips Michael J

    2008-04-01

    Full Text Available Abstract Background Recent advances in GIS technology and remote sensing have provided new opportunities to collect ecologic data on agricultural pesticide exposure. Many pesticide studies have used historical or records-based data on crops and their associated pesticide applications to estimate exposure by measuring residential proximity to agricultural fields. Very few of these studies collected environmental and biological samples from study participants. One of the reasons for this is the cost of identifying participants who reside near study fields and analyzing samples obtained from them. In this paper, we present a cost-effective, GIS-based method for crop field selection and household recruitment in a prospective pesticide exposure study in a remote location. For the most part, our multi-phased approach was carried out in a research facility, but involved two brief episodes of fieldwork for ground truthing purposes. This method was developed for a larger study designed to examine the validity of indirect pesticide exposure estimates by comparing measured exposures in household dust, water and urine with records-based estimates that use crop location, residential proximity and pesticide application data. The study focused on the pesticide atrazine, a broadleaf herbicide used in corn production and one of the most widely-used pesticides in the U.S. Results We successfully used a combination of remotely-sensed data, GIS-based methods and fieldwork to select study fields and recruit participants in Illinois, a state with high corn production and heavy atrazine use. Our several-step process consisted of the identification of potential study fields and residential areas using aerial photography; verification of crop patterns and land use via site visits; development of a GIS-based algorithm to define recruitment areas around crop fields; acquisition of geocoded household-level data within each recruitment area from a commercial vendor; and

  5. A digitally facilitated citizen-science driven approach accelerates participant recruitment and increases study population diversity.

    Science.gov (United States)

    Puhan, Milo A; Steinemann, Nina; Kamm, Christian P; Müller, Stephanie; Kuhle, Jens; Kurmann, Roland; Calabrese, Pasquale; Kesselring, Jürg; von Wyl, Viktor; Swiss Multiple Sclerosis Registry Smsr

    2018-05-16

    Our aim was to assess whether a novel approach of digitally facilitated, citizen-science research, as followed by the Swiss Multiple Sclerosis Registry (Swiss MS Registry), leads to accelerated participant recruitment and more diverse study populations compared with traditional research studies where participants are mostly recruited in study centres without the use of digital technology. The Swiss MS Registry is a prospective, longitudinal, observational study covering all Switzerland. Participants actively contribute to the Swiss MS Registry, from defining research questions to providing data (online or on a paper form) and co-authoring papers. We compared the recruitment dynamics over the first 18 months with the a priori defined recruitment goals and assessed whether a priori defined groups were enrolled who are likely to be missed by traditional research studies. The goal to recruit 400 participants in the first year was reached after only 20 days, and by the end of 18 months 1700 participants had enrolled in the Swiss MS Registry, vastly exceeding expectations. Of the a priori defined groups with potential underrepresentation in other studies, 645 participants (46.5%) received care at a private neurology practice, 167 participants (12%) did not report any use of healthcare services in the past 12 months, 32 (2.3%) participants lived in rural mountainous areas, and 20 (2.0% of the 1041 for whom this information was available) lived in a long-term care facility. Having both online and paper options increased diversity of the study population in terms of geographic origin and type and severity of disease, as well as use of health care services. In particular, paper enrolees tended to be older, more frequently affected by progressive MS types and more likely to have accessed healthcare services in the past 12 months. Academic and industry-driven medical research faces substantial challenges in terms of patient involvement, recruitment, relevance and

  6. 28 CFR 92.11 - Content of the recruitment and retention programs.

    Science.gov (United States)

    2010-07-01

    ... program and applicant needs throughout the recruitment process. The process should be based on an... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Content of the recruitment and retention... ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.11 Content of the recruitment...

  7. A European Competence Framework for Industrial Pharmacy Practice in Biotechnology

    NARCIS (Netherlands)

    Atkinson, Jeffrey; Crowley, Pat; De Paepe, Kristien; Gennery, Brian; Koster, Andries|info:eu-repo/dai/nl/070975558; Martini, Luigi; Moffat, Vivien; Nicholson, Jane; Pauwels, Gunther; Ronsisvalle, Giuseppe; Sousa, Vitor; van Schravendijk, Chris; Wilson, Keith

    2015-01-01

    The PHAR-IN (“Competences for industrial pharmacy practice in biotechnology”) looked at whether there is a difference in how industrial employees and academics rank competences for practice in the biotechnological industry. A small expert panel consisting of the authors of this paper produced a

  8. [Effect of stock abundance and environmental factors on the recruitment success of small yellow croaker in the East China Sea].

    Science.gov (United States)

    Liu, Zun-lei; Yuan, Xing-wei; Yang, Lin-lin; Yan, Li-ping; Zhang, Hui; Cheng, Jia-hua

    2015-02-01

    Multiple hypotheses are available to explain recruitment rate. Model selection methods can be used to identify the best model that supports a particular hypothesis. However, using a single model for estimating recruitment success is often inadequate for overexploited population because of high model uncertainty. In this study, stock-recruitment data of small yellow croaker in the East China Sea collected from fishery dependent and independent surveys between 1992 and 2012 were used to examine density-dependent effects on recruitment success. Model selection methods based on frequentist (AIC, maximum adjusted R2 and P-values) and Bayesian (Bayesian model averaging, BMA) methods were applied to identify the relationship between recruitment and environment conditions. Interannual variability of the East China Sea environment was indicated by sea surface temperature ( SST) , meridional wind stress (MWS), zonal wind stress (ZWS), sea surface pressure (SPP) and runoff of Changjiang River ( RCR). Mean absolute error, mean squared predictive error and continuous ranked probability score were calculated to evaluate the predictive performance of recruitment success. The results showed that models structures were not consistent based on three kinds of model selection methods, predictive variables of models were spawning abundance and MWS by AIC, spawning abundance by P-values, spawning abundance, MWS and RCR by maximum adjusted R2. The recruitment success decreased linearly with stock abundance (P recruitment success might be due to cannibalism or food competition. Meridional wind intensity showed marginally significant and positive effects on the recruitment success (P = 0.06), while runoff of Changjiang River showed a marginally negative effect (P = 0.07). Based on mean absolute error and continuous ranked probability score, predictive error associated with models obtained from BMA was the smallest amongst different approaches, while that from models selected based on the P

  9. Comparing recruitment strategies in a study of acupuncture for chronic back pain

    Directory of Open Access Journals (Sweden)

    Avins Andrew L

    2009-10-01

    Full Text Available Abstract Background Meeting recruitment goals is challenging for many clinical trials conducted in primary care populations. Little is known about how the use of different recruitment strategies affects the types of individuals choosing to participate or the conclusions of the study. Methods A secondary analysis was performed using data from participants recruited to a clinical trial evaluating acupuncture for chronic back pain among primary care patients in a large integrated health care organization. We used two recruitment methods: mailed letters of invitation and an advertisement in the health plan's magazine. For these two recruitment methods, we compared recruitment success (% randomized, treatment completers, drop outs and losses to follow-up, participant characteristics, and primary clinical outcomes. A linear regression model was used to test for interaction between treatment group and recruitment method. Results Participants recruited via mailed letters closely resembled those responding to the advertisement in terms of demographic characteristics, most aspects of their back pain history and current episode and beliefs and expectations about acupuncture. No interaction between method of recruitment and treatment group was seen, suggesting that study outcomes were not affected by recruitment strategy. Conclusion In this trial, the two recruitment strategies yielded similar estimates of treatment effectiveness. However, because this finding may not apply to other recruitment strategies or trial circumstances, trials employing multiple recruitment strategies should evaluate the effect of recruitment strategy on outcome. Trial registration Clinical Trials.gov NCT00065585.

  10. Analisis Usaha Industri Advertising di Kota Pekanbaru

    OpenAIRE

    Aqualo, Nobel; Indrawati, Toti; Setiawan, Fery

    2014-01-01

    Advertising industry has a good prospects when compared with the past and the present. This research is done for look at the feasibility of the advertising industry with Break Even Point analysis. This study consists of 48 advertising industry existing Pekanbaru in 2012. As for the resulting product is silk screening, billboard, banner, and advertismenrt (web line advertising). The results of the study showed that the total production which is derived from business advertising to average prod...

  11. Customer relationship management in the fashion industry

    OpenAIRE

    Kamblevičiūtė, Kamilė

    2016-01-01

    Customer Relationship Management in the Fashion Industry The fashion industry is a product of the modern age. In ancient times, most of clothes were handmade, or so-called home-made, which were made on individual basis. Due to the development of new technologies, the rise of global capitalism, the expansion of factory systems, the attitude towards the concept of clothing was shifting. The fashion industry consists of four levels: raw material, the design of fashion goods, manufacturing, marke...

  12. Development of Eco-Industry Sector

    OpenAIRE

    Mariana Ioviţu

    2012-01-01

    Measures to encourage development of Eco-industries represent an important part of the programs of many countries; analyses of different international organisms reveal a series of advantages of this sector for economy. According to OCDE “The environmental goods and services industry consists of activities which produce goods and services to measure, prevent, limit, minimize or correct environmental damage to water, air and soil, as well as problems related to waste, noise and Eco-systems”. Th...

  13. Analysis of the 1996 DoD Recruiter Survey Comments

    National Research Council Canada - National Science Library

    Condon, Katherine

    1998-01-01

    ...; family preparation, goal pressures and achievement, the recruiting market, out-of-pocket expenses, improprieties in recruiting, support from superiors, satisfaction with leadership, job satisfaction...

  14. Patient-centered recruitment and retention for a randomized controlled study.

    Science.gov (United States)

    Chhatre, Sumedha; Jefferson, Ashlie; Cook, Ratna; Meeker, Caitlin R; Kim, Ji Hyun; Hartz, Kayla Marie; Wong, Yu-Ning; Caruso, Adele; Newman, Diane K; Morales, Knashawn H; Jayadevappa, Ravishankar

    2018-03-27

    Recruitment and retention strategies for patient-centered outcomes research are evolving and research on the subject is limited. In this work, we present a conceptual model of patient-centered recruitment and retention, and describe the recruitment and retention activities and related challenges in a patient-centered comparative effectiveness trial. This is a multicenter, longitudinal randomized controlled trial in localized prostate cancer patients. We recruited 743 participants from three sites over 15 months period (January 2014 to March 2015), and followed them for 24 months. At site 1, of the 773 eligible participants, 551 (72%) were enrolled. At site 2, 34 participants were eligible and 23 (68%) enrolled. Of the 434 eligible participants at site 3, 169 (39%) enrolled. We observed that strategies related to the concepts of trust (e.g., physician involvement, ensuring protection of information), communication (e.g., brochures and pamphlets in physicians' offices, continued contact during regular clinic visits and calling/emailing assessment), attitude (e.g., emphasizing the altruistic value of research, positive attitude of providers and research staff), and expectations (e.g., full disclosure of study requirements and time commitment, update letters) facilitated successful patient recruitment and retention. A stakeholders' advisory board provided important input for the recruitment and retention activities. Active engagement, reminders at the offices, and personalized update letters helped retention during follow-up. Usefulness of telephone recruitment was site specific and, at one site, the time requirement for telephone recruitment was a challenge. We have presented multilevel strategies for successful recruitment and retention in a clinical trial using a patient-centered approach. Our strategies were flexible to accommodate site-level requirements. These strategies as well as the challenges can aid recruitment and retention efforts of future large

  15. Effective recruitment strategies in primary care research: a systematic review.

    Science.gov (United States)

    Ngune, Irene; Jiwa, Moyez; Dadich, Ann; Lotriet, Jaco; Sriram, Deepa

    2012-01-01

    Patient recruitment in primary care research is often a protracted and frustrating process, affecting project timeframes, budget and the dissemination of research findings. Yet, clear guidance on patient recruitment strategies in primary care research is limited. This paper addresses this issue through a systematic review. Articles were sourced from five academic databases - AustHealth, CINAHL, the Cochrane Methodology Group, EMBASE and PubMed/Medline; grey literature was also sourced from an academic library and the Primary Healthcare Research & Information Service (PHCRIS) website. Two reviewers independently screened the articles using the following criteria: (1) published in English, (2) reported empirical research, (3) focused on interventions designed to increase patient recruitment in primary care settings, and (4) reported patient recruitment in primary care settings. Sixty-six articles met the inclusion criteria. Of these, 23 specifically focused on recruitment strategies and included randomised trials (n = 7), systematic reviews (n = 8) and qualitative studies (n = 8). Of the remaining articles, 30 evaluated recruitment strategies, while 13 addressed the value of recruitment strategies using descriptive statistics and/or qualitative data. Among the 66 articles, primary care chiefly included general practice (n = 30); nursing and allied health services, multiple settings, as well as other community settings (n = 30); and pharmacy (n = 6). Effective recruitment strategies included the involvement of a discipline champion, simple patient eligibility criteria, patient incentives and organisational strategies that reduce practitioner workload. The most effective recruitment in primary care research requires practitioner involvement. The active participation of primary care practitioners in both the design and conduct of research helps to identify strategies that are congruent with the context in which patient care is delivered. This is reported to be the

  16. Recruiting patients as partners in health research: a qualitative descriptive study.

    Science.gov (United States)

    Vat, Lidewij Eva; Ryan, Devonne; Etchegary, Holly

    2017-01-01

    Increasingly, funders and researchers want to partner with patients in health research, but it can be challenging for researchers to find patient partners. More than taking part in research as participants, patient partners help design, carry out and manage research projects. The goal of this study was to describe ways that patient partners have been recruited by researchers and patient engagement leads (individuals within organizations responsible for promoting and supporting patients as research partners). We talked with researchers and patient engagement leads in Canada and the United Kingdom, as well as a patient representative. We found three ways that could help researchers and patients find each other. One way is a case-by-case basis, where patients are often sought with experience of a health condition that is the focus of the research. The other ways involved directories where projects were posted and could be found by patients and researchers, or a third party matched patients with research projects. We found four recruitment strategies:Social marketingCommunity outreachHealth systemPartnering with other organizations (e.g., advocacy groups) There are many influences on finding, selecting and retaining patient partners: patient characteristics, the local setting, the opportunity, work climate, education and support. We hope study results will provide a useful starting point for research teams in recruiting their patient partners. Background Patient engagement in clinical trials and other health research continues to gain momentum. While the benefits of patient engagement in research are emerging, relatively little is known about recruiting patients as research partners. The purpose of this study was to describe recruitment strategies and models of recruiting patients as partners in health research. Methods Qualitative descriptive study. Thirteen patient engagement leads and health researchers from Canada and the United Kingdom, as well as one patient

  17. The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: a brand equity approach to recruitment.

    Science.gov (United States)

    Collins, Christopher J; Stevens, Cynthia Kay

    2002-12-01

    Theory and research from the marketing literature on customer-based brand equity were used to predict how positive exposure to 4 early recruitment-related activities-publicity, sponsorships, word-of-mouth endorsements, and advertising-may affect the application decisions of engineering students. Similar to prior marketing findings, the results suggested that early recruitment-related activities were indirectly related to intentions and decisions through 2 dimensions of employer brand image: general attitudes toward the company and perceived job attributes. The relationships between word-of-mouth endorsements and the 2 dimensions of brand image were particularly strong. In addition, it was found that early recruitment-related activities interacted with one another such that employer brand image was stronger when firms used publicity in conjunction with other early recruitment-related activities.

  18. Analisis Penyerapan Tenaga Kerja pada Industri Kecil Perabot Rumah Tangga dari Kayu (Studi Kasus Kabupaten Klaten)

    OpenAIRE

    Pradana, Venty Oviartha; Pujiyono, Arif

    2014-01-01

    Home industry of household ware made of wood has a potential to decrease the number of unemployed citizens because will recruits many labor. This industry that in Klaten has increased production value. Unfortunately, this increasing was not balanced with the increasing of investment value, material, and the number of employee. The purpose of this research is to analyze the in influance of wage capital and production value to word labor demand. This research use the concept of elasticity of d...

  19. Computational social dynamic modeling of group recruitment.

    Energy Technology Data Exchange (ETDEWEB)

    Berry, Nina M.; Lee, Marinna; Pickett, Marc; Turnley, Jessica Glicken (Sandia National Laboratories, Albuquerque, NM); Smrcka, Julianne D. (Sandia National Laboratories, Albuquerque, NM); Ko, Teresa H.; Moy, Timothy David (Sandia National Laboratories, Albuquerque, NM); Wu, Benjamin C.

    2004-01-01

    The Seldon software toolkit combines concepts from agent-based modeling and social science to create a computationally social dynamic model for group recruitment. The underlying recruitment model is based on a unique three-level hybrid agent-based architecture that contains simple agents (level one), abstract agents (level two), and cognitive agents (level three). This uniqueness of this architecture begins with abstract agents that permit the model to include social concepts (gang) or institutional concepts (school) into a typical software simulation environment. The future addition of cognitive agents to the recruitment model will provide a unique entity that does not exist in any agent-based modeling toolkits to date. We use social networks to provide an integrated mesh within and between the different levels. This Java based toolkit is used to analyze different social concepts based on initialization input from the user. The input alters a set of parameters used to influence the values associated with the simple agents, abstract agents, and the interactions (simple agent-simple agent or simple agent-abstract agent) between these entities. The results of phase-1 Seldon toolkit provide insight into how certain social concepts apply to different scenario development for inner city gang recruitment.

  20. Recruiting Hispanics: The Marine Corps Experience Final Report

    Science.gov (United States)

    2004-01-01

    are overweight , because overweight recruits are more likely to hurt themselves, or for some other reason, overweight recruits have not been as...born in other countries included Vietnam (193), Philippines (1,073), Columbia (203), Dominican Republic (301), Ghana (127), Peru (186), and South

  1. OCCUPATIONAL HEALTH AND SAFETY ISSUES IN VICTORIAN CONSTRUCTION INDUSTRY, AUSTRALIA

    OpenAIRE

    M. Asad, Abdurrahman

    2010-01-01

    The construction industry has one of the highest injury ratios of all Australian industries. Individuals employed on the construction industries find themselves confronted with dangerous and life-threatening work conditions. However, it appears that the trend in Occupational Health and Safety (OHS) performance of construction industry has improved consistently compared with the other industries. The enforcement of OHS law and regulation, and the outcome of authority function to assist and pro...

  2. Habitat selection, facilitation, and biotic settlement cues affect distribution and performance of coral recruits in French Polynesia.

    Science.gov (United States)

    Price, Nichole

    2010-07-01

    Habitat selection can determine the distribution and performance of individuals if the precision with which sites are chosen corresponds with exposure to risks or resources. Contrastingly, facilitation can allow persistence of individuals arriving by chance and potentially maladapted to local abiotic conditions. For marine organisms, selection of a permanent attachment site at the end of their larval stage or the presence of a facilitator can be a critical determinant of recruitment success. In coral reef ecosystems, it is well known that settling planula larvae of reef-building corals use coarse environmental cues (i.e., light) for habitat selection. Although laboratory studies suggest that larvae can also use precise biotic cues produced by crustose coralline algae (CCA) to select attachment sites, the ecological consequences of biotic cues for corals are poorly understood in situ. In a field experiment exploring the relative importance of biotic cues and variability in habitat quality to recruitment of hard corals, pocilloporid and acroporid corals recruited more frequently to one species of CCA, Titanoderma prototypum, and significantly less so to other species of CCA; these results are consistent with laboratory assays from other studies. The provision of the biotic cue accurately predicted coral recruitment rates across habitats of varying quality. At the scale of CCA, corals attached to the "preferred" CCA experienced increased survivorship while recruits attached elsewhere had lower colony growth and survivorship. For reef-building corals, the behavioral selection of habitat using chemical cues both reduces the risk of incidental mortality and indicates the presence of a facilitator.

  3. In situ tissue regeneration: chemoattractants for endogenous stem cell recruitment.

    Science.gov (United States)

    Vanden Berg-Foels, Wendy S

    2014-02-01

    Tissue engineering uses cells, signaling molecules, and/or biomaterials to regenerate injured or diseased tissues. Ex vivo expanded mesenchymal stem cells (MSC) have long been a cornerstone of regeneration therapies; however, drawbacks that include altered signaling responses and reduced homing capacity have prompted investigation of regeneration based on endogenous MSC recruitment. Recent successful proof-of-concept studies have further motivated endogenous MSC recruitment-based approaches. Stem cell migration is required for morphogenesis and organogenesis during development and for tissue maintenance and injury repair in adults. A biomimetic approach to in situ tissue regeneration by endogenous MSC requires the orchestration of three main stages: MSC recruitment, MSC differentiation, and neotissue maturation. The first stage must result in recruitment of a sufficient number of MSC, capable of effecting regeneration, to the injured or diseased tissue. One of the challenges for engineering endogenous MSC recruitment is the selection of effective chemoattractant(s). The objective of this review is to synthesize and evaluate evidence of recruitment efficacy by reported chemoattractants, including growth factors, chemokines, and other more recently appreciated MSC chemoattractants. The influence of MSC tissue sources, cell culture methods, and the in vitro and in vivo environments is discussed. This growing body of knowledge will serve as a basis for the rational design of regenerative therapies based on endogenous MSC recruitment. Successful endogenous MSC recruitment is the first step of successful tissue regeneration.

  4. QUALITY IMPROVEMENT INITIATIVES FOR SUPPORT FUNCTIONS IN AN INDUSTRY: TWO CASES

    Directory of Open Access Journals (Sweden)

    Shirshendu Roy

    2011-09-01

    Full Text Available The concept of quality improvement in industry has originated from the involvement of inspector which has become the most important part of manufacturing process or development activity. Over years, this initiative is migrated to various support functions of the industry. In this paper, emphasis has been given particularly in the areas related to support functions where improvement project s can be effectively done and hence organization wide impact is assessed. Two case studies are presented here in this context. The first study shows how smaller change in content structure and delivery met hod can drastically improve the training feedback and the second one demonstrates minimizing lead time to recruitment with a cost-effective process modification.

  5. Secular trend in height in enlisted men and recruits from the Brazilian Navy born from 1970 to 1977

    Directory of Open Access Journals (Sweden)

    Gilberto Kac

    Full Text Available This study presents data from a survey on height trends in Brazilian Navy enlisted men and recruits born from 1970 to 1977. The sample consisted of 52,574 enlisted men and 4,459 recruits ranging in age from 18.00 to 18.99 years. The statistical processing employed two-way analysis of variance procedure, simple linear regression comparing height and year of birth and multiple analysis controlling for schooling (regression coefficient and the chi-square. The results show that enlisted men and recruits displayed height increments, characterizing a contemporary process of secular trend. Such increments were also present in the country's various macro-regions. The results were compared to a recent investigation of a national scope the National Survey on Health and Nutrition (PNSN and both enlisted men and recruits displayed higher median height than that reported by the PNSN. Level of schooling for individuals in the Navy is high, far superior to that of the Brazilian population as a whole. This set of data suggests that young men enlisting in the Navy are on average of a higher socioeconomic status than the Brazilian population in general, which limits possibilities for extrapolating the findings from this research.

  6. Provincial labour market study : mould remediation industry

    International Nuclear Information System (INIS)

    2003-06-01

    Indoor exposure to mold can be problematic to human health, and some molds are considered to be toxigenic. The emergent mold remediation industry in Ontario is fragmented, with various different standards, training and certification processes. This report investigated the labour market for mold remediation workers, with particular reference to training needs and priorities. Research was derived from a literature review in order to analyze the economic, legal, technical and social context of the mold remediation industry. Data on the organized work force were obtained from records of the International Union of Painters and Allied Trades, the Labour Force Historical Review 2002, and various publications. Population data from the Ontario government and Statistics Canada were also used. Surveys of workers and employers were conducted with questionnaires. Results of the surveys indicated that mold remediation projects currently constitute a minority share of most companies' business. However, the importance of mold remediation projects is expected to increase, and industry self-regulation is the most likely scenario for the development of standards and related training programs. It was suggested that the creation of an industry body representing key stakeholder constituencies or the legitimization of an existing industry organization will reduce fragmentation and facilitate research, standard setting and certification, as well as improve marketing and education. If the demand for mold remediation services increases as anticipated, the industry will face the challenge of remaining competitive in the province's projected labour market due to shortages in personnel. There was a strong consensus between employers and workers in the mold remediation industry regarding the need for skills upgrading and compulsory certification. It was concluded that leadership is needed in the development and delivery of training programs, standard setting, recruitment and retention and

  7. Recruitment dynamics mediated by ungulate herbivory can affect species coexistence for tree seedling assemblages

    Directory of Open Access Journals (Sweden)

    Chi-Yu Weng

    2017-08-01

    Full Text Available The best-known mechanism that herbivory affects species coexistence of tree seedlings is negative density-dependency driven by specialist natural enemies. However, in a forest with intense herbivory by non-specialists, what causes a diversifying seedling bank if rare species do not benefit from negative density-dependency in dominant species? We hypothesize that generalist herbivores can cause unevenly distributed species-specific mortality, which mediates recruitment dynamics and therefore affects species coexistence. To answer this question, we conducted a fence-control experiment in a montane cloud forest, Taiwan, and found that herbivorous damages were mainly caused by ungulates, which are generalists. We explored ungulate herbivory effects on recruitment dynamics by censusing tree seedling dynamics for three years. We found that herbivorous damages by ungulates significantly cause seedling death, mostly at their early stage of establishment. The percentage of death caused by herbivory varied among species. In particular, nurse plants and seedling initial height help shade-tolerant species to persist under such intense herbivory. Whereas, deaths caused by other factors occurred more often in older seedlings, with a consistent low percentage among species. We then tested species coexistence maintenance by dynamic modelling under different scenarios of ungulate herbivory. Raising percentages of death by herbivory changes relative species abundances by suppressing light-demanding species and increasing shade-tolerant species. Density-dependent mortality immediately after bursts of recruitments can suppress dominance of abundant species. With ungulate herbivory, fluctuating recruitment further prevent rare species from apparent competition induced by abundant species. Such bio-processes can interact with ungulate herbivory so that long-term coexistence can be facilitated.

  8. Recruiting and retaining high-quality teachers in rural areas.

    Science.gov (United States)

    Monk, David H

    2007-01-01

    In examining recruitment and retention of teachers in rural areas, David Monk begins by noting the numerous possible characteristics of rural communities--small size, sparse settlement, distance from population concentrations, and an economic reliance on agricultural industries that are increasingly using seasonal and immigrant workers to minimize labor costs. Many, though not all, rural areas, he says, are seriously impoverished. Classes in rural schools are relatively small, and teachers tend to report satisfaction with their work environments and relatively few problems with discipline. But teacher turnover is often high, and hiring can be difficult. Monk observes that rural schools have a below-average share of highly trained teachers. Compensation in rural schools tends to be low, perhaps because of a lower fiscal capacity in rural areas, thus complicating efforts to attract and retain teachers. Several student characteristics, including relatively large shares of students with special needs and with limited English skills and lower shares of students attending college, can also make it difficult to recruit and retain high-quality teachers. Other challenges include meeting the needs of highly mobile children of low-income migrant farm workers. With respect to public policy, Monk asserts a need to focus on a subcategory of what might be called hard-to-staff rural schools rather than to develop a blanket set of policies for all rural schools. In particular, he recommends a focus on such indicators as low teacher qualifications, teaching in fields far removed from the area of training, difficulty in hiring, high turnover, a lack of diversity among teachers in the school, and the presence of migrant farm workers' children. Successful efforts to stimulate economic growth in these areas would be highly beneficial. He also calls attention to the potential for modern telecommunication and computing technologies to offset some of the drawbacks associated with teaching

  9. Understanding and Improving Recruitment to Randomised Controlled Trials: Qualitative Research Approaches.

    Science.gov (United States)

    Elliott, Daisy; Husbands, Samantha; Hamdy, Freddie C; Holmberg, Lars; Donovan, Jenny L

    2017-11-01

    The importance of evidence from randomised trials is now widely recognised, although recruitment is often difficult. Qualitative research has shown promise in identifying the key barriers to recruitment, and interventions have been developed to reduce organisational difficulties and support clinicians undertaking recruitment. This article provides an introduction to qualitative research techniques and explains how this approach can be used to understand-and subsequently improve-recruitment and informed consent within a range of clinical trials. A literature search was performed using Medline, Embase, and CINAHL. All studies with qualitative research methods that focused on the recruitment activity of clinicians were included in the review. The majority of studies reported that organisational difficulties and lack of time for clinical staff were key barriers to recruitment. However, a synthesis of qualitative studies highlighted the intellectual and emotional challenges that arise when combining research with clinical roles, particularly in relation to equipoise and patient eligibility. To support recruiters to become more comfortable with the design and principles of randomised controlled trials, interventions have been developed, including the QuinteT Recruitment Intervention, which comprises in-depth investigation of recruitment obstacles in real time, followed by implementation of tailored strategies to address these challenges as the trial proceeds. Qualitative research can provide important insights into the complexities of recruitment to trials and inform the development of interventions, and provide support and training initiatives as required. Investigators should consider implementing such methods in trials expected to be challenging or recruiting below target. Qualitative research is a term used to describe a range of methods that can be implemented to understand participants' perspectives and behaviours. Data are gathered from interviews, focus groups

  10. Review on hard coral recruitment (Cnidaria: Scleractinia in Colombia

    Directory of Open Access Journals (Sweden)

    Luisa F. Dueñas

    2011-12-01

    Full Text Available Recruitment, defined and measured as the incorporation of new individuals (i.e. coral juveniles into a population, is a fundamentalprocess for ecologists, evolutionists and conservationists due to its direct effect on population structure and function. Because most coralpopulations are self-feeding, a breakdown in recruitment would lead to local extinction. Recruitment indirectly affects both renewal andmaintenance of existing and future coral communities, coral reef biodiversity (bottom-up effect and therefore coral reef resilience. This process has been used as an indirect measure of individual reproductive success (fitness and is the final stage of larval dispersal leading to population connectivity. As a result, recruitment has been proposed as an indicator of coral-reef health in marine protected areas, as well as a central aspect of the decision-making process concerning management and conservation. The creation of management plans to promote impact mitigation, rehabilitation and conservation of the Colombian coral reefs is a necessity that requires firstly, a review and integration of existing literature on scleractinian coral recruitment in Colombia and secondly, larger scale field studies. This motivated us to summarize and analyze all existing information on coral recruitment to determine the state of knowledge, isolate patterns, identify gaps, and suggest future lines of research.

  11. Role of interferon in lymphocyte recruitment into the skin

    International Nuclear Information System (INIS)

    Issekutz, T.B.; Stoltz, J.M.; Webster, D.M.

    1986-01-01

    Large numbers of lymphocytes are recruited from the blood into sites of cutaneous DTH reactions. Our goal was to investigate the factors controlling this recruitment. 111 In-labeled peritoneal exudate lymphocytes were injected iv and the accumulation of these cells in skin sites injected with a variety of stimuli, was used to measure lymphocyte recruitment in rats. Large numbers of lymphocytes migrated into vaccinia- and KLH-injected sites in sensitized animals, but only into the viral and not the KLH lesions in non-immune animals. Lymphocytes also migrated efficiently into sites injected with the alpha-interferon (IFN) inducers, uv-inactivated vaccinia virus and poly I:C, as well as into sites injected with IFN. In each case there was a dose-response relationship. Analysis of the kinetics of lymphocyte recruitment demonstrated that the peak rate of migration occurred most rapidly after the injection of IFN, later after poly I:C, and was slowest to be reached after vaccinia virus. Rabbit anti-IFN blocked the recruitment of lymphocytes by uv-inactivated vaccinia and by IFN. Histologically, all of these sites demonstrated a dense mononuclear cell infiltrate in the dermis. It is suggested that IFN may be an important mediator in the recruitment of lymphocytes into inflammatory reactions

  12. Financial Recruitment Incentive Programs for Nursing Personnel in Canada.

    Science.gov (United States)

    Mathews, Maria; Ryan, Dana

    2015-03-01

    Financial incentives are increasingly offered to recruit nursing personnel to work in underserved communities. The authors describe and compare the characteristics of federal, provincial and territorial financial recruitment incentive programs for registered nurses (RNs), nurse practitioners (NPs), licensed practical nurses (LPNs), registered practical nurses or registered psychiatric nurses. The authors identified incentive programs from government, health ministry and student aid websites and by contacting program officials. Only government-funded recruitment programs providing funding beyond the normal employee wages and benefits and requiring a service commitment were included. The authors excluded programs offered by hospitals, regional or private firms, and programs that rewarded retention. All provinces and territories except QC and NB offer financial recruitment incentive programs for RNs; six provinces (BC, AB, SK, ON, QC and NL) offer programs for NPs, and NL offers a program for LPNs. Programs include student loan forgiveness, tuition forgiveness, education bursaries, signing bonuses and relocation expenses. Programs target trainees, recent graduates and new hires. Funding and service requirements vary by program, and service requirements are not always commensurate with funding levels. This snapshot of government-funded recruitment incentives provides program managers with data to compare and improve nursing workforce recruitment initiatives. Copyright © 2015 Longwoods Publishing.

  13. Born in Bradford, a cohort study of babies born in Bradford, and their parents: Protocol for the recruitment phase

    Directory of Open Access Journals (Sweden)

    Raynor Pauline

    2008-09-01

    Full Text Available Abstract Background Bradford, one of the most deprived cities in the United Kingdom, has a wide range of public health problems associated with socioeconomic deprivation, including an infant mortality rate almost double that for England and Wales. Infant mortality is highest for babies of Pakistani origin, who comprise almost half the babies born in Bradford. The Born in Bradford cohort study aims to examine environmental, psychological and genetic factors that impact on health and development perinatally, during childhood and subsequent adult life, and those that influence their parents' health and wellbeing. This protocol outlines methods for the recruitment phase of the study. Methods Most Bradford women attend for antenatal care and give birth at the Bradford Royal Infirmary, which has approximately 5,800 births per year. Women are eligible for recruitment if they plan to give birth here. Babies born from March 2007 are eligible to participate, recruitment is planned to continue until 2010. Fathers of babies recruited are invited to participate. Women are usually recruited when they attend for a routine oral glucose tolerance test at 26–28 weeks gestation. Recruitment of babies is at birth. Fathers are recruited whenever possible during the antenatal period, or soon after the birth. The aim is to recruit 10,000 women, their babies, and the babies' fathers. At recruitment women have blood samples taken, are interviewed to complete a semi-structured questionnaire, weighed, and have height, arm circumference and triceps skinfold measured. Umbilical cord blood is collected at birth. Within two weeks of birth babies have their head, arm and abdominal circumference measured, along with subscapular and triceps skinfold thickness. Fathers self-complete a questionnaire at recruitment, have height and weight measured, and provide a saliva sample. Participants are allocated a unique study number. NHS numbers will be used to facilitate record linkage

  14. Recruiting for Prior Service Market

    National Research Council Canada - National Science Library

    Thomas, Brian A; Givens, Eric

    2008-01-01

    ...) market based on data from: * DMDC (All services) * IRR (HRC-St. Louis) * AC/RC transition (HRC-Alexandria); 2) To recommend possible recruiting pools of applicants from the analyzed market data...

  15. Oil and gas industry, exploration and development

    International Nuclear Information System (INIS)

    Appert, O.

    1998-01-01

    A consistent investment boost on exploration and development, the favourable prospects connected with technological improvement, the opening of virgin areas of exploration are all factors granting extraordinary opportunities for the oil and gas industry. However, environmental constraints relevant to emission standards and products quality are also growing and will be increasingly binding upon both oil and car industries [it

  16. How Technology Has Changed (and Will Change) Higher Education Employee Recruitment

    Science.gov (United States)

    Ikenberry, John; Hibel, Andrew; Freedman, Robert

    2010-01-01

    Higher education recruitment has evolved over the years to utilize new technologies. The Internet has had the greatest impact on higher education recruitment and paved the way for many new ways of connecting recruiters with job seekers. The further development of Web 2.0 tools and social media has changed the landscape of recruiting and job…

  17. Using Simulation to Model Time Utilization of Army Recruiters

    National Research Council Canada - National Science Library

    Cordeiro, James

    1998-01-01

    .... In many cases, recruiting stations are geographically isolated from military bases, with recruiters often tolerating a high cost of living, crime, and other such adverse conditions that characterize...

  18. Recruiting Experienced Educators: A Model and a Test.

    Science.gov (United States)

    Winter, Paul A.

    1996-01-01

    A model was developed for recruiting experienced educators, extending the recruitment-as-marketing theory. To assess the model's utility, 168 experienced female teachers posed as job applicants responding to position advertisements. Participant reactions were more favorable when advertisements contained intrinsic job attributes, a personal tone,…

  19. Reflecting on e-Recruiting Research Using Grounded Theory

    NARCIS (Netherlands)

    Wolfswinkel, Joost; Furtmueller-Ettinger, Elfriede; Wilderom, Celeste P.M.

    2010-01-01

    This paper presents a systematic review of the e-Recruiting literature through a grounded theory lens. The large number of publications and the increasing diversity of publications on e-Recruiting research, as the most studied area within e-HRM (Electronic Human Resource Management), calls for a

  20. Limits to meritocracy? Gender in academic recruitment and promotion processes

    DEFF Research Database (Denmark)

    Nielsen, Mathias Wullum

    2016-01-01

    According to the literature, women researchers are sometimes at a disadvantage in academic recruitment due to insufficient network ties and subtle gender biases among evaluators. But how exactly do highly formal recruitment procedures allow space for mobilizing informal, potentially gendered......, network ties? Focusing on the preliminary stages of recruitment, this study covers an underexposed aspect of women’s underrepresentation in academia. By combining recruitment statistics and interviews with department heads at a Danish university, it identifies a discrepancy between the institutionalized...... beliefs among managers in the meritocracy and the de facto functioning of the recruitment procedures. Of the vacancies for associate- and full professorships, 40% have one applicant, and 19% are announced under closed procedures with clear implications for gender stratification. The interviews reveal...

  1. Recruiting Teachers--Future Prospects.

    Science.gov (United States)

    Schlechty, Phillip C.; Joslin, Anne W.

    1984-01-01

    Comprehensive reform in the ways teachers are recruited, trained, evaluated, and rewarded is required if the status of the teaching profession and the present quality of education is to be improved. A new career structure, simplification of certification, and reconceptualization of the teaching role are possible remedies. (KH)

  2. Recruitment process outsourcing and organisational culture, connecting the dots

    OpenAIRE

    Masinovic, Dinka

    2010-01-01

    Outsourcing has been around for over twenty years and is still growing, while outsourcing of recruitment is a relatively new phenomenon. Organisations outsource primarily because of the cost benefit and time saving, since there are also several reasons to outsource, there are also several types of outsourcing. Business process outsourcing is when an organisation outsources a whole business process such as Human Resources, which Recruitment Process Outsourcing is a part of. Recruitment Process...

  3. Institutional Context and E-recruitment Practices of Danish Organisations

    OpenAIRE

    Holm, Anna B.

    2014-01-01

    Purpose - Up to now, there has been little research on the impact of the external environment on recruitment practices of organizations, and in part it lags behind practice. This paper attempts to rectify this by studying recent changes in recruitment practices of Danish organizations and the adoption of e-recruitment from a macro organisational perspective.Design/methodology/approach - The study employs new institutional theory as a theoretical lens in order to understand how external pressu...

  4. An analysis of Navy Recruiting Command's officer goaling models

    OpenAIRE

    Senter, Robert R.

    1990-01-01

    Approved for public release; distribution unlimited. This study examines the goaling models used by the Navy Recruiting Command for the Nurse Corps and Nuclear Propulsion Officer Candidate (NUPOC) programs. These two programs serve as representative samples for the numerous officer recruitment programs administered by the Navy Recruiting Command. The intent of the study is to analyze and validate the accuracy of the current goaling models, to ascertain factors which could improve the accur...

  5. Evaluation of international recruitment of health professionals in England.

    Science.gov (United States)

    Young, Ruth; Noble, Jenny; Mahon, Ann; Maxted, Mairead; Grant, Janet; Sibbald, Bonnie

    2010-10-01

    To explore whether a period of intensive international recruitment by the English National Health Service (NHS) achieved its objectives of boosting workforce numbers and to set this against the wider costs, longer-term challenges and questions arising. A postal survey of all pre-2006 NHS providers, Strategic Health Authorities and Deans of Postgraduate Medical Education obtained information on 284 (45%) organizations (142 completed questionnaires). Eight subsequent case studies (74 interviews) covered medical consultant, general practitioner, nurse, midwife and allied health professional recruitment. Most respondents had undertaken or facilitated international recruitment between 2001 and 2006 and believed that it had enabled them to address immediate staff shortages. Views on longer-term implications, such as recruit retention, were more equivocal. Most organizations had made only a limited value-for-money assessment, balancing direct expenditure on overseas recruitment against savings on temporary staff. Other short and long-term transaction and opportunity costs arose from pressures on existing staff, time spent on induction/pastoral support, and human resource management and workforce planning challenges. Though recognized, these extensive 'hidden costs' for NHS organizations were harder to assess as were the implications for source countries and migrant staff. The main achievement of the intensive international recruitment period from a UK viewpoint was that such a major undertaking was seen through without major disruption to NHS services. The wider costs and challenges meant, however, that large-scale international recruitment was not sustainable as a solution to workforce shortages. Should such approaches be attempted in future, a clearer upfront appraisal of all the potential costs and implications will be vital.

  6. Effective recruitment and retention strategies in community health programs.

    Science.gov (United States)

    McCann, Jennifer; Ridgers, Nicola D; Carver, Alison; Thornton, Lukar E; Teychenne, Megan

    2013-08-01

    The aim of this project was to identify effective recruitment and retention strategies used by health-promotion organisations that focus on increasing physical activity and improving nutrition within the local community. Semistructured telephone or face-to-face interviews with 25 key informants from stakeholder organisations were conducted. Key informants discussed strategies used by their organisation to effectively recruit and retain participants into community-based healthy eating and/or physical activity programs. Transcribed data were analysed with NVivo software. Effective recruitment strategies included word of mouth, links with organisations, dissemination of printed materials, media, referrals, cross-promotion of programs and face-to-face methods. Effective retention strategies included encouraging a sense of community ownership, social opportunities, recruiting a suitable leader and offering flexibility and support. Fees and support for recruiting and retaining participants was also identified. This study provides novel insights to a greatly under researched topic in the field of health promotion. There are two key take-home messages from the present study that are applicable to health practitioners as well as developers and deliverers of community health-promotion programs: (1) it is imperative that all community health organisations report on the effectiveness of their recruitment and retention, both successes and failures; and (2) there is a clear need to tailor the recruitment and retention approach to the target population and the setting the program is occurring in. SO WHAT? These findings provide important insights for the development of future community-based healthy eating and physical activity programs.

  7. Evidence for Multiple Mediator Complexes in Yeast Independently Recruited by Activated Heat Shock Factor.

    Science.gov (United States)

    Anandhakumar, Jayamani; Moustafa, Yara W; Chowdhary, Surabhi; Kainth, Amoldeep S; Gross, David S

    2016-07-15

    Mediator is an evolutionarily conserved coactivator complex essential for RNA polymerase II transcription. Although it has been generally assumed that in Saccharomyces cerevisiae, Mediator is a stable trimodular complex, its structural state in vivo remains unclear. Using the "anchor away" (AA) technique to conditionally deplete select subunits within Mediator and its reversibly associated Cdk8 kinase module (CKM), we provide evidence that Mediator's tail module is highly dynamic and that a subcomplex consisting of Med2, Med3, and Med15 can be independently recruited to the regulatory regions of heat shock factor 1 (Hsf1)-activated genes. Fluorescence microscopy of a scaffold subunit (Med14)-anchored strain confirmed parallel cytoplasmic sequestration of core subunits located outside the tail triad. In addition, and contrary to current models, we provide evidence that Hsf1 can recruit the CKM independently of core Mediator and that core Mediator has a role in regulating postinitiation events. Collectively, our results suggest that yeast Mediator is not monolithic but potentially has a dynamic complexity heretofore unappreciated. Multiple species, including CKM-Mediator, the 21-subunit core complex, the Med2-Med3-Med15 tail triad, and the four-subunit CKM, can be independently recruited by activated Hsf1 to its target genes in AA strains. Copyright © 2016, American Society for Microbiology. All Rights Reserved.

  8. U.S. Army Incentive Program: Incentives That Motivate Recruiters

    National Research Council Canada - National Science Library

    Starkey, Benjamin

    1999-01-01

    .... Sixty recruiters and staff personnel at the brigade, battalion and company echelons were randomly selected and interviewed on how the various national and local incentives motivate recruiters to meet...

  9. Effective strategies to recruit young adults into an online wellbeing intervention

    Directory of Open Access Journals (Sweden)

    Gaston Antezana

    2015-09-01

    Objectives This paper will describe the outcomes of different methods for recruiting young adults (16-25 to the ‘Online Wellbeing Centre’, an online resource to assess wellbeing and access apps for mental health and general wellbeing. Methods Online and community strategies, which were of paid and unpaid nature, were utilised for recruiting participants aged between 16-25. Online paid strategies included 9 Facebook ads, 2 Twitter ads, 2 Google ads, and 1 YouTube ad. Online unpaid channels included Facebook and Twitter posts on the official pages of selected partner organisations, links on the websites of selected partner organisations, tailored messages and link via a University student learning portal, and bulk emails to various networks of young people. Unpaid community based recruitment strategies included a bulk email to various community contacts, and face-to-face contact via meetings and presentations in schools and mental health services. The one paid community based strategy was the use of a recruitment agency. All ads and posts were designed with final user input following principles of participatory methodology. All recruited participants were asked to complete a self-assessment of mood, energy levels, and sleep quality presented via visual analog scales, and also the Mental Health Continuum-Short Form assessment survey. Recruitment success via each of the strategies was descriptively analysed. Univariate analysis of variance was conducted to explore if self reported measures varied between paid and unpaid channels of recruitment. Results A total of 378 participants were recruited over a timeframe of 10 months. 26.7% of recruited participants were from paid channels with the recruitment agency and Facebook ads accounting for 15.6% and 8.5% respectively. Least effective paid strategies included Google ads and YouTube ads, each accounting for only 0.5% of participants. The average cost per participant recruited through paid channels was 85 AUD. Amongst

  10. Arab Gulf States : recruitment of Asian workers

    OpenAIRE

    JUREIDINI, Ray

    2014-01-01

    GLMM - Gulf Labour Markets and Migration This paper addresses a neglected area in studies of migrant labor in the Gulf States showing that exploitation of migrant workers occurs before deployment. Evidence from interviews conducted in the five major labour sending countries to Qatar (Philippines, Nepal, Bangladesh, Sri Lanka, and India) suggests that the recruitment procedures and corrupt practices by recruitment agencies and employing company personnel in the receiving country place unski...

  11. Effective strategies for recruiting of Asian cancer patients in internet research.

    Science.gov (United States)

    Lim, Hyun Ju; Lin, Chia-Ju; Liu, Yi; Chee, Wonshik; Im, Eun-Ok

    2006-01-01

    This poster is aims to provide directions for effective strategies for recruiting Asian cancer patients in Internet study among Asian American cancer patients. In the study, we used four different strategies to recruit Asian cancer participants: (a) general and ethnic specific Internet cancer support groups; (b) Asian Internet communities/groups; (c) Asian physician clinics, Asian community and culture center; and (d) community consultants. The most effective recruitment strategy among them was the recruitment through community consultant. The findings support the importance of using key persons in ethnic minority communities to recruit ethnic minority participants.

  12. Identification of Homophily and Preferential Recruitment in Respondent-Driven Sampling.

    Science.gov (United States)

    Crawford, Forrest W; Aronow, Peter M; Zeng, Li; Li, Jianghong

    2018-01-01

    Respondent-driven sampling (RDS) is a link-tracing procedure used in epidemiologic research on hidden or hard-to-reach populations in which subjects recruit others via their social networks. Estimates from RDS studies may have poor statistical properties due to statistical dependence in sampled subjects' traits. Two distinct mechanisms account for dependence in an RDS study: homophily, the tendency for individuals to share social ties with others exhibiting similar characteristics, and preferential recruitment, in which recruiters do not recruit uniformly at random from their network alters. The different effects of network homophily and preferential recruitment in RDS studies have been a source of confusion and controversy in methodological and empirical research in epidemiology. In this work, we gave formal definitions of homophily and preferential recruitment and showed that neither is identified in typical RDS studies. We derived nonparametric identification regions for homophily and preferential recruitment and showed that these parameters were not identified unless the network took a degenerate form. The results indicated that claims of homophily or recruitment bias measured from empirical RDS studies may not be credible. We applied our identification results to a study involving both a network census and RDS on a population of injection drug users in Hartford, Connecticut (2012-2013). © The Author(s) 2017. Published by Oxford University Press on behalf of the Johns Hopkins Bloomberg School of Public Health. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  13. Future jobs in nuclear industry

    International Nuclear Information System (INIS)

    Asquier, S.

    2017-01-01

    CEA leads research on fast reactors in the framework of Generation-4 reactors, it also brings technical support to industrial partners like EDF or AREVA for today operating reactors. Computerized simulation is strongly developed in order to get reliable computers codes able to simulate mechanical behavior of new materials or neutron transport in new reactor cores. CEA is also in charge of the dismantling and remediation of its own nuclear facilities, today about 1000 people work on the dismantling of 35 facilities. CEA is also participating in fusion research programs. This broad range of activities makes CEA an important recruiter of competencies in a lot of domains from nuclear engineering to biological impact of radiations via computer sciences. (A.C.)

  14. Determinants of Iran’s Bilateral Intra-industry Trade in Pharmaceutical Industry

    Science.gov (United States)

    Aghlmand, Siamak; Rahimi, Bahlol; Farrokh-Eslamlou, Hamidreza; Nabilou, Bahram; Yusefzadeh, Hassan

    2018-01-01

    Among non-oil and in trade arena, drug has always been strategic importance and most government especially industrialized countries pay special attention to its production and trade issues. Thus, having a comprehensive view from economic perspective to this section is essential for suggesting intervention. This was a descriptive-analytical and panel study. In this study, gravity model is used to estimate Iran’s bilateral intra-industry trade in pharmaceutical products in the 2001-2012 periods. To illustrate the extent of pharmaceutical’s intra-industry trade between Iran and its major trading partners, the explanatory variables of market size, income, factor endowments, distance, cultural contributions, and similarities and also special trade arrangements have been applied. Analysis of factors affecting Iran’s bilateral intra-industry trade in pharmaceutical industry showed that the average GDP and cultural similarities had a significant positive impact on Iran’s bilateral IIT, while the difference in GDP has a negative and significant effect. Coefficients obtained for the geographical distance and the average ratio of total capital to the labor force is not consistent with theoretical expectations. Special trade arrangements did not have significant impact on the extent of bilateral intra-industry trade between Iran and its trading partners. The knowledge of the intra-industry trade between Iran and its trade partners make integration between the countries. Factors affecting this type of trade pattern underlie its development in trade relationship. Therefore, the findings of this study would be useful in helping to develop and implement policies for the expansion of the pharmaceutical trade. PMID:29881438

  15. A Model of U.S. Army Recruit Labor Supply

    National Research Council Canada - National Science Library

    Wargelin, Mark

    1997-01-01

    .... This paper reviews previous military manpower research and critically examines two recruit labor supply experiments the Multiple Option Recruiting Experiment of 1979, and the Educational Assistance Test Program of 1981...

  16. Ethics and Privacy Implications of Using the Internet and Social Media to Recruit Participants for Health Research: A Privacy-by-Design Framework for Online Recruitment

    Science.gov (United States)

    Cyr, Alaina B; Arbuckle, Luk; Ferris, Lorraine E

    2017-01-01

    Background The Internet and social media offer promising ways to improve the reach, efficiency, and effectiveness of recruitment efforts at a reasonable cost, but raise unique ethical dilemmas. We describe how we used social media to recruit cancer patients and family caregivers for a research study, the ethical issues we encountered, and the strategies we developed to address them. Objective Drawing on the principles of Privacy by Design (PbD), a globally recognized standard for privacy protection, we aimed to develop a PbD framework for online health research recruitment. Methods We proposed a focus group study on the dietary behaviors of cancer patients and their families, and the role of Web-based dietary self-management tools. Using an established blog on our hospital website, we proposed publishing a recruitment post and sharing the link on our Twitter and Facebook pages. The Research Ethics Board (REB) raised concern about the privacy risks associated with our recruitment strategy; by clicking on a recruitment post, an individual could inadvertently disclose personal health information to third-party companies engaged in tracking online behavior. The REB asked us to revise our social media recruitment strategy with the following questions in mind: (1) How will you inform users about the potential for privacy breaches and their implications? and (2) How will you protect users from privacy breaches or inadvertently sharing potentially identifying information about themselves? Results Ethical guidelines recommend a proportionate approach to ethics assessment, which advocates for risk mitigation strategies that are proportional to the magnitude and probability of risks. We revised our social media recruitment strategy to inform users about privacy risks and to protect their privacy, while at the same time meeting our recruitment objectives. We provide a critical reflection of the perceived privacy risks associated with our social media recruitment strategy and

  17. Petrochemical industry drivers

    International Nuclear Information System (INIS)

    Sedriks, W.

    1995-01-01

    Extensive analyses of profit-ability and pricing over the years have shown that the trends seen in the petrochemical industry have two dominant drivers, namely, industry experience curves (reflecting continuous process improvement and cost savings) and profitability cycles. Any outlook for the future must examine both of these facets. The author's algorithm for price projections has two primary terms: a cost-related one and a supply/demand-related one. Both are strong functions of experience curves; the latter is also a prime function of cyclicality. At SRI International. To arrive at medium-term quantitative projections, SRI typically creates a consistent base-case scenario that more or less mirrors the past but also incorporates observed directional changes. In this article the author examines in detail how these scenarios are used for projection. He describes experience curves, ethylene/gross domestic product (GDP) penetration levels, industry structure, and cyclicality as they apply to ethylene prices

  18. Impacts of the local environment on recruitment: a comparative study of North Sea and Baltic Sea fish stocks

    DEFF Research Database (Denmark)

    Pécuchet, Lauréne; Nielsen, J. Rasmus; Christensen, Asbjørn

    2015-01-01

    of the local environmental variability on the recruitment strength. Hence, the prerecruits' survival variability is studied according to geographically disaggregated and potentially impacting abiotic or biotic variables. Time series (1990-2009) of nine environmental variables consistent with the spawning...... of other fish stocks are regularly significant in the models. This study shows the importance of the local environment on the dynamics of SR. The results provide evidence of the necessity of including environmental variables in stock assessment for a realistic and efficient management of fisheries.......While the impact of environmental forcing on recruitment variability in marine populations remains largely elusive, studies spanning large spatial areas and many stocks are able to identify patterns common to different regions and species. In this study, we investigate the effects...

  19. Modelling diameter growth, mortality and recruitment of trees in ...

    African Journals Online (AJOL)

    Modelling diameter growth, mortality and recruitment of trees in miombo woodlands of Tanzania. ... Individual tree diameter growth and mortality models, and area-based recruitment models were developed. ... AJOL African Journals Online.

  20. CREATIV: Research-based innovation for industry energy efficiency

    International Nuclear Information System (INIS)

    Tangen, Grethe; Hemmingsen, Anne Karin T.; Neksa, Petter

    2011-01-01

    Improved energy efficiency is imperative to minimise the greenhouse gas emissions and to ensure future energy security. It is also a key to continued profitability in energy consuming industry. The project CREATIV is a research initiative for industry energy efficiency focusing on utilisation of surplus heat and efficient heating and cooling. In CREATIV, international research groups work together with key vendors of energy efficiency equipment and an industry consortium including the areas metallurgy, pulp and paper, food and fishery, and commercial refrigeration supermarkets. The ambition of CREATIV is to bring forward technology and solutions enabling Norway to reduce both energy consumption and greenhouse gas emissions by 25% within 2020. The main research topics are electricity production from low temperature heat sources in supercritical CO 2 cycles, energy efficient end-user technology for heating and cooling based on natural working fluids and system optimisation, and efficient utilisation of low temperature heat by developing new sorption systems and compact compressor-expander units. A defined innovation strategy in the project will ensure exploitation of research results and promote implementation in industry processes. CREATIV will contribute to the recruitment of competent personnel to industry and academia by educating PhD and post doc candidates and several MSc students. The paper presents the CREATIV project, discusses its scientific achievements so far, and outlines how the project results can contribute to reducing industry energy consumption. - Highlights: → New technology for improved energy efficiency relevant across several industries. → Surplus heat exploitation and efficient heating and cooling are important means. → Focus on power production from low temperature heat and heat pumping technologies. → Education and competence building are given priority. → The project consortium includes 20 international industry companies and