WorldWideScience

Sample records for non-prior service recruits

  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. Estimating active Army and Army Reserve competition for high quality recruits with other military services

    OpenAIRE

    Demyanovich, James M.

    1995-01-01

    The analysis concentrated primarily on the recruiting of high quality recruits for the period FY 1987 through 2d Quarter FY 1995. The U.S. Military Entrance Processing Command (USMEPCOM) data used contained sufficiently accurate figures on Active Army and Army Reserve accessions. The data appears to represent a relatively accurate historical record of the number of non prior service enlistments into the Military Services, with the exception of the Air National Guard and Ai...

  3. Development of a Markov Model for Forecasting Continuation Rates for Enlisted Prior Service and Non-Prior Service Personnel in the Selective Marine Corps Reserve (SMCR)

    Science.gov (United States)

    2012-03-01

    Corps Officers” (master’s thesis, Naval Postgraduate School, 2007), 21. 35 Jeffery Sapp , “A Calculator Adaption of the Markov Chain Model for...a Class of the Civil Service.” Journal of the Royal Statistical Society 20, no. 1 (March 1971): 85–110. Sapp , Jeffrey K. “A Calculator Adaptation of

  4. Nigerian Federal Civil Service: Employee Recruitment, Retention ...

    African Journals Online (AJOL)

    This study delved into the recruitment and retention of employees in the ... Civil Service (NFCS), to establish their impact on the effectiveness of the service. ... the study found that the service lagged behind in providing adequate incentives to ... its application should also pay attention to the merit of prospective employees.

  5. ANALYSIS OF INTENTION TO CONTINUE SERVICES AMONG RECRUITED VOLUNTARY SOLDIERS

    Directory of Open Access Journals (Sweden)

    Kuo-Wei Lin

    2012-01-01

    Full Text Available In order to attract more promising young people to join the military and enhance combat capability, Taiwan’s Department of Defense is transforming the nation’s military service system from a draft system, which has been in effect for more than sixty years, to an all-volunteer military force system. The government hopes that the new system not only can recruit promising voluntary soldiers, but that they also continue their military service after the contract expires in order to ensure stability in recruitment sources. This study explores the intention of voluntary soldiers to continue their military service. This study’s questionnaire encompasses five dimensions: Participation motivation, organization commitment, career planning, personality traits and departure tendency. The questionnaires were issued to 350 voluntary soldiers to explore if they intend to continue their service after their contract expires, with a total of 314 effective questionnaires that were recovered and analyzed. The results find that about half of the voluntary soldiers indicate that they do not plan on staying and continuing their service after contract expiration, which will result in understaffing in the military. In order to stabilize the prescribed number of soldiers, the existing recruiting policy and military management system should be re-adjusted.

  6. Employer Relations and Recruitment Services: An Essential Part of Postsecondary Career Services. Monograph Series

    Science.gov (United States)

    Hoover, Myrna P.; Lenz, Janet G.; Garis, Jeff

    2013-01-01

    This monograph is intended for any career services provider seeking a guide for developing employer relations and recruitment services at a postsecondary institution. It serves to inform readers about the changing meaning of "placement" over the years and the role it currently plays in career services. The publication describes…

  7. Employer Relations and Recruitment Services: An Essential Part of Postsecondary Career Services. Monograph Series

    Science.gov (United States)

    Hoover, Myrna P.; Lenz, Janet G.; Garis, Jeff

    2013-01-01

    This monograph is intended for any career services provider seeking a guide for developing employer relations and recruitment services at a postsecondary institution. It serves to inform readers about the changing meaning of "placement" over the years and the role it currently plays in career services. The publication describes…

  8. Free provision of services and cross-border labour recruitment

    NARCIS (Netherlands)

    Cremers, J.

    2013-01-01

    This article identifies how the use of the European Union (EU) mobility rules, as formulated by the EU's Posting Directive, has been linked to the temporary provision of services in practice. It demonstrates how this linkage, legitimised by European Court rulings, undermines the Directive's original

  9. Designated Medical Directors for Emergency Medical Services: Recruitment and Roles

    Science.gov (United States)

    Slifkin, Rebecca T.; Freeman, Victoria A.; Patterson, P. Daniel

    2009-01-01

    Context: Emergency medical services (EMS) agencies rely on medical oversight to support Emergency Medical Technicians (EMTs) in the provision of prehospital care. Most states require EMS agencies to have a designated medical director (DMD), who typically is responsible for the many activities of medical oversight. Purpose: To assess rural-urban…

  10. Practical application of opt-out recruitment methods in two health services research studies.

    Science.gov (United States)

    Miller, Christopher J; Burgess, James F; Fischer, Ellen P; Hodges, Deborah J; Belanger, Lindsay K; Lipschitz, Jessica M; Easley, Siena R; Koenig, Christopher J; Stanley, Regina L; Pyne, Jeffrey M

    2017-04-14

    Participant recruitment is an ongoing challenge in health research. Recruitment may be especially difficult for studies of access to health care because, even among those who are in care, people using services least often also may be hardest to contact and recruit. Opt-out recruitment methods (in which potential participants are given the opportunity to decline further contact about the study (opt out) following an initial mailing, and are then contacted directly if they have not opted out within a specified period) can be used for such studies. However, there is a dearth of literature on the effort needed for effective opt-out recruitment. In this paper we describe opt-out recruitment procedures for two studies on access to health care within the U.S. Department of Veterans Affairs. We report resource requirements for recruitment efforts (number of opt-out packets mailed and number of phone calls made). We also compare the characteristics of study participants to potential participants via t-tests, Fisher's exact tests, and chi-squared tests. Recruitment rates for our two studies were 12 and 21%, respectively. Across multiple study sites, we had to send between 4.3 and 9.2 opt-out packets to recruit one participant. The number of phone calls required to arrive at a final status for each potentially eligible Veteran (i.e. study participation or the termination of recruitment efforts) were 2.9 and 6.1 in the two studies, respectively. Study participants differed as expected from the population of potentially eligible Veterans based on planned oversampling of certain subpopulations. The final samples of participants did not differ statistically from those who were mailed opt-out packets, with one exception: in one of our two studies, participants had higher rates of mental health service use in the past year than did those mailed opt-out packets (64 vs. 47%). Our results emphasize the practicality of using opt-out methods for studies of access to health care. Despite

  11. Engaging in large-scale digital health technologies and services. What factors hinder recruitment?

    Science.gov (United States)

    O'Connor, Siobhan; Mair, Frances S; McGee-Lennon, Marilyn; Bouamrane, Matt-Mouley; O'Donnell, Kate

    2015-01-01

    Implementing consumer oriented digital health products and services at scale is challenging and a range of barriers to reaching and recruiting users to these types of solutions can be encountered. This paper describes the experience of implementers with the rollout of the Delivering Assisted Living Lifestyles at Scale (dallas) programme. The findings are based on qualitative analysis of baseline and midpoint interviews and project documentation. Eight main themes emerged as key factors which hindered participation. These include how the dallas programme was designed and operationalised, constraints imposed by partnerships, technology, branding, and recruitment strategies, as well as challenges with the development cycle and organisational culture.

  12. Recruitment of college volunteers for community service organizations using the lecture method.

    Science.gov (United States)

    Abrami, P C; Perry, R P

    1976-10-01

    The present study was undertaken to determine those variables which best predict college students' reactions to lectures designed to solicit volunteers for a juvenile corrections program. One hundred and thirty-four students returned mailed questionnaires which assessed multiple variables related to: (1) audience characteristics, (2) recruiter (lecturer) characteristics, and (3) volunteer program (lecture content) characteristics. Results of canonical correlation analysis indicated that 8 of 17 predictor variables accounted for the majority of the variance in the volunteering behavior variate. Age of respondent, previous volunteer experience, overall lecture quality, understanding need for volunteer services, clarity and comprehension of volunteer roles, the value of the lecture as a significant learning experience, the opportunity for personal growth within the program, and the ability to influence existing structures were seen as important variables in predicting three volunteering behaviors. In particular, the data suggest that for recruitment programs using the lecture method recruiter characteristics have the greatest impact on soliciting volunteer personnel.

  13. Consequences of Environmental Service Payments for Forest Retention and Recruitment in a Costa Rican Biological Corridor

    Directory of Open Access Journals (Sweden)

    Steven J. Hollenhorst

    2009-06-01

    Full Text Available Compensation to landowners for forest-derived environmental services has gained international recognition as a mechanism to combat forest loss and fragmentation. This approach is widely promoted, although there is little evidence demonstrating that environmental service payments encourage forest stewardship and conservation. Costa Rica provides a unique case study in which a 1996 Forestry Law initiated environmental service payments and prohibited forest conversion to other land uses. We examined these novel policies to determine their influence on landowner decisions that affect forest change, carbon services, and connectivity in a 2425 km² biological corridor. We used Landsat images to compare land-cover changes before and after 1996, and linked these data to landowner surveys investigating land-use decisions. Carbon stocks and storage in secondary forests were also examined. Forest change observations were corroborated by landowner survey data, indicating that the 1996 Forestry Law and environmental service payments contributed positively to forest retention and recruitment. Socioeconomic conditions also favored forest protection. Rates of natural forest loss declined from -1.43% to -0.10%/yr after 1996. Forest cover and connectivity were maintained through tree plantations and secondary forest recruitment, although forest heterogeneity increased as these forest types sometimes replaced natural forest. Carbon storage in secondary forest approached levels in primary forest after 25–30 yr of succession, although few landowners retained natural regeneration. Secondary forests will persist as minor landscape components without legal or financial incentives. The Costa Rican experience provides evidence that environmental service payments can be effective in retaining natural forest and recruiting tree cover within biological corridors.

  14. Internationally recruited neonatal nurses' experiences in the National Health Service in London.

    Science.gov (United States)

    Alexis, Obrey; Shillingford, Adeline

    2015-08-01

    The aim of this study was to explore internationally recruited neonatal nurses' (IRNNs) perceptions of their experiences of working in the National Health Service (NHS) in London. This was an exploratory study. A purposive sample of 13 nurses (all females) from two teaching hospitals in London participated in this study. Semi-structured face-to-face interviews were used to capture IRNNs views of working in the NHS in London. Five themes emerged, namely: motivation to migrate, lack of preparation for neonatal nurses, environmental conditions impacting on care delivery, neonatal nurses deskilling, and role restrictions as well as professional development. The findings of this study provide first-hand insights from the subjective perspectives of IRNN experiences. IRNNs experienced some challenges to their working lives; however, good preparation is important when recruiting them to work in the NHS. © 2014 Wiley Publishing Asia Pty Ltd.

  15. An XML-based Multi-Agent System for Supporting Online Recruitment Services

    CERN Document Server

    De Meo, P; Terracina, G; Ursino, D

    2009-01-01

    In this paper we propose an XML-based multi-agent recommender system for supporting online recruitment services. Our system is characterized by the following features: {\\em (i)} it handles user profiles for personalizing the job search over the Internet; {\\em (ii)} it is based on the Intelligent Agent Technology; {\\em (iii)} it uses XML for guaranteeing a light, versatile and standard mechanism for information representation, storing and exchange. The paper discusses the basic features of the proposed system, presents the results of an experimental study we have carried out for evaluating its performance, and makes a comparison between the proposed system and other e-recruitment systems already presented in the past.

  16. Recruitment of prospective donors: what do they expect from a homepage of a blood transfusion service?

    Science.gov (United States)

    Moog, R; Fourné, K

    2007-08-01

    In times of shrinking donor population, the recruitment of donors is of utmost importance. Recruitment can be done by personal communication, advertisement/information, classical mass media (newspaper, radio, TV) or new computerized media. The aim of this study was to gain information about the donors' demands of an Internet presentation of a blood transfusion service. Between October and December 2004 inclusive, prospective donors were asked to complete a survey about the impact of Internet information for blood donors. The survey contained questions measuring demographics, education and motivation for blood donation. In addition, the survey included questions that measured Internet access, duration of online time and donors' demands for an Internet presentation of a blood transfusion service. Donors were asked to tick a box with predefined answers. In cases where no options were applied, donors were requested to specify their answers. One hundred and fourteen prospective donors (71 female, 43 male) with a median age of 25 years (range 18-57 years) completed the survey. Most donors (57.9%) were 18-30 years old. Forty-two (36.8%) of the surveyed donors were repeat donors, whereas 72 (63.2%) were first-time donors. The majority of donors were informed about blood donation from relatives or friends (70.7% repeat donors and 67.7% first-time donors). Most of them had Internet access (85.7% repeat donors and 90.3% first-time donors). Exclusive use of private access was more often reported in repeat donors (77.8%), whereas both private and professional access was more frequently used in first-time donors (32.3%). Most donors used the Internet access daily, followed by weekly and monthly use. Multiple answers were given about the importance of desired information about the topic 'blood donation'. Both first-time and repeat donors wanted to be informed about organizational details of blood donation such as opening times, eligibility criteria, donation process and the kind

  17. Barriers and facilitators to recruitment of physicians and practices for primary care health services research at one centre

    Directory of Open Access Journals (Sweden)

    Hogg William

    2010-12-01

    Full Text Available Abstract Background While some research has been conducted examining recruitment methods to engage physicians and practices in primary care research, further research is needed on recruitment methodology as it remains a recurrent challenge and plays a crucial role in primary care research. This paper reviews recruitment strategies, common challenges, and innovative practices from five recent primary care health services research studies in Ontario, Canada. Methods We used mixed qualitative and quantitative methods to gather data from investigators and/or project staff from five research teams. Team members were interviewed and asked to fill out a brief survey on recruitment methods, results, and challenges encountered during a recent or ongoing project involving primary care practices or physicians. Data analysis included qualitative analysis of interview notes and descriptive statistics generated for each study. Results Recruitment rates varied markedly across the projects despite similar initial strategies. Common challenges and creative solutions were reported by many of the research teams, including building a sampling frame, developing front-office rapport, adapting recruitment strategies, promoting buy-in and interest in the research question, and training a staff recruiter. Conclusions Investigators must continue to find effective ways of reaching and involving diverse and representative samples of primary care providers and practices by building personal connections with, and buy-in from, potential participants. Flexible recruitment strategies and an understanding of the needs and interests of potential participants may also facilitate recruitment.

  18. Indications of Recruitment Challenges in Research with U.S. Military Service Members: A ClinicalTrials.gov Review.

    Science.gov (United States)

    Cook, Wendy A; Doorenbos, Ardith Z

    2017-03-01

    The success of military-relevant health research often depends on recruiting adequate numbers of U.S. military service members as research participants. Researchers have reported difficulties in recruiting service member research participants. Reviews of ClinicalTrials.gov, an online clinical trial registry of publicly and privately sponsored studies, have identified challenges in participant recruitment and barriers to study completion in various research populations. The purpose of this study was to identify indications of difficulty recruiting U.S. military service members as research participants based on data from study records in ClinicalTrials.gov. Records of studies starting between 2005 and 2014 were collected from ClinicalTrials.gov and updated through January 2016. Three hundred and two studies that included ≥25% U.S. military service member research participants were (1) compared to a comparison group of 302 studies, each with <5% service member participants and (2) compared by the proportion of service member participants within studies in the military group ("many" ≥25% but <100% service members and "all" 100% service members). Groups were evaluated and compared for recruitment status; reasons for study withdrawal, termination, or suspension; achievement of ≥85% of the anticipated enrollment; and differences in achieving recruitment goals according to study sponsor. Twelve percent of studies in the military group had been withdrawn, terminated, or suspended; enrollment and funding problems were the most common reasons. The comparison group had 11% of studies withdrawn, terminated, or suspended; the most common reasons were enrollment problems and sponsor decision. All study groups had indications of difficulty adequately achieving participant enrollment goals. Among studies with known anticipated and actual enrollment, approximately half in both the military group (47.9%) and comparison group (50.3%) achieved ≥85% of the anticipated enrollment

  19. Predicting Pre-Service Classroom Teachers' Civil Servant Recruitment Examination's Educational Sciences Test Scores Using Artificial Neural Networks

    Science.gov (United States)

    Demir, Metin

    2015-01-01

    This study predicts the number of correct answers given by pre-service classroom teachers in Civil Servant Recruitment Examination's (CSRE) educational sciences test based on their high school grade point averages, university entrance scores, and grades (mid-term and final exams) from their undergraduate educational courses. This study was…

  20. U.S. military recruits waived for pathological curvature of the spine: increased risk of discharge from service.

    Science.gov (United States)

    Bedno, Sheryl A; Gardiner, Bradley; Li, Yuanzhang; Wiesen, Andrew R; Firestone, Jordan A; Niebuhr, David W

    2011-05-01

    Selective accession waivers for medically disqualifying conditions like spinal curvature are one way the military meets its manpower needs. We evaluated retention patterns during the first 2 years of service of a cohort of military recruits with waivers for pathological curvature of the spine (spinal curvature). Recruits waived for spinal curvature (n = 417), who accessed from 1998 to 2005 were identified and matched with 3 qualified recruits. Kaplan-Meier survival analysis and Cox proportional hazards model were used to compare survival patterns and adjusted attrition hazard estimates. Waived recruits experienced significantly increased risk of "all cause" discharge (relative risk = 1.3; 95% confidence interval: 1.1, 1.5) and "existing prior to service" discharge (relative risk = 2.4; confidence interval: 1.6, 3.5). Despite the increased risk of discharge, current waiver criteria allowed a majority with spinal curvature to complete at least 2 years of service. Policy makers must consider risks and benefits before modifying the current accession standard for spinal curvature.

  1. Decentralized nursing education in Northern Norway: towards a sustainable recruitment and retention model in rural Arctic healthcare services

    Directory of Open Access Journals (Sweden)

    Bente Norbye

    2013-11-01

    Full Text Available Introduction. Decentralized nursing education (DNE was established at Tromsø University College in 1990 and has since become a part of the bachelor programme in nursing at UiT The Arctic University of Norway. The objective of the study was to investigate whether and to what degree the first DNE programme established in Norway has contributed to recruitment and retention of registered nurses (RNs in rural healthcare services. Methods. The quantitative survey took place in 2012. A questionnaire was distributed to 315 former students who had graduated from the DNE programme from 1994 to 2011. Results. The primary finding of this study is that the DNE successfully recruits students from rural areas of Northern Norway. Nearly, 87.5% have their first employment in community healthcare services. They continued to work in the rural areas and 85% still worked as nurses in 2012. The DNE programme has been successful regarding recruitment and retention of RNs to community healthcare services. Fifty-six percent have attended a variety of postgraduate programmes. Conclusion. The DNE programme demonstrates itself as a successful study model regarding recruitment and retention of RNs to rural and remote areas.

  2. Assessment of Nutritional Status and Fatigue Among Army Recruits During the Army Common Recruit Training Course: Part A: Catering Services and Diet

    Science.gov (United States)

    2005-06-01

    request and 18% were “not suited to be a soldier” [3]. A lower limb injury was sustained in 21% (276) of the recruits, with tibial fracture or... periostitis accounting for 36% of these injuries. Injured recruits were ten times less likely to complete recruit training. Such attrition costs thousands

  3. The UK Pharmacy Care Plan service: Description, recruitment and initial views on a new community pharmacy intervention.

    Science.gov (United States)

    Twigg, Michael J; Wright, David; Kirkdale, Charlotte L; Desborough, James A; Thornley, Tracey

    2017-01-01

    The UK government advocates person-centred healthcare which is ideal for supporting patients to make appropriate lifestyle choices and to address non-adherence. The Community Pharmacy Future group, a collaboration between community pharmacy companies and independents in the UK, introduced a person-centred service for patients with multiple long-term conditions in 50 pharmacies in Northern England. Describe the initial findings from the set up and delivery of a novel community pharmacy-based person-centred service. Patients over fifty years of age prescribed more than one medicine including at least one for cardiovascular disease or diabetes were enrolled. Medication review and person-centred consultation resulted in agreed health goals and steps towards achieving them. Data were collated and analysed to determine appropriateness of patient recruitment process and quality of outcome data collection. A focus group of seven pharmacists was used to ascertain initial views on the service. Within 3 months of service initiation, 683 patients had baseline clinical data recorded, of which 86.9% were overweight or obese, 53.7% had hypertension and 80.8% had high cardiovascular risk. 544 (77.2%) patients set at least one goal during the first consultation with 120 (22.1%) setting multiple goals. A majority of patients identified their goals as improvement in condition, activity or quality of life. Pharmacists could see the potential patient benefit and the extended role opportunities the service provided. Allowing patients to set their own goals occasionally identified gaps to be addressed in pharmacist knowledge. Pharmacists successfully recruited a large number of patients who were appropriate for such a service. Patients were willing to identify goals with the pharmacist, the majority of which, if met, may result in improvements in quality of life. While challenges in delivery were acknowledged, allowing patients to identify their own personalised goals was seen as a

  4. Randomised controlled trial of a new palliative care service: Compliance, recruitment and completeness of follow-up

    Directory of Open Access Journals (Sweden)

    Saleem Tariq

    2008-05-01

    Full Text Available Abstract Background Palliative care has been proposed for progressive non-cancer conditions but there have been few evaluations of service developments. We analysed recruitment, compliance and follow-up data of a fast track (or wait list control randomised controlled trial of a new palliative care service – a design not previously used to assess palliative care. Methods/Design An innovative palliative care service (comprising a consultant in palliative medicine, a clinical nurse specialist, an administrator and a psychosocial worker was delivered to people severely affected by multiple sclerosis (MS, and their carers, in southeast London. Our design followed the MRC Framework for the Evaluation of Complex Interventions. In phase II we conducted randomised controlled trial, of immediate referral to the service (fast-track versus a 12-week wait (standard best practice. Main outcome measures were: compliance (the extent the trial protocol was adhered to, recruitment (target 50 patients, attrition and missing data rates; trial outcomes were Palliative Care Outcome Scale and MS Impact Scale. Results 69 patients were referred, 52 entered the trial (26 randomised to each arm, 5 refused consent and 12 were excluded from the trial for other reasons, usually illness or urgent needs, achieving our target numbers. 25/26 fast track and 21/26 standard best practice patients completed the trial, resulting in 217/225 (96% of possible interviews completed, 87% of which took place in the patient's home. Main reasons for failure to interview and/or attrition were death or illness. There were three deaths in the standard best practice group and one in the fast-track group during the trial. At baseline there were no differences between groups. Missing data for individual questionnaire items were small (median 0, mean 1–5 items out of 56+ items per interview, not associated with any patient or carer characteristics or with individual questionnaires, but were

  5. SOCIAL MEDIA, THE 21ST CENTURY TOOL AT THE SERVICE OF RECRUITING TALENT

    Directory of Open Access Journals (Sweden)

    SECARĂ CARMEN-GABRIELA

    2014-06-01

    Full Text Available Social media changes the way in which companies interact in technology-mediated ways to most stakeholders and managers can not afford to ignore the new ways in which interactions with customers, employees, shareholders and many other important components occur as a result of the widespread availability broad and creative use of these new technologies. Social media seems to offer attractive and valuable opportunities to attract and hire talented individuals, supporting the quality, quantity and fairness of labor relations. This paper aims to show how social media can better support recruitment activities taking into account, in particular, the needs and expectations of young workers and talented professionals in a more general context.

  6. A Methodology for Analyzing the Aptitude Content of the Non-Prior Service Youth and Enlisted Apprentice Populations

    Science.gov (United States)

    1985-05-29

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  7. From “reversed quota” to “ invisible quota” in the recruitment of the descendants of immigrants for public service jobs

    Directory of Open Access Journals (Sweden)

    Yamina Meziani

    2013-12-01

    Full Text Available Through a qualitative comparison study of the hiring of the descendants of immigrants for public service jobs in France and in the Netherlands, this article highlights the selection mechanisms implemented by local human resources personnel in the local government in two small towns, one in the Netherlands and one in France. We observed how the respective recruitment politics were designed to improve the visibility and presence of the descendants of migrants in local public services. Our results demonstrate that these two localities use very different methods to recruit the descendants of immigrants: French local authorities used “invisible quotas”, and Dutch local authorities used “reversed quotas.” They followed two different accounting systems, which in turn had diverse effects on the redefinition of the desired skillset.

  8. 77 FR 4332 - Recruitment of Sites for Assignment of National Health Service Corps Loan Repayors (FY 2012)

    Science.gov (United States)

    2012-01-27

    ... medicine physicians who practice obstetrics on a regular basis, providers of geriatric services, pediatric... nurse midwives (CNMs), family medicine physicians who practice obstetrics on a regular basis,...

  9. 10 Ways to Recruit Teachers.

    Science.gov (United States)

    Stewart, Daisy

    1999-01-01

    Suggestions for recruiting teachers are as follow: talk to teens, recruit from within, involve counselors, target uncertain students, network, build relationships with tech prep, enlist military personnel, recruit extension agents, contact outplacement and employment services, and use distance-learning methods. (JOW)

  10. 10 Ways to Recruit Teachers.

    Science.gov (United States)

    Stewart, Daisy

    1999-01-01

    Suggestions for recruiting teachers are as follow: talk to teens, recruit from within, involve counselors, target uncertain students, network, build relationships with tech prep, enlist military personnel, recruit extension agents, contact outplacement and employment services, and use distance-learning methods. (JOW)

  11. 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...

  12. Family medicine education in rural communities as a health service intervention supporting recruitment and retention of physicians

    Science.gov (United States)

    Soles, Trina Larsen; Ruth Wilson, C.; Oandasan, Ivy F.

    2017-01-01

    Abstract Objective To develop a pan-Canadian rural education road map to advance the recruitment and retention of family physicians in rural, remote, and isolated regions of Canada in order to improve access and health care outcomes for these populations. Composition of the task force Members of the task force were chosen from key stakeholder groups including educators, practitioners, the College of Family Physicians of Canada education committee chairs, deans, chairs of family medicine, experts in rural education, and key decision makers. The task force members were purposefully selected to represent a mix of key perspectives needed to ensure the work produced was rigorous and of high quality. Observers from the Canadian Medical Association and Health Canada’s Council on Health Workforce, and representatives from the Royal College of Physicians and Surgeons of Canada, were also invited to provide their perspectives and to encourage and coordinate multiorganization action. Methods The task force commissioned a focused literature review of the peer-reviewed and gray literature to examine the status of rural medical education, training, and practice in relation to the health needs of rural and remote communities in Canada, and also completed an environmental scan. Report The environmental scan included interviews with more than 100 policy makers, government representatives, providers, educators, learners, and community leaders; 17 interviews with practising rural physicians; and 2 surveys administered to all 17 faculties of medicine. The gaps identified from the focused literature review and the results of the environmental scan will be used to develop the task force’s recommendations for action, highlighting the role of key partners in implementation and needed action. Conclusion The work of the task force provides an opportunity to bring the various partners together in a coordinated way. By understanding who is responsible and the actions each stakeholder

  13. Recruitment of general practices

    DEFF Research Database (Denmark)

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

    2016-01-01

    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......, which was fewer than planned (100 practices). In this evaluation, five of Solberg’s seven R-factors were successfully addressed and two factors were not. The need to involve (reciprocity) end users in the development of new software and the amount of time needed to conduct recruitment (resolution) were...

  14. [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

    2016-06-23

    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

  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. [Recruitment of smokers in the Rio de Janeiro subway, Brazil, as a strategy to increase access to quitline services: the impact of novelty].

    Science.gov (United States)

    Szklo, André Salem; Coutinho, Evandro da Silva Freire; Barros, Helena Maria Tannhauser; Perez, Cristina; Moreira, Taís de Campos; Figueiró, Luciana Rizzieri; Pinho, Mariana; Carvalho, Valeska Figueiredo

    2009-11-01

    Creative and innovative strategies to recruit smokers are essential for improving tobacco control activities. Currently in Brazil, through health warning messages on cigarette packs, there is a permanent and intense spread of messages that provoke feelings of loss associated with smoking, which is important to encourage access to smoking quitlines. The study analyzed the call rate for telephone counseling after introducing a new strategy for reactive recruitment focused on the theme 'smoking causes shortness of breath', adapted to the subway setting in Rio de Janeiro, as compared to the rates for two existing reactive strategies. Regardless of age bracket, there was a higher response to the new proposed strategy. Despite the major awareness-raising in Brazil concerning the ills of tobacco, new communications formats approaching personally relevant themes can increase the number and range of smokers recruited for telephone counseling to support cessation.

  17. 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.

  18. USAR recruiting success factors

    OpenAIRE

    Thomas, George W.; Kocher, Kathryn M.; Gandolfo, Robin Ragsdale

    1987-01-01

    This study attempts to identify attributes associated with successful recruiters, to evaluate existing data on recruiter performance and characteristics, and to develop a model to aid in the selection of personnel who are likely to become successful recruiters. Conventional multivariate statistical techniques have not proved adequate in identifying successful recruiters, largely because of the absence of reliable and valid measures of recruiter success. This study applies a relatively new met...

  19. RECRUITMENT AND RECRUITMENT MODELS IN FISHERY SCIENCE

    Directory of Open Access Journals (Sweden)

    Merica Slišković

    2006-04-01

    Full Text Available Recruitment and growth of individuals bring the most to enlargement of fish stock biomass. Recruitment can be independent on stock size during the development of the fishery, but experience has showed that many fisheries have come to the point when recruitment decreases due to over fishing. Large parental stock does not give large number of juveniles because large number of individuals influences survival of juveniles (competition for food. In period between 1984 and 1987 this phenomenon was recorded in sardine population in the Adriatic Sea, when large biomass of parental stock resulted in twice less recruitment. In the period between 1993 and 2000 there was no significant recruitment of the sardine population in the Adriatic Sea and it reflected on biomass of the sardine. Large recruitment was recorded in 2001 and 2002. There are numerous mathematical models which give relation between stock and recruitment. Beverton–Holt’s and Ricker’s models are usually used. Beverton–Holt’s model assumes that recruitment depends on the density of population. Ricker’s model is based on assumption that all resources are evenly distributed among the individuals; therefore the rise in density causes the exhaustion of resources. This model is suitable for species as the sardine, which migrates in the breeding area.

  20. Longleaf Pine Survival, Growth, and Recruitment Experiment

    Data.gov (United States)

    US Fish and Wildlife Service, Department of the Interior — This experiment was to determine mean survivorship, growth rate, and recruitment rate of longleaf pine seedlings planted on different soil types on the refuge. Open...

  1. 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...

  2. E-recruitment

    DEFF Research Database (Denmark)

    Holm, Anna B.

    2012-01-01

    Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Three explorative case studies were carried out in three...... large organisations in Denmark in 2008-2010. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment...... 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. "So Often They Do Not Get Recruited": Exploring Service User and Staff Perspectives on Participation in Learning Disability Research and the Barriers That Inhibit It

    Science.gov (United States)

    Crook, Bradley; Tomlins, Rose; Bancroft, Ann; Ogi, Laura

    2016-01-01

    The importance of making research participation accessible for people with learning disabilities is emphasised in government and NHS research strategies. This evaluation explored the realities of this goal from the perceptions of people with learning disabilities and clinicians within an NHS learning disability service. People with learning…

  4. The Recruitment Process:

    DEFF Research Database (Denmark)

    Holm, Anna

    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......, 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...

  5. Educational Benefits versus Enlistment Bonuses: A Comparison of Recruiting Options.

    Science.gov (United States)

    Asch, Beth J.; Dertouzos, James N.

    An analysis was made of the relative cost-effectiveness of two incentive programs for recruiting military personnel: enlistment bonuses and educational benefits. In comparing these alternative recruiting resources, the study considered the effects of such programs on the service history of recruits, including reserve component accessions, as well…

  6. Recruit and ADVANCE

    Science.gov (United States)

    Rosser, Sue V.

    2007-04-01

    Beginning in 2001, the National Science Foundation launched the ADVANCE Initiative, which has now awarded more than 70 million to some thirty institutions for transformations to advance women. Results of studies on how to attract and retain women students and faculty underpinned our ADVANCE Institutional Transformation grant funded by the NSF for 3.7 million for five years, beginning in 2001. As co-principal investigator on this grant, I insured that this research informed the five major threads of the grant: 1) Four termed ADVANCE professors to mentor junior women faculty in each college; 2) Collection of MIT-Report-like data indicators to assess whether advancement of women really occurs during and after the institutional transformation undertaken through ADVANCE; 3) Family-friendly policies and practices to stop the tenure clock and provide active service, modified duties, lactation stations and day care; 4) Mini-retreats to facilitate access for tenure-track women faculty to male decision-makers and administrators for informal conversations and discussion on topics important to women faculty; 5) Removal of subtle gender, racial, and other biases in promotion and tenure. The dynamic changes resulting from the grant in quality of mentoring, new understanding of promotion and tenure, numbers of women retained and given endowed chairs, and emergence of new family friendly policies gave me hope for genuine diversification of leadership in science and technology. As the grant funding ends, the absence of NSF prestige and monitoring, coupled with a change in academic leadership at the top, provide new challenges for institutionalization, recruitment, and advancement of women into leadership positions in science and engineering.

  7. Recruiter Selection Model

    Science.gov (United States)

    2006-05-01

    interests include feature selection, statistical learning, multivariate statistics, market research, and classification. He may be contacted at...current youth market , and reducing barriers to Army enlistment. Part of the Army Recruiting Initiatives was the creation of a recruiter selection...Selection Model DevelPed by the Openuier Reseach Crate of E...lneSstm Erapseeeng Depce-teo, WViitd Ntt. siliec Academy, NW..t Point, 271 Weau/’itt 21M

  8. Service Quality & Human Resource Management Research Agenda from Recruitment and Training Sector%基于招聘与培训发展的服务质量和人力资源管理研究

    Institute of Scientific and Technical Information of China (English)

    林赟

    2012-01-01

    One of the most important contributions to competitive advantage in recent years derives from an organization's quality strategy.This has been driven by both customer demands and increasing intensity of competition.The article then examines critical strands of HRM theory and practice to determine the extent to which current theory and managerial techniques contribute to underpinning service quality.Further,in the interest of generating more empirical research in this rather neglected area we develop a series of research propositions regarding employee recruitment and training development.Finally,we conclude by suggesting a research agenda that could begin to test the validity of these propositions.%为了解决研究人力资源管理理论如何有效地将实践应用在服务组织中,从回顾质量管理与人力资源关系入手,从员工招募以及培训的角度提出论点,以期对未来的实证研究提供方向。

  9. Using PR Tools to Boost Recruitment.

    Science.gov (United States)

    Rabbino, Irma L.

    1979-01-01

    Public relations and admissions are shown to be related. It is not necessary to use exotic PR tools to recruit students. Some suggestions include: the magic of marketing; national, local and hometown media; publications; filmstrips or cassettes; fairs and festivals; public service; and logo buttons, decals, etc. (MLW)

  10. E-recruitment

    DEFF Research Database (Denmark)

    Holm, Anna

    2012-01-01

    -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...

  11. Recruitment. Hello, goodbye.

    Science.gov (United States)

    Moore, Alison

    2008-07-10

    The UK is "moving to a policy of self-sufficiency" according to the Department of Health. The numbers of new overseas entrants into healthcare, including doctors, nurses and midwives has slumped. Several other countries, including Canada, the US and Australia, are aggressively recruiting from overseas, including from the UK. There is an increasing perception the UK does not want overseas staff.

  12. [Recruitment in presbycusis].

    Science.gov (United States)

    Sánchez Legaza, E; Ciges Juan, M; González Pérez, M; Miranda Caravallo, J I

    2006-01-01

    Presbycusis is characterised by a sensorineural hearing loss, mainly in high frequencies, symmetrical and progressive and poor understanding. Recuritment, typical in cochlear hearing loss, would be present in cases of sensorial presbycusis which runs mainly in cochlear pathologies. We analyse variables and their possible interrelations with recruitment in 241 presbycusic patients.

  13. "Making a Difference": Students and Community Service.

    Science.gov (United States)

    Bok, Derek; Newman, Frank

    1992-01-01

    Interviews with the five 1992 winners of the national Student Humanitarian Service Awards focus on motivation for public service, relationship with the community, compulsory student service requirements, student recruitment, faculty recruitment, and personal development. (DB)

  14. Outsourcing of labour recruitment

    OpenAIRE

    Gemrich, Jan

    2008-01-01

    The aim of the project is to introduce the reader to the world of possibilities, advantages and disadvantages of current outsourcing, to highlight the factors limiting the use of outsourcing and the risks. Practical example then tries to introduce the reader to the creation and the process of the outsourcing relationship and to define the benefits and limitations resulting from the outsourcing of labour recruitment as part of personnel work.

  15. 75 FR 9028 - Recruitment Notice for the Taxpayer Advocacy Panel

    Science.gov (United States)

    2010-02-26

    ... improving IRS service and customer satisfaction. The TAP serves as an advisory body to the Secretary of the... Internal Revenue Service Recruitment Notice for the Taxpayer Advocacy Panel AGENCY: Internal Revenue... the Treasury and the Internal Revenue Service (IRS) are inviting individuals to help improve...

  16. 77 FR 13390 - Recruitment Notice for the Taxpayer Advocacy Panel

    Science.gov (United States)

    2012-03-06

    ... improving IRS service and customer satisfaction. The TAP serves as an advisory body to the Secretary of the... Internal Revenue Service Recruitment Notice for the Taxpayer Advocacy Panel AGENCY: Internal Revenue... the Treasury and the Internal Revenue Service (IRS) are inviting individuals to help improve...

  17. Julia Butler Hansen NWR: Initial Survey Instructions for Columbian White-tailed Deer Fawn Recruitment Index

    Data.gov (United States)

    US Fish and Wildlife Service, Department of the Interior — Fawn:doe ratio surveys have become an important metric for CWTD management, as fawn recruitment is critical factor affecting CWTD populations. Fawn recruitment is...

  18. Personnel Recruitment and Retention Strategies in Lagos State Civil ...

    African Journals Online (AJOL)

    Nekky Umera

    effective and efficient delivery of goods and services by organizations. Studies have ... about personnel recruitment strategies and performance in Lagos State Civil ... management of an organization adopts to stake out market position, attract.

  19. The rationale and benefits of Recruitment Process Outsourcing (RPO)

    OpenAIRE

    Rajamäki, Roosa

    2017-01-01

    The aim of this thesis is to analyse the rationale and benefits of recruitment process outsourcing on an international cross-industry level. This thesis looks into different theoretical frameworks of and provides a research in the form of two cases studies from the point of view of both outsourcing service provider and the service user. The research is guided with a research question of which purpose is to evaluate the primary rationale for outsourcing a recruitment process and analysing the ...

  20. Recruitment agencies and their activities seen by job applicants

    OpenAIRE

    Kazdová, Darina

    2013-01-01

    This thesis deals with the most common HR service which is usually outsourced - recruitment agencies. The first, theoretical part is to introduce the agenda and it consists of several chapters: outsourcing in HR (what do companies outsource and why), and furthermore recruiting agencies (what kind of agencies can be found in the Czech republic, their legal background, what kind of services do they offer), how can these agencies help agencies and job applicants, their pros and cons. The second ...

  1. Recruitment Practices And Institutional Change

    DEFF Research Database (Denmark)

    Holm, Anna; Ulhøi, John Parm

    as a theoretical lens in order to understand how shared rules, norms and beliefs guide recruitment professionals in their choice of recruitment tactics and ways of performing recruitment tasks. Our findings suggest that recruitment practices have been strongly influenced by changes in the labour market, technology......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....

  2. Recruitment Requires an Informed Public

    Science.gov (United States)

    Boucher, Leon

    1975-01-01

    The personal approach of the Ohio Recruitment Commission for Agricultural Education has been very effective in recruiting potential vocational agriculture teachers from junior and senior high school classes. (EA)

  3. Recruitment study nest card

    Data.gov (United States)

    US Fish and Wildlife Service, Department of the Interior — This is a survey on waterfowl nests in Stillwater Wildlife Management Area. Visits were made to each nest on an approximately weekly basis, and the stage of the eggs...

  4. The Need for Perceptive Recruiters

    Science.gov (United States)

    Kidd, M. C.

    1971-01-01

    Recruiters are crucial to their employers, especially with regard to the recruitment of highly paid technical and engineering candidates. A poor recruiter can fail by not having the ability to judge personality traits and spot the things that will spell success for the new hire and his company. (Author)

  5. 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.

  6. From Traditional Recruiting To E-Recruiting in Public Organizations

    Directory of Open Access Journals (Sweden)

    ARTENE Adela Suzana

    2013-05-01

    Full Text Available Recruiting is the activity that determines, in quantitative and qualitative terms, the structure of the sample of people from which the selection will be made for a specific position and / or public office, for a position that is already created in the organizational structure. The recruitment process is triggered when in the organizational structure of public institutions appear new functions or positions, or when the existing ones become vacant through retirement, death, transfer or dismissal. E-Recruiting represents the process through which the personnel is recruited using electronic resources.

  7. Recruiting New Teachers: Campaign Response 1988-1992. Executive Summary.

    Science.gov (United States)

    Harris, Louis

    This study evaluated the impact of a public service advertising campaign conducted for Recruiting New Teachers, Inc (RNT). The study surveyed a national sample of 2,750 individuals who called the RNT toll-free number mentioned in public service advertising and returned information about their educational background and teaching interests. The…

  8. 45 CFR 1305.5 - Recruitment of children.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Recruitment of children. 1305.5 Section 1305.5..., DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION FOR CHILDREN, YOUTH AND FAMILIES, HEAD START... of children. (a) In order to reach those most in need of Head Start services, each Head Start grantee...

  9. The impact of advertising patient and public involvement on trial recruitment: embedded cluster randomised recruitment trial.

    Science.gov (United States)

    Hughes-Morley, Adwoa; Hann, Mark; Fraser, Claire; Meade, Oonagh; Lovell, Karina; Young, Bridget; Roberts, Chris; Cree, Lindsey; More, Donna; O'Leary, Neil; Callaghan, Patrick; Waheed, Waquas; Bower, Peter

    2016-12-08

    Patient and public involvement in research (PPIR) may improve trial recruitment rates, but it is unclear how. Where trials use PPIR to improve design and conduct, many do not communicate this clearly to potential participants. Better communication of PPIR might encourage patient enrolment, as trials may be perceived as more socially valid, relevant and trustworthy. We aimed to evaluate the impact on recruitment of directly advertising PPIR to potential trial participants. This is a cluster trial, embedded within a host trial ('EQUIP') recruiting service users diagnosed with severe mental illness. The intervention was informed by a systematic review, a qualitative study, social comparison theory and a stakeholder workshop including service users and carers. Adopting Participatory Design approaches, we co-designed the recruitment intervention with PPIR partners using a leaflet to advertise the PPIR in EQUIP and sent potential participants invitations with the leaflet (intervention group) or not (control group). Primary outcome was the proportion of patients enrolled in EQUIP. Secondary outcomes included the proportions of patients who positively responded to the trial invitation. Thirty-four community mental health teams were randomised and 8182 service users invited. For the primary outcome, 4% of patients in the PPIR group were enrolled versus 5.3% of the control group. The intervention was not effective for improving recruitment rates (adjusted OR = 0.75, 95% CI = 0.53 to 1.07, p = 0.113). For the secondary outcome of positive response, the intervention was not effective, with 7.3% of potential participants in the intervention group responding positively versus 7.9% of the control group (adjusted OR = 0.74, 95% CI = 0.53 to 1.04, p = 0.082). We did not find a positive impact of directly advertising PPIR on any other outcomes. To our knowledge, this is the largest ever embedded trial to evaluate a recruitment or PPIR intervention

  10. 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...

  11. 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...

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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.

  18. Recruiting and Supporting Latino Volunteers.

    Science.gov (United States)

    Hobbs, Beverly B.

    This booklet is intended to help volunteer recruiters better understand characteristics of the Latino community that might impact volunteering. It also suggests strategies or steps to use in successfully recruiting and supporting Latino volunteers. Information is based on a study of Latinos and volunteerism conducted in Oregon in 1999. The…

  19. Recruiting and Supporting Latino Volunteers.

    Science.gov (United States)

    Hobbs, Beverly B.

    This booklet is intended to help volunteer recruiters better understand characteristics of the Latino community that might impact volunteering. It also suggests strategies or steps to use in successfully recruiting and supporting Latino volunteers. Information is based on a study of Latinos and volunteerism conducted in Oregon in 1999. The…

  20. Three Keys to Better Recruiting

    Science.gov (United States)

    Brazington, Alicia

    2012-01-01

    Recruitment is an expensive business: In 2010-2011, the median cost to recruit an undergraduate was $2,185 among private colleges and universities, according to Noel-Levitz, an enrollment management consultancy. In these tough fiscal times, admissions departments are under pressure to keep those costs down even as they pursue higher enrollment and…

  1. Feeling the Right Personality. Recruitment Consultants’ Affective Decision Making in Interviews With Employee Candidates

    OpenAIRE

    Taina Kinnunen; Jaana Parviainen

    2016-01-01

    The pressure to find the ‘right’ personalities to strengthen customer service and working teams has made staffing decisions critical for organizations. Therefore, recruitment is more often outsourced and done so on a global level. By analyzing interviews with recruitment consultants, this article explores how consultants work in order to find the recruitment candidates with the most potential for their clients. It discusses recruitment as a process of affective decision-making where consultan...

  2. Using technology for global recruitment: why HR/OB scholars need US knowledge?

    OpenAIRE

    Furtmueller, E.

    2012-01-01

    This dissertation contributes to the Electronic Human Resource Management (e-HRM) literature and specifically aims to enhance our understanding on how to design and innovate e-Recruiting technologies. Despite many organizations that proudly advertise their success with e-Recruiting services, it cannot be denied that many of these organizations – after years of experimenting with it – have already abandoned e-Recruiting, retreating to timeworn routine recruiting techniques such as newspaper ad...

  3. Design of a cluster-randomized minority recruitment trial: RECRUIT.

    Science.gov (United States)

    Tilley, Barbara C; Mainous, Arch G; Smith, Daniel W; McKee, M Diane; Amorrortu, Rossybelle P; Alvidrez, Jennifer; Diaz, Vanessa; Ford, Marvella E; Fernandez, Maria E; Hauser, Robert A; Singer, Carlos; Landa, Veronica; Trevino, Aron; DeSantis, Stacia M; Zhang, Yefei; Daniels, Elvan; Tabor, Derrick; Vernon, Sally W

    2017-06-01

    Racial/ethnic minority groups remain underrepresented in clinical trials. Many strategies to increase minority recruitment focus on minority communities and emphasize common diseases such as hypertension. Scant literature focuses on minority recruitment to trials of less common conditions, often conducted in specialty clinics and dependent on physician referrals. We identified trust/mistrust of specialist physician investigators and institutions conducting medical research and consequent participant reluctance to participate in clinical trials as key-shared barriers across racial/ethnic groups. We developed a trust-based continuous quality improvement intervention to build trust between specialist physician investigators and community minority-serving physicians and ultimately potential trial participants. To avoid the inherent biases of non-randomized studies, we evaluated the intervention in the national Randomized Recruitment Intervention Trial (RECRUIT). This report presents the design of RECRUIT. Specialty clinic follow-up continues through April 2017. We hypothesized that specialist physician investigators and coordinators trained in the trust-based continuous quality improvement intervention would enroll a greater proportion of minority participants in their specialty clinics than specialist physician investigators in control specialty clinics. Specialty clinic was the unit of randomization. Using continuous quality improvement, the specialist physician investigators and coordinators tailored recruitment approaches to their specialty clinic characteristics and populations. Primary analyses were adjusted for clustering by specialty clinic within parent trial and matching covariates. RECRUIT was implemented in four multi-site clinical trials (parent trials) supported by three National Institutes of Health institutes and included 50 associated specialty clinics from these parent trials. Using current data, we have 88% power or greater to detect a 0.15 or

  4. Improving Recruiting of the 6th Recruiting Brigade Through Statistical Analysis and Efficiency Measures

    Science.gov (United States)

    2014-12-01

    commentary/2013/10/16/op-ed-why-ending- volunteer-service-next-fight-military-equalityPost. 11 Ibid. 12 Kathy Roth -Douquet and Frank Schaefer, AWOL...Spreadsheet Modeling & Decision Analysis, 4th ed. ( Mason , OH: Thomson South-Western, 2004), 107. 27 U.S. Army Recruiting Command, G7/9 - Marketing, Education...2009. http://www.defense.gov/news/ newsarticle.aspx?id=53310. Ragsdale, Cliff T. Spreadsheet Modeling & Decision Analysis. 4th ed. Mason , OH

  5. Cooperative Recovery Initiative Annual Report: Enhancement of Razorback Sucker Recruitment through Restoration of Sheppard Bottom, Ouray National Wildlife Refuge

    Data.gov (United States)

    US Fish and Wildlife Service, Department of the Interior — Recovery of endangered razorback sucker (Xyrauchen texanus) requires consistent recruitment of wild fish into adulthood. To successfully recruit, the species...

  6. 45 CFR 1308.5 - Recruitment and enrollment of children with disabilities.

    Science.gov (United States)

    2010-10-01

    ... entering to reduce the spread of communicable diseases. (f) The recruitment effort of a Head Start grantee... 45 Public Welfare 4 2010-10-01 2010-10-01 false Recruitment and enrollment of children with... HUMAN DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION FOR CHILDREN...

  7. 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.

  8. 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

  9. Navy Enlisted Recruiting: Alternatives for Improving Recruiter Productivity

    Science.gov (United States)

    2013-03-01

    screening process and understanding the differences in cognitive ability, the different cultures of each rating, and their correlation to recruiting...process and understanding the differences in cognitive ability, the different cultures of each rating, and their correlation to recruiting performance...of the seven months that it took to complete this research. A special Bravo Zulu to my advisors, Professor Jeremy Arkes, Professor Steve Mehay, and

  10. Occupational Medicine Model and Asthma Military Recruitment.

    Science.gov (United States)

    Brooks, Stuart M

    2015-11-01

    Medical evidence hints that asymptomatic recruits with a history of childhood asthma, quiescent since their 13th birthday, are still at risk for adverse changes in their clinical status following unfavorable environmental exposures during military deployment or combat. Asthmatic persons, claiming none or few symptoms, may still manifest airflow obstruction and display biomarkers of airway inflammation even when they are relatively asymptomatic and experience few if any respiratory complaints. The occupational medicine model offers a credible foundation for acknowledging the importance of personal susceptibility in the pathogenesis of military-associated asthma. It is appropriate to re-explore the current military standard for recruits with asymptomatic childhood asthma (≥12 months) not prescribed antiasthma medications. Raising the acceptance age for these recruits may be a consideration. Unfortunately, there is no effectual screening test that recognizes such susceptible soldiers at risk for future asthma attacks. Nevertheless, there is general support for evidence-based, scientifically valid medical screening that judges fitness for military service. Screening tests comprising asthma biomarkers and genetic indices may better verify vulnerable soldiers destined to suffer future asthma reactivation.

  11. Information networks and worker recruitment

    NARCIS (Netherlands)

    Schram, A.; Brandts, J.; Gërxhani, K.

    2007-01-01

    This paper studies experimentally how the existence of social information networks affects the ways in which firms recruit new personnel. Through such networks firms learn about prospective employees' performance in previous jobs. Assuming individualistic preferences social networks are predicted no

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. The Next Best Alternative to an Ideal Recruit: Attrition Characteristics of Recruits with Waivers and Low Educational Credentials in the U.S. Army

    Science.gov (United States)

    2009-03-01

    order to recruit more high quality recruits, services typically need to spend more money on enlistment bonuses, educational benefits , advertisements...policies can affect attrition rates: homeschooled students from states with minimal regulation have higher attrition rates than homeschooled students from...morale or motivation of other recruits. These factors should also be taken into account in making cost benefit analysis of increasing the number of

  18. 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.

  19. Understanding Millennials to Improve Recruiting Efficiency

    Science.gov (United States)

    2011-03-24

    to the authors of Generations at Work, when recruiting Millennials one must “be tolerant of their “swiss cheese scheduling”-an hour or two here, a...Recruiting Command, Recruiting Operations, 4-3. 32 Ibid., 6-4. 33 U.S. Army Recruiting Command, The Recruiter Handbook , United States Army Recruiting...6-1. 35 U.S. Army Recruiting Command, The Recruiter Handbook , 1-3. 36 Lynn C. Lancaster and David Stillman, When Generations Collide: Who They Ar

  20. Integrin Regulation during Leukocyte Recruitment.

    Science.gov (United States)

    Herter, Jan; Zarbock, Alexander

    2013-05-01

    Integrins are recognized as vital players in leukocyte recruitment. Integrin malfunction causes severe disease patterns characterized by the inability to fight pathogens. Although inflammatory reactions are beneficial and necessary for host defense, these reactions have to be controlled to prevent tissue destruction and harmful sequelae. In this review, we discuss the different signaling pathways leading to the change of integrin adhesiveness in neutrophils, monocytes, and lymphocytes. We thereby focus on the importance of integrin activation for the different steps of the leukocyte recruitment cascade, including rolling, adhesion, postadhesion strengthening, intravascular crawling, and transmigration, as each step necessitates the proper functioning of a distinct set of integrin molecules that has to be activated specifically. Additionally, we discuss endogenous mechanisms that balance and counteract integrin activation and limit leukocyte recruitment at the site of inflammation. Further insight into these complex mechanisms may provide new approaches for developing new anti-inflammatory therapies.

  1. 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".

  2. 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

  3. Microvascular Recruitment in Insulin Resistance

    DEFF Research Database (Denmark)

    Sjøberg, Kim Anker

    In this PhD work a new method for measuring microvascular recruitment was developed and evaluated, using continues real-time imaging of contrast enhanced ultrasound. Gas-filled microbubbles were infused intravenously and by taking advantage of the echogenic properties of the microbubbles the reso......In this PhD work a new method for measuring microvascular recruitment was developed and evaluated, using continues real-time imaging of contrast enhanced ultrasound. Gas-filled microbubbles were infused intravenously and by taking advantage of the echogenic properties of the microbubbles...... 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...

  4. 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...

  5. 76 FR 12418 - Recruitment Notice for the Taxpayer Advocacy Panel

    Science.gov (United States)

    2011-03-07

    ... Internal Revenue Service Recruitment Notice for the Taxpayer Advocacy Panel AGENCY: Internal Revenue... Advocacy Panel (TAP) Members. DATES: March 14, 2011 through April 29, 2011. FOR FURTHER INFORMATION CONTACT... nation's tax agency by applying to be members of the Taxpayer Advocacy Panel (TAP). The mission of...

  6. 5 CFR 575.106 - Authorizing a recruitment incentive.

    Science.gov (United States)

    2010-01-01

    ...) Employment trends and labor-market factors that may affect the agency's ability to recruit candidates for....106 Section 575.106 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS... determination as required by § 575.108: (1) The availability and quality of candidates possessing the...

  7. 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....

  8. The Recruitment Process with Negrophilism

    Science.gov (United States)

    Anderson, Alvin Frederick

    1975-01-01

    Author suggests certain cultural aspects essential to be considered by counselors in vocational guidance of blacks, means of recruiting black graduates, and approaches for disseminating information about jobs among blacks: peer counseling, unstructured group discussions, sociodrama and black career conferences. Recommends employment of black…

  9. Recruiting and Retaining Summer Staff.

    Science.gov (United States)

    Crossen, Brian; Yerkes, Rita

    1998-01-01

    Recruiting of camp staff is challenged by economic and workplace restructuring, including business downsizing, part-time and temporary employment patterns, and generational attitude changes. Strategies for hiring and retaining staff include knowing what college-age workers want, marketing benefits, adopting new business strategies, and empowering…

  10. Gender bias in academic recruitment

    DEFF Research Database (Denmark)

    Abramo, Giovanni; D’Angelo, Ciriaco Andrea; Rosati, Francesco

    2016-01-01

    It is well known that women are underrepresented in the academic systems of many countries. Gender discrimination is one of the factors that could contribute to this phenomenon. This study considers a recent national academic recruitment campaign in Italy, examining whether women are subject to m...

  11. 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...

  12. Predatory journals recruit fake editor

    OpenAIRE

    Sorokowski, Piotr; Kulczycki, Emanuel; Sorokowska, Agnieszka; Pisanski, Kasia

    2017-01-01

    This article is freely available online at http://www.nature.com/news/predatory-journals-recruit-fake-editor-1.21662 An investigation finds that dozens of academic titles offered ‘Dr Fraud’ — a sham, unqualified scientist — a place on their editorial board. Katarzyna Pisanski and colleagues report.

  13. 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...

  14. 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...

  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. 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. 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...

  18. 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...

  19. 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...

  20. 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...

  1. 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...

  2. 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...

  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. 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...

  5. 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...

  6. 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...

  7. 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...

  8. 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...

  9. 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...

  10. 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...

  11. 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...

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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...

  18. 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...

  19. 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...

  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. 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...

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  6. 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...

  7. 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...

  8. 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...

  9. 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...

  10. 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...

  11. 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...

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. International Student Recruitment: Trends and Challenges

    Science.gov (United States)

    Falcone, Santa

    2017-01-01

    This paper provides a review of current trends in international student recruitment. Focusing specifically on recruitment of Chinese students, important aspects of China's educational system relevant to recruitment are presented. Barriers to Chinese student recruitment are then discussed. Successful, employed, international graduates validate…

  17. 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... Agricultural Employment § 655.205 Recruitment period. (a) If the OFLC Administrator determines that the... respect to the recruitment of U.S. workers. (c) By the 60th day of the recruitment period, or 20 days...

  18. Recruitment of Older Adults: Success May Be in the Details

    Science.gov (United States)

    McHenry, Judith C.; Insel, Kathleen C.; Einstein, Gilles O.; Vidrine, Amy N.; Koerner, Kari M.; Morrow, Daniel G.

    2015-01-01

    Purpose: Describe recruitment strategies used in a randomized clinical trial of a behavioral prospective memory intervention to improve medication adherence for older adults taking antihypertensive medication. Results: Recruitment strategies represent 4 themes: accessing an appropriate population, communication and trust-building, providing comfort and security, and expressing gratitude. Recruitment activities resulted in 276 participants with a mean age of 76.32 years, and study enrollment included 207 women, 69 men, and 54 persons representing ethnic minorities. Recruitment success was linked to cultivating relationships with community-based organizations, face-to-face contact with potential study participants, and providing service (e.g., blood pressure checks) as an access point to eligible participants. Seventy-two percent of potential participants who completed a follow-up call and met eligibility criteria were enrolled in the study. The attrition rate was 14.34%. Implications: The projected increase in the number of older adults intensifies the need to study interventions that improve health outcomes. The challenge is to recruit sufficient numbers of participants who are also representative of older adults to test these interventions. Failing to recruit a sufficient and representative sample can compromise statistical power and the generalizability of study findings. PMID:22899424

  19. RECRUITMENT AND PROFESSIONAL TRAINING OF CIVIL SERVANTS

    Directory of Open Access Journals (Sweden)

    Roxana Cristina RADU

    2014-06-01

    Full Text Available An ever increasing feature of public office is the way in which the recruitment and training of civil servants are controlled by legislation. Civil servants are a basic component of public administration but they are also important for labor law because civil service relations have the characteristics of an employment relationship and also specific features resulting from the rules of public law. The relevant expression of the interferences between public and private law for civil servants is recruitment and training. The originality of this article lies in the multidisciplinary character, combining elements of labor law, administrative law and human resources management, character reflected in the bibliography used. Another merit of this study is that the authors correlated the provisions of various laws: Constitution, Labor Code, Law no. 161/2003 on the transparency in exercising public dignities and public functions, Government Ordinance no. 137/2000 regarding the prevention and sanction of all discrimination forms, Government Ordinance no. 129/2000 concerning adults’ professional training.

  20. RECRUITMENT AND PROFESSIONAL TRAINING OF CIVIL SERVANTS

    Directory of Open Access Journals (Sweden)

    Roxana Cristina RADU

    2014-06-01

    Full Text Available An ever increasing feature of public office is the way in which the recruitment and training of civil servants are controlled by legislation. Civil servants are a basic component of public administration but they are also important for labor law because civil service relations have the characteristics of an employment relationship and also specific features resulting from the rules of public law. The relevant expression of the interferences between public and private law for civil servants is recruitment and training. The originality of this article lies in the multidisciplinary character, combining elements of labor law, administrative law and human resources management, character reflected in the bibliography used. Another merit of this study is that the authors correlated the provisions of various laws: Constitution, Labor Code, Law no. 161/2003 on the transparency in exercising public dignities and public functions, Government Ordinance no. 137/2000 regarding the prevention and sanction of all discrimination forms, Government Ordinance no. 129/2000 concerning adults’ professional training.

  1. Leadership strategies in transport team recruitment and retention.

    Science.gov (United States)

    Caron, Stephen

    2011-01-01

    The goal of the pediatric registered nurse-registered respiratory therapist (RN-RRT) transport team is to safely transport the pediatric patients requiring transport to a tertiary facility. Attrition of RN-RRT team members threatened the future existence of this invaluable service. This research project examined recruitment and retention practices through use of an interview with a manager of a successful transport organization and a world café with key stakeholders involved in pediatric transport. Main findings included the impact of education, leadership and teamwork in addressing strategies to improve recruitment and retention practices of the RN-RRT transport team.

  2. Exploring recruitment and selection trends in the Eastern Cape

    Directory of Open Access Journals (Sweden)

    Gerrit J. Louw

    2013-01-01

    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

  3. Staff retention and recruitment: "one great department".

    Science.gov (United States)

    Casady, Wanda M; Dowd, Terry A

    2002-01-01

    The projected demand for healthcare workers during the next ten years has been the impetus for many organizations to develop more creative strategies to ensure adequate staffing levels in the future. In order to keep pace with service demands, the diagnostic imaging department at Valley Lutheran Medical Center (VLMC) in Mesa, Ariz., has been growing as well. Since November of 1999, the number of core FTEs increased from 54.5 to 96. As a result, efforts to retain the current employees became just as critical as efforts to recruit staff for the new positions that were created to support the expanded services. In February 2001, an AHRA seminar was held in Phoenix, which included a day-long session called "Workforce 2001: Recruitment, Selection, Retention of Quality Employees." The presenter, Clint Maun, C.S.P., emphasized the need to provide "passionate orientation" for new employees, encouraged team-based selection of new employees, and reminded the audience that new employees decide within the first three days whether or not they will stay with an organization, regardless of how long it actually takes to leave. Maun also described to the group a model for creating team effort called "One Great Unit" (OGU), which uses a "12-Week Plan" for engaging staff. For the diagnostic imaging department at VLMC, this concept was remodeled so that, instead of focusing on one modality (unit) in the department, the focus was on the whole department. The first step to creating "One Great Department" was to establish an Oversight Committee that would help define the focus of the 12-Week Teams. Five, front-line employees were recruited who represented a cross-section of the imaging department. To assist in the implementation, the director of learning and innovation at VLMC agreed to facilitate the first two meetings. The first 12-Week Team was called together in May 2001. The operational objective addressed was "improving communication inter- and intra-departmentally." Each member

  4. A recruiting failure turned success

    Directory of Open Access Journals (Sweden)

    Smith Roger

    2008-03-01

    Full Text Available Abstract Background This paper describes an attempt that was made to recruit child-bearing women into a nutrition-based research study and the knowledge that was gained when this approach was unsuccessful. The Assessment Before Children Develop Obesity Study was a cross-sectional survey which planned to follow-up women and children who had previously been, or were currently enrolled in the Mathematical Model of Pregnancy Study. Methods Ethics approval was sought and obtained over an eight month period. After just six weeks it was obvious that our research objectives were not achievable because of an inadequate response rate (10%. This led to a review of the recruiting methodology as well as all written materials provided to potential participants. Advice was sought from those with expertise in the design of large public health campaigns and literature was consulted to refine our recruitment strategy. Results In subsequent redevelopment, the Assessment Before Children Develop Obesity Study was merged with the Mathematical Model of Pregnancy Study to become what is now known as the Women and Their Children's Health Study. Consent rates improved from 10% and 35% in the Assessment Before Children Develop Obesity and Mathematical Model of Pregnancy studies respectively, to 61% in the Women and Their Children's Health Study (chi square test, p Conclusion By sharing our experience we aim to assist other researcher in avoiding the same pitfalls and offer effective strategies for improving response rates.

  5. 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.

  6. Using technology for global recruitment: why HR/OB scholars need US knowledge?

    NARCIS (Netherlands)

    Furtmueller-Ettinger, Elfriede

    2012-01-01

    This dissertation contributes to the Electronic Human Resource Management (e-HRM) literature and specifically aims to enhance our understanding on how to design and innovate e-Recruiting technologies. Despite many organizations that proudly advertise their success with e-Recruiting services, it

  7. 28 CFR 92.11 - Content of the recruitment and retention programs.

    Science.gov (United States)

    2010-07-01

    ... ORIENTED POLICING SERVICES (COPS) Police Recruitment Program Guidelines § 92.11 Content of the recruitment... through 92.4. A review of mandatory topics to be addressed in a detailed concept paper/application to be... police department. The project strategy should subsequently be tailored based on the understanding of...

  8. Using technology for global recruitment: why HR/OB scholars need US knowledge?

    NARCIS (Netherlands)

    Furtmueller, E.

    2012-01-01

    This dissertation contributes to the Electronic Human Resource Management (e-HRM) literature and specifically aims to enhance our understanding on how to design and innovate e-Recruiting technologies. Despite many organizations that proudly advertise their success with e-Recruiting services, it cann

  9. Using technology for global recruitment: why HR/OB scholars need US knowledge?

    NARCIS (Netherlands)

    Furtmueller-Ettinger, Elfriede

    2012-01-01

    This dissertation contributes to the Electronic Human Resource Management (e-HRM) literature and specifically aims to enhance our understanding on how to design and innovate e-Recruiting technologies. Despite many organizations that proudly advertise their success with e-Recruiting services, it cann

  10. October 2016 Recruitment Survey of the Rocky Mountain Population of Greater Sandhill Cranes

    Data.gov (United States)

    US Fish and Wildlife Service, Department of the Interior — Sandhill crane flocks were surveyed in the San Luis Valley, Colorado (SLV), during 21-26 October 2016 to assess recruitment (% juveniles (juv.)) in the Rocky...

  11. Emotional intelligence and its role in recruitment of nursing students.

    Science.gov (United States)

    Lyon, Steven Robert; Trotter, Fiona; Holt, Barrie; Powell, Elaine; Roe, Andrew

    This article considers the concept of emotional intelligence and how it can be used in the recruitment and development of nursing students. The links between emotional intelligence and the qualities of compassion and caring are examined. The ethical difficulties surrounding the use of emotional intelligence tests are explored and the value of using a variety of recruitment methods is emphasised. The article suggests that emotional intelligence is an ability which may be developed through nurse education programmes, even if not fully present at interview. The contribution of service users to the recruitment of nursing students is examined, suggesting that they offer some important observations about interviewees. These observations may be more valid than the insights gained from the use of emotional intelligence tests.

  12. Development of the Recruitment Services Market in Ukraine Развитие рынка рекрутинговых услуг в Украине

    Directory of Open Access Journals (Sweden)

    Pysarevska Hanna I.

    2013-10-01

    Full Text Available The article analyses tendencies of development of the recruitment services market in Ukraine. It justifies actuality of the study of the recruitment services market, which confirms high and stable demand on the services of personnel agencies. It determines main problems in this sphere: insufficiently high quality of services, absence of professional standards, high fluctuation of personnel in agencies, low qualification of consultants on personnel selection, absence of statistical data about a number of personnel agencies and financial and economic indicators of their activity. It marks out external and internal environments of a recruitment agency and also shows main directions and elements of recruitment technologies applied by agencies. It identifies the place of internal and external recruitment in the labour market system. It justifies a necessity of formation of effective recruitment policy at the level of the state, region, branch and enterprise. It states the main tasks of the recruitment services market: provision of requirements of branches of economy in high-qualification personnel, increase of quality of recruitment services, development and improvement of the regulatory and legal base and statistical reporting of recruitment and also increase of the level of employment of population by means of integration of efforts of recruitment companies, personnel agencies and state structures of facilitation of employment.В статье проанализированы тенденции развития рынка рекрутинговых услуг в Украине. Обоснована актуальность исследования рынка рекрутинговых услуг, что подтверждает высокий и стабильный спрос на услуги кадровых агентств. Определены основные проблемы в этой сфере: недостаточно высокое к

  13. Brand Caliphate and recruitment between the genders

    OpenAIRE

    Monroe, Brandi Lynn Evans

    2016-01-01

    Approved for public release; distribution is unlimited Since the declaration of the Islamic State (IS) in 2014, men and women have been recruited to join the Caliphate in numbers surpassing those recruited by al Qaida. This variance in recruitment volume is likely attributable to the online propaganda campaign, Brand Caliphate. This thesis looks at the recruitment of women and asks if Brand Caliphate specifically targets females with its messaging, and if so, is the messaging effective? Ba...

  14. 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...

  15. 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…

  16. The Effects of Incentives on Recruiter Productivity

    Science.gov (United States)

    2014-03-01

    recruiter. (after Samuelson , Kraus, Reese, Moskowitz, 2006, p. 13). ...................................................................................3...sailors to volunteer for recruiting duty. However, these incentives lack the endurance to successively motivate recruiters. Samuelson et al.’s (2006...productivity between 12 and 18 months ( Samuelson , Kraus, Reese, & Moskowitz, 2006). The drop-off in productivity after their peak (with usually more than half

  17. Recruiting for research studies using online public advertisements: examples from research in affective disorders.

    Science.gov (United States)

    Wise, Toby; Arnone, Danilo; Marwood, Lindsey; Zahn, Roland; Lythe, Karen E; Young, Allan H

    2016-01-01

    Successful recruitment is vital for any research study. Difficulties in recruitment are not uncommon and can have important implications. This is particularly relevant to research conducted in affective disorders due to the nature of the conditions and the clinical services that serve these patients. Recently, online public advertisements have become more generally accessible and may provide an effective way to recruit patient populations. However, there is paucity of evidence on their viability as a method of recruiting patients into studies of disease mechanisms in these disorders. Public advertisement methods can be useful when researchers require specific populations, such as those not receiving pharmacological treatment. This work describes our experience in successfully recruiting participants into neuroimaging research studies in affective disorders using online public advertisements. Results suggest that these online public advertisements are an effective method for successfully recruiting participants with affective disorders into research studies, particularly for research focusing on disease mechanisms in specific populations.

  18. Enabling recruitment success in bariatric surgical trials: pilot phase of the By-Band-Sleeve study.

    Science.gov (United States)

    Paramasivan, S; Rogers, C A; Welbourn, R; Byrne, J P; Salter, N; Mahon, D; Noble, H; Kelly, J; Mazza, G; Whybrow, P; Andrews, R C; Wilson, C; Blazeby, J M; Donovan, J L

    2017-07-03

    Randomized controlled trials (RCTs) involving surgical procedures are challenging for recruitment and infrequent in the specialty of bariatrics. The pilot phase of the By-Band-Sleeve study (gastric bypass versus gastric band versus sleeve gastrectomy) provided the opportunity for an investigation of recruitment using a qualitative research integrated in trials (QuinteT) recruitment intervention (QRI). The QRI investigated recruitment in two centers in the pilot phase comparing bypass and banding, through the analysis of 12 in-depth staff interviews, 84 audio recordings of patient consultations, 19 non-participant observations of consultations and patient screening data. QRI findings were developed into a plan of action and fed back to centers to improve information provision and recruitment organization. Recruitment proved to be extremely difficult with only two patients recruited during the first 2 months. The pivotal issue in Center A was that an effective and established clinical service could not easily adapt to the needs of the RCT. There was little scope to present RCT details or ensure efficient eligibility assessment, and recruiters struggled to convey equipoise. Following presentation of QRI findings, recruitment in Center A increased from 9% in the first 2 months (2/22) to 40% (26/65) in the 4 months thereafter. Center B, commencing recruitment 3 months after Center A, learnt from the emerging issues in Center A and set up a special clinic for trial recruitment. The trial successfully completed pilot recruitment and progressed to the main phase across 11 centers. The QRI identified key issues that enabled the integration of the trial into the clinical setting. This contributed to successful recruitment in the By-Band-Sleeve trial-currently the largest in bariatric practice-and offers opportunities to optimize recruitment in other trials in bariatrics.International Journal of Obesity advance online publication, 15 August 2017; doi:10.1038/ijo.2017.153.

  19. Recruitment and retention of emergency medical technicians: a qualitative study.

    Science.gov (United States)

    Patterson, P Daniel; Probst, Janice C; Leith, Katherine H; Corwin, Sara J; Powell, M Paige

    2005-01-01

    Emergency medical technicians (EMTs) are critical to out-of-hospital care, but maintaining staff can be difficult. The study objective was to identify factors that contribute to recruitment and retention of EMTs and paramedics. Information was drawn from three focus groups of EMT-Basic, EMT-Intermediate, and EMT-Paramedic personnel recruited from participants at an annual conference. Thoughts and feelings of EMTs and paramedics were investigated using eight questions designed to explore entry into emergency medical services, what it is like to be an EMT or paramedic, and the EMT educational process. Data were analyzed at the group level for common themes using NVivo. For a majority of respondents, emergency medical services was not a primary career path. Most respondents entered the industry as an alternate or replacement for a nursing career or as a second career following military medic service. The majority of respondents believed the job was stressful yet rewarding, and although it negatively affected their personal lives, the occupation gave them a sense of accomplishment and belonging. Respondents expressed a preference for EMT education resulting in college credit or licensure versus professional certification. Job-related stress produced by numerous factors appears to be a likely contributor to low employee retention. Recruitment and retention efforts should address study findings, incorporating key findings into educational, evaluation, and job enhancement programs.

  20. Gender bias in academic recruitment

    DEFF Research Database (Denmark)

    Abramo, Giovanni; D’Angelo, Ciriaco Andrea; Rosati, Francesco

    2016-01-01

    It is well known that women are underrepresented in the academic systems of many countries. Gender discrimination is one of the factors that could contribute to this phenomenon. This study considers a recent national academic recruitment campaign in Italy, examining whether women are subject...... to more or less bias than men. The findings show that no gender-related differences occur among the candidates who benefit from positive bias, while among those candidates affected by negative bias, the incidence of women is lower than that of men. Among the factors that determine success in a competition...... for an academic position, the number of the applicant’s career years in the same university as the committee members assumes greater weight for male candidates than for females. Being of the same gender as the committee president is also a factor that assumes greater weight for male applicants. On the other hand...

  1. Recruitment and Retention of Effective Teachers in Multicultural Classrooms: A Qualitative Study

    Science.gov (United States)

    Phan, Michael N.

    2013-01-01

    The purpose of this qualitative exploratory case study was to explore how pre-service training and professional development affected recruitment and retention of effective teachers serving in multicultural classrooms. The research questions under investigation were: (1) what pre-service training did effective educators receive before entering…

  2. When is normative recruitment legitimate?

    Directory of Open Access Journals (Sweden)

    Lars Øystein Ursin

    2008-11-01

    Full Text Available Rosamond Rhodes and John Harris have both recently argued that we all have a general moral duty to participate in medical research. However, neither Rhodes' nor Harris' arguments in support of this obligation stand up to scrutiny, and severe and convincing criticism has been levelled against their case. Still, to refute their arguments is not to refute the conclusion. There seems to be some truth in the view that when people are asked to take part in medical research, their choice is not completely morally neutral. In this article, we argue that the proper question to ask is when, rather than if, a certain moral duty to volunteer for medical research can be appealed to. To answer this question, we need a denser description of relevant research projects and their context rather than just describing medical research in general. Drawing on our study of participants in the Norwegian HUNT biobank, we use the normative implications of the Norwegian concept «dugnad» as an analogy to discuss the requirement of providing neutral information to potential biobank participants in order to promote their free and informed decision as to whether or not to take part. We suggest that normative recruitment is not just a question of principles and ethics. It is also a question of research design and the creation of the common good in the community where the research takes place.http://dx.doi.org/10.5324/eip.v2i2.1697

  3. Amplitude recruitment of cochlear potential

    Institute of Scientific and Technical Information of China (English)

    LI Xingqi; SUN Wei; SUN Jianhe; YU Ning; JIANG Sichang

    2001-01-01

    Intracellular recordings were made from outer hair cells (OHC) and the cochlear microphonics (CM) were recorded from scala media (SM) in three turn of guinea pig cochlea,the compound action potential (CAP) were recorded at the round window (RW) before and after the animal were exposed to white noise. The results suggest that the nonlinear properties with “saduration” of Input/output (I/O) function of OHC AC recepter potential and CM were founded; the nonlinear properties with “Low”, “Platean” and “high” of CAP also were investigated. After explosion, the threshold shift of CAP has about 10 dB. The I/O of OHC responses and CM were changed in a linearizing (i.e., nonlinearity loss), the “platean” of I/O CAP disappeared and the growth rate of CAP amplitude were larger than before explosion. The response amplitude recruitment of OHC appears to result from reduction in gain (i.e., hearing loss); It was due to the nonlinear growth function of OHC receptor potentials was changed in linearzing that the basilar membrance motion was changed in linearizing. Since intensity coding in the inner ear depends on an interactions of nonlinear basilar membrance and nerve fibers. So that it must lead to a linearizing of CAP as input responses.

  4. The Challenge of Recruiting Control Groups

    DEFF Research Database (Denmark)

    O'Connor, Maja

    2011-01-01

      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. This ...... 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....

  5. Dr Math at your service

    CSIR Research Space (South Africa)

    Butgereit, L

    2012-10-01

    Full Text Available In this presentation the author explains how the Dr Math service works; how tutors are recruited to act as Dr Math; and how school pupils can reach Dr Math for help with their mathematics homework....

  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

    2016-12-16

    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 < 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.

  7. 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.

  8. Interactions between multiple recruitment drivers: post-settlement predation mortality and flow-mediated recruitment.

    Directory of Open Access Journals (Sweden)

    Antony M Knights

    Full Text Available BACKGROUND: Dispersal is a primary driver in shaping the future distribution of species in both terrestrial and marine systems. Physical transport by advection can regulate the distance travelled and rate of propagule supply to a habitat but post-settlement processes such as predation can decouple supply from recruitment. The effect of flow-mediated recruitment and predation on the recruitment success of an intertidal species, the eastern oyster Crassostrea virginica was evaluated in two-replicated field experiments. Two key crab species were manipulated to test predator identity effects on oyster mortality. FINDINGS: Recruitment was ∼58% higher in high flow compared to low flow, but predation masked those differences. Predation mortality was primarily attributed to the blue crab Callinectes sapidus, whilst the mud crab Panopeus herbstii had no effect on recruit mortality. Recruit mortality from predation was high when recruit densities were high, but when recruit density was low, predation effects were not seen. Under high recruitment (supply, predation determined maximum population size and in low flow environments, recruitment success is likely determined by a combination of recruitment and resource limitation but not predation. CONCLUSIONS: Four processes are demonstrated: (1 Increases in flow rate positively affect recruitment success; (2 In high flow (recruitment environments, resource availability is less important than predation; (3 predation is an important source of recruit mortality, but is dependent upon recruit density; and (4 recruitment and/or resource limitation is likely a major driver of population structure and functioning, modifying the interaction between predators and prey. Simultaneous testing of flow-mediated recruitment and predation was required to differentiate between the role of each process in determining population size. Our results reinforce the importance of propagule pressure, predation and post

  9. International Student Recruitment Techniques: A Preliminary Analysis

    Science.gov (United States)

    Onk, Veronica Bou; Joseph, Mathew

    2017-01-01

    Around the world, these educational institutions focus their efforts on recruiting talented students, particularly from foreign countries. However, while well-established universities in developed countries can produce successful international recruitment campaigns, emerging universities still need assistance in producing a successful…

  10. School Board Member Recruitment in Ontario.

    Science.gov (United States)

    Cistone, Peter J.

    Employing a process model of political recruitment, this study investigated the relative impact of a school district's social, economic, and political structure on school board member recruitment. The process data were collected by means of structured interviews with neophyte school board members in a stratified sample of school boards in the…

  11. 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 activ

  12. 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

  13. 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 activ

  14. Turf Wars: School Administrators and Military Recruiting

    Science.gov (United States)

    Lagotte, Brian W.

    2014-01-01

    Although a decade has passed since passage, few have noticed that section 9528 in No Child Left Behind (NCLB) mandates schools to assist military recruiting. This article focuses on administrators' responsibility to inform parents of their privacy rights and the struggle to manage recruiting in schools. I highlight two conclusions with policy…

  15. 职前教师教育质量观刍议--以师范毕业生参加“双考”为背景%Discussion on Pre-service Teacher Education Quality Outlook:Against the Background of Normal Graduates’National Teachers’Qualification Examinations and Open Teachers’Recruitment Test

    Institute of Scientific and Technical Information of China (English)

    钟铧; 徐立明

    2016-01-01

    教师职业准入的新政策要求师范毕业生须参加并通过国家教师资格考试、地方教师公开招聘考试方可从教。师范教育类专业要为社会培养合格的新教师,必须顺应时代要求,确立新形势下的教育质量观———职前教师教育质量评价要以毕业生获得教师资格为合格,以毕业生通过教师招聘考试为良好,以毕业生的教师专业素质全面、具有可持续发展性为优秀。这一质量观的确立,既需要教育行政部门统计与公布师范毕业生的教师资格考试合格率,也需要高师院校以师范生培养质量为标准确定师范教育类专业的招生计划,更需要师范教育类专业开展师范毕业生“双考”背景下的教育质量观教育,明确培养职责,通过“适应”与“超越”相结合的职前教师教育改革,达到培养优秀教师的目的。%Normal graduates must take national teachers’qualification examinations and open teachers’ recruitment test under the new policy of teacher’s admittance.Normal education specialty should com-ply with the time and establish new education quality outlook to cultivate qualified teachers for the so-ciety.Normal education specialty is qualified if its graduates obtain qualifications for teachers.It is good if its graduates pass the teacher recruitment exam,and it is excellent if its graduates achieve an overall and sustainable development of professional quality.The establishment of this outlook needs the following several aspects.Firstly,the administrative department of education should count up and report the pass rate of normal graduates’teachers’qualification examination.Secondly,normal colle-ges and universities should draw up the enrollment plan of normal education specialty focusing on cul-tivation quality.The normal education specialty will be required to carry out quality education against the background of normal graduates’two examinations

  16. Recruiting Chinese Americans for dementia caregiver intervention research: suggestions for success.

    Science.gov (United States)

    Gallagher-Thompson, Dolores; Rabinowitz, Yaron; Tang, Paulette C Y; Tse, Collins; Kwo, Elizabeth; Hsu, Shannon; Wang, Peng-Chih; Leung, Laurie; Tong, Hui-Qi; Thompson, Larry W

    2006-08-01

    The purpose of this study was to compare the relative effectiveness of three recruitment modalities for enrolling Chinese-American and white family caregivers into research studies to evaluate intervention strategies. A total of 116 Chinese Americans and 134 whites were screened for eligibility to participate in one of two clinical intervention trials. Participants were recruited using: 1) media sources; 2) nonprofessional referral sources; or 3) professional referrals. Each participant was asked an open-ended question about how they became aware of the programs offered. A smaller proportion of Chinese Americans (39%) than whites (50%) who responded to recruiting strategies actually enrolled as subjects. There was a significant interaction between ethnicity and recruitment strategy. Chinese-American caregivers who were recruited by nonprofessional sources were less likely to enroll in the intervention studies than those who were recruited through media sources or professional referrals. Whites, on the other hand, were more likely to be recruited through nonprofessional sources than the other two. A consumer-oriented approach, which included direct face-to-face contact with key community leaders, generated the highest number of Chinese-American participants. Culture-specific factors such as trust-building with social service agencies, demonstrating genuine commitment to the well-being of the target community, and linguistic and ethnic matching between research staff and potential participants appear helpful to successful research recruitment in this rapidly increasing segment of dementia caregivers.

  17. 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 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

  18. Generational Theory: Implications for Recruiting the Millennials

    National Research Council Canada - National Science Library

    Drago, James P

    2006-01-01

    .... Using generational theory it will review the characteristics beliefs values and attitudes of Generation X the Baby Boomers and the Millennial generation the target audience of the Army's current recruiting efforts...

  19. Comparing the similarity of responses received from studies in Amazon's Mechanical Turk to studies conducted online and with direct recruitment.

    Directory of Open Access Journals (Sweden)

    Christoph Bartneck

    Full Text Available Computer and internet based questionnaires have become a standard tool in Human-Computer Interaction research and other related fields, such as psychology and sociology. Amazon's Mechanical Turk (AMT service is a new method of recruiting participants and conducting certain types of experiments. This study compares whether participants recruited through AMT give different responses than participants recruited through an online forum or recruited directly on a university campus. Moreover, we compare whether a study conducted within AMT results in different responses compared to a study for which participants are recruited through AMT but which is conducted using an external online questionnaire service. The results of this study show that there is a statistical difference between results obtained from participants recruited through AMT compared to the results from the participant recruited on campus or through online forums. We do, however, argue that this difference is so small that it has no practical consequence. There was no significant difference between running the study within AMT compared to running it with an online questionnaire service. There was no significant difference between results obtained directly from within AMT compared to results obtained in the campus and online forum condition. This may suggest that AMT is a viable and economical option for recruiting participants and for conducting studies as setting up and running a study with AMT generally requires less effort and time compared to other frequently used methods. We discuss our findings as well as limitations of using AMT for empirical studies.

  20. 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.

  1. Recruitment Strategies for Geoscience Majors: Conceptual Framework and Practical Suggestions

    Science.gov (United States)

    Richardson, R. M.; Eyles, C.; Ormand, C. J.

    2009-12-01

    freshmen, whether they are planning to major in geoscience or not. Some of the best practices for strategies reaching beyond the department include: 1) working with college/university academic advisors, admissions, career services, especially for undecided students; 2) working with local high schools and community colleges, especially for underrepresented students; and 3) advertising where students communicate (Facebook, Twitter, etc.). As important as recruitment strategies are, it is critical to have an assessment plan in place to measure the success of recruitment efforts. It takes effort and resources, often human capital, to recruit students. If enrollments increase, regardless of recruitment efforts, then scarce resources have been wasted. Some of the best assessment practices include: 1) surveying students, especially those who have recently declared a geoscience major; and 2) surveying students who have been recruited but who have not become majors.

  2. Domestic Business Recruitment, Efficient in Selection and Services——Interview with Miss Chen Wei, Head of Domestic Business Recruitment Group

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    @@ The management and services of participating companies is very important in the whole process of Partenariat, including in the phase of business recruitment. Within the 2-day Partenariat, around 5000 rounds of face to face exclusive business talks will be arranged between over 500 host companies and over 400 visiting companies, each round is only of 25 minutes. How can we help companies improve efficiency? The following is an interview between China's Foreign Trade and Miss Chen Wei, Head of Domestic Business Recruitment Group of the Partenariat Executive Commission.

  3. Feeling the Right Personality. Recruitment Consultants’ Affective Decision Making in Interviews With Employee Candidates

    Directory of Open Access Journals (Sweden)

    Taina Kinnunen

    2016-10-01

    Full Text Available The pressure to find the ‘right’ personalities to strengthen customer service and working teams has made staffing decisions critical for organizations. Therefore, recruitment is more often outsourced and done so on a global level. By analyzing interviews with recruitment consultants, this article explores how consultants work in order to find the recruitment candidates with the most potential for their clients. It discusses recruitment as a process of affective decision-making where consultants use their ‘gut feelings’, that is, their own embodied affects, to secure the optimal ‘organizationperson fit’. Different kinds of details in the candidate’s appearance and micro-movements of the body cause ‘good vibrations’ or ‘strange feelings’ in the consultant’s affective body, which guides the selection among the candidates. By deconstructing the concept of ‘affect’, the article develops an understanding of recruitment as a practice where the embodied histories of consultants themselves play a key role in recruitment. The article claims that, as a result of competition in the business, the recruitment consultant relies on stereotypical performances of the ideal worker.

  4. International nurse recruitment and NHS vacancies: a cross-sectional analysis.

    Science.gov (United States)

    Batata, Amber S

    2005-04-22

    BACKGROUND: Foreign-trained nurse recruits exceeded the number of new British-trained recruits on the UK nurse register for the first time in 2001. As the nursing shortage continues, health care service providers rely increasingly on overseas nurses to fill the void. Which areas benefit the most? And where would the NHS be without them? METHODS: Using cross-sectional data from the 2004 Nursing and Midwifery Council register, nurse resident postcodes are mapped to Strategic Health Authorities to see where foreign recruits locate and how they affect nurse shortages throughout the UK. RESULTS: Areas with the highest vacancy rates also have the highest representation of foreign recruits, with 24% of foreign-trained nurses in the UK residing in the London area and another 16% in the SouthEast (comparable numbers for British-trained nurses are 11% and 13%, respectively). Without foreign recruitment, vacancy rates could be up to five times higher (three times higher if only Filipino recruits remained). CONCLUSION: The UK heavily relies on foreign recruitment to fill vacancies, without which the staffing crisis would be far worse, particularly in high vacancy areas.

  5. Recruiting for research studies using online public advertisements examples from research in affective disorders

    Directory of Open Access Journals (Sweden)

    Wise T

    2016-02-01

    Full Text Available Toby Wise,1 Danilo Arnone,1 Lindsey Marwood,1 Roland Zahn,1–3 Karen E Lythe,2,3 Allan H Young1 1Centre for Affective Disorders, Department of Psychological Medicine, Institute of Psychiatry, King’s College London, London, 2Neuroscience and Aphasia Research Unit, School of Psychological Sciences, 3Manchester Academic Health Science Centre, University of Manchester, Manchester, UK Abstract: Successful recruitment is vital for any research study. Difficulties in recruitment are not uncommon and can have important implications. This is particularly relevant to research conducted in affective disorders due to the nature of the conditions and the clinical services that serve these patients. Recently, online public advertisements have become more generally accessible and may provide an effective way to recruit patient populations. However, there is paucity of evidence on their viability as a method of recruiting patients into studies of disease mechanisms in these disorders. Public advertisement methods can be useful when researchers require specific populations, such as those not receiving pharmacological treatment. This work describes our experience in successfully recruiting participants into neuroimaging research studies in affective disorders using online public advertisements. Results suggest that these online public advertisements are an effective method for successfully recruiting participants with affective disorders into research studies, particularly for research focusing on disease mechanisms in specific populations. Keywords: recruitment, affective disorders, advertising, depression, anxiety, bipolar

  6. Recruitment issues when primary care population clusters are used in randomised controlled clinical trials: climbing mountains or pushing boulders uphill?

    Science.gov (United States)

    Hoddinott, Pat; Britten, Jane; Harrild, Kirsten; Godden, David J

    2007-05-01

    Cluster randomised controlled trials for health promotion, education, public health or organisational change interventions are becoming increasingly common to inform evidence-based policy. However, there is little published methodological evidence on recruitment strategies for primary care population clusters. In this paper, we discuss how choosing which population cluster to randomise can impact on the practicalities of recruitment in primary care. We describe strategies developed through our experiences of recruiting primary care organisations to participate in a national randomised controlled trial of a policy to provide community breastfeeding groups for pregnant and breastfeeding mothers, the BIG (Breastfeeding in Groups) trial. We propose an iterative qualitative approach to recruitment; collecting data generated through the recruitment process, identifying themes and using the constant comparative method of analysis. This can assist in developing successful recruitment strategies and contrasts with the standardised approach commonly used when recruiting individuals to participate in randomised controlled trials. Recruiting primary care population clusters to participate in trials is currently an uphill battle in Britain. It is a complex process, which can benefit from applying qualitative methods to inform trial design and recruitment strategy. Recruitment could be facilitated if health service managers were committed to supporting peer reviewed, funded and ethics committee approved research at national level.

  7. Using Facebook for Health-related Research Study Recruitment and Program Delivery

    Science.gov (United States)

    Pedersen, Eric R.; Kurz, Jeremy

    2015-01-01

    Facebook has become an important tool for recruiting research participants and for program delivery. Given the wide use of Facebook, there is much potential for the site to help with recruitment efforts in both physical and behavioral health care arenas; reaching groups typically difficult to recruit and providing outreach to individuals that may not have received services elsewhere. Health studies using Facebook have generally reported success, including cost-effectiveness, recruitment of samples in brief periods of time, and ability to locate participants for follow-up research. Still, the use of Facebook for research and program delivery is a relatively new area that warrants more research attention and guidance around issues like validity of data, representativeness of samples, and protections of human subjects. PMID:26726313

  8. New perspectives on ecological mechanisms affecting coral recruitment on reefs

    NARCIS (Netherlands)

    Ritson-Williams, R.; Arnold, S.N.; Fogarty, N.D.; Steneck, R.S.; Vermeij, M.J.A.; Paul, V.J.

    2009-01-01

    Coral mortality has increased in recent decades, making coral recruitment more important than ever in sustaining coral reef ecosystems and contributing to their resilience. This review summarizes existing information on ecological factors affecting scleractinian coral recruitment. Successful recruit

  9. The asthma accession standard: a survival analysis of military recruits, 1995 to 1997.

    Science.gov (United States)

    Clark, K L; Li, Y; Krauss, M R; Kelley, P W

    2000-11-01

    Asthma has a significant impact on U.S. military expenditures and readiness. Every year approximately 1,000 recruits are discharged for asthma during their first 6 months of service. This study was done to evaluate the practice of allowing some individuals with a history of asthma to enter military service (waiving). A survival analysis was performed to compare length of time until discharge and asthma-related failure for individuals waived for asthma (cases) and individuals not disqualified for asthma (controls). Cases were 587 recruit applicants initially disqualified who received waivers for asthma and accessed in the years 1995 to 1997. Controls were 1,761 matched enlisted recruits starting basic training in those years. No significant differences were found with respect to general attrition. The statistical differences for asthma-related hospitalization or discharge did not translate into practical differences. Waiving for asthma was not a significant occupational liability in terms of asthma-related hospitalization or early military attrition.

  10. Does habitat complexity influence fish recruitment?

    Directory of Open Access Journals (Sweden)

    A. CHEMINÉE

    2014-06-01

    Full Text Available Human activities facilitate coastal habitat transformation and homogenization. The spread of marine invasive species is one example. This in turn may influence fish recruitment and the subsequent replenishment of adult assemblages. We tested habitat complexity effect on fish (Teleostei recruitment by experimentally manipulating meadows of the habitat-forming invasive macroalga Caulerpa taxifolia (Chlorophyta. Among the fourteen fish species recorded during the experiment, only two labrids (Coris julis and Symphodus ocellatus settled in abundance among these meadows. Patterns in the abundance of these juveniles suggested that reduced tri-dimensional meadow complexity may reduce habitat quality and result in altered habitat choices and / or differential mortality of juveniles, therefore reducing fish recruitment and likely the abundance of adults.

  11. Recruiting Pregnant Patients for Survey Research: A Head to Head Comparison of Social Media-Based Versus Clinic-Based Approaches.

    Science.gov (United States)

    Admon, Lindsay; Haefner, Jessica K; Kolenic, Giselle E; Chang, Tammy; Davis, Matthew M; Moniz, Michelle H

    2016-12-21

    Recruiting a diverse sample of pregnant women for clinical research is a challenging but crucial task for improving obstetric services and maternal and child health outcomes. To compare the feasibility and cost of recruiting pregnant women for survey research using social media-based and clinic-based approaches. Advertisements were used to recruit pregnant women from the social media website Facebook. In-person methods were used to recruit pregnant women from the outpatient clinic of a large, tertiary care center. In both approaches, potential respondents were invited to participate in a 15-minute Web-based survey. Each recruitment method was monitored for 1 month. Using bivariate statistics, we compared the number, demographic characteristics, and health characteristics of women recruited and the cost per completed survey for each recruitment method. The social media-based approach recruited 1178 women and the clinic-based approach recruited 219 women. A higher proportion of subjects recruited through social media identified as African American (29.4%, 207/705 vs 11.2%, 20/179), reported household incomes survey, compared with US $23.51 for clinic-based recruitment. Web-based recruitment through a social networking platform is a feasible, inexpensive, and rapid means of recruiting a large, diverse sample of pregnant women for survey research.

  12. 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.

  13. Towards a Marketing Communication Recruitment Plan for the Rowan University Educational Leadership Doctoral Program

    Science.gov (United States)

    Kanyi, Titus Kamau

    2009-01-01

    Doctoral studies are at the apex of the education system. Attracting, recruiting, enrolling, and graduating the best suited students in doctoral education is, therefore, critical in ensuring the highest academic standards and service to society. Focusing on Rowan University's Doctor of Education (Ed.D.) in Educational Leadership program, this…

  14. China's Recruitment of African University Students: Policy Efficacy and Unintended Outcomes

    Science.gov (United States)

    Haugen, Heidi Østbø

    2013-01-01

    This article explores how Sino-African relations are affected by the growing number of Africans who pursue higher education in China. China actively recruits African university students in order to increase soft power and generate income from the export of education services. Semi-structured interviews with African university students suggest that…

  15. The Electronic Advantage: High-Tech Applications (and More) in Student Recruitment.

    Science.gov (United States)

    Johanson, W. F. Walker

    1993-01-01

    Electronic versions of college catalogs, viewbooks, and applications are used successfully as tools for college student recruitment. High school guidance counselors and community college advisors can be given access to special information services, students can both obtain and provide information on diskette, and the approach is cost effective for…

  16. Attracting College-Bound Youth into the Military. Toward the Development of New Recruiting Policy Options.

    Science.gov (United States)

    Asch, Beth J.; Kilburn, M. Rebecca; Klerman, Jacob A.

    The armed services prefer to recruit high quality youth because they perform better and have lower attrition rates. Yet competition for this group is increasing because of fundamental changes in the civilian opportunities that these youth face. One of the most dramatic changes is the enormous increase in the relative returns from attending college…

  17. 78 FR 38061 - Recruitment of Sites for Assignment of Corps Personnel Obligated Under the National Health...

    Science.gov (United States)

    2013-06-25

    ...) have a documented record of sound fiscal management; and (4) will experience a negative impact on its... unsuccessful efforts to recruit; (e) a reasonable prospect for sound fiscal management by the entity with... Customer Service Portal, during normally scheduled office hours. The remaining 24 hours of the minimum...

  18. Towards a Marketing Communication Recruitment Plan for the Rowan University Educational Leadership Doctoral Program

    Science.gov (United States)

    Kanyi, Titus Kamau

    2009-01-01

    Doctoral studies are at the apex of the education system. Attracting, recruiting, enrolling, and graduating the best suited students in doctoral education is, therefore, critical in ensuring the highest academic standards and service to society. Focusing on Rowan University's Doctor of Education (Ed.D.) in Educational Leadership program, this…

  19. China's Recruitment of African University Students: Policy Efficacy and Unintended Outcomes

    Science.gov (United States)

    Haugen, Heidi Østbø

    2013-01-01

    This article explores how Sino-African relations are affected by the growing number of Africans who pursue higher education in China. China actively recruits African university students in order to increase soft power and generate income from the export of education services. Semi-structured interviews with African university students suggest that…

  20. China's Recruitment of African University Students: Policy Efficacy and Unintended Outcomes

    Science.gov (United States)

    Haugen, Heidi Østbø

    2013-01-01

    This article explores how Sino-African relations are affected by the growing number of Africans who pursue higher education in China. China actively recruits African university students in order to increase soft power and generate income from the export of education services. Semi-structured interviews with African university students suggest that…

  1. Human telomerase: biogenesis, trafficking, recruitment, and activation.

    Science.gov (United States)

    Schmidt, Jens C; Cech, Thomas R

    2015-06-01

    Telomerase is the ribonucleoprotein enzyme that catalyzes the extension of telomeric DNA in eukaryotes. Recent work has begun to reveal key aspects of the assembly of the human telomerase complex, its intracellular trafficking involving Cajal bodies, and its recruitment to telomeres. Once telomerase has been recruited to the telomere, it appears to undergo a separate activation step, which may include an increase in its repeat addition processivity. This review covers human telomerase biogenesis, trafficking, and activation, comparing key aspects with the analogous events in other species.

  2. Computational social network modeling of terrorist recruitment.

    Energy Technology Data Exchange (ETDEWEB)

    Berry, Nina M.; 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.

    2004-10-01

    The Seldon terrorist model represents a multi-disciplinary approach to developing organization software for the study of terrorist recruitment and group formation. The need to incorporate aspects of social science added a significant contribution to the vision of the resulting Seldon toolkit. The unique addition of and abstract agent category provided a means for capturing social concepts like cliques, mosque, etc. in a manner that represents their social conceptualization and not simply as a physical or economical institution. This paper provides an overview of the Seldon terrorist model developed to study the formation of cliques, which are used as the major recruitment entity for terrorist organizations.

  3. 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…

  4. 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

  5. What factors influence successful recruitment of siblings of individuals with first episode psychosis to e-health interventions? A qualitative study.

    Science.gov (United States)

    Sin, Jacqueline; Henderson, Claire; Spain, Debbie; Gamble, Catherine; Norman, Ian

    2017-08-01

    Recruitment to clinical research studies can prove complex. This is particularly true of mental health research, given factors such as confidentiality, capacity and consent, or when attempting to recruit family members as opposed to service users themselves. This study investigated the challenges experienced and strategies employed in the recruitment of siblings of people with first episode psychosis using Early Intervention in Psychosis Services (EIPS) in England. As part of a randomized controlled trial (RCT) of an e-health intervention for siblings, we conducted a process evaluation study whereby semistructured interview was undertaken with clinical and research staff involved in recruitment of siblings. Data were analysed thematically. Twelve participants from six EIPS were interviewed. Data analysis revealed seven key themes: (i) limited comprehensive family data available; (ii) data governance and consent issues; (iii) organizational factors; (iv) convoluted recruitment methods; (v) concerns about service users' opinions; (vi) fluidity in siblings' needs and expectations; and (vii) strategies to enhance recruitment. Recruitment challenges identified in this study concerned administrative, organizational, process and attitudinal issues. These are similar to other studies recruiting mental health service users as well as family members. Failure to recruit to target implies that studies are underpowered to detect potential statistically or clinically meaningful changes. Future studies should establish how best to enhance family inclusiveness in clinical practice and research. © 2016 The Authors. Health Expectations published by John Wiley & Sons Ltd.

  6. Evaluation of Smoking Interventions in Recruit Training

    Science.gov (United States)

    1987-12-23

    These measures vere administered during the first week of training. Smokin Histo Questionnaire. The smoking history questionnaire was administered at...encourages) how the Navy, company comsanders, and other recruits felt about the use of tobacco products. Veekly Assessments of Smokin Behavior. This short

  7. Recruiting Middle School Students into Nursing

    Science.gov (United States)

    Matutina, Robin E.

    2008-01-01

    The purpose of this literature review is to illustrate the importance of initiating nursing recruitment during the middle school years. Data sources included citations from the years 1989 to 2006. The study focused on middle school students 9 to 13 years of age in Grades 6 to 8. One survey compared middle school students' perceptions of an ideal…

  8. Recruiting and Retention, A Force Planning Dilemma

    Science.gov (United States)

    2007-11-02

    military relations, military history, and military sociology must be incorporated in the curriculum. JROTC comprises a critical element of the marketing mix for...factored into the marketing mix . Using commercial telemarketing practices to generate leads from centrally produced lists of potential recruits, and

  9. Design of a Recruiter Expert System

    Science.gov (United States)

    1989-03-01

    expert system was designed using these characteristics and the minimum requirements for assignment to recruiting duty given in the Navy’s Enlisted...Transfer Manual. A recommended Command Officer’s Screening Form was designed that will have all the data needed to be placed into the expert system . Recommendations

  10. Recruiting and Advising Challenges in Actuarial Science

    Science.gov (United States)

    Case, Bettye Anne; Guan, Yuanying Michelle; Paris, Stephen

    2014-01-01

    Some challenges to increasing actuarial science program size through recruiting broadly among potential students are identified. Possible solutions depend on the structures and culture of the school. Up to three student cohorts may result from partition of potential students by the levels of academic progress before program entry: students…

  11. 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...

  12. 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.

  13. Recruitment and Retention with a Spin

    Science.gov (United States)

    Lindgren, Rita; Hixson, Carla Braun

    2010-01-01

    Strategic planning and innovation at Bismarck State College (BSC) found common ground in the college's goal to recruit and retain employees in an environment of low unemployment and strong competition for skilled employees. BSC's strategic plan for 2007-09 included the objective "to increase retention of employees." One of the strategies…

  14. Recruiting and Advising Challenges in Actuarial Science

    Science.gov (United States)

    Case, Bettye Anne; Guan, Yuanying Michelle; Paris, Stephen

    2014-01-01

    Some challenges to increasing actuarial science program size through recruiting broadly among potential students are identified. Possible solutions depend on the structures and culture of the school. Up to three student cohorts may result from partition of potential students by the levels of academic progress before program entry: students…

  15. E-Recruiting: A Powerful Tool

    Science.gov (United States)

    Heuer, Jack; Truhlar, Gary

    2003-01-01

    In recent years, the process of recruiting and hiring in a number of higher education institutions has shifted from the traditional paper process to an online procedure. This transformation has allowed countless institutions to save time, labor, money and resources. This article explains how one institution realized the need for change in its…

  16. Recruiting New Populations to the Library Profession.

    Science.gov (United States)

    Jennings, Kriza A.

    1993-01-01

    Discussion of the effects of cultural diversity on academic libraries and library and information science education examines the impact of demographics on affirmative action recruitment in business and higher education; effects of demographic trends on library and information science professions; faculty attitudes; and library and information…

  17. Discrimination in Recruitment: An Empirical Analysis.

    Science.gov (United States)

    Newman, Jerry M.

    1978-01-01

    To investigate whether recruitment practices of companies with affirmative action programs discriminated against Blacks or resulted in reverse discrimination, qualifications and race of fictitious job applicants were manipulated on resumes sent to a sample of employers. Responses strongly indicate discrimination, with Black applicants favored…

  18. 21st Century Recruiting: Automated, Digital, Electronic.

    Science.gov (United States)

    Patterson, Valerie

    1997-01-01

    Examines ways in which technology is changing staffing office practices. Discusses features of the worldwide web, some of the potential problems in establishing a web site, and the importance of carefully planning a web site. Looks at digital resume warehouses and the increased power such warehouses offers recruiters. (RJM)

  19. Does Education Reform Make Recruiting More Difficult?

    Science.gov (United States)

    2005-10-01

    Virginia 1986ac Idaho 2006c New Mexico 1990c Washington 2007c Indiana 2000c New York 1985ac 67 Appendix A Other (state-level) data and sources We...Analysis of Eval- uation of Homeschool and ChalleNGe Program Recruits, Jan 2004 (CNA Research Memorandum D0009351.A2) [36] Janice H. Laurence. Education

  20. 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…

  1. Violent Video Games Recruit American Youth

    Science.gov (United States)

    Lugo, William

    2006-01-01

    An expert on the sociology of video games highlights the power of this medium to popularize violence among children. But few are aware that some of the most technologically potent products are violent war games now being produced at taxpayer expense. These are provided free as a recruiting tool by the United States military. The author contends…

  2. Students' expectation toward service of recruiment agencies in Vietnam

    OpenAIRE

    Tran, Hanh

    2010-01-01

    The objective of the thesis was to explore the expectations of students studying abroad to recruitment agencies in Vietnam. The study aims at recommend the right service for recruit-ment agencies offer to students to find a job and explore the culture obstacles for their career development when return home. The study originated from author’s own experience when finding an internship in Vietnam. The theoretical framework is based on relevant areas of theories of recruitment process, na-...

  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. 5 CFR 575.109 - Payment of recruitment incentives.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Payment of recruitment incentives. 575... RECRUITMENT, RELOCATION, AND RETENTION INCENTIVES; SUPERVISORY DIFFERENTIALS; AND EXTENDED ASSIGNMENT INCENTIVES Recruitment Incentives § 575.109 Payment of recruitment incentives. (a) An authorized agency...

  5. Project Sugar: a recruitment model for successful African-American participation in health research.

    Science.gov (United States)

    Spruill, Ida

    2004-12-01

    Attempts to increase the number of African-Americans participating in clinical trials, regardless of age, have been hampered by a lack of published data regarding successful recruitment and retention strategies. Successful strategies can be used as a guide for future researchers in the design of studies to recruit African-Americans, regardless of age, into clinical as well as qualitative studies to promote health among this vulnerable population. The goal of the primary study was to recruit 400 families with 2 or more family members affected with diabetes, totaling 800 participants. Project Sugar utilized the coordinated research principals known as CPR (Community, Plan, Reward) to recruit 615 African-American families totalling 1,230 people known as the Sea Island people (Gullahs) in the first five years of the study. The intention of the study was to identify markers for diabetes among these Sea Island natives who tended to be genetically homogenous. In so doing, specific strategies were identified as serendipitous findings for this study. Nonetheless, these serendipitous findings were thought to be so integral to success in the recruitment of African-Americans, mainly because of their success among this fairly close-knit, historically isolated, and significantly genetically homogenous Sea Islanders (Gullah). In recognizing the success of this model, an alternate aim was examined to devise rigorous scientific strategies to promote methods for recruitment of African-Americans into clinical trials aimed at reducing health disparities among this vulnerable population. This projects success can be attributed to the involvement of a local citizen advisory committee and rewards in the form of services, benefits, and incentives to the community. Findings from this alternative aim, which was scientifically built on the CPR model, suggest that when services are provided to the community, coupled with the use of local community advisory committees, the possibilities of

  6. Recruiting bereaved parents for research after infant death in the neonatal intensive care unit.

    Science.gov (United States)

    Currie, Erin R; Roche, Cathy; Christian, Becky J; Bakitas, Marie; Meneses, Karen

    2016-11-01

    Understanding parental experiences following infant death in the neonatal intensive care unit (NICU) is a high research priority and a necessary first step to improving health services. However, recruiting bereaved parents to discuss their experiences on such an extremely sensitive topic can be challenging and research procedures must be planned carefully in order to get an adequate sample. There is little published in the literature detailing specific strategies for recruiting bereaved parents for grief research, especially strategies for contacting parents and identifying factors that might affect participation. The purpose of this paper is to describe the process of recruiting bereaved parents into a qualitative research study exploring parental NICU experiences and grief responses following infant death. We describe a successful recruitment plan that led to the enrollment of difficult to recruit participants such as fathers, and individuals representing minorities and those from lower socioeconomic (SES) groups. Bereaved parents of infants after an NICU hospitalization should continue to be recruited for research studies for their unique perspectives and valuable insights about the devastating experience of infant death. Participants in this study reported more benefits than harm and the results addressed a critical gap in the literature.

  7. NATO survey of mental health training in army recruits.

    Science.gov (United States)

    Adler, Amy B; Delahaij, Roos; Bailey, Suzanne M; Van den Berge, Carlo; Parmak, Merle; van Tussenbroek, Barend; Puente, José M; Landratova, Sandra; Kral, Pavel; Kreim, Guenter; Rietdijk, Deirdre; McGurk, Dennis; Castro, Carl Andrew

    2013-07-01

    To-date, there has been no international review of mental health resilience training during Basic Training nor an assessment of what service members perceive as useful from their perspective. In response to this knowledge gap, the North Atlantic Treaty Organization (NATO) Human Factors & Medicine Research & Technology Task Group "Mental Health Training" initiated a survey and interview with seven to twenty recruits from nine nations to inform the development of such training (N = 121). All nations provided data from soldiers joining the military as volunteers, whereas two nations also provided data from conscripts. Results from the volunteer data showed relatively consistent ranking in terms of perceived demands, coping strategies, and preferences for resilience skill training across the nations. Analysis of data from conscripts identified a select number of differences compared to volunteers. Subjects also provided examples of coping with stress during Basic Training that can be used in future training; themes are presented here. Results are designed to show the kinds of demands facing new recruits and coping methods used to overcome these demands to develop relevant resilience training for NATO nations.

  8. 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...

  9. 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...

  10. The Recruitment Organization of the Business Schools in Italian Universities

    Directory of Open Access Journals (Sweden)

    Sitnitskiy Maksim V.

    2017-07-01

    Full Text Available The article is aimed at studying the practice of Italian universities in the sphere of organizing recruitment at business schools. The article considers specifics of Italian business schools, which consist of their wide division by specialization and of flexible approaches to attracting students. The basic criteria for admission and training in Italian business schools have been generalized. Recommendations for Ukraine have been elaborated in view of the following needs: involving in the teaching process the practitioners, known in the world for their efficiency in the business sphere; balancing the price for providing educational services, developing flexible payment schedules, and setting up a discount system as well as scholarship programs for students with high learning results; revising curricula in line with the requirements of modern business environment; providing employment and career statistics for business school graduates; systematically improving the quality of education and concentrating on the efficiency indicators of a program for students, etc.

  11. MSFC personnel management tasks: Recruitment and orientation of new employees

    Science.gov (United States)

    Brindley, T. A.

    1980-01-01

    In order to encourage highly motivated young students to learn about NASA and consider it for a career, a formal program is to be initiated whereby selected students can work on a voluntary basis at Marshall Space Flight Center (MSFC). The first task was to develop the working plan and procedures for this program, called Student Volunteer Service Program, in the writing of MSFC official guidelines, the Marshall Management Instruction (the MMI) which is a binding document that defines policy and establishes procedures and guidelines. Particular considerations written into the MMI after numerous consultations, interviews, and discussions about a satisfactory policy, include: arrangements to be made between the student, the school authorities, and concerned MSFC employees; management of the work assignments; and procedures for the student's welfare and safety. The second task was the development of a recruitment brochure for the attraction of new employees, especially scientists and engineers. The third task assigned was to develop a plan called Orientation of New Employees.

  12. Generational Theory: Implications for Recruiting the Millennials

    Science.gov (United States)

    2006-03-10

    by ANSI Std Z39-18 ABSTRACT AUTHOR: Colonel James P. Drago TITLE: Generational Theory: Implications for Recruiting the Millennials FORMAT : Strategy...large impressions on this generation from researchers Howe and Strauss66: • The war in Kosovo • Princess Di’s death • O.J. Simplson trial • Rodney King...Washington, D.C., 24 February 2000, 1. 96 Beth Asch , Rebecca Kilburn, and Jacob Klerman, Attracting College Bound Youth into the Military, (RAND

  13. Assessing a Science Graduate School Recruitment Symposium.

    Science.gov (United States)

    González-Espada, Wilson; Díaz-Muñoz, Greetchen; Feliú-Mójer, Mónica; Flores-Otero, Jacqueline; Fortis-Santiago, Yaihara; Guerrero-Medina, Giovanna; López-Casillas, Marcos; Colón-Ramos, Daniel A; Fernández-Repollet, Emma

    2015-12-01

    Ciencia Puerto Rico, a non-profit organization dedicated to promoting science, research and scientific education among Latinos, organized an educational symposium to provide college science majors the tools, opportunities and advice to pursue graduate degrees and succeed in the STEM disciplines. In this article we share our experiences and lessons learned, for others interested in developing large-scale events to recruit underrepresented minorities to STEM and in evaluating the effectiveness of these efforts.

  14. Brand Caliphate And Recruitment Between The Genders

    Science.gov (United States)

    2016-09-01

    women played a role in their radicalization. 159 “ISIS Twitter Traffic Plummets as Counterterrorism Officials Step up Their Social Media Game .” 160...recruiter/. 57 Games .165 She was an average teenage girl, studying diagnostic radiography at Glasgow Caledonian University before joining IS. Aqsa...Terrorism is both a conventional arms war and a transnational ideological movement.”19 The internet has provided a free , easily accessible, and widely

  15. Finding Lawrence recruiting talent for unconventional warfare

    OpenAIRE

    Mourouzis, Michael G.

    2011-01-01

    Approved for public release; distribution is unlimited. From Francis Marion's guerrilla war against the British to advising the resistance against the Nazis and Japanese, the United States has depended on unconventional warfare (UW) as a component of national defense. Today, the U.S. Army Special Forces (SF) is the premiere unconventional warfare unit in the U.S. military. With a smaller Army and increasing missions, SF must expand its recruiting efforts. This thesis analyzes the recruitme...

  16. Assessing a Science Graduate School Recruitment Symposium

    Science.gov (United States)

    González-Espada, Wilson; Díaz-Muñoz, Greetchen; Feliú-Mójer, Mónica; Flores-Otero, Jacqueline; Fortis-Santiago, Yaihara; Guerrero-Medina, Giovanna; López-Casillas, Marcos; Colón-Ramos, Daniel A.; Fernández-Repollet, Emma

    2015-01-01

    Ciencia Puerto Rico, a non-profit organization dedicated to promoting science, research and scientific education among Latinos, organized an educational symposium to provide college science majors the tools, opportunities and advice to pursue graduate degrees and succeed in the STEM disciplines. In this article we share our experiences and lessons learned, for others interested in developing large-scale events to recruit underrepresented minorities to STEM and in evaluating the effectiveness of these efforts. PMID:26770074

  17. 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

  18. Effectiveness of strategies for recruiting overweight and obese Generation Y women to a clinical weight management trial.

    Science.gov (United States)

    Griffin, Hayley J; O'Connor, Helen T; Rooney, Kieron B; Steinbeck, Katharine S

    2013-01-01

    Limited research in young overweight and obese women indicates that they are difficult to recruit to weight management trials, with attrition higher and weight loss success lower than middle to older age participants. This study aimed to evaluate the effectiveness of different recruitment strategies for a clinical weight loss trial in overweight and obese Generation Y women. Overweight and obese (BMI >=27.5 kg/m-2) women aged 18-25 years (n=70) were required for a 12 month clinical weight management trial including diet, exercise and behaviour modification. Contact with researchers and eventual recruitment are reported for the various strategies employed to engage participants. Data reported as % or mean±SE. Recruitment was challenging with only 50 of the total 70 participants recruited within the scheduled time frame (24 months). Just over one quarter (27%) of volunteers assessed were recruited. Flyers posted around local tertiary education campuses were the most successful method, yielding 36% of included participants. This was followed by advertisements on the local area health service intranet (26%) and in local and metropolitan newspapers (16%). Recruitment of overweight and obese Generation Y women for a clinical weight loss trial was difficult. Multiple strategies targeted at this age and gender group were required. Less rigorous selection criteria and reduced face-to-face intervention time may improve recruitment and retention rates into clinical trials for this age group.

  19. Focusing on customer service.

    Science.gov (United States)

    1996-01-01

    This booklet is devoted to a consideration of how good customer service in family planning programs can generate demand for products and services, bring customers back, and reduce costs. Customer service is defined as increasing client satisfaction through continuous concern for client preferences, staff accountability to clients, and respect for the rights of clients. Issues discussed include the introduction of a customer service approach and gaining staff commitment. The experience of PROSALUD in Bolivia in recruiting appropriate staff, supervising staff, soliciting client feedback, and marketing services is offered as an example of a successful customer service approach. The key customer service functions are described as 1) establishing a welcoming atmosphere, 2) streamlining client flow, 3) personalizing client services, and 4) organizing and providing clear information to clients. The role of the manager in developing procedures is explored, and the COPE (Client-Oriented Provider-Efficient) process is presented as a good way to begin to make improvements. Techniques in staff training in customer service include brainstorming, role playing, using case studies (examples of which are provided), and engaging in practice sessions. Training also leads to the development of effective customer service attitudes, and the differences between these and organizational/staff-focused attitudes are illustrated in a chart. The use of communication skills (asking open-ended questions, helping clients express their concerns, engaging in active listening, and handling difficult situations) is considered. Good recovery skills are important when things go wrong. Gathering and using client feedback is the next topic considered. This involves identifying, recording, and discussing customer service issues as well as taking action on these issues and evaluating the results. The booklet ends by providing a sample of customer service indicators, considering the maintenance of a

  20. 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......, and a recently identified regime shift around 2000 shows close temporal agreement with the reduced larval survival. It is, therefore, possible that we are observing the first consequences of this planktonic change for higher trophic levels. There is no indication of a recovery in recruitment in the short term...

  1. Estratégia de recrutamento de fumantes no metrô do Rio de Janeiro, Brasil, para ampliar o acesso a linhas telefônicas de apoio à cessação: impacto da novidade Recruitment of smokers in the Rio de Janeiro subway, Brazil, as a strategy to increase access to quitline services: the impact of novelty

    Directory of Open Access Journals (Sweden)

    André Salem Szklo

    2009-11-01

    Full Text Available Criatividade e inovação das estratégias de recrutamento de fumantes são fundamentais para aprimorar as ações de controle do tabagismo. Atualmente, no Brasil, por meio das imagens de advertência presentes nos maços de cigarros, há uma divulgação permanente e intensa de mensagens que provocam sentimentos de perda associados ao tabagismo, os quais são importantes para estimular o acesso a linhas telefônicas de apoio à cessação. Comparou-se a taxa de ligação para aconselhamento telefônico observada após introdução de nova estratégia de recrutamento reativo focada no tema "fumar é perder fôlego" e adaptada ao cenário do metrô do Rio de Janeiro, com as taxas verificadas para duas outras estratégias reativas existentes. Independentemente da faixa etária, houve maior resposta para a nova estratégia proposta. Apesar da grande sensibilização, no Brasil, quanto aos malefícios do tabaco, novos formatos de comunicação abordando temas de relevância pessoal podem aumentar a quantidade e diversidade da população de fumantes recrutada para serviços de aconselhamento telefônico de suporte à cessação.Creative and innovative strategies to recruit smokers are essential for improving tobacco control activities. Currently in Brazil, through health warning messages on cigarette packs, there is a permanent and intense spread of messages that provoke feelings of loss associated with smoking, which is important to encourage access to smoking quitlines. The study analyzed the call rate for telephone counseling after introducing a new strategy for reactive recruitment focused on the theme "smoking causes shortness of breath", adapted to the subway setting in Rio de Janeiro, as compared to the rates for two existing reactive strategies. Regardless of age bracket, there was a higher response to the new proposed strategy. Despite the major awareness-raising in Brazil concerning the ills of tobacco, new communications formats

  2. Physical fitness and nutritional status of polish ground force unit recruits.

    Science.gov (United States)

    Tomczak, A; Bertrandt, J; Kłos, A

    2012-12-01

    The purpose of the work was to conduct an examination of the physical fitness and nutritional status of recruits (221 men beginning military service in the infantry unit). Soldiers' physical efficiency was estimated using 4 tests: standing long jump, pull-ups on bar, 30-second sit-ups and 1000-metre run. The nutritional status assessment was done based on anthropometric measurements including measurements of body height, body mass and selected skin fold thickness. The study group of soldiers were the best at sit-ups (46.33 points). They got over 40 points for the 1000-metre run (43.68 points) and for pull-ups on bar (41.69 points). They obtained the lowest scores for standing long jumps (30.77 points). About 14% of recruits were overweight and 4.1% underweight. Recruits enrolling in the infantry unit present a low physical fitness level. Overweight and obesity occurrence, and particularly underweight, in recruits testify to improper nutrition before beginning military service.

  3. New perspectives on ecological mechanisms affecting coral recruitment on reefs

    NARCIS (Netherlands)

    Ritson-Williams, R.; Arnold, S.N.; Fogarty, N.D.; Steneck, R.S.; Vermeij, M.J.A.; Paul, V.J.

    2009-01-01

    Coral mortality has increased in recent decades, making coral recruitment more important than ever in sustaining coral reef ecosystems and contributing to their resilience. This review summarizes existing information on ecological factors affecting scleractinian coral recruitment. Successful

  4. 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.

  5. 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.

  6. Analysis and Modeling of U.S. Army Recruiting Markets

    Science.gov (United States)

    2016-03-24

    END WITH 40 We now depart from the data and move on with a discussion of the quantitative methods we applied. We begin with variance reduction...of enlistment contracts as a function of recruiting supply and demand factors which vary over the recruiting battalion areas of responsibility. Using...county-level data for the period of recruiting year (RY)2010 through RY2013 mapped to recruiting battalion areas, we find that a set of five

  7. Training and Recruitment of Judges in Germany

    Directory of Open Access Journals (Sweden)

    Johannes Riedel

    2013-10-01

    Full Text Available Training of German judges is part of general legal education which is the same for all regulated legal professions (judges, prosecutors, practising lawyers, lawyers in administration and private employment. This uniform qualification is acquired by passing two exams administered by the state, i.e. the Länder (not the Federation, the first exam after university studies and the second exam after state-organized practical training. The paper gives an overview of this system of legal education. Germany, as a rule, has career judges. Courts of first and second instance are administered by the Länder, therefore the Länder judicial administrations are also responsible for recruitment of young career judges. General criteria for appointment to any public office are laid down in the German constitution (Grundgesetz. Apart from this, selection proceedings differ in detail, although elaborate lists of criteria (employee profiles, competence profiles are widely used. Professional competence is judged with emphasis on exam results; personal competence and social competence are assessed in interviews with appointment commissions or staff managers of ministries of justice. The paper provides details of these proceedings and also gives the author’s personal experience with recruitment proceedings in the Court of Appeal district of Cologne.

  8. 45 CFR 84.42 - Admissions and recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Admissions and recruitment. 84.42 Section 84.42... Education § 84.42 Admissions and recruitment. (a) General. Qualified handicapped persons may not, on the basis of handicap, be denied admission or be subjected to discrimination in admission or recruitment by...

  9. 45 CFR 1170.42 - Admissions and recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Admissions and recruitment. 1170.42 Section 1170... FEDERALLY ASSISTED PROGRAMS OR ACTIVITIES Postsecondary Education § 1170.42 Admissions and recruitment. (a... subjected to discrimination in admission or recruitment by a recipient to which this subpart applies. (b...

  10. 34 CFR 104.42 - Admissions and recruitment.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Admissions and recruitment. 104.42 Section 104.42... ASSISTANCE Postsecondary Education § 104.42 Admissions and recruitment. (a) General. Qualified handicapped... admission or recruitment by a recipient to which this subpart applies. (b) Admissions. In administering its...

  11. 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...

  12. 15 CFR 8b.20 - Admission and recruitment.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Admission and recruitment. 8b.20... Secondary Education § 8b.20 Admission and recruitment. (a) General. Qualified handicapped may not, on the basis of handicap, be denied admission or be subjected to discrimination in admission or recruitment by...

  13. 38 CFR 18.442 - Admissions and recruitment.

    Science.gov (United States)

    2010-07-01

    ... recruitment. 18.442 Section 18.442 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS... Postsecondary Education § 18.442 Admissions and recruitment. (a) General. Qualified handicapped persons may not... recruitment by a recipient. (b) Admission. In administering its admission policies, a recipient; (1) May not...

  14. 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...

  15. 7 CFR 15b.30 - Admissions and recruitment.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 1 2010-01-01 2010-01-01 false Admissions and recruitment. 15b.30 Section 15b.30... ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Postsecondary Education § 15b.30 Admissions and recruitment... be subjected to discrimination in admission or recruitment by a recipient to which this subpart...

  16. 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…

  17. 22 CFR 217.42 - Admissions and recruitment.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Admissions and recruitment. 217.42 Section 217... Admissions and recruitment. (a) General. Qualified handicapped persons may not, on the basis of handicap, be denied admission or be subjected to discrimination in admission or recruitment by a recipient to which...

  18. 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...

  19. 45 CFR 605.42 - Admissions and recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Admissions and recruitment. 605.42 Section 605.42... Postsecondary Education § 605.42 Admissions and recruitment. (a) General. Qualified handicapped persons may not... recruitment by a recipient to which this subpart applies. (b) Admissions. In administering its admission...

  20. 22 CFR 142.42 - Admissions and recruitment.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Admissions and recruitment. 142.42 Section 142... and recruitment. (a) General. Qualified handicapped persons may not, on the basis of handicap, be denied admission or be subjected to discrimination in admission or recruitment by a recipient to which...

  1. 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…

  2. Recruiter-Applicant Differences in Perceptions of Extrinsic Rewards.

    Science.gov (United States)

    David, Kermit R., Jr.; And Others

    1991-01-01

    Examined how accurate recruiters would be in estimating relative preferences of college seniors for important category of extrinsic rewards. Compared preferences of 602 graduating college seniors for 11 extrinsic rewards with preference estimates of 486 recruiters. Recruiters underestimated importance of medical and life insurance, pension plans,…

  3. Estimating the ROI for Recruitment Marketing and Advertising Expenditure for the Australian Defence Force

    Science.gov (United States)

    2012-03-01

    recruiting environment in the first part of the 21st century. A strong civilian labour market offering attractive wages to youth with skills required by...service rotation . It is expected that foundation media will consume 60% of the media budget for FY 2011 and 2012. Tier 2: Media Activation. This tier...Australian Bureau of Statistics (ABS). (2012). Labour force time series spreadsheets. Retrieved from http://www.abs.gov.au/AUSSTATS/abs@.nsf/DetailsPage

  4. UMMC recruitment plan succeeds. Multi-disciplinary approach aligned to overall marketing strategy.

    Science.gov (United States)

    Botvin, Judith D

    2002-01-01

    At the University of Maryland Medical Center (UMMC), Baltimore, a team of marketing, human resources and patient care services departments staffers worked on a campaign to recruit staff members. They created a successful campaign that exceeded by 12% the four-month goal for new hires. Reportedly, the program has had lasting momentum and has helped to enhance the image of UMMC. Incidentally, the campaign also won peer recognition for its creators.

  5. 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

  6. 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.

  7. Recruitment and Retention of LGBTIQ Astronomers

    Science.gov (United States)

    Dixon, William Van Dyke

    2012-01-01

    While lesbian, gay, bisexual, transgender, intersex, or questioning (LGBTIQ) astronomers face many of the same workplace challenges as women and racial/ethnic minorities, from implicit bias to overt discrimination, other challenges are unique to this group. An obvious example is the absence at many institutions of health insurance and other benefits for the same-sex domestic partners of their employees. More subtle is the psychological toll paid by LGBTIQ astronomers who remain "in the closet," self-censoring every statement about their personal lives. Paradoxically, the culture of the physical sciences, in which sexuality, gender identity, and gender expression are considered irrelevant, can discourage their discussion, further isolating LGBTIQ researchers. Addressing these challenges is not just a matter of fairness; it is an essential tool in the recruitment and retention of the brightest researchers and in assuring their productivity. We will discuss these issues and what individuals and departments can to make their institutions more welcoming to their LGBTIQ colleagues.

  8. Using Distributed Applications in Personal Recruitment Management

    Directory of Open Access Journals (Sweden)

    Marian Pompiliu CRISTESCU

    2012-01-01

    Full Text Available In any company, no matter the dimensions, a very important aspect is the selection of human resources and establishing a constant correspondence between the particularities of the job opened and candidate’s profile. Especially in big companies, engaged in big projects, and which must be performed in a fast rhythm, the recruitment process is in a continuum progress, due to the demand rhythm, the work force mobility and to assuring a diversify knowledge data base. Experience has shown that a selection made in advance in the candidates CV’s who apply for a scientific position, before programming the technical interview with them, is a real time saving for both the employers and the candidates.

  9. Mechanical Service; Service Mechanique

    Energy Technology Data Exchange (ETDEWEB)

    Alliaume, T.; Benoit, A.; Bonin, H.; Ducimetiere, D.; Essertaize, D.; Gelin, G.; Guillot, G.; Lemoine, C.; Mabo, J.C.; Mounier, F.; Tissot, S.; Verdier, G. [Inst. de Physique Nucleaire, Lyon-1 Univ., 69 - Villeurbanne (France)

    1998-12-31

    The service studies the mechanical part of the experiment or detectors used by the physics groups in collaboration with the physicists, engineers and the technicians of the experiment assistance group as well as with other technical groups. The mechanical service was implied in the following projects: CMS, VIRGO (the IGISOL ion guide chamber), PIAFE, NA50 (reaction chamber, metallic cluster source), ORION, SICANE, EDELWEISS II 2 figs.

  10. Identification of recruitment and retention strategies for rehabilitation professionals in Ontario, Canada: results from expert panels

    Directory of Open Access Journals (Sweden)

    Landry Michel D

    2008-12-01

    Full Text Available Abstract Background Demand for rehabilitation services is expected to increase due to factors such as an aging population, workforce pressures, rise in chronic and complex multi-system disorders, advances in technology, and changes in interprofessional health service delivery models. However, health human resource (HHR strategies for Canadian rehabilitation professionals are lagging behind other professional groups such as physicians and nurses. The objectives of this study were: 1 to identify recruitment and retention strategies of rehabilitation professionals including occupational therapists, physical therapists and speech language pathologists from the literature; and 2 to investigate both the importance and feasibility of the identified strategies using expert panels amongst HHR and education experts. Methods A review of the literature was conducted to identify recruitment and retention strategies for rehabilitation professionals. Two expert panels, one on Recruitment and Retention and the other on Education were convened to determine the importance and feasibility of the identified strategies. A modified-delphi process was used to gain consensus and to rate the identified strategies along these two dimensions. Results A total of 34 strategies were identified by the Recruitment and Retention and Education expert panels as being important and feasible for the development of a HHR plan for recruitment and retention of rehabilitation professionals. Seven were categorized under the Quality of Worklife and Work Environment theme, another seven in Financial Incentives and Marketing, two in Workload and Skill Mix, thirteen in Professional Development and five in Education and Training. Conclusion Based on the results from the expert panels, the three major areas of focus for HHR planning in the rehabilitation sector should include strategies addressing Quality of Worklife and Work Environment, Financial Incentives and Marketing and Professional

  11. Cardiometabolic risk in US Army recruits and the effects of basic combat training.

    Directory of Open Access Journals (Sweden)

    Stefan M Pasiakos

    Full Text Available BACKGROUND: Cardiometabolic disease risk in US military recruits and the effects of military training have not been determined. This study examined lifestyle factors and biomarkers associated with cardiometabolic risk in US Army recruits (209; 118 male, 91 female, 23 ± 5 yr before, during, and after basic combat training (BCT. METHODOLOGY/PRINCIPAL FINDINGS: Anthropometrics; fasting total (TC, high-density lipoprotein (HDL and low-density lipoprotein (LDL cholesterol; triglycerides (TG; glucose; and insulin were measured at baseline and every 3 wks during the 10 wk BCT course. At baseline, 14% of recruits were obese (BMI>30 kg/m(2, 27% were cigarette smokers, 37% were sedentary, and 34% reported a family history of cardiometabolic disease. TC was above recommended levels in 8%, LDL in 39%, TG in 5%, and glucose in 8% of recruits, and HDL was below recommended levels in 33% of recruits at baseline. By week 9, TC decreased 8%, LDL 10%, TG 13%, glucose 6% and homeostasis model assessment of insulin resistance (HOMA-IR 40% in men (P<0.05. In women, TC, LDL, glucose and HOMA-IR were decreased from baseline at weeks 3 and 6 (P<0.05, but were not different from baseline levels at week 9. During BCT, body weight declined in men but not women, while body fat percentage declined in both men and women (P<0.05. CONCLUSIONS/SIGNIFICANCE: At the start of military service, the prevalence of cardiometabolic risk in US military recruits is comparable to that reported in similar, college-aged populations. Military training appears to be an effective strategy that may mitigate risk in young people through improvements in lipid profiles and glycemic control.

  12. Challenges in the Decentralization of Recruitment and Selection of Teachers in Kenyan Secondary Schools: A Case of Gucha District

    Science.gov (United States)

    Moraa, Samba Serah; Chepkoech, Koske Luciana; Simiyu, Mulongo Leonard

    2017-01-01

    Decentralization of teacher recruitment and selection in Kenya was as a result of World Bank/IMF policies, which support projects that guarantee direct net economic returns by productivity and indirect returns on externalities. The approach has been used as a way of improving service delivery. This strategy that has been successful elsewhere may…

  13. Comparisons of Online Recruitment Strategies for Convenience Samples: Craigslist, Google AdWords, Facebook, and Amazon Mechanical Turk

    Science.gov (United States)

    Antoun, Christopher; Zhang, Chan; Conrad, Frederick G.; Schober, Michael F.

    2016-01-01

    The rise of social media websites (e.g., Facebook) and online services such as Google AdWords and Amazon Mechanical Turk (MTurk) offers new opportunities for researchers to recruit study participants. Although researchers have started to use these emerging methods, little is known about how they perform in terms of cost efficiency and, more…

  14. RECRUITING NEW TEACHERS TO URBAN SCHOOL DISTRICTS: WHAT INCENTIVES

    Directory of Open Access Journals (Sweden)

    ANTHONY T. MILANOWSKI

    2009-08-01

    Full Text Available Many urban districts in the United States have difficulty attracting and retaining quality teachers, yet they are often themost in need of them. In response, U.S. states and districts are experimenting with financial incentives to attract andretain high-quality teachers in high-need, low-achieving, or hard-to-staff urban schools. However, relatively little isknown about how effective financial incentives are for recruiting new teachers to high-need urban schools. This researchexplores factors that are important to the job choices of teachers in training. Focus groups were held with students atthree universities, and a policy-capturing study was done using 64 job scenarios representing various levels of pay andworking conditions. Focus group results suggested that: a many pre-service teachers, even relatively late in their preparation,are not committed to a particular district and are willing to consider many possibilities, including high needschools; b although pay and benefits were attractive to the students, loan forgiveness and subsidies for further educationwere also attractive; and c small increments of additional salary did not appear as important or attractive as otherjob characteristics. The policy-capturing study showed that working conditions factors, especially principal support, hadmore influence on simulated job choice than pay level, implying that money might be better spent to attract, retain, ortrain better principals than to provide higher beginning salaries to teachers in schools with high-poverty or a high proportionof students of color.

  15. Service Gateway

    Institute of Scientific and Technical Information of China (English)

    WANG Guozhong; HOU Gang; HUANG Zeqing

    2003-01-01

    This article focuses on the service gateway which implements the Open Service gateway Initiative (OSGI), it manages voice, data, Internet, and multimedia communications to and from the home, office and other locations. This service gateway can also function as an application server for a range of high value services such as energy management and control, safety and security services, health care monitoring services, device control and maintenance, electronic commerce services and more.

  16. A library-based bioinformatics services program*

    OpenAIRE

    2000-01-01

    Support for molecular biology researchers has been limited to traditional library resources and services in most academic health sciences libraries. The University of Washington Health Sciences Libraries have been providing specialized services to this user community since 1995. The library recruited a Ph.D. biologist to assess the molecular biological information needs of researchers and design strategies to enhance library resources and services. A survey of laboratory research groups ident...

  17. Recruit--An Ontology Based Information Retrieval System for Clinical Trials Recruitment.

    Science.gov (United States)

    Patrão, Diogo F C; Oleynik, Michel; Massicano, Felipe; Morassi Sasso, Ariane

    2015-01-01

    Clinical trials are studies designed to assess whether a new intervention is better than the current alternatives. However, most of them fail to recruit participants on schedule. It is hard to use Electronic Health Record (EHR) data to find eligible patients, therefore studies rely on manual assessment, which is time consuming, inefficient and requires specialized training. In this work we describe the design and development of an information retrieval system with the objective of finding eligible patients for cancer trials. The Recruit system has been in use at A. C. Camargo Cancer Center since August/2014 and contains data from more than 500,000 patients and 9 databases. It uses ontologies to integrate data from several sources and represent medical knowledge, which helps enhance results. One can search both in structured data and inside free text reports. The preliminary quality assessments shows excellent recall rates. Recruit proved to be an useful tool for researchers and its modular design could be applied to other clinical conditions and hospitals.

  18. Experimental manipulation of seed shadows of an Afrotropical tree determines drivers of recruitment.

    Science.gov (United States)

    Poulsen, John R; Clark, Connie J; Bolker, Benjamin M

    2012-03-01

    The loss of animals in tropical forests may alter seed dispersal patterns and reduce seedling recruitment of tree species, but direct experimental evidence is scarce. We manipulated dispersal patterns of Manilkara mabokeensis, a monkey-dispersed tree, to assess the extent to which spatial distributions of seeds drive seedling recruitment. Based on the natural seed shadow, we created seed distributions with seeds deposited under the canopy ("no dispersal"), with declining density from the tree ("natural dispersal"), and at uniform densities ("good dispersal"). These distributions mimicked dispersal patterns that could occur with the extirpation of monkeys, low levels of hunting, and high rates of seed dispersal. We monitored seedling emergence and survival for 18 months and recorded the number of leaves and damage to leaves. "Good dispersal" increased seedling survival by 26%, and "no dispersal" decreased survival by 78%, relative to "natural dispersal." Using a mixed-effects survival model, we decoupled the distance and density components of the seed shadow: seedling survival depended on the seed density, but not on the distance from the tree. Although community seedling diversity tended to decrease with longer dispersal distances, we found no conclusive evidence that patterns of seed dispersal influence the diversity of the seedling community. Local seed dispersal does affect seedling recruitment and survival, with better dispersal resulting in higher seedling recruitment; hence the loss of dispersal services that comes with the reduction or extirpation of seed dispersers will decrease regeneration of some tree species.

  19. Training Methods and Training Instructors' Qualification Are Related to Recruits' Fitness Development During Basic Military Training.

    Science.gov (United States)

    Roos, Lilian; Hofstetter, Marie-Claire; Mäder, Urs; Wyss, Thomas

    2015-11-01

    Adequate physical fitness is essential for successful military service. Military organizations worldwide therefore make continuous efforts to improve their army's physical training (PT) programs. To investigate the effect of the training methods and the qualification of PT instructors on the development of recruits' physical fitness, the present study compared the outcomes of 2 training groups. Both study groups participated in approximately 145 minutes per week of PT. The control group executed the standard army PT prepared and supervised by army PT instructors. Content of the PT in the intervention group was similar to that of the control group, but their training sessions' methods were different. Their training sessions were organized, prepared, and delivered by more and better-qualified supervisors (tertiary-educated physical education teachers). After 10 weeks of training, the participants of the intervention group experienced a significantly greater physical fitness improvement than those of the control group (positive change in endurance 32 and 17%, balance 30 and 21%, and core strength 74 and 45%, respectively). In both groups, the recruits with the lowest initial fitness levels significantly increased their performance. In the intervention group, but not the control, one-third of the recruits with the highest initial fitness levels were able to further improve their general fitness performance. This study demonstrates that the training methods and quality of instruction during PT sessions are relevant for recruits' fitness development in basic military training.

  20. Recruiting Minority Students to the Geosciences

    Science.gov (United States)

    Marchese, P.; Cotten, D. E.; Cheung, T. D.; Johnson, L. P.; Austin, S.; Tremberger, G.; Bluestone, C.

    2007-05-01

    Queensborough Community College (QCC) and Medgar Evers College (MEC) of the City University of New York have been actively involved in recruiting primarily minority students to the Geosciences by involving students in research and by incorporating innovative and proven pedagogical methods into the classroom. Students at both colleges have been actively involved in doing research in Space and Earth Science. Students work during the summer under the mentorship of CUNY faculty conducting experiments and analyzing data. At the end of the summer students present findings at various science meetings. In the lecture room, the method of instruction was modified to emphasize active learning. Educational materials and pedagogical methods developed at QCC and other 4 year colleges was introduced to the predominantly minority student body at QCC and MEC. Many of these students did poorly at pre-college schools where lecture based learning is the chief method of instruction. It is not unexpected that many of them are having difficulty if the method of instruction has not changed at the postsecondary level. The intent of introducing active learning was to have students develop an appreciation of science, and have an increased understanding of relevant scientific principles. As a result of these activities student scores increased as compared to student scores in a more affluent college. Students also demonstrated increased conceptual understanding of the material, had higher self- efficacy scores, and seemed to enjoy the class better. Lower scoring students demonstrated the greatest benefit, while the better students had little (or no) changes.

  1. Platelets in leucocyte recruitment and function.

    Science.gov (United States)

    Rossaint, Jan; Zarbock, Alexander

    2015-08-01

    Platelets have a longstanding recognition as an essential cellular component of the coagulation system. However, substantial research over the last decade has added another important aspect to platelet function in that they are also an integral part of the innate immune system. Complex organisms are facing a constant threat of infections by invading pathogens, and they have developed a sophisticated and elegant measure to combat this threat, namely the immune system. Leucocyte recruitment to sites of infections is an essential step at the forefront of the immune response. Platelets have been shown to be involved in several steps of this process and they are an integrated connecting element among haemostasis, host defence, and additional immunological functions (e.g. neutrophil extracellular traps formation). However, the immune system also requires a tight regulation, as an overshooting immune response carries the risk of harming the host itself. This review aims at highlighting the unique features and molecular mechanisms that allow for the interactions of platelets and leucocytes and the regulation of this process. Furthermore, this article identifies the functional relevance of these events for the immune response.

  2. Islamist groups in the UK and recruitment

    Directory of Open Access Journals (Sweden)

    Mohammed Ilyas

    2013-09-01

    Full Text Available Since 2001 and 7/7 the search to find out why and how Muslims born in Europe join political and violence orientated Islamist groups has occupied policy makers and social scientist. The search has produced explanations that suggest social grievance, Islam and physiological problems are the motivations for why some Muslims join and act on behalf of Islamist groups in the UK. However, the approaches tend not to focus the role emotions generated from events that involve Muslim suffering play in some individuals becoming interested in acquiring and acting upon them. These events are often experienced variously by Muslims living in Europe through the media and are used by Islamist groups as resources to recruit. Consequently, this paper is based on interviews carried out with Islamists in the UK and tentatively discusses two process that take into account the emotional effect of events that concern Muslims in order to make sense of how some Muslims become compelled to acquire extreme ideas, act upon extreme ideas (independently or behalf of a group or join Islamist groups.

  3. Elevated Temperature and Allelopathy Impact Coral Recruitment.

    Science.gov (United States)

    Ritson-Williams, Raphael; Ross, Cliff; Paul, Valerie J

    2016-01-01

    As climate change continues to alter seawater temperature and chemistry on a global scale, coral reefs show multiple signs of degradation. One natural process that could facilitate the recovery of reef ecosystems is coral recruitment, which can be influenced by the benthic organisms in a local habitat. We experimentally tested both a global stressor (increased seawater temperature) and a local stressor (exposure to microcolin A, a natural product from a common marine benthic cyanobacterium) to determine how these stressors impacted coral larval sublethal stress, survival and settlement. Larvae of Porites astreoides had the same survival and settlement as the controls after exposure to increased temperature alone, but elevated temperature did cause oxidative stress. When exposed to natural concentrations of microcolin A, larval survival and settlement were significantly reduced. When larvae were exposed to these two stressors sequentially there was no interactive effect; but when exposed to both stressors simultaneously, there was a synergistic reduction in larval survival and an increase in oxidative stress more than in either stressor treatment alone. Increased seawater temperatures made larvae more susceptible to a concurrent local stressor disrupting a key process of coral reef recovery and resilience. These results highlight the importance of understanding how interactive stressors of varying spatial scales can impact coral demographics.

  4. Mental Health and Recruits (Briefing Charts)

    Science.gov (United States)

    2010-01-01

    parasite Skin Resp Infection C o d e G Genitourinary Resp Disease Digestive I C D - 9 Medical Encounters = Outpatient + Inpatient 0 00 00 00 00 00...Gender Adjusted SOURCE: CDC/NCHS, National Vital Statistics System (civilian data). G1 (Army data) **Comparable civilian rates were only available...History of misconduct X SYSTEMS  ISSUES Stigma: personal, peer, leadership, career X X X X X Poor Service Delivery for dependents X X X

  5. 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

  6. The impact of AIDS on recruitment and retention in hospitals.

    Science.gov (United States)

    Nagelkerk, J

    1994-01-01

    Little is reported about the impact of AIDS on the recruitment and retention of nurses in hospitals. The author reports a statewide survey of problems and strategies in recruiting and retaining nurses to care for AIDS patients. The major problems identified were fear of contagion, the need for strong educational training, and the complex care requirements of AIDS patients. Strategies for recruitment included financial incentives and intensive educational programs.

  7. A Simulation of the Bonus Incentive Recruiter Model (BIRM).

    Science.gov (United States)

    1995-09-01

    of the Bonus Incentive Recruiter Model ( BIRM ) and to provide estimates of the BIRM’s effects on recruiting. Since this incentive structure has not been...field tested, it is critical for USAREC to accurately understand the possible outcomes, advantages, and shortcomings if the BIRM were implemented...effects of the utility, cost and production functions. The simulation found that USAREC should meet the Army’s manpower goals with the BIRM and the cost should be less than hiring additional recruiters.

  8. A simulation of the Bonus Incentive Recruiter Model (BIRM)

    OpenAIRE

    Piper, Samuel T.

    1995-01-01

    The purpose of this thesis is to provide the United States Army Recruiting Command (USAREC) with background material for developing the bonus table of the Bonus Incentive Recruiter Model (BIRM) and to provide estimates of the BIRM's effects on recruiting. Since this incentive structure has not been field tested, it is critical for USAREC to accurately understand the possible outcomes, advantages, and shortcomings if the BIRM were implemented. The first part of this thesis describes a method f...

  9. Stress Fracture of the Proximal Fibula in Military Recruits

    OpenAIRE

    Hong, Seoung Hwan; Chu, In Tak

    2009-01-01

    Background We wanted to report on stress fracture of the proximal fibula and to suggest the pathomechanism of this fracture. Methods Between April 2004 through April 2005, the military recruits who complained of leg pain during the 6 weeks basic training in the Republic of Korea Marine Corps education and training group were evaluated according to their clinical manifestations and plain radiographs. Results Twelve recruits of 635 recruits who complained leg pain were diagnosed as having fibul...

  10. Learning communities: the link to recruitment and retention.

    Science.gov (United States)

    Bassi, Sherry; Polifroni, E Carol

    2005-01-01

    The professional learning community is a strategy to help staff development educators address recruitment and retention and organizational culture. The purpose of this article is to analyze the concept of learning communities and discuss their potential to increase the recruitment and retention of new graduate nurses and returning practitioners to the nursing profession. Incorporating learning communities into the healthcare organization will decrease the number of nurses leaving nursing, foster retention, and thus, enhance recruitment.

  11. 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...

  12. Junior Doctor (CERN Fellows Programme) in the CERN Medical Service (HSE-ME)

    CERN Document Server

    Fassnacht, Veronique

    2016-01-01

    The CERN Medical Service is seeking to reinforce its medical team through the recruitment, for two (or three) years, of a doctor specialised in occupational medicine, who will also take part in the Service's exciting new projects.

  13. Spotlight on CERN : Recruitment and professions at CERN

    CERN Multimedia

    CERN video productions

    2010-01-01

    Spotlight on CERN No. 3 Recruitment and professions at CERN Welcome to the Globe of Science and Innovation for this third edition of "Spotlight on CERN". When one thinks about professions at CERN, what springs to mind? Physicists? Engineers? In fact, the smooth operation of the Organisation relies on a diversity of professions and this in itself, poses a real challenge in terms of recruitment in CERN member states. Today, to tell us more about this challenge and about CERN professions in general, we welcome James Purvis, Head of the HR Recruitment, Programmes and Monitoring group, and Lore Taillieu, leader of the group's Recruitment section.

  14. Substrate temperature constrains recruitment and trail following behavior in ants.

    Science.gov (United States)

    van Oudenhove, Louise; Boulay, Raphaël; Lenoir, Alain; Bernstein, Carlos; Cerda, Xim

    2012-06-01

    In many ant species, foragers use pheromones to communicate the location of resources to nestmates. Mass-recruiting species deposit long-lasting anonymous chemical trails, while group-recruiting species use temporary chemical trails. We studied how high temperature influenced the foraging behavior of a mass-recruiting species (Tapinoma nigerrimum) and a group-recruiting species (Aphaenogaster senilis) through pheromone decay. First, under controlled laboratory conditions, we examined the effect of temperature on the trail pheromone of both species. A substrate, simulating soil, marked with gaster extract was heated for 10 min. at 25°, 35°, 45°, or 55 °C and offered to workers in a choice test. Heating gaster extract reduced the trail following behavior of the mass-recruiters significantly more than that of the group-recruiters. Second, analyses of the chemicals present on the substrate indicated that most T. nigerrimum gaster secretions vanished at 25 °C, and only iridodials persisted up to 55 °C. By contrast, A. senilis secretions were less volatile and resisted better to elevated temperatures to some extent. However, at 55 °C, the only chemicals that persisted were nonadecene and nonadecane. Overall, our results suggest that the foraging behavior of the group-recruiting species A. senilis is less affected by pheromone evaporation than that of the mass-recruiting species T. nigerrimum. This group-recruiting species might, thus, be particularly adapted to environments with fluctuating temperatures.

  15. Factors associated with the recruitment and retention of social workers in Wales: employer and employee perspectives.

    Science.gov (United States)

    Evans, Sherrill; Huxley, Peter

    2009-05-01

    Despite acute staffing shortages in social work, workforce planning within the UK social care sector is compromised by poor workforce intelligence. This study aimed to inform the evidence base providing new data on recruitment and retention in Wales, examining what personal and organizational characteristics are associated with intentions to leave, and what initiatives or incentives might mediate that effect. A multi-method design facilitated comparisons between two data sources--a census of all 22 Welsh local authority employers about recruitment and retention practices and a survey of all social workers and senior practitioners employed in social services (n = 998; response rate 45.9%) about demography, workforce characteristics, working patterns, morale and plans and reasons for leaving one's job. Vacancy (mean 14.4%) and turnover (mean 15%) rates were statistically significantly higher in children's services than in adult services; vacancy rates were also higher in authorities that offered higher starting salaries. The provision of certain types of traineeship might also be associated with higher vacancy rates but these results should be treated with some caution. There was little evidence that recruitment and retention initiatives were associated with lower vacancy or turnover rates, despite employers' perceptions about their effectiveness. Social workers derived a lot of satisfaction from their work, but more than a quarter wanted to leave their job within 6 months, and almost as many were actively seeking alternative employment. Intention to leave was explained by job and employer satisfaction, and negative feelings about pay. Senior practitioners and staff members with longer lengths of service were less likely to want to leave, even if they were dissatisfied with their job or employer. Job and employer dissatisfaction was associated with retention initiatives related to facilities, good caseload management and home-working, suggesting that dissatisfied

  16. FAX SERVICE

    CERN Multimedia

    Telephone Service

    2002-01-01

    As from 1st of July 2002, responsibility for running the Fax Service will be transfered to the Printer Service. Future requests for machines, toner and breakdown should be sent to Printer.Support@cern.ch - tel 78888. Telephone Service

  17. Four strategies for recruitment and retention.

    Science.gov (United States)

    Wolf, E J

    2001-01-01

    The combined pressures of a shrinking work force, an aging population, changing social attitudes toward work, financial constraints, and public perception of healthcare have contributed to a growing personnel problem for healthcare organizations across the country. In fact, decreasing job satisfaction among healthcare employees has them headed for the doors in search of nonhospital jobs that can offer flexible hours, more opportunities, equal or better pay, and less stress. Without sufficient numbers of personnel, healthcare organizations will not be able to meet the needs of their communities. And the need for healthcare services will continue to grow as the Baby Boomers age.

  18. Military Recruitment and the War on Terrorism

    Science.gov (United States)

    2006-08-01

    MONITORING AGENCY NAME(S) AND ADDRESS(ES) 10. SPONSOR/MONITOR’S ACRONYM(S) 11. SPONSOR/MONITOR’S REPORT NUMBER(S) 12. DISTRIBUTION/AVAILABILITY...College Fund “ kickers ,” or lump sum additions, are also available, but must be awarded at time of enlistment by individual branch of service (Army and...choosing to take advantage of educational incentives in the form of GI Bill benefits. It is possible that college fund “ kickers ” and loan repayment

  19. Using information technology and social networking for recruitment of research participants: experience from an exploratory study of pediatric Klinefelter syndrome.

    Science.gov (United States)

    Close, Sharron; Smaldone, Arlene; Fennoy, Ilene; Reame, Nancy; Grey, Margaret

    2013-03-19

    Recruiting pediatric samples for research may be challenging due to parental mistrust of the research process, privacy concerns, and family time constraints. Recruitment of children with chronic and genetic conditions may further complicate the enrollment process. In this paper, we describe the methodological challenges of recruiting children for research and provide an exemplar of how the use of information technology (IT) strategies with social networking may improve access to difficult-to-reach pediatric research participants. We conducted a cross-sectional descriptive study of boys between the ages of 8 and 18 years with Klinefelter syndrome. This study presented unique challenges for recruitment of pediatric participants. These challenges are illustrated by the report of recruitment activities developed for the study. We reviewed the literature to explore the issues of recruiting children for research using conventional and IT approaches. Success rates of conventional recruitment approaches, such as brochures, flyers in medical offices, and physician referrals, are compared with IT-based outreach. The IT approaches included teleconferencing via a Klinefelter syndrome support group, services of a Web-based commercial recruitment-matching company, and the development of a university-affiliated research recruitment website with the use of paid advertising on a social networking website (Facebook). Over a 3-month period, dissemination of over 150 recruitment brochures and flyers placed in a large urban hospital and hospital-affiliated clinical offices, with 850 letters to physicians and patients were not successful. Within the same period, face-to-face recruitment in the clinical setting yielded 4 (9%) participants. Using Web-based and social networking approaches, 39 (91%) agreed to participate in the study. With these approaches, 5 (12%) were recruited from the national Klinefelter syndrome advocacy group, 8 (19%) from local and teleconference support groups, 10

  20. Medical Services: Ophthalmic Services

    Science.gov (United States)

    2007-11-02

    Atlan- tic Treaty Organization (NATO) nations and of other officially rec- ognized foreign military personnel at military installations within the...representatives of religious groups, celebrities, and enter- tainers; representatives of the United Service Organization( USO ), other social agencies, and...from DOD, or from one of the military depart- ments, to visit military commands overseas. b. Dependents of USO oversea area executives, club directors

  1. 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.

  2. Service Modularity

    DEFF Research Database (Denmark)

    Avlonitis, Viktor; Hsuan, Juliana

    2015-01-01

    The purpose of this research is to investigate the studies on service modularity with a goal of informing service science and advancing contemporary service systems research. Modularity, a general systems property, can add theoretical underpinnings to the conceptual development of service science...... in general and service systems in particular. Our research is guided by the following question: how can modularity theory inform service system design? We present a review of the modularity literature and associated concepts. We then introduce the contemporary service science and service system discourse...

  3. Recruitment and retention in an SMS-based health education program: Lessons learned from Text2BHealthy.

    Science.gov (United States)

    Speirs, Katherine E; Grutzmacher, Stephanie K; Munger, Ashley L; Messina, Lauren A

    2016-09-01

    While text messages or short messaging service programs are increasingly utilized for delivering health education, few studies have explored the unique challenges of recruiting and retaining participants in such programs. This study utilizes survey and focus group data from Text2BHealthy, a short messaging service-based nutrition and physical activity promotion program, to examine barriers to enrollment and facilitators of retention among parents of elementary school students. Results show that participants were hard to reach with recruitment materials, had difficulty with self-enrollment, and were apprehensive about program costs. However, 89-90 percent of participants were retained. Results suggest that providing manual enrollment options, alternative program delivery methods (e.g. email messages), and opportunities to reenroll may facilitate participation in short messaging service-based health education and promotion programs.

  4. Brief Report: Recruitment and Retention of Minority Children for Autism Research.

    Science.gov (United States)

    Zamora, Irina; Williams, Marian E; Higareda, Marcia; Wheeler, Barbara Y; Levitt, Pat

    2016-02-01

    Given the underrepresentation of ethnic minorities in health research (Heiat et al. in Arch Int Med 162(15):1-17, 2002; Kelly et al. in J Nat Med Assoc 97:777-783, 2005; United States Department of Health and Human Services. Monitoring adherence to the NIH policy on the inclusion of women and minorities as subjects in clinical research. http://orwh.od.nih.gov/research/inclusion/reports.asp , 2013), this study evaluated promising strategies to effectively recruit Latinos into genetic research on autism spectrum disorders (ASD). The study included 97 children, aged 5-17 years, with ASD; 82.5 % of the participants were identified as Latino/Hispanic. Traditional and culture-specific recruitment and retention strategies were compared between the Latino and non-Latino groups. Culture-specific, parent-centered approaches were found to be successful in engaging and retaining Latino participants for research involving genetic testing.

  5. Recruitment and retention of Native American graduate students in school psychology.

    Science.gov (United States)

    Goforth, Anisa N; Brown, Jacqueline A; Machek, Greg R; Swaney, Gyda

    2016-09-01

    There is a clear underrepresentation of Native Americans in the field of school psychology. There are a number of factors that have led to this underrepresentation, including cultural and historical variables, barriers to accessing higher educational opportunities, and lack of financial support. Given the importance of having diverse perspectives in the field, as well as the need for mental health services and academic supports for Native American children and their families, school psychology trainers should consider actively recruiting and retaining Native American graduate students to doctoral and specialist programs. This article provides specific research-based recommendations for recruiting Native American students and strategies for supporting their success and matriculation in the program. (PsycINFO Database Record

  6. Recruiting young adults into a weight loss trial: Report of protocol development and recruitment results

    OpenAIRE

    Corsino, Leonor; Lin, Pao-Hwa; Batch, Bryan C.; Intille, Stephen; Grambow, Steven C.; Bosworth, Hayden B.; Bennett, Gary G; Tyson, Crystal; Svetkey, Laura P; Voils, Corrine I.

    2013-01-01

    Obesity has spread to all segments of the U.S. population. Young adults, aged 18-35, are rarely represented in clinical weight loss trials. We conducted a qualitative study to identify factors that may facilitate recruitment of young adults into a weight loss intervention trial. Participants were 33 adults aged 18-35 yrs with BMI > 25 kg/m2. Six group discussions were conducted using the nominal group technique. Health, social image, and “self”factors such as emotions, self-esteem, and confid...

  7. Internship at the ends of the earth - a way to recruit physicians?

    Science.gov (United States)

    Straume, Karin; Shaw, Daniel M P

    2010-01-01

    The recruitment of sufficient health workers in rural and remote areas has been a constant challenge in many countries for decades. This article describes how medical internship (18 months of mandatory practical training, including 6 months in primary care, after graduation but before granted full license as a doctor) is used in Norway as one method of recruiting young doctors. Finnmark, the most northern and remote county, offers the most challenging medical practice and is also the area most dependent on interns as medical workforce, and later as licensed doctors. Providing adequate professional and social support for the interns during this challenging service is regarded as a prerequisite to retaining them for further service after internship. To accomplish this, a special tutorial program has been implemented since 1997. The scope of this study is to examine whether internship in Finnmark, accompanied by the group tutelage, enhances recruitment and, if so, what are the main predictors for taking their first voluntary job in the north. Twice as many interns as were expected from their background chose their first job in the north. Those brought up in the region and the graduates from the (northern) University of Tromsø, were most likely to make this choice. However, graduates from Oslo were also much more likely to choose a job in the north after internship in Finnmark than had been predicted in their last term in medical school. Internship in Finnmark also increased the probability of choosing primary care, which is a political priority in Norway. This indicates that internship in remote areas, given the appropriate professional and social support, contributes to improved recruitment of doctors to underserved areas.

  8. Between hearth and labor market: the recruitment of peasant women in the Andes.

    Science.gov (United States)

    Radcliffe, S A

    1990-01-01

    To cover subsistence requirements, peasant women from the Peruvian Andes increasingly are being forced to engage in income-generating activities, including domestic service, marketing, manufacturing, and herding. In many cases, recruitment into waged labor involves migration from rural communities. Case studies of the placement of peasant women in external labor markets illustrate the complex micro- and macro-level factors that determine the mix of productive and reproductive labor. The sexual division of labor in the domestic economy and community is the critical in regulating the length of absence of peasant women from the home, the types of jobs taken, and the migratory destination. In 1 such case study, 56 women from the village of Kallarayan (all of whom had migrated at some point) were interviewed during 13 months of fieldwork in 1984-85. There is no paid employment in Kallarayan, so 14% of the village's population is involved in migration to urban areas or commercial agricultural areas in jungle valleys at any point. Male migration is high in the 11-40-year age group, but becomes seasonal once men marry. Female migrants tend to remain away from the village for longer periods, but are almost exclusively single. Recruitment of peasant women into paid labor is achieved by 5 types of agents: family, godparents and friends, authority figures, recruiting agents, and employers. Peasant girls under 15 years of age tend to be allocated to external labor markets (largely domestic services) by parents and godparents; after 15 years, however, when children are considered to reach adulthood, there is a shift toward self-motivated migration or recruitment by employers and agents. The eldest daughter typically enters migration at age 14 years and sacrifices her education, while younger siblings remain in the home longer. In all but the poorest families, female migration for waged labor ends with marriage.

  9. Facilitating recruitment of patients with schizophrenia to a clinical trial

    DEFF Research Database (Denmark)

    Grønbech, Bettina Ellen

    People with severe mental illness, such as schizophrenia have higher rates of mortality especially due to cardiovascular disease. We have established a clinical trial named “Coronary artery disease and schizophrenia”. However, patients with schizophrenia have cognitive disturbances, which make re...... recruitment of patients challenging. The purpose of this study is to understand which type of recruitment strategy is needed in clinical trials....

  10. The Four ‘Ps’ of Hospitality Recruiting

    Directory of Open Access Journals (Sweden)

    John D. Murtha

    2013-07-01

    Full Text Available When recruiting from university programs, there is a consensus among hospitality professionals about the qualities that make candidates achieve success in our industry. These can be categorized as preparation, presentation, purpose, and passion. The Four ‘Ps’ represent a useful assessment system for recruiters, and candidates should be aware that these categories are being considered.

  11. Coping by Copying? Higher Education Institutions' Student Recruitment Strategies

    Science.gov (United States)

    Frolich, Nicoline; Brandt, Synnove; Hovdhaugen, Elisabeth; Aamodt, Per Olaf

    2009-01-01

    Growing national and international competition for students puts pressure on higher education institutions (HEIs) to develop marketing and student recruitment strategies; these are also driven by financial stress caused by performance-based funding mechanisms. In this paper we explore Norwegian HEIs' student recruitment strategies. What type of…

  12. Recruitment and Retention of Latino Children in a Lifestyle Intervention

    Science.gov (United States)

    Guzman, Angelica; Richardson, Irma M.; Gesell, Sabina; Barkin, Shari L.

    2009-01-01

    Objective: To describe promising recruitment and retention strategies for transient Latino populations, assisting investigators who work with this population in their research design and implementation. Methods: Strategies in recruitment and retention from a year-long intervention in children and their families are described. Results: Of the 159…

  13. Virtual HRM: A Case of e-Recruitment

    DEFF Research Database (Denmark)

    Holm, Anna

    2009-01-01

    -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...

  14. Recruitment of Native American Parents: Ideas for Practice.

    Science.gov (United States)

    Goodluck, Charlotte

    Recruitment of Native Americans to be foster or adoptive parents for Native American children involves careful planning, preparation, and work. In addition to making standard administrative decisions and maintaining required records, social workers must be sensitive to the attitudes, lifestyle, and culture of Native Americans recruited as adoptive…

  15. The Recruitment Problem in Psychiatry: A Critical Commentary

    Science.gov (United States)

    Stampfer, Hans

    2011-01-01

    The continuing shortfall in recruitment to Psychiatry is examined with suggestions for affirmative action. Recruitment may improve in the near future because of the high demand for psychiatrists, the incentives offered, greater competition for other specialties and a pool of international graduates willing to work in Psychiatry. There remains the…

  16. Recruiting Effective Math Teachers: Evidence from New York City

    Science.gov (United States)

    Boyd, Donald; Grossman, Pamela; Hammerness, Karen; Lankford, Hamilton; Loeb, Susanna; Ronfeldt, Matthew; Wyckoff, James

    2012-01-01

    For well over a decade school districts across the United States have struggled to recruit and retain effective mathematics teachers. In response to the need for qualified math teachers and the difficulty of directly recruiting individuals who have already completed the math content required for qualification, some districts, including Baltimore,…

  17. A New Hire Looks at the Recruiter's Role

    Science.gov (United States)

    Zider, Robert B.

    1971-01-01

    This article is a followup to one by M. C. Kidd, in this issue. The recruiter of technical personnel must be part psychologist, part engineer, and part accountant, keeping in mind the kind of investment each prospect represents. He must be specific, comprehensive, and more sales" oriented than the nontechnical recruiter. (Author/CJ)

  18. Recruiting Vietnamese students to Kymenlaakso University of Applied Science

    OpenAIRE

    2010-01-01

    ABSTRACT KYMENLAAKSO UNIVERSITY OF APPLIED SCIENCES International Marketing, Kouvola NGUYEN THI THU THAO Recruiting Vietnamese students to Kymenlaakso University of Applied Sciences Bachelor’s Thesis 54 pages + 4 appendices Supervisor Ulla Puustelli, MSc (Econ.) June 200 Key words Vietnamese students, recruiting, education, culture, communication The main subject of the project is to create a theoretical research of impacts of culture, communication, educa...

  19. Recruitment Practices Change, but Issues Remain the Same

    Science.gov (United States)

    Hugo, Esther

    2012-01-01

    What the author found most surprising about Richard Haines' survey on 1974 recruitment practices was that the major issues are still relevant. His main points about recruitment, college and counselor interaction, and the need for better information still resonate as the profession consistently calls for clarity and transparency in the college…

  20. Inhibition of coral recruitment by macroalgae and cyanobacteria

    Science.gov (United States)

    Kuffner, I.B.; Walters, L.J.; Becerro, M.A.; Paul, V.J.; Ritson-Williams, R.; Beach, K.S.

    2006-01-01

    Coral recruitment is a key process in the maintenance and recovery of coral reef ecosystems. While intense competition between coral and algae is often assumed on reefs that have undergone phase shifts from coral to algal dominance, data examining the competitive interactions involved, particularly during the larval and immediate post-settlement stage, are scarce. Using a series of field and outdoor seawater table experiments, we tested the hypothesis that common species of macroalgae and cyanobacteria inhibit coral recruitment. We examined the effects of Lyngbya spp., Dictyota spp., Lobophora variegata (J. V. Lamouroux) Womersley, and Chondrophycus poiteaui (J. V. Lamouroux) Nam (formerly Laurencia poiteaui) on the recruitment success of Porites astreoides larvae. All species but C. poiteaui caused either recruitment inhibition or avoidance behavior in P. astreoides larvae, while L. confervoides and D. menstrualis significantly increased mortality rates of P. astreoides recruits. We also tested the effect of some of these macrophytes on larvae of the gorgonian octocoral Briareum asbestinum. Exposure to Lyngbya majuscula reduced survival and recruitment in the octocoral larvae. Our results provide evidence that algae and cyanobacteria use tactics beyond space occupation to inhibit coral recruitment. On reefs experiencing phase shifts or temporary algal blooms, the restocking of adult coral populations may be slowed due to recruitment inhibition, thereby perpetuating reduced coral cover and limiting coral community recovery. ?? Inter-Research 2006.

  1. Telomerase recruitment requires both TCAB1 and Cajal bodies independently.

    Science.gov (United States)

    Stern, J Lewis; Zyner, Katherine G; Pickett, Hilda A; Cohen, Scott B; Bryan, Tracy M

    2012-07-01

    The ability of most cancer cells to grow indefinitely relies on the enzyme telomerase and its recruitment to telomeres. In human cells, recruitment depends on the Cajal body RNA chaperone TCAB1 binding to the RNA subunit of telomerase (hTR) and is also thought to rely on an N-terminal domain of the catalytic subunit, hTERT. We demonstrate that coilin, an essential structural component of Cajal bodies, is required for endogenous telomerase recruitment to telomeres but that overexpression of telomerase can compensate for Cajal body absence. In contrast, recruitment of telomerase was sensitive to levels of TCAB1, and this was not rescued by overexpression of telomerase. Thus, although Cajal bodies are important for recruitment, TCAB1 has an additional role in this process that is independent of these structures. TCAB1 itself localizes to telomeres in a telomerase-dependent but Cajal body-independent manner. We identify a point mutation in hTERT that largely abolishes recruitment yet does not affect association of telomerase with TCAB1, suggesting that this region mediates recruitment by an independent mechanism. Our results demonstrate that telomerase has multiple independent requirements for recruitment to telomeres and that the function of TCAB1 is to directly transport telomerase to telomeres.

  2. The Four ‘Ps’ of Hospitality Recruiting

    OpenAIRE

    John D. Murtha

    2013-01-01

    When recruiting from university programs, there is a consensus among hospitality professionals about the qualities that make candidates achieve success in our industry. These can be categorized as preparation, presentation, purpose, and passion. The Four ‘Ps’ represent a useful assessment system for recruiters, and candidates should be aware that these categories are being considered.

  3. Selection, Training, and Utilization of Navy Recruit Training Command Officers.

    Science.gov (United States)

    1980-05-01

    Severe Weather Extremes of Heat and Cold Cardiopulmonary Resuscitation (CPR) Orientation The Heimlich Maneuver Common Recruit Injuries and Complaints...TOPIC 7. DIVISION OFFICER EMERGENCY PROCEDURES Severe Weather Extremes of Hot and Cold Cardiopulmonary Resuscitation (CPR) Orientation The Heimlich ... Maneuver Common Recruit Injuries/Complaints Medical Plan Fire Epidemic Incidents Which May Result in Extensive News Coverage Psychiatric Disorders Suicide

  4. Reflecting on E-Recruiting Research Using Grounded Theory

    NARCIS (Netherlands)

    Wolfswinkel, Joost; Furtmüller, Elfi; Wilderom, Celeste

    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 syn

  5. Recruiting Teachers, Principals, and Superintendents: A Job Choice Theory Perspective

    Science.gov (United States)

    Newton, Rose Mary; Witherspoon, Noelle

    2007-01-01

    Recruitment includes all organizational practices and decisions affecting the number and type of individuals willing to apply for and accept vacant positions (Rynes, 1991). Effective recruitment practices have the potential to improve the quality of educational experience for students, reduce the cost of personnel development, and decrease the…

  6. Understanding Student Recruitment in Mainland China: A Case Study

    Science.gov (United States)

    Spinks, John A.; Wong, Isabella Y. S.

    2010-01-01

    While China continues to be perhaps the most important student recruitment region for many leading international universities, changes in this market, resulting in more regional mobility of students, are fast becoming apparent. This, the increasing penetration and efforts of the traditional recruiting institutions and the entry of new universities…

  7. Targeted Recruitment of GLBT Students by Colleges and Universities

    Science.gov (United States)

    Cegler, Tyler D.

    2012-01-01

    The recruitment and admission practices of gay, lesbian, bisexual, and transgender (GLBT) students by admission offices in higher education are examined as an emerging trend. Limited research on the targeted recruitment and hopeful admission and matriculation of the LGBT prospective student populations exists. Third-party GLBT organizations have…

  8. Differential Recruitment of Distinct Amygdalar Nuclei across Appetitive Associative Learning

    Science.gov (United States)

    Cole, Sindy; Powell, Daniel J.; Petrovich, Gorica D.

    2013-01-01

    The amygdala is important for reward-associated learning, but how distinct cell groups within this heterogeneous structure are recruited during appetitive learning is unclear. Here we used Fos induction to map the functional amygdalar circuitry recruited during early and late training sessions of Pavlovian appetitive conditioning. We found that a…

  9. An Analysis of the Incidence of Recruiter Irregularities

    Science.gov (United States)

    2010-01-01

    provided data and answered our questions about the incidence of recruiter irregularities. The people are Ted Disney at the U.S. Army Recruiting...are more likely to ultimately be substantiated. The Army and the Navy, in contrast, have fairly expansive inter- nal reporting requirements that

  10. Recruiting Effective Math Teachers: Evidence from New York City

    Science.gov (United States)

    Boyd, Donald; Grossman, Pamela; Hammerness, Karen; Lankford, Hamilton; Loeb, Susanna; Ronfeldt, Matthew; Wyckoff, James

    2012-01-01

    For well over a decade school districts across the United States have struggled to recruit and retain effective mathematics teachers. In response to the need for qualified math teachers and the difficulty of directly recruiting individuals who have already completed the math content required for qualification, some districts, including Baltimore,…

  11. Tools for Success in Recruiting and Retaining Hispanic Students

    Science.gov (United States)

    Gilroy, Marilyn

    2010-01-01

    In this article, the author talks about strategies for success in recruiting and retaining Hispanic students. One strategy suggested by Raul Lorenzo, account director for Bauza & Associates, a Hispanic marketing agency that helps colleges and universities recruit and retain Hispanic students, is that institutions need to speak to the heart as well…

  12. 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.

  13. Understanding Student Recruitment in Mainland China: A Case Study

    Science.gov (United States)

    Spinks, John A.; Wong, Isabella Y. S.

    2010-01-01

    While China continues to be perhaps the most important student recruitment region for many leading international universities, changes in this market, resulting in more regional mobility of students, are fast becoming apparent. This, the increasing penetration and efforts of the traditional recruiting institutions and the entry of new universities…

  14. Effects of hydrology on red mangrove recruits

    Science.gov (United States)

    Doyle, Thomas W.

    2003-01-01

    growth of the red mangrove, Rhizophora mangle (fig. 1). Red mangrove propagules (recruits) of select sizes and genotypes (i.e., genetically similar groups) were planted both in greenhouses and in the field. Seedling growth was monitored in both studies on a quarterly basis for over a year; measurements included shoot growth, seedling height, and a final harvest of plant biomass.

  15. Using Facebook to Recruit Young Adult Veterans: Online Mental Health Research

    Science.gov (United States)

    2015-01-01

    Background Veteran research has primarily been conducted with clinical samples and those already involved in health care systems, but much is to be learned about veterans in the community. Facebook is a novel yet largely unexplored avenue for recruiting veteran participants for epidemiological and clinical studies. Objective In this study, we utilized Facebook to recruit a sample of young adult veterans for the first phase of an online alcohol intervention study. We describe the successful Facebook recruitment process, including data collection from over 1000 veteran participants in approximately 3 weeks, procedures to verify participation eligibility, and comparison of our sample with nationally available norms. Methods Participants were young adult veterans aged 18-34 recruited through Facebook as part of a large study to document normative drinking behavior among a large community sample of veterans. Facebook ads were targeted toward young veterans to collect information on demographics and military characteristics, health behaviors, mental health, and health care utilization. Results We obtained a sample of 1023 verified veteran participants over a period of 24 days for the advertising price of approximately US $7.05 per verified veteran participant. Our recruitment strategy yielded a sample similar to the US population of young adult veterans in most demographic areas except for race/ethnicity and previous branch of service, which when we weighted the sample on race/ethnicity and branch a sample better matched with the population data was obtained. The Facebook sample recruited veterans who were engaged in a variety of risky health behaviors such as binge drinking and marijuana use. One fourth of veterans had never since discharge been to an appointment for physical health care and about half had attended an appointment for service compensation review. Only half had attended any appointment for a mental health concern at any clinic or hospital. Despite more

  16. Using facebook to recruit young adult veterans: online mental health research.

    Science.gov (United States)

    Pedersen, Eric R; Helmuth, Eric D; Marshall, Grant N; Schell, Terry L; PunKay, Marc; Kurz, Jeremy

    2015-06-01

    Veteran research has primarily been conducted with clinical samples and those already involved in health care systems, but much is to be learned about veterans in the community. Facebook is a novel yet largely unexplored avenue for recruiting veteran participants for epidemiological and clinical studies. In this study, we utilized Facebook to recruit a sample of young adult veterans for the first phase of an online alcohol intervention study. We describe the successful Facebook recruitment process, including data collection from over 1000 veteran participants in approximately 3 weeks, procedures to verify participation eligibility, and comparison of our sample with nationally available norms. Participants were young adult veterans aged 18-34 recruited through Facebook as part of a large study to document normative drinking behavior among a large community sample of veterans. Facebook ads were targeted toward young veterans to collect information on demographics and military characteristics, health behaviors, mental health, and health care utilization. We obtained a sample of 1023 verified veteran participants over a period of 24 days for the advertising price of approximately US $7.05 per verified veteran participant. Our recruitment strategy yielded a sample similar to the US population of young adult veterans in most demographic areas except for race/ethnicity and previous branch of service, which when we weighted the sample on race/ethnicity and branch a sample better matched with the population data was obtained. The Facebook sample recruited veterans who were engaged in a variety of risky health behaviors such as binge drinking and marijuana use. One fourth of veterans had never since discharge been to an appointment for physical health care and about half had attended an appointment for service compensation review. Only half had attended any appointment for a mental health concern at any clinic or hospital. Despite more than half screening positive for

  17. Should the United States Marine Corps Refine Its System of Active Component Enlisted Recruitment in Order to Target the Needs of Select Marine Corps Reserve Units?

    Science.gov (United States)

    2012-03-23

    and Ground Electronic Warfare) with 45.5%, 43XX (Public Affairs) with 45.4%, and 55XX ( Music ) with 44.6%. Figure 10. MOS Correlation to the...40.38% 1,016 414 40.75% 635 313 49.29% 55 Music 1,409 522 37.05% 1,397 521...abbreviation) PS Prior Service PSMRP Prior Service MOS Retraining Program PSR Prior Service Recruiter RA Reserve Affairs Division (HQMC) RAP

  18. A comprehensive human resource recruitment and selection model :|bthe case of the Department of Justice and Constitutional Development / Thapelo Phillip Thebe

    OpenAIRE

    Thebe, Thapelo Phillip

    2014-01-01

    The present research investigated the challenges and problems facing the public sector institutions regarding the processes, procedures, practices, steps and methods used for human resource recruitment and selection. The South African government outlawed unfair discrimination to promote equality and equity in the labour force. This state of affairs has direct implications for employment practices such as recruitment and selection in the public service. Without a comprehensive ...

  19. 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...

  20. 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.

  1. Strong microsite control of seedling recruitment in tundra

    DEFF Research Database (Denmark)

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

    2011-01-01

    , 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......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...... 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...

  2. 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.

  3. Staff and service users' views on a 'Consent for Contact' research register within psychosis services: a qualitative study.

    Science.gov (United States)

    Papoulias, Constantina; Robotham, Dan; Drake, Gareth; Rose, Diana; Wykes, Til

    2014-12-24

    Recruitment to mental health research can be challenging. 'Consent for Contact' (C4C) is a novel framework which may expedite recruitment and contribute to equitable access to research. This paper discusses stakeholder perspectives on using a C4C model in services for people with psychosis. This is a cross sectional study investigating the views of service users and staff using qualitative methods. Eight focus groups were recruited: five with service users (n = 26) and three with clinicians (n = 17). Purposive sampling was applied in order to reflect the local population in terms of ethnicity, experience of psychiatric services and attitudes towards research. Staff and service users alike associated the principle of 'consent for contact' with greater service user autonomy and favourable conditions for research recruitment. Fears around coercion and inappropriate uses of clinical records were common and most marked in service users identifying as having a negative view to research participation. Staff working in inpatient services reported that consenting for future contact might contribute to paranoid ideation. All groups agreed that implementation should highlight safeguards and the opt-in nature of the register. Staff and service users responded positively to C4C. Clinicians explaining C4C to service users should allay anxieties around coercion, degree of commitment, and use of records. For some service users, researcher access to records is likely to be the most challenging aspect of the consultation.

  4. Ecosystem services

    Science.gov (United States)

    Trista Patterson

    2014-01-01

    Since its inception, the ecosystem service approach has stimulated interest from numerous planning, management, and partnership perspectives. To date, however, research that quantifies ecosystem services in the study area (in the form of explicit ecosystem service studies) has been limited. This chapter reviews and synthesizes the concept of ecosystem services,...

  5. Resilience Among Naval Recruits: A Quantitative and Qualitative Analysis of Interventions at Recruit Training Command and Implications on Fleet Readiness

    Science.gov (United States)

    2016-03-01

    questions address personal information, including: age, gender , anticipated rate in the Navy after RTC, ethnicity, education level, marital status...report higher resilience than male recruits in all-male divisions, although their resilience level does dip at Time 2. These differences in gender ...analysis revealed numerous enablers, disablers , and facilitators (RDCs) that impact the recruit resilience process. The influence of family and

  6. 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.

  7. Does a code make a difference – assessing the English code of practice on international recruitment

    Directory of Open Access Journals (Sweden)

    Mensah Kwadwo

    2009-04-01

    Full Text Available Abstract Background This paper draws from research completed in 2007 to assess the effect of the Department of Health, England, Code of Practice for the international recruitment of health professionals. The Department of Health in England introduced a Code of Practice for international recruitment for National Health Service employers in 2001. The Code required National Health Service employers not to actively recruit from low-income countries, unless there was government-to-government agreement. The Code was updated in 2004. Methods The paper examines trends in inflow of health professionals to the United Kingdom from other countries, using professional registration data and data on applications for work permits. The paper also provides more detailed information from two country case studies in Ghana and Kenya. Results Available data show a considerable reduction in inflow of health professionals, from the peak years up to 2002 (for nurses and 2004 (for doctors. There are multiple causes for this decline, including declining demand in the United Kingdom. In Ghana and Kenya it was found that active recruitment was perceived to have reduced significantly from the United Kingdom, but it is not clear the extent to which the Code was influential in this, or whether other factors such as a lack of vacancies in the United Kingdom explains it. Conclusion Active international recruitment of health professionals was an explicit policy intervention by the Department of Health in England, as one key element in achieving rapid staffing growth, particularly in the period 2000 to 2005, but the level of international recruitment has dropped significantly since early 2006. Regulatory and education changes in the United Kingdom in recent years have also made international entry more difficult. The potential to assess the effect of the Code in England is constrained by the limitations in available databases. This is a crucial lesson for those considering a

  8. 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.

  9. 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.  

  10. 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.

  11. Guidelines for research recruitment of underserved populations (EERC).

    Science.gov (United States)

    Matsuda, Yui; Brooks, Jada L; Beeber, Linda S

    2016-11-01

    Despite concerted efforts to establish health equity, significant disparities persist. One roadblock to eliminating health disparities is the inadequate recruitment of underserved populations, which prevents researchers from creating culturally-tailored interventions. To further develop the science of recruitment, we argue that a systematic approach should be applied to research participant recruitment. Given the lack of practical and comprehensive recruitment conceptual frameworks or guidelines in the literature, the authors propose newly synthesized guidelines for research recruitment of underserved populations: EERC (evaluate, engage, reflect, and carefully match). The EERC guidelines are delineated, and the application of these guidelines is illustrated through a study recently conducted by the authors. The guidelines consist of the following four components: 1. Evaluate the composition of the research team; 2. Engage fully with the community by working with key informants and cultural insiders; 3. Reflect the unique cultural characteristics of the community in the research conduct; and 4. Carefully use a matching technique. The application component of the article demonstrates concrete examples of how the guidelines can enhance research recruitment for an underserved population. The authors intend these guidelines to be broadly applicable for research teams regardless of research design or characteristics of the underserved population. Application of these guidelines in nursing and health science will contribute to increasing research recruitment of underserved populations, with the goal of reducing health disparities and achieving health equity for all persons. Copyright © 2016 Elsevier Inc. All rights reserved.

  12. Muscle recruitment variations during wrist flexion exercise: MR evaluation

    Science.gov (United States)

    Fleckenstein, J. L.; Watumull, D.; Bertocci, L. A.; Nurenberg, P.; Peshock, R. M.; Payne, J. A.; Haller, R. G.; Blomqvist, C. G. (Principal Investigator)

    1994-01-01

    OBJECTIVE: Many exercise protocols used in physiological studies assume homogeneous and diffuse muscle recruitment. To test this assumption during a "standard" wrist flexion protocol, variations in muscle recruitment were assessed using MRI in eight healthy subjects. MATERIALS AND METHODS: Variations were assessed by comparing the right to the left forearms and the effect of slight (15 degrees) pronation or supination at the wrist. RESULTS: Postexercise imaging showed focal regions of increased signal intensity (SI), indicating relatively strong recruitment, most often in entire muscles, although occasionally only in subvolumes of muscles. In 15 of 26 studies, flexor carpi radialis (FCR) showed more SI than flexor carpi ulnaris, while in 11 studies SI in these muscles increased equivalently. Relatively greater FCR recruitment was seen during pronation and/or use of the nondominant side. Palmaris longus, a wrist flexor, did not appear recruited in 4 of 11 forearms in which it was present. A portion of the superficial finger flexor became hyperintense in 89% of studies, while recruitment of the deep finger flexor was seen only in 43%. CONCLUSION: Inter- and intraindividual variations in forearm muscle recruitment should be anticipated in physiological studies of standard wrist flexion exercise protocols.

  13. Challenges of research recruitment in a university setting in England.

    Science.gov (United States)

    Vadeboncoeur, Claudia; Foster, Charlie; Townsend, Nick

    2017-05-20

    The recruitment is an integral part of most research projects in medical sciences involving human participants. In health promotion research, there is increasing work on the impact of environments. Settings represent environments such as schools where social, physical and psychological development unfolds. In this study, we investigated weight gain in students within a university setting. Barriers to access and recruitment of university students within a specific setting, in the context of health research are discussed. An online survey on health behaviours of first year students across 101 universities in England was developed. Ethics committees of each institutions were contacted to obtain permission to recruit and access their students. Recruitment adverts were standardized and distributed within restrictions imposed by universities. Three time points and incentives were used. Several challenges in recruiting from a university setting were found. These included (i) ethics approval, (ii) recruitment approval, (iii) navigating restrictions on advertisement and (iv) logistics of varying university academic calendars. We also faced challenges of online surveys including low recruitment, retention and low eligibility of respondents. From the 101 universities, 28 allowed dissemination of adverts. We obtained 1026 responses at T1, 599 at T2 and 497 at T3. The complete-case sample represented 13% of those originally recruited at T1. Conducting research on students within the university setting is a time consuming and challenging task. To improve research-based health promotion, universities could work together to increase consistency as to their policies on student recruitment. © The Author 2017. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  14. 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

  15. Recruitment difficulties in a primary care cluster randomised trial: investigating factors contributing to general practitioners' recruitment of patients

    Directory of Open Access Journals (Sweden)

    McKenzie Joanne E

    2011-03-01

    Full Text Available Abstract Background Recruitment of patients by health professionals is reported as one of the most challenging steps when undertaking studies in primary care settings. Numerous investigations of the barriers to patient recruitment in trials which recruit patients to receive an intervention have been published. However, we are not aware of any studies that have reported on the recruitment barriers as perceived by health professionals to recruiting patients into cluster randomised trials where patients do not directly receive an intervention. This particular subtype of cluster trial is commonly termed a professional-cluster trial. The aim of this study was to investigate factors that contributed to general practitioners recruitment of patients in a professional-cluster trial which evaluated the effectiveness of an intervention to increase general practitioners adherence to a clinical practice guideline for acute low-back pain. Method General practitioners enrolled in the study were posted a questionnaire, consisting of quantitative items and an open-ended question, to assess possible reasons for poor patient recruitment. Descriptive statistics were used to summarise quantitative items and responses to the open-ended question were coded into categories. Results Seventy-nine general practitioners completed at least one item (79/94 = 84%, representing 68 practices (85% practice response rate, and 44 provided a response to the open-ended question. General practitioners recalled inviting a median of two patients with acute low-back pain to participate in the trial over a seven-month period; they reported that they intended to recruit patients, but forgot to approach patients to participate; and they did not perceive that patients had a strong interest or disinterest in participating. Additional open-ended comments were generally consistent with the quantitative data. Conclusion A number of barriers to the recruitment of patients with acute low

  16. Internet recruitment and e-mail interviews in qualitative studies.

    Science.gov (United States)

    Hamilton, Rebekah J; Bowers, Barbara J

    2006-07-01

    In 2004, 111 million adults accessed the Internet looking for health and medical information. Qualitative researchers can apply long-standing principles of recruitment and interviewing to the Internet. The purpose of this article is to examine the theoretical and methodological aspects of Internet recruitment and e-mail interviewing. The authors address issues of appropriateness, adequacy, representativeness, sample bias, data fraud, flexibility and consistency in interviewing, timing, elimination of the need for transcription, oral versus written communication, reliability and validity, and ethical concerns. They include some practical suggestions on a research design for a qualitative study employing both Internet recruitment and e-mail interviewing.

  17. The service-driven service company.

    Science.gov (United States)

    Schlesinger, L A; Heskett, J L

    1991-01-01

    For more than 40 years, service companies like McDonald's prospered with organizations designed according to the principles of traditional mass-production manufacturing. Today that model is obsolete. It inevitably degrades the quality of service a company can provide by setting in motion a cycle of failure that produces dissatisfied customers, unhappy employees, high turnover among both--and so lower profits and lower productivity overall. The cycle starts with human resource policies that minimize the contributions frontline workers can make: jobs are designed to be idiot-proof. Technology is used largely for monitoring and control. Pay is poor. Training is minimal. Performance expectations are abysmally low. Today companies like Taco Bell, Dayton Hudson, and ServiceMaster are reversing the cycle of failure by putting workers with customer contact first and designing the business system around them. As a result, they are developing a model that replaces the logic of industrialization with a new service-driven logic. This logic: Values investments in people as much as investments in technology--and sometimes more. Uses technology to support the efforts of workers on the front lines, not just to monitor or replace them. Makes recruitment and training crucial for everyone. Links compensation to performance for employees at every level. To justify these investments, the new logic draws on innovative data such as the incremental profits of loyal customers and the total costs of lost employees. Its benefits are becoming clear in higher profits and higher pay--results that competitors bound to the old industrial model will not be able to match.

  18. Barriers to Recruitment in Pediatric Obesity Trials: Comparing Opt-in and Opt-out Recruitment Approaches.

    Science.gov (United States)

    McCullough, Mary Beth; Janicke, David; Odar Stough, Cathleen; Robson, Shannon; Bolling, Christopher; Zion, Cindy; Stark, Lori

    2017-03-01

    To compare the efficacy of opt-in versus opt-out recruitment methods in pediatric weight management clinical trials. Recruitment of preschoolers and school-age children across two obesity randomized controlled trials (RCTs) were compared using the same opt-in recruitment approach (parents contact researchers in response to mailings). Opt-in and opt-out strategies (parents send decline postcard in response to mailings if they do not want to participate) were then compared across two preschool obesity RCTs. Opt-in strategies yielded a significantly lower overall recruitment rate among preschoolers compared with school-age children. Among preschoolers, an opt-out strategy demonstrated a significantly higher overall recruitment rate compared with an opt-in strategy with the main advantage in the number of families initially contacted. Opt-out recruitment strategies may be more effective in overcoming the barriers of recruitment in the preschool age-group because it does not rely on parent recognition of obesity.

  19. Recruiting Pregnant Patients for Survey Research: A Head to Head Comparison of Social Media-Based Versus Clinic-Based Approaches

    Science.gov (United States)

    Haefner, Jessica K; Kolenic, Giselle E; Chang, Tammy; Davis, Matthew M; Moniz, Michelle H

    2016-01-01

    Background Recruiting a diverse sample of pregnant women for clinical research is a challenging but crucial task for improving obstetric services and maternal and child health outcomes. Objective To compare the feasibility and cost of recruiting pregnant women for survey research using social media-based and clinic-based approaches. Methods Advertisements were used to recruit pregnant women from the social media website Facebook. In-person methods were used to recruit pregnant women from the outpatient clinic of a large, tertiary care center. In both approaches, potential respondents were invited to participate in a 15-minute Web-based survey. Each recruitment method was monitored for 1 month. Using bivariate statistics, we compared the number, demographic characteristics, and health characteristics of women recruited and the cost per completed survey for each recruitment method. Results The social media-based approach recruited 1178 women and the clinic-based approach recruited 219 women. A higher proportion of subjects recruited through social media identified as African American (29.4%, 207/705 vs 11.2%, 20/179), reported household incomes recruited through social media had earned a college degree (21.3%, 153/717 vs 62.3%, 114/183) and were married or in a domestic partnership (45.7%, 330/722 vs 72.1%, 132/183; all P<.001). Social media-based recruitment costs were US $14.63 per completed survey, compared with US $23.51 for clinic-based recruitment. Conclusions Web-based recruitment through a social networking platform is a feasible, inexpensive, and rapid means of recruiting a large, diverse sample of pregnant women for survey research. PMID:28003174

  20. 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.

  1. Dynamic recruitment of active proteasomes into polyglutamine initiated inclusion bodies

    NARCIS (Netherlands)

    Schipper-Krom, S.; Juenemann, K.; Jansen, A.H.; Wiemhoefer, A.; van den Nieuwendijk, R.; Smith, D.L.; Hink, M.A.; Bates, G.P.; Overkleeft, H.; Ovaa, H.; Reits, E.

    2014-01-01

    Neurodegenerative disorders such as Huntington's disease are hallmarked by neuronal intracellular inclusion body formation. Whether proteasomes are irreversibly recruited into inclusion bodies in these protein misfolding disorders is a controversial subject. In addition, it has been proposed that th

  2. Spatial and temporal variability in recruitment of intertidal mussels ...

    African Journals Online (AJOL)

    ... in the temporal and spatial dynamics of mussel populations (Griffiths 1981; Crawford & ..... recruitment intensity (ANOYA, F ~ 9.357, df58, P < 0.01). (a) Regional ...... rocky shores: the role of geographic variation and wave action. J. Blogeogr.

  3. Recruiting, Selecting and Developing Executive Personnel in Capital Resource Management.

    Science.gov (United States)

    Nusbaum, Ned A.

    1984-01-01

    Obtaining qualified persons for capital resource management positions requires school districts and colleges to adopt nondiscriminatory selection and hiring policies. Guidelines are offered for the recruitment process, administering the selection process, and inhouse personnel development. (MLF)

  4. Recruitment and Employment of the Water Pollution Control Specialist.

    Science.gov (United States)

    Sherrard, J. H.; Sherrard, F. A.

    1979-01-01

    Presented are the basic principles of personnel recruitment and employment for the water pollution control field. Attention is given to determination of staffing requirements, effective planning, labor sources, affirmative action, and staffing policies. (CS)

  5. Cilia Control Vascular Mural Cell Recruitment in Vertebrates

    Directory of Open Access Journals (Sweden)

    Xiaowen Chen

    2017-01-01

    Full Text Available Vascular mural cells (vMCs are essential components of the vertebrate vascular system, controlling blood vessel maturation and homeostasis. Discrete molecular mechanisms have been associated with vMC development and differentiation. The function of hemodynamic forces in controlling vMC recruitment is unclear. Using transgenic lines marking developing vMCs in zebrafish embryos, we find that vMCs are recruited by arterial-fated vessels and that the process is flow dependent. We take advantage of tissue-specific CRISPR gene targeting to demonstrate that hemodynamic-dependent Notch activation and the ensuing arterial genetic program is driven by endothelial primary cilia. We also identify zebrafish foxc1b as a cilia-dependent Notch-specific target that is required within endothelial cells to drive vMC recruitment. In summary, we have identified a hemodynamic-dependent mechanism in the developing vasculature that controls vMC recruitment.

  6. Family caregiver recruitment via social media: challenges, opportunities and lessons.

    Science.gov (United States)

    Hansen, Dana; Sheehan, Denice K; Stephenson, Pam

    2017-02-02

    Illness blogs are a way seriously ill people communicate publicly about their illness journey. As communication about serious illness increases on social media, it is important to evaluate how this affects the family caregiver. However, identifying and accessing family caregivers remains challenging, especially via social media. The aim of this article is to report the opportunities, challenges and lessons learned from using social media to recruit family caregivers. Recruitment methods included posting study invitations on illness blogs, advertising through Facebook and placing study fliers in the community. Using social media to recruit was inexpensive and provided a wide geographical reach. One important finding was discovering the importance of using language in the recruitment materials that family caregivers could identify with to help deem themselves as eligible to participate in the study.

  7. Fast and flexible: argentine ants recruit from nearby trails.

    Science.gov (United States)

    Flanagan, Tatiana P; Pinter-Wollman, Noa M; Moses, Melanie E; Gordon, Deborah M

    2013-01-01

    Argentine ants (Linepithema humile) live in groups of nests connected by trails to each other and to stable food sources. In a field study, we investigated whether some ants recruit directly from established, persistent trails to food sources, thus accelerating food collection. Our results indicate that Argentine ants recruit nestmates to food directly from persistent trails, and that the exponential increase in the arrival rate of ants at baits is faster than would be possible if recruited ants traveled from distant nests. Once ants find a new food source, they walk back and forth between the bait and sometimes share food by trophallaxis with nestmates on the trail. Recruiting ants from nearby persistent trails creates a dynamic circuit, like those found in other distributed systems, which facilitates a quick response to changes in available resources.

  8. Recruitment and Employment of the Water Pollution Control Specialist.

    Science.gov (United States)

    Sherrard, J. H.; Sherrard, F. A.

    1979-01-01

    Presented are the basic principles of personnel recruitment and employment for the water pollution control field. Attention is given to determination of staffing requirements, effective planning, labor sources, affirmative action, and staffing policies. (CS)

  9. 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

  10. Fast and Flexible: Argentine Ants Recruit from Nearby Trails

    Science.gov (United States)

    Flanagan, Tatiana P.; Pinter-Wollman, Noa M.; Moses, Melanie E.; Gordon, Deborah M.

    2013-01-01

    Argentine ants (Linepithema humile) live in groups of nests connected by trails to each other and to stable food sources. In a field study, we investigated whether some ants recruit directly from established, persistent trails to food sources, thus accelerating food collection. Our results indicate that Argentine ants recruit nestmates to food directly from persistent trails, and that the exponential increase in the arrival rate of ants at baits is faster than would be possible if recruited ants traveled from distant nests. Once ants find a new food source, they walk back and forth between the bait and sometimes share food by trophallaxis with nestmates on the trail. Recruiting ants from nearby persistent trails creates a dynamic circuit, like those found in other distributed systems, which facilitates a quick response to changes in available resources. PMID:23967129

  11. Fast and flexible: argentine ants recruit from nearby trails.

    Directory of Open Access Journals (Sweden)

    Tatiana P Flanagan

    Full Text Available Argentine ants (Linepithema humile live in groups of nests connected by trails to each other and to stable food sources. In a field study, we investigated whether some ants recruit directly from established, persistent trails to food sources, thus accelerating food collection. Our results indicate that Argentine ants recruit nestmates to food directly from persistent trails, and that the exponential increase in the arrival rate of ants at baits is faster than would be possible if recruited ants traveled from distant nests. Once ants find a new food source, they walk back and forth between the bait and sometimes share food by trophallaxis with nestmates on the trail. Recruiting ants from nearby persistent trails creates a dynamic circuit, like those found in other distributed systems, which facilitates a quick response to changes in available resources.

  12. Beyond traditional advertisements: leveraging Facebook's social structures for research recruitment

    National Research Council Canada - National Science Library

    Valdez, Rupa S; Guterbock, Thomas M; Thompson, Morgan J; Reilly, Jeremiah D; Menefee, Hannah K; Bennici, Maria S; Williams, Ishan C; Rexrode, Deborah L

    2014-01-01

    ... (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...

  13. Comparison of Recruitment Strategy Outcomes in the National Children's Study.

    Science.gov (United States)

    Park, Christina H; Winglee, Marianne; Kwan, Jennifer; Andrews, Linda; Hudak, Mark L

    2017-07-19

    In 2000, the US Congress authorized the National Institutes of Health to conduct a prospective national longitudinal study of environmental influences on children's health and development from birth through 21 years. Several recruitment methodologies were piloted to determine the optimal strategy for a main National Children's Study. After an initial pilot recruitment that used a household enumeration strategy performed poorly, the National Children's Study Vanguard Study developed and evaluated the feasibility, acceptability, and cost of 4 alternate strategies to recruit a large prospective national probability sample of pregnant women and their newborn children. We compare household-based recruitment, provider-based recruitment, direct outreach, and provider-based sampling (PBS) strategies with respect to overall recruitment success, efficiency, cost, and fulfillment of scientific requirements. Although all 5 strategies achieved similar enrollment rates (63%-81%) among eligible women, PBS achieved the highest recruitment success as measured by the ratio of observed-to-expected newborn enrollees per year of 0.99, exceeding those of the other strategies (range: 0.35-0.48). Because PBS could reach the enrollment target through sampling of high volume obstetric provider offices and birth hospitals, it achieved the lowest ratio of women screened to women enrolled and was also the least costly strategy. With the exception of direct outreach, all strategies enrolled a cohort of women whose demographics were similar to county natality data. PBS demonstrated the optimal combination of recruitment success, efficiency, cost, and population representativeness and serves as a model for the assembly of future prospective probability-based birth cohorts. Copyright © 2017 by the American Academy of Pediatrics.

  14. Amygdala recruitment in schizophrenia in response to aversive emotional material

    OpenAIRE

    Repovš, Grega; Anticevic, Alan

    2015-01-01

    Emotional dysfunction has long been established as a critical clinical feature of schizophrenia. In the past decade, there has been extensive work examining the potential contribution of abnormal amygdala activation to this dysfunction in patients with schizophrenia. A number of studies have demonstrated under-recruitment of the amygdala in response to emotional stimuli, while others have shown intact recruitment of this region. To date, there have been few attempts to synthesize this literat...

  15. RECRUITMENT AND SELECTION IS AN EXERCISE IN DISCRIMINATION

    Directory of Open Access Journals (Sweden)

    Dragan Čizmić

    2013-12-01

    Full Text Available Throughout the course of this work it is examined how the ways in which both, the law of the land and the morals held by a company, can improve the process of choosing an employee. It also identified the principles of recruitment and selection which should be applied and discuss their effect upon a potential recruit. It looked into the ways in which these considerations benefit both the employer and the employee.

  16. Disclosure of investigators' recruitment performance in multicenter clinical trials

    DEFF Research Database (Denmark)

    Dal-Ré, Rafael; Moher, David; Gluud, Christian;

    2011-01-01

    Rafael Dal-Ré and colleagues argue that the recruitment targets and performance of all site investigators in multi-centre clinical trials should be disclosed in trial registration sites before a trial starts, and when it ends.......Rafael Dal-Ré and colleagues argue that the recruitment targets and performance of all site investigators in multi-centre clinical trials should be disclosed in trial registration sites before a trial starts, and when it ends....

  17. Emotional intelligence and its role in recruitment of nursing students

    OpenAIRE

    Lyon, Steve; Trotter, Fiona; Holt, Barrie; Powell, Elaine; Roe, Andrew

    2013-01-01

    This article considers the concept of emotional intelligence and how it can be used in the recruitment and development of nursing students. The links between emotional intelligence and the qualities of compassion and caring are examined. The ethical difficulties surrounding the use of emotional intelligence tests are explored and the value of using a variety of recruitment methods is emphasised. The article suggests that emotional intelligence is an ability which may be developed through nurs...

  18. Recruiting an Internet Panel Using Respondent-Driven Sampling

    Directory of Open Access Journals (Sweden)

    Schonlau Matthias

    2014-06-01

    Full Text Available Respondent-driven sampling (RDS is a network sampling technique typically employed for hard-to-reach populations when traditional sampling approaches are not feasible (e.g., homeless or do not work well (e.g., people with HIV. In RDS, seed respondents recruit additional respondents from their network of friends. The recruiting process repeats iteratively, thereby forming long referral chains.

  19. Recruiting Strategies to Support the Armys All-Volunteer Force

    Science.gov (United States)

    2016-01-01

    their programming support, Martha Friese and Theresa DiMaggio for their assistance in the formatting and preparation of the report, and Linda...three price indexes for buying advertising time on network television using data on nominal CPMs (cost per thousand impressions ) from TVB...1) and includes recruiter compensation and costs of recruiter operational support. 13 See, for example, Asch , Heaton et al. (2010, pp. 28–33

  20. Recruitment and Retention of Patients into Emergency Medicine Clinical Trials

    OpenAIRE

    Cofield,Stacey; Conwit, Robin; Barsan, William; Quinn, James

    2010-01-01

    The emergency medicine and pre-hospital environments are unlike any other clinical environments and require special consideration to allow the successful implementation of clinical trials. This article reviews the specific issues involved in Emergency Medicine Clinical Trials (EMCT), and provides strategies from emergency medicine and non-emergency medicine trials to maximize recruitment and retention. While the evidence supporting some of these strategies is deficient, addressing recruitment...

  1. Child welfare employee recruitment and retention: an organizational culture perspective.

    Science.gov (United States)

    Agbényiga, DeBrenna LaFa

    2009-01-01

    Drawing data from an organizational culture study, this cross-sectional study investigates the effect of organizational culture on child welfare employee recruitment and retention (N=92). Findings from quantitative analyses of the organizational culture inventory suggest that constructive culture style in child welfare organizations, especially humanistic-encouraging and self-actualizing culture norms, highly predict recruitment through employees' perception of "fit" and satisfaction as a member of the organization. Limitations, future research, and relevant implications are discussed.

  2. Sexual Recruitment in Zostera marina: Progress toward a Predictive Model.

    Science.gov (United States)

    Furman, Bradley T; Peterson, Bradley J

    2015-01-01

    Ecophysiological stress and physical disturbance are capable of structuring meadows through a combination of direct biomass removal and recruitment limitation; however, predicting these effects at landscape scales has rarely been successful. To model environmental influence on sexual recruitment in perennial Zostera marina, we selected a sub-tidal, light-replete study site with seasonal extremes in temperature and wave energy. During an 8-year observation period, areal coverage increased from 4.8 to 42.7%. Gains were stepwise in pattern, attributable to annual recruitment of patches followed by centrifugal growth and coalescence. Recruitment varied from 13 to 4,894 patches per year. Using a multiple linear regression approach, we examined the association between patch appearance and relative wave energy, atmospheric condition and water temperature. Two models were developed, one appropriate for the dispersal of naked seeds, and another for rafted flowers. Results indicated that both modes of sexual recruitment varied as functions of wind, temperature, rainfall and wave energy, with a regime shift in wind-wave energy corresponding to periods of rapid colonization within our site. Temporal correlations between sexual recruitment and time-lagged climatic summaries highlighted floral induction, seed bank and small patch development as periods of vulnerability. Given global losses in seagrass coverage, regions of recovery and re-colonization will become increasingly important. Lacking landscape-scale process models for seagrass recruitment, temporally explicit statistical approaches presented here could be used to forecast colonization trajectories and to provide managers with real-time estimates of future meadow performance; i.e., when to expect a good year in terms of seagrass expansion. To facilitate use as forecasting tools, we did not use statistical composites or normalized variables as our predictors. This study, therefore, represents a first step toward linking

  3. Sexual Recruitment in Zostera marina: Progress toward a Predictive Model.

    Directory of Open Access Journals (Sweden)

    Bradley T Furman

    Full Text Available Ecophysiological stress and physical disturbance are capable of structuring meadows through a combination of direct biomass removal and recruitment limitation; however, predicting these effects at landscape scales has rarely been successful. To model environmental influence on sexual recruitment in perennial Zostera marina, we selected a sub-tidal, light-replete study site with seasonal extremes in temperature and wave energy. During an 8-year observation period, areal coverage increased from 4.8 to 42.7%. Gains were stepwise in pattern, attributable to annual recruitment of patches followed by centrifugal growth and coalescence. Recruitment varied from 13 to 4,894 patches per year. Using a multiple linear regression approach, we examined the association between patch appearance and relative wave energy, atmospheric condition and water temperature. Two models were developed, one appropriate for the dispersal of naked seeds, and another for rafted flowers. Results indicated that both modes of sexual recruitment varied as functions of wind, temperature, rainfall and wave energy, with a regime shift in wind-wave energy corresponding to periods of rapid colonization within our site. Temporal correlations between sexual recruitment and time-lagged climatic summaries highlighted floral induction, seed bank and small patch development as periods of vulnerability. Given global losses in seagrass coverage, regions of recovery and re-colonization will become increasingly important. Lacking landscape-scale process models for seagrass recruitment, temporally explicit statistical approaches presented here could be used to forecast colonization trajectories and to provide managers with real-time estimates of future meadow performance; i.e., when to expect a good year in terms of seagrass expansion. To facilitate use as forecasting tools, we did not use statistical composites or normalized variables as our predictors. This study, therefore, represents a first

  4. Multi-Agent System for Recruiting Patients for Clinical Trials

    Science.gov (United States)

    2014-05-01

    Multi - Agent System for Recruiting Patients for Clinical Trials Samhar Mahmoud King’s College London London, UK samhar.mahmoud@kcl.ac.uk Gareth Tyson...TYPE 3. DATES COVERED 00-00-2014 to 00-00-2014 4. TITLE AND SUBTITLE Multi - Agent System for Recruiting Patients for Clinical Trials 5a...methodology [15] was proposed to guide the process of de- veloping a multi - agent system from analysis to design. For brevity, we focus here on one

  5. An Anthropologist Examines the Navy’s Recruiting Process.

    Science.gov (United States)

    1981-12-01

    Florida, New York, Illinois, New Mexico and California. Special emphasis is placed on regions of the United States in which a major portion of the...articulate a specific training interest, or clearly envision its significance later in their life. Several prospectives indicated that machismo is not...Recruiters, particularly in south Texas, New Mexico , and Miami, stressed that very of-ten fully half of their recruiting efforts are directed at the

  6. Recruitment of coastal fishes and oceanographic variability in central California

    Science.gov (United States)

    Wilson, J. R.; Broitman, B. R.; Caselle, J. E.; Wendt, D. E.

    2008-09-01

    Recruitment of pelagic larval fishes to the nearshore environment is dependent on a suite of biological and physical processes operating at many spatial and temporal scales. Nearshore circulation processes associated with coastal upwelling are widely upheld as major determinants of year class strength for many rockfishes ( Sebastes spp.), but the mechanism by which these processes drive recruitment is largely unknown. We used Standard Monitoring Units for the Recruitment of Fishes (SMURFs) to monitor recruitment of two rockfish complexes ( Sebastes spp.) and cabezon ( Scorpaenichthys marmoratus) from March to September of 2004 and 2005 at 3 sites along the central California coast. We examined the relationship between recruitment of these fishes and measurements of oceanographic variability associated with upwelling dynamics, including in situ water temperature, AVHRR sea surface temperature, the Bakun upwelling index, and an index of alongshore surface water transport. We found that rockfish comprising the KCGB complex ( Sebastes atrovirens, Sebastes caurinus, Sebastes carnatus, Sebastes chrysomelas) recruit during early summer, while fishes of the BYO complex ( Sebastes melanops, Sebastes flavidus, Sebastes serranoides), as well as cabezon recruit during late summer. Our results provide limited support for an association between the arrival of juvenile pelagic rockfish and cabezon to the nearshore environment and physical processes related to upwelling and relaxation. Beyond the limitations of our bimonthly sampling scheme, the lack of a clear pattern may be related to the near absence of upwelling-relaxation cycles along this stretch of coast during these two study periods. Moreover, the settlement and recruitment of nearshore fishes may be closely tied to processes occurring earlier in the larval stage.

  7. Challenges in recruitment and retention of clinical trial subjects

    Directory of Open Access Journals (Sweden)

    Rashmi Ashish Kadam

    2016-01-01

    Full Text Available Background: Successful recruitment of patients is known to be one of the most challenging aspects in conduct of randomized controlled trials. Inadequate patient retention during conduct of trial affects conclusive results. Objective: To assess the level of challenges faced by Indian investigators in recruitment and retention of trial subjects. Methods: We developed a survey questionnaire on challenges encountered by investigators in subject recruitment and retention which was hosted on a web portal. Results: Seventy-three investigators from India participated in the survey. The frequently encountered challenges in subject recruitment were complexity of study protocol (38%, lack of awareness about clinical trials in patients (37%, and sociocultural issues related to trial participation (37%. About 63% of participants strongly agreed that creating a positive awareness about clinical trials among people through press and media, having a dedicated clinical research coordinator for trial (50.7%, and designing a recruitment strategy prior to study initiation (46.6% would enhance recruitment. Almost 50.7% of participants agreed that interacting with medical community in vicinity of the study site and educating patients about clinical trials during routine outpatient department visits (46.6% would enhance recruitment. Experiencing a serious adverse event, subject′s fear for study procedures (47% and side effects (44% were thought to have a moderate effect on subject retention. Conclusion: Our survey has put forth factors related to negative publicity by media, lack of patient education about clinical trials; complex study designs are barriers to clinical trial recruitment in India. It is essential to devise innovative and effective strategies focusing on education of public and mass media about clinical research in India.

  8. Challenges in recruitment and retention of clinical trial subjects.

    Science.gov (United States)

    Kadam, Rashmi Ashish; Borde, Sanghratna Umakant; Madas, Sapna Amol; Salvi, Sundeep Santosh; Limaye, Sneha Saurabh

    2016-01-01

    Successful recruitment of patients is known to be one of the most challenging aspects in conduct of randomized controlled trials. Inadequate patient retention during conduct of trial affects conclusive results. To assess the level of challenges faced by Indian investigators in recruitment and retention of trial subjects. We developed a survey questionnaire on challenges encountered by investigators in subject recruitment and retention which was hosted on a web portal. Seventy-three investigators from India participated in the survey. The frequently encountered challenges in subject recruitment were complexity of study protocol (38%), lack of awareness about clinical trials in patients (37%), and sociocultural issues related to trial participation (37%). About 63% of participants strongly agreed that creating a positive awareness about clinical trials among people through press and media, having a dedicated clinical research coordinator for trial (50.7%), and designing a recruitment strategy prior to study initiation (46.6%) would enhance recruitment. Almost 50.7% of participants agreed that interacting with medical community in vicinity of the study site and educating patients about clinical trials during routine outpatient department visits (46.6%) would enhance recruitment. Experiencing a serious adverse event, subject's fear for study procedures (47%) and side effects (44%) were thought to have a moderate effect on subject retention. Our survey has put forth factors related to negative publicity by media, lack of patient education about clinical trials; complex study designs are barriers to clinical trial recruitment in India. It is essential to devise innovative and effective strategies focusing on education of public and mass media about clinical research in India.

  9. The Applicant Based Training Model Setting Conditions for Recruiting Success

    Science.gov (United States)

    2002-07-01

    the recruiting districts there are functions performed that help guide and support the billet holders at the RSSs and RSs in the performance of their...one can use to evaluate and prioritize training requirements for key members of RSSs and RS. The following paragraphs offer general conclusions and...training model validates training for recruiters. Due to the geographical dispersion of the RSSs , distance learning initiatives could help support this type

  10. Planning for a Change in Recruit Patient Mix

    Science.gov (United States)

    1986-08-01

    male/female recruit morbidity concentrate on specific topics in recruit medical care such as orthopedics, podiatry , psychiatry, etc. Although numerous...1982) :24. 6Dennis M. Kowal, "Nature and Causes of Injuries in Women Resulting from an Endurance Training Program,’ American Journal of Sports ...23.80 44.17 2.17*** Podiatry Visits ............ 194.96 291.87 1.50*** Laboratory Procedures ...... 6,850.20 8,484.78 1.24*** General Medicine

  11. Use of social networking for dental hygiene program recruitment.

    Science.gov (United States)

    Ennis, Rachel S

    2011-01-01

    Social networking has become a popular and effective means of communication used by students in the millennial generation. Academic admissions officers are beginning to utilize social networking methods for recruitment of students. However, the dental hygiene literature has reported little information about the use of social networking for recruitment strategies. This paper describes one institutions' process of creating and implementing a social network site for prospective and current students.

  12. Service Innovations

    DEFF Research Database (Denmark)

    Sørensen, Lene Tolstrup; Nicolajsen, Hanne Westh

    2010-01-01

    This article discusses the challenges in relation to an ongoing project named converged advanced mobile media platform (CAMMP), where all the different stakeholders need to have a saying in the service development for the upcoming rich, mobile broadcasting services.......This article discusses the challenges in relation to an ongoing project named converged advanced mobile media platform (CAMMP), where all the different stakeholders need to have a saying in the service development for the upcoming rich, mobile broadcasting services....

  13. Service marketing

    Directory of Open Access Journals (Sweden)

    Babić-Hodović Vesna

    2002-01-01

    Full Text Available Development of postindustrial society and services revolution created numerous changes in size of consumer demand, consumer reaction and priorities. Continuous change on the side of demand and offer must follow changes in marketing orientation. Leader in that change is services marketing which by knowing services range and all the changes builds a new concept called Relationship Marketing.

  14. IGP Services

    Science.gov (United States)

    Smith, Warren

    2003-01-01

    The goal is location-independent computing. Implementing a set of services to satisfy this goal, build upon the GLOBUS toolkit services, and implementing with OGSA. Current status includes: Event service, Job manager, Resource selector and Broker, Next versions in development.Development includes: Monitoring and testing, Portability manager, Performance prediction, Dynamic accounting, and MDS evaluation.

  15. Strategies for Successful Recruitment of Pregnant Patients Into Clinical Trials.

    Science.gov (United States)

    Sutton, Elizabeth F; Cain, Loren E; Vallo, Porsha M; Redman, Leanne M

    2017-03-01

    Clinical research in the pregnant population allows for delivery of quality, evidence-based care in obstetrics. However, in recent years, the field of obstetrics has faced severe challenges in the recruitment of the pregnant population into clinical trials, a struggle also shared by several other medical disciplines. We candidly describe our failure to recruit a healthy population of overweight and obese pregnant women in their first trimester. We were then able to glean unsuccessful and successful recruitment approaches and improve our recruitment effort by autopsy of failed strategies and with guidance from a survey disseminated to improve our understanding of community feelings about participating in research while pregnant. These "lessons learned" taught us that active recruitment within this population is a necessity; that is, direct (face-to-face discussions at obstetric appointments) compared with indirect (flyers and general emails) modalities and that prenatal care provider support of the proposed research study is vital to a patient's willingness to participate. By implementation of "lessons learned," we describe how we successfully recruited a similar pregnant population 1 year later. The Clinical Trials related to our article are as follows: 1) Expecting Success: NCT01610752, https://clinicaltrials.gov/ct2/show/NCT01610752; 2) MomEE: NCT01954342, https://clinicaltrials.gov/ct2/show/NCT01954342; and 3) Participate While Pregnant Survey: NCT02699632, https://clinicaltrials.gov/ct2/show/NCT02699632.

  16. 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.

  17. Recruitment of Caribbean female commercial sex workers at high risk of HIV infection

    Science.gov (United States)

    Deschamps, Marie Marcelle; Zorrilla, Carmen D.; Morgan, Cecilia A.; Donastorg, Yeycy; Metch, Barbara; Madenwald, Tamra; Joseph, Patrice; Severe, Karine; Garced, Sheyla; Perez, Marta; Escamilia, Gina; Swann, Edith; Pape, Jean William

    2014-01-01

    Objective To evaluate novel eligibility criteria and outreach methods to identify and recruit women at high risk of HIV-1 infection in the Caribbean. Methods A prospective cohort study was conducted in 2009–2012 among 799 female commercial sex workers in the Dominican Republic, Haiti, and Puerto Rico. Minimum eligibility criteria included exchange of sex for goods, services, or money in the previous 6 months and unprotected vaginal or anal sex with a man in the previous 6 months. Sites used local epidemiology to develop more stringent eligibility criteria and recruitment strategies. Participants were asked questions about HIV/AIDS and their level of concern about participating in an HIV vaccine trial. Logistic regression modeling was used to assess predictors of prevalent HIV infection and willingness to participate in a future HIV vaccine study. Results HIV prevalence at screening was 4.6%. Crack cocaine use [odds ratio (OR) = 4.2, 95% confidence interval (CI) (1.8–9.0)] was associated with and having sex with clients in a hotel or motel [OR = 0.5, CI (0.3–1.0)] was inversely associated with HIV infection. A total of 88.9% of enrolled women were definitely or probably willing to participate in a future HIV vaccine trial. Conclusions This study indicated that local eligibility criteria and recruitment methods can be developed to identify and recruit commercial sex workers with higher HIV prevalence than the general population who express willingness to join an HIV vaccine trial. PMID:24096973

  18. Climate and soil factors influencing seedling recruitment of plant species used for dryland restoration

    Science.gov (United States)

    Muñoz-Rojas, Miriam; Erickson, Todd E.; Martini, Dylan C.; Dixon, Kingsley W.; Merritt, David J.

    2016-06-01

    Land degradation affects 10-20 % of drylands globally. Intensive land use and management, large-scale disturbances such as extractive operations, and global climate change, have contributed to degradation of these systems worldwide. Restoring these damaged environments is critical to improving ecosystem services and functions, conserve biodiversity, and contribute to climate resilience, food security, and landscape sustainability. Here, we present a case study on plant species of the mining intensive semi-arid Pilbara region in Western Australia that examines the effects of climate and soil factors on the restoration of drylands. We analysed the effects of a range of rainfall and temperature scenarios and the use of alternative soil materials on seedling recruitment of key native plant species from this area. Experimental studies were conducted in controlled environment facilities where conditions simulated those found in the Pilbara. Soil from topsoil (T) stockpiles and waste materials (W) from an active mine site were mixed at different proportions (100 % T, 100 % W, and two mixes of topsoil and waste at 50 : 50 and 25 : 75 ratios) and used as growth media. Our results showed that seedling recruitment was highly dependent on soil moisture and emergence was generally higher in the topsoil, which had the highest available water content. In general, responses to the climate scenarios differed significantly among the native species which suggest that future climate scenarios of increasing drought might affect not only seedling recruitment but also diversity and structure of native plant communities. The use of waste materials from mining operations as growth media could be an alternative to the limited topsoil. However, in the early stages of plant establishment successful seedling recruitment can be challenging in the absence of water. These limitations could be overcome by using soil amendments but the cost associated to these solutions at large landscape scales

  19. A Practical, Cost-effective Method for Recruiting People Into Healthy Eating Behavior Programs

    Directory of Open Access Journals (Sweden)

    Paul W. McDonald, PhD

    2007-04-01

    Full Text Available IntroductionThe population impact of programs designed to develop healthy eating behaviors is limited by the number of people who use them. Most public health providers and researchers rely on purchased mass media, which can be expensive, on public service announcements, or clinic-based recruitment, which can have limited reach. Few studies offer assistance for selecting high-outreach and low-cost strategies to promote healthy eating programs. The purpose of this study was 1 to determine whether classified newspaper advertising is an effective and efficient method of recruiting participants into a healthy eating program and 2 to determine whether segmenting messages by transtheoretical stage of change would help engage individuals at all levels of motivation to change their eating behavior. MethodsFor 5 days in 1997, three advertisements corresponding to different stages of change were placed in a Canadian newspaper with a daily circulation of 75,000.ResultsThere were 282 eligible people who responded to newspaper advertisements, and the cost was Can $1.11 (U.S. $0.72 per recruit. This cost compares favorably with the cost efficiency of mass media, direct mail, and other common promotional methods. Message type was correlated with respondent’s stage of change, and this correlation suggested that attempts to send different messages to different audience segments were successful. DiscussionClassified advertisements appear to be a highly cost-efficient method for recruiting a diverse range of participants into healthy eating programs and research about healthy eating.

  20. Wetland dynamics influence mid-continent duck recruitment

    Science.gov (United States)

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

    2013-01-01

    Recruitment is a key factor influencing duck population dynamics. Understanding what regulates recruitment of ducks is a prerequisite to informed habitat and harvest management. Quantity of May ponds (MP) has been linked to recruitment and population size (Kaminski and Gluesing 1987, Raveling and Heitmeyer 1989). However, wetland productivity (quality) is driven by inter-annual hydrological fluctuations. Periodic drying of wetlands due to wet-dry climate cycles releases nutrients and increases invertebrate populations when wet conditions return (Euliss et al. 1999). Wetlands may also become wet or dry within a breeding season. Accordingly, inter-annual and intra-seasonal hydrologic variation potentially influence duck recruitment. Here, we examined influences of wetland quantity, quality, and intra-seasonal dynamics on recruitment of ducks. We indexed duck recruitment by vulnerability-corrected age ratios (juveniles/adult females) for mid-continent Gadwall (Anas strepera). We chose Gadwall because the majority of the continental population breeds in the Prairie Pothole Region (PPR), where annual estimates of MP exist since 1974. We indexed wetland quality by calculating change in MP (?MP) over the past two years (?MP = 0.6[MPt – MPt-1] + 0.4[MPt – MPt-2]). We indexed intra-seasonal change in number of ponds by dividing the PPR mean standardized precipitation index for July by MP (hereafter summer index). MP and ?MP were positively correlated (r = 0.65); therefore, we calculated residual ?MP (?MPr) with a simple linear regression using MP, creating orthogonal variables. Finally, we conducted a multiple regression to examine how MP, ?MPr, and summer index explained variation in recruitment of Gadwall from 1976–2010. Our model explained 67% of the variation in mid-continent Gadwall recruitment and all three hydrologic indices were positively correlated with recruitment (Figure 1). Type II semi-partial R2 estimates indicated that MP accounted for 41%, ?MPr

  1. 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.

  2. A Two-Stage Information-Theoretic Approach to Modeling Landscape-Level Attributes and Maximum Recruitment of Chinook Salmon in the Columbia River Basin.

    Energy Technology Data Exchange (ETDEWEB)

    Thompson, William L.; Lee, Danny C.

    2000-11-01

    Many anadromous salmonid stocks in the Pacific Northwest are at their lowest recorded levels, which has raised questions regarding their long-term persistence under current conditions. There are a number of factors, such as freshwater spawning and rearing habitat, that could potentially influence their numbers. Therefore, we used the latest advances in information-theoretic methods in a two-stage modeling process to investigate relationships between landscape-level habitat attributes and maximum recruitment of 25 index stocks of chinook salmon (Oncorhynchus tshawytscha) in the Columbia River basin. Our first-stage model selection results indicated that the Ricker-type, stock recruitment model with a constant Ricker a (i.e., recruits-per-spawner at low numbers of fish) across stocks was the only plausible one given these data, which contrasted with previous unpublished findings. Our second-stage results revealed that maximum recruitment of chinook salmon had a strongly negative relationship with percentage of surrounding subwatersheds categorized as predominantly containing U.S. Forest Service and private moderate-high impact managed forest. That is, our model predicted that average maximum recruitment of chinook salmon would decrease by at least 247 fish for every increase of 33% in surrounding subwatersheds categorized as predominantly containing U.S. Forest Service and privately managed forest. Conversely, mean annual air temperature had a positive relationship with salmon maximum recruitment, with an average increase of at least 179 fish for every increase in 2 C mean annual air temperature.

  3. Major role of adipocyte prostaglandin E2 in lipolysis-induced macrophage recruitment[S

    Science.gov (United States)

    Hu, Xiaoqian; Cifarelli, Vincenza; Sun, Shishuo; Kuda, Ondrej; Abumrad, Nada A.; Su, Xiong

    2016-01-01

    Obesity induces accumulation of adipose tissue macrophages (ATMs), which contribute to both local and systemic inflammation and modulate insulin sensitivity. Adipocyte lipolysis during fasting and weight loss also leads to ATM accumulation, but without proinflammatory activation suggesting distinct mechanisms of ATM recruitment. We examined the possibility that specific lipid mediators with anti-inflammatory properties are released from adipocytes undergoing lipolysis to induce macrophage migration. In the present study, we showed that conditioned medium (CM) from adipocytes treated with forskolin to stimulate lipolysis can induce migration of RAW 264.7 macrophages. In addition to FFAs, lipolytic stimulation increased release of prostaglandin E2 (PGE2) and prostaglandin D2 (PGD2), reflecting cytosolic phospholipase A2 α activation and enhanced cyclooxygenase (COX) 2 expression. Reconstituted medium with the anti-inflammatory PGE2 potently induced macrophage migration while different FFAs and PGD2 had modest effects. The ability of CM to induce macrophage migration was abolished by treating adipocytes with the COX2 inhibitor sc236 or by treating macrophages with the prostaglandin E receptor 4 antagonist AH23848. In fasted mice, macrophage accumulation in adipose tissue coincided with increases of PGE2 levels and COX1 expression. Collectively, our data show that adipocyte-originated PGE2 with inflammation suppressive properties plays a significant role in mediating ATM accumulation during lipolysis. PMID:26912395

  4. Innovative Teaching and Technology in the Service of Science: Recruiting the Next Generation of STEM Students

    Science.gov (United States)

    McNally, Thomas

    2012-01-01

    This article examines innovative approaches to augmenting science lessons taught in middle and high school, with special emphasis on the importance of the early teen years, when experiences both in and out of school have significant impact on career decisions. This is a reflective essay on the recent work of science educators and educational…

  5. 76 FR 46305 - Eligibility Criteria for Sites Recruiting National Health Service Corps Scholars

    Science.gov (United States)

    2011-08-02

    ... below. Please note that entities on this list may or may not have current job opportunities for NHSC... support and facilitate mentorship, professional development, and training opportunities for Corps...

  6. Changing recruitment outcomes: the 'why' and the 'how'.

    Science.gov (United States)

    Maclean, Lisa; Pato, Michele T

    2011-01-01

    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. The new training director surveyed other program directors, reviewed medical student feedback, and evaluated previous recruitment processes, developing and implementing a new plan. Tracked outcome measures included USMLE scores, COMLEX scores, match results, and American graduate ratios. After implementation of the new process in 2004-2005, the program has filled all six positions every year. Average median COMLEX 1 and 2 scores increased from 35.0 to 77.5 (p<0.012). The American graduate-to-International medical graduate ratio (AMG/IMG ratio) for the program changed from 7/16 in 1999 to 19/5 for Years 2006-2009. Changes in the recruitment process can favorably alter match outcomes.

  7. Chemokine CXCL1 mediated neutrophil recruitment: Role of glycosaminoglycan interactions.

    Science.gov (United States)

    Sawant, Kirti V; Poluri, Krishna Mohan; Dutta, Amit K; Sepuru, Krishna Mohan; Troshkina, Anna; Garofalo, Roberto P; Rajarathnam, Krishna

    2016-09-14

    The chemokine CXCL1/MGSA plays a pivotal role in the host immune response by recruiting and activating neutrophils for microbial killing at the tissue site. CXCL1 exists reversibly as monomers and dimers, and mediates its function by binding glycosaminoglycans (GAG) and CXCR2 receptor. We recently showed that both monomers and dimers are potent CXCR2 agonists, the dimer is the high-affinity GAG ligand, lysine and arginine residues located in two non-overlapping domains mediate GAG interactions, and there is extensive overlap between GAG and receptor-binding domains. To understand how these structural properties influence in vivo function, we characterized peritoneal neutrophil recruitment of a trapped monomer and trapped dimer and a panel of WT lysine/arginine to alanine mutants. Monomers and dimers were active, but WT was more active indicating synergistic interactions promote recruitment. Mutants from both domains showed reduced GAG heparin binding affinities and reduced neutrophil recruitment, providing compelling evidence that both GAG-binding domains mediate in vivo trafficking. Further, mutant of a residue that is involved in both GAG binding and receptor signaling showed the highest reduction in recruitment. We conclude that GAG interactions and receptor activity of CXCL1 monomers and dimers are fine-tuned to regulate neutrophil trafficking for successful resolution of tissue injury.

  8. Effect of adaptability of field army recruits to psychological education

    Directory of Open Access Journals (Sweden)

    Meng-xue ZHAO

    2015-07-01

    Full Text Available Objective To explore the effect of psychological education adaptability on the mental quality and mental health of recruits of field army units. Methods A total number of 1244 recruits who joined the army in 2012 were tested with Mental Quality Questionnaire of Armyman (MQQA, Symptom Checklist 90 (SCL-90, Self-rating Anxiety Scale (SAS, Selfrating Depression Scale (SDS, State-Trait Anxiety Inventory (STAI, and self-compiled questionnaire for adaptability psychological education. 568 recruits received adaptability psychological education for 10 times (sessions in the experimental group, and 676 in the control group did not receive the education. Results After intervention, each dimension score of experimental and control groups on MQQA significantly increased (P0.05. Psychological education showed a significant effect on improving mental quality (P0.05. After education, the anxiety, depression, state-trait anxiety scores of the two groups reduced significantly (P<0.001; compared with the control group, the anxious emotion was effectively relieved by psychological education in experimental group (P<0.001. The recruits in the experimental group showed significant difference in 30 subjective evaluation items between before- and after-education periods (P<0.001. Conclusions The adaptability psychological education has a significant effect on promoting the mental quality, mental health, emotional state and positive cognition of the recruits in field army units. DOI: 10.11855/j.issn.0577-7402.2015.06.15

  9. Dietary intake and stress fractures among elite male combat recruits

    Directory of Open Access Journals (Sweden)

    Moran Daniel S

    2012-03-01

    Full Text Available Abstract Background Appropriate and sufficient dietary intake is one of the main requirements for maintaining fitness and health. Inadequate energy intake may have a negative impact on physical performance which may result in injuries among physically active populations. The purpose of this research was to evaluate a possible relationship between dietary intake and stress fracture occurrence among combat recruits during basic training (BT. Methods Data was collected from 74 combat recruits (18.2 ± 0.6 yrs in the Israeli Defense Forces. Data analyses included changes in anthropometric measures, dietary intake, blood iron and calcium levels. Measurements were taken on entry to 4-month BT and at the end of BT. The occurrence of stress reaction injury was followed prospectively during the entire 6-month training period. Results Twelve recruits were diagnosed with stress fracture in the tibia or femur (SF group. Sixty two recruits completed BT without stress fractures (NSF. Calcium and vitamin D intakes reported on induction day were lower in the SF group compared to the NSF group-38.9% for calcium (589 ± 92 and 964 ± 373 mg·d-1, respectively, p -1, respectively, p Conclusions The development of stress fractures in young recruits during combat BT was associated with dietary deficiency before induction and during BT of mainly vitamin D and calcium. For the purpose of intervention, the fact that the main deficiency is before induction will need special consideration.

  10. Phonation related rate coding and recruitment in the genioglossus muscle

    Science.gov (United States)

    Shumway, K.R.; Porfirio, D.J.; Bailey, E.F.

    2015-01-01

    Motor unit (MU) recruitment was assessed in two muscles with similar muscle fiber type compositions and that participate in skilled movements: the tongue muscle, genioglossus (GG) and the hand muscle, first dorsal interosseous (FDI). Our primary objectives were to determine in the framework of a voluntary movement whether muscle force is regulated in tongue as it is in limb i.e., via processes of rate coding and recruitment. Recruitment in the two muscles was assessed within each subject in the context of ramp force (FDI) and in the tongue (GG) during vowel production and specifically, in the context of ramp increases in loudness, and subsequently expressed relative to the maximal. The principle findings of the study are that the general rules of recruitment and rate coding hold true for both GG and FDI and second, that average firing rates, firing rates at recruitment and peak firing rates in GG are significantly higher than for FDI (P role as (prime) mover and hydrostatic support element. PMID:25899868

  11. Tubulin nucleotide status controls Sas-4-dependent pericentriolar material recruitment.

    Science.gov (United States)

    Gopalakrishnan, Jayachandran; Chim, Yiu-Cheung Frederick; Ha, Andrew; Basiri, Marcus L; Lerit, Dorothy A; Rusan, Nasser M; Avidor-Reiss, Tomer

    2012-08-01

    Regulated centrosome biogenesis is required for accurate cell division and for maintaining genome integrity. Centrosomes consist of a centriole pair surrounded by a protein network known as pericentriolar material (PCM). PCM assembly is a tightly regulated, critical step that determines the size and capability of centrosomes. Here, we report a role for tubulin in regulating PCM recruitment through the conserved centrosomal protein Sas-4. Tubulin directly binds to Sas-4; together they are components of cytoplasmic complexes of centrosomal proteins. A Sas-4 mutant, which cannot bind tubulin, enhances centrosomal protein complex formation and has abnormally large centrosomes with excessive activity. These results suggest that tubulin negatively regulates PCM recruitment. Whereas tubulin-GTP prevents Sas-4 from forming protein complexes, tubulin-GDP promotes it. Thus, the regulation of PCM recruitment by tubulin depends on its GTP/GDP-bound state. These results identify a role for tubulin in regulating PCM recruitment independent of its well-known role as a building block of microtubules. On the basis of its guanine-bound state, tubulin can act as a molecular switch in PCM recruitment.

  12. 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

  13. Dosimetry Service

    CERN Multimedia

    2006-01-01

    Cern Staff and Users can now consult their dose records for an individual or an organizational unit with HRT. Please see more information on our web page: http://cern.ch/rp-dosimetry Dosimetry Service is open every morning from 8.30 - 12.00. Closed in the afternoons. We would like to remind you that dosimeters cannot be sent to customers by internal mail. Short-term dosimeters (VCT's) must always be returned to the Service after the use and must not be left on the racks in the experimental areas or in the secretariats. Dosimetry Service Tel. 7 2155 Dosimetry.service@cern.ch http://cern.ch/rp-dosimetry

  14. Optimal counterterrorism and the recruitment effect of large terrorist attacks

    DEFF Research Database (Denmark)

    Jensen, Thomas

    2011-01-01

    We analyze a simple dynamic model of the interaction between terrorists and authorities. Our primary aim is to study optimal counterterrorism and its consequences when large terrorist attacks lead to a temporary increase in terrorist recruitment. First, we show that an increase in counterterrorism...... makes it more likely that terrorist cells plan small rather than large attacks and therefore may increase the probability of a successful attack. Analyzing optimal counterterrorism we see that the recruitment effect makes authorities increase the level of counterterrorism after large attacks. Therefore......, in periods following large attacks a new attack is more likely to be small compared to other periods. Finally, we analyze the long-run consequences of the recruitment effect. We show that it leads to more counterterrorism, more small attacks, and a higher sum of terrorism damage and counterterrorism costs...

  15. Potential applications of immunoassays in studies of flatfish recruitment

    Science.gov (United States)

    Feller, Robert J.

    The fisheries recruitment-stock problem, a lack of correlation between measures of reproductive output of the parent stock and recruitment to the fishery, has several potential biotic and abiotic causes. Immunoassays may be useful in examining several aspects of this and several other problems in flatfish ecology: stock identification, parasitism and disease, and trophic interactions. Given stage-specific antisera capable of recognozing antigenic moieties of, for instance, eggs, larvae, or newly-settled juveniles, it is possible to screen stomach contents of many putative predators ( e.g., shrimp or crabs) rapidly for the presence and amounts of platfish prey. This trophic application of immunological methods has great promise for measuring loss of potential recruits to predation. All immunoassays are limited by the quality of antisera used and the researcher's ability to interpret quantitative data in an ecologically meaningful way. Key references for applications of immunoassays in fish-related questions are provided with recommendations for their utilization.

  16. Dynamic recruitment of active proteasomes into polyglutamine initiated inclusion bodies.

    Science.gov (United States)

    Schipper-Krom, Sabine; Juenemann, Katrin; Jansen, Anne H; Wiemhoefer, Anne; van den Nieuwendijk, Rianne; Smith, Donna L; Hink, Mark A; Bates, Gillian P; Overkleeft, Hermen; Ovaa, Huib; Reits, Eric

    2014-01-03

    Neurodegenerative disorders such as Huntington's disease are hallmarked by neuronal intracellular inclusion body formation. Whether proteasomes are irreversibly recruited into inclusion bodies in these protein misfolding disorders is a controversial subject. In addition, it has been proposed that the proteasomes may become clogged by the aggregated protein fragments, leading to impairment of the ubiquitin-proteasome system. Here, we show by fluorescence pulse-chase experiments in living cells that proteasomes are dynamically and reversibly recruited into inclusion bodies. As these recruited proteasomes remain catalytically active and accessible to substrates, our results challenge the concept of proteasome sequestration and impairment in Huntington's disease, and support the reported absence of proteasome impairment in mouse models of Huntington's disease. Copyright © 2013 Federation of European Biochemical Societies. All rights reserved.

  17. The Dynamics of Protest Recruitment through an Online Network

    CERN Document Server

    Gonzalez-Bailon, Sandra; Rivero, Alejandro; Moreno, Yamir

    2011-01-01

    The recent wave of mobilizations in the Arab world and across Western countries has generated much discussion on how digital media is connected to the diffusion of protests. We examine that connection using data from the surge of mobilizations that took place in Spain in May 2011. We study recruitment patterns in the Twitter network and find evidence of social influence and complex contagion. We identify the network position of early participants (i.e. the leaders of the recruitment process) and of the users who acted as seeds of message cascades (i.e. the spreaders of information). We find that early participants cannot be characterized by a typical topological position but spreaders tend to me more central to the network. These findings shed light on the connection between online networks, social contagion, and collective dynamics, and offer an empirical test to the recruitment mechanisms theorized in formal models of collective action.

  18. Engaging Minority University STEM Education Professors in the Science of Climate Change: Recruitment, Implementation and Evaluation

    Science.gov (United States)

    Hayden, L. B.; Hale, S. R.; Johnson, D.

    2013-12-01

    Elizabeth City State University has joined with the University of New Hampshire under the NASA Innovations in Climate Education (NICE) to empower faculty of education programs at Minority Serving Institutions (MSIs) to better engage their pre-service teachers in teaching and learning about global climate change through the use of NASA Earth observation data sets. This project is designed to impact teaching first on college campuses within science education classes. Second, as pre-service teachers transition into in-service teachers, the impact will extend to elementary and secondary classrooms. Our goal is to empower faculty of education programs at Minority Serving Institutions to better engage their pre-service teachers in teaching and learning about global climate change through the use of NASA Earth observation data sets. This presentation documents the efforts to recruit two cohorts of STEM education faculty from MSIs along with the associated implementation and program evaluation efforts. To date, thirty-four (34) faculty from over a dozen MSIs have participated in the summer workshops. Recruitment efforts have focused on interactions with faculty in campus and conference settings. This has included the Johnson C. Smith University conference, the Minorities (QEM) Network Workshop on Evidence-Based STEM Instructional Strategies and the Annual Minority Serving Institutions Technical Assistance and Capacity Conference. The primary implementation mechanism was a one-week summer workshop conducted each year. ECSU hosted the first summer workshop and UNH hosted the second workshop. During each workshop, faculty had an opportunity to engage in activities using NASA Earth observation data, and benefited from engaged instruction and interaction with scientists who routinely use these datasets in their professional practice. This provided a comprehensive learning environment ensuring the transfer of the know-how on utilizing NASA datasets and tools in climate change

  19. Prevalence of depressive symptoms and associated socio-demographic factors among recruits during military training.

    Science.gov (United States)

    Bin Zubair, Usama; Mansoor, S; Rana, M H

    2015-06-01

    Military training is a stressful and unusual event. It may predispose individuals towards mental health problems. The stress of military training has been shown to result in depressive symptoms that can potentially influence the combat ability of a soldier. This study aimed to determine the prevalence of depressive symptoms among recruits during military training in Northern Pakistan and analyse the associated socio-demographic factors. The study was carried out at the Mujahid Force Center, Bhimber, in Azad Jammu and Kashmir (AJK) in the North of Pakistan. This is one of the training institutes of the Pakistan Army. The sample population comprised of 313 adult men undergoing military training at Bhimber AJK. General Health Questionnaire 12 (GHQ-12) was used to screen for any psychiatric illness, and those with a score>4 were administered the Beck Depression Inventory (BDI) to record the presence and severity of depressive symptoms. Age, service type (general duty soldier, cook or clerk), education, level of family income, marital status, tobacco smoking, use of naswar (tobacco based substance), worrying about future and social support status were correlated with depressive symptoms to evaluate the association of these factors with depression in the study population. Out of 313 recruits screened with GHQ-12, 232 were found to have a score of 4 or more as an indicator of the presence of psychiatric morbidity, and had the BDI administered. Of these 232 recruits, 31.5% had no depressive symptoms, 41.4% had mild, 17.7% had moderate and 9.5% had severe depressive symptoms. With logistic regression, we found significant correlation among depressive symptoms and level of family income, worrying about future and lack of social support. Prevalence of depressive symptoms was high among recruits. Special attention should be paid to recruits from low socioeconomic background and those who lack social support and who worry about the future. Published by the BMJ Publishing Group

  20. CDBG Public Services Activity

    Data.gov (United States)

    Department of Housing and Urban Development — CDBG activity related to public services, including senior services, legal services, youth services, employment training, health services, homebuyer counseling, food...

  1. Osteoblast recruitment routes in human cancellous bone remodeling

    DEFF Research Database (Denmark)

    Kristensen, Helene B; Levin Andersen, Thomas; 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......-terminal peptide versus osterix, and (ii) canopy cell densities, found to decline with age, and canopy-capillary contacts above eroded surfaces correlated positively with osteoblast density on bone-forming surfaces. Furthermore, we showed that bone remodeling compartment canopies arise from a mesenchymal envelope...

  2. Methods to improve patient recruitment and retention in stroke trials

    DEFF Research Database (Denmark)

    Berge, Eivind; Stapf, Christian; Al-Shahi Salman, Rustam

    2016-01-01

    Background: The success of randomized-controlled stroke trials is dependent on the recruitment and retention of a sufficient number of patients, but fewer than half of all trials meet their target number of patients. Methods: We performed a search and review of the literature, and conducted......, reimbursement for new interventions only within a study, and monetary incentives to institutions taking part in research (for recruitment); and involvement of patient groups, remote and central follow-up, use of mobile devices, and reminders to patients about their consent to participate (for retention...

  3. Complexity and simplification in understanding recruitment in benthic populations

    KAUST Repository

    Pineda, Jesús

    2008-11-13

    Research of complex systems and problems, entities with many dependencies, is often reductionist. The reductionist approach splits systems or problems into different components, and then addresses these components one by one. This approach has been used in the study of recruitment and population dynamics of marine benthic (bottom-dwelling) species. Another approach examines benthic population dynamics by looking at a small set of processes. This approach is statistical or model-oriented. Simplified approaches identify "macroecological" patterns or attempt to identify and model the essential, "first-order" elements of the system. The complexity of the recruitment and population dynamics problems stems from the number of processes that can potentially influence benthic populations, including (1) larval pool dynamics, (2) larval transport, (3) settlement, and (4) post-settlement biotic and abiotic processes, and larval production. Moreover, these processes are non-linear, some interact, and they may operate on disparate scales. This contribution discusses reductionist and simplified approaches to study benthic recruitment and population dynamics of bottom-dwelling marine invertebrates. We first address complexity in two processes known to influence recruitment, larval transport, and post-settlement survival to reproduction, and discuss the difficulty in understanding recruitment by looking at relevant processes individually and in isolation. We then address the simplified approach, which reduces the number of processes and makes the problem manageable. We discuss how simplifications and "broad-brush first-order approaches" may muddle our understanding of recruitment. Lack of empirical determination of the fundamental processes often results in mistaken inferences, and processes and parameters used in some models can bias our view of processes influencing recruitment. We conclude with a discussion on how to reconcile complex and simplified approaches. Although it

  4. Recruitment and Retention of Patients into Emergency Medicine Clinical Trials

    Science.gov (United States)

    Cofield, Stacey; Conwit, Robin; Barsan, William; Quinn, James

    2010-01-01

    The emergency medicine and pre-hospital environments are unlike any other clinical environments and require special consideration to allow the successful implementation of clinical trials. This article reviews the specific issues involved in Emergency Medicine Clinical Trials (EMCT), and provides strategies from emergency medicine and non-emergency medicine trials to maximize recruitment and retention. While the evidence supporting some of these strategies is deficient, addressing recruitment and retention issues with specific strategies will help researchers deal with these issues in their funding applications and in turn develop the necessary infrastructure to participate in emergency medicine clinical trials. PMID:21040112

  5. Desert ants achieve reliable recruitment across noisy interactions

    Science.gov (United States)

    Razin, Nitzan; Eckmann, Jean-Pierre; Feinerman, Ofer

    2013-01-01

    We study how desert ants, Cataglyphis niger, a species that lacks pheromone-based recruitment mechanisms, inform each other about the presence of food. Our results are based on automated tracking that allows us to collect a large database of ant trajectories and interactions. We find that interactions affect an ant's speed within the nest. Fast ants tend to slow down, whereas slow ones increase their speed when encountering a faster ant. Faster ants tend to exit the nest more frequently than slower ones. So, if an ant gains enough speed through encounters with others, then she tends to leave the nest and look for food. On the other hand, we find that the probability for her to leave the nest depends only on her speed, but not on whether she had recently interacted with a recruiter that has found the food. This suggests a recruitment system in which ants communicate their state by very simple interactions. Based on this assumption, we estimate the information-theoretical channel capacity of the ants’ pairwise interactions. We find that the response to the speed of an interacting nest-mate is very noisy. The question is then how random interactions with ants within the nest can be distinguished from those interactions with a recruiter who has found food. Our measurements and model suggest that this distinction does not depend on reliable communication but on behavioural differences between ants that have found the food and those that have not. Recruiters retain high speeds throughout the experiment, regardless of the ants they interact with; non-recruiters communicate with a limited number of nest-mates and adjust their speed following these interactions. These simple rules lead to the formation of a bistable switch on the level of the group that allows the distinction between recruitment and random noise in the nest. A consequence of the mechanism we propose is a negative effect of ant density on exit rates and recruitment success. This is, indeed, confirmed by

  6. Optimal counterterrorism and the recruitment effect of large terrorist attacks

    DEFF Research Database (Denmark)

    Jensen, Thomas

    2011-01-01

    We analyze a simple dynamic model of the interaction between terrorists and authorities. Our primary aim is to study optimal counterterrorism and its consequences when large terrorist attacks lead to a temporary increase in terrorist recruitment. First, we show that an increase in counterterrorism...... makes it more likely that terrorist cells plan small rather than large attacks and therefore may increase the probability of a successful attack. Analyzing optimal counterterrorism we see that the recruitment effect makes authorities increase the level of counterterrorism after large attacks. Therefore...

  7. Recruitment of ethnic minorities for public health research

    DEFF Research Database (Denmark)

    Nielsen, Annemette Ljungdalh; Jervelund, Signe Smith; 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...

  8. [What strategy to improve the recruitment of gamete donors?].

    Science.gov (United States)

    Le Lannou, D

    2013-12-01

    To a high demand for donated gametes, sperm and oocytes, centers often face difficulties in recruiting enough donors. To increase the number of donors are needed financial and human resources to accommodate them in good conditions, information and a strong promotion to motivate approaches donations, diversify recruitment methods. In France, the gametes donation comes from couples with children and is free. The opening of the gift for men and women without children and remuneration of these gifts are discussed. Copyright © 2013 Elsevier Masson SAS. All rights reserved.

  9. Desert ants achieve reliable recruitment across noisy interactions.

    Science.gov (United States)

    Razin, Nitzan; Eckmann, Jean-Pierre; Feinerman, Ofer

    2013-05-06

    We study how desert ants, Cataglyphis niger, a species that lacks pheromone-based recruitment mechanisms, inform each other about the presence of food. Our results are based on automated tracking that allows us to collect a large database of ant trajectories and interactions. We find that interactions affect an ant's speed within the nest. Fast ants tend to slow down, whereas slow ones increase their speed when encountering a faster ant. Faster ants tend to exit the nest more frequently than slower ones. So, if an ant gains enough speed through encounters with others, then she tends to leave the nest and look for food. On the other hand, we find that the probability for her to leave the nest depends only on her speed, but not on whether she had recently interacted with a recruiter that has found the food. This suggests a recruitment system in which ants communicate their state by very simple interactions. Based on this assumption, we estimate the information-theoretical channel capacity of the ants' pairwise interactions. We find that the response to the speed of an interacting nest-mate is very noisy. The question is then how random interactions with ants within the nest can be distinguished from those interactions with a recruiter who has found food. Our measurements and model suggest that this distinction does not depend on reliable communication but on behavioural differences between ants that have found the food and those that have not. Recruiters retain high speeds throughout the experiment, regardless of the ants they interact with; non-recruiters communicate with a limited number of nest-mates and adjust their speed following these interactions. These simple rules lead to the formation of a bistable switch on the level of the group that allows the distinction between recruitment and random noise in the nest. A consequence of the mechanism we propose is a negative effect of ant density on exit rates and recruitment success. This is, indeed, confirmed by our

  10. Cancer epidemiology and patient recruitment for hadron therapy.

    Science.gov (United States)

    Engels, H; Wambersie, A

    1999-06-01

    Patient recruitment is an important issue in the feasibility study of a hadron therapy programme such as Med-AUSTRON. Data on cancer incidence in Europe, Austria, and neighbouring countries are reviewed for the most frequent tumors suitable for charged particle therapy. From these data, the numbers of potential patients suitable for MED-AUSTRON are derived for each tumor site by applying the coefficients proposed in the EULIMA-1992 feasibility study. Whatever the assumptions made, a sufficient and adequate recruitment for MED-AUSTRON can be expected. However, an appropriate referring system has to be established within Austria and also in the neighbouring countries.

  11. Expected Time To Recruitment In A Two Grade Manpower System

    Directory of Open Access Journals (Sweden)

    J.SRIDHARAN,

    2014-02-01

    Full Text Available In this paper a two graded organization is considered in which depletion of manpower occurs due to its policy decisions. Three mathematical models are constructed by assuming the loss of man-hours and the inter-decision times form an order statistics. Mean and variance of time to recruitment are obtained using an univariate recruitment policy based on shock model approach and the analytical results are numerically illustrated by assuming different distributions for the thresholds. The influence of the nodal parameters on the system characteristics is studied and relevant conclusions are presented.

  12. Recruitment and retention of participants in randomised controlled trials: a review of trials funded and published by the United Kingdom Health Technology Assessment Programme.

    Science.gov (United States)

    Walters, Stephen J; Bonacho Dos Anjos Henriques-Cadby, Inês; Bortolami, Oscar; Flight, Laura; Hind, Daniel; Jacques, Richard M; Knox, Christopher; Nadin, Ben; Rothwell, Joanne; Surtees, Michael; Julious, Steven A

    2017-03-20

    Substantial amounts of public funds are invested in health research worldwide. Publicly funded randomised controlled trials (RCTs) often recruit participants at a slower than anticipated rate. Many trials fail to reach their planned sample size within the envisaged trial timescale and trial funding envelope. To review the consent, recruitment and retention rates for single and multicentre randomised control trials funded and published by the UK's National Institute for Health Research (NIHR) Health Technology Assessment (HTA) Programme. HTA reports of individually randomised single or multicentre RCTs published from the start of 2004 to the end of April 2016 were reviewed. Information was extracted, relating to the trial characteristics, sample size, recruitment and retention by two independent reviewers. Target sample size and whether it was achieved; recruitment rates (number of participants recruited per centre per month) and retention rates (randomised participants retained and assessed with valid primary outcome data). This review identified 151 individually RCTs from 787 NIHR HTA reports. The final recruitment target sample size was achieved in 56% (85/151) of the RCTs and more than 80% of the final target sample size was achieved for 79% of the RCTs (119/151). The median recruitment rate (participants per centre per month) was found to be 0.92 (IQR 0.43-2.79) and the median retention rate (proportion of participants with valid primary outcome data at follow-up) was estimated at 89% (IQR 79-97%). There is considerable variation in the consent, recruitment and retention rates in publicly funded RCTs. Investigators should bear this in mind at the planning stage of their study and not be overly optimistic about their recruitment projections. 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/.

  13. Registration Service

    CERN Multimedia

    GS Department

    2010-01-01

    Following a reorganization in Building 55, please note that the Registration Service is now organised as follows :  Ground floor: access cards (76903). 1st floor : registration of external firms’ personnel (76611 / 76622); car access stickers (76633); biometric registration (79710). Opening hours: 07-30 to 16-00 non-stop. GS-SEM Group General Infrastructure Services Department

  14. Telephone Service

    CERN Multimedia

    2005-01-01

    As part of the upgrade of telephone services, the CERN exchange switches will be updated on Thursday 2 June between 7.00 p.m. and midnight. Telephone services may be affected and possibly even disrupted during this operation. 

  15. Investigating the effect of recruitment variability on length-based recruitment indices for antarctic krill using an individual-based population dynamics model.

    Directory of Open Access Journals (Sweden)

    Stéphane Thanassekos

    Full Text Available 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

  16. 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

  17. Mechanism of neutrophil recruitment to the lung after pulmonary contusion.

    Science.gov (United States)

    Hoth, J Jason; Wells, Jonathan D; Hiltbold, Elizabeth M; McCall, Charles E; Yoza, Barbara K

    2011-06-01

    Blunt chest trauma resulting in pulmonary contusion is a common but poorly understood injury. We previously demonstrated that lung contusion activates localized and systemic innate immune mechanisms and recruits neutrophils to the injured lung. We hypothesized that the innate immune and inflammatory activation of neutrophils may figure prominently in the response to lung injury. To investigate this, we used a model of pulmonary contusion in the mouse that is similar to that observed clinically in humans and evaluated postinjury lung function and pulmonary neutrophil recruitment. Comparisons were made between injured mice with and without neutrophil depletion. We further examined the role of chemokines and adhesion receptors in neutrophil recruitment to the injured lung. We found that lung injury and resultant physiological dysfunction after contusion were dependent on the presence of neutrophils in the alveolar space. We show that CXCL1, CXCL2/3, and CXCR2 are involved in neutrophil recruitment to the lung after injury and that intercellular adhesion molecule 1 is locally expressed and actively participates in this process. Injured gp91-deficient mice showed improved lung function, indicating that oxidant production by neutrophil NADPH oxidase mediates lung dysfunction after contusion. These data suggest that both neutrophil presence and function are required for lung injury after lung contusion.

  18. Sortilin mediates vascular calcification via its recruitment into extracellular vesicles

    DEFF Research Database (Denmark)

    Goettsch, Claudia; Hutscheson, JD; Aikawa, M

    2016-01-01

    obscure. Here, we have demonstrated that sortilin is a key regulator of smooth muscle cell (SMC) calcification via its recruitment to extracellular vesicles. Sortilin localized to calcifying vessels in human and mouse atheromata and participated in formation of microcalcifications in SMC culture. Sortilin...

  19. Party member recruitment and the representativeness of party membership

    DEFF Research Database (Denmark)

    Kosiara-Pedersen, Karina

    Party membership figures are in decline. However, parties are still recruiting party members. Are there any differences in the social and political characteristics of old and new party members? If there is a difference, are new party members more or less representative for party voters than old...

  20. An interim analysis of recruitment to the COLOFOL trial

    DEFF Research Database (Denmark)

    Wille-Jørgensen, Peer; Laurberg, S.; Pahlman, L.

    2009-01-01

    Objective To analyse the ongoing process of recruiting patients into a multicenter randomized trial on follow-up after curative surgery for colorectal cancer. The trial is registered in Clinical Trials Registration. Method Prospective registration of all operated patients as well as inclusions...

  1. Recruitment, Retention, and Mentoring for Diversity among Rehabilitation Counselor Educators

    Science.gov (United States)

    Minor, Tameika D.; Chowdhury, Dalia; Flowers, Carl R.

    2017-01-01

    Purpose: In this article, the authors discuss best strategies for recruitment and retention among faculty of color, international faculty, and women to diversify rehabilitation counselor education faculty. Method: Based on a comprehensive literature review, we have provided the reader with a brief review of the status of faculty of color,…

  2. Dilemmas of a Newly Recruited Academic Qualified Professor: A Case

    Science.gov (United States)

    Agrawal, Anand

    2015-01-01

    This case describes the situation of a newly recruited academic professor who volunteered to teach a course on Research Methods to first-term MBA students in a practitioner-oriented case method Business School. Research Methods is a unique course due to its relevance not only in business but also across all graduate programs. Instructional and…

  3. Mast cells mediate neutrophil recruitment during atherosclerotic plaque progression

    NARCIS (Netherlands)

    Wezel, Anouk; Lagraauw, H Maxime; van der Velden, Daniël; de Jager, Saskia C A; Quax, Paul H A; Kuiper, Johan; Bot, Ilze

    2015-01-01

    AIMS: Activated mast cells have been identified in the intima and perivascular tissue of human atherosclerotic plaques. As mast cells have been described to release a number of chemokines that mediate leukocyte fluxes, we propose that activated mast cells may play a pivotal role in leukocyte recruit

  4. Recruitment Evaluation of a Preschooler Obesity-Prevention Intervention

    Science.gov (United States)

    Skouteris, Helen; Hill, Briony; McCabe, Marita; Swinburn, Boyd; Sacher, Paul; Chadwick, Paul

    2014-01-01

    The aim of this paper was to compare the recruitment strategies of two recent studies that focused on the parental influences on childhood obesity during the preschool years. The first study was a randomised controlled trial (RCT) of the Mind, Exercise, Nutrition?…?Do It! 2-4 obesity prevention programme and the second was a longitudinal cohort…

  5. Essential Elements for Recruitment and Retention: Generation Y

    Science.gov (United States)

    Luscombe, Jenna; Lewis, Ioni; Biggs, Herbert C.

    2013-01-01

    Purpose: Generation Y (Gen Y) is the newest and largest generation entering the workforce. Gen Y may differ from previous generations in work-related characteristics which may have recruitment and retention repercussions. Currently, limited theoretically-based research exists regarding Gen Y's work expectations and goals in relation to…

  6. University and Course Choice: Implications for Positioning, Recruitment and Marketing

    Science.gov (United States)

    Maringe, Felix

    2006-01-01

    Purpose: Higher education environments have become increasingly competitive and institutions have to compete for students in the recruitment markets. With the introduction of student fees, it is hypothesised that potential applicants to HE will increasingly become consumerist. The research upon which this paper was based was aimed at finding out…

  7. Personnel Recruitment and Retention in Rural America: A Growing Problem.

    Science.gov (United States)

    Helge, Doris I.; Marrs, Lawrence W.

    1982-01-01

    The article presents successful strategies based on A. Maslow's hierarchy for recruiting special education personnel for rural school systems. Techniques for selling a district to prospective teachers and administrators are discussed and suggestions for integrating newcomers are covered. (Author/SB)

  8. An activation-recruitment scheme for use in muscle modeling.

    Science.gov (United States)

    Hawkins, D A; Hull, M L

    1992-12-01

    The derivation of a new activation-recruitment scheme and the results of a study designed to test its validity are presented. The activation scheme utilizes input data of processed surface EMG signals, muscle composition, muscle architecture, and experimentally determined activation coefficients. In the derivation, the relationship between muscle activation and muscle fiber recruitment was considered. In the experimental study, triceps muscle force was determined for isometric elbow extension tasks varying in intensity from 10 to 100% of a maximum voluntary contraction (MVC) using both a muscle model that incorporates the activation scheme, and inverse dynamics techniques. The forces calculated using the two methods were compared statistically. The modeled triceps force was not significantly different from the experimental results determined using inverse dynamics techniques for average activation levels greater than 25% of MVC, but was significantly different for activation levels less than 25% of MVC. These results lend support for use of the activation-recruitment scheme for moderate to large activation levels, and suggest that factors in addition to fiber recruitment play a role in force regulation at lower activation levels.

  9. Key Issue: Recruiting Science, Technology, Engineering, and Mathematics (STEM) Teachers

    Science.gov (United States)

    McGraner, Kristin L.

    2009-01-01

    A STEM teacher is one who teaches in the fields of science, technology, engineering, and mathematics. In K-12 schooling, most STEM teachers instruct mathematics and science classes, which continue to be critical shortage areas. As part of a comprehensive human capital strategy, designing recruitment initiatives to attract qualified STEM teachers…

  10. Roles of lung epithelium in neutrophil recruitment during pneumococcal pneumonia.

    Science.gov (United States)

    Yamamoto, Kazuko; Ahyi, Ayele-Nati N; Pepper-Cunningham, Zachary A; Ferrari, Joseph D; Wilson, Andrew A; Jones, Matthew R; Quinton, Lee J; Mizgerd, Joseph P

    2014-02-01

    Epithelial cells line the respiratory tract and interface with the external world. Epithelial cells contribute to pulmonary inflammation, but specific epithelial roles have proven difficult to define. To discover unique epithelial activities that influence immunity during infection, we generated mice with nuclear factor-κB RelA mutated throughout all epithelial cells of the lung and coupled this approach with epithelial cell isolation from infected and uninfected lungs for cell-specific analyses of gene induction. The RelA mutant mice appeared normal basally, but in response to pneumococcus in the lungs they were unable to rapidly recruit neutrophils to the air spaces. Epithelial cells expressed multiple neutrophil-stimulating cytokines during pneumonia, all of which depended on RelA. Cytokine expression by nonepithelial cells was unaltered by the epithelial mutation of RelA. Epithelial cells were the predominant sources of CXCL5 and granulocyte-macrophage colony-stimulating factor (GM-CSF), whereas nonepithelial cells were major sources for other neutrophil-activating cytokines. Epithelial RelA mutation decreased whole lung levels of CXCL5 and GM-CSF during pneumococcal pneumonia, whereas lung levels of other neutrophil-recruiting factors were unaffected. Defective neutrophil recruitment in epithelial mutant mice could be rescued by administration of CXCL5 or GM-CSF. These results reveal a specialized immune function for the pulmonary epithelium, the induction of CXCL5 and GM-CSF, to accelerate neutrophil recruitment in the infected lung.

  11. Hemispheric Differences in the Recruitment of Semantic Processing Mechanisms

    Science.gov (United States)

    Kandhadai, Padmapriya; Federmeier, Kara D.

    2010-01-01

    This study examined how the two cerebral hemispheres recruit semantic processing mechanisms by combining event-related potential measures and visual half-field methods in a word priming paradigm in which semantic strength and predictability were manipulated using lexically associated word pairs. Activation patterns on the late positive complex…

  12. Making the right move: investigating employers’ recruitment strategies

    NARCIS (Netherlands)

    Gërxhani, K.; Koster, F.

    2015-01-01

    Purpose: The purpose of this paper is to investigate employers’ recruitment strategies to address distinct job-related agency problems before establishing an employment relationship. Insights from agency theory and the social embeddedness perspective are combined to hypothesize whether and why

  13. High School Profiles: Application of HTML for Recruitment Decision Making

    Science.gov (United States)

    Johnson, Iryna Y.

    2008-01-01

    Because high school graduates are many colleges' primary target population, information on high school students' performance and sociodemographic characteristics becomes important for the recruitment process. This article introduces an HTML application (referred to here as the High School Profile) that arranges high school information and makes…

  14. Building Authenticity in Social Media Tools to Recruit Postsecondary Students

    Science.gov (United States)

    Sandlin, Jean Kelso; Peña, Edlyn Vallejo

    2014-01-01

    An increasing number of institutions utilize social media tools, including student-written blogs, on their admission websites in an effort to enhance authenticity in their recruitment marketing materials. This study offers a framework for understanding what contributes to prospective college students' perceptions of social media authenticity…

  15. Recruiting Hispanics to dietetics: WIC educators' perceptions of the profession.

    Science.gov (United States)

    Heiss, Cynthia J; Henley, Samantha M; Daniluk, Patricia; Rengers, Bruce; Fajardo-Lira, Claudia; Gillette, Cynthia Dormer; Bizeau, Michael

    2012-01-01

    Although Hispanics comprise approximately 12% of the population, only 3% of registered dietitians (RDs) are Hispanic. This pilot study explored non-RD Hispanic Women, Infant and Children (WIC) educators' perceptions of dietetics and identified recruitment strategies to increase Hispanic representation. Hispanic WIC educators (n = 48) completed a questionnaire to determine reasons for not pursuing RD status, reasons Hispanics are underrepresented in dietetics, and recruitment strategies. Thirty-eight percent of respondents planned on becoming an RD; 56% had considered becoming an RD. Eighty-two percent postponed pursing the RD due to expense and 65% due to life circumstances. Reasons cited for underrepresentation of Hispanics in the field included lack of knowledge about dietetics, lack of Hispanic role models, and length and expense of training. Suggested recruitment strategies included scholarships, mentoring programs, and awareness campaigns with schools and community-based organizations serving Hispanics. Many WIC educators are interested in becoming RDs, but barriers prevent them from pursing the necessary education and training. To support WIC educators in becoming RDs, the length and expense of the education/ training should be addressed. Increasing awareness of the profession in the Hispanic community and providing financial support would help recruit more Hispanics to the dietetics major.

  16. Workers in Agribusiness: Profile, Images, Recruitment, Mobility, and Occupations.

    Science.gov (United States)

    Taylor, Lee, Ed.; Leagans, J. Paul, Ed.

    Designed and conducted by a team of professors and research associates at New York State College of Agriculture, this study focuses on five primary areas of concern: (1) profile of firms and workers, (2) images of agribusiness work, (3) recruitment, (4) occupational mobility, and (5) agribusiness occupations and projections. Findings reveal that…

  17. Protein misfolding specifies recruitment to cytoplasmic inclusion bodies.

    Science.gov (United States)

    Bersuker, Kirill; Brandeis, Michael; Kopito, Ron R

    2016-04-25

    Inclusion bodies (IBs) containing aggregated disease-associated proteins and polyubiquitin (poly-Ub) conjugates are universal histopathological features of neurodegenerative diseases. Ub has been proposed to target proteins to IBs for degradation via autophagy, but the mechanisms that govern recruitment of ubiquitylated proteins to IBs are not well understood. In this paper, we use conditionally destabilized reporters that undergo misfolding and ubiquitylation upon removal of a stabilizing ligand to examine the role of Ub conjugation in targeting proteins to IBs that are composed of an N-terminal fragment of mutant huntingtin, the causative protein of Huntington's disease. We show that reporters are excluded from IBs in the presence of the stabilizing ligand but are recruited to IBs after ligand washout. However, we find that Ub conjugation is not necessary to target reporters to IBs. We also report that forced Ub conjugation by the Ub fusion degradation pathway is not sufficient for recruitment to IBs. Finally, we find that reporters and Ub conjugates are stable at IBs. These data indicate that compromised folding states, rather than conjugation to Ub, can specify recruitment to IBs.

  18. Marketing Study Abroad Programs: A Student Recruitment Model

    Science.gov (United States)

    Lukosius, Vaidas; Festervand, Troy A.

    2013-01-01

    The number of American students studying abroad increases every year. That might suggest that recruiting students to participate in such an educational opportunity would present little difficulty. On the contrary, as domestic student participation in such programs has risen, so has the number of competing programs. Thus, the viability of any study…

  19. Why Schools Do Not Release ASVAB Scores to Military Recruiters

    Science.gov (United States)

    2012-06-08

    78“Family Educational Rights and Protection Act,” US Department of Education, http://www2.ed.gov/policy/ gen ...help a recruiter help a student. A student may want to be a truck driver, or a paralegal , but may not have financial means to attend a post-secondary

  20. Building Authenticity in Social Media Tools to Recruit Postsecondary Students

    Science.gov (United States)

    Sandlin, Jean Kelso; Peña, Edlyn Vallejo

    2014-01-01

    An increasing number of institutions utilize social media tools, including student-written blogs, on their admission websites in an effort to enhance authenticity in their recruitment marketing materials. This study offers a framework for understanding what contributes to prospective college students' perceptions of social media authenticity…

  1. The Recruiting Game: Community Colleges Step up to the Plate.

    Science.gov (United States)

    Bus, Ken

    This paper offers advice for ways in which community colleges can approach the challenge of recruiting international students. Community colleges are enjoying a new popularity with overseas students, even though other higher education programs are showing slow growth for this group. According to the paper, it is becoming more common to find…

  2. Leadership Success in Schools: Planning, Recruitment, and Socialization

    Science.gov (United States)

    Normore, Anthony H.

    2004-01-01

    This article presents findings from an exploratory study that compared and contrasted leadership succession planning in two large Ontario school districts with focus on three themes: (a) leadership succession planning, (b) recruitment and selection, and (c) professional and organizational socialization of school administrators. Among the findings…

  3. Recruiting Diverse Students and Enabling Them to Succeed in STEM

    Science.gov (United States)

    Tremmel, Michael J.; Pre-Major in Astronomy Program

    2015-01-01

    Improving the diversity within the rapidly growing fields of science, technology, engineering, and mathematics (STEM) has become a forefront issue facing collegiate departments today. It is well known that there are large gaps in the participation and performance of minorities, women, and low-income students within these fields and that special attention must be paid in order to close this gap. Since 2005, the Pre-Major in Astronomy Program (Pre-MAP) at the University of Washington (UW) Department of Astronomy has made a concentrated effort to recruit and retain underrepresented undergraduates in STEM, at which it has been very successful. Of course, recruiting these students can be a challenge, as is creating a curriculum and atmosphere that enables undergraduates to successfully participate in real astronomy research during their first or second year at a four-year college. Pre-MAP recruits a significant population of minorities and women into the program. The structure of the seminar is intended to not only provide necessary skills and experience, but also create a collaborative and supportive atmosphere among each cohort. I will discuss the recruitment practices of Pre-MAP as well as the structure of the seminar and how it addresses the goal of early participation and success in STEM research and course work.The intent of this talk is to share our methods so that more programs like Pre-MAP can be adopted successfully in other institutions.

  4. 41 CFR 60-20.2 - Recruitment and advertisement.

    Science.gov (United States)

    2010-07-01

    ... advertisement. 60-20.2 Section 60-20.2 Public Contracts and Property Management Other Provisions Relating to... OF LABOR 20-SEX DISCRIMINATION GUIDELINES § 60-20.2 Recruitment and advertisement. (a) Employers... occupation qualification. (b) Advertisement in newspapers and other media for employment must not express...

  5. Recruiting and Selecting Principals. ERIC Digest Series Number EA27.

    Science.gov (United States)

    Klauke, Amy

    This ERIC Digest is an overview of the process of recruiting and selecting principals. Criteria for selecting a principal should include problem analysis, organizational ability, decisiveness, effective communication skills, and stress tolerance, along with personal qualities such as dedication, creativity, and enthusiasm. Innovative steps that…

  6. Biofilm recruitment of Vibrio cholerae by matrix proteolysis.

    Science.gov (United States)

    Duperthuy, Marylise; Uhlin, Bernt Eric; Wai, Sun Nyunt

    2015-11-01

    The appearance of bacterial biofilms involves secretion of polysaccharides and proteins that form an extracellular matrix embedding the bacteria. Proteases have also been observed, but their role has remained unclear. Smith and co-workers have now found that proteolysis can contribute to further recruitment of bacteria to Vibrio cholerae biofilms.

  7. Buoyed by Divestment Victories, Activists Protest CIA Recruiting.

    Science.gov (United States)

    Greene, Elizabeth

    1987-01-01

    Inspired by victories in the South African divestment movement and fueled by the Iran-Contra affair, student activists are intensifying the perennial crusade to ban Central Intelligence Agency (CIA) recruiters from campuses, but other students dislike the interference and the CIA says that job-seekers are increasing. (MSE)

  8. An Integrated Approach to Recruiting and Retaining Appalachian Engineering Students

    Science.gov (United States)

    Winn, Gary; Hensel, Robin; Curtis, Reagan; Taylor, Lydotta M.; Cilento, Gene

    2012-01-01

    Recruiting and retaining Appalachian engineering students is difficult for a variety of ecological and cultural reasons. At West Virginia University an NSF STEP grant has allowed the development of specific interventions to evolve from an ecological model we describe here. The interventions include web-based, realistic engineering design exercises…

  9. Paid and unpaid benefits. Strategies for nurse recruitment and retention.

    Science.gov (United States)

    Klemm, R; Schreiber, E J

    1992-03-01

    One of the biggest problems facing hospital administrators is the recruitment and retention of nursing staff. The authors examine how a sampling of hospitals are meeting this challenge and describe important tangible and intangible benefits that can curb nursing turnover. This study defines ways to boost employee morale and cut administrative costs.

  10. Factors Affecting Recruitment into Child and Adolescent Psychiatry Training

    Science.gov (United States)

    Shaw, Jon A.; Lewis, John E.; Katyal, Shalini

    2010-01-01

    Objective: The authors studied the factors affecting the recruitment into child and adolescent psychiatry training in the United States. Methods: Medical students (n = 154) and general and child and adolescent psychiatry residents (n = 111) completed a questionnaire to evaluate career choice in child psychiatry (n = 265). Results: Compared with…

  11. Internet College Recruiting and Marketing: Web Promotion, Techniques and Law.

    Science.gov (United States)

    Mentz, George; Whiteside, Richard

    2003-01-01

    After using online recruiting techniques, researching Internet marketing, and consulting companies regarding search engine ranking, the authors made many observations about the evolution of the Internet as a tool for educating students and targeting enrollment for new admission. Article presents recommendations for using Internet to promote online…

  12. Recruiting Languages and Lifeworlds for Border-Crossing Compositions

    Science.gov (United States)

    Skerrett, Allison; Bomer, Randy

    2013-01-01

    In this article, we show how two transnational youth, with the instructional support of their teacher, recruited their languages and lifeworlds, particularly their border-crossing experiences, as tools for engaging with school-based literacy practices. We analyze literary texts that the students composed, showing how the students' uses of…

  13. High School Profiles: Application of HTML for Recruitment Decision Making

    Science.gov (United States)

    Johnson, Iryna Y.

    2008-01-01

    Because high school graduates are many colleges' primary target population, information on high school students' performance and sociodemographic characteristics becomes important for the recruitment process. This article introduces an HTML application (referred to here as the High School Profile) that arranges high school information and makes…

  14. Recruitment facilitation can drive alternative states on temperate reefs.

    Science.gov (United States)

    Baskett, Marissa L; Salomon, Anne K

    2010-06-01

    How the combination of positive and negative species interactions acts to drive community dynamics is a fundamental question in ecology. Here we explore one aspect of this question by expanding the theory of predator-mediated coexistence to include the potential role of facilitation between the predator and inferior competitor. To motivate and illustrate our simple model, we focus on sea-urchin-algae interactions in temperate rocky reef systems and incorporate recruitment facilitation, a common characteristic of marine systems. Specifically, the model represents sea urchin grazing on macroalgae, macroalgal competition with crustose coralline algae (CCA), and facilitation of sea urchin recruitment to CCA. These interactions generate alternative stable states, one dominated by macroalgae and the other by urchins, which do not occur when recruitment facilitation of urchins to CCA is ignored. Therefore, recruitment facilitation provides a possible mechanism for alternative kelp forest and urchin barren states in temperate marine systems, where storm events or harvesting of urchins or their predators can drive switches between states that are difficult to reverse. In systems with such dynamics, spatial management such as no-take marine reserves may play a crucial role in protecting community structure by increasing the resilience to shifts between states.

  15. Minority Recruitment and Retention for Universities: Bilingual Special Education Faculty

    Science.gov (United States)

    Brice, Alejandro E.

    2012-01-01

    Recruitment and retention of minority faculty in bilingual special education is a perilous task. Research has shown that minority faculty/teachers are able to provide emotional support, mentor students, serve as role models, create a positive climate, provide diverse views, increase collaboration among faculty and teachers, and work with…

  16. CD36 is important for adipocyte recruitment and affects lipolysis

    NARCIS (Netherlands)

    Vroegrijk, I.O.; Klinken, J.B. van; Diepen, J.A. van; Berg, S.A. van den; Febbraio, M.; Steinbusch, L.K.; Glatz, J.F.; Havekes, L.M.; Voshol, P.J.; Rensen, P.C.; Dijk, K.W. van; Harmelen, V. van

    2013-01-01

    Objective: The scavenger receptor CD36 facilitates the cellular uptake of long-chain fatty acids. As CD36-deficiency attenuates the development of high fat diet (HFD)-induced obesity, the role of CD36-deficiency in preadipocyte recruitment and adipocyte function was set out to characterize. Design a

  17. CD36 is important for adipocyte recruitment and affects lipolysis

    NARCIS (Netherlands)

    Vroegrijk, I.O.; Klinken, J.B. van; Diepen, J.A. van; Berg, S.A. van den; Febbraio, M.; Steinbusch, L.K.; Glatz, J.F.C.; Havekes, L.M.; Voshol, P.J.; Rensen, P.C.; Dijk, K.W. van; Harmelen, V. van

    2013-01-01

    OBJECTIVE: The scavenger receptor CD36 facilitates the cellular uptake of long-chain fatty acids. As CD36-deficiency attenuates the development of high fat diet (HFD)-induced obesity, the role of CD36-deficiency in preadipocyte recruitment and adipocyte function was set out to characterize. DESIGN A

  18. Study Healthy Ageing and Intellectual Disabilities: Recruitment and Design

    Science.gov (United States)

    Hilgenkamp, Thessa I. M.; Bastiaanse, Luc P.; Hermans, Heidi; Penning, Corine; van Wijck, Ruud; Evenhuis, Heleen M.

    2011-01-01

    Problems encountered in epidemiologic health research in older adults with intellectual disabilities (ID) are how to recruit a large-scale sample of participants and how to measure a range of health variables in such a group. This cross-sectional study into healthy ageing started with founding a consort of three large care providers with a total…

  19. Student Recruitment and Relationship Marketing--Convergence or Contortion?

    Science.gov (United States)

    Beneke, J.

    2011-01-01

    This article investigates the intersection of student recruitment and relationship marketing in the public high education sector. They key objectives of this analysis are to understand if a strategic fit exists and whether South African institutions are indeed embracing the principles of relationship marketing in order to optimise their student…

  20. Dilemmas of a Newly Recruited Academic Qualified Professor: A Case

    Science.gov (United States)

    Agrawal, Anand

    2015-01-01

    This case describes the situation of a newly recruited academic professor who volunteered to teach a course on Research Methods to first-term MBA students in a practitioner-oriented case method Business School. Research Methods is a unique course due to its relevance not only in business but also across all graduate programs. Instructional and…