Relevant bibliographies by topics / Applicants Evaluation

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  2. Dissertations / Theses
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  4. Book chapters
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Academic literature on the topic 'Applicants Evaluation'

Author: Grafiati
Published: 10 March 2023

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Journal articles on the topic "Applicants Evaluation"

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Becton, John Bret, H. Jack Walker, J. Bruce Gilstrap, and Paul H. Schwager. "Social media snooping on job applicants." Personnel Review 48, no. 5 (August 2, 2019): 1261–80. http://dx.doi.org/10.1108/pr-09-2017-0278.

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Purpose The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors and suitability for hire. Design/methodology/approach Using an experimental design, 354 HR professionals participated in a two-part study. In part 1, participants viewed a fictitious resume and rated the applicant’s likelihood to engage in counterproductive work behavior as well as likelihood of a hiring recommendation. In part 2, participants viewed a fictitious social networking website profile for the applicant and repeated the ratings from part 1. The authors analyzed their responses to determine the effect viewing a social network website (SNW) profile had on ratings of the applicant. Findings Unprofessional SNW information negatively affected ratings of applicants regardless of applicants’ qualifications, while professional SNW profile information failed to improve evaluations regardless of qualifications. Originality/value Anecdotal reports suggest that many employers use SNW information to eliminate job applicants from consideration despite an absence of empirical research that has examined how SNW content influences HR recruiters’ evaluation of job applicants. This study represents one of the first attempts to understand how HR professionals use such information in screening applicants. The findings suggest that unprofessional SNW profiles negatively influence recruiter evaluations while professional SNW profile content has little to no effect on evaluations.
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Hansroth, Joseph A., Kristin H. Davis, Kimberly D. Quedado, Stephen M. Davis, Autumn S. Kiefer, Erica B. Shaver, Christopher S. Kiefer, Scott Cottrell, and Norman D. Ferrari. "Lower-Third SLOE Rankings Impede, But Do Not Prevent, A Match in Emergency Medicine Residency Training." Journal of Medical Education and Curricular Development 7 (January 2020): 238212052098048. http://dx.doi.org/10.1177/2382120520980487.

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Objective: Emergency medicine program directors (PD) value the standardized letter of evaluation (SLOE) as the most important aspect of a residency application when making both invitation and ranking decisions. This study aims to determine whether the presence of any lower-third in either SLOE global assessment (GA) question impacted the ability of an applicant to match into EM. We hypothesized that any lower-third ranking would be associated with increased odds of not matching into EM. Methods: We conducted a retrospective cohort study evaluating allopathic applicants from medical schools in the United States (US allopathic applicants) to a single EM residency program during the 2018/2019 match cycles. GA SLOE rankings from all applications were tabulated and compared to the applicant’s National Resident Matching Program (NRMP) match outcome. Comparative analyses were conducted between SLOE groupings and odds ratios (OR) were calculated. Results: A total of 2,017 SLOEs from 781 US allopathic applicants were analyzed during the study period. Of the total, 277 (35%) applicants in our sample had any lower-third GA ranking, which significantly decreased an applicant’s odds of matching in EM by 79% (OR 0.21, 95% CI, 0.12-0.34). Having more than one lower-third GA ranking did not further statistically decrease the odds of a successful EM match (OR 0.60, 95% CI 0.31-1.17). As a secondary finding of the study, results demonstrate that those applicants having no lower-third GA rankings had a nearly 5 times increased odds of an EM match (OR 4.84, 95% CI, 2.91-8.03). Conclusion: Having any lower-third GA ranking significantly reduced an applicant’s chances of matching into an EM program. Faculty advisors should be aware of the increased risk of not matching for any applicant with any lower-third GA ranking and advise students appropriately, while maintaining the integrity of the SLOE and not divulging the confidential information contained within.
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Severin, Anna, Joao Martins, Rachel Heyard, François Delavy, Anne Jorstad, and Matthias Egger. "Gender and other potential biases in peer review: cross-sectional analysis of 38 250 external peer review reports." BMJ Open 10, no. 8 (August 2020): e035058. http://dx.doi.org/10.1136/bmjopen-2019-035058.

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ObjectivesTo examine whether the gender of applicants and peer reviewers and other factors influence peer review of grant proposals submitted to a national funding agency.SettingSwiss National Science Foundation (SNSF).DesignCross-sectional analysis of peer review reports submitted from 2009 to 2016 using linear mixed effects regression models adjusted for research topic, applicant’s age, nationality, affiliation and calendar period.ParticipantsExternal peer reviewers.Primary outcome measureOverall score on a scale from 1 (worst) to 6 (best).ResultsAnalyses included 38 250 reports on 12 294 grant applications from medicine, architecture, biology, chemistry, economics, engineering, geology, history, linguistics, mathematics, physics, psychology and sociology submitted by 26 829 unique peer reviewers. In univariable analysis, male applicants received more favourable evaluation scores than female applicants (+0.18 points; 95% CI 0.14 to 0.23), and male reviewers awarded higher scores than female reviewers (+0.11; 95% CI 0.08 to 0.15). Applicant-nominated reviewers awarded higher scores than reviewers nominated by the SNSF (+0.53; 95% CI 0.50 to 0.56), and reviewers from outside of Switzerland more favourable scores than reviewers affiliated with Swiss institutions (+0.53; 95% CI 0.49 to 0.56). In multivariable analysis, differences between male and female applicants were attenuated (+0.08; 95% CI 0.04 to 0.13) whereas results changed little for source of nomination and affiliation of reviewers. The gender difference increased after September 2011, when new evaluation forms were introduced (p=0.033 from test of interaction).ConclusionsPeer review of grant applications at SNSF might be prone to biases stemming from different applicant and reviewer characteristics. The SNSF abandoned the nomination of peer reviewers by applicants. The new form introduced in 2011 may inadvertently have given more emphasis to the applicant’s track record. We encourage other funders to conduct similar studies, in order to improve the evidence base for rational and fair research funding.
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Pansu, Pascal, and Michel Dubois. "The effects of face attractiveness onpre-selective recruitment." Swiss Journal of Psychology 61, no. 1 (March 2002): 15–20. http://dx.doi.org/10.1024//1421-0185.61.1.15.

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The aim of this study was to determine how facial attractiveness of applicants influences pre-selective evaluation in two different occupational fields (one relational and one non-relational). A total of 224 participants (working individuals and students) were asked to judge a fictitious applicant based on a resumé (applicant’s qualifications: highly vs. less qualified) and a photograph (attractive vs. unattractive). Overall, the results showed that facial-attractiveness effects on interpersonal judgments are not absolute, and that their occurrence partly depends on the situation in which the judgments are made. Regardless of occupational field, when the applicants were highly qualified (whether attractive or unattractive) they were systematically judged positively, whereas in the case of less qualified applicants, facial attractiveness differentially affected judgments in the two occupational fields: less-qualified but attractive applicants were only judged more favorably than less-qualified and unattractive ones when the job involved relational skills.
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Schmid Mast, Marianne, Denise Frauendorfer, and Laurence Popovic. "Self-Promoting and Modest Job Applicants in Different Cultures." Journal of Personnel Psychology 10, no. 2 (January 2011): 70–77. http://dx.doi.org/10.1027/1866-5888/a000034.

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The goal of this study was to investigate the influence of the recruiter’s cultural background on the evaluation of a job applicant’s presentation style (self-promoting or modest) in an interview situation. We expected that recruiters from cultures that value self-promotion (e.g., Canada) will be more inclined to hire self-promoting as compared to modest applicants and that recruiters from cultures that value modesty (e.g., Switzerland) will be less inclined to hire self-promoting applicants than recruiters from cultures that value self-promotion. We therefore investigated 44 native French speaking recruiters from Switzerland and 40 native French speaking recruiters from Canada who judged either a self-promoting or a modest videotaped applicant in terms of hireability. Results confirmed that Canadian recruiters were more inclined to hire self-promoting compared to modest applicants and that Canadian recruiters were more inclined than Swiss recruiters to hire self-promoting applicants. Also, we showed that self-promotion was related to a higher intention to hire because self-promoting applicants are perceived as being competent.
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Wang, Jingyan, Carmel Baharav, Nihar B. Shah, Anita Williams Woolley, and R. Ravi. "Allocation Schemes in Analytic Evaluation: Applicant-Centric Holistic or Attribute-Centric Segmented?" Proceedings of the AAAI Conference on Human Computation and Crowdsourcing 10, no. 1 (October 14, 2022): 207–18. http://dx.doi.org/10.1609/hcomp.v10i1.22000.

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Many applications such as hiring and university admissions involve evaluation and selection of applicants. These tasks are fundamentally difficult, and require combining evidence from multiple different aspects (what we term "attributes"). In these applications, the number of applicants is often large, and a common practice is to assign the task to multiple evaluators in a distributed fashion. Specifically, in the often-used holistic allocation, each evaluator is assigned a subset of the applicants, and is asked to assess all relevant information for their assigned applicants. However, such an evaluation process is subject to issues such as miscalibration (evaluators see only a small fraction of the applicants and may not get a good sense of relative quality), and discrimination (evaluators are influenced by irrelevant information about the applicants). We identify that such attribute-based evaluation allows alternative allocation schemes. Specifically, we consider assigning each evaluator more applicants but fewer attributes per applicant, termed segmented allocation. We compare segmented allocation to holistic allocation on several dimensions via theoretical and experimental methods. We establish various tradeoffs between these two approaches, and identify conditions under which one approach results in more accurate evaluation than the other.
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Darioly, Annick, and Ronald E. Riggio. "Nepotism in the Hiring of Leaders." Swiss Journal of Psychology 73, no. 4 (January 2014): 243–48. http://dx.doi.org/10.1024/1421-0185/a000143.

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This study examines how applicants who are relatives of the company’s executives are perceived when they are being considered for a leadership position. In a 2 (Family ties: with vs. without) × 2 (Applicant qualifications: well-qualified vs. underqualified) experimental design, 165 Swiss employees read the applicant’s job application and evaluated the hiring decision, the perceived competence, and the perceived career progress of the target employee. This research showed that even a well-qualified potential employee received a more negative evaluation if the candidate had family ties to the company. Despite their negative evaluation of potential nepotistic hires, the participants nevertheless believed that family ties would boost the career progress of an underqualified applicant. Limitations and implications are discussed.
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Devlin, Ann Sloan. "Architects: Gender-Role and Hiring Decisions." Psychological Reports 81, no. 2 (October 1997): 667–76. http://dx.doi.org/10.2466/pr0.1997.81.2.667.

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To examine architects' judgments of male and female applicants represented by the information in resumes, 204 architects, 156 men and 48 women, licensed in the state of Connecticut participated in a 2(job level) by 2(sex) between-subjects study. Architects were asked how they would rate applicants' potential (including the decision to hire) and gender-role characteristics judged on the basis of one-page resumes. Architects randomly assigned resumes for one of four evaluation conditions (intern or senior architect; male or female), rated the applicant on seven job-related characteristics, e.g., technical skill, potential for advancement, and completed the Bern Sex-role Inventory as they thought items applied to the applicant. Analysis indicated that male architect respondents were more likely to hire male applicants than female applicants as senior architects and that female applicants were judged to be as masculine-typed as were male applicants.
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Girolamo, Teresa M., Stephen Politzer-Ahles, Samantha Ghali, and Brittany Theresa Williams. "Preliminary Evaluation of Applicants to Master's Programs in Speech-Language Pathology Using Vignettes and Criteria From a Holistic Review Process." American Journal of Speech-Language Pathology 31, no. 2 (March 10, 2022): 552–77. http://dx.doi.org/10.1044/2021_ajslp-20-00352.

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Purpose: Little is known about how others evaluate applicants to master's programs in speech-language pathology along criteria used during holistic review despite more programs adopting holistic review. This knowledge gap limits our understanding of whether holistic admissions may offer a more equitable pathway to entering speech-language pathology. This study investigated how faculty and PhD students evaluated applicants to master's speech-language pathology programs along criteria used during holistic review. Method: We administered a survey online through a Qualtrics platform. Respondents ( N = 66) were faculty and PhD candidates in U.S. speech-language-hearing departments. Survey blocks included demographics, professional background, and vignettes. Vignettes featured profiles of applicants to master's programs in speech-language pathology. Vignettes systematically varied in the indicators of applicant criteria, which were specified at low, moderate, or high levels or not specified. After reading each vignette, respondents rated the applicant and indicated their admissions decision. Analysis included descriptives. Results: Relative to an applicant who was at a high level for all indicators except cultural and linguistic diversity, respondents ranked applicants who varied in their indicators of criteria levels lower. Respondents were also less likely to make an explicit “accept” decision (vs. “waitlist” or “reject”) for this latter group of applicants. Conclusions: Even when implementing criteria used during holistic review, applicants who vary from a “high-achieving” stereotype may still face barriers to entry. Future work is needed to understand the precise nature of how holistic admissions review may play out in actual practice and help increase diversity in the profession.
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Tsai, Wei-Chi, Chien-Cheng Chen, and Su-Fen Chiu. "Exploring Boundaries of the Effects of Applicant Impression Management Tactics in Job Interviews." Journal of Management 31, no. 1 (February 2005): 108–25. http://dx.doi.org/10.1177/0149206304271384.

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Applicant impression management tactics have been shown to positively influence interviewer evaluations. This study extends previous research by examining the moderating roles of interview structure, customer-contact requirement, and interview length in real employment interviews for actual job openings. Results from 151 applicants of 25 firms showed that the more structured the interview, the weaker the relationship between applicant nonverbal tactics and interviewer evaluation. In addition, when the extent of customer contact required for a job was relatively low, the influence of applicant self-focused tactics on interviewer evaluation was minimized. Furthermore, when the interview was of longer duration, the effects of applicant self-focused tactics became insignificant.
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Dissertations / Theses on the topic "Applicants Evaluation"

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Flagle, Andrew Loren. "A national study of institutional policies for the evaluation of transfer applicants." Diss., Connect to online resource - MSU authorized users, 2008.

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Thesis (Ph.D.)--Michigan State University. Dept. of Higher, Adult, and Lifelong Education, 2008.
Title from PDF t.p. (viewed on Apr. 1, 2009) Includes bibliographical references (p.197-212). Also issued in print.
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Niu, Yuanlu. "How facial attractiveness of Chinese female applicants affects the decisions regarding a hypothetical employment evaluation." OpenSIUC, 2018. https://opensiuc.lib.siu.edu/dissertations/1562.

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The purpose of this study was to explore how facial attractiveness of female job applicants influences the decision-making regarding a hypothetical employment evaluation in China. The study examined the effects of raters’ gender, job applicants’ facial attractiveness, and job applicants’ professional qualifications (education attainment and the years of work experience) on the interview selection, hiring, and salary decisions in a hypothetical situation. To examine the research hypotheses, a laboratory or “controlled” experiment was conducted in this quantitative study. There were two stages in this study. In Stage I, participants were recruited to rate 20 female facial photos, and based on the rating, the researcher selected two attractive photos and two unattractive photos to use in Stage II. In Stage II, college students of Human Resource Management (HRM) were recruited to evaluate six female job applications for an administrative assistant position in a hypothetical situation. Each application included one resume (high professional qualification or low professional qualification) and a photo indicator (an attractive photo, unattractive photo or no photo). Both Stage I and Stage II were within-subjects designs, also known as “repeated measures” designs. The study concluded that lookism or attractiveness bias existed in the hypothetical employment evaluations for the female applicants. Attaching an attractive photo on the resume was a benefit for the female applicants applying for the administration assistant position. Both male and female raters were more likely to interview, hire, and offer a higher salary to applicants with an attractive photo than the ones with an unattractive photo or without a photo in all of the hypothetical situations. However, male raters were more sensitive to the physical attractiveness of applicants than the female raters. Therefore, the issues of lookism or attractiveness bias in the workplace should be addressed. The author suggested that an application system should be designed and implemented which could prevent lookism at the early stages of the hiring process. Also, clarifying the definition of physical appearance discrimination and establishing legislation specific to physical appearance discrimination would be helpful to reduce the issues of lookism. Diversity training should be provided to employers and employees in the workplace to increase awareness of employment lookism. In future studies, the actual human resource (HR) professionals could be included to explore the effect of facial attractiveness on their employment decisions in the actual workplaces across different occupations and different cultures. In addition, future research could include several potential variables to control for a potentially significant aspect, such as rater’s attractiveness, rater’s age, years of rater in their professional field, or applicant’s gender.
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Bowman, Jeffry Stephen. "The Relationship Between Applicant Age and Evaluator Age in Pre-Interview Screening of Teacher Applicants." The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1364296161.

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Stoddard, Jil A. "An evaluation of the impact of the Virginia employment commission's applicant screening procedure on the job service applicant." Thesis, Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/94473.

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The Virginia Employment Commission's Job Service has implemented an automated testing procedure to refer applicants to job openings. This procedure, Validity Generalization (VG) testing, utilizes the General Aptitude Test Battery (GATB) to assess and predict ability for successful performance in all occupations. The purpose of this study was to assess applicants' reactions to VG testing and to evaluate VG' s impact on applicants' subsequent placement outcomes. Twelve research questions were developed to examine applicants' attitudes toward 1) the GATB's useful-ness as an ability test and referral tool, 2) the services provided by the Job Service, and 3) their job. Overall findings revealed certain important trends. First, although initial reactions to VG were favorable, applicants' attitudes twelve weeks later were much less favorable, indicating dissatisfaction with the outcome of Job Service placement eff0rts. Only 7% of applicants tested were placed through VG referral. Second, findings indicated that VG testing produced no significant negative impact on applicant subgroups, such as minorities, females, Veterans, etc., relative to other applicants. Finally, results suggested that applicants placed through VG referral were no more satisfied with those jobs, perceived them to be no better person/job 'matches', and were no less likely to turnover than applicants placed through other means. Due to insufficient sample sizes for many analyses, the reliability of certain findings is uncertain. It was recommended that the VEC increase the number of applicant referrals made through VG, ensure that computer-maintained records are accurate and accessible and that Job Service personnel more-stringently follow the 'top-down' rank-ordered referral procedures which optimize the effectiveness of VG testing.
M.S.
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BUSCICCHIO, GIULIA. "Il Gender Bias nella Valutazione delle Lettere Motivazionali: Il Ruolo della Stereotipicità di Genere, della Struttura Argomentativa e delle Caratteristiche del Linguaggio." Doctoral thesis, Università Cattolica del Sacro Cuore, 2021. http://hdl.handle.net/10280/107359.

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Per esaminare quali fattori interagiscono nel causare una diversa percentuale di donne e uomini in alcuni settori lavorativi, mi sono concentrata sugli effetti della manipolazione del linguaggio di tratti e debolezze che descrivono candidati stereotipici o controstereotipici sulla valutazione finale dei candidati. A tal fine, ho condotto tre studi pilota e tre studi principali. Questi effetti sono stati testati considerando anche l'effetto del processo cognitivo dei partecipanti e delle caratteristiche interne (es. bias di genere, attitudini verso le donne, comunion e agency dei partecipanti), che sono stati integrati in un nuovo path model che è stato testato nei tre studi. I risultati hanno mostrato che la manipolazione del linguaggio in cui sono state presentate le informazioni sui tratti e sulle debolezze ha aiutato solo i candidati donna a migliorare la propria valutazione: le donne controstereotipiche descritte concretamente, così come le donne stereotipiche descritte in modo astratto hanno ottenuto un giudizio più favorevole rispetto agli uomini. Il path model ha rivelato che l'onestà percepita dei candidati svolge un ruolo mediatore nella relazione delle caratteristiche interne dei partecipanti e la valutazione dei candidati.
To examine which factors act together in causing unbalanced percentage of women and men in different job sectors, I focused on the effects of the manipulation of the language in which stereotypical or counterstereotypical applicants’ traits and weaknesses are presented on the evaluation of female and male target applicants. To this end, I conducted three pilot studies and three studies. These effects were tested while considering also the effect of participants’ cognitive process and internal characteristics (e.g., gender bias, attitudes toward women, self-reported communion, and agency), which were integrated into a new path model that was performed along with the three studies. Results showed that manipulating language in which information on traits and weaknesses was presented helped only female applicants to increase their evaluation: Counterstereotypical women concretely described, as well as stereotypical women abstractly described gain more positive evaluation than men. The final path model revealed the perceived honesty of applicants plays the mediating role in the relation of some participants’ internal characteristics with the evaluation of applicants. Theoretical and practical implication have been discussed.
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Hunter, Seft. "The relationship of interviewer's communication behaviors and applicant's evaluation of the interviewer." Morgantown, W. Va. : [West Virginia University Libraries], 2001. http://etd.wvu.edu/templates/showETD.cfm?recnum=1914.

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Sink, David William 1947. "The Impact of Applicant Disability on Personnel Managers' Evaluative Judgments." Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/72899.

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This study was the investigation of the effects of five factors related to hiring handicapped individuals. The five factors were psychological disability, physical disability, no disability, and a good or poor work record. The purpose of the study was to determine whether a relationship existed between perceived employment decisions and (a) applicant disability; (b) applicant work record; and (c) personnel managers' demographic characteristics.
The population from which the sample was drawn consisted of personnel managers in personnel associations and educational administrators in the piedmont and eastern sections of North Carolina in June and July of 1983. The sample for the study consisted of 133 persons, stratified by size of company or institution.
The personnel managers were randomly assigned to one of six experimental conditions in a 2 x 3 (levels of disability x levels of work record) factorial design. Each subject reviewed staged information on the job applicant prior to listening to a taped job interview of the applicant. After hearing the interview, managers rated the quality of the interview, using the Job Interview Rating Scale and stated the probability that they would hire the applicant on the Probability Of Hire Score. Factors affecting personnel managers' decisions to hire the handicapped were identified through a personnel managers' questionnaire.
Higher ratings of the job interview and higher probability of hiring occurred when a positive work record was present. Applicants were less likely to be hired if they had a psychological disability. Ratings of job interviews were not affected by disability levels. There were no interactions between work records and disability status. "Ability to perform job" and "productivity" were ranked by the managers as the most influential among the 26 factors considered by personnel managers when making decisions to hire the handicapped. None of the demographic variables of personnel managers of age, sex, education and experience were significant in their relationship to hiring. Sex of the interviewer appeared to be the best predictor of interview rating.
Ed. D.
Vita.
Abstract.
Bibliography: leaves 94-106.
This dissertation may contain sensitive information and is therefore not available online.
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Moore, Jason S. "THE EFFECTS OF DIVERSITY INITIATIVES ON THE DISTORTION OF APPLICANT QUALIFICATIONS AND DECISION STANDARDS." Bowling Green State University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1162227465.

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Kaiser, Sally Allene. "Job applicants' age, gender, and exercise lifestyle as determinants of evaluations of hiring application forms." CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/696.

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Taylor, Mary Anne. "The effects of rater sex, ratee sex, and applicant attire on personnel selection." Thesis, Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/101466.

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The impact of attire on assessments of job applicants was investigated by creating three dress conditions for two male and two female rates. A formal, intermediate, and casual condition were portrayed for each of the four stimuli. Stimuli were rated on six dimensions relevant to performance as a retail department store manager in a between-subjects design. Results indicate that the role of attire in estimates of performance depends on the sex of the rater and the sex of the ratee. Dissimilar ratings were obtained from males and females who assessed individuals in a particular dress condition. These results indicated that the hypothesized main effects for dress and rater sex were overly simplistic. The implication of this finding for future research is discussed. Findings also suggested the importance of including a reasonable range and portrayal of attire in studies of this type. The inclusion of an intermediate apparel condition showed that raters prefer this attire over formal wear under certain rating conditions. The importance of this finding for future attire research designs is discussed.
M.S.
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Books on the topic "Applicants Evaluation"

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Ragsdale, Dee Peace. Survey of permit applicants report. [Olympia, Wash.]: Washington State Dept. of Ecology, 2003.

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Ragsdale, Dee Peace. Survey of permit applicants report. [Olympia, Wash.]: Washington State Dept. of Ecology, 2003.

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Iversen, Laura Himes. Summary descriptions of state screening programs. Excelsior, Minn. (P.O. Box 458, Excelsior 55331-0458): InterStudy Center for Aging and Long-Term Care, 1986.

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Ontario. Ministry of Environment and Energy. A guide for applicants: Pilot program for new environmental technologies evaluation (NETE). Toronto: Ministry of Environment and Energy, 1997.

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Christie, Nicola. Evaluation of a 'Learning to drive' leaflet: Distributed to all provisional licence applicants via DVLC. Crowthorne, Berks: Transport and Road Research Laboratory, Safety and Transportation Dept., Road Safety Division, 1988.

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Christie, Nicola. Evaluation of a 'learning to drive' leaflet distributed to all provisional licence applicants via DVLC. Crowthorne: Transport and Road Research Laboratory, 1988.

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Smith, Douglas M. Disability workbook for social security applicants: Managing your application for disability insurance benefits. 5th ed. Arnold, Md: Physicians' Disability Services, 2001.

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H, Bell Stephen, and W.E. Upjohn Institute for Employment Research., eds. Program applicants as a comparison group in evaluating training programs: Theory and a test. Kalamazoo, Mich: W.E. Upjohn Institute for Employment Research, 1995.

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Smith, Douglas M. Disability workbook for social security applicants: How to manage your application for social security disability insurance benefits. 2nd ed. Arnold, Md: Physicians' Disability Services, 1993.

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Attracting and selecting quality applicants for federal employment: A report to the President and the Congress of the United States. Washington, DC: The Board, 1990.

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Book chapters on the topic "Applicants Evaluation"

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Shaw, Patrick, and Laurel Wheeler. "Digital Networking and the Case of Youth Unemployment in South Africa." In Introduction to Development Engineering, 293–321. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-86065-3_12.

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AbstractSouth Africa has one of the highest rates of youth unemployment and under-employment around the world, despite having a relatively large formal sector. This is driven, in part, by frictions in labor markets, including lack of information about job applicants’ skills, limited access to job training, and employers’ reliance on referrals through professional networks for hiring. This case study explores whether the online platform LinkedIn can be used to improve the employment outcomes of disadvantaged youth in South Africa. Researchers worked with an NGO, the Harambee Youth Employment Accelerator, to develop a training for young workseekers in the use of LinkedIn for job search, applications, and networking for referrals. This intervention was randomized across 30 cohorts of youth, with more than 1600 students enrolled in the study. The research team worked with LinkedIn engineers to access data generated by the platform. The evaluation finds that participants exposed to the LinkedIn training (the “treated” participants) were 10% more likely than the control group to find immediate employment, an effect that persisted for at least a year after job readiness training.
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Walek, Bogdan, Ondrej Pektor, and Radim Farana. "Evaluating Suitable Job Applicants Using Expert System." In Recent Advances in Soft Computing, 186–96. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-58088-3_18.

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Kantar, Rebecca, Keith McNulty, Erica L. Snow, Richard Wainess, Sonia D. Doshi, Devon B. Walker, and Matthew A. Emery. "The Rise of Immersive Cognitive Assessments: Towards Simulation-Based Assessment for Evaluating Applicants." In Lecture Notes in Computer Science, 438–41. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-93846-2_82.

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Shoush, Mahmoud, and Marlon Dumas. "Prescriptive Process Monitoring Under Resource Constraints: A Causal Inference Approach." In Lecture Notes in Business Information Processing, 180–93. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-98581-3_14.

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AbstractPrescriptive process monitoring is a family of techniques to optimize the performance of a business process by triggering interventions at runtime. Existing prescriptive process monitoring techniques assume that the number of interventions that may be triggered is unbounded. In practice, though, interventions consume resources with finite capacity. For example, in a loan origination process, an intervention may consist of preparing an alternative loan offer to increase the applicant’s chances of taking a loan. This intervention requires time from a credit officer. Thus, it is not possible to trigger this intervention in all cases. This paper proposes a prescriptive monitoring technique that triggers interventions to optimize a cost function under fixed resource constraints. The technique relies on predictive modeling to identify cases that are likely to lead to a negative outcome, in combination with causal inference to estimate the effect of an intervention on a case’s outcome. These estimates are used to allocate resources to interventions to maximize a cost function. A preliminary evaluation suggests that the approach produces a higher net gain than a purely predictive (non-causal) baseline.
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"Personality Evaluation of Applicants in Aviation." In Aviation Psychology: Practice and Research, 169–80. Routledge, 2017. http://dx.doi.org/10.4324/9781315261843-18.

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"The Evaluation of Applicants for Psychoanalytic Training." In The Search for the Self, edited by Paul H. Ornstein, 461–75. Routledge, 2018. http://dx.doi.org/10.4324/9780429483097-34.

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Kogeda, Okuthe Paul, and Nicknolt N. Vumane. "A Model Augmenting Credit Risk Management in the Banking Industry." In Deep Learning and Neural Networks, 123–43. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0414-7.ch009.

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A lack of reliable credit risk measurements and poor control of credit risks has caused massive financial losses across a wide spectrum of business. Financial institutions like banks have not been able to control and contain the rapid increases of the credit defaulting. In this paper, we address the credit lending challenges by eliminating credit defaulting faced by the banking industry. Data from bank of previously accepted and rejected loan applicants was used to construct a credit risk evaluation network. The artificial neural network technique with back-propagation algorithm was applied to develop a model that supports the banks in the credit granting decision-making. The model was trained to categorize applicants as either good (credit granted) or bad (credit denied) based on the credit record. The model was able to predict whether a particular applicant is likely or unlikely to repay the credit. The training of neural network model and validation testing was done using data obtained from the bank. The results show a greater performance, classification and prediction accuracy.
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Chuck, Emil, and Carol Elam. "Using Pre-Professional Competencies in Advising, Tracking, and Writing Letters of Evaluation." In Advances in Medical Education, Research, and Ethics, 196–223. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-5969-0.ch010.

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This chapter presents organizational templates for advisors and admissions officers when describing or evaluating competency development among prospective students. Using these templates, stakeholders can articulate the strengths and capabilities of individual applicants based on information provided on their applications and letters of evaluation. Each major characteristic and competency are described with example sources identified to demonstrate the concept of “knows how, shows how, and does” for competency development. These concepts are generally reinforced in holistic review training for admissions staff and faculty evaluators to provide a consistent standard of assessment, especially in reviewing letters of evaluation.
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"The evaluation of applicants for psycho-analytic training (1967/8)." In About Children and Children-No-Longer, 187–202. Routledge, 2005. http://dx.doi.org/10.4324/9780203013755-25.

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Chervin, Stephanie, Mariella Mecozzi, and David Brawn. "The Premedical Years." In Advances in Medical Education, Research, and Ethics, 265–82. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1468-9.ch014.

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The premedical baccalaureate period is critical to shaping a high-achieving, diverse, and service-oriented medical school applicant pool. The focus on achieving superior academic performance in premedical coursework captures the attention of most premedical students, but equal attention must be paid to developing the personal qualities and experiences that will form the foundation of their future capacity to understand and communicate with patients. Premedical students are best served to major in a field for authentic intellectual reasons regardless of the field's immediate connection to the health care field. There is a growing trend for applicants to have a gap year or more between the undergraduate period and medical school. The authors discuss the role of letters of evaluation and the premedical committee in the application process. The authors have more than 40 years of combined experience in premedical academic and career advising at a large, research-focused public institution.
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Conference papers on the topic "Applicants Evaluation"

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Cheng, Jia-Fen. "How To Use Risk Evaluation To Develop A Proficiency Testing Participation Plan." In NCSL International Workshop & Symposium. NCSL International, 2013. http://dx.doi.org/10.51843/wsproceedings.2013.09.

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How To Use Risk Evaluation To Develop A Proficiency Testing Participation Plan. In the past, the proficiency testing items and participation frequency were formulated by accreditation bodies, regardless of the scale, customer type, and economic conditions of a laboratory. In 2010, ILAC P9 require the applicant laboratories considering needs and risk level to make their own proficiency testing participation plan , as long as proficiency testing program feasible both logistically and economically. In response to the requirements of ILAC P9, Taiwan Accreditation Foundation (TAF) revised the accreditation criteria document-- Requirements for proficiency testing activities. Submit a PT plan prepared by the laboratory seeking for accreditation is required in this revised document. To facilitate applicants to learn how to make a plan and implement thereafter, a guideline was developed by TAF based on the concept of risk evaluation. This paper will describe how to use qualitative risk analysis methodology to analyze the risk level of the factors affecting correctness/reliability of measurement results. The determining factors include experience, competence and turnover rate of staff, traceability sources, stability of measurement technique, number of tests, and significance and final use of the testing data, as mentioned in EA-4/18.
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Elliot, Barry J., and Jerry Dozier. "License Renewal Demonstration Project." In ASME 2002 Pressure Vessels and Piping Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/pvp2002-1370.

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Generic Aging Lessons Learned (GALL) report, License Renewal Standard Review Plan (SRP-LR), and regulatory guide were issued by the United States Nuclear Regulatory Commission (NRC) in June 2001. The intent of these documents was to provide the technical and process basis that will lead to a more effective, efficient and predictable license renewal process for industry and the NRC. The GALL report provides the aging effects on components and structures, identifies the relevant existing plant programs, and evaluates the program attributes to manage aging effects for License Renewal. The GALL report also identifies when existing plant programs would require further evaluation for License Renewal. The SRP-LR allows the applicant to reference the GALL report to demonstrate that the programs at the applicant’s facility correspond to those reviewed and approved in the GALL report. Programs that correspond to those in the GALL report will not need further detailed review by the staff. Implementation of the aging management program are verified as part of the license renewal inspection program. The GALL report identifies one acceptable way of demonstrating that components and structures have adequate aging management programs. However, applicants may propose alternatives to the programs identified in GALL. During the license renewal review, the NRC primarily focuses on areas where existing programs should be augmented or new programs developed for License Renewal. This paper will provide an overview of these documents and some of the lessons learned during a demonstration project in the application of the new guidance. This topic will be of interest to the U.S. participants considering License Renewal and desiring to know state-of-the-art information about License Renewal in the United States.
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Oliveira, Raquel, A. Manuela Gonçalves, and Rosa M. Vasconcelos. "Evaluation of applicants' satisfaction index in engineering courses in Portugal during pre- and Post-Bologna period." In INTERNATIONAL CONFERENCE OF NUMERICAL ANALYSIS AND APPLIED MATHEMATICS ICNAAM 2019. AIP Publishing, 2020. http://dx.doi.org/10.1063/5.0026840.

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Weitze, William F., Timothy D. Gilman, and Lora Drenth. "Application of Common Basis Stress Evaluation Methodology for Environmentally Assisted Fatigue for a Pressurized Water Reactor." In ASME 2013 Pressure Vessels and Piping Conference. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/pvp2013-97597.

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United States (US) Nuclear Regulatory Commission (NRC) report NUREG-1801, the Generic Aging Lessons Learned (GALL) Report [1], identifies acceptable aging management programs, including programs for fatigue and cyclic operation, and is used by the NRC to evaluate license renewal applications. This includes fatigue usage analyses that account for reduced fatigue life for components in a reactor water environment. Originally, it was considered acceptable for the purpose of license renewal to evaluate only the sample locations identified in NUREG/CR-6260. Recently, however, the NRC staff has been requesting license renewal applicants to demonstrate that the locations identified in NUREG/CR-6260 are the limiting locations for environmentally assisted fatigue (EAF), such that EAF evaluations are limited to the NUREG/CR-6260 locations. Any locations not bounded by the NUREG/CR-6260 locations would then be specifically addressed. A methodology has been developed for EPRI, called common basis stress evaluation (CBSE), to perform simplified stress and fatigue usage analyses in a consistent manner such that many locations can be compared for fatigue usage with and without the use of EAF, even if prior analyses of these locations were not consistent in level of detail, and even if some locations have never been evaluated for fatigue usage. This paper presents the first application of this methodology.
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Moura, Janayna, Lucas Bissaro, Fernanda Santos, and Murillo Carneiro. "Deep Learning in Risk Assessment." In Encontro Nacional de Inteligência Artificial e Computacional. Sociedade Brasileira de Computação - SBC, 2019. http://dx.doi.org/10.5753/eniac.2019.9358.

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Credit evaluation models have been largely studied in the accounting and finance literature. With the support of such models, usually developed as part of a data mining process, it is possible to classify the credit applicants more accurately into ``good'' or ``bad'' risk groups. Despite many machine learning techniques have been extensively evaluated to this problem, deep learning models have been barely explored yet, although they have provided state-of-the-art results for a myriad of applications. In this paper, we propose deep learning models for the credit evaluation problem. To be specific, we investigate the abilities of deep neural networks (DNN) and convolutional neural networks (CNN) for such a problem and systematically compare their classification accuracy against five commonly adopted techniques on three real-world credit evaluation datasets. The results show that random forest, which is a state-of-the-art technique for such a problem, presented the most consistent performance, although CNN demonstrated a high potential to outperform it in bigger datasets.
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Elliot, Barry J., Vikram N. Shah, and Yung Y. Liu. "Effective Approaches for Managing Aging Effects in BWR Reactor Coolant System Components for License Renewal." In ASME 2003 Pressure Vessels and Piping Conference. ASMEDC, 2003. http://dx.doi.org/10.1115/pvp2003-2164.

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This paper discusses management of aging effects for reactor coolant pressure boundary components in boiling water reactors (BWRs): loss of fracture toughness due to thermal aging and neutron irradiation embrittlement of vessel internals made of cast austenitic stainless steel; cracking of the top guide due to irradiation-assisted stress corrosion cracking; cracking of the core shroud and reactor coolant system piping due to intergranular stress corrosion cracking; cracking of the small bore piping due to high-cycle thermal fatigue; and loss of preload in the pressure boundary bolting. The applicants for license renewal of BWR plants have proposed different approaches for managing these aging effects such that the intended functions of the affected components will be maintained, consistent with the current licensing basis, for the period of extended operation. The NRC staff has performed safety evaluation of these approaches and found them acceptable for adequately managing the aging effects during the period of extended operation. The technical bases for the acceptance are presented in this paper.
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Griesbach, Timothy J., Robert E. Nickell, H. T. Tang, and Jeff D. Gilreath. "Aging Management Strategies for Pressurized Water Reactor Vessel Internals." In ASME/JSME 2004 Pressure Vessels and Piping Conference. ASMEDC, 2004. http://dx.doi.org/10.1115/pvp2004-3055.

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Management of materials aging effects, such as loss of material, reduction in fracture toughness, or cracking, depends upon the demonstrated capability to detect, evaluate, and potentially correct conditions that could affect function of the internals during the license renewal term. License renewal applicants in their submittals to NRC have identified the general elements of aging management programs for Pressurized Water Reactor (PWR) internals, including the use of inservice inspection and monitoring with the possibility of enhancement or augmentation if a relevant condition is discovered. As plants near the license renewal term, plant-specific aging management programs will be implemented focusing on those regions most susceptible to aging degradation. A framework for the implementation of an aging management program is proposed in this paper. This proposed framework is based on current available research results and state of knowledge and utilizes inspections and flaw tolerance evaluations to manage the degradation issues. The important elements of this framework include: • The screening of components for susceptibility to the aging mechanisms, • Performing functionality analyses of the components with representative material toughness properties under PWR conditions, • Evaluating flaw tolerance of lead components or regions of greatest susceptibility to cracking, loss of toughness, or swelling, and • Using focused inspections to demonstrate no loss of integrity in the lead components or regions of the vessel internals. The EPRI Material Reliability Program (MRP) Reactor Internals Issue Task Group (RI-ITG) is actively working to develop the data and methods to quantify an understanding of aging and potential degradation of reactor vessel internals, to develop materials/components performance criteria, and to provide utilities tools for extending plant operations. Under this MRP Program, the technical basis for the framework will be documented. Then, based on that technical basis, PWR internals inspection and flaw evaluation guidelines will be developed for plants to manage reactor internals aging and associated potential degradation.
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Subudhi, M., R. Morante, and A. D. Lee. "Aging Management of Reactor Coolant System Mechanical Components in Pressurized Water Reactors for License Renewal." In ASME 2002 Pressure Vessels and Piping Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/pvp2002-1372.

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The reactor coolant system (RCS) mechanical components in pressurized water reactors (PWRs) that require an aging management review for license renewal include the primary loop piping and associated connections to other support systems, reactor vessel, reactor vessel internals, pressurizer, steam generators, reactor coolant pumps, and all other inter-connected piping, pipe fittings, valves, and bolting. All major RCS components are located inside the reactor building. Based on the evaluation findings of recently submitted license renewal applications for pressurized water reactors, this paper presents the plant programs and/or activities proposed by the applicants to manage the effects of aging. These programs and/or activities provide reasonable assurance that the intended function(s) of these mechanical components will be maintained for the period of extended operation. The license renewal application includes identification of RCS subcomponents that are within the scope of license renewal and are vulnerable to age-related degradation when exposed to environmental and operational conditions, determination of the effects of aging on their intended safety functions, and implementation of the aging management programs and/or activities including both current and new programs. Industry-wide operating experience, including generic communication by the NRC, is part of the aging management review for the RCS components. This paper presents a number of generic issues, including the time-limited aging analyses, associated with RCS components that require further review by the staff.
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Ifedolapo Babalola, Helen, and Clinton Aigbavboa. "Conceptual Description of the Key Attributes of Human Resource Management Practices in a Developing Economy." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002277.

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Human resource management practices are implemented to build an organisation supportive of cooperation and interaction, promote human and social development, and encourage career growth. There is evidence that studies have been conducted in diverse fields to identify the elements that contribute to the success or failure of the application of human resource management practices (HRMPs). However, the key attributes of HRMPs as critical factors for successful human resources (HR) performance and productivity are unknown in the Nigerian construction industry. Based on this, the paper reviewed the literature on existing conceptual models of HRMPs frameworks. Through the detailed review of the journal, conference papers, and academic thesis, fifteen (15) HRMPs attributes were identified. However, the top elements were determined by assessing the level of influence of the attributes on a five-point Likert scale through mean ranking. The top six (6) factors were training and development, recruitment and selection, performance appraisal, rewards, communication, and emotional intelligence. The study recommended that HR should acquire more knowledge beyond their current job to optimize performance. Most suitable applicants should be allowed to fill existing vacancies. There should be an evaluation of employees' performance that brings about rewards. Finally, workers' state of mind that balances their responses brings about a sound communication system. The developed model indicates the practical implications of the HRM system for the construction industry. Therefore, combining these factors enhances effective HR performance and productivity in the industry.
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Walker, Adam P., Gregory M. Imbrogno, Mark A. Gray, and Charles A. Tomes. "Environmental Fatigue Screening for Subsequent License Renewal." In ASME 2020 Pressure Vessels & Piping Conference. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/pvp2020-21678.

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Abstract Nuclear Regulatory Commission (NRC) guidance for Subsequent License Renewal (SLR) applicants is provided in the NUREG-2191. Specifically, Section X.M1 of the NUREG-2191 includes guidance for aging management programs (AMP) which has two aspects related to fatigue analyses, one that verifies the continued acceptability of existing analyses through cycle counting and the other that provides periodically updated evaluations of the fatigue analyses to demonstrate that they continue to meet the appropriate limits. In addition, the NUREG-2191 provides requirements to account for reactor water environment by deriving cumulative fatigue usage (CUF) including environmental effects (CUFen) in component fatigue analyses for a set of sample critical components for the plant outlined in NUREG/CR-6260. Furthermore each applicant is required to determine plant-specific component locations in the reactor coolant pressure boundary that may be more limiting than those considered in NUREG/CR–6260. This paper presents a methodology to identify plant-specific primary equipment component locations that are potentially more limiting than the locations identified in NUREG/CR-6260, through a detailed review and ranking of the analyses of record (AORs) for a plant. The ranking approach implemented in this methodology assesses the level of technical rigor required to derive the CUF values and provides a means to appropriately compare CUF values within the same transient section. This paper also illustrates how this methodology was applied for a recent license renewal application.
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Reports on the topic "Applicants Evaluation"

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Burch, Regina L., Norman M. Abrahams, and Jack E. Edwards. Development and Evaluation of a High School Rating Conversion Table for NROTC Applicants. Fort Belvoir, VA: Defense Technical Information Center, December 1990. http://dx.doi.org/10.21236/ada230569.

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Prokhorov, Оleksandr V., Vladyslav O. Lisovichenko, Mariia S. Mazorchuk, and Olena H. Kuzminska. Developing a 3D quest game for career guidance to estimate students’ digital competences. [б. в.], November 2020. http://dx.doi.org/10.31812/123456789/4416.

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This paper reveals the process of creating a career guidance 3D quest game for applicants who aim to apply for IT departments. The game bases on 3D model of computer science and information technologies department in the National Aerospace University “Kharkiv Aviation Institute”. The quest challenges aim to assess the digital competency level of the applicants and first- year students. The paper features leveraged software tools, development stages, implementation challenges, and the gaming application scenario. The game scenario provides for a virtual tour around a department of the 3D university. As far as the game replicates the real-life objects, applicants can see the department's equipment and class-rooms. For the gaming application development team utilized С# and C++, Unity 3D, and Source Engine. For object modeling, we leveraged Hammer Editor, Agisoft PhotoScan Pro, and the photogrammetry technology, that allowed for realistic gameplay. Players are offered various formats of assessment of digital competencies: test task, puzzle, assembling a computer and setting up an IT-specialist workplace. The experiment conducted at the open house day proved the 3D quest game efficiency. The results of digital competence evaluation do not depend on the testing format. The applicants mostly preferred to take a 3D quest, as more up-to-date and attractive engagement.
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Bollinger, Gerald, and Jon Fricker. Updated Methods for Traffic Impact Analysis, Including Evaluation of Innovative Intersection Designs: Volume II—Applicant’s Guide. Purdue University, May 2017. http://dx.doi.org/10.5703/1288284315337.

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Kaisler, Raphaela, and Thomas Palfinger. Patient and Public Involvement and Engagement (PPIE): Funding, facilitating and evaluating participatory research approaches in Austria. Fteval - Austrian Platform for Research and Technology Policy Evaluation, April 2022. http://dx.doi.org/10.22163/fteval.2022.551.

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The LBG OIS Center established a new Patient and Public Involvement and Engagement (PPIE) Implementation program aiming at ‘active involving’ public members in research across different phases of the research cycle – from setting the agenda to disseminating results – and its governance. The program offers funding and facilitation of these PPIE activities. The first PPIE pilot call was launched in Autumn 2020. It supports researchers in Austria with up to EUR 60.000 in order to implement their PPIE activities. In addition, the program offers support in the form of consultation, training, knowledge exchange and networking opportunities. One important characteristic of the selection process is the composition of the expert panel, bringing together transdisciplinary expertise from different areas (scientific experts, patients, and students). The expert panel recommended 11 out of 25 PPIE projects for funding (success rate 44%). 45% of the applicants participated in the support offers prior to the call and 52% in the continuing support offer after the call had been closed. Based on our online surveys, overall, participants were very satisfied with the support offers. Learnings of the first call address the eligibility of applicants. In the selection meeting, we found that different understandings of ‘active involvement’ were negotiated among experts. However, this was not a problem due to the open and collaborative atmosphere and mutual learning opportunity for experts. The panel suggested opening the call to non-research bodies, which indicates small changes in the application format – e.g. video and text-based applications in German and English. Despite of small adaptions in the second PPIE Pilot Call 2021, it seems that the funding instrument was appropriate and reflects a low-threshold offering for researchers introducing public involvement activities in their work.
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