Journal articles on the topic 'Applicants Evaluation'
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1
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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Langer, Markus, Cornelius J. König, and Victoria Hemsing. "Is anybody listening? The impact of automatically evaluated job interviews on impression management and applicant reactions." Journal of Managerial Psychology 35, no. 4 (February 23, 2020): 271–84. http://dx.doi.org/10.1108/jmp-03-2019-0156.
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PurposeAutomatic evaluation of job interviews has become an alternative for assessing interviewees. Therefore, questions arise regarding applicant reactions and behavior when algorithms automatically evaluate applicants' interview responses. This study tests arguments from previous research suggesting that applicants whose interviews will be automatically evaluated may use less impression management (IM), but could react more negatively to the interview.Design/methodology/approachParticipants (N = 124; primarily German students) took part in an online mock interview where they responded to interview questions via voice recordings (i.e. an asynchronous interview). Prior to the interview, half of them were informed that their answers would be evaluated automatically (vs by a human rater). After the interviews, participants reported their honest and deceptive IM behavior as well as their reactions to the interview.FindingsParticipants in the automatic evaluation condition engaged in less deceptive IM, felt they had fewer opportunities to perform during the interview, and provided shorter interview answers.Research limitations/implicationsThe findings of this study suggest a trade-off between IM behavior and applicant reactions in technologically advanced interviews. Furthermore, the results indicate that automatically evaluated interviews might affect interview validity (e.g. because of less deceptive IM) and influence interviewees' response behavior.Practical implicationsHiring managers might hope that automatically evaluated interviews decrease applicants' use of deceptive IM. However, the results also challenge organizations to pay attention to negative effects of automatic evaluation on applicant reactions.Originality/valueThis study is the first empirical study investigating the impact of automatically evaluated interviews on applicant behavior and reactions.
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Hunter, Jill, Linda Pearson, Mehera San Roque, and Zac Steel. "Asylum Adjudication, Mental Health and Credibility Evaluation." Federal Law Review 41, no. 3 (September 2013): 471–95. http://dx.doi.org/10.22145/flr.41.3.4.
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This article examines the central role that credibility assessment plays in refugee determinations. It draws on the authors' own empirical study, Tales of the Unexpected, to display the complex ways in which applicants' poor mental health can affect their capacity to present a 'coherent and plausible‘ account of their experiences. The authors then explore the significant issues arising from the tendency revealed in the Tales study for decision makers to dismiss expert opinions expressed in reports tendered by applicants from psychologists specialising in cross-cultural mental health assessment. For example, consider the decision maker who observed that [The] psychologist reported that the Applicant was suffering from post-traumatic stress disorder and depression and that this psychological state was likely to affect his ability to answer questions at an RRT hearing …. [Nevertheless] [Mr S] did not display any difficulty in understanding or answering questions. … He [appeared] alert, engaged, and is clearly an intelligent man. I do not accept that he had any difficulty in understanding proceedings or answering questions.5
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van der Lee, Romy, and Naomi Ellemers. "Gender contributes to personal research funding success in The Netherlands." Proceedings of the National Academy of Sciences 112, no. 40 (September 21, 2015): 12349–53. http://dx.doi.org/10.1073/pnas.1510159112.
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We examined the application and review materials of three calls (n= 2,823) of a prestigious grant for personal research funding in a national full population of early career scientists awarded by the Netherlands Organization for Scientific Research (NWO). Results showed evidence of gender bias in application evaluations and success rates, as well as in language use in instructions and evaluation sheets. Male applicants received significantly more competitive “quality of researcher” evaluations (but not “quality of proposal” evaluations) and had significantly higher application success rates than female applicants. Gender disparities were most prevalent in scientific disciplines with the highest number of applications and with equal gender distribution among the applicants (i.e., life sciences and social sciences). Moreover, content analyses of the instructional and evaluation materials revealed the use of gendered language favoring male applicants. Overall, our data reveal a 4% “loss” of women during the grant review procedure, and illustrate the perpetuation of the funding gap, which contributes to the underrepresentation of women in academia.
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Frankel, Alex. "Selecting Applicants." Econometrica 89, no. 2 (2021): 615–45. http://dx.doi.org/10.3982/ecta15510.
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A firm selects applicants to hire based on hard information, such as a test result, and soft information, such as a manager's evaluation of an interview. The contract that the firm offers to the manager can be thought of as a restriction on acceptance rates as a function of test results. I characterize optimal acceptance rate functions both when the firm knows the manager's mix of information and biases and when the firm is uncertain. These contracts may admit a simple implementation in which the manager can accept any set of applicants with a sufficiently high average test score.
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Waters, Austin, and Risto Miikkulainen. "GRADE: Machine Learning Support for Graduate Admissions." AI Magazine 35, no. 1 (March 21, 2014): 64. http://dx.doi.org/10.1609/aimag.v35i1.2504.
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This article describes GRADE, a statistical machine learning system developed to support the work of the graduate admissions committee at the University of Texas at Austin Department of Computer Science (UTCS). In recent years, the number of applications to the UTCS PhD program has become too large to manage with a traditional review process. GRADE uses historical admissions data to predict how likely the committee is to admit each new applicant. It reports each prediction as a score similar to those used by human reviewers, and accompanies each by an explanation of what applicant features most influenced its prediction. GRADE makes the review process more efficient by enabling reviewers to spend most of their time on applicants near the decision boundary and by focusing their attention on parts of each applicant’s file that matter the most. An evaluation over two seasons of PhD admissions indicates that the system leads to dramatic time savings, reducing the total time spent on reviews by at least 74 percent.
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Waters, Austin, and Risto Miikkulainen. "GRADE: Machine Learning Support for Graduate Admissions." Proceedings of the AAAI Conference on Artificial Intelligence 27, no. 2 (July 14, 2013): 1479–86. http://dx.doi.org/10.1609/aaai.v27i2.18986.
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This paper describes GRADE, a statistical machine learning system developed to support the work of the graduate admissions committee at the University of Texas at Austin Department of Computer Science (UTCS). In recent years, the number of applications to the UTCS PhD program has become too large to manage with a traditional review process. GRADE uses historical admissions data to predict how likely the committee is to admit each new applicant. It reports each prediction as a score similar to those used by human reviewers, and accompanies each by an explanation of what applicant features most influenced its prediction. GRADE makes the review process more efficient by enabling reviewers to spend most of their time on applicants near the decision boundary and by focusing their attention on parts of each applicant’s file that matter the most. An evaluation over two seasons of PhD admissions indicates that the system leads to dramatic time savings, reducing the total time spent on reviews by at least 74%.
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Zaidan, A. A., B. B. Zaidan, M. A. Alsalem, Fayiz Momani, and Omar Zughoul. "Novel Multiperspective Hiring Framework for the Selection of Software Programmer Applicants Based on AHP and Group TOPSIS Techniques." International Journal of Information Technology & Decision Making 19, no. 03 (May 2020): 775–847. http://dx.doi.org/10.1142/s0219622020500121.
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The selection of software programmer applicants based on multiperspective evaluation criteria (grade point average (GPA) and soft skills of the applicants) is needed instead of an interview because an interview does not necessarily lead to hiring the best candidate amongst the applicants. The selection of a suitable software programmer is considered a challenging task owing to the following factors: (1) data variation, (2) multiple evaluation criteria and (3) criterion importance. A general framework for the selection of the best software programmer applicants is not available in the existing literature. The present study aims to propose a novel multiperspective hiring framework based on multicriteria analysis to select the best software programmer amongst several applicants. A decision matrix (DM) is constructed for the selection of the best programmer applicants according to multiple criteria, namely, structured programming, object-oriented programming, data structure, database system and courseware engineering. Each criterion includes two parameters, namely, GPA and soft skills, and these criteria cross over with programmer applicants as alternatives. The standard and expert opinion of the Software Engineering Body of Knowledge is used to distribute the criteria in the DM. The two commonly used techniques of multicriteria decision-making are analytic hierarchy process (AHP) for weighing the criteria and technique for order performance by similarity to ideal solution (TOPSIS) for ranking the alternatives (programmer applicants). The data used in this study include 60 software engineering students who graduated in 2016 from Universiti Pendidikan Sultan Idris. Results show that integrating multilayer analytic hierarchy process (MLAHP) and group TOPSIS are effective for solving applicant selection problems. Group TOPSIS uses different contexts — internal and external aggregation — and indicates similar results. Objective validation is used for the ranking of the results, which are equally divided into four parts. Furthermore, the applicants are systematically ranked. This study benefits application software, system software and computer programming tool companies by providing a method that improves software quality whilst reducing time and cost in the selection process.
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Ock, Jisoo. "The Practical Impact of Bias against Minority Group Applicants in Resume Screening on Personnel Selection Outcomes." Sustainability 14, no. 15 (August 1, 2022): 9438. http://dx.doi.org/10.3390/su14159438.
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Research has consistently shown that resume screening decisions, despite their practical importance and frequent use in practice, are prone to biases that disadvantage applicants in demographic minority groups. Using a two-stage multiple-hurdle selection simulation as an example (initial selection on resume scores, then selection on a composite of cognitive ability and conscientiousness test scores), the current study illustrates the practical impact that bias against ethnic minority group applicants in resume evaluation can have on the outcomes of selection. Results show that if the bias against minority group applicants creates even a modest level of deflation in the observed resume evaluation scores for minority group applicants, the selection rate for minority group applicants is expected to be meaningfully lower compared to the selection rate for majority group applicants, increasing the likelihood of adverse impact. These findings demonstrate in clear practical terms the critical importance of fair resume evaluations for improving the legal defensibility of selection. Going beyond the simple understanding that bias against minority group applicants in resume screening leads to lower diversity, the current study contributes to the previous literature by clearly outlining the expected effect that varying levels of discriminatory resume evaluation have on the practical outcomes of selection. Moreover, we illustrate these results under a realistic set of conditions implied from the personnel selection literature and meta-analyses of variables relevant to personnel selection.
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Prystowsky, Michael B., Evan Cadoff, Yungtai Lo, Tiffany M. Hebert, and Jacob J. Steinberg. "Prioritizing the Interview in Selecting Resident Applicants: Behavioral Interviews to Determine Goodness of Fit." Academic Pathology 8 (January 1, 2021): 237428952110528. http://dx.doi.org/10.1177/23742895211052885.
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From our initial screening of applications, we assess that the 10% to 15% of applicants whom we will interview are all academically qualified to complete our residency training program. This initial screening to select applicants to interview includes a personality assessment provided by the personal statement, Dean’s letter, and letters of recommendation that, taken together, begin our evaluation of the applicant’s cultural fit for our program. While the numerical scoring ranks applicants preinterview, the final ranking into best fit categories is determined solely on the interview day at a consensus conference by faculty and residents. We analyzed data of 819 applicants from 2005 to 2017. Most candidates were US medical graduates (62.5%) with 23.7% international medical graduates, 11.7% Doctors of Osteopathic Medicine (DO), and 2.1% Caribbean medical graduates. Given that personality assessment began with application review, there was excellent correlation between the preinterview composite score and the final categorical ranking in all 4 categories. For most comparisons, higher scores and categorical rankings were associated with applicants subsequently working in academia versus private practice. We found no problem in using our 3-step process employing virtual interviews during the COVID pandemic.
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Chen, Chen-Tung, and Wei-Zhan Hung. "A Two-Phase Model for Personnel Selection Based on Multi-Type Fuzzy Information." Mathematics 8, no. 10 (October 3, 2020): 1703. http://dx.doi.org/10.3390/math8101703.
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From the viewpoint of human resource management, personnel selection is one of the more important issues for enterprises in a high-level competitive environment. In general, many influence factors, quantitative and qualitative, affect the decision-making process of personnel selection. For considering qualitative factors, decision-makers cannot always easily judge the suitable degree of each applicant. Under this situation, this research proposes a systematic decision-making method based on computing with linguistic variables. First, unsuitable applicants are filtered by considering the quantitative information of each applicant. At this stage, technique for order of preference by similarity to ideal solution (TOPSIS) and entropy methods are aggregated to eliminate unsuitable applicants in accordance with their closeness coefficient values. Second, experts (or decision-makers) use different types of 2-tuple linguistic variables to express their opinions of suitable candidates with respect to qualitative criteria. At this stage, we consider different preference functions in the preference ranking organization method for enrichment evaluation (PROMETHEE) method to calculate the outranking index of each suitable candidate. Next, we aggregate the closeness coefficient and outranking index of each suitable applicant to determine the ranking order. In order to illustrate the computational processes, an example demonstrates the practicability of the two-phase personnel selection method. The benefit of the proposed method is as follows. (1) It reduces the time for reviewing and evaluating the huge numbers of applicants. (2) It avoids subjective judgment by experts to determine the weights of all criteria. Finally, conclusions and contributions are discussed at the end of this paper.
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Gasimov, Huseyn. "MODELLING SUPPORT SYSTEMS FOR SELECTING PROFESSIONS FOR APPLICANTS IN THE CONTENT OF PERSONALIZATION OF EDUCATION." EUREKA: Physics and Engineering 2 (March 31, 2020): 83–97. http://dx.doi.org/10.21303/2461-4262.2020.001181.
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Various methods are currently being used in examining the initial “START” knowledge of applicants and their placement for specialties. Studies show that applicants are placed on the decreasing principle in terms of their overall scores at universities. In this case, applicants with a high level of knowledge are placed in the prestigious specialties as medicine and law as they require high results. Though, while applying for other professions, the applicants do not perform enough results on the key disciplines for the profession, they are placed in those professions when the general results enable it. This causes them to face a number of problems while working both in education process and in the industry. To avoid this problem and to place applicants in a specialty that is more relevant to their level of knowledge, the introduction of an individual approach to the evaluation of initial level of knowledge may be more promising. This article presents a modeling of the "evaluation – placement" support system for the individual approach to assessing applicants' knowledge and positioning them in relevant specialties. The main goal of the system is to give each applicant the opportunity to choose and study the specialty that is more relevant to their knowledge and skills, as well as to analyze the results for each discipline along with the overall results. The system is implemented using fuzzy logic based artificial neural networks. The network consists of 100 neurons in the input layer, two hidden layers and one output layer. The number of neurons at the output is the same as the number of specialties taught at university.
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Griffith, Jakari N., and Nicole C. Jones Young. "Hiring ex-offenders? The case of Ban the Box." Equality, Diversity and Inclusion: An International Journal 36, no. 6 (August 21, 2017): 501–18. http://dx.doi.org/10.1108/edi-04-2017-0066.
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Purpose The purpose of this paper is to identify factors that affect how managers assess the importance of criminal history for job seekers with criminal records in Ban the Box states. Design/methodology/approach This study uses a phenomenological investigative approach to examine narrative interview data obtained from 18 human resource (HR) professionals in organizations in five Ban the Box states. Findings Contrary to previous research, the findings presented in this paper show that managers are inclined to hire applicants with a criminal history. However, study findings indicate that those hiring decisions are positively influenced by: perceived value of criminal history; concerns about safety and cost; characteristics of the offense; motivation to hire; and evidence of applicant growth. Furthermore, a lack of systematic evaluation processes among hiring managers may present a barrier to employment. Originality/value This paper explores a poorly understood area of the HR management and employment inclusion literatures – the identification of factors that influence evaluations of applicants with a criminal history.
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Pykhtin, A. I., and O. V. Ovchinkin. "MATHEMATICAL MODEL AND ALGORITHM FOR CENTRALIZED ENROLEMENT COMPETITION IN RUSSIAN HIGHER EDUCATION INSTITUTIONS." Proceedings of the Southwest State University 22, no. 1 (February 28, 2018): 45–52. http://dx.doi.org/10.21869/2223-1560-2018-22-1-45-52.
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Currently, the conditions for admission to higher education in Russia can provide centralization of the procedure for competitive selection of applicants across the country to increase the transparency and openness of this process in relation to applicants, and to reduce the costs of universities for the organization of the admission campaign. The core of such centralization could be the federal information system for USE and admission, but at present there are no algorithms for competitive selection. The paper proposes a modification of the existing mathematical model for the organization of centralized competition for the enrollment to higher education institution in Russia, that is a multi criteria task of optimizing the criterion function of educational institutions of higher education (the higher education system as a whole), corresponding to the enrollment of applicants with the highest score according to the results of the entrance examination, ready to continue education , and the target functions of applicants, consisting in the enrollment to the most interesting (top priority) speciality or major training program. To rank applicants, a modification of the evaluation function is suggested, including a new term intended for the ordering of applicants with the same score based on the results of entrance examinations and evaluation of individual achievements. Also, a heuristic iterative algorithm for solving the formulated multicriteria optimization problem is provided based on the search for a solution for one university under condition of indicating a number of specialties and training program in the applicant’s application for admission. The speed of the algorithm is considered as logarithmic by means of a specially developed program. It is shown that the algorithm is applicable for calculating the competitive all-Russian situation in terms of execution time.
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Xie, Guihua, and Yangyang Zhang. "Seeking out the Party: A study of the Communist Party of China’s membership recruitment among Chinese college students." Chinese Journal of Sociology 3, no. 1 (January 2017): 98–134. http://dx.doi.org/10.1177/2057150x16686678.
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Being recruited to the Communist Party of China (CPC) begins with a self-initiated application. Prospective candidates are selected by the Party from an applicant pool and then go through an evaluation process that is at least 12 months long. Only those who meet the Party’s expectations will be allowed to join. This study examines the impact of factors such as political attitude, personality, family background and college ranking on university students’ eagerness to join the Party and their prospects of being accepted. The data are based on the College Student Panel Survey in Beijing, 2009–2012. We find that both applicants and selected candidates are typically top academic performers who are student leaders, active in community service and popular with fellow students. However, in comparison to non-applicants, both applicants and selected candidates score lower in self-esteem, ambition and career-mindedness. Furthermore, Party membership applicants tend to be more socially conscientious and less pragmatic, more obedient to institutional rules and decisions, and less independent-minded. These traits do not seem to affect applicants’ chances of Party membership admission, however. Instead, we find that college ranking has replaced family background to become a major factor in determining application and acceptance of CPC membership among college students.
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Dharssi, Shazia, Fasika A. Woreta, and Michael V. Boland. "Ophthalmology Applicant Perceptions of Two Residency Application Services: The San Francisco Match Central Application Service and Electronic Residency Application Service." Journal of Academic Ophthalmology 12, no. 02 (July 2020): e188-e194. http://dx.doi.org/10.1055/s-0040-1717065.
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Abstract Purpose Given ophthalmology residency programs are transitioning to include the internship year, either through “joint” or “integrated” 4-year programs, we set out to identify applicant preferences regarding the match and their experiences with two residency application systems: (1) the Central Application Service (CAS) and (2) the Electronic Residency Application Service (ERAS). Design This study is designed as a retrospective repeated cross-sectional survey. Methods A 15-question online survey was sent to 196 and 461 applicants to the 2019 and 2020 ophthalmology match cycles, respectively. Questions from the survey assessed user experiences with specific components of both application services and evaluated preferences regarding the future of the ophthalmology match. Results Responses were received from 208 (32%) applicants. A majority of users had positive experiences with both application services; for CAS, 162 (78%) applicants had a positive experience, compared with 111 (53%) for ERAS. When compared directly, applicants favored the CAS (60%) to ERAS (21%). Furthermore, 108 (52%) respondents stated that they would prefer ophthalmology continue to use both the CAS and ERAS, while 47 (23%) respondents indicated a desire for the CAS to become the only application system for both matches. Conclusion Although half of all respondents prefer that both the CAS and ERAS systems are utilized for the match process, many express a desire for a single matching program. As ophthalmology residency programs move to joint and integrated 4-year programs, the complexity of matching will increase. Further evaluation of applicant preferences during this transition phase is needed as applicants are required to apply to a variety of different joint and integrated internship and ophthalmology programs.
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Alvarez, Al'ai, Alexandra Mannix, Dayle Davenport, Katarzyna Gore, Sara M. Krzyzaniak, Melissa Parsons, Danielle T. Miller, et al. "Ethnic and Racial Differences in Ratings in the Medical Student Standardized Letters of Evaluation (SLOE)." Journal of Graduate Medical Education 14, no. 5 (October 1, 2022): 549–53. http://dx.doi.org/10.4300/jgme-d-21-01174.1.
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ABSTRACT Background The Standardized Letter of Evaluation (SLOE) stratifies the assessment of emergency medicine (EM) bound medical applicants. However, bias in SLOE, particularly regarding race and ethnicity, is an underexplored area. Objective This study aims to assess whether underrepresented in medicine (UIM) and non-UIM applicants are rated differently in SLOE components. Methods This was a cross-section study of EM-bound applicants across 3 geographically distinct US training programs during the 2019-2020 application cycle. Using descriptive and regression analyses, we examine the differences between UIM applicants and non-UIM applicants for each of the SLOE components: 7 qualifications of an EM physician (7QEM), global assessment (GA) rating, and projected rank list (RL) position. Results Out of a combined total of 3759, 2002 (53.3%) unique EM-bound applicants were included. UIM applicants had lower ratings for each of the 7QEM questions, GA, and RL positions. Compared to non-UIM applicants, only some of the 7QEM components: “Work ethic and ability to assume responsibility,” “Ability to work in a team, and “Ability to communicate a caring nature,” were associated with their SLOE. “Commitment to EM” correlated more with GA for UIM than for non-UIM applicants. Conclusions This study shows a difference in SLOE rating, with UIM applicants receiving lower ratings than non-UIM applicants.
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de Oliveira, Gildàsio S., Tulsi Akikwala, Mark C. Kendall, Paul C. Fitzgerald, John T. Sullivan, Christopher Zell, and Robert J. McCarthy. "Factors Affecting Admission to Anesthesiology Residency in the United States." Anesthesiology 117, no. 2 (August 1, 2012): 243–51. http://dx.doi.org/10.1097/aln.0b013e31825fb04b.
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Background Admission to an anesthesiology residency in the United States is competitive, and the odds associated with a successful match based on the applicants' characteristics have not been determined. The objective of this study was to examine factors associated with admission to anesthesiology residency in the United States. Methods The study was a retrospective cohort evaluation of the 2010 to 2011 residency applicants. Applicants' characteristics and objective factors used to select trainees were extracted. The primary outcome was a successful match to an anesthesiology residency. Data were analyzed using conditional inference tree analysis and propensity score matching. Results Data available from 1,976 applications were examined corresponding to 58% of the national sample. The odds (99% CI) for successful match were 3.6 (3.1-4.2) for U.S. medical school graduates, 2.6 (2.3 to 3.0) for applicants with United States Medical Licensing Examination Step 2 scores more than 210, and 1.2 (1.1 to 1.3) for female applicants. The odds (99% CI) for a successful match for international and U.S. graduate applicants younger than 29 yr was 3.3 (2.0-5.4) and (1.9 to 4.2), respectively, even after propensity matching for medical school, exam scores, and gender. The average applicant had no peer-reviewed scholarly productivity. Conclusion Although anesthesiology residency acceptance was primarily associated with U.S. medical school attendance and United States Medical Licensing Examination Step 2 scores, our study suggest an influence of age and gender bias in the selection process. Peer-reviewed scholarly production among applicants and prior graduate education did not appear to influence candidate selection.
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Rozi, Nanang Fakhrur, Mohammad Mauludin, and Andy Rachman. "Pengembangan Aplikasi Pelayanan Dokumen untuk Mahasiswa." Jurnal ELTIKOM 6, no. 2 (November 17, 2022): 174–85. http://dx.doi.org/10.31961/eltikom.v6i2.555.
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Document services are often found in government and education environments. Document service aims to produce a document as evidence or validation of something according to the request of the applicant. The document service process often does not run smoothly because there are obstacles such as the number of applicants, limited space, and limited service time. In the modern era like today, these problems can be solved by making a special application for document services in order to make it easier for applicants to submit files to the service unit. This study aims to design and build a document service application to assist applicants in requesting document services. The main feature in the application that was built is that applicants can submit the required files online without having to queue. In addition, the application that was built also has a unique feature, namely that document files that have been submitted are automatically forwarded to the related unit. This feature can assist service units in managing documents, because the requirements file does not need to be submitted manually. There is an additional feature in the form of a document service process tracking system so that applicants can see the development of services directly. The application was developed using the Spiral Model. There are four stages carried out in this model. The four stages are planning, risk analysis, development as well as testing, and evaluation. In the final stage, an application evaluation is carried out by applying the ISO 9126 standard. Based on the results of user assessments, the level of user satisfaction in terms of usability is 77.43%, functionality 78.95%, and efficiency 77.86%.
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Lu, Amy, Samuel Beckstead, Michael Wilkinson, and Ingrid U. Scott. "Surgical Aptitude Testing among Ophthalmology Residency Applicants: Current Utilization and Residency Program Directors' Perspectives." Journal of Academic Ophthalmology 11, no. 02 (July 2019): e10-e17. http://dx.doi.org/10.1055/s-0039-1693419.
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Purpose To investigate the proportion of United States ophthalmology residency programs that utilize surgical aptitude testing during the applicant interview, and the perspectives of program directors (PDs) regarding surgical aptitude testing of applicants. Design This is a cross-sectional survey. Methods An anonymous survey constructed on REDCap was emailed to the PD of each ophthalmology residency accredited by the Accreditation Council for Graduate Medical Education. Main outcome measures are proportion of programs which include surgical aptitude testing during the applicant interview, and proportion of PDs who (1) believe the current residency application process adequately assesses applicants' surgical aptitude; (2) believe surgical aptitude testing results predict surgical success; and (3) favor inclusion of surgical aptitude testing for applicant evaluation. Results Of 115 PDs, 63 completed the survey (54.8%). One (1.6%) reported current use of surgical aptitude testing during the interview and 6 (9.5%) used such testing previously. Fifty-five (87.3%) respondents do not believe the residency application process adequately assesses surgical aptitude. Most respondents (40/63, 63.5%) do not support using results from currently available surgical aptitude testing strategies performed during the interview to rank applicants; 47 (74.6%) do not believe results of such testing predict ultimate surgical potential. However, 35 (55.6%) would use surgical aptitude data for applicant screening if valid testing could be performed before the interview. Conclusion While most PDs do not believe the current ophthalmology residency application process adequately assesses surgical aptitude, screening for surgical aptitude during the application process is seldom employed, largely due to a perceived lack of valid testing strategies available.
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Kovalchuk, O., O. Zachko, and D. Kobilkin. "METHOD OF EVALUATION AND SELECTION OF CANDIDATES IN THE PROJECT TEAMS OF HIGHER EDUCATION INSTITUTIONS IN THE CIVIL PROTECTION SYSTEM." Bulletin of Lviv State University of Life Safety 24 (January 11, 2022): 123–29. http://dx.doi.org/10.32447/20784643.24.2021.16.
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Abstract. The article classifies the methods of selection and evaluation of applicants for higher education with specific learning conditions based on the Civil Defence Law. The application of the competence approach to the teambuilding process and the qualimetric evaluation method with the analysis of criteria that describe the business, psychological and personal values are generalized. The possibility of applying the qualimetric model to the relative integral value of the applicant's similarity to the requirements for inclusion in the project team is presented. A mathematical qualimetric model for assessing the competence of candidates is proposed, which carries out the orderliness of the criteria of compliance with the "portrait of the ideal candidate." decision-making in the process of selection and formation of teams. Quantitative values of applicants. Quantitative competence and qualimetric approach in the system of personnel management of higher education institutions of civil defence with specific learning conditions, namely the formalization of criteria for evaluating candidates for project teams provided a reasonable qualimetric assessment of knowledge, skills, personal qualities are an effective method of management. The subject of research is the methods of evaluation and selection of applicants, personnel management in projects of security-oriented systems. Management of projects and programs of human resources management, formation of a database of members of project BOS teams and their evaluation using the index method to optimize the processes of selection of project team members in a security-oriented system. The purpose of the article is to increase the efficiency and objectivity of the system of evaluation and selection of higher education seekers with specific training conditions of the civil protection system of Ukraine. Research methods: human resource management using HRM systems, expert information systems and index numerical indicators. The following results were obtained: a model-scheme of evaluation and selection of project candidates was developed using an expert system for further knowledge accumulation through software, an index method was proposed on the example of higher education institutions with specific training conditions for civil defence systems. Conclusions: Summarizing the data of the study, we can conclude that it is appropriate to improve the methodology for assessing applicants for higher education in civil defence with specific learning conditions through new approaches to quantifying the quality criteria QMS. The generalized model scheme of the expert information system for the selection of shots in security-oriented systems based on an index method is developed.
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Kukulski, Paul, Alan Schwartz, Laura E. Hirshfield, James Ahn, and Keme Carter. "Racial Bias on the Emergency Medicine Standardized Letter of Evaluation." Journal of Graduate Medical Education 14, no. 5 (October 1, 2022): 542–48. http://dx.doi.org/10.4300/jgme-d-21-01144.1.
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ABSTRACT Background Studies on components of residency applications have shown evidence of racial bias. The Standardized Letter of Evaluation (SLOE) is an assessment measure for emergency medicine (EM) residency applications and, as more specialties opt to use SLOEs in place of narrative letters of recommendation, understanding bias on standardized assessments is essential. Objective To determine whether there is a difference in rankings on the EM SLOE between underrepresented in medicine (UIM) and non-UIM applicants, White and non-White applicants, and to examine whether differences persist after controlling for other characteristics. Methods The sample was drawn from medical students who applied to EM residency at the study institution in 2019. We compared rankings between UIM and non-UIM students and between students of each individual race/ethnicity and White students, after controlling for United States Medical Licensing Examination Step scores, Alpha Omega Alpha status, type of school (US MD, US DO, internation medical graduate), Medical Student Performance Evaluation class percentile, affiliated program vs visiting clerkship SLOE, gender and the interaction of race/ethnicity and gender, and adjusted for students submitting multiple SLOEs, using ordinal regression. Results There were 1555 applicants to the study institution in 2019; 1418 (91.2%) had a SLOE and self-identified race/ethnicity. After controlling for applicant characteristics, non-UIM students were significantly more likely to be ranked higher than UIM students on “Rank Against Peers,” (OR 1.46, 95% CI 1.03-2.07) and Grade (OR 1.46, 95% CI 1.05-2.04). Conclusions Analysis of EM SLOEs submitted to our institution demonstrates racial bias on this standardized assessment tool, which persists after controlling for other performance predictors.
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Biggs, David L., and Nicholas J. Beutell. "Job Applicants' Sex and Marital Status as Determinants of Evaluations of Resumes." Psychological Reports 58, no. 3 (June 1986): 767–73. http://dx.doi.org/10.2466/pr0.1986.58.3.767.
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Job applicants' sex and marital status were manipulated in a paradigm in which a resume was evaluated. Personnel recruiters were role-played by 117 MBA students, each of whom evaluated one resume. An interaction of sex of recruiter × applicant's marital status was found in relation to interviewing the applicant and applicant's motivation to work. Male recruiters rated the applicant more favorably in each case. No significant effects of applicant's sex × marital status were found. Implications for management were discussed.
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Gordon, Randall A., Richard M. Rozelle, and James C. Baxter. "The effect of applicant age, job level, and accountability on the evaluation of job applicants." Organizational Behavior and Human Decision Processes 41, no. 1 (February 1988): 20–33. http://dx.doi.org/10.1016/0749-5978(88)90044-1.
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Hraiz, Raghda, Mariam Khader, and Adnan Shaout. "A Multi-Stage Fuzzy Model for Assessing Applicants for Faculty Positions in Universities." International Journal of Intelligent Information Technologies 15, no. 1 (January 2019): 51–83. http://dx.doi.org/10.4018/ijiit.2019010103.
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Assessing applicants for faculty positions in universities involves many issues. Each issue may involve a judgment based on uncertain or imprecise data. The uncertainty in data may exist in the interpretation made by the evaluator. This issue might lead to improper decision making. Modeling such a system using fuzzy logic will provide a more efficient model for handling imprecision. This article presents a fuzzy system for modeling the assessment of applicants for employment at academic universities. This system will utilize a multi-stage fuzzy model for measuring and evaluating the applicants. Utilizing fuzzy logic for applicants' evaluation will help administrators in choosing the best candidates for faculty positions. The fuzzy system was developed using jFuzzyLogic Java library. The reliability of the proposed system was proved by evaluating real-world case studies to prove its effectiveness to mimic human judgment. Moreover, the developed system has been evaluated by comparing it with a traditional mathematical method to prove the credibility and fairness of the proposed fuzzy system.
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Vokes, Jordan, Alexander Greenstein, Emily Carmody, and John T. Gorczyca. "The Current Status of Medical School Clerkship Grades in Residency Applicants." Journal of Graduate Medical Education 12, no. 2 (April 1, 2020): 145–49. http://dx.doi.org/10.4300/jgme-d-19-00468.1.
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ABSTRACT Background Two criteria that have been investigated for evaluating orthopedic surgery residency candidates are achieving an “honors” grade during a surgery clerkship and the total number of honors grades received in all clerkships. Unfortunately, the rate of honors grades given and the criteria for earning an honors grade differ between medical schools, making comparison of applicants from different medical schools difficult. Objective We measured the rate of honors grades in clerkships at different medical schools in the United States to examine the utility of clerkship grades in evaluating orthopedic surgery residency applicants. Methods Adequate data via the Electronic Residency Application Service were available for 86 of 142 Association of American Medical Colleges medical schools from the 2017 Match cycle. Descriptive statistics and Wilcoxon rank sum tests were performed to identify differences in grade distributions within each clerkship and in school ranking for research by U.S. News & World Report. Results For the surgery clerkship, the median rate of honors grades given was 32.5% (range 5%–67%). There was a high rate of interinstitutional variability in all clerkships. We were unable to demonstrate a statistically significant relationship between research ranking and percentage honors grades given for individual clerkships. Conclusions A standardized method for grading medical students during clinical clerkships does not exist, resulting in a high degree of interinstitutional variability. Surgery clerkship grades are an unreliable measure for comparing orthopedic surgery residency applicants from different medical schools. Standardized measures of applicant evaluation might be helpful in the future.
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Shannon, Micheal L., and C. Patrick Stark. "THE INFLUENCE OF PHYSICAL APPEARANCE ON PERSONNEL SELECTION." Social Behavior and Personality: an international journal 31, no. 6 (January 1, 2003): 613–23. http://dx.doi.org/10.2224/sbp.2003.31.6.613.
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Previous research suggests that physical appearance variables may play a role in employment hiring decisions. This study examined the influence of two physical appearance variables, beardedness and attractiveness, on personnel selection. Fifty undergraduate participants were given the task of evaluating and selecting between nine equally qualified male job applicants applying for a fictitious management trainee position. A photograph was attached to each of the nine applications. Photographs differed systematically on level of beardedness and attractiveness. Results indicated that the level of attractiveness of the photographs significantly affected the evaluation of the application to which it was attached, but did not significantly affect the subjects' final selection decision. Level of beardedness of the photographs was not found to have a significant effect on evaluation of the applications. However, there was a trend in the data that suggested that bearded applicants, although evaluated equally with nonbearded applicants, were selected for management positions at lower rates. Implications and limitations of these results are also examined.
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Alameddine, M., K. Imrie, S. Akers, and S. Verma. "71. Are video interviews a good alternative to in person interviews in assessing international applicants' skills?" Clinical & Investigative Medicine 30, no. 4 (August 1, 2007): 67. http://dx.doi.org/10.25011/cim.v30i4.2832.
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We developed and administered two questionnaires to assess the interview experience of both interviewers and applicants during postgraduate medical selection interviews. Using a 5 point likert scale, the questionnaires assessed three areas (1) ability to show/assess communication, interpersonal and problem solving skills; (2) ability to know the other side well and (3) level of comfort with the interview. Interviewers and applicants were asked to provide a global rating for the interview. The questionnaires were administered to both candidates and applicants from 6 departments in 18 in-person and 12 video interviews. 30 applicant and 87 interviewer survey forms were collected and analyzed. T-tests were used to compare the means of the two groups and significance levels were analyzed. Both interviewers and applicants had a higher average global satisfaction for video interviews compared to in person interviews. No difference was indicated in the ability of interviewers to assess the applicants’ skills between the two types of interviews. For both interviewers and applicants, video interviews, compared to in person interview, had a lower average score for connecting personally & establishing rapport and for satisfaction with administrative arrangements. Video interviewed applicants had a 50% probability of getting accepted in a program compared to 22% of in person interviewed candidates. We conclude that video interviews appear to be a valuable alternative to in-person interviews, with some sacrifice in personal connection and rapport. Video interviews result in significant time and cost savings for international applicants and have potential implications for the CaRMS process as well.
Sackett KM, Campbell-Heider N, Blyth JB. The evolution and evaluation of videoconferencing technology for graduate nursing education. Comput Inform Nurs. 2004 (Mar-Apr); 22(2):101-6.
Shepherd L, Goldstein D, Whitford H, Thewes B, Brummell V, Hicks M. The utility of videoconferencing to provide innovative delivery of psychological treatment for rural cancer patients: results of a pilot study. J Pain Symptom Manage 2006 (Nov); 32(5):453-61.
Arena J, Dennis N, Devineni T, Maclean R, Meador K. A pilot study of feasibility and efficacy of telemedicine-delivered psychophysiological treatment for vascular headache. Telemed J E Health 2004 (Winter); 10(4):449-54.
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Tout, Wala, Sonia Oyola, Zakaria Sharif, and Emily White VanGompel. "Applicant Evaluation of Residency Programs in a Virtual Format: A Mixed-Methods Study." Family Medicine 54, no. 10 (November 1, 2022): 804–13. http://dx.doi.org/10.22454/fammed.2022.148473.
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Background and Objectives: The first all-virtual residency application cycle took place in 2021. Virtual programming can reduce cost, time, and travel burden; these may be especially beneficial to applicants with fewer resources and those from underrepresented backgrounds (URM). Little is known about how applicants evaluate key ranking factors, especially in a virtual format. This study aimed to assess how applicants evaluated programs in the virtual cycle. Methods: We surveyed 271 fourth-year students at three Chicago medical schools after rank-list submission and prior to receiving match results in March 2021. The survey included questions on online content and importance of different ranking factors as well as open-ended questions on how participants evaluated their most important factors. We analyzed quantitative data using descriptive statistics and χ2 tests. We analyzed qualitative data using thematic content analysis. Results: Applicants cited goodness of fit, geographic location, program reputation, fellowship opportunities, and work/life balance as the top-five most important factors. URM applicants were more likely to prioritize diversity at institution or location (P<.0001). Interactions with residents and faculty and opportunities to observe interprogram dynamics were key to assessing fit but were often limited by the virtual format. Additional emergent themes provided recommendations for future cycles. Program websites and videos were rated as the most important online content types. Conclusions: This study provides information about how applicants evaluated the factors they deemed most important in assessing and ranking programs, which can help residency programs improve their recruitment efforts.
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Thimm, Terra, Christopher Kiefer, Mara Aloi, Moira Davenport, Jared Kilpatrick, Jeffrey Bush, Lindsey Jennings, Stephen Davis, Kimberly Quedado, and Erica Shaver. "Does the Medical Student Performance Evaluation Change the Decision to Invite Residency Applicants?" Western Journal of Emergency Medicine 22, no. 5 (August 21, 2021): 1102–9. http://dx.doi.org/10.5811/westjem.2021.4.52374.
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Introduction: Although emergency medicine (EM) residency program directors (PD) have multiple sources to evaluate each applicant, some programs await the release of the medical student performance evaluation (MSPE) to extend interview offers. While prior studies have demonstrated that MSPE content is variable and selectively positive, no prior work has evaluated the impact of the MSPE on the likelihood to invite (LTI) applicants for a residency interview. This study aimed to evaluate how information in the MSPE impacted LTI, with the hypothesis that changes in LTI would be relatively rare based on MSPE review alone. Methods: We conducted a prospective, observational study analyzing applications to three EM residency programs during the 2019-2020 match cycle. Reviewers assessed applications and rated the LTI on a five-point Likert scale where LTI was defined as follows: 1 = definitely no; 2 = probably no; 3 = unsure; 4 = probably yes; and 5 = definitely yes. The LTI was recorded before and after MSPE review. A change in LTI was considered meaningful when it changed the overall trajectory of the applicant’s likelihood to receive an invitation to interview. Results: We reviewed a total of 877 applications with the LTI changing ≥1 point on the Likert scale 160 (18.2%) times. The LTI was meaningfully impacted in a minority of applications – 48 total (5.5 %, p< 0.01) – with only 1 (0.11%) application changing from 1 or 2 (definitely/probably no) to 4 or 5 (probably/definitely yes) and 34 (3.8%) changing from 3 (unsure) to 4 or 5 (probably/definitely yes). Thirteen (1.5%) applications changed from 4 or 5 (probably/definitely yes) to 3 (unsure or probably/definitely no). Conclusion: Review of the MSPE resulted in a meaningful change in LTI in only 5.5% of applications. Given the time required for program leadership to review all parts of the variably formatted MSPEs, this finding supports a more efficient application review, where the PD’s focus is on succinct and objective aspects of the application, such as the Standardized Letter of Evaluation.
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Ahern, John W., Erica Counter, and David Sears. "Electronic evaluation of residency applicants using Microsoft SharePoint." American Journal of Health-System Pharmacy 69, no. 13 (July 1, 2012): 1104–5. http://dx.doi.org/10.2146/ajhp120114.
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OʼHalloran, Colleen M., Elizabeth M. Altmaier, Wilbur L. Smith, and Edmund A. Franken. "Evaluation of Resident Applicants by Letters of Recommendation." Investigative Radiology 28, no. 3 (March 1993): 274–77. http://dx.doi.org/10.1097/00004424-199303000-00026.
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Richardson, Ben, Janine Webb, Lynne Webber, and Kaye Smith. "Age Discrimination in the Evaluation of Job Applicants." Journal of Applied Social Psychology 43, no. 1 (December 20, 2012): 35–44. http://dx.doi.org/10.1111/j.1559-1816.2012.00979.x.
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Ramsey, Don, Debra A. DaRosa, Tyree Finch, Ron Konrad, Alan Birtch, M. J. Peters, and Roland Folse. "Evaluation of surgical resident applicants using simulated patients." Evaluation and Program Planning 10, no. 1 (January 1987): 9–12. http://dx.doi.org/10.1016/0149-7189(87)90016-4.
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Tokay, Dilbağ. "Impact of Online Music Competitions on the Young Musicians’ Professional Skills and Their Musical Development During the Covid-19 Pandemic." European Journal of Social Science Education and Research 7, no. 3 (December 12, 2020): 80. http://dx.doi.org/10.26417/466ven59n.
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Classical music competitions present a medium for the development and motivation of young musicians. In this context, they prepare young musicians to professional life and play an important role in their career. Online competitions became more popular due to the Covid-19 pandemic with an increasing number of high professional quality applicants. This research aims to focus on the impact of online music competitions on the young musicians’ professional skills and their musical development. The research will set forth the differences between online competitions and real life competitions from various aspects such as application process, video presentations, and efficiency of the young musicians in using available technology, jury formation, evaluation of the applicants' performances by the jury as well as the applicants' evaluation of their own performance among other applicants.
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John, Ace St, and Stephen M. Kavic. "Leveraging artificial intelligence for resident recruitment: can the dream of holistic review be realized?" Artificial Intelligence Surgery 2, no. 4 (2022): 195–206. http://dx.doi.org/10.20517/ais.2022.24.
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Aim: The purpose of this study was to investigate if principles of Artificial Intelligence (AI), specifically Natural Language Processing (NLP), could be applied to the personal statements of general surgery residency applicants in order to gain valuable insight into the candidates and facilitate a more comprehensive assessment. Methods: The personal statements from individuals applying for a general surgery residency position during the 2021/22 application cycle (n = 1792) were analyzed using AI technology. Comparison groups were drawn from a database of documents from the general population and the personal statements of current general surgery residents (n = 64) at a single academic center. The study was conducted in collaboration with a leading language psychology and natural language processing organization. Results: Applicants exhibited a language-based personality that was highly self-assured (P < 0.0001) and trusting (P < 0.0001), and less stress-prone (P < 0.0001) and impulsive (P < 0.0001) than that of the general population. Compared to the general applicant pool, current residents were significantly more emotionally aware (P < 0.001) and organized (P < 0.001) and less self-assured (P < 0.001) and less driven by power (P < 0.001). Conclusion: Natural language processing technology can be utilized to assess the unique characteristics of general surgery resident applicants based on the content of their personal statements. In addition, candidates who successfully gain admission to a single academic program display different language-based personalities and drives compared to the general applicant pool. Incorporating these principles of artificial intelligence into the residency selection process could facilitate a more holistic evaluation of candidates.
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White, T. D., J. M. Kean, and B. I. P. Barratt. "The biocontrol information resource for ERMA New Zealand applicants (BIREA) an evaluation." New Zealand Plant Protection 61 (August 1, 2008): 8–11. http://dx.doi.org/10.30843/nzpp.2008.61.6825.
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An evaluation of the Biocontrol Information Resource for ERMA New Zealand Applicants (BIREA http//wwwb3nzorg/birea) website was undertaken BIREA aims to assist applicants to ERMA New Zealand wishing to introduce biocontrol agents to New Zealand to submit a welldeveloped and informed application The website also has potential for educating overseas biocontrol practitioners and the general public on biological control safety ERMA New Zealand had received no new applications for import or release of biocontrol agents since the website went live in April 2007 so BIREA was evaluated by interviewing past applicants and key stakeholders In addition potential users of the site were surveyed and an analysis of internet visitors to the website was undertaken Overall BIREA was highly rated and was thought to be a useful tool by past applicants and stakeholders However for BIREA to become an effective means of public education adjustments to make the site public friendly would be required BIREA was accessed approximately hourly by a wide range of visitors from at least 55 countries
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Guettler, Norbert, Edward D. Nicol, and Stefan Sammito. "Exercise ECG for Screening in Military Aircrew." Aerospace Medicine and Human Performance 93, no. 9 (September 1, 2022): 666–72. http://dx.doi.org/10.3357/amhp.6051.2022.
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INTRODUCTION: The exercise electrocardiogram (ExECG), or stress test, is a widely used screening tool in occupational medicine designed to detect occult coronary artery disease, and assess performance capacity and cardiovascular fitness. In some guidelines, it is recommended for high-risk occupations in which occult disease could possibly endanger public safety. In aviation medicine, however, there is an ongoing debate on the use and periodicity of ExECG for screening of aircrew.METHOD: In the German Armed Forces, aircrew applicants and active-duty aircrew undergo screening ExECG. We analyzed 7646 applicant ExECGs (5871 from pilot and 1775 from nonpilot applicants) and 17,131 ExECGs from 3817 active-duty pilots. All were performed at the German Air Force Centre of Aerospace Medicine (GAFCAM) and analyzed for ECG abnormalities, performance capacity, blood pressure, and heart rate response.RESULTS: Only 15/5871 (0.2%) of pilot applicants required further investigation and none were ultimately disqualified for aircrew duties due to their ExECG results. Of the nonpilot applicants, 22/1775 (1.2%) required further diagnostic work-up due to their ExECG findings, with only 1 ultimately disqualified. From active-duty pilots, 84/17,131 (0.5%) ExECGs revealed findings requiring further investigation, with only 2 pilots ultimately disqualified from flying duties.DISCUSSION: The extremely low yield of ExECG findings requiring further evaluation and/or disqualification for aircrew duties suggest its use is questionable and not cost-effective as a screening tool in this cohort. It may be enough to perform ExECG on clinical indication alone.Guettler N, Nicol ED, Sammito S. Exercise ECG for screening in military aircrew. Aerosp Med Hum Perform. 2022; 93(9):666–672.
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Gustafson, Chelsea E., Crystal J. Johnson, Gary L. Beck Dallaghan, O’Rese J. Knight, Kimberly M. Malloy, Kimberley R. Nichols, and Lisa Rahangdale. "Evaluating situational judgment test use and diversity in admissions at a southern US medical school." PLOS ONE 18, no. 2 (February 13, 2023): e0280205. http://dx.doi.org/10.1371/journal.pone.0280205.
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Introduction Situational judgment tests have been adopted by medical schools to assess decision-making and ethical characteristics of applicants. These tests are hypothesized to positively affect diversity in admissions by serving as a noncognitive metric of evaluation. The purpose of this study was to evaluate the performance of the Computer-based Assessment for Sampling Personal Characteristics (CASPer) scores in relation to admissions interview evaluations. Methods This was a cohort study of applicants interviewing at a public school of medicine in the southeastern United States in 2018 and 2019. Applicants took the CASPer test prior to their interview day. In-person interviews consisted of a traditional interview and multiple-mini-interview (MMI) stations. Between subjects, analyses were used to compare scores from traditional interviews, MMIs, and CASPer across race, ethnicity, and gender. Results 1,237 applicants were interviewed (2018: n = 608; 2019: n = 629). Fifty-seven percent identified as female. Self-identified race/ethnicity included 758 White, 118 Black or African-American, 296 Asian, 20 Native American or Alaskan Native, 1 Native Hawaiian or Other Pacific Islander, and 44 No response; 87 applicants identified as Hispanic. Black or African-American, Native American or Alaskan Native, and Hispanic applicants had significantly lower CASPer scores than other applicants. Statistically significant differences in CASPer percentiles were identified for gender and race; however, between subjects, comparisons were not significant. Conclusions The CASPer test showed disparate scores across racial and ethnic groups in this cohort study and may not contribute to minimizing bias in medical school admissions.
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Bridge, Pete, Jenny Callender, Jo Edgerley, and Cath Gordon. "The value of pre-application clinical department visits in radiotherapy: a qualitative evaluation." Journal of Radiotherapy in Practice 18, no. 02 (December 18, 2018): 110–15. http://dx.doi.org/10.1017/s1460396918000717.
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AbstractBackgroundThe mandatory clinical radiotherapy department visit undertaken by potential applicants aims to provide understanding of the profession and therefore reduce attrition. Increasing pressure on clinical departments makes visits a logistical challenge. This additional step may also present as an unnecessary barrier to applicants. With no evidence relating to visits, this study aimed to explore the perceptions of both students and clinical educators concerning potential benefits and challenges.MethodA focus group interview method was used to gather in-depth qualitative data concerning the clinical department visit experiences from first-year undergraduate students and clinical educators.ResultsThree themes emerged from the student focus groups: the perceived purpose of the clinical visit, the visit content and the outcomes and impact arising from the visit. Clinical educator data also followed these themes in addition to ‘logistical impact’ theme.ConclusionThe clinical visit has value to applicants in affirming their decision to study radiotherapy. There is variation in expectation and content for these visits and they are logistically challenging. Nationally agreed guidelines for visit structure and content could improve visit efficiency and effectiveness. A national clinical visit form may reduce workload for educators and applicants.
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Javadyan, A. S., and P. S. Voskanyan. "ON ADDITIONAL PROFESSIONAL TRAINING IN EXPERT SPECIALTIES IN THE NATIONAL BUREAU OF EXPERTISES." Theory and Practice of Forensic Science and Criminalistics 17 (November 29, 2017): 146–52. http://dx.doi.org/10.32353/khrife.2017.17.
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The paper is devoted to the Regulation on Additional Professional Training in Expert Specialties developed by the National Bureau of Expertises of the Republic of Armenia and realized in practice. It’s noted that the unified approaches, set forth in the Regulation, to the retraining of forensic experts ofdifferent specializations within the framework of individual short- and medium-term courses make it possible to provide the required level of professional training with the subsequent certification of the applicant for the right to independently perform a forensic examination. The peculiarities of the current model of additional professional education are described, including testing the basic knowledge of the applicant at the first stage, and in case ofsatisfactory evaluation, after an oral interview, training on the developed individual program consisting of theoretical and practical parts. Upon completion of the training program, the accompanying materials on the applicant’s candidature are submitted to the meeting of the Qualification Commission established by the National Bureau of Expertises, which gives the right to the applicant to carry out independent forensic examination in one or another expert specialty (since 2005 in this manner more than 300 applicants it’s prepared). The paper also emphasizes that the programs of additional professional training are periodically revised, supplemented with introducing new relevant training modules into the programs. In particular, the paper contains links to the introduction of modules such as time management and stress management into the educational process. The paper also highlights the accumulated experience allowing to provide a qualitative level ofexperts continuous training of the National Bureau of Expertises, particularly, on definition of the criteria necessaryfor granting independence to the expert, terms and duration of the probation period of his activity, criteria for evaluating this activity.