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Alghamdi, Wael A., Tahani M. Almeleebia, and Khalid M. Orayj. "Comparison of Saudi Pharmacist Licensure Examination (SPLE) Pass Rates by Institution and Applicant Characteristics." Healthcare 10, no. 10 (September 24, 2022): 1865. http://dx.doi.org/10.3390/healthcare10101865.
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In 2019, the Saudi Pharmacist Licensure Examination (SPLE) was first administered to all pharmacy graduates and served as one of the prerequisites for obtaining a pharmacist license. The objective of this study was to evaluate whether institution and applicant characteristics are associated with first-time SPLE success. Passing status for 2284 SPLE first-time applicants was obtained from online public data for the years 2019 and 2020. The data included applicant sex, institution type (public vs. private), and college establishment year (2006 or earlier vs. after 2006). Overall, the SPLE first-time pass rate in 2020 was significantly higher than in 2019 (98.0 vs. 95.9%; p = 0.0062). Applicants from pharmacy colleges established in or before 2006 had a higher SPLE first-time pass rate, compared to those from pharmacy colleges established after 2006 (98.2 vs. 95.2%; p < 0.0001). The pass rate for male applicants was lower compared to female applicants (95.8 vs. 97.5%; p = 0.0221). The results of logistic regression showed that exam year (2020 vs. 2019), applicant sex (female vs. male), and pharmacy college establishment year (≤2006 vs. >2006) were statistically significant predictors. Further studies are needed in the upcoming years when more cumulative data are available.
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Wu, Qiang. "Construction and Applicaton of Grey Concept Lattices." Informatica 24, no. 1 (January 1, 2013): 153–68. http://dx.doi.org/10.15388/informatica.2013.389.
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Jackman, Simon. "What Do We Learn from Graduate Admissions Committees? A Multiple Rater, Latent Variable Model, with Incomplete Discrete and Continuous Indicators." Political Analysis 12, no. 4 (2004): 400–424. http://dx.doi.org/10.1093/pan/mph026.
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What do we really know about applicants to graduate school? How much information is in an applicant's file? What do we learn by having graduate admissions committees read and score applicant files? In this article, I develop a statistical model for measuring applicant quality, combining the information in the committee members' ordinal ratings with the information in applicants' GRE scores. The model produces estimates of applicant quality purged of the influence of committee members' preferences over ostensibly extraneous applicant characteristics, such as gender and intended field of study. An explicitly Bayesian approach is adopted for estimation and inference, making it straightforward to obtain confidence intervals not only on latent applicant quality but over rank orderings of applicants and the probability of belonging in a set of likely admittees. Using data from applications to a highly ranked political science graduate program, I show that there is considerable uncertainty in estimates of applicant quality, making it impossible to make authoritative distinctions as to quality among large portions of the applicant pool. The multiple rater model I develop here is extremely flexible and has applications in fields as diverse as judicial politics, legislative politics, international relations, and public opinion.
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Van Ommeren, Jos, Giovanni Russo, Reinout E. De Vries, and Mark Van Ommeren. "Context in Selection of Men and Women in Hiring Decisions: Gender Composition of the Applicant Pool." Psychological Reports 96, no. 2 (April 2005): 349–60. http://dx.doi.org/10.2466/pr0.96.2.349-360.
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The hypothesis that the sex composition of an applicant pool affects the hiring probabilities of individual job applicants was tested using gender-distinctive information on accepted and rejected job applicants in The Netherlands. The evidence supports this hypothesis, although the effect sizes are moderate. Both men and women have a lower probability of being hired when the applicant pool contains fewer applicants from their own sex.
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Kulig, Alan W., and Rebecca D. Blanchard. "Use of Cognitive Simulation During Anesthesiology Resident Applicant Interviews to Assess Higher-Order Thinking." Journal of Graduate Medical Education 8, no. 3 (July 1, 2016): 417–21. http://dx.doi.org/10.4300/jgme-d-15-00367.1.
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ABSTRACT It is difficult to assess applicants' higher-order cognitive thinking skills during conventional resident interviews. Application metrics currently employed are useful indicators of academic and personal success in targeted areas, yet value of this information in predicting future clinical performance is limited.Background We developed an assessment tool to evaluate higher-order cognitive function in real time during anesthesiology resident applicant interviews.Objective During the 2014–2015 residency interview season, we integrated simulation training into applicant interviews to evaluate higher-order cognitive skills. Our 5-minute simulation emphasized the Team STEPPS 2-Challenge Rule and explored candidates' critical thinking, analytical decision making, and response to stress. Participating applicants were evaluated using an outcomes-based checklist targeting desired responses. We also sent applicants a post-National Resident Matching Program survey to assess their perceptions of the simulation's value and educational utility.Methods A total of 90 applicants (75% of all applicants) participated in the simulation, which taught residents about important patient safety concepts and provided the program with real time information about their critical thinking ability. All applicants were confident or very confident that they would both speak up and know what to say if they encountered a patient safety breach as a result of participating in this exercise. Simulation performance affected desirability status for 35% of participating applicants, where 23% of applicants ranked higher, and 12% ranked lower compared to baseline application status.Results Cognitive simulation training was useful in assessing resident applicant higher-order thinking skills and in helping stratify candidates in conjunction with standard application metrics.Conclusions
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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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Tamaki, Mitsushi. "Optimal Choice of the Best Available Applicant in Full-Information Models." Journal of Applied Probability 46, no. 4 (December 2009): 1086–99. http://dx.doi.org/10.1239/jap/1261670690.
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The problem we consider here is a full-information best-choice problem in which n applicants appear sequentially, but each applicant refuses an offer independently of other applicants with known fixed probability 0≤q<1. The objective is to maximize the probability of choosing the best available applicant. Two models are distinguished according to when the availability can be ascertained; the availability is ascertained just after the arrival of the applicant (Model 1), whereas the availability can be ascertained only when an offer is made (Model 2). For Model 1, we can obtain the explicit expressions for the optimal stopping rule and the optimal probability for a given n. A remarkable feature of this model is that, asymptotically (i.e. n→∞), the optimal probability becomes insensitive to q and approaches 0.580 164. The planar Poisson process (PPP) model provides more insight into this phenomenon. For Model 2, the optimal stopping rule depends on the past history in a complicated way and seems to be intractable. We have not solved this model for a finite n but derive, via the PPP approach, a lower bound on the asymptotically optimal probability.
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Tamaki, Mitsushi. "Optimal Choice of the Best Available Applicant in Full-Information Models." Journal of Applied Probability 46, no. 04 (December 2009): 1086–99. http://dx.doi.org/10.1017/s002190020000615x.
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The problem we consider here is a full-information best-choice problem in which n applicants appear sequentially, but each applicant refuses an offer independently of other applicants with known fixed probability 0≤q<1. The objective is to maximize the probability of choosing the best available applicant. Two models are distinguished according to when the availability can be ascertained; the availability is ascertained just after the arrival of the applicant (Model 1), whereas the availability can be ascertained only when an offer is made (Model 2). For Model 1, we can obtain the explicit expressions for the optimal stopping rule and the optimal probability for a given n. A remarkable feature of this model is that, asymptotically (i.e. n→∞), the optimal probability becomes insensitive to q and approaches 0.580 164. The planar Poisson process (PPP) model provides more insight into this phenomenon. For Model 2, the optimal stopping rule depends on the past history in a complicated way and seems to be intractable. We have not solved this model for a finite n but derive, via the PPP approach, a lower bound on the asymptotically optimal probability.
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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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Golinghorst, Dexter, Aisling de Paor, Yann Joly, Angus S. Macdonald, Margaret Otlowski, Richard Peter, and Anya E. R. Prince. "Anti-Selection & Genetic Testing in Insurance: An Interdisciplinary Perspective." Journal of Law, Medicine & Ethics 50, no. 1 (2022): 139–54. http://dx.doi.org/10.1017/jme.2022.18.
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AbstractAnti-selection occurs when information asymmetry exists between insurers and applicants. When an applicant knows they are at high risk of loss, but the insurer does not, the applicant may try to use this knowledge differential to secure insurance at a lower premium that does not match risk.
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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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Langer, Markus, Cornelius J. König, and Annika I. Scheuss. "Love the Way You Lie." Journal of Personnel Psychology 18, no. 2 (April 2019): 84–94. http://dx.doi.org/10.1027/1866-5888/a000225.
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Abstract. In case of an applicant shortage, signaling theory and research on interviewer impression management (IM) imply that hiring managers use more IM. To test which kind of IM behavior they apply and whether it indeed influences applicants, participants fulfilled the role of hiring managers and recorded company presentation videos, either assuming an applicant shortage or a sufficient number of applicants. In the applicant shortage condition, participants used more defensive IM, indicated by self-reported, observed, and artifactual (withholding negative visual information about an organization) IM measures. Additionally, more defensive IM led to better perceived organizational attractiveness. This study contributes to IM research shedding light on hiring managers’ IM behavior and stimulating ideas on how to study IM behavior in the laboratory.
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Contreras Krueger, Dianna, Dianna L. Stone, and Eugene Stone-Romero. "Applicant, rater, and job factors related to weight-based bias." Journal of Managerial Psychology 29, no. 2 (February 4, 2014): 164–86. http://dx.doi.org/10.1108/jmp-02-2012-0057.
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Purpose – The aim of this paper was to assess the main and interactive effects of job applicant conscientiousness, and nurturing job demands on ratings of overweight female applicants on job suitability and a hiring recommendation. It also examined relations between rater ethnicity and ratings of the job suitability of normal and overweight applicants. Design/methodology/approach – The study used a 2×2×2 experimental design and data from 400 individuals (201 Anglos and 199 Hispanics) with hiring experience to test the study's hypotheses. Participants were randomly assigned to conditions, and asked to review a resume and picture of a normal or overweight applicant. Then, they were asked to rate the applicant's job suitability and make a hiring recommendation. Findings – The results revealed that: overweight female applicants were rated as more suitable for jobs and more likely to be recommended for hire when they had high rather than low conscientiousness; Hispanics were more likely to recommend overweight applicants for hire than Anglos; and there was a three-way interaction among applicant weight, rater ethnicity, and nurturing job demands for the hiring recommendation criterion. Research limitations/implications – The study was conducted in a simulated hiring context. Thus, research is needed to determine if the results generalize to actual work settings. Practical implications – The results suggest that organizations should provide decision makers with detailed information about applicants' conscientiousness, and the nurturing demands of jobs. When these types of information are presented, raters are less likely to display weight-based bias. Originality/value – Previous research on weight-based bias was not based on a theoretical model, but the present study used a theoretical framework to guide the development of hypotheses (Stone and Colella, 1996; Stone et al., 1992). In addition, it is the first study to examine the effects of overweight applicant conscientiousness and stereotype-job fit on ratings of job suitability, and differences between Hispanic and Anglo views of overweight applicants.
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Lee, Jong Wook, and So Young Sohn. "Evaluating borrowers’ default risk with a spatial probit model reflecting the distance in their relational network." PLOS ONE 16, no. 12 (December 31, 2021): e0261737. http://dx.doi.org/10.1371/journal.pone.0261737.
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Potential relationship among loan applicants can provide valuable information for evaluating default risk. However, most of the existing credit scoring models either ignore this relationship or consider a simple connection information. This study assesses the applicants’ relation in terms of their distance estimated based on their characteristics. This information is then utilized in a proposed spatial probit model to reflect the different degree of borrowers’ relation on the default prediction of loan applicant. We apply this method to peer-to-peer Lending Club Loan data. Empirical results show that the consideration of information on the spatial autocorrelation among loan applicants can provide high predictive power for defaults.
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Oliver, M. Grace, and Kelsie Kelly. "Student Perceptions and Use of Social Media as Residency Program Information." Family Medicine 54, no. 5 (May 5, 2022): 380–83. http://dx.doi.org/10.22454/fammed.2022.968351.
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Background and Objectives: Virtual residency interviews during the 2020 COVID-19 pandemic posed unique challenges to students and residency programs in the United States. We evaluated fourth-year medical students’ perceptions of the virtual format and social media use to help select residency programs. We also assessed applicant utilization and perceived usefulness of our social media content. Methods: We administered an anonymous, web-based survey study of interviewees at an urban, academic medical center residency program. We analyzed data using descriptive statistics. Results: Seventy-five of 138 applicants completed the survey (response rate 54%). Most applicants reported worry about obtaining enough information about residency programs to apply (64%) and to rank programs (87%). Though more traditional information sources remain most prevalent, social media is now widely used to research residency programs (62%). Conclusions: Most applicants to this family medicine residency program used social media to gather information, but they expressed worry that it was enough. Virtual interviews are likely to remain postpandemic, creating challenges for residency programs and especially for their hopeful applicants. Programs seeking to provide well-rounded information for applicants should maintain a social media presence as part of their recruitment practices.
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Martin, Marcus L. "Applicant Pool for Emergency Medicine Residency Programs: Information on Minority and Female Applicants." Annals of Emergency Medicine 27, no. 3 (March 1996): 331–38. http://dx.doi.org/10.1016/s0196-0644(96)70269-x.
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Pate, Richard L. "Invisible discrimination." International Journal of Discrimination and the Law 12, no. 3 (September 2012): 133–46. http://dx.doi.org/10.1177/1358229112470300.
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With the advent and popularity of social networking sites, the boundaries of the relationship between the employer and employee/prospective employee have stretched well beyond the workplace and working hours. Predictably, this relationship expansion has led to uncharted adversarial scenarios between the respective parties. Unfortunately, in this new, vibrant cyber world, employment law is struggling for deference and attention. Notwithstanding this ostensible indifference, each phase of the relationship is heavily impacted by social network media. Applicant recruitment, information gathering and applicant selection stand to be impacted by the social network communications made by employees or prospective employees. This article examines whether present and proposed law protects job applicants from potential, unlawful discrimination resulting from the employer’s use of social media in its applicant recruitment, information-gathering and applicant selection processes.
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Phitayakorn, Roy, E. A. Macklin, J. Goldsmith, and Debra F. Weinstein. "Applicants' Self-Reported Priorities in Selecting a Residency Program." Journal of Graduate Medical Education 7, no. 1 (March 1, 2015): 21–26. http://dx.doi.org/10.4300/jgme-d-14-00142.1.
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Abstract Background Residency recruitment is a high-stakes activity for all participants, yet there is limited information about how applicants choose among programs. Objective This study evaluated the importance applicants place on various residency program attributes; whether applicant priorities vary by sex, race/ethnicity, or specialty choice; and whether the importance of these factors changes over time. Methods Highly ranked applicants to residency programs at 2 academic medical centers were surveyed annually from 2004 to 2012 regarding the importance of 26 characteristics in selecting a program. Mean ratings of importance for each factor were analyzed to assess priority for the overall applicant group, and whether priorities differed for subgroups (by sex, race/ethnicity, and specialty). Results Of 9669 applicants surveyed, 6285 (65%) responded. The 5 factors with highest rating of importance (overall and across all subgroups) were the program's ability to prepare residents for future training or position, resident esprit de corps, faculty availability and involvement in teaching, depth and breadth of faculty, and variety of patients and clinical resources. Small but significant differences in the ratings of some factors by sex and/or specialty group were identified. Institution-level characteristics, such as call rooms, salary, and benefits, were relatively unimportant. Applicant priorities were stable over the 9-year study period. Conclusions Highly ranked applicants to competitive residency programs value educational aspects of the program most highly, along with resident morale. Top factors were consistent across subgroups and over the 9 years of the study. These findings have implications for resident recruitment strategies.
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Jebaraj, Abigail, Judith Warner, Jeff Pettey, Griffin Jardine, and Sravanthi Vegunta. "Ophthalmology Residency Virtual Interviews in the Setting of the COVID-19 Pandemic: Perspectives of Applicants, Selection Committee Members, and Current Residents." Journal of Academic Ophthalmology 13, no. 02 (July 2021): e170-e174. http://dx.doi.org/10.1055/s-0041-1735953.
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Abstract Background In the setting of the COVID-19 pandemic, residency programs implemented videoconferencing “virtual” interviews for the 2020 to 2021 match cycle. There is limited published information on virtual ophthalmology residency interviews. Objective The study aimed (1) to assess applicant, selection committee member, and resident opinions of technical quality, communication quality, and ability to assess applicant or program “fit” during virtual interviews; (2) to determine which interview format—in-person or virtual—each party would prefer in the future; and (3) to survey which residency resources applicants found helpful. Design Surveys were sent to applicants, selection committee members, and residents to assess the above objectives for the 2020 to 2021 match cycle virtual interviews at the Moran Eye Center, University of Utah. Setting This study was conducted in a single residency program interview season from 2020 to 2021. Participants Forty applicants, eight committee members, and seven residents who participated in the virtual interview process were surveyed. Intervention or Exposure Prior to interviews, various avenues were implemented to connect with applicants. A videoconferencing software was utilized for interviews. Applicants and selection committee members met in one-on-one or small group interviews. Residents communicated with applicants in a large group setting between interviews. Main Outcome and Measure The study aims to survey the participants as stated in the objectives. There was no planned outcome for this quality improvement study. Results Survey response rate was 98.2% (54/55). All parties rated the technical components as good or very good. Applicants and selection committee members rated communication as overall good or very good, although residents thought communication was very poor. A total of 92.3% applicants, 75% selection committee members, and 0% residents were reported that they were able to appropriately assess fit of the program with the applicant. However, 46.3% respondents preferred in-person interviews in the future. Popular applicant resources were resident-produced videos (82.1%), conversations with residents (46.2%), and a gift bag (43.6%). Conclusion and Relevance Overall, the technical components of the interview were successful. Small, structured group interactions led to better communication and assessment of fit. There were variable opinions regarding future interview format preference between in-person, virtual, or choice. Amid the COVID-19 pandemic, connecting with applicants via various means can optimize the match process.
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Giannantonio, Cristina M., Amy E. Hurley-Hanson, Sharon L. Segrest, Pamela L. Perrewé, and Gerald R. Ferris. "Effects of recruiter friendliness and job attribute information on recruitment outcomes." Personnel Review 48, no. 6 (September 2, 2019): 1491–506. http://dx.doi.org/10.1108/pr-01-2018-0037.
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Purpose The purpose of this paper is to gain a better understanding of the effects of recruiter friendliness and both verifiable and non-verifiable job attributes in the recruitment process. Design/methodology/approach In total, 498 participants watched a videoed simulation of a recruitment interview and completed a questionnaire. Three-way analysis of variance (ANOVA) was used to test the interaction and main effect hypotheses. Findings Applicant reactions were more favorable with a friendly recruiter. The more favorable the verifiable job attribute information (JAI), the more favorable the applicant reactions were to the employment opportunity. Compared to applicants who received negative or no non-verifiable JAI, applicants who received positive or mixed non-verifiable JAI were more attracted to the recruiter, perceived the employment opportunity as more desirable, and were more willing to pursue the employment opportunity. Reactions were most favorable in the positive non-verifiable JAI condition, less favorable in the mixed condition, and least favorable in the negative condition. Surprisingly, the “no information” mean was above the negative information condition. Originality/value This fully crossed 2 × 3 × 4 experiment simultaneously examined 2 levels of recruiter friendliness, 3 levels of verifiable job attributes and 4 levels of non-verifiable job attributes. The five dependent variables were attraction to the recruiter, attraction to the employment opportunity, willingness to pursue the employment opportunity, the perceived probability of receiving a job offer and the number of positive inferences made about unknown organizational characteristics. Previous research examining the effects of employment inducements and job attributes were conducted in field settings where it is difficult to control the amount and favorability of JAI applicants receive.
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Kahlert, Christoph, Isabel C. Botero, and Reinhard Prügl. "Revealing the family." Journal of Family Business Management 7, no. 1 (April 10, 2017): 21–43. http://dx.doi.org/10.1108/jfbm-10-2015-0037.
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Purpose Attracting and retaining a skilled labor force represents an important source for competitive advantage for organizations. In the European context, one of the greatest challenges that small- and medium-sized family firms face is attracting high quality non-family applicants. Researchers argue that one of the reasons for this difficulty is tied to the perception that non-family applicants have about family firms as a place to work. The purpose of this paper is to explore the perceptions that applicants have about family firms and their willingness to work in family firms in the German context. Design/methodology/approach Using principles from signaling theory, an experiment was conducted to explore the effects that information about family ownership and organizational age had on the perceptions about a firm (i.e. job security, advancement opportunities, prestige, task diversity, and compensation), and applicant’s attractiveness to it. Findings Based on the responses from 125 individuals in Germany, the authors found that explicitly communicating information about family ownership did not influence applicant perceptions about the firm or attractiveness to it. Although, information about organizational age affected perceptions of compensation, it did not affect attractiveness to the firm. Originality/value This study presents one of the first papers that focuses on the perceptions that non-family applicants have about family firms as a place to work in the European context. Thus, it provides a baseline for comparison to applicant perceptions in other European countries.
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Epstein, Sherise, Neeraja Konuthula, Tanya K. Meyer, Mark E. Whipple, Sarah N. Bowe, Randall A. Bly, and Waleed M. Abuzeid. "Implementing a “Distance Traveled” Question to Improve Resident Diversity: Process and Feasibility." OTO Open 6, no. 3 (July 2022): 2473974X2211138. http://dx.doi.org/10.1177/2473974x221113847.
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Increasing diversity in the physician workforce is important to improving racial and ethnic disparities in health outcomes in the United States. We describe the implementation of a “distance traveled” question (DTQ) in our residency application process. For the 2021-2022 cycle, all applicants to the University of Washington otolaryngology residency program were allowed to complete an optional DTQ. Responses were shared with the application review committee. Following the distribution of interview invites, an anonymous survey was sent to all faculty reviewers. The response rate was 26 of 36 (72%). Among respondents, 20 (77%) felt that the DTQ helped them learn something new about the applicant, and 19 (73%) reported that the DTQ influenced their decision making about the applicant. Thus, a DTQ may provide faculty with new and influential information regarding residency applicants.
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Furtmüller, Elfi, Celeste Wilderom, and Rolf van Dick. "Sustainable e-Recruiting Portals." International Journal of Technology and Human Interaction 6, no. 3 (July 2010): 1–20. http://dx.doi.org/10.4018/jthi.2010070101.
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Since most e-recruiting portals suffer from outdated applicant profiles and receive little user return as soon as applicants have found a new job, in this study, the authors explore how to motivate applicants to keep their profiles up-to-date and stay connected with one specific recruiting portal throughout their careers. The authors interviewed applicants, system analysts and programmers of an Austrian e-recruiting portal. Narratives showing striking differences between these three stakeholders’ interpretation of system requirements for long-term usage are discussed. The identified requirements point to niche recruiting: integrating social network and community features for specified user segments sharing a similar social identity and fostering pre-existing offline ties among users for career purposes. Implications are sketched for more sustainable e-recruiting research, design and development.
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Ralston, S. Michael, and Carl A. Thameling. "Effect of Vividness of Language on Information Value of Reference Letters and Job Applicants' Recommendations." Psychological Reports 62, no. 3 (June 1988): 867–70. http://dx.doi.org/10.2466/pr0.1988.62.3.867.
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This study tested the effect of vividness of language in letters of recommendation on the informational value of information in letters and job applicants' recommendations. 120 personnel administrators read either a favorable-vivid, unfavorable-vivid, favorable-pallid, or unfavorable-pallid letter of reference concerning a fictitious job applicant for a management position. Analysis showed that vividness of language influenced perceived favorableness of information but failed to affect recommendations for a candidate.
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Agan, Amanda, and Sonja Starr. "Ban the Box, Criminal Records, and Racial Discrimination: A Field Experiment*." Quarterly Journal of Economics 133, no. 1 (August 2, 2017): 191–235. http://dx.doi.org/10.1093/qje/qjx028.
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Abstract “Ban the Box” (BTB) policies restrict employers from asking about applicants’ criminal histories on job applications and are often presented as a means of reducing unemployment among black men, who disproportionately have criminal records. However, withholding information about criminal records could risk encouraging racial discrimination: employers may make assumptions about criminality based on the applicant's race. To investigate BTB’s effects, we sent approximately 15,000 online job applications on behalf of fictitious young, male applicants to employers in New Jersey and New York City before and after the adoption of BTB policies. These applications varied whether the applicant had a distinctly black or distinctly white name and the felony conviction status of the applicant. We confirm that criminal records are a major barrier to employment: employers that asked about criminal records were 63% more likely to call applicants with no record. However, our results support the concern that BTB policies encourage racial discrimination: the black-white gap in callbacks grew dramatically at companies that removed the box after the policy went into effect. Before BTB, white applicants to employers with the box received 7% more callbacks than similar black applicants, but BTB increased this gap to 43%. We believe that the best interpretation of these results is that employers are relying on exaggerated impressions of real-world racial differences in felony conviction rates.
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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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Bushina, G. A., A. N. Molchanov, and M. E. Smirnov. "Safety issues during selection of personnel." Issues of radio electronics, no. 11 (November 20, 2019): 92–94. http://dx.doi.org/10.21778/2218-5453-2019-11-92-94.
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The article substantiates the use of a detailed examination of applicants when hiring an enterprise security service. The main purpose of such checks is considered. Documents (passport, taxpayer identification number (TIN), diploma, criminal record) and personal information (information about administrative fines, enforcement proceedings, credit history and relations with competing organizations, letters of recommendation from the previous place of work) that the company is entitled and must require the candidate. It describes the procedure for collecting information from social networks to confirm the information specified in the resume or to obtain information for some reason not specified in the questionnaire. Understanding the process of conducting an interview with the applicant or testing the applicant. The use of the polygraph to test candidates is analyzed and discussed.
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Kimani, James. "CREDIT INFORMATION SHARING AND PROFITABILITY OF BANKS IN KENYA." American Journal of Data, Information and Knowledge Management 2, no. 1 (August 5, 2021): 1–13. http://dx.doi.org/10.47672/ajdikm.760.
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Purpose: Credit information sharing cost positively influenced the profitability of banks in Kenya. The general objective of the study was to evaluate credit information sharing and profitability of banks in Kenya.
Methodology: The paper used a desk study review methodology where relevant empirical literature was reviewed to identify main themes and to extract knowledge gaps.
Findings: The study stablished that borrower’s credit history information had a positive influence on the profitability in Kenya. The study the respondents agreed that their banks collect information on the number of previous applications that a loan applicant has made, the bank collects information on the number of loans applied and declined, the bank asks for reasons that the loan applied was declined for all applicants, the bank asks loan applicants to indicate the discipline observed when repaying previous loans advanced, the bank asks clients to indicate if they have delayed in remitting their periodic loan repayment in the past, the banks collect more information about the loan applicants credit history from the CRB.
Recommendations: The study recommended that while sharing information, the banks should do a cost benefit analysis to ascertain if the sharing of such information is material or not. It should pay its attention to the administrative costs that come with sharing information. This is because the cost of information sharing as seen from the study results have a negative and significant influence on performance
Purpose: Credit information sharing cost positively influenced the profitability of banks in Kenya. The general objective of the study was to evaluate credit information sharing and profitability of banks in Kenya.
Methodology: The paper used a desk study review methodology where relevant empirical literature was reviewed to identify main themes and to extract knowledge gaps.
Findings: The study stablished that borrower’s credit history information had a positive influence on the profitability in Kenya. The study the respondents agreed that their banks collect information on the number of previous applications that a loan applicant has made, the bank collects information on the number of loans applied and declined, the bank asks for reasons that the loan applied was declined for all applicants, the bank asks loan applicants to indicate the discipline observed when repaying previous loans advanced, the bank asks clients to indicate if they have delayed in remitting their periodic loan repayment in the past, the banks collect more information about the loan applicants credit history from the CRB.
Recommendations: The study recommended that while sharing information, the banks should do a cost benefit analysis to ascertain if the sharing of such information is material or not. It should pay its attention to the administrative costs that come with sharing information. This is because the cost of information sharing as seen from the study results have a negative and significant influence on performance
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Freitas, Stephen A., Ross MacKenzie, David N. Wylde, Jason Von Bergen, J. Carl Holowaty, Margaret Beckman, Steven J. Rigatti, Daniel Zamarripa, and Stacy Gill. "All-Cause Mortality for Life Insurance Applicants with the Presence of Bundle Branch Block." Journal of Insurance Medicine 48, no. 1 (January 1, 2019): 36–47. http://dx.doi.org/10.17849/insm-48-1-1-12.1.
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Objective.—To determine the all-cause mortality of life insurance applicants who have a bundle branch block. Background.—Bundle branch block is an electrocardiographic pattern that has variable prognostic implications. Research studies have shown that both left and right bundle branch block are associated with increased mortality among cases that have heart disease. In the general population and life insurance applicant population, the prevalence of bundle branch block is relatively low, and its effects on long-term prognosis are not as well established. Methodology.—Life insurance applicants with reported bundle branch block were extracted from data covering United States residents between October 2009 and October 2016. Information about these applicants was matched to the Social Security Death Master (SSDMF) file for deaths occurring from 2009 to 2012 and to another commercially available death source file (Other Death Source, ODS) for deaths occurring from 2009 to 2016 to determine vital status. Actual to expected (A/E) mortality ratios were calculated using the Society of Actuaries 2015 Valuation Basic Table (2015VBT), select and ultimate table (age last birthday). All expected bases were not smoker distinct. Confidence bands around these mortality ratios were calculated. The variables of interest were applicant age, gender, location of the bundle branch block, and the presence of cardiac or cardiovascular conditions. Results.—There were 258,529.85 person-years exposure for applicants with bundle branch block. Of the applicants, 57.2% had right bundle branch block. Of person-years exposure, 11.5% had a cardiac condition along with the bundle branch block, and 4.4% had an underlying cardiovascular condition. Female mortality ratios were higher than those for males, but due to the low number of deaths, this difference was not significant. Left bundle branch block mortality ratios (1.01) were 1.4 times higher than those with right (0.74). Those applicants with a cardiac condition along with their bundle branch block had between 1.6 to 1.8 times the mortality ratio depending on the bundle branch block location, and those with a cardiovascular condition had between 1.5 to 1.7 times the mortality ratio over those applicants with just bundle branch block alone. Conclusion.—The presence of bundle branch block in an insurance applicant may be associated with increased all-cause mortality. In this study, life insurance applicants overall had a mortality slightly lower than the expected mortality based on the 2015 VBT. However, applicants with bundle branch block and a cardiac or cardiovascular comorbid condition had a significantly higher mortality ratio.
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Carr, Caleb T., Robert D. Hall, Adam J. Mason, and Eric J. Varney. "Cueing Employability in the Gig Economy: Effects of Task-Relevant and Task-Irrelevant Information on Fiverr." Management Communication Quarterly 31, no. 3 (January 4, 2017): 409–28. http://dx.doi.org/10.1177/0893318916687397.
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When evaluating an applicant online, individuals are often concurrently exposed to a diverse cross-section of self- and other-generated information with varying relevance to the candidate’s actual job skills. Moreover, these various data may not always be internally consistent. Utilizing profiles on the microtask site Fiverr, a fully-crossed 2 × 2 × 2 experiment (N= 92) tested main and interaction effects of exposure positively- and negatively-valenced (1) self-generated task-relevant, (2) self-generated task-irrlevant photographic, and (3) other-generated task-relevant information, all within the same stimulus. Contrast analyses results support significant interactions among cues on perceptions of an applicants’ employability and person-job fit. The significant two- and three-way interactions are discussed with respect to warranting theory and the halo effect, and practical implications for applicants and employers are presented.
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Nuraeni, Aisyah, and Siti Sri Hardianti. "APLIKASI PENERIMAAN KARYAWAN ONLINE DENGAN FITUR INFORMASI JADWAL TES DAN HASIL KELULUSAN." INTERNAL (Information System Journal) 2, no. 1 (July 19, 2019): 1–22. http://dx.doi.org/10.32627/internal.v2i1.66.
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In the process of employee recruitment, generally begins with the application process in order to get applicant information so that the company can select employee candidates according to the needs of the company. This process has a long flow and involves prospective employees or applicants, the HRD (Human Resources Department) and the division of each part to carry out the process of information exchange or often called a PIC (Person in Charge). Some of the obstacles that are often experienced are applicant files that are often swapped, lost or scattered, providing timetable information and the results of test evaluations to expensive and uncertain applicants and coordination with slow parts of PIC makes it difficult for companies to get the best candidates and lose the opportunity to save money. Online employee admission applications are offered by researchers as a solution to solve the problem. Functionally the application created can store data and applicant files in the form of softcopy, provide notifications via e-mail, save test results, provide facilities for coordinating schedules and results of PIC evaluations and schedule response facilities. The non-functional system is able to maintain file security, has a graphical interface and is responsive and error handling. In this study used the development of a prototyping system while the Software development used was the Unified process, while the implementation device used the CodeIgniter framework, the programming language PHP and MySQL as the DBMS.
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Nuraeni, Aisyah, and Siti Sri Hardianti. "APLIKASI PENERIMAAN KARYAWAN ONLINE DENGAN FITUR INFORMASI JADWAL TES DAN HASIL KELULUSAN." INTERNAL (Information System Journal) 2, no. 1 (July 19, 2019): 70–88. http://dx.doi.org/10.32627/internal.v2i1.313.
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In the process of employee recruitment, generally begins with the application process in order to get applicant information so that the company can select employee candidates according to the needs of the company. This process has a long flow and involves prospective employees or applicants, the HRD (Human Resources Department) and the division of each part to carry out the process of information exchange or often called a PIC (Person in Charge). Some of the obstacles that are often experienced are applicant files that are often swapped, lost or scattered, providing timetable information and the results of test evaluations to expensive and uncertain applicants and coordination with slow parts of PIC makes it difficult for companies to get the best candidates and lose the opportunity to save money. Online employee admission applications are offered by researchers as a solution to solve the problem. Functionally the application created can store data and applicant files in the form of softcopy, provide notifications via e-mail, save test results, provide facilities for coordinating schedules and results of PIC evaluations and schedule response facilities. The non-functional system is able to maintain file security, has a graphical interface and is responsive and error handling. In this study used the development of a prototyping system while the Software development used was the Unified process, while the implementation device used the CodeIgniter framework, the programming language PHP and MySQL as the DBMS.
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Cinthya, Monica, Licantik Licantik, and Ariesta Lestari. "SISTEM INFORMASI PENERIMAAN PEGAWAI BARU BERBASIS WEBSITE PADA PT. JAMKRIDA KALIMANTAN TENGAH." Jurnal Teknologi Informasi Jurnal Keilmuan dan Aplikasi Bidang Teknik Informatika 14, no. 1 (February 3, 2020): 105–11. http://dx.doi.org/10.47111/jti.v14i1.629.
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The process of employee’s recruitment at PT. Jamkrida still uses the manual methods in terms of registration, selection and announcement the result. These process is tme consuming and could be very expensive. Therefore a new system is needed to manage the recruitment process of new employees at PT. Jamkrida Kalimantan Tengah. Through this system the registration and selection process can be done well, precisely and quickly. Employee Recruitment System of PT. Jamkrida Kalimantan Tengah can be used as a solution in handling the process of hiring new employees in a company. The testing method performed on this website is a blackbox. From the tests conducted it can be concluded that the existence of a new web-based employee recruitment information system or e-recruitment company, is very helpful in the process of recruiting applicants, such as the committee can process applicant data quickly because applicant data will be accommodated in a database so that applicant data does not accumulate in file storage cabinets, as well as to process and search applicants' data can be done easily, with the online test system it can be easily and quickly to make corrections to answers because it is done by the system.
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Dovidio, John F., Raina Fishbane, and Mark Sibicky. "Perceptions of People with Psychological Problems: Effects of Seeking Counseling." Psychological Reports 57, no. 3_suppl (December 1985): 1263–70. http://dx.doi.org/10.2466/pr0.1985.57.3f.1263.
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The present experiment examined the effects of variations in psychological history and academic qualifications on impressions of college applicants. 94 male and 81 female undergraduates were led to believe that the applicant had previous psychological problems or had previous psychological problems and sought professional help, or they were given no information about psychological history. Subjects also were informed that the person had strong or weak academic credentials or they were given no academic data. Applicants with previous psychological problems were rated more favorably when they sought counseling than when they did not. Applicants for whom no psychological problems were indicated were rated most highly over-all on security and sociability whereas applicants who had problems and sought counseling were evaluated most favorably on competence and character. A main effect for academic credentials was also obtained: subjects generally rated applicants with strong credentials most highly. The over-all pattern of results supports previous research indicating that people are ambivalent about persons with psychological problems.
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von Stockhausen, Lisa, Sara Koeser, and Sabine Sczesny. "The Gender Typicality of Faces and Its Impact on Visual Processing and on Hiring Decisions." Experimental Psychology 60, no. 6 (January 1, 2013): 444–52. http://dx.doi.org/10.1027/1618-3169/a000217.
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Past research has shown that the gender typicality of applicants’ faces affects leadership selection irrespective of a candidate’s gender: A masculine facial appearance is congruent with masculine-typed leadership roles, thus masculine-looking applicants are hired more certainly than feminine-looking ones. In the present study, we extended this line of research by investigating hiring decisions for both masculine- and feminine-typed professional roles. Furthermore, we used eye tracking to examine the visual exploration of applicants’ portraits. Our results indicate that masculine-looking applicants were favored for the masculine-typed role (leader) and feminine-looking applicants for the feminine-typed role (team member). Eye movement patterns showed that information about gender category and facial appearance was integrated during first fixations of the portraits. Hiring decisions, however, were not based on this initial analysis, but occurred at a second stage, when the portrait was viewed in the context of considering the applicant for a specific job.
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Carmichael, Christine M., Kerry Callahan Mandulak, and Diana Watkins. "Interviews for Graduate Admissions in Communication Sciences and Disorders: Methods From Two CSD Programs." Perspectives of the ASHA Special Interest Groups 7, no. 2 (April 14, 2022): 426–37. http://dx.doi.org/10.1044/2022_persp-21-00015.
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Purpose: The purpose of this tutorial is to introduce the interview as a complementary component to the holistic process for graduate admissions. To do so, procedural details of two master's degree programs in speech-language pathology are provided that successfully execute two different but effective interview methods for speech-language pathology admissions. Graduate applicant interview processes are used in order to assess the whole applicant at Pacific University's School of Communication Sciences & Disorders and the Woolfolk School of Communication Sciences and Disorders at Our Lady of the Lake University. Other health profession fields have established evidence that demonstrates the utility of graduate admissions interviews for holistic review. This evidence can be used by communication sciences and disorders programs to expand our awareness and knowledge, engage with the limitations, and problem solve solutions to implement and improve interview processes. Conclusions: Reviewing applicants beyond test scores, grades, and other traditional components is critical in order to select students who are the best match for any program. A holistic approach to admissions could involve the inclusion of interviews to collect information on the personal qualities of applicants and provide one way to measure noncognitive attributes. Interviews allow for assessment of communication skills, suitability for the program, and applicant strengths not evident in traditional measures. Whatever the chosen method, interviews may be a valuable tool in graduate admissions that can be used in conjunction with traditional test scores and grade point average to predict academic and clinic performance and encourage equitable and inclusive ways of learning about applicants.
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Kuzminska, Olena, and Victoria Kantur. "DECISION SUPPORT INFORMATION SYSTEM FOR THE CHOICE OF MASTER'S PROGRAMS." OPEN EDUCATIONAL E-ENVIRONMENT OF MODERN UNIVERSITY, no. 11 (2021): 80–91. http://dx.doi.org/10.28925/2414-0325.2021.117.
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In the context of COVID-19, when most of the processes are transferred online, one of the tasks of digitalizing the main business processes of modern universities is the implementation of marketing strategies, in particular, for the implementation of career guidance activities, and helping future applicants - applicants for I and II (master's) levels of the higher education in the implementation of the choice of educational programs. Therefore, the need to design an information system for decision-making support for the choice of master's programs based on the results of career guidance testing is actualized. The creation and use of the system "Selection of a master's program" will contribute to an increase in the efficiency of career guidance work on the part of higher educational institutions, as well as a more conscious choice of an educational program on the part of applicants. Based on the results of the analysis of the needs of potential students (potential graduates) and other analogues, we have modelled a decision support information system for the choice of master's programs. The main business processes, types of users (applicant, methodologist, expert, analyst) and options for their interaction with the system, namely, the formation of tests, passing the test, the formation of recommendations (educational programs) and the implementation of educational analytics, have been determined. The option of realization of this system by means of Visual Studio Code and MySQL for definition of specialties and educational programs on an example of National university of bioresources and nature management (NULES) of Ukraine is offered. This web resource can be useful both for university students or prospective applicants of the University and for other users as the developed system belongs to the reference class. The directions of further research are determined, in particular, the application of data mining methods for educational analytics. The necessity of attracting specialists to create tests is defined to provide the basis for determining the educational program not only based on an analysis of future applicants’ preferences, but also the level of formation of the corresponding professional skills.
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Shah, Sanket S., Sravya Veligandla, Christopher Compton, Hasenin Al-khersan, and Jayanth Sridhar. "Impact of Social Media on Applicant Perspectives of Ophthalmology Residency Programs." Journal of Academic Ophthalmology 14, no. 02 (July 2022): e224-e228. http://dx.doi.org/10.1055/s-0042-1756365.
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Abstract Purpose This article evaluates the relevance of social media to ophthalmology residency applicants in the setting of virtual interviews, the types of information sought by applicants, and the impact of rebranding of an institutional and departmental social media account. Design Cross-sectional survey. Participants Ophthalmology residency applicants from the 2020 to 2021 cycle. Methods A voluntary survey was emailed to 481 applicants to the University of Louisville Department of Ophthalmology residency during the 2020 to 2021 application cycle to gauge the impact of social media on their perspectives of residency programs, especially with regards to a new departmental social media account. Main Outcome Measures Applicants' use of social media platforms and specific components of departmental social media accounts found most useful. Results The 13-question survey was completed by 84/481 applicants (17.5% response rate). Social media was used by 93% of respondents. Of those respondents reporting social media use, the most common platforms utilized included Instagram (85%), Facebook (83%), Twitter (41%), and LinkedIn (29%). Sixty-nine percent of respondents specifically used Instagram to learn more about residency programs. With regards to the rebranded Instagram account at the University of Louisville, 58% of respondents reported being influenced, with all asserting that the account positively encouraged them to apply to the program. The most informative elements of the account related to current resident profiles, resident life, and living in Louisville. Conclusion A majority of responding ophthalmology residency applicants utilized social media to search for program information. A newly developed social media profile at a single institution positively influenced applicant impressions of the program, with the most importance assigned to information provided about current residents and typical resident life. These findings suggest key areas where programs should continue to dedicate online resources with targeted information to better recruit applicants.
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ZHYVTSOVA, L. I. "DISTANCE LEARNING USING MODERN INFORMATION TECHNOLOGIES." Ukrainian Journal of Civil Engineering and Architecture, no. 2 (July 9, 2022): 29–36. http://dx.doi.org/10.30838/j.bpsacea.2312.260422.29.848.
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These days the digital society development is impossible without the introduction of modern information and communication technologies into the education process. These are technologies that extend the use of information space, educational technologies for distance learning and e-learning. The implementation of computers and mass access to the Internet has led to a fundamental change in distance learning. However, the implementation of distance learning through information and communication technology has advantages and disadvantages, which need to be obviated for their improving. The purpose of the article. To analyze distance learning systems using modern information and communication technologies and identify the advantages and disadvantages of their organization process. Conclusions. Modernization of the existing education system is possible through the development and improvement of information and communication technologies, which are aimed at understanding the learning material and developing the applicants' communicative, information and self-education competences. During the learning process the flexibility and accessibility of education allows the applicant to obtain knowledge, but not experience in the specialty. Information and communication technology enables personally learning in higher education and professional skills development while working at the enterprise contemporaneously. The applicant has to improve professional skills and knowledge to be in demand. The promising direction for information and communication technology is using it during distance and blended learning in educational institutions.
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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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Abel, Martin, Rulof Burger, and Patrizio Piraino. "The Value of Reference Letters: Experimental Evidence from South Africa." American Economic Journal: Applied Economics 12, no. 3 (July 1, 2020): 40–71. http://dx.doi.org/10.1257/app.20180666.
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We show that reference letters from former employers alleviate information frictions in a low-skill labor market, improving applicant screening and gender equity. A resume audit study finds that using a reference letter in the application increases callbacks by 60 percent. Women drive the effect. Letters are effective because they provide valuable information about workers’ skills that employers use to select applicants of higher ability. A second experiment, which encourages job seekers to obtain and use a reference letter, finds consistent results. In particular, reference letters raise job interviews and employment for women. (JEL D83, J16, J24, J64, O12)
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Haislup, Brett D., Matthew J. Kraeutler, Rishi Baweja, Eric C. McCarty, and Mary K. Mulcahey. "Orthopaedic Sports Medicine Fellowship Interviews: Structure and Organization of the Interview Day." Orthopaedic Journal of Sports Medicine 5, no. 12 (December 1, 2017): 232596711774127. http://dx.doi.org/10.1177/2325967117741276.
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Background: Over the past few decades, there has been a trend toward an increasing subspecialization in orthopaedic surgery, with orthopaedic sports medicine being one of the most competitive subspecialties. Information regarding the application and interview process for sports medicine fellowships is currently lacking. Purpose: To survey orthopaedic sports medicine fellowship program directors (PDs) to better define the structure of the sports medicine fellowship interview and to highlight important factors that PDs consider in selecting fellows. Study Design: Cross-sectional study. Methods: A complete list of accredited programs was obtained from the American Orthopaedic Society for Sports Medicine (AOSSM) website. An anonymous survey was distributed to fellowship PDs of all Accreditation Council for Graduate Medical Education (ACGME)–accredited orthopaedic sports medicine fellowships in the United States. The survey included 12 questions about the fellowship interview and selection process. Results: Of the 95 orthopaedic sports medicine fellowship PDs surveyed, 38 (40%) responded. Of these, 16 (42.1%) indicated that they interview between 21 and 30 applicants per year. Eleven of the 38 fellowship programs (28.9%) have only 1 fellow per year at their respective program. Most programs (27/37, 73%) reported that between 0 and 5 faculty members interview applicants, and 29 of the 38 programs (76.3%) arrange for applicants to have ≥4 interviews during their interview day. Large group interviews are conducted at 36 of 38 (94.7%) sports medicine fellowship programs, and most programs (24/38, 63.2%) hold individual interviews that last between 5 and 15 minutes. The most important applicant criterion taken into account by PDs was the quality of the interview, with an average score of 8.68 of 10. Conclusion: The most significant factor taken into account by PDs when deciding how to rank applicants was the quality of the interview. Many orthopaedic sports medicine fellowship programs interview between 21 and 30 applicants per year, with each applicant participating in an average of 2 to 4 individual interviews per interview day and interviews commonly lasting between 5 and 15 minutes.
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Hrebenshchykova, Oleksandra. "FOREIGN STUDENTS PROJECT ACTIVITY IN THE SCOPE OF THE COMMUNICATIVE COMPETENCE IMPLEMENTATION: ON THE ISSUE OF THE PROJECT METHOD EFFECTIVENESS." Fìlologìčnì traktati 14, no. 1 (2022): 16–26. http://dx.doi.org/10.21272/ftrk.2022.14(1)-2.
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The article discusses the features of the project method implementation for foreign higher education applicants. Project activity occupies a leading place in the list of modern pedagogical technologies. However, in practice, its use is limited due to lackof time, technical means, curricula imperfections, etc. During distance learning, which is the dominant form of education, attention to project activities is even more scattered. However, it is the project method that meets the basic needs of our time, since it implements the principle of “learning through action”, is distinguished by integrativity, communicative orientation, communicative competence development etc.The main goal of the proposed work can be considered a generalization of information aboutthe relevance of using the project method in modern language teaching for foreign higher education applicants and the analysis and overcoming of the challenges facing the teacher in the process of transition to distance teaching.The article notes that one of the significant advantages of using the project method in training applicants for higher education is the work on the internal motivation of foreigners. One of the effective means that will help the applicant to find this motivation is the project activity, which should be implemented systematically and consistently.The problem with the introduction of this method is the insufficient level of self-organization of applicants for education, their not always deep and complete understanding of the value of self-education. However, it should be understood that today the independent work of students is one of the most important forms of acquiring competencies. So the teacher should form the skills of self-organization of applicants for education. Only in this case, the transition to distance learning will be painless and will not reduce the efficiency of obtaining knowledge. Project activity today is one of the best technologies that provides students with high motivation for learning, development of their cognitive and communicative abilities, increases the effectiveness of the learning environment, and also normalizes the need for the applicant to acquire knowledge and develop skills on their own, with minimal teacher assistance
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Ula, Mutammimul, Ria Zulhusna, Rizki Putra Fhonna, and Angga Pratama. "Penerapan Model Klasifikasi K-Nearest Neighbor Dalam Pencarian Kesesuaian Pekerjaan." METIK JURNAL 6, no. 1 (July 6, 2022): 18–23. http://dx.doi.org/10.47002/metik.v6i1.343.
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The application of job suitability is very important for companies/institutions in seeing the advantages of job applicants in accordance with their fields. then mobile-based information technology in finding job vacancies for applicants is very much needed for the required vacancies information and the suitability of the required formations. so that applicants can easily see the jobs that applicants need. The focus of this research problem is the existence of a mobile application in classifying job vacancies and the existence of a job information search menu according to the skills possessed and in accordance with the needs of mobile application-based jobs using the k-nearest neighbor (KNN) model. The purpose of this research is to apply a freelance application in aceh to help job search information according to the skills they have that match the needs of the job. The criteria available in the mobile application consist of a list of jobs, self-registration, a list of self-data weights, criteria and weights for recent education, work experience, marital status. The study was conducted with test data used 25 samples and applicants who registered consisted of 30 participants. the test results for the first registrant with the results of age 1, gender 0.5, GPA, 0.8, work experience 0.25, marital status 1 and passed with the value of the KNN calculation result is 0.406, the second applicant passed with a value of 0, 89 and the third did not pass with a value of 0.392. Job vacancies are obtained by taking 11 training data pieces that have the closest Euclidean distance to the questionnaire results. Furthermore, to test the accuracy using 30 samples with 24 accurate results and 6 inaccurate results.
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Freitas, Stephen A., Ross MacKenzie, David N. Wylde, Jason Von Bergen, J. Carl Holowaty, Margaret Beckman, Steven J. Rigatti, and Stacy Gill. "All-Cause Mortality for Life Insurance Applicants with a Family History of Coronary Artery Disease Before 60." Journal of Insurance Medicine 47, no. 3 (January 1, 2018): 159–71. http://dx.doi.org/10.17849/insm-47-03-159-171.1.
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Objective.—To determine the all-cause mortality of life insurance applicants having a family history of coronary artery disease (CAD) before age 60. Background.—Epidemiological studies have shown that a family history of premature CAD is an independent risk factor for CAD events. The strength of the association between family history and CAD is greatest with earlier age of presentation of CAD in the family member and when multiple family members are affected. Despite earlier insurance studies on this relationship, there is sparse current data on the association between family history of CAD and all-cause mortality in life insurance applicants. Methodology.—Life insurance applicants with reported family history of Coronary Artery Disease (CAD) were extracted from data covering United States residents between October 2009 and October 2016. Information about these applicants was matched to the Social Security Death Master (SSDMF) file for deaths occurring from 2009 to 2012 and to another commercially available death source file (Other Death Source, ODS) for deaths occurring from 2009 to 2016 to determine vital status. Actual to Expected (A/E) mortality ratios were calculated using the Society of Actuaries 2015 Valuation Basic Table (2015VBT), select and ultimate table (age last birthday). All expected bases were not smoker distinct. Confidence bands around these mortality ratios were calculated. The variables of interest were applicant age, gender, number of family members with CAD before age 60, and the presence of cardiac or cardiovascular conditions. Results.—Overall, the mortality of applicants with family members with a history of CAD before age 60 was slightly lower than expected mortality based on the 2015 VBT. Applicants with a cardiac or cardiovascular comorbid condition had a significantly higher mortality ratio. For applicants aged 25-54 and 65-75 with cardiac comorbid conditions, the mortality ratio was 2 times that of those without a cardiac comorbid condition. For those aged 55-64 with cardiovascular comorbid conditions, the mortality ratio was 2.9 times that of those without a cardiovascular comorbid condition. Females had a slightly higher mortality ratio for all age groups, number of family members with CAD before age 60, and cardiovascular conditions. Conclusion.—A family history of CAD before the age of 60 in an insurance applicant may be associated with increased all-cause mortality. Overall in this study, life insurance applicants had a mortality slightly lower than the expected mortality based on the 2015 VBT. However, applicants with a positive family history and a cardiac or cardiovascular comorbid condition had a significantly higher mortality ratio.
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Kozhevnikova, Alla V., Natalia V. Merkulova, Yuliya I. Popeleshko, and Natalia Ye Rybka. "Information and Communication Technologies as Components of Effective Training Forms for Higher Education Applicants." Scientific Bulletin of Mukachevo State University. Series «Pedagogy and Psychology» 7, no. 3 (September 9, 2021): 55–61. http://dx.doi.org/10.52534/msu-pp.7(3).2021.55-61.
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The relevance of the issues regarding information and communication technologies as components of effective training forms for higher education applicants is determined by the need to introduce information and communication applications into the educational process. Accordingly, the purpose of the article is to provide theoretical justification and experimental verification of the impact that information and communication technologies have on improving the higher education quality for applicants. To achieve this purpose, a complex of modern general scientific methods was used: theoretical (analysis, synthesis, generalisation, comparison); empirical (questionnaires, conversations, interviews, observations, expert assessment); statistical research methods that facilitated the study of scientific sources on information and communication technologies. Based on the theoretical and methodological analysis of the studied issue, it is determined that information and communication technology is a means of joint activity for a teacher and a higher education applicant, which is characterised, primarily, by the consistency of actions (algorithmicity), constant and systematic evaluation of educational achievements and the development of educational qualities (diagnostics), the relationship of the main technology elements, namely the purpose, content, forms, methods, means of interaction, and the results (consistency) of participants in the educational process. It was discovered that to present the material more interestingly and motivate applicants for higher education, it is necessary to use innovative teaching forms and methods, one of which is information and communication applications that contribute to enhanced logical thinking, cognitive activity, the creativity of students and the comprehensive personality development of the future pedagogical specialist. It is proved that these applications contribute to the easier assimilation of new educational material, the creative performance of practical tasks, and productive cooperation between teachers and applicants for higher education. The practical value of the research lies in the fact that the results obtained can be used in further studies on the influence of information and communication technologies on the communication of the educational process subjects
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Aggarwal, Sahil, C. Ellis Wisely, Misha Syed, R. Michael Siatkowski, and Pratap Challa. "Learning From the 2021 Ophthalmology Match: Virtual Residency Matching During the COVID-19 Pandemic." Journal of Graduate Medical Education 14, no. 6 (December 1, 2022): 674–79. http://dx.doi.org/10.4300/jgme-d-22-00186.1.
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ABSTRACT Background The effect of virtual interviews on residency match outcomes during the COVID-19 pandemic is unknown. Examining the ophthalmology match may help inform all specialties undergoing virtual interviews. Objective To determine the impact of allopathic applicant match characteristics in the first year of the virtual residency Match process. Methods Using the Association of University Professors of Ophthalmology match database, a retrospective review was conducted of all allopathic applicants to ophthalmology residency programs in the United States from the 2016 through the 2021 match cycles. Demographic information, interview numbers, and match outcomes were compared between the 2016-2020 (in-person) and 2021 (virtual) cycles. Results A total of 3343 allopathic applicants were analyzed. Applicants in the 2021 Match applied to significantly more programs than 2016-2020 applicants did (78.7±23.6 vs 73.1±22.7, P<.001). Among matched and unmatched applicants, there was no significant difference in the number of interviews granted or completed. There was a significant reduction in the match rate between the 2016-2020 and 2021 Match cycles (81.3% vs 76.6%, P=.0009). A subanalysis of applicants who went to medical schools with ophthalmology residency programs (N=2308) found that the home institution match rate was significantly higher for the 2021 Match compared to the aggregate 2016-2020 Matches (26.1% vs 20.6%, respectively, P=.015). Conclusions Significantly more applicants to ophthalmology residency programs matched at their home institutions in the 2021 virtual match cycle compared to the previous 5 years without influencing the interview numbers granted and attended.
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Pageler, Natalie M., Peter L. Elkin, Joseph Kannry, Michael G. Leu, Bruce Levy, and Christoph U. Lehmann. "A Clinical Informatics Program Directors' Proposal to the American Board of Preventive Medicine." Applied Clinical Informatics 11, no. 03 (May 2020): 483–86. http://dx.doi.org/10.1055/s-0040-1714348.
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AbstractIn 2013, the American Board of Preventive Medicine (ABPM) and the American Board of Pathology (ABPath) offered the first board certification examination in Clinical Informatics to eligible physicians in the United States. In 2022, the Practice Pathway will expire and in 2023 only candidates eligible through the Fellowship Pathway will be eligible for the board certification. To date, Clinical Informatics as a specialty has not had a regular match process and used a controlled offer-acceptance process that does not meet candidates' or programs' needs. Fellows may not be offered a position with their top choice program initially, and they may accept offers from other programs to avoid risk by ensuring that they have a fellowship position. Programs have to consider losing an applicant in the first round in the ranking of applicants. The process is open to manipulation including early agreements between program directors and candidates. In this open letter to the ABPM, program directors make the case for a third-party match and are calling on the ABPM to leverage its status as the Clinical Informatics certifying body and its existing infrastructure to implement a Clinical Informatics match.
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Ingrassia, Pier Luigi, Luca Ragazzoni, Marco Tengattini, Luca Carenzo, and Francesco Della Corte. "Nationwide Program of Education for Undergraduates in the Field of Disaster Medicine: Development of a Core Curriculum Centered on Blended Learning and Simulation Tools." Prehospital and Disaster Medicine 29, no. 5 (August 22, 2014): 508–15. http://dx.doi.org/10.1017/s1049023x14000831.
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AbstractIn recent years, effective models of disaster medicine curricula for medical schools have been established. However, only a small percentage of medical schools worldwide have considered at least basic disaster medicine teaching in their study program. In Italy, disaster medicine has not yet been included in the medical school curriculum. Perceiving the lack of a specific course on disaster medicine, the Segretariato Italiano Studenti in Medicina (SISM) contacted the Centro di Ricerca Interdipartimentale in Medicina di Emergenza e dei Disastri ed Informatica applicata alla didattica e alla pratica Medica (CRIMEDIM) with a proposal for a nationwide program in this field. Seven modules (introduction to disaster medicine, prehospital disaster management, definition of triage, characteristics of hospital disaster plans, treatment of the health consequences of different disasters, psychosocial care, and presentation of past disasters) were developed using an e-learning platform and a 12-hour classroom session which involved problem-based learning (PBL) activities, table-top exercises, and a computerized simulation (Table 1). The modules were designed as a framework for a disaster medicine curriculum for undergraduates and covered the three main disciplines (clinical and psychosocial, public health, and emergency and risk management) of the core of “Disaster Health” according to the World Association for Disaster and Emergency Medicine (WADEM) international guidelines for disaster medicine education. From January 2011 through May 2013, 21 editions of the course were delivered to 21 different medical schools, and 524 students attended the course. The blended approach and the use of simulation tools were appreciated by all participants and successfully increased participants’ knowledge of disaster medicine and basic competencies in performing mass-casualty triage. This manuscript reports on the designing process and the initial outcomes with respect to learners' achievements and satisfaction of a 1-month educational course on the fundamentals of disaster medicine. This experience might represent a valid and innovative solution for a disaster medicine curriculum for medical students that is easily delivered by medical schools.Table 1List of Modules and TopicsModuleTopics1. Introduction to disaster medicine and public health during emergencies- Modern taxonomy of disaster and common disaster medicine definitions- Differences between disaster and emergency medicine- Principles of public health during disasters- Different phases of disaster management2. Prehospital disaster management- Mass-casualty disposition, treatment area, and transport issues- Disaster plans and command-and-control chain structure- Functional response roles3. Specific disaster medicine and triage procedures in the- Mass-casualty triage definitions and principlesmanagement of disasters- Different methodologies and protocols- Patient assessment, triage levels and tags4. Hospital disaster preparedness and response- Hospital disaster laws- Hospital preparedness plans for in-hospital and out-hospital disasters with an all-hazard approach- Medical management for a massive influx of casualties5. Health consequences of different disasters- Characteristics of different types of disasters- Health impact of natural and man-made disasters- Disaster-related injury after exposure to a different disasters with an all-hazard approach6. Psychosocial care- Techniques to deal with psychic reactions caused by exposure to disaster scenarios- Treatment approaches to acute and delayed critical incident stress reactions7. Presentation of past disasters and public health emergencies, andCase study:review of assistance experiences- Haiti earthquake- Cholera outbreaks in Haiti- National and international disaster response mechanismIngrassiaPL, RagazzoniL, TengattiniM, CarenzoL, Della CorteF. Nationwide program of education for undergraduates in the field of disaster medicine: development of a core curriculum centered on blended learning and simulation tools. Prehosp Disaster Med. 2014;29(5):1-8.
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Loftsdóttir, Kristín, Margrét Sigrún Sigurðardóttir, and Kári Kristinsson. ""Hún gæti alveg verið múslimi og allt það": Ráðning fólks af erlendum uppruna til íslenskra fyrirtækja." Veftímaritið Stjórnmál og stjórnsýsla 12, no. 2 (December 19, 2016): 393. http://dx.doi.org/10.13177/irpa.a.2016.12.2.10.
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International research has shown that immigrants are often at a disadvantage in the labor market and their expertise often underappreciated. The objective of this article is to review the recruitment process of companies in services, in regard to attitudes to foreign applicants by human resource managers. The research is based on the “thinking aloud” method, where interviewees in qualitative interviews were asked to think aloud while reviewing applicant information. The researchers fabricated six CVs for female applicants from six countries. After examination and discussion of the CVs, the human resource managers were asked further questions on the recruitment of immigrants in their company. The main findings are that human resource managers seem aware of prejudice against people from Eastern Europe, and were willing to hire a woman from Lithuania or Poland for the job. The findings further indicate that in the Icelandic labor market, prejudice centers strongly around religion, then Islam. The participants did, however, attempt to separate themselves from prejudice against Islam by referring to gender equality. The research further suggests that it might not be relevant to make a sharp distinction between skilled and unskilled workers. The findings suggest that the applicant ́s experience makes a difference when the experience has been gained in Iceland, while being much less important if gained somewhere else.