Relevant bibliographies by topics / Recruitment costs

Academic literature on the topic 'Recruitment costs'

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Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Recruitment costs"

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&NA;. "Improved recruitment method cuts costs." Inpharma Weekly &NA;, no. 896 (July 1993): 9. http://dx.doi.org/10.2165/00128413-199308960-00015.

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Самчук, Катерина Іванівна. "Documenting operations accounting for recruitment costs." JOURNAL OF ZHYTOMYR STATE TECHNOLOGICAL UNIVERSITY. SERIES: ECONOMICS, no. 1(79) (March 28, 2017): 44–52. http://dx.doi.org/10.26642/jen-2017-1(79)-44-52.

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Greenberg, Eric Rolfe. "The Costs and Strategies of Recruitment Advertising." Compensation & Benefits Review 18, no. 6 (December 1986): 69–73. http://dx.doi.org/10.1177/088636878601800608.

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Wenzelmann, Felix, Samuel Muehlemann, and Harald Pfeifer. "The costs of recruiting apprentices: Evidence from German workplace-level data." German Journal of Human Resource Management: Zeitschrift für Personalforschung 31, no. 2 (January 16, 2017): 108–31. http://dx.doi.org/10.1177/2397002216683863.

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In this article, we use workplace-level data to analyse the costs of filling an apprenticeship vacancy in Germany. We find that such recruitment costs amount on average to €600 per hire (almost one month’s pay of an apprentice or approximately 1–2 % of a workplace’s training expenditures), but costs are heterogeneous across workplaces and vary strongly by training occupation. Our results suggest that a high degree of competition among training workplaces in the region is associated with an increase in recruitment costs. Furthermore, we find that workplaces with a works council or an investment-oriented training strategy incur higher recruitment costs. Our results are important in light of the increasing competition for talented school leavers induced by demographic change.
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Marquez, Miriam A., Joan M. Muhs, Ann Tosomeen, B. Lawrence Riggs, and L. Joseph Melton. "Costs and Strategies in Minority Recruitment for Osteoporosis Research." Journal of Bone and Mineral Research 18, no. 1 (January 1, 2003): 3–8. http://dx.doi.org/10.1359/jbmr.2003.18.1.3.

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Coupland, C. A. C., S. J. Cliffe, A. R. Lyons, K. Tolley, and D. J. Hosking. "The costs of recruitment for an osteoporosis prevention study." Osteoporosis International 6, S1 (January 1996): 113. http://dx.doi.org/10.1007/bf02499991.

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Shutler, Dave, Robert G. Clark, Carla Fehr, and Antony W. Diamond. "TIME AND RECRUITMENT COSTS AS CURRENCIES IN MANIPULATION STUDIES ON THE COSTS OF REPRODUCTION." Ecology 87, no. 11 (November 2006): 2938–46. http://dx.doi.org/10.1890/0012-9658(2006)87[2938:tarcac]2.0.co;2.

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Kloppenborg, John S. "Recruitment to Elective Cults: Network Structure and Ecology." New Testament Studies 66, no. 3 (June 5, 2020): 323–50. http://dx.doi.org/10.1017/s0028688519000511.

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During the first and second centuries of the Common Era the Christ cult spread from rural Palestine to the large cities of the Empire. This article draws insights from social network theory and from epidemiology, arguing that the Christ cult was not a simple contagion, spread by simple contact, but a ‘complex contagion’ that required persuasion, especially because adherence to the Christ cult entailed potential social costs and demanded high signalling costs.
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Pumford, N., A. Wade, and G. Crawford. "PRM112 Recruitment Costs and Efficiency Varies With Condition/ Patient Population." Value in Health 15, no. 7 (November 2012): A481. http://dx.doi.org/10.1016/j.jval.2012.08.1575.

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McKoy, June M., Athena T. Samaras, Thanh H. Luu, and Charles L. Bennett. "Upping Recruitment in Clinical Trials: Are the Costs Worth It?" Onkologie 32, no. 7 (2009): 1. http://dx.doi.org/10.1159/000223742.

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Dissertations / Theses on the topic "Recruitment costs"

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Hadley, Gillian Louise. "Recruitment Probabilities and Reproductive Costs for Weddell Seals in Erebus Bay, Antarctica." Thesis, Montana State University, 2006. http://etd.lib.montana.edu/etd/2006/hadley/HadleyG0506.pdf.

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The study of life history traits such as age at first reproduction and the evaluation of recruitment probabilities and reproductive costs allow insight regarding the diverse factors and mechanisms shaping reproductive strategies. We investigated these mechanisms using a 26-year mark-resight dataset for Weddell seals (Leptonychotes weddellii) in Erebus Bay, Antarctica. Mean age at first reproduction was 7.62 years of age (SD=1.71), but varied from four to 14 suggesting the presence of important heterogeneity in quality among females. Survival rate was maximized for offspring of age-14 mothers (φ=0.70 [SÊ=0.08]), whereas recruitment probability was highest for pups born to youngest-breeding mothers. For example, probability of recruitment at age 7 was an average of 43% lower for seals born to age-14 mothers than for seals born to age-6 mothers. These results suggest the influence of countervailing selection (where favored genotypes for reproductive success are generally those that are selected against as juveniles). Sea-ice extent affected annual recruitment rates, likely due to cascading effects of oceanographic conditions on marine primary productivity and fluctuations in food availability for female Weddell seals. Results from the reproductive cost analysis strongly supported the presence of reproductive costs to survival (φ was 0.91 for breeders versus 0.94 for nonbreeders). Costs to fecundity were present for first-time breeders (mean probability of breeding the next year was 0.20 lower for first-time breeders than for experienced breeders). Females that delayed breeding until later in life experienced highest reproductive costs to fecundity, possibly due to their inferiority relative to other individuals in the population, again suggesting the influence of heterogeneity in individual quality. From these analyses we have gained insight into 1) the extent of within-population variation in important life-history characteristics for a long-lived species, and 2) the sources of this variation and potential linkages with environmental variables. Keys to future research will be 1) explaining variation in individual quality with random effects models or by using mass as an indicator variable, and 2) more detailed exploration of appropriate climate and sea-ice indices to elucidate linkages between this top trophic level predator and variation in the Antarctic marine environment.
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Guzman, Gregory A. "Intertemporal Choice and Enrollment: Exploring the Influence of Latency on Enrollment Yield within the Recruitment Funnel." University of Toledo / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1408705075.

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Jansson, Ann-Catrin. "Rekrytering och sociala medier - Om konsten att hitta rätt person till rätt jobb på rätt ställe : En fallstudie av Länsförsäkringar Bergslagens rekryteringsprocess." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-11167.

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Den vanligaste rekryteringsvägen är genom informella kontakter och spontanbesök är den näst vanligaste vägen. Arbetsförmedlingen (AF) som rekryteringsväg minskar ständigt och sociala medier används allt mer som rekryteringsverktyg. Många företag har svårt att rekrytera personal med rätt kompetens. Syftet med uppsatsen är att undersöka hur och vilka sociala medier som används i rekryteringssammanhang. Forskningsstrategin är en fallstudie av Länsförsäkringar Bergslagens rekryteringsprocess. Det empiriska materialet består bland annat av interna dokument och intervjuer med personalchefen. Resultatet visar att nuvarande rekryteringsprocess genomgår 13 olika steg och att målet är att få fler att lämna intresseanmälan på hemsidan. Sociala medier definieras som webbrelaterade tjänster där människor bland annat kan konversera, ta del av och utbyta information och knyta kontakter. Arbetsmarknaden har förändrats och anställningarna är inte lika stabila som tidigare. Arbetsrelaterad teknik överensstämde tidigare med en individs hela karriärutveckling. Idag förändras arbetet, organisationen och den tekniska utvecklingen betydligt snabbare, vilket innebär att en tjänst kan förändras radikalt på bara fem år. Detta innebär att urvalsprocesser och verktyg behöver uppdateras. Arbetsgivare utnyttjar flera olika verktyg för urval och rekrytering men informationen om användningen är begränsad.
The most common recruitment route is through informal connections, and spontaneous visits are the second most common route. The use of the Employment Service (AF) as recruitment channel is consistently reduced and social media is increasingly used as recruiting tool. Many companies have difficulties recruiting staff with appropriate skills. The purpose of this paperis to examine how, and what social media is used in the recruitment context. The research strategy is a case study of the recruitment process at Länsförsäkringar Bergslagen. The empirical evidence includes internal documents and interviews with the personnel manager.The results show that the current recruitment process consists of 13 different steps and the goal is to get more individuals to leave their applications of interest on the homepage. Social media is defined as Web-related services where people can converse, receive and exchange information and establish contacts. The labour market has changed and jobs are not as stable as they used to be. Before, work-related technologies were consistent with an individual'sentire career. Today, work, organization and technological progress are changing much faster, which means a service can radically change in only five years. This means the selection processes and tools needs to be updated. Employers use a variety of tools for the selection and recruitment, but the information on their use is limited.
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Weitner, Henning. "A study of recruitment channels in Sweden. Which factors shape businesses recruitment behaviour?" Thesis, Blekinge Tekniska Högskola, Sektionen för management, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-1159.

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This paper examines an area of the recruitment process in today’s labour market from the point of view of the employer. More specifically, an analysis is conducted with respect to the recruitment channels that Swedish firms utilise in the present days, combined with a detailed discussion of each of the recruitment channels’ comparative advantages and disadvantages. In addition to that the factors that determine employers’ selection of recruitment channel are examined and the relative importance of each of these factors is assessed. Furthermore, the degree of importance that firms place on finding the best available candidate for a vacant position will be investigated. Finally, it will be discussed whether or not the recent global financial crisis has lead to changes as far as firms’ choice of recruitment channel(s) is/are concerned. The study reveals among others that contacts and recruitment agencies are the two most highly utilised recruitment channels, especially for the hiring of individuals who possess high levels of skill. Similarly, the analysis indicates that locating high quality candidates is the most influential factor for employers who are seeking new candidates. Other results reveal, among others, that recruitment costs are of comparably higher importance to smaller organisations than to larger ones, that large firms use formal recruitment channels to a larger extent than small ones do, and that a substantial amount of companies have changed their choice of recruitment channel since the occurrence of the global financial crisis.
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LeCompte, Angela D. "Cost analysis of the University of Wisconsin-Stout unclassified recruitment and selection process." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003lecomptea.pdf.

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Mazzuco, Ana Carolina de Azevedo. "Variation in recruitment rates of rocky shore intertidal invertebrates in response to alterations in physical forcings, chlorophyll-a concentration and temperature: the effect of cold fronts." Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/21/21134/tde-22032016-161955/.

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Marine communities are affected by oceanographic processes, which influence ecological interactions, such as recruitment rates, that are essential regulators of community dynamics. These relationships are not constant; they change in space and time or among taxa. We defend the thesis that oceanographic processes of climatic origin influencing larval abundance at the study region, regulate and establish the trends in settlement and recruitment of invertebrates (cirripeds and bivalves) at rocky shore intertidal. We first investigated the recruitment at different temporal scales and its relationships with physical forcings, chlorophyll-a concentration and sea surface temperature. Second, we focused on the spatial synchrony and contrasts of recruitment, and interspecific trends. Third, we described and evaluated the co-variation between cold fronts and the larval abundance and settlement. We concluded that there is a high degree of correlation between recruitment/settlement and the variation of the wind field, which set temporal trends. Cold fronts are important regulators of settlement, but higher recruitment was associated to NE-E winds. Barnacle recruitment is more susceptible to the environmental variations compared to bivalves. Regional recruitment is not spatially synchronic with differences in the scale of 100 km. This study highlights the importance of oceanic-climatic phenomena as predictors of spatio-temporal trends of recruitment showing that climatic fluctuations might have contrasting effects on rocky shore communities.
As comunidades marinhas são afetadas por processos oceanográficos que influenciam as interações ecológicas, como as taxas de recrutamento, reguladores essenciais da dinâmica dessas comunidades. Essas relações não são constantes, elas mudam no espaço e no tempo, ou entre taxa. Aqui nós defendemos a tese que processos oceanográficos de origem climática, por influenciarem a abundância larval região de estudo, regulam e estabelecem tendências do assentamento e recrutamento de invertebrados (cirripedes e bivalves) do entremarés de costas rochosas. Primeiramente, nós investigamos o recrutamento em diferentes escalas de tempo e sua relação com forçantes físicas, concentração de clorofila-a e temperatura da superfície do mar. Em um segundo momento, nós focamos na sincronia e nos contrastes espaciais do recrutamento, e as tendências inter-específicas. Por fim, descrevemos e avaliamos a co-variância entre frentes frias, abundância larval e assentamento. Concluímos que há um alto grau de correlação entre recrutamento/ assentamento e a variação do campo de ventos, o qual estabelece as tendências temporais. As frentes frias são reguladores importantes do assentamento, mas o recrutamento mais alto está associado a ventos de NE-E. O recrutamento de cirripedes é mais susceptível às variações ambientais se comparado aos bivalves. O recrutamento regional não é sincrônico no espaço, com diferenças na escala de 100km. Este estudo destaca a importância dos fenômenos oceano-climáticos na previsão de tendências espaço-temporais do recrutamento, mostrando que flutuações climáticas podem ter efeitos contrastantes nas comunidades de costas rochosas.
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Čevorová, Nina. "Problematika ROI v oblasti získávání a výběru zaměstnanců." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-77881.

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The paper brings answers on the the question whether it is possible to measure the field of recruitment. Via quantifying the administrative process of recrutment, the paper reflects the savings of time and costs by using e-recruitment application (applicant tracking system ATS) and it searchs for the relationship between quality of hire and increase of company value and its profit.
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Touzalin, Frédéric. "Evolutionary demography of a partial migrant shorebird species." Thesis, Toulouse 3, 2017. http://www.theses.fr/2017TOU30349/document.

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Le réchauffement climatique entraîne des changements dans la dynamique et la distribution des populations. J'ai utilisé une étude de 19 ans, en Bretagne, sur un limicole longévif et migrateur partiel, l'Avocette élégante, pour quantifier et comparer les paramètres démographiques associés aux différentes stratégies de migration. Les taux de survie et les manifestations de la sénescence associées étaient similaires chez les résidents et les migrateurs, mais les migrateurs montraient un âge de recrutement plus tardif que les résidents. L'investissement reproductif était plus élevé et exempt de sénescence chez les individus recrutés à l'âge d'un an, alors que ceux commençant à se reproduire plus tard subissaient de la sénescence reproductive. La fitness des migrateurs était inférieure à celle des résidents, ce qui explique leur déclin pendant la période étudiée, alors que la population résidente est elle restée stable. La faible productivité, due à la prédation, entraîne le déclin de la population bretonne malgré un taux d'immigration important, ce qui doit absolument être pris en compte lors de la définition des politiques locales de conservation
Global warming causes changes in the dynamics and distribution of populations. I used a 19-year study, in Brittany, on a long-lived and partial migrant, the Pied Avocet, to quantify and compare the demographic rates associated with different migration strategies. Survival rates and associated senescence patterns were similar in residents and in migrants, but migrants exhibited a delayed recruitment age. Reproductive investment was higher and senescence was absent in individuals recruited at the age of one year, whereas those who began to reproduce later showed reproductive senescence. The fitness of migrants was lower than the fitness of residents, which explained their decline over the study period, while the resident population remained stable. Low productivity, due to predation, caused the Brittany population to decline despite a high immigration rate, which questions local conservation policies
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Wegrzyk, Jennifer. "Wide-pulse, high-frequency electrical stimulation" in humans : Combined investigations of neural and muscular function using electrophysiological and nuclear magnetic resonance techniques." Thesis, Aix-Marseille, 2014. http://www.theses.fr/2014AIXM4080.

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L'ectrostimulation dite conventionnelle (CONV) est délivrée par des impulsions électriques de basse fréquence (≤ 50 Hz), de courte durée (< 400 μs) et de haute intensité. Ce type d'ESNM permet ainsi d'évoquer une contraction musculaire grâce à l'activation directe des axones moteurs et est associé à une fatigue musculaire exagérée par rapport aux contractions volontaires (VOL). Au contraire, lors de l'utilisation d'impulsions de longues durées (1 ms), de hautes fréquences (≥ 80 Hz) et de faibles intensités (i.e. protocole « Wide-Pulse, High-Frequency » (WPHF)), une partie de la force musculaire évoquée aurait pour origine des mécanismes centraux. En effet, une augmentation de la force produite en réponse à WPHF a été rapportée alors que l'intensité de stimulation était constante. Cette « extra force » (EF) refléterait le recrutement par voie réflexe des motoneurones spinaux. L'objectif de ce travail de thèse était de mieux appréhender les mécanismes neurophysiologiques à l'origine de l'EF et d'évaluer les conséquences métaboliques et corticales du protocole WPHF (1 ms - 100 Hz) par rapport à des protocoles d'exercices VOL et de type CONV (50 μs - 25 Hz). Les réponses musculaires des fléchisseurs plantaires et les réponses cérébrales ont été évalué par résonance magnétique nucléaire (la spectroscopie par résonance magnétique du phosphore 31 du muscle et l'imagerie par résonance magnétique fonctionnelle du cerveau) et électrophysiologie (EMG). Ces résultats constituent une première étape importante vers une meilleure prise en charge des pathologies liées à des atteintes du neuromusculaire
Conventional neuromuscular electrical stimulation (CONV) is delivered via surface electrodes at short pulse duration (< 400 μs), low frequencies (≤ 50 Hz) and high current intensities. The motor unit recruitment pattern of CONV, however, is different from the pattern of voluntary contractions (VOL) and leads to a hastened onset of muscle fatigue. The use of wide-pulses (1ms), high frequencies (100 Hz) (WPHF) and low current intensities might approach the natural activation pattern of VOL by enhancing the neural contribution to force production. Previous studies investigating WPHF reported progressive and unexpected force increments ("Extra Forces") despite a constant stimulation intensity which might reflect the more pronounced activation of sensory pathways within the central nervous system. The objective of this thesis was to investigate this "Extra Force" (EF) phenomenon and to evaluate the efficiency of WPHF (1 ms pulse duration at 100 Hz) in terms of metabolic demand and neural contribution to force production in comparison to CONV NMES (0.05 ms pulse duration at 25 Hz) and VOL. Our experiments comprised electrophysiological (EMG) and nuclear magnetic resonance techniques (31P spectroscopy of the muscle, functional imaging of the brain). The findings should be considered in future studies investigating the potential of NMES in a clinical context as a treatment for neuromuscular pathologies
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Tsan, Chung-Yi, and 詹中一. "The cost benefit analysis and opinion research on military recruitments and conscription of Republic of China." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/zd6rgx.

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碩士
國立中山大學
人力資源管理研究所
97
ABSTRACT This cost benefit analysis and research are about the joint of military recruitments and conscription concept. The feasibility evaluation has put in consideration of compatriots’ view points and the relative cost benefit of this operation. The analysis and research outcome are relevant to the authorities for decision making. In order to increase the anticipation of society, the plan is put forth on how to encourage the public to adequately express their view points and expectations. Also arrange the interview in depth with public specialists to recognize the diversity of different culture on policy of military construction for the National Defense. The research is based on two phases. (Phase I: To interview with specialists. Phase II: Telephone research of general public). The conclusions are based on the interview with public specialists, telephone research and card vote. 1.When total enrollment reaches to 275 thousand people and the final budget accounting set by law legislature in 2003. The human resource maintenance cost must drop below 45% of national defense budget. The ratio norm of conscription and recruitment is 60% : 40%. Therefore, National defense budge may increase up to 336 billion and human resource maintenance cost may increase up to 151.2 billion. 2.National defense budget should establish the fix percentage above the total government budget GDP ratio by 3% to meet the ratio norm of conscription and recruitment at 60% : 40%. And it only uses annual budget by not spending the special allowance.
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Books on the topic "Recruitment costs"

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Gere, Deb. 2002 recruiter budget/cost survey: SHRM/recruitment marketplace. Alexandria, VA: Society for Human Resource Management, 2002.

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The cost: Causes of and potential redress for high recruitment and migration costs in Bangladesh. Dhaka: ILO Country Office for Bangladesh, 2014.

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John, Courtis. The IPM guide to cost-effective recruitment. 2nd ed. London: Institute of Personnel Management, 1985.

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United States. Congress. House. Committee on Veterans' Affairs. The Veterans Recruitment Authority Act of 1989: Report (to accompany H.R. 2486) (including cost estimate of the Congressional Budget Office). [Washington, D.C.?: U.S. G.P.O., 1989.

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United States. Congress. House. Committee on Veterans' Affairs. The Veterans Recruitment Authority Act of 1990: Report (to accompany H.R. 4088) (including cost estimate of the Congressional Budget Office). [Washington, D.C.?: U.S. G.P.O., 1990.

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United States. Congress. House. Committee on Resources. Department of the Interior Volunteer Recruitment Act of 2004: Report (to accompany H.R. 4170) (including cost estimate of the Congressional Budget Office). Washington, D.C: U.S. G.P.O., 2004.

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United States. Congress. House. Committee on Veterans' Affairs. Department of Veterans Affairs Nurse Recruitment and Retention Act of 2004: Report (to accompany H.R. 4231) (including cost estimate of the Congressional Budget Office). Washington, D.C: U.S. G.P.O., 2004.

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Teacher Recruitment and Retention Act of 2003: Report together with additional views (to accompany H.R. 438) (including cost estimate of the Congressional Budget Office). [Washington, D.C: U.S. G.P.O., 2003.

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San Francisco (Calif.). Office of the Controller. Audits Division. The San Francisco Sheriff's Department: The department could realize personnel cost savings, a reduction in jail overcrowding, and enhanced recruitment and testing procedures : report by the Controller's Audits Division. San Francisco, CA: Office of the Controller, 1999.

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United States. Congress. House. Committee on Veterans' Affairs. Improving recruitment and retention of nurses in the Department of Veterans Affairs and to authorize procreative services for certain disabled veterans: Report (to accompany H.R. 1199) (including cost estimate of the Congressional Budget Office). [Washington, D.C.?: U.S. G.P.O., 1989.

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Book chapters on the topic "Recruitment costs"

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Ratha, Dilip, and Ganesh Seshan. "Worker-paid recruitment costs 1." In Global Labour and the Migrant Premium, 26–35. Abingdon, Oxon ; New York, NY : Routledge, 2019. | Series: Routledge studies in liberty and security: Routledge, 2018. http://dx.doi.org/10.4324/9780429467387-4.

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Brewer, James, and Jessica Davey. "Making Training More Effective with Shared VR: Lanes Group Plc Improves Employee Retention and Reduces the Costs of Recruitment and Training." In Management for Professionals, 25–34. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-72781-9_4.

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Whiting, Edwin. "Reducing wage cost by recruitment subsidy." In A Guide to Unemployment Reduction Measures, 213–23. London: Palgrave Macmillan UK, 1987. http://dx.doi.org/10.1007/978-1-349-08621-4_20.

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Molla, Md Jakir Hossain, Sk Md Obaidullah, Parveen Ahmed Alam, Saurabh Adhikari, Sourav Saha, and Soumya Sen. "Campus Recruitment Cost Analysis: A Roadmap for HR Managers." In Proceedings of 2nd International Conference on Mathematical Modeling and Computational Science, 59–68. Singapore: Springer Nature Singapore, 2022. http://dx.doi.org/10.1007/978-981-19-0182-9_6.

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MAHER, A. "Labour recruitment and turnover costs in hotels." In Accounting and Finance for the International Hospitality Industry, 63–79. Elsevier, 1998. http://dx.doi.org/10.1016/b978-0-7506-3586-8.50008-7.

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Abiwu, Lawrence, and Grace Nketiaba Nunoo. "Green Recruitment Practices." In Human Resource Management Practices for Promoting Sustainability, 73–93. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4522-5.ch005.

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Today, scholars, governments, organisations, and practitioners from a variety of fields such as business, politics, and public policy have begun to show much interest in environmental issues. There exist different green HRM practices, but this chapter focuses on green recruitment practices. Green recruitment is the procedure of hiring people having behaviour, knowledge, and skills of environment management systems in the organisation. An important rationale behind green recruitment practices in most organisations is to reduce recruitment costs by automating the process and also make a green difference starting at the online career site. Green recruitment practices minimise energy use and pollution associated with manufacturing, transporting, and recycling paper products. Therefore, green recruitment practices should be supported by organisational policies and government regulatory frameworks.
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Rao, Pramila. "E-Recruitment in Emerging Economies." In Encyclopedia of Human Resources Information Systems, 357–62. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch053.

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Electronic human resource management (e-HRM) is the process of using online technology for human resource management activities, such as recruitment, training, performance appraisal and benefits (Rudich, 2000). The goal of this article is to discuss the origins of e-recruitment and address some challenges of e-recruitment in emerging economies like India and Mexico as multinationals seeks to establish strong presence in these countries. E-recruitment originated in the form of independent job sites called bulletin board systems in the 1980s. Initially only the U.S. universities and military had access to Internet facilities. However, the PC revolution that embraced the world in the early 1990s changed the corporate landscape completely (Rudich, 2000). Today more than three-fourths of the Fortune 500 companies use online recruiting and approximately about 18 million people are posting their resumes on Internet portals such as Monster.com (Feldman & Klaas, 2002). Corporations are aggressively seeking the best talent worldwide. Internet recruiting allows organizations to tap a huge talent beyond their own national boundaries (Birchfield, 2002). E-recruitment has several advantages such as its low cost (Galanaki, 2002; Rudich, 2000), quick response time (Hays, 1999), wide range of applicants (Sessa & Taylor, 2000), and worldwide accessibility (Galanaki, 2002; Vinutha, 2005). Specifically to recruitment, it has demonstrated a shorter recruitment cycle and lower cost-per-hire (Jasrotia, 2001; Pollitt, 2005; Sridhar, 2005). For instance, Nike has demonstrated with the use of e-recruitment the average time to fill job positions reduced from 62 to 42 days and the recruitment costs reduced by 54% (Pollitt, 2005). From the employees’ perspective, is that it has made the recruitment process a very proactive one—now passive applicants post their resumes online in anticipation of an interview (Mollison, 2001). Further, online recruitment allows applicants the luxury of accessing jobs online at their own convenience 24 hours 7 days a week. It provides the comfort of scrutinizing jobs without physically going through the stress of an interview. Finally, it allows applicants to get a thorough understanding of the organization and its culture before joining the organization (Vinutha, 2005).
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Silman, Alan J., Gary J. Macfarlane, and Tatiana Macfarlane. "The costs of an epidemiological study." In Epidemiological Studies: A Practical Guide, edited by Alan J. Silman, Gary J. Macfarlane, and Tatiana Macfarlane, 260–70. Oxford University Press, 2018. http://dx.doi.org/10.1093/med/9780198814726.003.0024.

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Epidemiological studies can be very expensive, especially from large populations with multicentre recruitment. The researcher will need to ensure that there are adequate resources, allowing for the fact that things will not always go to plan, but making sure that the research is value for money. What is considered a reasonable cost will also depend on how strong the rationale is for conducting the study. Although in theory the study design influences the costs, in practice the resources available will often constrain the methodological choices. Costing an epidemiological study accurately at the start is vital. There are several ways to maximize the use of resources to ensure the study is efficient.
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Calitz, Andre P., Margaret D. Cullen, and Carlien Jooste. "A Strategic Model to Promote University of Choice Decisions Among the International Students." In Advances in Business Strategy and Competitive Advantage, 260–84. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8169-8.ch012.

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The internationalisation of higher education has become increasingly important for many higher education institutions (HEIs) globally. To recruit national and international students, HEIs must invest in effective digital marketing and recruitment strategies. This study investigated the development of a strategic university of choice model that can assist universities in the recruitment of international students. A survey was completed by 306 international students studying at a South African university. The factors identified in this study included academic programme and quality, visa requirements, country/city attractiveness, lectures in English, costs, student life, safety and security, university location, university reputation, and assistance from the international office. The strategic university of choice model could assist university marketing personnel to develop a focused, targeted, and cost-effective digital marketing and recruitment strategy to recruit international students.
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Florea, Nicoleta Valentina, Constantin Aurelian Ionescu, Marinela Daniela Manea, Mariana Zamfir, Mihaela Denisa Coman, and Sorina Geanina Stanescu. "Sustainable Sources of Reducing HR Costs in the Pandemic Time." In Perspectives of Management Accounting for Sustainable Business Practices, 115–46. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-4595-2.ch007.

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In a world where use of technology is not an option but a necessity, where new forms of work appear constantly, where change is everywhere and people must keep their distance from each other due to the pandemic, organizations must adapt and use new processes governed by using new technologies. In a sustainable environment, e-recruitment and non-financial compensations become the new tools to maintain performance and lower costs during a pandemic. Using bibliometric analysis, regression function, and correlation matrix, the authors obtained results for Romania and the top three countries, which indicated that e-recruitment is influenced by the use of the internet and availability of computers and productivity; the relations and the correlation between the analyzed variables are measured using simulation and mathematical modeling. The results indicate that there are benefits for individuals, for organizations, and also for environmental protection.
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Conference papers on the topic "Recruitment costs"

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Borlikova, Gilyana, Michael O'Neill, Louis Smith, and Michael Phillips. "Development of a multi-model system to accommodate unknown misclassification costs in prediction of patient recruitment in multicentre clinical trials." In GECCO '17: Genetic and Evolutionary Computation Conference. New York, NY, USA: ACM, 2017. http://dx.doi.org/10.1145/3067695.3076062.

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Bhatia, Dinesh, Mario Novo, Ranu Jung, Denis Brunt, and Tatiana Bejarano. "Lower Extremity Muscle Activity Patterns During Lateral (Frontal) Side Stepping Task Modulation From Different Heights." In ASME 2012 Summer Bioengineering Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/sbc2012-80285.

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Different muscle groups function in a synchronized and coordinated manner to perform a given task, wherein the activity of one muscle group affects that of another (1, 3). Osteoarthritis (OA) is a common, chronic joint disease characterized by pain, disability and progressive loss of function. It is the most common musculoskeletal complaint worldwide and is associated with significant health and welfare costs (2, 7). The knee is the most frequently affected joint of the lower limb and prevalence of knee OA increases with age (6). Several studies have shown that muscle recruitment patterns and neuromuscular efficiency are different for patients with OA compared to normal controls during simple closed chain activities (4). However, no studies have investigated frontal plane control or the modulation of control due to, for example, a change in time or distance in OA (5).
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Balaji, Swathi, Sachin S. Vaikunth, Jignesh K. Parvadia, Timothy M. Crombleholme, and Daria A. Narmoneva. "In Situ Tissue Engineering Using Angiogenic Nanoscaffold Enhances Diabetic Wound Healing in db/db Mouse Model." In ASME 2008 Summer Bioengineering Conference. American Society of Mechanical Engineers, 2008. http://dx.doi.org/10.1115/sbc2008-192198.

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Tissue engineering offers an attractive alternative for treatment of chronic nonhealing diabetic ulcers, which account for more than 27% of the $10.9 billion total diabetic health care costs in the US annually [1]. The harsh environment of a diabetic ulcer is characterized by reduced expression of angiogenic factors, insufficient vascularization, excess protease activity, matrix degradation and hyperglycemia-induced cell apoptosis [2]. A major factor contributing to insufficient neovascularization in diabetic nonhealing wounds may be deficiency in the recruitment of endothelial cells (ECs) and endothelial precursor cells (EPCs) to the wound site [3]. Recent studies focusing on altering the wound’s cellular and molecular environment using bone-marrow-derived stem cells, growth factors (delivered either directly or using gene or cell therapy), bioengineered skin constructs, and biological matrices, such as collagen and hyaluronic acid gels had promising wound healing outcomes [4]. These studies suggest that strategies aimed at modifying the extracellular environment of the diabetic wound to enhance cell survival and angiogenesis are promising for development of new therapies for diabetic wound healing.
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Lautala, Pasi T., Rosa´rio Ma´ca´rio, Jo¨rn Pachl, J. Riley Edwards, and William J. Sproule. "Developing Railway Higher Education in the European Union and United States." In 2010 Joint Rail Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/jrc2010-36025.

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Congestion, emissions generated by transportation, increasing fuel costs and expanding demand for mobility have revived the interest for modern rail transportation throughout the world. Simultaneously, expansion of global trade and increasing demands for technology to improve the safety and productivity of the industry are creating a new environment that requires a different way of thinking when developing railway systems. Overall, the authors believe that current changes provide a fertile ground for institutions of higher education in the United States and the European Union (EU) to increase their transatlantic cooperation in education and research. Recent studies related to railway higher education have been undertaken in Europe and the United States. The European Rail Research Network of Excellence (EURNEX) conducted a study to develop and organize educational and training activities in participating higher education institutions. In Germany, a comprehensive inventory was conducted to define the current level of rail transportation activities in higher education institutions. In the United States, American Railway Engineering and Maintenance of Way Association (AREMA) conducted a study to determine the type and extent of rail education currently offered on campuses. In addition, a benchmarking study was performed by Michigan Tech University to investigate rail education and recruitment at universities with the objective to define the quantitative and qualitative demands for rail engineers by industry employers. This paper presents a synopsis of these past studies and introduces an on-going “TUNRail” project to “tune” and intensify the railway higher education knowledge exchange and collaboration between the EU and the United States.
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Abudaqa, Anas, Seena Al Nuaimi, Hayfa Buhazzaa, and Sumaya Al Hosani. "Examining the Significance of Internal Mobility Hiring in Determining the Individual Vs Organizational Outcomes: An Empirical Investigation from ADNOC FURSA Platform During Recent Pandemic of COVID-19." In Abu Dhabi International Petroleum Exhibition & Conference. SPE, 2021. http://dx.doi.org/10.2118/207535-ms.

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Abstract Objective Scope: ADNOC group of companies introduced the Fursa platform which is an internal online website where HR acquisition partners among the 13 companies can post vacancies and employees from any of the 13 companies can apply to those vacancies. The aim of this initiative is to move ADNOC's employees internally to reskill, fill department gaps, and cross-collaborate to get a project done or hit an organizational goal with minimizing hiring cost and accelerate recruitment process. This study considers the above stated program as an explanatory factor to determine the individual's as well as organizational outcomes in ADNOC group of companies. Methods, Procedure, Process: To address the study objectives, qualitative and quantitative methods are adopted. More specifically, for quantitative approach, structural questionnaire was developed through adopting different items from the literature. Whereas qualitative analysis are conducted while using the information from structured interviews. Results, Observations, Conclusions: The study findings indicates that both individual and organizational outcomes are positively and significantly determined by internal mobility program. Similarly, analyses through qualitative approach confirms that internal mobility program helps to provide learning and development of the employees, productivity and performance in terms of individual outcomes, and sales and growth to reflect the concept of organizational outcomes. It is stated current program Enabled employees to find their next position, project, or mentor internally, and maximized ADNOC workforce potential and unlock the capacity to meet the corporate objectives. Other interesting outcomes are It takes less time and money to source (and saves money on relocation costs and as known during pandemic situation there is a restriction on international movement between countries); it enables faster onboarding and ramping up. Additionally, during internal mobility the company is confident that the candidate shares your mission and vision, and It also implies that you are aware of a candidate's most recent performance. Novel/Additive information: the study is unique in the sense that it is done in one of the giant oil and gas companies which employees working in different aspects of the business; upstream, downstream, and mid-stream. The study introduces modern ways of work in a speedy, natural manner, and the use of MS Teams to do virtual interviews. Fursa platform allows companies to act quickly. It only takes a few seconds to determine where talent should be directed, and a few more seconds to deploy it.
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Zhang, Fusang, Beihong Jin, Hai Liu, Yiu-Wing Leung, and Xiaowen Chu. "Minimum-Cost Recruitment of Mobile Crowdsensing in Cellular Networks." In GLOBECOM 2016 - 2016 IEEE Global Communications Conference. IEEE, 2016. http://dx.doi.org/10.1109/glocom.2016.7841988.

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Wang, Haijun, and Jiong Xu. "Vehicle Scheduling Problems for Emergency Logistics Management with Vehicle Recruitment Cost." In International Conference of Logistics Engineering and Management (ICLEM) 2010. Reston, VA: American Society of Civil Engineers, 2010. http://dx.doi.org/10.1061/41139(387)144.

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Harver, Andrew, Harry Kotses, C. T. Humphries, Maeve E. O'Connor, and Ellen Rowe. "The Cost Of Recruitment In Project On TRAC: The Charlotte, North Carolina Experience." In American Thoracic Society 2010 International Conference, May 14-19, 2010 • New Orleans. American Thoracic Society, 2010. http://dx.doi.org/10.1164/ajrccm-conference.2010.181.1_meetingabstracts.a5797.

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Arafat, Md Tanvir, Mehedi Hasan Emon, Sujan Sarker, Md Abdur Razzaque, and Md Mustafizur Rahman. "Balancing Worker Utility and Recruitment Cost in Spatial Crowdsensing: A Nash Game Approach." In 8th NSysS 2021: 8th International Conference on Networking, Systems and Security. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3491371.3491378.

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Fu, C. "Recruitment Maneuver During Non-Invasive Ventilation in Coronary Artery Bypass Grafting Patients: Effect on Cost of Oxygen Supplementation." In American Thoracic Society 2019 International Conference, May 17-22, 2019 - Dallas, TX. American Thoracic Society, 2019. http://dx.doi.org/10.1164/ajrccm-conference.2019.199.1_meetingabstracts.a1612.

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Reports on the topic "Recruitment costs"

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Erulkar, Annabel, and Barbara Mensch. Youth centres in Kenya: Evaluation of the Family Planning Association of Kenya programme. Population Council, 1997. http://dx.doi.org/10.31899/rh1997.1025.

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Since 1987, the Family Planning Association of Kenya (FPAK) has operated two youth centers, one in Nairobi and the other in Mombasa. The centers target unmarried youth aged 10–24 and their primary objective is reduction in incidence of sexual and reproductive-health-related problems. These centers offer recreational and sports facilities, counseling services, including reproductive health (RH) information, limited RH services, and referrals. In 1996, FPAK undertook a systematic evaluation of its youth-center program including a situation analysis of the centers, a survey in their catchment areas, and an analysis of program costs. The main strength of the program was found to be its network of youth promoters and coordinators, who reached large numbers of youth through educational activities. A negative attitude toward adolescent sexual activity was found to be pervasive among youth center staff, however if retrained they could be an inexpensive and effective means of delivering nonprescriptive contraceptives. Investing in staff would reduce high rates of attrition among volunteers and cost of recruitment and training. As noted in this report, there is need for improvement in the youth centers, however FPAK has shown considerable commitment to meeting RH needs of adolescents in Kenya.
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Altman, Safra, R. Harris, S. McKay, Michael Kjelland, and Todd Swannack. Oyster reef connectivity : ecological benefits and associated vulnerabilities. Engineer Research and Development Center (U.S.), August 2022. http://dx.doi.org/10.21079/11681/45020.

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Global oyster abundance has declined ~85 % over the past 200 years, primarily because of overharvesting (Beck, Brumbaugh, and Airoldi 2011; Kirby 2004). Healthy oyster reef systems benefit the environment in many ways, including water-quality improvement, shoreline protection, increased biological and habitat diversity, and carbon sequestration. To maintain these environmental benefits, reef-restoration efforts that produce healthy, sustainable oyster reefs are essential. To this end, the US Army Corps of Engineers (USACE) has been involved in reef-restoration projects in many locations, including extensive efforts in the Chesapeake Bay (Virginia, Maryland), coastal regions of New York and New Jersey, and the Gulf of Mexico. There are many benefits to creating and maintaining oyster reef systems that are well connected, for both oysters and other organisms within the reef and surrounding habitats. This technical note presents the current knowledge of benefits and costs to restore oyster-reef connectivity along the East and Gulf Coasts of North America. Connectivity of oyster reefs can refer to the physical location of reefs with respect to one another as well as to the dynamics of the genetic links within a metapopulation or to the extent to which larval transport and recruitment unite reef communities. For the purposes of this technical note, connectivity is defined as the spatial aggregation of reefs, though we address impacts of genetic and larval flow as well. Reef connectivity positively affects many ecosystem services and dynamics but can also have unintended consequences (that is, negative externalities). This technical note reviews the benefits and costs of increasing connectivity and presents a brief example of how trade-offs may occur between these potentially opposing ecological objectives. Here, we focus on the eastern oyster, Crassostrea virginica, which inhabits the East and Gulf Coasts of North America, though many of the concepts and principles discussed may apply to other oyster species as well.
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Rankin, Nicole, Deborah McGregor, Candice Donnelly, Bethany Van Dort, Richard De Abreu Lourenco, Anne Cust, and Emily Stone. Lung cancer screening using low-dose computed tomography for high risk populations: Investigating effectiveness and screening program implementation considerations: An Evidence Check rapid review brokered by the Sax Institute (www.saxinstitute.org.au) for the Cancer Institute NSW. The Sax Institute, October 2019. http://dx.doi.org/10.57022/clzt5093.

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Background Lung cancer is the number one cause of cancer death worldwide.(1) It is the fifth most commonly diagnosed cancer in Australia (12,741 cases diagnosed in 2018) and the leading cause of cancer death.(2) The number of years of potential life lost to lung cancer in Australia is estimated to be 58,450, similar to that of colorectal and breast cancer combined.(3) While tobacco control strategies are most effective for disease prevention in the general population, early detection via low dose computed tomography (LDCT) screening in high-risk populations is a viable option for detecting asymptomatic disease in current (13%) and former (24%) Australian smokers.(4) The purpose of this Evidence Check review is to identify and analyse existing and emerging evidence for LDCT lung cancer screening in high-risk individuals to guide future program and policy planning. Evidence Check questions This review aimed to address the following questions: 1. What is the evidence for the effectiveness of lung cancer screening for higher-risk individuals? 2. What is the evidence of potential harms from lung cancer screening for higher-risk individuals? 3. What are the main components of recent major lung cancer screening programs or trials? 4. What is the cost-effectiveness of lung cancer screening programs (include studies of cost–utility)? Summary of methods The authors searched the peer-reviewed literature across three databases (MEDLINE, PsycINFO and Embase) for existing systematic reviews and original studies published between 1 January 2009 and 8 August 2019. Fifteen systematic reviews (of which 8 were contemporary) and 64 original publications met the inclusion criteria set across the four questions. Key findings Question 1: What is the evidence for the effectiveness of lung cancer screening for higher-risk individuals? There is sufficient evidence from systematic reviews and meta-analyses of combined (pooled) data from screening trials (of high-risk individuals) to indicate that LDCT examination is clinically effective in reducing lung cancer mortality. In 2011, the landmark National Lung Cancer Screening Trial (NLST, a large-scale randomised controlled trial [RCT] conducted in the US) reported a 20% (95% CI 6.8% – 26.7%; P=0.004) relative reduction in mortality among long-term heavy smokers over three rounds of annual screening. High-risk eligibility criteria was defined as people aged 55–74 years with a smoking history of ≥30 pack-years (years in which a smoker has consumed 20-plus cigarettes each day) and, for former smokers, ≥30 pack-years and have quit within the past 15 years.(5) All-cause mortality was reduced by 6.7% (95% CI, 1.2% – 13.6%; P=0.02). Initial data from the second landmark RCT, the NEderlands-Leuvens Longkanker Screenings ONderzoek (known as the NELSON trial), have found an even greater reduction of 26% (95% CI, 9% – 41%) in lung cancer mortality, with full trial results yet to be published.(6, 7) Pooled analyses, including several smaller-scale European LDCT screening trials insufficiently powered in their own right, collectively demonstrate a statistically significant reduction in lung cancer mortality (RR 0.82, 95% CI 0.73–0.91).(8) Despite the reduction in all-cause mortality found in the NLST, pooled analyses of seven trials found no statistically significant difference in all-cause mortality (RR 0.95, 95% CI 0.90–1.00).(8) However, cancer-specific mortality is currently the most relevant outcome in cancer screening trials. These seven trials demonstrated a significantly greater proportion of early stage cancers in LDCT groups compared with controls (RR 2.08, 95% CI 1.43–3.03). Thus, when considering results across mortality outcomes and early stage cancers diagnosed, LDCT screening is considered to be clinically effective. Question 2: What is the evidence of potential harms from lung cancer screening for higher-risk individuals? The harms of LDCT lung cancer screening include false positive tests and the consequences of unnecessary invasive follow-up procedures for conditions that are eventually diagnosed as benign. While LDCT screening leads to an increased frequency of invasive procedures, it does not result in greater mortality soon after an invasive procedure (in trial settings when compared with the control arm).(8) Overdiagnosis, exposure to radiation, psychological distress and an impact on quality of life are other known harms. Systematic review evidence indicates the benefits of LDCT screening are likely to outweigh the harms. The potential harms are likely to be reduced as refinements are made to LDCT screening protocols through: i) the application of risk predication models (e.g. the PLCOm2012), which enable a more accurate selection of the high-risk population through the use of specific criteria (beyond age and smoking history); ii) the use of nodule management algorithms (e.g. Lung-RADS, PanCan), which assist in the diagnostic evaluation of screen-detected nodules and cancers (e.g. more precise volumetric assessment of nodules); and, iii) more judicious selection of patients for invasive procedures. Recent evidence suggests a positive LDCT result may transiently increase psychological distress but does not have long-term adverse effects on psychological distress or health-related quality of life (HRQoL). With regards to smoking cessation, there is no evidence to suggest screening participation invokes a false sense of assurance in smokers, nor a reduction in motivation to quit. The NELSON and Danish trials found no difference in smoking cessation rates between LDCT screening and control groups. Higher net cessation rates, compared with general population, suggest those who participate in screening trials may already be motivated to quit. Question 3: What are the main components of recent major lung cancer screening programs or trials? There are no systematic reviews that capture the main components of recent major lung cancer screening trials and programs. We extracted evidence from original studies and clinical guidance documents and organised this into key groups to form a concise set of components for potential implementation of a national lung cancer screening program in Australia: 1. Identifying the high-risk population: recruitment, eligibility, selection and referral 2. Educating the public, people at high risk and healthcare providers; this includes creating awareness of lung cancer, the benefits and harms of LDCT screening, and shared decision-making 3. Components necessary for health services to deliver a screening program: a. Planning phase: e.g. human resources to coordinate the program, electronic data systems that integrate medical records information and link to an established national registry b. Implementation phase: e.g. human and technological resources required to conduct LDCT examinations, interpretation of reports and communication of results to participants c. Monitoring and evaluation phase: e.g. monitoring outcomes across patients, radiological reporting, compliance with established standards and a quality assurance program 4. Data reporting and research, e.g. audit and feedback to multidisciplinary teams, reporting outcomes to enhance international research into LDCT screening 5. Incorporation of smoking cessation interventions, e.g. specific programs designed for LDCT screening or referral to existing community or hospital-based services that deliver cessation interventions. Most original studies are single-institution evaluations that contain descriptive data about the processes required to establish and implement a high-risk population-based screening program. Across all studies there is a consistent message as to the challenges and complexities of establishing LDCT screening programs to attract people at high risk who will receive the greatest benefits from participation. With regards to smoking cessation, evidence from one systematic review indicates the optimal strategy for incorporating smoking cessation interventions into a LDCT screening program is unclear. There is widespread agreement that LDCT screening attendance presents a ‘teachable moment’ for cessation advice, especially among those people who receive a positive scan result. Smoking cessation is an area of significant research investment; for instance, eight US-based clinical trials are now underway that aim to address how best to design and deliver cessation programs within large-scale LDCT screening programs.(9) Question 4: What is the cost-effectiveness of lung cancer screening programs (include studies of cost–utility)? Assessing the value or cost-effectiveness of LDCT screening involves a complex interplay of factors including data on effectiveness and costs, and institutional context. A key input is data about the effectiveness of potential and current screening programs with respect to case detection, and the likely outcomes of treating those cases sooner (in the presence of LDCT screening) as opposed to later (in the absence of LDCT screening). Evidence about the cost-effectiveness of LDCT screening programs has been summarised in two systematic reviews. We identified a further 13 studies—five modelling studies, one discrete choice experiment and seven articles—that used a variety of methods to assess cost-effectiveness. Three modelling studies indicated LDCT screening was cost-effective in the settings of the US and Europe. Two studies—one from Australia and one from New Zealand—reported LDCT screening would not be cost-effective using NLST-like protocols. We anticipate that, following the full publication of the NELSON trial, cost-effectiveness studies will likely be updated with new data that reduce uncertainty about factors that influence modelling outcomes, including the findings of indeterminate nodules. Gaps in the evidence There is a large and accessible body of evidence as to the effectiveness (Q1) and harms (Q2) of LDCT screening for lung cancer. Nevertheless, there are significant gaps in the evidence about the program components that are required to implement an effective LDCT screening program (Q3). Questions about LDCT screening acceptability and feasibility were not explicitly included in the scope. However, as the evidence is based primarily on US programs and UK pilot studies, the relevance to the local setting requires careful consideration. The Queensland Lung Cancer Screening Study provides feasibility data about clinical aspects of LDCT screening but little about program design. The International Lung Screening Trial is still in the recruitment phase and findings are not yet available for inclusion in this Evidence Check. The Australian Population Based Screening Framework was developed to “inform decision-makers on the key issues to be considered when assessing potential screening programs in Australia”.(10) As the Framework is specific to population-based, rather than high-risk, screening programs, there is a lack of clarity about transferability of criteria. However, the Framework criteria do stipulate that a screening program must be acceptable to “important subgroups such as target participants who are from culturally and linguistically diverse backgrounds, Aboriginal and Torres Strait Islander people, people from disadvantaged groups and people with a disability”.(10) An extensive search of the literature highlighted that there is very little information about the acceptability of LDCT screening to these population groups in Australia. Yet they are part of the high-risk population.(10) There are also considerable gaps in the evidence about the cost-effectiveness of LDCT screening in different settings, including Australia. The evidence base in this area is rapidly evolving and is likely to include new data from the NELSON trial and incorporate data about the costs of targeted- and immuno-therapies as these treatments become more widely available in Australia.
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Owens, Janine, Rosie Allen, Amelia Pearson, Susan Davies, Catherine Robinson, and Alys Young. The impact of COVID-19 on social care and social work in the UK: A Scoping Review Protocol. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, March 2022. http://dx.doi.org/10.37766/inplasy2022.3.0174.

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Review question / Objective: What are the medium and long-term effects of the COVID-19 pandemic on practitioners and organisations providing social work and social care to adults in the UK? Rationale: The pandemic has exerted adverse effects on staff morale and well-being, with sickness absence rises across the sector and increased difficulties in recruiting staff from agencies, despite a pre-COVID government recruitment campaign (https://www.gov.uk/government/news/adult-social-care-recruitment-care-campaign-launched-to-boost-workforce). Care home providers report extreme anxiety and distress, burnout and financial concerns (CQC, 2020). These worsened during the proposed introduction of mandatory vaccination care home workers (Bell et al. 2021). Social care workers report a lack of support in terms of training and equipment, sleep disturbances and increasing levels of mental ill health (Pappa et al. 2020; Williamson et al. 2020; Donnelly et al. 2021). They also report experiencing conflicts in terms of caring for people with diverse needs (Greenberg et al. 2020). Some research suggests that workers experienced professional growth during the pandemic, but that this came at a cost to their own mental health (Billings et al. 2021). Other research reported increased team unity and more reflection on what mattered in life (Aughterson et al. 2021). One editorial claims that the pandemic created a reduction of bureaucracy and the emergence of more efficient ways of working in social care in Local Authorities (Golightley & Holloway 2020). The evidence appears conflicting and frequently fails to separate health care and social care work, when the roles and structures of service delivery organisations are different. There is also a lack of differentiation in reporting on effects on the social care workforce in general, and specifically social workers and statutory social work.
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Datta, Sandip, and Geeta Gandhi Kingdon. The Myth and Reality of Teacher Shortage in India: An Investigation Using 2019-20 Data. Research on Improving Systems of Education (RISE), December 2021. http://dx.doi.org/10.35489/bsg-rise-wp_2020/072.

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This paper examines the widespread perception in India that the country has an acute teacher shortage of about one million teachers in public elementary schools, a view repeated in India’s National Education Policy 2020. Using official DISE data, we show that teacher vacancies cannot be equated with teacher shortages: while the number of teacher vacancies (in teacher-deficit schools) is 766,487, the number of teacher surpluses (in surplus-teacher schools) is 520,141, giving a net deficit of only 246,346 teachers in the country. Secondly, removing estimated fake student numbers from enrolment data greatly reduces the required number of teachers and raises the number of surplus teachers, converting the net deficit of 246,346 teachers into an estimated net surplus of 98,371 teachers. Thirdly, if we both remove estimated fake enrolment and also make a hypothetical change to the teacher allocation rule to adjust for the phenomenon of emptying public schools (which has slashed the national median size of public schools to a mere 63 students, and rendered many schools ‘tiny’), the estimated net teacher surplus rises to 239,800 teachers. Fourthly, we show that if government does fresh recruitment to fill the supposed approximately one-million vacancies as promised in National Education Policy 2020, the already modest national mean pupil-teacher-ratio of 25.1 would fall to 19.9, at a permanently increased fiscal cost of nearly Rupees 637 billion (USD 8.7 billion) per year in 2019-20 prices, which is higher than the individual GDPs of 50 countries that year. The paper highlights the major efficiencies that can result from evidence-based policy on minimum viable school-size, teacher allocation norms, permissible maximum pupil teacher ratios, and teacher deployment.
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Arias, Karla, David López, Segundo Camino-Mogro, Mariana Weiss, Dylan Walsh, Livia Gouvea, and Michelle Carvalho Metanias Hallack. Green Transition and Gender Bias: An Analysis of Renewable Energy Generation Companies in Latin America. Edited by Amanda Beaujon Marin. Inter-American Development Bank, September 2022. http://dx.doi.org/10.18235/0004461.

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This study analyzes how the energy transition might change gender bias in power-generating industries. To this end, this paper employs a sample of 102 renewable energy generation companies from six countries in Latin America and the Caribbean: Bolivia, Chile, Costa Rica, Panama, Mexico, and Uruguay. The analysis of collected data shows that renewable generation companies with the highest relative efficiency in the labor-capital ratio are those with the highest participation of women. In addition, the results show that renewable companies are incrementing recruitment of women in energy generation. Nevertheless, in the analyzed sample, the participation of women in renewables is still lower than the sectorial average. Moreover, there is no structural change with respect to roles that women occupy, when comparing renewables companies with others generation companies. Considering the companies size, bigger renewables companies (with higher installed generation capacity) tend to hire more women, but those women occupy mostly non-technical positions. In addition, women's participation decreases in positions requiring more technical occupations. Women represent 36% of STEM1 employees, 39% of non-STEM employees, and 48% of non-qualified employees of the renewable generation companies surveyed. Concerning the role of women in decision making roles within energy companies, wide gender gaps exist in executive and management positions; the proportion of females in the boardroom and in management roles for renewables generation companies was 24% and 22%, respectively. Furthermore, 68% of surveyed companies did not have a gender policy in place. This study confirms that a change in technology alone does not generate qualitative changes in the labor market from a gender perspective. Such changes would be achieved by complementing technological change with inclusion policies, encouraging women to study careers related to science and technology to fill the shortage of female professionals in these areas, and closing the knowledge gap through systematic data collection and sharing about gender in the energy workforce.
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