Journal articles: '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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Wasfi, Rania, Zoe Poirier Stephens, Meridith Sones, Karen Laberee, Caitlin Pugh, Daniel Fuller, Meghan Winters, and Yan Kestens. "Recruiting Participants for Population Health Intervention Research: Effectiveness and Costs of Recruitment Methods for a Cohort Study." Journal of Medical Internet Research 23, no. 11 (November 12, 2021): e21142. http://dx.doi.org/10.2196/21142.

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Background Public health research studies often rely on population-based participation and draw on various recruitment methods to establish samples. Increasingly, researchers are turning to web-based recruitment tools. However, few studies detail traditional and web-based recruitment efforts in terms of costs and potential biases. Objective This study aims to report on and evaluate the cost-effectiveness, time effectiveness, and sociodemographic representation of diverse recruitment methods used to enroll participants in 3 cities of the Interventions, Research, and Action in Cities Team (INTERACT) study, a cohort study conducted in Canadian cities. Methods Over 2017 and 2018 in Vancouver, Saskatoon, and Montreal, the INTERACT study used the following recruitment methods: mailed letters, social media (including sponsored Facebook advertisements), news media, partner communications, snowball recruitment, in-person recruitment, and posters. Participation in the study involved answering web-based questionnaires (at minimum), activating a smartphone app to share sensor data, and wearing a device for mobility and physical activity monitoring. We describe sociodemographic characteristics by the recruitment method and analyze performance indicators, including cost, completion rate, and time effectiveness. Effectiveness included calculating cost per completer (ie, a participant who completed at least one questionnaire), the completion rate of a health questionnaire, and the delay between completion of eligibility and health questionnaires. Cost included producing materials (ie, printing costs), transmitting recruitment messages (ie, mailing list rental, postage, and sponsored Facebook posts charges), and staff time. In Montreal, the largest INTERACT sample, we modeled the number of daily recruits through generalized linear models accounting for the distributed lagged effects of recruitment campaigns. Results Overall, 1791 participants were recruited from 3 cities and completed at least one questionnaire: 318 in Vancouver, 315 in Saskatoon, and 1158 in Montreal. In all cities, most participants chose to participate fully (questionnaires, apps, and devices). The costs associated with a completed participant varied across recruitment methods and by city. Facebook advertisements generated the most recruits (n=687), at a cost of CAD $15.04 (US $11.57; including staff time) per completer. Mailed letters were the costliest, at CAD $108.30 (US $83.3) per completer but served to reach older participants. All methods resulted in a gender imbalance, with women participating more, specifically with social media. Partner newsletters resulted in the participation of younger adults and were cost-efficient (CAD $5.16 [US $3.97] per completer). A generalized linear model for daily Montreal recruitment identified 2-day lag effects on most recruitment methods, except for the snowball campaign (4 days), letters (15 days), and reminder cards (5 days). Conclusions This study presents comprehensive data on the costs, effectiveness, and bias of population recruitment in a cohort study in 3 Canadian cities. More comprehensive documentation and reporting of recruitment efforts across studies are needed to improve our capacity to conduct inclusive intervention research.

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Wahab, Andika. "Implementing Ethical Recruitment of Migrant Workers: Evidence from the Palm Oil Sector in Malaysia." Otoritas : Jurnal Ilmu Pemerintahan 10, no. 1 (December 26, 2020): 24–42. http://dx.doi.org/10.26618/ojip.v10i1.2931.

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Growing allegation of irregularities in the conduct of migrant workers’ recruitment drives global effort to eliminate unethical practices in the migration industry. As part of the international value chain, palm oil companies in Malaysia are expected to implement ethical recruitment practices. This study is an attempt to assess the employers’ commitment and practices in implementing ethical recruitment in Malaysia. Deriving from four palm oil mills (employers) and further validated through a survey conducted against 92 Nepalese workers – this study argues that while employers have committed to cover certain costs of their migrant workers’ recruitment, they lack a clear policy commitment, due diligence and monitoring against the labour recruiters. Consequently, the labour recruiters (including the intermediaries) mainly in Nepal have imposed another set of recruitment costs which already covered by the employers in Malaysia. Alarmingly, the Nepalese workers have paid even a higher cost of recruitment than the cost borne by the employers. For ethical recruitment to be effectively implemented, the employers’ monetary commitment to cover the cost of their workers’ recruitment must be complemented with efforts to engage and monitor the conduct of the labour recruiters in migrant workers’ origin country.

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McKinn, Shannon, Carissa Bonner, Jesse Jansen, and Kirsten McCaffery. "Recruiting general practitioners as participants for qualitative and experimental primary care studies in Australia." Australian Journal of Primary Health 21, no. 3 (2015): 354. http://dx.doi.org/10.1071/py14068.

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Recruiting general practitioners (GPs) for participation in primary care research is vitally important, but it can be very difficult for researchers to engage time-poor GPs. This paper describes six different strategies used by a research team recruiting Australian GPs for three qualitative interview studies and one experimental study, and reports the response rates and costs incurred. Strategies included: (1) mailed invitations via Divisions of General Practice; (2) electronic newsletters; (3) combining mailed invitations and newsletter; (4) in-person recruitment at GP conferences; (5) conference satchel inserts; and (6) combining in-person recruitment and satchel inserts. Response rates ranged from 0 (newsletter) to 30% (in-person recruitment). Recruitment costs per participant ranged from A$83 (in-person recruitment) to A$232 (satchel inserts). Mailed invitations can be viable for qualitative studies, especially when free/low-cost mailing lists are used, if the response rate is less important. In-person recruitment at GP conferences can be effective for short quantitative studies, where a higher response rate is important. Newsletters and conference satchel inserts were expensive and ineffective.

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Ansart, Manon, Stéphane Epelbaum, Geoffroy Gagliardi, Olivier Colliot, Didier Dormont, Bruno Dubois, Harald Hampel, and Stanley Durrleman. "Reduction of recruitment costs in preclinical AD trials: validation of automatic pre-screening algorithm for brain amyloidosis." Statistical Methods in Medical Research 29, no. 1 (January 30, 2019): 151–64. http://dx.doi.org/10.1177/0962280218823036.

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We propose a method for recruiting asymptomatic Amyloid positive individuals in clinical trials, using a two-step process. We first select during a pre-screening phase a subset of individuals which are more likely to be amyloid positive based on the automatic analysis of data acquired during routine clinical practice, before doing a confirmatory PET-scan to these selected individuals only. This method leads to an increased number of recruitments and to a reduced number of PET-scans, resulting in a decrease in overall recruitment costs. We validate our method on three different cohorts, and consider five different classification algorithms for the pre-screening phase. We show that the best results are obtained using solely cognitive, genetic and socio-demographic features, as the slight increased performance when using MRI or longitudinal data is balanced by the cost increase they induce. We show that the proposed method generalizes well when tested on an independent cohort, and that the characteristics of the selected set of individuals are identical to the characteristics of a population selected in a standard way. The proposed approach shows how Machine Learning can be used effectively in practice to optimize recruitment costs in clinical trials.

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Eck, Kristine. "Recruitment and Violence in Nepal’s Civil War." Asian Survey 58, no. 2 (March 2018): 261–80. http://dx.doi.org/10.1525/as.2018.58.2.261.

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This article shows that the statistical correlation between poverty and violence during the conflict in Nepal (1996–2006) is unlikely to be explained by grievances or low opportunity costs among the poor, but is better explained by considering the rebels’ strategy. This underscores the importance of validating arguments from statistical studies.

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E.G. Bateson, John, Jochen Wirtz, Eugene Burke, and Carly Vaughan. "Psychometric sifting to efficiently select the right service employees." Managing Service Quality 24, no. 5 (September 2, 2014): 418–33. http://dx.doi.org/10.1108/msq-04-2014-0091.

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Purpose – Service employees in subordinate service roles are crucial for operational efficiency and service quality. However, the stressful nature of these roles, inappropriate hire selection, and the proliferation of job boards have created massive recruitment problems for HR departments. The purpose of this paper is to highlights the growing costs of recruiting the right candidates for service roles while offering an alternative approach to recruitment that is more efficient and effective than the traditional approach. Design/methodology/approach – The study offers empirical evidence of five instances in which the use of psychometric sifting procedures reduced recruitment costs, while improving the quality of the resultant hires. Findings – By standing the traditional recruitment process “on its head” and using psychometric tests at the start of the selection process, the recruitment process can be significantly improved. Such tests efficiently weed out unsuitable candidates before they even enter the recruitment process, leaving a smaller, better-qualified pool for possible recruitment. Practical implications – Firms can safely use the psychometric sifts to select applicants according to their operational efficiency, customer orientation, and overall performance. This paper illustrates the use of both traditional questionnaire measures and situational judgment tests to remove unsuitable applicants at the start of the selection process. A real-life case study suggests that such an approach increases the hiring success rate from 6:1 to 2:1. In the opening of a new supermarket by a UK group, this process saved 73,000 hours of managers’ time, representing $1.8 million savings in opening costs. Originality/value – The paper offers a viable cost-saving alternative to a growing problem for HR departments in service firms and provides directions for further research.

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Bahgat, Soha. "Recruitment Methods at the Travel Agencies in Egypt: Risks and Costs." مجلة کلیة السیاحة والفنادق - جامعة مدینة السادات 1, no. 2 (December 1, 2017): 1–11. http://dx.doi.org/10.21608/mfth.2017.26086.

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Peck, Lara E., Patricia A. Sharpe, Ericka L. Burroughs, and Michelle L. Granner. "Recruitment Strategies and Costs for a Community-Based Physical Activity Program." Health Promotion Practice 9, no. 2 (April 2008): 191–98. http://dx.doi.org/10.1177/1524839906292819.

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Brummond, Alissa, Susan Sefcik, Andrew J. Halvorsen, Saima Chaudhry, Vineet Arora, Mike Adams, Maria Lucarelli, Furman S. McDonald, and Darcy A. Reed. "Resident Recruitment Costs: A National Survey of Internal Medicine Program Directors." American Journal of Medicine 126, no. 7 (July 2013): 646–53. http://dx.doi.org/10.1016/j.amjmed.2013.03.018.

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Karaboga, Ugur, and Pelin Vardarlier. "Examining the use of artificial intelligence in recruitment processes." Bussecon Review of Social Sciences (2687-2285) 2, no. 4 (March 28, 2021): 1–17. http://dx.doi.org/10.36096/brss.v2i4.234.

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The recruitment process is more of an issue for many businesses. The process of determining the appropriate candidate to hire is often a costly, time-consuming process. Besides, due to incorrect decision-making or lack of objectivity in hiring processes, recruitment processes may not proceed effectively. Businesses are trying to use technology in their recruitment processes to avoid these problems. Currently, many businesses use internet and software technologies to receive applications and evaluate candidates. But despite these technologies, it takes time and additional personnel costs for people to coordinate all processes. Due to these and similar situations, there has been an increase in the use of artificial intelligence technologies in recruitment processes in the world recently. The use of artificial intelligence in recruitment processes has the effect of reducing costs and decision-making errors and appears to be beneficial in saving time. In this study, the use of artificial intelligence in the recruitment processes of businesses in Turkey was examined. In this context, interviews were conducted with the human resources managers of 22 businesses. According to research results, it was understood that artificial intelligence was benefited only as an auxiliary element in recruitment processes. It has been found that businesses do not rely much on artificial intelligence in their recruitment processes, so they do not use it or partially use it.

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Leone, Julia, Priscilla Clayton, Alison Macchi, Rodolfo Galvan, Daniela Ramirez, Jorge Romero, Venus Dinou, Maria Trak-Fellermeier, and Cristina Palacios. "Costs and Barriers Associated With the Recruitment of Children for a Nutrition Randomized Clinical Trial During COVID-19." Current Developments in Nutrition 6, Supplement_1 (June 2022): 684. http://dx.doi.org/10.1093/cdn/nzac061.068.

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Abstract Objectives Recruitment of children for randomized clinical trials (RCT) is challenging, especially during a pandemic. This analysis aimed to (1) evaluate the cost and effectiveness of different recruitment strategies; (2) evaluate the reasons for exclusion; and (3) evaluate the barriers of participation. Methods This is an analysis of the costs associated with recruitment in the MetA-Bone trial, an RCT testing the effects of soluble corn fiber supplementation on bone in children 10–13 y. Recruitment methods were categorized as (1) community-based (CB): healthcare providers, schools, companies/organizations, university, mailings, and word of mouth; (2) Online: email campaigns, social media; and (3) not specified. Totals of the cost and effectiveness of each recruitment method, participants’ reasons for exclusions, and barriers to participation were calculated. Results Preliminary results show the total number of screened participants was 238 from February 2020–2022. Email campaigns rendered the greatest number of pre-screened participants (n = 145), followed by mailings to home (n = 20). The total cost of recruitment was $92,433 (CB = $74,170 and online = $18,264) with the highest cost being recruitment from healthcare providers ($40,180) and the lowest cost being word of mouth ($80). The most cost-effective recruitment methods were word of mouth ($5 cost per participant) and email campaigns ($85 cost per participant). The reason for most participants being excluded from participating in the study was an incomplete pre-screening form (n = 91) or a BMI > 95th percentile (n = 24). The reason for most eligible participants deciding not to enroll in the study was not specified (n = 9) or due to time commitment (n = 4). Conclusions Online recruitment methods are more effective in recruiting children into a clinical trial during the pandemic based on the number of participants screened and low implementation costs. Specifically, email campaigns and word of mouth are the most effective recruitment methods associated with low cost per pre-screened participant. Funding Sources The MetA-Bone trial is supported by the National Institutes of Health (Eunice Kennedy Shriver National Institute of Child Health and Human Development, NICHD), grant number 1R01HD098589–01. The funding source had no involvement in the preparation of the article or the study design.

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Maijamaa, Bilkisu, and Otinya Gabriel. "Decision Making For Recruitment and Promotion Policies Using Linear Programming." Jurnal Aplikasi Manajemen, Ekonomi dan Bisnis 6, no. 2 (April 30, 2022): 48–60. http://dx.doi.org/10.51263/jameb.v6i2.145.

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Optimizing decision is one of the procedures used for maximization of benefit with minimization of cost. To achieve a meaningful development in any organization, proper allocation of funds is needed with minimized cost. There would be no meaningful development in any organization that will not involve recruitment and promotion. The method used in this study for optimizing a manpower recruitment and promotion is linear programming approach, proposing a model and applying the model on data collected from hypothetical data for optimizing recruitment and promotion for N-grade manpower system. The output from the research was able to identify the total costs of recruitment is 17,433,800 (seventeen million, four hundred and thirty-three thousands, eight hundred naira) with 22 (twenty-two recruited staff. The total costs for promotion is 10,297,800 (ten million, two hundred and ninety-seven thousands, eight hundred naira) with 22 (twenty-two) staff promoted. From the model formulated, it can be applied by other organization considering recruitment and promotions of staff with a minimized cost for the manpower system when faced with limited available resources.

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Ismajli, Meriton, and Jusuf Fejza. "METHODS OF RECRUITMENT IN THE CHAIN OF STORES." Knowledge International Journal 28, no. 5 (December 10, 2018): 1581–83. http://dx.doi.org/10.35120/kij28051581m.

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We are living in the time of major changes. To survive and develop the companies need to respond in time and be flexible about change. Which are very dynamic nowadays?The demands stemming from these changes have helped companies build their capital with extensive, profound and flexible skills (Salas and Kozlowski, 2010), thus creating competitive advantages in this dynamic environment. They can increase or maintain success in business only if they attract the high quality of individuals through the recruitment of young peopleManagers are always looking for staff that, in addition to having the right skills and qualifications, also possesses experience for that job as the firm intends not to invest further in various trainings whereby the costs would increase. If a company wants to be competitive in the market and reduce recruitment costs it should use more appropriate and more efficient methods depending on the workplace in order to find the right people with the right skills at the right place, also in a timely manner.

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Duda, Jiří, and Lenka Žůrková. "Costs of employee turnover." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 61, no. 7 (2013): 2071–75. http://dx.doi.org/10.11118/actaun201361072071.

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The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. This paper deals with identification of costs incurred by the departure of an employee, and does not deal with the cost of recruitment of a new employee. Economic calculations are adjusted to the tax policy in the Czech Republic. The costs of employee turnover (according to Bliss, 2012) include the costs of substitution of the unoccupied position, costs of conducting the exit interview and termination of the contract. The cost of an executive’s time to understand the causes of leaving and costs of the leaving employee’s training were also determined. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. For all of these costs there have been proposed general calculations formulas.

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Zięba-Olma, Katarzyna. "Evaluation of the effectiveness of recruitment for hiring managers." Nowadays and Future Jobs 1, no. 1 (December 26, 2017): 23–28. http://dx.doi.org/10.21511/nfj.1.2017.03.

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The issues raised in the article are very relevant, due to the growing costs of recruitment for hiring managers. The object of the article is also important due to need to improve the level of knowledge of recruiters, which unfortunately is still imperfect. As a result of the research, it was discovered that the majority (75%) of recruiters do not have sufficient knowledge about the industry in which they recruit a manager, don’t take into consideration the individual needs of organizations seeking managers with special skills, for instance, in the field of innovation management - the use of modern technologies. The aim of the article is to assess the effectiveness of recruitment for hiring managers. The main attention is paid to methods and tools used by the recruiters, evaluation of recruiter performance, following the subjectivity of the recruiter during the candidate’s assessment, incompatibility of the organization and the candidate in terms of remuneration, length of breaks between individual stages of recruitment and their impact on candidates. The methodology of the study includes analysis of relevant literature, desk research and the research method – anonymous survey.

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Kuzmina, E. Yu, and I. V. Soklakova. "OUTSOURCING AS AN EFFECTIVE FORM OF RECRUITMENT." Scientific Journal ECONOMIC SYSTEMS 13, no. 2 (2020): 111–18. http://dx.doi.org/10.29030/2309-2076-2020-13-2-111-118.

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This article discusses the possibilities of using modern organization outsourcing in the field of HR. The article analyzes the company’s ability to attract temporary specialists. The example of a production company shows the influence of various factors on the recruitment of personnel, such as seasonal demand, the actions of competitors, the needs of the company itself in specialists of different profiles. The advantages and disadvantages of using outsourcing are highlighted. The effectiveness of outsourcing practices in hiring staff is proved. It is emphasized that such important goals of outsourcing are achieved as improving the quality of goods and services, increasing the financial stability of the enterprise while maintaining its core activities. Self-employment creates additional risks associated with non-compliance with professional qualifications, lack of necessary experience, and unfair performance of official duties. The comparison of budgets for self-employment and outsourcing, which take into account the additional costs of finding and hiring temporary employees, as well as their training, concludes that it is profitable to attract temporary employees, if it is possible to conclude an outsourcing contract. But in terms of reducing costs and oversupply of the labor market, it is possible to hire on their own, since this does not require additional training of temporary staff, the salary Fund and payments to the budget will decrease, and the lack of requirements for high qualification of the necessary workers will significantly simplify their search and hiring.

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Farías, Pablo, Eduardo Torres, and Roberto Mora Cortez. "A new model for measuring salesperson lifetime value." Journal of Business & Industrial Marketing 32, no. 2 (March 6, 2017): 274–81. http://dx.doi.org/10.1108/jbim-09-2016-0205.

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Purpose The purpose of this paper is to propose a new salesperson valuation model. This paper presents a calculation method for estimating both the individual lifetime value of a salesperson and the sales force equity. Design/methodology/approach This is a conceptual paper supported by a case study. Findings The authors contribute to the literature by operationalizing the salesperson lifetime value concept and introducing new important aspects in comparison with previous discussions, including peer effect, recruitment/hiring cost and termination costs. Originality/value This manuscript theoretically and practically contributes to personnel value management in the organization and sales force financial control. The authors introduce peer effects, hiring/recruitment costs and termination costs, which are missing as a set in previous research. In addition, this paper offers a simple but robust model to practitioners’ use.

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Guthrie, Katherine A., Bette Caan, Susan Diem, Kristine E. Ensrud, Sharon R. Greaves, Joseph C. Larson, Katherine M. Newton, Susan D. Reed, and Andrea Z. LaCroix. "Facebook advertising for recruitment of midlife women with bothersome vaginal symptoms: A pilot study." Clinical Trials 16, no. 5 (May 6, 2019): 476–80. http://dx.doi.org/10.1177/1740774519846862.

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Background The MsFLASH (Menopause Strategies: Finding Lasting Answers for Symptoms and Health) Network recruited into five randomized clinical trials (n = 100–350) through mass mailings. The fifth trial tested two interventions for postmenopausal vulvovaginal symptoms (itching, pain, irritation, dryness, or pain with sex) and thus required a high level of sensitivity to privacy concerns. For this trial, in addition to mass mailings we pilot tested a social media recruitment approach. We aimed to evaluate the feasibility of recruiting healthy midlife women with bothersome vulvovaginal symptoms to participate in the Vaginal Health Trial through Facebook advertising. Methods As part of a larger advertising campaign that enrolled 302 postmenopausal women for the 12-week randomized, double-blind, placebo-controlled Vaginal Health Trial from April 2016 to February 2017, Facebook advertising was used to recruit 25 participants. The target population for recruitment by mailings and by Facebook ads included women aged 50–70 years and living within 20 miles of study sites in Minneapolis, MN and Seattle, WA. Design of recruitment letters and Facebook advertisements was informed by focus group feedback. Facebook ads were displayed in the “newsfeed” of targeted users and included a link to the study website. Response rates and costs are described for both online ads and mailing. Results Facebook ads ran in Minneapolis for 28 days and in Seattle for 15 days, with ads posted and removed from the site as needed based on clinic flow and a set budget limit. Our estimated Facebook advertising reach was over 200,000 women; 461 women responded and 25 were enrolled at a cost of US$14,813. The response rate per estimated reach was 0.22%; costs were US$32 per response and US$593 per randomized participant. The social media recruitment results varied by site, showing greater effectiveness in Seattle than in Minneapolis. We mailed 277,000 recruitment letters; 2166 women responded and 277 were randomized at a cost of US$98,682. The response rate per letter sent was 0.78%; costs were US$46 per response and US$356 per randomized participant. Results varied little across sites. Conclusion Recruitment to a clinical trial testing interventions for postmenopausal vaginal symptoms is feasible through social media advertising. Variability in observed effectiveness and costs may reflect the small sample sizes and limited budget of the pilot recruitment study.

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Logsdon, M. Cynthia, and Stephan Gohmann. "Challenges and Costs Related to Recruitment of Female Adolescents for Clinical Research." Journal of Pediatric Nursing 23, no. 5 (October 2008): 331–36. http://dx.doi.org/10.1016/j.pedn.2007.10.006.

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Allison, David B., and F. Xavier Pi-Sunyer. "11S Optimal stage I screening criteria to minimize clinical trial recruitment costs." Controlled Clinical Trials 15, no. 3 (June 1994): 39. http://dx.doi.org/10.1016/0197-2456(94)90072-8.

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Weinberg, Daniel H. "Talent Recruitment and Firm Performance." Journal of Sports Economics 17, no. 8 (September 20, 2016): 832–62. http://dx.doi.org/10.1177/1527002514547388.

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Firms rely heavily on their investments in human capital to achieve profits. This research takes advantage of detailed information on worker performance and confidential information on firm revenue and operating costs to investigate the relationship between talent migration and firm profitability in major league sports, one of the few industries in which detailed information about the past performance of each individual worker (athlete) is known to all potential employers. I use confidential microdata from the 2007 Economic Censuses, and from the 2007 and 2008 Service Annual Surveys to investigate the link between individual worker performance and team profitability, controlling for many other aspects of the sports business, specifically taking account of the mobility of athletic “stars” and “superstars” from one team to another. The investigations in this article provide limited support for the hypothesis that hiring talented individuals (stars) will increase a firm’s profit. However, there is no convincing support for the incremental benefit of hiring superstars. The peculiar characteristics of major league sports suggest that these results are probably not generalizable.

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Puffett, Neil. "Cost of foster care recruitment explored: agencies vs in-house." Children and Young People Now 2014, no. 21 (October 14, 2014): 8–9. http://dx.doi.org/10.12968/cypn.2014.21.8.

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Public sector consultant Impower has calculated that local authorities could save £150m by placing more fostered children with their own carers, but independent providers say its analysis of the costs and benefits is flawed

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Walas-Trębacz, Jolanta. "Outsourcing in recruitment: the employers' perspective." e-mentor 95, no. 3 (September 2022): 72–82. http://dx.doi.org/10.15219/em95.1575.

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The aim of the article is to show the scope and importance of outsourcing in increasing the effectiveness of recruitment in organisations that implement it. The theoretical part of the article explains the concept and how recruitment outsourcing fits in with other HR functions, as well as the reasons for the interest in its implementation and the possible results. The empirical part, however, presents the results of own research conducted among 85 employers via a questionnaire using the CAWI technique. The aim of the research was to identify the scope of outsourcing in recruitment and assess the level of its effectiveness. The presented results show a significant improvement in the effectiveness of recruitment thanks to outsourcing, among others in terms of quality, costs, speed of process implementation and a high level of employer satisfaction.

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Withall, Janet, Colin J. Greaves, Janice L. Thompson, Jolanthe L. de Koning, Jessica C. Bollen, Sarah J. Moorlock, Kenneth R. Fox, et al. "The Tribulations of Trials: Lessons Learnt Recruiting 777 Older Adults Into REtirement in ACTion (REACT), a Trial of a Community, Group-Based Active Aging Intervention Targeting Mobility Disability." Journals of Gerontology: Series A 75, no. 12 (March 9, 2020): 2387–95. http://dx.doi.org/10.1093/gerona/glaa051.

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Abstract Background Challenges of recruitment to randomized controlled trials (RCTs) and successful strategies to overcome them should be clearly reported to improve recruitment into future trials. REtirement in ACTion (REACT) is a United Kingdom-based multicenter RCT recruiting older adults at high risk of mobility disability to a 12-month group-based exercise and behavior maintenance program or to a minimal Healthy Aging control intervention. Methods The recruitment target was 768 adults, aged 65 years and older scoring 4–9 on the Short Physical Performance Battery (SPPB). Recruitment methods include the following: (a) invitations mailed by general practitioners (GPs); (b) invitations distributed via third-sector organizations; and (c) public relations (PR) campaign. Yields, efficiency, and costs were calculated. Results The study recruited 777 (33.9% men) community-dwelling, older adults (mean age 77.55 years (SD 6.79), mean SPPB score 7.37 (SD 1.56)), 95.11% white (n = 739) and broadly representative of UK quintiles of deprivation. Over a 20-month recruitment period, 25,559 invitations were issued. Eighty-eight percent of the participants were recruited via GP invitations, 5.4% via the PR campaign, 3% via word-of-mouth, and 2.5% via third-sector organizations. Mean recruitment cost per participant was £78.47, with an extra £26.54 per recruit paid to GPs to cover research costs. Conclusions REACT successfully recruited to target. Response rates were lower than initially predicted and recruitment timescales required adjustment. Written invitations from GPs were the most efficient method for recruiting older adults at risk of mobility disability. Targeted efforts could achieve more ethnically diverse cohorts. All trials should be required to provide recruitment data to enable evidence-based planning of future trials.

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Galiakhmetov, R. A., V. P. Koretskiy, and D. P. Yakimova. "TIME EXPENDITURE AND LABOR INTENSITY OF THE RECRUITMENT ESTIMATION ON THE BASIS OF THE QUALITATIVE INDICATORS IN ORDER TO SAVE TIME AND IMPROVE PERFORMANCE OF JOBS." Bulletin of Udmurt University. Series Economics and Law 30, no. 4 (August 13, 2020): 479–86. http://dx.doi.org/10.35634/2412-9593-2020-30-4-479-486.

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The article discusses the assessment of the complexity and time costs of the staff selection carried out by outsourcing recruitment companies. The objects of the study are to identify factors affecting the complexity of recruiting, to meet the issue of quantitative interpretation of qualitative estimates of the complexity of the work performed, and to develop an empirical dependence of the time spent on staff recruitment. As a result of the work performed, based on expert surveys, the main factors were identified that determine the complexity of the recruitment work, including the employer's reputation capital, recruiting policy, and job placement. For a quantitative interpretation of these estimates, a fuzzy expert system was developed that defines an integral indicator of the complexity of a recruiting order. The dependence of the complexity of the order on the difficulty and size of the order, which allows us to estimate the timing and other costs of recruiting, was revealed. The results of the study can be used to estimate time spent on recruiting personnel, both by recruiting agencies and corporate personnel management and HR departments, which are usually engaged in staff recruitment.

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Чуланова, Oksana Chulanova, Вишнякова, and T. Vishnyakova. "Crowdsourcing, Crowdrecruiting and Crowdfunding As Tools of Staff Recruitment System in the Organization." Management of the Personnel and Intellectual Resources in Russia 5, no. 1 (February 17, 2016): 61–73. http://dx.doi.org/10.12737/18144.

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The article considers the crowdsourcing technology and based on its principles a crowdrecruiting technology as instruments of staff recruitment in the organization. The presented technologies are new eff ective tools large-scale by geographical coverage and number of participants of selection of the employees who are really interested in work with this organization. Crowd-technologies, which are based on «the phenomenon of the crowd» can not only greatly speed up the solution of important problems for the company, but also signifi cantly reduce costs. Was designed the methodology of introduction of crowdsourcing technology at staff recruitment in the organization. As a result of introduction of this methodology is assumed optimization of costs of the personnel, thanks to improvement of staff recruitment by means of crowd-technologies (crowdsourcing, crowdrecruiting, crowdstaffi ng), namely: increase of qualitative structure of the personnel and reduction of staff turnover thanks to what will be seen labor productivity growth.

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SHORT, MARTIN B., ASHLEY B. PITCHER, and MARIA R. D'ORSOGNA. "External conversions of player strategy in an evolutionary game: A cost-benefit analysis through optimal control." European Journal of Applied Mathematics 24, no. 1 (October 10, 2012): 131–59. http://dx.doi.org/10.1017/s0956792512000332.

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We consider an optimal control problem based on the evolutionary game theory model introduced by Shortet al. (Short, M. B., Brantingham, P. J. & D'Orsogna, M. R. (2010) Cooperation and punishment in an adversarial game: How defectors pave the way to a peaceful society.Phys. Rev. E82(6), 066114.1–066114.7) to study societal attitudes in relation to committing and reporting crimes. Since in [26] (Short, M. B., Brantingham, P. J. & D'Orsogna, M. R. Cooperation and punishment in an adversarial game: How defectors pave the way to a peaceful society.Phys. Rev. E82(6), 066114.1–066114.7) it is shown that the presence of criminal informants leads to diminishing crime, in this paper we investigate the active recruitment of informants from the general population via external intervention, albeit at a cost to society. While higher recruitment levels may be the most beneficial in abating crime, these are also more expensive. We thus formulate our optimal control problem to account for finite resources, incurred costs and expected benefits, and determine the most favourable recruitment strategy under given constraints. We consider the cases of targeted and untargeted recruitment, and allow recruitment costs to depend on past cumulative payoffs within a given memory time-frame so that conversion of more successful individuals may be more costly than that of less successful ones. Our optimal control problem is expressed via three control functions subject to a system of delay differential equations, and is numerically solved, analysed and discussed under different settings and in different parameter regimes. We find that the optimal strategy can change drastically and abruptly as parameters and resource constraints vary, and that increased information on individual player strategies leads to only slightly decreased minimal costs.

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Jiang, Weijin, Pingping Chen, Wanqing Zhang, Yongxia Sun, Chen Junpeng, and Qing Wen. "User Recruitment Algorithm for Maximizing Quality under Limited Budget in Mobile Crowdsensing." Discrete Dynamics in Nature and Society 2022 (January 20, 2022): 1–13. http://dx.doi.org/10.1155/2022/4804231.

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In the mobile crowdsensing task assignment, under the premise that the data platform does not know the user’s perceived quality or cost value, how to establish a suitable user recruitment mechanism is the critical issue that this article needs to solve. It is necessary to learn the user’s perceived quality in the execution p. It also needs to try its best to ensure the efficiency and profit maximization of the mobile group intelligence perception platform. Therefore, this paper proposes a mobile crowdsensing user recruitment algorithm based on Combinatorial Multiarmed Bandit (CMAB) to solve the recruitment problem with known and unknown user costs. Firstly, the user recruitment process is modeled as a combined multiarm bandit model. Each rocker arm represents the selection of different users, and the income obtained represents the user’s perceived quality. Secondly, it proposes the upper confidence bound (UCB) algorithm, which updates the user’s perceptual quality according to the completion of the task. This algorithm sorts the users’ perceived quality values from high to low, then selects the most significant ratio of perceived quality to recruitment costs under the budget condition, assigns tasks, and updates their perceived quality. Finally, this paper introduces the regret value to measure the efficiency of the user recruitment algorithm and conducts many experimental simulations based on real data sets to verify the feasibility and effectiveness of the algorithm. The experimental results show that the recruitment algorithm with known user cost is close to the optimal algorithm, and the recruitment algorithm with unknown user cost is more than 75% of the optimal algorithm result, and the gap tends to decrease as the budget cost increases, compared with other comparisons. The algorithm is 25% higher, which proves that the proposed algorithm has good learning ability and can independently select high-quality users to realize task assignments.

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Flowers, Karen, and Amanda Carter. "Rethinking midwifery refresher programs as a recruitment strategy." Australian Health Review 27, no. 1 (2004): 118. http://dx.doi.org/10.1071/ah042710118.

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This paper presents a case study on an innovative Midwifery Refresher Program in the context of current midwiferyworkforce issues. The refresher program was developed specifically as a recruitment strategy to address a staffing crisisat the Mater Misericordiae Mothers' Hospital, a busy tertiary maternity hospital in Brisbane, Australia. Features ofthe program that contributed to its success include collaboration with an industry partner, high levels of clinicalsupport for participants, flexibility for women with family responsibilities and low financial costs for all stakeholders.This type of recruitment strategy may be useful for health care services experiencing staff shortages.

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Tzimoula, Xanthippe, Amy Bartlett, and Georgina Charlesworth. "Befriending and Costs of Caring (BECCA): Does service use by carers differ across two areas of England?" FPOP Bulletin: Psychology of Older People 1, no. 100 (July 2007): 53–56. http://dx.doi.org/10.53841/bpsfpop.2007.1.100.53.

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In this paper we consider service use by carers of people with dementia. We present baseline measures for participants in the HTA funded ‘Befriending and Costs of Caring’ (BECCA) cost-effectiveness trial of befriending for carers. We recruited initially from the East Anglian counties of Norfolk and Suffolk, but needed to increase recruitment numbers. We, therefore, took an opportunity to extend recruitment into the London Borough of Havering, but had a concern that participants’ service use may systematically differ due to variances in service configuration

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Rupert, Douglas J., Jon A. Poehlman, Jennifer J. Hayes, Sarah E. Ray, and Rebecca R. Moultrie. "Virtual Versus In-Person Focus Groups: Comparison of Costs, Recruitment, and Participant Logistics." Journal of Medical Internet Research 19, no. 3 (March 22, 2017): e80. http://dx.doi.org/10.2196/jmir.6980.

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Kilmer, Judith, and Robert A. Heeman. "Linking Program Costs, Recruitment, Retention, and Graduation to the Medical Laboratory Technology Curriculum." Laboratory Medicine 23, no. 4 (April 1, 1992): 227–28. http://dx.doi.org/10.1093/labmed/23.4.227.

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Dasborough, M., and C. Sue-Chan. "The Role of Transaction Costs and Institutional Forces in the Outsourcing of Recruitment." Asia Pacific Journal of Human Resources 40, no. 3 (December 1, 2002): 306–21. http://dx.doi.org/10.1177/1038411102040003255.

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Lilly, Alan. "Improving nursing recruitment and retention in a sub-acute health service." Australian Health Review 25, no. 6 (2002): 95. http://dx.doi.org/10.1071/ah020095a.

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The current worldwide shortage of nurses is well-documented. This paper describes one organisation's 'back to basics' approach to nursing recruitment and the results of a vigorous recruitment program in 2001.Within 12 months, this organisation employed more than 200 new nursing staff, opened 67 beds, reduced agency use by 69%and reduced vacancies by 80%. Based on agency premium costs, there were minimum savings in the order of $800,000 per annum.

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Sołek-Borowska, Celina, and Maja Wilczewska. "New Technologies in the Recruitment Process." Economics and Culture 15, no. 2 (December 1, 2018): 25–33. http://dx.doi.org/10.2478/jec-2018-0017.

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Abstract Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a whole. The recruitment process will be presented on the example of ItutorGroup. The paper considers the possibilities of including modern technologies in the recruitment and selection strategies of the organization based on a case study method. The case study describes the project of cooperation of the Work Service personnel consultancy with the international organization ItutorGroup. Its selection and recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.

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Simpson, Fiona. "Incentive payments: sector split over ethics and effectiveness." Children and Young People Now 2022, no. 2 (February 2, 2022): 10–11. http://dx.doi.org/10.12968/cypn.2022.2.10.

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Leaders say offering payments to attract foster carers will boost councils' placement options and reduce costs, but some experts doubt that financial inducements will work and instead call for a national recruitment campaign

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Nkimbeng, Manka, Laken Roberts, Roland J. Thorpe, Laura N. Gitlin, Alice Delaney, Elizabeth K. Tanner, and Sarah L. Szanton. "Recruiting Older Adults With Functional Difficulties Into a Community-Based Research Study: Approaches and Costs." Journal of Applied Gerontology 39, no. 6 (July 10, 2018): 644–50. http://dx.doi.org/10.1177/0733464818786612.

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The CAPABLE (Community Aging in Place, Advancing Better Living for Elders) trial in Baltimore City tested whether an interdisciplinary team of occupational therapists, nurses, and handymen reduces disability and health expenditures in community-dwelling older adults with functional difficulties. This study describes methods and associated costs of recruiting 300 low-income, cognitively intact, older adults with functional difficulties into this study. Sources of participant enrollment included direct mailings (35%), government program referrals (19%), community-based organizations (16%), ambassador referrals (15%), and media (4%). Fifty six (30%) of 187 older adults referred through government organizations were enrolled, while 49 (7.6%) of 648 referred from community-based organizations were enrolled. Total recruitment costs were US$81,453.12. Costs per participant for mailings, media, ambassadors, and community-based organizations were respectively US$745.10, US$256.82, US$22.28, and US$1.00. Direct mailings yielded the most participants but was the most costly method per participant. Ambassadors were least expensive and may offer a low-cost addition to community outreach for recruitment of older adults into research.

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Sakshaug, Joseph W., Sebastian Hülle, Alexandra Schmucker, and Stefan Liebig. "Panel Survey Recruitment with or Without Interviewers? Implications for Nonresponse, Panel Consent, and Total Recruitment Bias." Journal of Survey Statistics and Methodology 8, no. 3 (June 10, 2019): 540–65. http://dx.doi.org/10.1093/jssam/smz012.

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AbstractPanel surveys are increasingly experimenting with the use of self-administered modes of data collection as alternatives to more expensive interviewer-administered modes. As data collection costs continue to rise, it is plausible that future panel surveys will forego interviewer administration entirely. We examine the implications of this scenario for recruitment bias in the first wave of a panel survey of employees in Germany. Using an experimental multi-mode design and detailed administrative record data available for the full sample, we investigate the magnitude of two sources of panel recruitment bias: nonresponse and panel consent (i.e., consent to follow-up interview). Across 29 administrative estimates, we find relative measures of aggregate nonresponse bias to be comparable between face-to-face and self-administered (mail/Web) recruitment modes, on average. Furthermore, we find the magnitude of panel consent bias to be more severe in self-administered surveys, but that implementing follow-up conversion procedures with the non-consenters diminishes panel consent bias to near-negligible levels. Lastly, we find the total recruitment bias (nonresponse and panel consent) to be similar in both mode groups—a reassuring result that is facilitated by the panel consent follow-up procedures. Implications of these findings for survey practice and suggestions for future research are provided in conclusion.

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Казакова, М., M. Kazakova, Т. Шурмина, and T. Shurmina. "Business Game as a Tool of Recruitment in Retail Organizations." Management of the Personnel and Intellectual Resources in Russia 7, no. 5 (November 14, 2018): 49–55. http://dx.doi.org/10.12737/article_5bd1cd4652f996.53534609.

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The article is devoted to the problems of attracting personnel to vacancies of mass positions in the companies of the retail sphere of activity. In particular, the results of the research of the practice of attracting sales and service office specialists in the largest retail of mobile communications, whose management faced problems of high staff turnover and insufficient staffing, are presented. The study showed that the reason for these negative phenomena lies in the sources used to attract staff, namely: traditional job-resources do not create a sufficient flow of candidates so that the financial costs of many of them are not appropriate. On the basis of the survey of sales staff the authors developed a number of recommendations of practical importance: a portrait of the real applicant of the company, identified alternative sources of attracting the target audience of candidates. As the main development, the scenario of business game for participation in career events in various educational institutions is proposed. It will allow to distinguish retail from similar companies-employers, presented at the job fair, as well as to assess the potential employees according to the required competencies in practice, which is impossible to do in the framework of interviews of the traditional format. The implementation of this development requires minimal financial costs and can be carried out in any telecommunication organizations in the retail sector.

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Morain, Stephanie R., and Emily A. Largent. "Recruitment and Trial-Finding Apps—Time for Rules of the Road." JNCI: Journal of the National Cancer Institute 111, no. 9 (May 11, 2019): 882–86. http://dx.doi.org/10.1093/jnci/djz076.

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Abstract The problem of insufficient recruitment to clinical oncology trials is well known. Some stakeholders view mobile apps as a solution with the potential to make recruitment more efficient, lower trial costs, support patient-centeredness, and accelerate treatment advances. Recruitment and trial-finding apps seek to disrupt the traditional approach to recruitment in several ways, including aggregating information about ongoing trials and presenting it in a user-friendly format, curating information to tailor search results to prospective participants’ interests, facilitating direct contact between prospective participants and trial sites, and, in at least one case, analyzing individuals’ tumor samples and medical records to provide tailored recommendations both for approved treatments and clinical trials. Although recruitment and trial-finding apps respond to a real need, they raise ethical concerns. Here, we outline six domains of ethical concern: review of recruitment materials, privacy and confidentiality, constrained choice and conflicts of interest, therapeutic misbranding, payment for accessing research-related information, and disruptions to care and research. We offer several suggestions and encourage additional dialogue to improve the ethical acceptability of these apps because, as third parties increasingly promise to revolutionize clinical trial recruitment by connecting patients and investigators via recruitment and trial-finding apps, we need some rules of the road.

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Journal articles on the topic 'Recruitment costs'

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