Journal articles: 'Recruitment trends'

1

Chavez-Badiola, A. "Recruitment trends." BJOG: An International Journal of Obstetrics and Gynaecology 113, no. 7 (July 2006): 855. http://dx.doi.org/10.1111/j.1471-0528.2006.00986.x.

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Silverman, Jennifer. "Recruitment Trends Track Rising Salaries." Skin & Allergy News 36, no. 7 (July 2005): 73. http://dx.doi.org/10.1016/s0037-6337(05)70436-8.

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Mukundhan, S. "A Study on Recent Trends in Recruitment Practices in India." International Journal of Trend in Scientific Research and Development Volume-3, Issue-4 (June 30, 2019): 749–51. http://dx.doi.org/10.31142/ijtsrd23902.

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Falcone, Santa. "International Student Recruitment: Trends and Challenges." Journal of International Students 7, no. 2 (April 1, 2017): 246–56. http://dx.doi.org/10.32674/jis.v7i2.379.

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This paper provides a review of current trends in international student recruitment. Focusing specifically on recruitment of Chinese students, important aspects of China’s educational system relevant to recruitment are presented. Barriers to Chinese student recruitment are then discussed. Successful, employed, international graduates validate domestic institutional value to prospective foreign students and their parents. In that regard, guidance is then offered for domestic universities to use to assist international students to achieve their desired outcomes as an integral part of the institution’s international student recruitment strategy.

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Nesbeitt, Sarah L. "Trends in Internet-Based Library Recruitment." Internet Reference Services Quarterly 4, no. 2 (June 1999): 23–40. http://dx.doi.org/10.1300/j136v04n02_05.

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Piatt, Janice P. "National Trends in Pediatric Resident Recruitment." Archives of Pediatrics & Adolescent Medicine 146, no. 8 (August 1, 1992): 979. http://dx.doi.org/10.1001/archpedi.1992.02160200101038.

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Morra, Alexandra, Elliott Kyung Lee, Debra Michelle Hamer, and Kathryn Fung. "Increasing Recruitment Trends To Psychiatry In Canada." Academic Psychiatry 45, no. 3 (March 3, 2021): 401–2. http://dx.doi.org/10.1007/s40596-021-01429-8.

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Haltuch, Melissa A., Z. Teresa A’mar, Nicholas A. Bond, and Juan L. Valero. "Assessing the effects of climate change on US West Coast sablefish productivity and on the performance of alternative management strategies." ICES Journal of Marine Science 76, no. 6 (March 15, 2019): 1524–42. http://dx.doi.org/10.1093/icesjms/fsz029.

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Abstract US West Coast sablefish are economically valuable, with landings of 11.8 million pounds valued at over $31 million during 2016, making assessing and understanding the impact of climate change on the California Current (CC) stock a priority for (1) forecasting future stock productivity, and (2) testing the robustness of management strategies to climate impacts. Sablefish recruitment is related to large-scale climate forcing indexed by regionally correlated sea level (SL) and zooplankton communities that pelagic young-of-the-year sablefish feed upon. This study forecasts trends in future sablefish productivity using SL from Global Climate Models (GCMs) and explores the robustness of harvest control rules (HCRs) to climate driven changes in recruitment using management strategy evaluation (MSE). Future sablefish recruitment is likely to be similar to historical recruitment but may be less variable. Most GCMs suggest that decadal SL trends result in recruitments persisting at lower levels through about 2040 followed by higher levels that are more favorable for sablefish recruitment through 2060. Although this MSE suggests that spawning biomass and catches will decline, and then stabilize, into the future under both HCRs, the sablefish stock does not fall below the stock size that leads to fishery closures.

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Lepper, Joe. "The Challenges of Recruitment." Children and Young People Now 2015, no. 6 (March 17, 2015): 22–25. http://dx.doi.org/10.12968/cypn.2015.6.22.

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Lapointe, Michael F., Randall M. Peterman, and Alec D. MacCall. "Trends in Fishing Mortality Rate along with Errors in Natural Mortality Rate can cause Spurious Time Trends in Fish Stock Abundances Estimated by Virtual Population Analysis (VPA)." Canadian Journal of Fisheries and Aquatic Sciences 46, no. 12 (December 1, 1989): 2129–39. http://dx.doi.org/10.1139/f89-263.

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Many researchers have reported biases in estimates offish abundance reconstructed by virtual population analysis (VPA). We document that VPA can produce changing levels of bias through time, thereby creating spurious time trends in recruitment and stock biomass estimates. We generated catch data from empirically based simulations of nine fish populations, estimated abundances using VPA with a deliberately mis-specified natural mortality rate, M, and compared the estimates to the models' "true" abundances. A period of increasing fishing mortality rate, F, combined with an overestimate of M produced spurious decreasing time trends in estimated abundance and recruitment, even when the true time series of F was known. Analogously, an underestimate of M led to a spurious increasing time trend. Bias was increased by a higher true M, and (for a given total change in F) by a slower increase in F. Because field estimates of M are uncertain and trends in F are common, some apparent trends (or lack of them) in abundances reconstructed by VPA may be artifacts. Therefore, inferences about the results of past management actions and about physical or biological effects on variability in recruitment must be made cautiously when VPA estimates are used.

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Santos, M. Begoña, Rafael González-Quirós, Isabel Riveiro, José M. Cabanas, Carmela Porteiro, and Graham J. Pierce. "Cycles, trends, and residual variation in the Iberian sardine (Sardina pilchardus) recruitment series and their relationship with the environment." ICES Journal of Marine Science 69, no. 5 (December 13, 2011): 739–50. http://dx.doi.org/10.1093/icesjms/fsr186.

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Abstract Santos, M. B., González-Quirós, R., Riveiro, I., Cabanas, J. M., Porteiro, C., and Pierce, G. J. 2012. Cycles, trends, and residual variation in the Iberian sardine (Sardina pilchardus) recruitment series and their relationship with the environment. – ICES Journal of Marine Science, 69: 739–750. Recruitment variability is an important component of the dynamics of Iberian sardine (Sardine pilchardus). Since 2006, poor recruitment has led to a decrease in stock biomass, the latest in a series of such crises for sardine fisheries. Understanding the mechanisms behind recruitment fluctuations has been the objective of many previous studies, and various relationships between recruitment and environmental variables have been proposed. However, such studies face several analytical challenges, including short time-series and autocorrelated data. A new analysis of empirical relationships with environmental series is presented, using statistical methods designed to cope with these issues, including dynamic factor analysis, generalized additive models, and mixed models. Relationships are identified between recruitment and global (number of sunspots), regional (NAOAutumn), and local [winter wind strength, sea surface temperature (SST), and upwelling] environmental variables. Separating these series into trend and noise components permitted further investigation of the nature of the relationships. Whereas the other three environmental variables were related to the trend in recruitment, SST was related to residual variation around the trend, providing stronger evidence for a causal link, possible mechanisms for which are discussed. After the removal of trend and cyclic components, residual variation in recruitment is also weakly related to the previous year's spawning-stock biomass.

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Browman, HI, DH Cushing, EM DeBlois, B. Ellertsen, P. Fossum, WC Leggett, RA Myers, P. Solemdal, and S. Sundby. "Commentaries on current research trends in recruitment studies." Marine Ecology Progress Series 128 (1995): 305–10. http://dx.doi.org/10.3354/meps128305.

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Solokha, V. "Current trends in recruitment in a digital economy." Telescope: Journal of Sociological and Marketing Research, no. 2 (2021): 142–46. http://dx.doi.org/10.51692/1994-3776_2021_2_142.

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Lockwood, S. J. "A simple method for analysing trends in recruitment." ICES Journal of Marine Science 43, no. 3 (January 1, 1987): 279–84. http://dx.doi.org/10.1093/icesjms/43.3.279.

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ROSENAU, WILLIAM. "Al Qaida Recruitment Trends in Kenya and Tanzania." Studies in Conflict and Terrorism 28, no. 1 (January 15, 2005): 1–10. http://dx.doi.org/10.1080/10576100590524357.

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Redman, Tom, and Brian P. Mathews. "Trends in recruitment: a ten‐year retrospective view." International Journal of Career Management 7, no. 2 (April 1995): 10–16. http://dx.doi.org/10.1108/09556219510083835.

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Gee, William F., H. Logan Holtgrewe, Peter C. Albertsen, Thomas P. Cooper, Randolph B. Fenninger, Mark S. Litwin, Michael J. Manyak, et al. "SUBSPECIALIZATION, RECRUITMENT AND RETIREMENT TRENDS OF AMERICAN UROLOGISTS." Journal of Urology 159, no. 2 (February 1998): 509–11. http://dx.doi.org/10.1016/s0022-5347(01)63967-3.

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Guan, Lisha, Yong Chen, James A. Wilson, Timothy Waring, Lisa A. Kerr, and Xiujuan Shan. "The influence of spatially variable and connected recruitment on complex stock dynamics and its ecological and management implications." Canadian Journal of Fisheries and Aquatic Sciences 76, no. 6 (June 2019): 937–49. http://dx.doi.org/10.1139/cjfas-2018-0151.

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To evaluate the influence of spatially variable and connected recruitments at spawning component scale on complex stock dynamics, a typical agent-based complex stock was modeled based on the Atlantic cod (Gadus morhua) stock in the Gulf of Maine. We simulated three scenarios with different degrees of connectivity (i.e., individual exchange) between the spatially variable recruitments of 36 spawning components within four subpopulations under the stock. Subsequently, the temporal trends were compared for different scenarios in age-1 recruitment, spawning stock biomass, and local depletion proportion of the overall complex stock and the individual subpopulations. Results show that increased recruitment connectivity from 0.1–0.2 to 0.6–0.8 between various components tends to increase the productivity and stability of a complex stock at local and global scales and reduce the proportion of depleted components due to overfishing. Moreover, depletions of less productive components may occur without a substantial reduction in the overall complex stock biomass and recruitment.

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Ibáñez, Jaime, Claudia A. Angeli, Susan J. Harkema, Dario Farina, and Enrico Rejc. "Recruitment order of motor neurons promoted by epidural stimulation in individuals with spinal cord injury." Journal of Applied Physiology 131, no. 3 (September 1, 2021): 1100–1110. http://dx.doi.org/10.1152/japplphysiol.00293.2021.

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After motor complete spinal cord injury, the human spinal cord receiving epidural stimulation can promote both orderly and inverse trends of motor neuron recruitment. The engagement of spinal networks involved in the generation of rhythmic activity seems to favor orderly recruitment trends.

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Teter, Wesley, and Don Martin. "India: Mobility Trends." International Higher Education, no. 74 (April 7, 2014): 17–19. http://dx.doi.org/10.6017/ihe.2014.74.5469.

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Over the past four years, US enrollments from India decreased 17 percent at graduate level and 16 percent at undergraduate level. As a top-sending country, the broader impact of these trends is substantial. However, new data and indicators point to a bright future beyond 2013. This article explores the latest trends in student mobility from India and key drivers for future growth. Key words: international student mobility, India, recruitment strategies, study in the US.

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Белова, О., and O. Belova. "Modern Problems of Implementing Recruitment Functions in Russian Organizations (on the Example of Commercial Organizations in Moscow and the Moscow Region)." Management of the Personnel and Intellectual Resources in Russia 8, no. 1 (March 27, 2019): 25–30. http://dx.doi.org/10.12737/article_5c50515de7c285.45174282.

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The article is devoted to the consideration of the leading trends in modern recruitment related to changes in views on the sources of efficiency, the development of strategic and marketing approach to staff, the active use of new principles, digital tools and methods. The results of the research of recruitment in the organizations of Moscow and Moscow region are summarized. The comparative analysis of the world and Russian trends in recruitment is given. The problems of the modern Russian recruitment complicating its development are allocated, necessity is shown and the main ways of its improvement are outlined.

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Todd, Norman A., Ernest H. Bennie, A. F. Cooper, Joseph P. McKane, and Linda J. Watt. "Trends in recruitment of new long-stay male schizophrenics." Psychiatric Bulletin 14, no. 4 (April 1990): 210–12. http://dx.doi.org/10.1192/pb.14.4.210.

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In 1973 a survey was carried out of male schizophrenic patients who had become long-stay residents in Leverndale Hospital, Glasgow, ‘long-stay’ being defined as having been continuously in hospital for more than three years (Todd et al, 1976). The patients were recruited from a four year cohort of admissions in the years 1967 to 1970 inclusive. In the following years there have been many changes in the provision of facilities and in clinical practice. In some countries, such as Italy, the USA and England, there has been a strong drive to reduce long-stay populations along with the closure of some mental hospitals. In Scotland the process has been much more gradual, possibly reflecting the differences in preexisting provisions and patterns of care.

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Kaplan, George W. "RE: SUBSPECIALIZATION, RECRUITMENT AND RETIREMENT TRENDS OF AMERICAN UROLOGISTS." Journal of Urology 161, no. 1 (January 1999): 232. http://dx.doi.org/10.1016/s0022-5347(01)62115-3.

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Padilla, Peter A., and Mary Riege Laner. "Trends in Military Influences on Army Recruitment: 1915?1953." Sociological Inquiry 71, no. 4 (October 2001): 421–36. http://dx.doi.org/10.1111/j.1475-682x.2001.tb01124.x.

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Hooi, Lai Wan. "Current Recruitment Trends in Malaysia: A Case Study Analysis." International Journal of Knowledge, Culture, and Change Management: Annual Review 7, no. 6 (2007): 23–32. http://dx.doi.org/10.18848/1447-9524/cgp/v07i06/50386.

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Hooi, Lai Wan. "Integrating Global Recruitment Trends: The Effect on Employee Satisfaction." International Journal of Knowledge, Culture, and Change Management: Annual Review 8, no. 4 (2008): 151–64. http://dx.doi.org/10.18848/1447-9524/cgp/v08i04/50552.

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Haby, N. A. "Long-term revegetation success of severely degraded chenopod shrublands." Rangeland Journal 39, no. 4 (2017): 341. http://dx.doi.org/10.1071/rj17027.

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The restoration of severely degraded vegetation communities is often said to require mechanical intervention. However, the degree of intervention required, and its capacity to successfully restore areas of bare (scalded) soil and high weed cover into functioning chenopod shrubland, is unknown. Ten years on from mechanical intervention and direct seeding using a Contour Seeder and Camel Pitter, the abundance and cover of species was compared across disturbed and undisturbed microtopographic zones using one-way repeated-measures ANOVA and pairwise t-tests. Along Contour Seeder rip lines, recruitment of perennial species was greatest in the furrow (e.g. direct seeded: F2,78 = 27.15, P < 0.001; wild-sourced: F2,78 = 13.19, P < 0.001), and annual (and short-lived perennial) species equal to, or greater, on the undisturbed flat (wild-sourced: F2,98 = 43.91, P < 0.001). At the species-level, these trends often coincided with the species’ life-history strategy, but not always (e.g. the perennial Atriplex stipitata illustrated the annual trend; F2,78 = 7.71, P < 0.001). It is also important to note that a trend in recruitment could be driven by recruitment patterns in any one demographic phase. For example, the perennial trend in Atriplex vesicaria and Sida fibulifera abundance was driven by the recruitment of reproductive plants (F2,48 = 15.57, P < 0.001), or seedlings (F2,36 = 5.24, P = 0.010), respectively. These results indicate the functional benefits of mechanical intervention vary between species. The perennial and annual trends detected along Contour Seeder rip lines were less apparent along Camel Pitter rip lines where both perennial and annual species benefited from the initial disturbance. Overall, mechanical intervention facilitated the patchy recruitment of a Maireana pyramidata over A. vesicaria low shrubland, including several perennial and annual chenopods, indicating an early stage of recovery.

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Ladkin, Adele, and Dimitrios Buhalis. "Online and social media recruitment." International Journal of Contemporary Hospitality Management 28, no. 2 (February 8, 2016): 327–45. http://dx.doi.org/10.1108/ijchm-05-2014-0218.

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Purpose – This paper aims to reflect on issues concerning online and social media recruitment in hospitality organisations. It considers the implications for employers and prospective employees, discussing areas of mutual relevance. Design/methodology/approach – The paper draws on existing research to examine the subject of online and social media recruitment. Secondary sources are used to provide a framework for the consideration of online and social media recruitment for hospitality organisations. A model for understanding online- and social media-empowered hospitality recruitment is proposed. Findings – Considerations for employers include website attributes, issues of fairness in the recruitments process and brand reputation. For prospective employees, the considerations centre on public and private online profiles. Considerations common to both include the value of an online presence, the blurring of boundaries in online information and legal implications. Research limitations/implications – This is a discussion paper drawing on evidence from previous research to explore recruitment issues in the hospitality industry. It raises the profile of recruitment issues, mapping the field and providing the basis for further exploration. Practical implications – The paper provides a basis for understanding the impact of online and social media recruitment trends and issues and considers the implications for hospitality employers and prospective employees. Originality/value – The paper’s contribution is its reflection on debates from different disciplines and in offering the dual perspective of employers and potential employees from which to consider emerging themes as they relate to online- and social media-empowered recruitment.

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Levine, Carrie R., Flora Krivak-Tetley, Natalie S. van Doorn, Jolie-Anne S. Ansley, and John J. Battles. "Long-term demographic trends in a fire-suppressed mixed-conifer forest." Canadian Journal of Forest Research 46, no. 5 (May 2016): 745–52. http://dx.doi.org/10.1139/cjfr-2015-0406.

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In the western United States, forests are experiencing novel environmental conditions related to a changing climate and a suppression of the historical fire regime. Mixed-conifer forests, considered resilient to disturbance due to their heterogeneity in structure and composition, appear to be shifting to a more homogeneous state, but the timescale of these shifts is not well understood. Our objective was to assess the effects of climate and fire suppression on stand dynamics and demographic rates of an old-growth mixed-conifer forest in the Sierra Nevada. We used a Bayesian hierarchical analysis to quantify species and community rates of recruitment, growth, and mortality. Despite a warming climate, we found that stand density, basal area, and carbon have increased over 56 years. Fir recruitment and growth significantly exceeded the community-level median rates, whereas pine recruitment and growth was significantly lower than the community-level median rates. Shifts in species composition from a well-mixed stand to a more dense fir-dominated stand appear to be driven by low growth and recruitment rates of pines relative to firs. In forests such as these with consistent and relatively low mortality rates, we recommend that restoration and management activities be focused on promoting pine recruitment and growth.

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Orr, DM. "Trends in the recruitment of Astrebla spp. in relation to seasonal rainfall." Rangeland Journal 13, no. 2 (1991): 107. http://dx.doi.org/10.1071/rj9910107.

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Differences in both the occurrence and size of the recruitment of Astrebla spp. (mainly A. lappacea) in Astrebla grassland have been reported from three geographically different locations. The studies reported in this paper were undertaken to develop an understanding of the factors affecting the recruitment of Astrebla spp. at Cunnamulla and Julia Creek at the southern and northern extremities of Astrebla grasslands in Queensland. The germinable seed bank of Astrebla spp. at Cunnamulla in October 1981 was 250 seeds/m2 compared with only 60 seeds/m2 at Julia Creek while the germinable seed bank of Iseilema spp. was 3020 seeds/m2 at Julia Creek compared with < 1 seed/m2 at Cunnamulla. Grazing had no effect on the germinable seed banks of Astrebla spp. but grazing at Julia Creek increased the germinable seed bank of Iseilema spp. Recruitment of Astrebla spp. was recorded at both locations. At Cunnamulla, an unusually large recruitment of 15.0 plants/m2 of Astrebla spp. was recorded in July 1983 following a severe drought in the previous summer. At Julia Creek, a density of 1.4 seedlings/m2 of Astrebla spp. was measured in 1984 and this may have been the first recorded recruitment of Astrebla spp. in the ten year history of the permanent quadrats. Recruitment at Julia Creek was associated with a low density (< 3 plants/m2) of Iseilema spp. I conclude that the seasonal pattern of rainfall, as it influences the size and composition of the soil seed bank, is the major factor affecting recruitment of Astrebla spp. An integrated understanding of Astrebla spp. persistence across its range is presented.

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Gottfried, Oren N., Richard L. Rovit, A. John Popp, Kristin L. Kraus, Arlene Stolper Simon, and William T. Couldwell. "Neurosurgical workforce trends in the United States." Journal of Neurosurgery 102, no. 2 (February 2005): 202–8. http://dx.doi.org/10.3171/jns.2005.102.2.0202.

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Object. The purpose of this study was to evaluate the US neurosurgery workforce by reviewing journal recruitment advertisements published during the past 10 years. Methods. The number of available academic and private neurosurgical staff positions was determined based on recruitment advertisements in the Journal of Neurosurgery and Neurosurgery for the 10-year period from 1994 to 2003. Advertisements were evaluated for practice venue, subspecialization, and location. The numbers of active neurosurgeons and graduating residents also were reviewed. The number of advertised neurosurgical positions increased from 141.6 ± 38.2 per year from 1994 through 1998 to 282.4 ± 13.6 per year from 1999 through 2003 (mean ± standard deviation, p < 0.05). The mean number of academic positions increased from 50.6 ± 11.1 to 95 ± 17.5 (p <0.05), and the mean number of private positions rose from 91 ± 30.4 to 187.4 ± 6.8 (p <0.05). Subspecialty positions represented a mean of only 15.6 ± 5% per year during the first time period and 18.8 ± 3% per year in the second period (p = 0.22), and therefore the majority of positions advertised continued to be those for generalists. The number of practicing neurosurgeons declined after 1998, and by 2002 it was less than it had been in 1991. The numbers of incoming and matriculating residents during the study period were static. Conclusions. The number of recruitment advertisements for neurosurgeons during the last 5 years has increased significantly, concomitant with a severe decline in the number of active neurosurgeons and a static supply of residents.

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Hervieux, D., M. Hebblewhite, N. J. DeCesare, M. Russell, K. Smith, S. Robertson, and S. Boutin. "Widespread declines in woodland caribou (Rangifer tarandus caribou) continue in Alberta." Canadian Journal of Zoology 91, no. 12 (December 2013): 872–82. http://dx.doi.org/10.1139/cjz-2013-0123.

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Nowhere across Canada is the continued persistence of woodland caribou (Rangifer tarandus caribou (Gmelin, 1788)) more uncertain than in Alberta due to widespread industrial development. A recent Government of Canada critical habitat review determined that habitat conditions within all Alberta boreal ecotype caribou ranges are unlikely or very unlikely to allow for self-sustaining caribou populations. This habitat-based assessment was based only indirectly on empirical population trends. Here, we estimated empirical population trend and growth rate (λ) for 13 of Alberta’s 16 remaining woodland caribou populations (plus one adjacent population from Saskatchewan) from 1994 to 2012 using demographic monitoring of adult female survival and calf recruitment. We captured and radio-collared a total of 1337 adult female caribou in 14 populations and estimated the mean annual adult female survival across all populations as 0.851. We conducted 158 late-winter calf recruitment surveys across the 14 populations classifying 20 872 caribou and estimated mean recruitment of 0.154 calves/cow (i.e., 0.077 female calves/cow). We then combined annual estimates of adult female survival and female calf recruitment within each population in a simple age-structured population model to estimate population trend. Annual population growth rate across caribou populations averaged 0.918, and was significantly declining, λ < 1.0, for 10 of the 14 caribou populations. Our results confirm that woodland caribou are declining rapidly (with a realized decline of approximately 50% every 8 years) across Alberta, and support conclusions from previous habitat-based assessments that the population viability of caribou is currently compromised, supporting development and implementation of recovery actions to reverse trends.

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Butterworth, Richard, Nick Smallwood, Stephen Harding, and David Black. "Trends in recruitment into core medical training in the UK." Clinical Medicine 20, no. 1 (January 2020): 86–91. http://dx.doi.org/10.7861/clinmed.2019-0267.

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Bahuguna, P. C. "Recruitment Trends and Talent Management - 10 Years: A Panoramic View." Way Ahead 10, no. 03 (October 1, 2014): 8–9. http://dx.doi.org/10.2118/0314-008-twa.

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Feldman, William B., Anthony S. Kim, and Winston Chiong. "Trends in Recruitment Rates for Acute Stroke Trials, 1990–2014." Stroke 48, no. 3 (March 2017): 799–801. http://dx.doi.org/10.1161/strokeaha.116.014458.

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Enzer, Norbert B. "Recent Trends in the Recruitment of Child and Adolescent Psychiatrists." Academic Psychiatry 13, no. 4 (December 1989): 176–88. http://dx.doi.org/10.1007/bf03340013.

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Edmunds, Peter J., and Jessica Clayton. "A decade of invertebrate recruitment at Santa Catalina Island, California." PeerJ 10 (November 8, 2022): e14286. http://dx.doi.org/10.7717/peerj.14286.

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Marine fouling communities have long provided model systems for studying the ecology of community development, and settlement plates are the tool of choice for this purpose. Decades of plate deployments provide a baseline against which present-day trends can be interpreted, with one classic trend being the ultimate dominance of plates by colonial and encrusting taxa. Here we report the results of annual deployments of settlement plates from 2010 to 2021 in the shallow sub-tidal of southern California, where the recruitment of invertebrates and algae was recorded photographically, and resolved to functional group (solitary, encrusting, and arborescent) and the lowest taxon possible. The communities on these plates differed among years, with trends in abundances varying by functional group and taxon; solitary taxa consistently were abundant, but encrusting taxa declined in abundance. Seawater temperature and the subsurface concentration of chlorophyll a differed among years, and there was a weak inverse association between temperature and the abundances of encrusting taxa. Long-term increases in seawater temperature therefore could serve as a mechanism causing fouling communities to change. Because of the prominence of encrusting taxa in fouling communities, the shifts in abundance of this functional group reported here may portend ecologically significant changes in fouling communities exposed to warmer seawater because of an alleviation of competition for a classically limiting resource (i.e., space).

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Peterman, Randall M., and Michael J. Bradford. "Statistical Power of Trends in Fish Abundance." Canadian Journal of Fisheries and Aquatic Sciences 44, no. 11 (November 1, 1987): 1879–89. http://dx.doi.org/10.1139/f87-232.

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Estimation errors inherent in stock assessment methods may make it difficult to estimate time trends in fish abundances correctly. Our objective was to quantify the probability that trends in abundance of recruits will be successfully identified. For this analysis, we used an empirically based simulation model of English sole (Parophrys vetulus) off the west coast of North America. The unique wealth of data and past analyses of this population permitted us to include deterministic and stochastic components of growth, mortality, and reproduction in a realistic manner. Errors were also included in two simulated stock assessment methods: a trawl survey and cohort analysis. Under various conditions, we calculated the probability (analogous to statistical power) that these methods will meet three management objectives concerning time trends in recruitment. Monte Carlo simulations showed that although power depends on the objective, under most realistic conditions the probability of correctly detecting recruitment time trends may be unacceptably low. These results suggest new management guidelines for fisheries.

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Дмитриева and Yuliya Dmitriyeva. "Recruitment of Graduates Specifics." Management of the Personnel and Intellectual Resources in Russia 3, no. 1 (February 10, 2014): 49–53. http://dx.doi.org/10.12737/2630.

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The article discusses features of the recruitment of one of the most interesting and at the same time «riskogennoy» category of workers for employers — graduates. The practice of evaluation and selection of graduates large and medium-sized companies with Russian and Western capital. Clarifies the reasons behind the introduction of a special approach to the evaluation and selection of graduates. Ranks the companies that would suit most rigorous competitive selection among the graduates as Russian companies , so Western . Details disclosed are methods of work with university graduates , given their comparative evaluation. The article presents the current data HR- practices of the most popular methods and criteria for evaluation of graduates Russian employers .An algorithm for the evaluation and selection of graduates. Particular attention is paid to the best method of attracting graduates - Graduate Recruitment Program, the peculiarities of its application in practice of Russian companies. Inconclusion, high lighted new trends in recruitment graduates.

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Court, Gill, and Nick Jagger. "Recruitment of Non-National Scientists and Engineers in Europe." Industry and Higher Education 9, no. 3 (June 1995): 186–91. http://dx.doi.org/10.1177/095042229500900309.

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Over the past decade, a number of European Union initiatives have sought to increase the level of contact between scientists and engineers in member states. These initiatives have been associated with increased mobility within Europe, in particular at the student and post-doctoral levels. There has, however, been little research on trends in the recruitment and employment of non-national staff within Europe. This article draws on the results of a survey carried out to investigate the patterns of employment and recruitment of non-national scientists and engineers in European research centres and the factors which lie behind current trends.

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Steyvers, Kristof, and Tom Verhelst. "Between Layman and Professional? Political Recruitment and Career Development of Local Councillors in a Comparative Perspective." Lex localis - Journal of Local Self-Government 10, no. 1 (January 25, 2012): 1–17. http://dx.doi.org/10.4335/10.1.1-17.

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This article sets the framework for the subsequent special issue on political recruitment and career development of local councillors in a comparative perspective. After conceiving recruitment and career development as a funnel-like process filtering out the few from the few and leading to patterns of interpositional mobility in the political realm, the article proceeds by proposing the ideal-types of layman and professional to characterize the poles of the continuum upon which current trends in recruitment and career may be situated. Overall, these trends seem to point at a shifting structure of opportunities with predominant professionalization and partial socio-demographic democratization. Still, from a comparative perspective the extent to and the pace by which these general trends emerge are likely to be contingent upon the country, the municipality and the individual councillors studied. The comparative dataset on which the issue draws offers a unique opportunity to discern empirical patterns in the factors discussed above. The article concludes by outlining the issue and summarizing its main findings revealing a complex reality in the different phases of recruitment and career development of the contemporary councillor in Europe.

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Vasylyk, A. V., and M. V. Kupriian. "The Current Trends in Recruitment Processes in the New Socio-Economic Conditions." Business Inform 10, no. 525 (2021): 200–207. http://dx.doi.org/10.32983/2222-4459-2021-10-200-207.

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A generalization of changes and challenges formed by the novel socio-economic reality allowed to systematize trends in hiring of personnel, in processes and methods of recruitment in the context of pandemic restrictions and increasing digitalization. Among these trends are the following: use of artificial intelligence and robots; automation of processes; use of aggregation; use of social networks; application of HR analytics; the consequently wider use of freelance; simultaneous work with generations XYZ; focus on employee experience (EX), etc. These changes affect the competence model of a recruitment specialist, in which traditional competencies are supplemented with new, they become updated and acquire new features. In the pandemic conditions flexibility, adaptability and stress resistance are being activated. Along with this, general psychological competence remains relevant, which involves the use of appropriate methods and instruments in remote work; the role of emotional intelligence increases. The new socio-economic reality also requires the ability to find and implement innovative solutions, to perform related functions – promote the employer’s brand, attend the processes of onboarding and adaptation of newly accepted employees in the context of remote work or hybrid labor regimes during pandemic restrictions. In conditions of remote and mixed modes of work, the role of the ability of a recruitment specialist to maintain high productivity, compliance with optimal time, ensuring the result at optimal costs grows. The developed analytical abilities and dynamics of thinking, communicative competence in new conditions, ability to independently organize working day, work environment and recruitment processes, compliance with work-life balance also become key competencies. Accordingly, the role of a recruitment specialist today cannot be boiled down only to the search, selection, involvement of candidates, but is also supplemented by related functions and requires the use of a wide range of personal competencies. In modern conditions, a recruitment specialist should also combine the roles of HR for freelancers, a leader in the formation of new positions, an agent for collecting HR data, a HR for generations XYZ, a leader of well-being-oriented staff management, etc.

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Marshall, C. Tara, and Kenneth T. Frank. "Implications of density-dependent juvenile growth for compensatory recruitment regulation of haddock." Canadian Journal of Fisheries and Aquatic Sciences 56, no. 3 (March 1, 1999): 356–63. http://dx.doi.org/10.1139/f99-018.

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Data from bottom trawl surveys conducted by Canada and the United States were used to describe temporal trends in the length of haddock ages 1-4 on the southwestern Scotian Shelf (SWSS) and Bay of Fundy. From 1970 to 1995, the length of juvenile (age-1) haddock on the SWSS was negatively correlated with the abundance of adults (age-4+). Within year-classes temporal trends in juvenile length persisted through to the adult stage such that year-classes that were small(large) at age-1 were small(large) at age-4. These two results were combined with the positive correlation observed between recruitment and the body size characteristics of haddock on the SWSS in a conceptual model of compensatory recruitment regulation. In the model high adult abundance decreases growth of juveniles leading to smaller-sized adults and subsequently lower recruitment. Conversely, low adult abundance results in increased growth of juveniles leading to larger adults and higher recruitment. Density-dependent growth of juveniles, combined with the positive correlation between recruitment and adult body size, constitutes a compensatory mechanism for adjusting future haddock recruitment according to present adult abundance.

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Best, Heinrich. "New Challenges, New Elites? Changes in the Recruitment and Career Patterns of European Representative Elites." Comparative Sociology 6, no. 1-2 (2007): 85–113. http://dx.doi.org/10.1163/156913307x187414.

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AbstractLong term changes in the recruitment patterns of European representative elites can be described as the aggregate result of selectorates' responses to a sequence of fundamental problems challenging polities since the emergence of modern representative political institutions in the 19th century. Recent data show that some long-term trends of (Western) European parliamentary recruitment like the increase of MPs with a public sector background have reversed or plateaued since the late 1980s. At the same time a rise in turnover, a decrease of incumbency and a growing diversity of recruitment patterns can be seen in the same group of polities. This paper explores whether and to what extent these changes are linked to changes in the party systems of Western European polities and whether new trends of parliamentary recruitment are emerging. It introduces the proposition that after the 'consensus challenge' of the post Second World War era a 'legitimacy challenge' is now shaping European legislative recruitment, increasing the value of social and cultural assets of candidates that are related to their expert-status and favouring properties signalling their moral integrity.

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Halofsky, Joshua, and William Ripple. "Trophic Cascades and Historic Aspen Recruitment in the Gallatin Elk Winter Range of Southwest Montana." UW National Parks Service Research Station Annual Reports 29 (January 1, 2005): 89–95. http://dx.doi.org/10.13001/uwnpsrc.2005.3621.

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The extirpation of the gray wolf (Canis lupus) by 1930 in Yellowstone National Park (YNP) provided us with an opportunity to study historic aspen (Populus tremuloides ) recruitment with and without a top carnivore predator present. Herbivory, climate trends, fire records, and current conifer invasion were also examined within the context of aspen recruitment. We obtained tree cores and diameter at breast height measurements to create an aspen age-diameter relationship which we used to approximate aspen origination dates. One elk (Cervus elaphus) exclosure, erected in 1945 within the same elk winter range, was compared to the rest of the winter range. Consistent recruitment inside the exclosure began in the 1940s and has continued into the present. Outside of the exclosure, aspen recruitment began decreasing in the 1930s and ceased in the 1950s. Within the scope of the study, we found little correlative evidence between aspen decline and climate trends, conifer invasion, or fire suppression. The results are suggestive of a trophic cascade between aspen recruitment, and historical elk browsing activities as affected by the absence or presence of wolf predation.

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Ianelli, James N., Anne B. Hollowed, Alan C. Haynie, Franz J. Mueter, and Nicholas A. Bond. "Evaluating management strategies for eastern Bering Sea walleye pollock (Theragra chalcogramma) in a changing environment." ICES Journal of Marine Science 68, no. 6 (April 11, 2011): 1297–304. http://dx.doi.org/10.1093/icesjms/fsr010.

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Abstract Ianelli, J. N., Hollowed, A. B., Haynie, A. C., Mueter, F. J., and Bond, N. A. 2011. Evaluating management strategies for eastern Bering Sea walleye pollock (Theragra chalcogramma) in a changing environment. – ICES Journal of Marine Science, 68: 1297–1304. The impacts of climate change on fish and fisheries is expected to increase the demand for more accurate stock projections and harvest strategies that are robust to shifting production regimes. To address these concerns, we evaluate the performance of fishery management control rules for eastern Bering Sea walleye pollock stock under climate change. We compared the status quo policy with six alternative management strategies under two types of recruitment pattern simulations: one that follows temperature-induced trends and the other that follows a stationary recruitment pattern similar to historical observations. A subset of 82 Intergovernmental Panel on Climate Change climate models provided temperature inputs from which an additional 100 stochastic simulated recruitments were generated to obtain the same overall recruitment variability as observed for the stationary recruitment simulations. Results indicate that status quo management with static reference points and current ecosystem considerations will result in much lower average catches and an increased likelihood of fishery closures, should reduced recruitment because of warming conditions hold. Alternative reference point calculations and control rules have similar performance under stationary recruitment relative to status quo, but may offer significant gains under the changing environmental conditions.

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Rice, Jake, and Howard I. Browman. "Where has all the recruitment research gone, long time passing?" ICES Journal of Marine Science 71, no. 8 (September 8, 2014): 2293–99. http://dx.doi.org/10.1093/icesjms/fsu158.

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Abstract For most of the past 100 years, research into recruitment processes—as pioneered by Johan Hjort—has been a consistent focus of research in fisheries science. This was reflected not only in the literature but in the organizational structures and research strategies of national and international fisheries research and management institutions. Over the past decade or so, we perceived that recruitment research is fading, if not into obscurity then at least into a more marginal place in fisheries and marine research. In this paper, we assess if our perception is real by quantifying trends in scientific publications and in the work activities within ICES during specific periods extending back to the 1920s. Our analysis documents a decline in research on recruitment processes. We put forward three possible hypotheses to explain this decline: 1. All the key research questions about recruitment have been answered; 2. The volume of research on recruitment processes has declined because the answers are no longer relevant; 3. Recruitment research has been co-opted by more trendy, possibly ephemeral, and research topics. There is little evidence to support the first two of these hypotheses and we consider the third to be the most plausible. Finally, we conclude that this new terminology/repackaging of recruitment research does not bring with it new and fresh thinking and, therefore, comes at a cost that should be carefully considered.

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Britten, Gregory L., Michael Dowd, and Boris Worm. "Changing recruitment capacity in global fish stocks." Proceedings of the National Academy of Sciences 113, no. 1 (December 14, 2015): 134–39. http://dx.doi.org/10.1073/pnas.1504709112.

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Marine fish and invertebrates are shifting their regional and global distributions in response to climate change, but it is unclear whether their productivity is being affected as well. Here we tested for time-varying trends in biological productivity parameters across 262 fish stocks of 127 species in 39 large marine ecosystems and high-seas areas (hereafter LMEs). This global meta-analysis revealed widespread changes in the relationship between spawning stock size and the production of juvenile offspring (recruitment), suggesting fundamental biological change in fish stock productivity at early life stages. Across regions, we estimate that average recruitment capacity has declined at a rate approximately equal to 3% of the historical maximum per decade. However, we observed large variability among stocks and regions; for example, highly negative trends in the North Atlantic contrast with more neutral patterns in the North Pacific. The extent of biological change in each LME was significantly related to observed changes in phytoplankton chlorophyll concentration and the intensity of historical overfishing in that ecosystem. We conclude that both environmental changes and chronic overfishing have already affected the productive capacity of many stocks at the recruitment stage of the life cycle. These results provide a baseline for ecosystem-based fisheries management and may help adjust expectations for future food production from the oceans.

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Call, Steven. "United States Facility Management Industry Demographic Trends and Contemporary Workforce Challenges." Journal of Facility Management Education and Research 6, no. 1 (January 1, 2022): 15–21. http://dx.doi.org/10.22361/jfmer/151121.

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ABSTRACT Purpose - The purpose of this research is to better understand the current state of the United States' FM profession by evaluating workforce demographic trends in identifying contemporary recruitment and hiring challenges facing the FM industry. Methodology - A survey was developed based upon available literature including past research and industry surveys. Demographic information was sought to understand respondents gender, race, ethnicity, age, retirement timeframes, and educational attainment. Input from a panel of FM subject matter experts was also secured prior to completion of the survey. The survey was sent electronically in February 2021 to more than 12,400 members of IFMA; a total of 3,557 survey responses were received by April 2021 for a 29 percent response rate. Only information from the 2,069 US respondents was used in this research. Findings - The US FM industry is getting younger, in part due to the growing number of FM college graduates. Nevertheless, a majority of facility managers will be retiring within the next decade and adoption of FM succession planning is sluggish. While recruitment of entry-level FM talent has become easier, recruiting senior level FM talent is a major challenge. Furthermore, there has been relatively no growth in the portion of females and minorities making up the FM workforce population over the past decade. Understanding challenges related to recruitment and succession of senior level FM profession, and a more inclusive workforce, is imperative for the FM industry to better attract and sustain a competent and diverse workforce. Originality/value - The results of this research are valuable in understanding current recruitment, retention, and hiring challenges within FM to help the industry address historical workforce attrition concerns.

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Stievano, Alessandro, Thomas Alvarez, and Franklin Shaffer. "Trends in foreign-educated nurse mobility beyond the COVID-19 pandemic." infermieristica journal 1, no. 1 (June 29, 2022): 3–5. http://dx.doi.org/10.36253/if-1652.

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While the COVID-19 pandemic initially halted the mobility of health professionals, global migration has since returned to pre-pandemic levels and will likely explode in the years beyond the pandemic. Simultaneously, the situation surrounding global health workforce staffing and sustainability is dire; the current global shortage of nurses is estimated at seven million, while the WHO calls for 13 million new nurses by 2030. In response, countries, particularly in high-income regions, seek to fill workforce vacancies with foreign-educated health workers. To both meet the demands of high-income countries’ strained health systems and to ensure ethical and sustainable recruitment practices for equally strained low- to middle-income regions, governments, health systems, and other stakeholders should strive for workforce sustainability via effective and coordinated policy responses, both at the national and international level. If correctly endorsed and implemented, the WHO Global Code of Practice on the International Recruitment of Health Personnel can be an effective tool in helping “destination” countries and regions meet the needs of their strained health workforces while also ensuring sustainability and ethical recruitment from “source” regions that are equally at risk.

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Journal articles on the topic 'Recruitment trends'

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