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Journal articles on the topic 'Recruitment'

To see the other types of publications on this topic, follow the link: Recruitment.

Author: Grafiati

Published: 4 June 2021

Last updated: 28 July 2024

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1

Kennedy, Eleanor D., and David R. Matthews. "NIHR Diabetes Research Network: recruitment, recruitment, recruitment." Practical Diabetes 29, no. 9 (November 2012): 369–70. http://dx.doi.org/10.1002/pdi.1724.

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2

Methot, Richard D., and Ian G. Taylor. "Adjusting for bias due to variability of estimated recruitments in fishery assessment models." Canadian Journal of Fisheries and Aquatic Sciences 68, no. 10 (October 2011): 1744–60. http://dx.doi.org/10.1139/f2011-092.

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Integrated analysis models provide a tool to estimate fish abundance, recruitment, and fishing mortality from a wide variety of data. The flexibility of integrated analysis models allows them to be applied over extended time periods spanning historical decades with little information from which to estimate the annual signal of recruitment variability to modern periods in which more information about recruitment variability exists. Across this range of data availability, the estimation process must assure that the estimated log-normally distributed recruitments are mean unbiased to assure mean unbiased biomass estimates. Here we show how the estimation method implemented in the integrated analysis model, Stock Synthesis, achieves this unbiased characteristic in a penalized likelihood approach that is comparable to the results from Markov chain Monte Carlo. The total variability in recruitment is decomposed into variability among annual recruitment estimates based on information in the data and a residual variability. Because data are never perfectly informative, we show that estimated recruitment variability will always be less than the true variability among recruitments and that the method implemented here can be used to iteratively estimate the true variability among recruitments.

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3

Brenden, Travis O., Iyob Tsehaye, James R. Bence, Jeannette Kanefsky, and Kim T. Scribner. "Indexing recruitment for source populations contributing to mixed fisheries by incorporating age in genetic stock identification models." Canadian Journal of Fisheries and Aquatic Sciences 75, no. 6 (June 2018): 934–54. http://dx.doi.org/10.1139/cjfas-2016-0525.

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We describe a methodology for estimating relative recruitments for source populations (sources) contributing to mixed fisheries by incorporating age into genetic stock identification models. The approach produced recruitment estimates that were strongly correlated (median correlation = 0.849; 2.5 and 97.5 percentile in correlations = 0.613 and 0.951, respectively) with simulated recruitments across various design factors, including number of sources, genetic divergence among sources, and temporal variation in source recruitments. Sensitivity analyses indicated that the approach was robust to aging inaccuracies and assumed source mortalities. Application to walleye (Sander vitreus) sources contributing to the Saginaw Bay, Lake Huron, fishery produced similar recruitment estimates to assessment models. There was greater discrepancy between recruitment estimates for lake trout (Salvelinus namaycush) hatchery strains in northern Lake Michigan when compared with strain stocking levels, although this mismatch may stem from stocking levels being a poor recruitment measure. The estimation approach should prove beneficial for indexing source recruitment based on fishery or assessment collections from mixtures, even when long-term time series of harvest and survey data required for integrated assessments are not available.

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4

Logan, Jessica M., Amy L. Sanders, Abraham Z. Snyder, John C. Morris, and Randy L. Buckner. "Under-Recruitment and Nonselective Recruitment." Neuron 33, no. 5 (February 2002): 827–40. http://dx.doi.org/10.1016/s0896-6273(02)00612-8.

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5

Asarudeen, S. Sheik, and R. Priya R. Priya. "Recruitment of Ethical Hackers." International Journal of Scientific Research 2, no. 1 (June 1, 2012): 145–46. http://dx.doi.org/10.15373/22778179/jan2013/50.

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6

&NA;, &NA;. "RECRUITMENT." AJN, American Journal of Nursing 92, no. 6 (June 1992): 66–67. http://dx.doi.org/10.1097/00000446-199206000-00026.

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7

GULOTTA, KLEANTHE, and KATIE MATLACK. "Recruitment." Nursing Management (Springhouse) 21, no. 10 (October 1990): 72???78. http://dx.doi.org/10.1097/00006247-199010000-00021.

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8

&NA;, &NA;. "Recruitment." Nurse Educator 13, no. 5 (September 1988): 6. http://dx.doi.org/10.1097/00006223-198809000-00005.

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9

Kim, WunJung. "Recruitment." Child and Adolescent Psychiatric Clinics of North America 16, no. 1 (January 2007): 45–54. http://dx.doi.org/10.1016/j.chc.2006.09.003.

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10

OSBORNE, SUSAN E. "RECRUITMENT." Advances in Neonatal Care 1, no. 1 (October 2001): 59–61. http://dx.doi.org/10.1053/adnc.2001.27792.

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11

Parsons, Ben. "Recruitment." Packaging Technology and Science 13, no. 6 (November 2000): 257. http://dx.doi.org/10.1002/pts.530.

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12

Vincent, Vinod. "360° recruitment: a holistic recruitment process." Strategic HR Review 18, no. 3 (June 10, 2019): 128–32. http://dx.doi.org/10.1108/shr-02-2019-0006.

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Purpose This paper aims to introduce the concept of 360° recruitment, which is a systematic, practical and holistic recruitment process that provides a reliable employee-selection structure for an organization of any size. Design/methodology/approach The recruitment process, which begins with establishing the correct selection criteria, provides a 360° view of a candidate by combining assessments, job interviews, reference checks and job previews. Findings Hiring the right employees is critical for the growth and success of an organization. However, many companies do not have an effective and reliable recruitment process that enables them to hire top-notch talent who are highly compatible with the firm. The 360° recruiting process is a practical technique that enables organizations to evaluate job applicants from multiple angles while reducing the uncertainty and the biases that are inherent in a typical recruiting process. Originality/value The 360° recruitment process is comprehensive yet practical and can be used by an organization of any size. The technique, if properly administered, will optimize recruiting and ensure that qualified and compatible employees are hired into the organization.

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13

Reynaldin, Dede Anggy. "SISTEM REKRUITMEN DAN KADERISASI PARTAI KEADILAN SEJAHTERA DI JAWA BARAT." Jurnal Caraka Prabu 2, no. 2 (June 1, 2018): 142–61. http://dx.doi.org/10.36859/jcp.v2i2.390.

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This research entitled �the system of Recruitmen and the prosperous justice party cadre recruitment in West Java�. The real problem in this research not yet optimal recruitment and cadre recruitment system which applied the PKS in West Java, as seem fro, the existence of a decrease in the percentage of the vote in legislative elections West Java, so the researchers took factors influencing the process of cadre recruitment patterns according to Harun who are institutional, cadre recruitment patterns, quality and time. As for the identification of the problem as follows : (1). How the system of recruitment and the Prosperous Justice Party cadre recruitment in West Java?, (2). What are the Factors that inhibit recruitment and cadre recruitment system in the Prosperous Justice Party in West Java?, (3). Any efforts to overcome barriers in the system of recruitment and the Prosperous Justice Party cadre recruitment in West Java? In this study, researchers used a descriptive research methods wit qualitative approaches. The techniquw of data collection was done through literature study, observation and interview key informants in depth with DPW PKS West Java, and the informants supporters chairman of cadre recruitment and PKS cadre. Determination of informants/purposive sampling done in a resource that is chosen with consideration and specific purpose. While the main instrument in the study are researchers themselves. Based on the result of the study showed : (1). Recruitment and cadre recruitment pattern have not been implemented optimally so that the need for renewal in the methods of recruitment and cadre recruitment conducted by the Prosperous Justice Party in West Java. (2) The role of the instituations existing in the PKS cadre recruitment namely recruitment of members through Dakwah movement in various walks of the life by means of an intensive approach towards prospective. (3). Phasing in any cadre recruitment agenda is a method to improve the quality of cadres of the the PKS candidate in West Java. (4). The PKS used the system semester in each recruitment agenda and cadre recruitment. (5). There are barriers that exist in the system of recruitment and the PKS cadre recruitment. (6). Efforts continue to be made to overcome existing barriers.

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14

Rech. "Recruitment, counter-recruitment and critical military studies." Global Discourse 4, no. 2 (July 3, 2014): 244–62. http://dx.doi.org/10.1080/23269995.2014.909243.

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15

Vivek, Ramakrishnan. "Is Blind Recruitment an Effective Recruitment Method?" International Journal of Applied Research in Business and Management 3, no. 3 (December 2022): 56–72. http://dx.doi.org/10.51137/ijarbm.2022.3.3.4.

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Recruitment is a major activity of human resources management that decides the performance of the organization. One of the major drawbacks is that the selection of the candidate can be dependent on the demographics, appearance, and cultural differences of candidates. According to the literature review analysis, blind recruitment is linked to only a few studies, and a gap has been identified in knowledge areas. Thus, through this study, the researcher has reviewed the concept of blind recruitment. Then, the objectives of the study were to identify new themes in blind recruitment and to explore the blind recruitment concepts and to provide a critical review of blind recruitment. The author adopts the desk research approach by conducting an extensive literature review. The author, using systematic review, conducts the conduct of two or more research sources, each conducted rigorously and complete in itself, into one project. In the current study, desk research has been used, and the researcher has collected data from past research articles relevant to the topic. According to the results of the study, blind recruitment is a proper solution to minimize bias in the recruitment and selection process. Blind recruitment enables companies to guarantee they are selecting the best candidates for available vacant positions because they remove characteristics that may lead to bias. Furthermore, hidden demographic data, skill-based selection, avoidance of social media pre-screening, and anonymization of initial interviews are some of the key initial themes of blind recruitment identified, as well as criticism in the practical context of blind recruitment.

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16

Field, John C., and Stephen Ralston. "Spatial variability in rockfish (Sebastes spp.) recruitment events in the California Current System." Canadian Journal of Fisheries and Aquatic Sciences 62, no. 10 (October 1, 2005): 2199–210. http://dx.doi.org/10.1139/f05-134.

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A general assumption regarding spatial patterns of recruitment variability is that species with similar early life history characteristics tend to covary in reproductive success over scales of 5001000 km. These assumptions are based on evaluation of recruitments from independent stocks, as few studies have assessed synchrony in recruitment within broadly dispersed stocks over finer spatial scales. We used data on age composition and landings to generate regional time series of recruitment deviations for three species of rockfish in the California Current System (Sebastes goodei, Sebastes entomelas, and Sebastes flavidus). We then used correlation analysis, principal components analysis, and other methods to evaluate the degree of synchrony among recruitment events in these regions. Results show that 51%72% of the year-to-year variability in recruitment is shared coastwide within these species, while a lesser but significant fraction of the variability is associated with finer scale geographic features.

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17

Cury, Philippe, and Claude Roy. "Optimal Environmental Window and Pelagic Fish Recruitment Success in Upwelling Areas." Canadian Journal of Fisheries and Aquatic Sciences 46, no. 4 (April 1, 1989): 670–80. http://dx.doi.org/10.1139/f89-086.

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Food availability and physical constraints such as turbulence are now considered as important factors that affect larval survival and pelagic fish recruitment. In Ekman-type upwelling, vertical advection, new inputs of nutrients and turbulence are linked to wind speed. According to the literature, food availability for larvae is related to biological dynamics (primary production) up to a point where the biological processes are disturbed by physical processes (turbulence generated by wind mixing). This limitation does not exist for non Ekman-type upwelling where upwelling intensity is not correlated with wind speed. We hypothesize that relations between annual recruitments and upwelling intensity are dome shaped in Ekman-type upwellings and linear for non Ekman-type upwellings. A statistical method is used to analyse the form of the relationships between recruitments and upwelling indices or wind mixing. The recruitment of the Peruvian anchoveta (Engraulis ringens), of the Pacific sardine (Sardinops sagax caerulea) and of the West African sardines and sardinellas are thereby examined. Results show that for Ekman-type upwelling the annual recruitment increases with upwelling intensity until wind speed reaches a value of roughly 5–6 m∙s−1 and decreases for higher values. For a non Ekman-type upwelling the relationship between recruitment and upwelling intensity is linear. These results confirm the existence of an optimal environmental window for recruitment.

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18

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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19

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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20

Bell, KNI. "Complex recruitment dynamics with Doppler-like effects caused by shifts and cycles in age-at-recruitment." Canadian Journal of Fisheries and Aquatic Sciences 54, no. 7 (July 1, 1997): 1668–81. http://dx.doi.org/10.1139/f97-070.

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Even with constant production (N0) and constant time-specific mortality (Z, daily), recruitment can vary greatly. A new variable-lag phenomenon modelled here generates temporal variation in recruitment from temporal shifts in age-at-recruitment (AAR; here synonymous with stage duration). The phenomenon is due to two components, one being analogous to the Doppler effect and the other an interaction of dAAR/dt with Z, and is distinct from those identified in previous contributions not focusing on temporal structure. Recruitment can be predicted from N0, Z, and AAR, using either numerical simulation or, in many cases, the modified Doppler equation given here. Seasonal recruitment cycles predicted for a sinusoidal AAR function fitted to natural data, with constant larval production and constant Z (varied among, not within, model runs), were strongly peaked with a difference of 20% between maximum and minimum recruitments at Z = 0, to a difference of 2000% at Z approx 0.2. The model gives indirect access to parameters difficult to measure in the field: if temporal variation is adequately described in two of the three input variables (N0, Z, or AAR), differences (residuals) between predicted and observed recruitment can indicate an unaccounted pattern in the unknown.

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21

Smith, Robert N., and Noel Snell. "Recruitment Supplement." International Journal of Pharmaceutical Medicine 15, no. 1 (2001): 4. http://dx.doi.org/10.2165/00124363-200102000-00002.

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22

Naish, John. "Recruitment transfusion." Nursing Standard 3, no. 16 (January 14, 1989): 12–13. http://dx.doi.org/10.7748/ns.3.16.12.s23.

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23

Hall, Shirley. "Classroom recruitment." Nursing Standard 3, no. 45 (August 5, 1989): 26–27. http://dx.doi.org/10.7748/ns.3.45.26.s52.

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24

Harding-Price, David. "Aiding recruitment." Nursing Standard 3, no. 47 (August 19, 1989): 47. http://dx.doi.org/10.7748/ns.3.47.47.s47.

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25

Faulkner, Raymond. "Recruitment dismay." Nursing Standard 3, no. 47 (August 19, 1989): 47. http://dx.doi.org/10.7748/ns.3.47.47.s51.

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26

Lipley, Nick, and Adele Waters. "Creative recruitment." Nursing Standard 13, no. 1 (September 23, 1998): 12–13. http://dx.doi.org/10.7748/ns.13.1.12.s28.

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27

Dickerson, Margaret. "Recruitment incentives." Nursing Standard 2, no. 23 (March 12, 1988): 37. http://dx.doi.org/10.7748/ns.2.23.37.s83.

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28

Knights, Ashley, and Kacper Sumera. "Global recruitment." International Paramedic Practice 12, no. 2 (July 2, 2022): 28. http://dx.doi.org/10.12968/ippr.2022.12.2.28.

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29

Leifer, Dina. "Recruitment crisis." Nursing Standard 10, no. 15 (January 9, 1996): 18–19. http://dx.doi.org/10.7748/ns.10.15.18.s31.

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30

Handley, Alison. "Recruitment network." Nursing Standard 29, no. 39 (May 27, 2015): 64–65. http://dx.doi.org/10.7748/ns.29.39.64.s46.

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31

Mason, Gill, and Sian Marsh. "Graduate recruitment." Early Years Educator 23, no. 16 (November 2, 2022): 7. http://dx.doi.org/10.12968/eyed.2022.23.16.7.

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With recruitment and retention issues across the early years sector it would be wrong not to open up career opportunities to as wide a base of people as possible, including graduates. The sector has traditionally sought its new recruits from school leavers and non-graduate career changers, however we need to expand the field of candidates into the graduate field and let them know what an exciting and rewarding career they can have in early years.

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32

Foster, Sam. "Overseas recruitment." British Journal of Nursing 30, no. 20 (November 11, 2021): 1217. http://dx.doi.org/10.12968/bjon.2021.30.20.1217.

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33

Evertz, Lena, and Stefan Süß. "Targeted Recruitment." WiSt - Wirtschaftswissenschaftliches Studium 47, no. 11 (2018): 20–26. http://dx.doi.org/10.15358/0340-1650-2018-11-20.

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34

Mills, Emma. "Virtual recruitment." Nature Biotechnology 20, no. 8 (August 2002): 853. http://dx.doi.org/10.1038/nbt0802-853.

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35

Breaugh, James A. "Employee Recruitment." Annual Review of Psychology 64, no. 1 (January 3, 2013): 389–416. http://dx.doi.org/10.1146/annurev-psych-113011-143757.

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36

Havlovic, David A. "Recruitment malpractice." American Journal of Health-System Pharmacy 43, no. 4 (April 1, 1986): 882. http://dx.doi.org/10.1093/ajhp/43.4.882.

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37

Jones, Susan. "Recruitment drive." Nature Reviews Microbiology 2, no. 6 (June 2004): 442. http://dx.doi.org/10.1038/nrmicro921.

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38

Richards, G. A., and M. Hopley. "Successful Recruitment." Critical Care Medicine 30, no. 9 (September 2002): 2169. http://dx.doi.org/10.1097/00003246-200209000-00049.

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39

Kacmarek, Robert M., Yuji Fujino, and Marcelo Amato. "Successful Recruitment." Critical Care Medicine 30, no. 9 (September 2002): 2169–70. http://dx.doi.org/10.1097/00003246-200209000-00050.

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40

Hebert, Karen. "Accessible recruitment." BMJ 329, no. 7467 (September 18, 2004): s117. http://dx.doi.org/10.1136/bmj.329.7467.s117.

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41

Wilson, Catherine. "Recruitment crisis." Physics World 10, no. 4 (April 1997): 21. http://dx.doi.org/10.1088/2058-7058/10/4/16.

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42

Dolan, F. "Executive recruitment." Physics Bulletin 36, no. 8 (August 1985): 323. http://dx.doi.org/10.1088/0031-9112/36/8/001.

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43

Crown, Hannah. "Recruitment quagmire." Nursery World 2015, Sup6 (March 22, 2015): 9–10. http://dx.doi.org/10.12968/nuwa.2015.sup6.9.

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44

Sandborg, Eila, and Mairi Thornton. "Donor Recruitment." Vox Sanguinis 67, no. 5 (1994): 8–13. http://dx.doi.org/10.1159/000462768.

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45

Collins, Sandra K. "Employee Recruitment." Health Care Manager 26, no. 3 (July 2007): 213–17. http://dx.doi.org/10.1097/01.hcm.0000285011.80655.70.

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46

Lamb, Rowena. "Facebook Recruitment." Research Ethics 7, no. 2 (June 2011): 72–73. http://dx.doi.org/10.1177/174701611100700208.

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47

Clay, Mary. "Overseas recruitment." Nursing Older People 13, no. 7 (October 2001): 33. http://dx.doi.org/10.7748/nop.13.7.33.s20.

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48

Flintoft, Louisa. "Recruitment drive." Nature Reviews Cancer 4, no. 8 (August 2004): 575. http://dx.doi.org/10.1038/nrc1425.

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49

Cockerill, Rhonda, Marsha Cohen, Sheila Dunn, and Thomas Brown. "Recruitment Strategies." Evaluation & the Health Professions 27, no. 1 (March 2004): 70–79. http://dx.doi.org/10.1177/0163278703261202.

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50

Reffold, Pippa. "Logical recruitment." In Practice 33, no. 4 (April 2011): 186–88. http://dx.doi.org/10.1136/inp.d1402.

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