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Social and Behavioral Sciences Commons™
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Articles 1 - 9 of 9
Full-Text Articles in Social and Behavioral Sciences
Personality Prediction Through Curriculam Vitae Analysis Involving Password Encryption And Prediction Analysis, Gagandeep Kaur, Shruti Maheshwari
Personality Prediction Through Curriculam Vitae Analysis Involving Password Encryption And Prediction Analysis, Gagandeep Kaur, Shruti Maheshwari
Library Philosophy and Practice (e-journal)
A recruitment process requires an eligibility check, an aptitude evaluation and a psychometric analysis of prospective candidates. The work puts forward an application where the system allows employers to post new job offerings and registered candidates can apply. The application estimates applicant’s emotional aptitude through a psychometric analysis based on a test whereas the professional standard is verified via a technical aptitude test. OCEAN Model is used to assess emotional quotient and predict the personality traits. Machine learning techniques such as Logistic Regression are used for modelling the personality predictor. The details of the candidates are kept secure by using …
Designing Rigorous Tests Of Workforce Interventions In Complex Environments, Quality Improvement Center For Workforce Development
Designing Rigorous Tests Of Workforce Interventions In Complex Environments, Quality Improvement Center For Workforce Development
Other QIC-WD Products
Public child welfare agencies continually struggle with how to address issues of staff recruitment and retention. Furthermore, very little evidence exists regarding what works to attract, select, and retain talented staff. Much of what agencies do to address workforce issues is never formally evaluated and successes are not published widely. Thus, agencies confronted with urgent retention needs have little to go on to identify an intervention that is likely to succeed. The Quality Improvement Center for Workforce Development (QIC-WD) was funded by the Children’s Bureau to begin to address this issue, in part through carefully selected, and rigorously evaluated interventions …
You Have To Work For It: Transitioning From Passive To Active Diversity Recruitment, Amy E. Tureen
You Have To Work For It: Transitioning From Passive To Active Diversity Recruitment, Amy E. Tureen
Library Faculty Presentations
Perhaps the most interesting thing about UNLV Libraries' transition from passive to active diversity recruitment is that the transition has been the organic & iterative. Individual choices made by specific hiring managers & search committees were repeated and improved upon by subsequent committees & hiring managers, slowly filtering up the organization until such choices were codified by HR and administration. In our experience, anyone can participate in promoting active diversity recruitment. Such initiatives do not need to come exclusively from the top down.
Kindly Hire Me: The Process And Impact Of Inclusive Hiring, Annie Bélanger, Preethi Gorecki
Kindly Hire Me: The Process And Impact Of Inclusive Hiring, Annie Bélanger, Preethi Gorecki
Presentations
This presentation will explore perspectives on inclusive hiring practices from both sides of the table. Grand Valley State University Libraries conducted its first diversity residency search in the summer of 2018, which integrated recently developed inclusive recruitment and high-empathy hiring practices. The search committee chair, Annie Bélanger, and one of the successful residency candidates, Preethi Gorecki, team up to dissect the hiring process from both of their perspectives. Annie Bélanger discusses the work behind critically examining the existing hiring process, designing an inclusive recruitment plan, and implementing a new structure in order to ensure empathy to applicants going through the …
It's About Outcome: Look For Colleges That Care, Ben Sells
It's About Outcome: Look For Colleges That Care, Ben Sells
Press Releases
Now that spring break has come and gone, high school seniors and their parents will be finalizing a college choice for fall. They have more independent and objective information available to them to help make that choice than ever before.
Challenging The ‘Good Fit’ Narrative: Creating Inclusive Recruitment Practices In Academic Libraries, Sojourna J. Cunningham, Samantha Guss, Jennifer Stout
Challenging The ‘Good Fit’ Narrative: Creating Inclusive Recruitment Practices In Academic Libraries, Sojourna J. Cunningham, Samantha Guss, Jennifer Stout
University Libraries Faculty and Staff Publications
Academic libraries operate under the assumption that there is one “right candidate” for a multi-layered position and that a search committee, a group of individuals formed with the purpose of assisting a responsible administrator in the recruiting and screening of candidates for a posted academic position, is the fairest and most equitable approach to hiring academic librarians. That assumption is running up against the fact that libraries and academic libraries in particular have an acknowledged a problem with recruiting and retaining librarians of color. According to the latest edition of the American Library Association Diversity Counts report, librarianship remains an …
Brothers In Arms: Visual Commonalities Between Us And Is Recruitment Strategies, Lawrie Phillips Bue, Maha Ghalwash
Brothers In Arms: Visual Commonalities Between Us And Is Recruitment Strategies, Lawrie Phillips Bue, Maha Ghalwash
Political Science
This article claims that the visual image contributes to, reflects and supports the dominant discourse of two powerful armed groups that have operated in Iraq and Syria: the US military and the Islamic State (IS). This research uses multimodal discourse analysis to explore two crucial insights into the ideological power of the visual image: the power of the image as spectatorship or spectacle and the sublime or transcendental nature of the visual image. The authors conclude that US and IS recruitment and propaganda videos share these two crucial ideological elements: pride in the spectacle of their military power, discipline and …
It's Not Raining Men: A Mixed-Methods Study Investigating Methods Of Improving Male Recruitment To Health Behaviour Research, Jillian Ryan, Luke Lopian, Brian Le, Sarah Edney, Gisela Van Kessel, Ronald Plotnikoff, Corneel Vandelanotte, Tim Olds, Carol Maher
It's Not Raining Men: A Mixed-Methods Study Investigating Methods Of Improving Male Recruitment To Health Behaviour Research, Jillian Ryan, Luke Lopian, Brian Le, Sarah Edney, Gisela Van Kessel, Ronald Plotnikoff, Corneel Vandelanotte, Tim Olds, Carol Maher
Research outputs 2014 to 2021
Background Although gender is an important determinant of health behaviour with males less likely to perform health-protective behaviours, samples in health behaviour research are heavily biased towards females. This study investigated the use of online social network, Facebook, to reach and recruit inactive males to a team-based, social, and gamified physical activity randomised controlled trial. Methods Methodological techniques included a narrative literature review, survey of inactive males (n = 34) who rated advertisement images and text captions on scales of 1–10, and trial Facebook-delivered recruitment campaigns. Advertisement effectiveness was measured by cost-per-click to the study website, number of expressions of …
Challenging The "Good Fit" Narrative: Creating Inclusive Recruitment Practices In Academic Libraries, Jennifer Stout, Sojourna Cunningham, Samantha Guss
Challenging The "Good Fit" Narrative: Creating Inclusive Recruitment Practices In Academic Libraries, Jennifer Stout, Sojourna Cunningham, Samantha Guss
VCU Libraries Faculty and Staff Publications
As a profession, we talk the talk of valuing diversity and inclusion, but do we walk the walk with our hiring practices? The profession stresses the importance of “a good fit” when hiring, but we rarely interrogate the fact that “a good fit” can be a reflection of our implicit biases. Academic librarians conducted a survey of hiring policies with a focus on the processes (or lack thereof) of recruiting candidates from underrepresented groups. This session will report on their findings and recommend the implementation of specific practices designed to create an inclusive candidate pool and an equitable search