COACHE Faculty Job Satisfaction Survey Questions 2015

The report lists the 2015 COACHE (Collaborative on Academic Careers in Higher Education) faculty job satisfaction survey questions for VCU

Recruitment Market Trend Analysis with Sequential Latent Variable Models

Recruitment market analysis provides valuable understanding of industry-specific economic growth and plays an important role for both employers and job seekers. With the rapid development of online recruitment services, massive recruitment data have been accumulated and enable a new paradigm for recruitment market analysis. However, traditional methods for recruitment market analysis largely rely on the knowledge of domain experts and classic statistical models, which are usually too general to model large-scale dynamic recruitment data, and have difficulties to capture the fine-grained market trends. To this end, in this paper, we propose a new research paradigm for recruitment market analysis by leveraging unsupervised learning techniques for automatically discovering recruitment market trends based on large-scale recruitment data. Specifically, we develop a novel sequential latent variable model, named MTLVM, which is designed for capturing the sequential dependencies of corporate recruitment states and is able to automatically learn the latent recruitment topics within a Bayesian generative framework. In particular, to capture the variability of recruitment topics over time, we design hierarchical dirichlet processes for MTLVM. These processes allow to dynamically generate the evolving recruitment topics. Finally, we implement a prototype system to empirically evaluate our approach based on real-world recruitment data in China. Indeed, by visualizing the results from MTLVM, we can successfully reveal many interesting findings, such as the popularity of LBS related jobs reached the peak in the 2nd half of 2014, and decreased in 2015.Comment: 11 pages, 30 figure, SIGKDD 201

VCU\u27s Faculty Status Report - December 2013

VCU\u27s Faculty Status Report was presented to Faculty Senate on December 3, 2013

Ironic Recruitment Advert?

Is it ironic or just telling that on the very same BMJ.com webpage as James Buchan's short article on Challenges for WHO code on international recruitment [1] we see an advert recruiting overseas doctors to the UK? The advert asks: "Want to work in the UK? Click here for jobs that may be suitable for application by non-UK or non-EEA doctors." Some of the target audience of this advert will be the very doctors so very much needed in countries of the South. When we talk about global migration of doctors we must bear in mind that this phenomenon is neither new nor always 'bad'. First, some elements of the current doctor migration are no different from Scottish doctors going to study and work in Leiden, Padua or Heidelberg centuries ago. Secondly, going somewhere else can be beneficial for the development of individual doctors and for medicine in general. Thus doctors from developing countries coming to the UK or the USA to learn new techniques and skills which are not available at home is beneficial, the problem here occurs when large proportions of these doctors do not return home. The active recruitment of doctors by developed countries should be seen separate from the above and we should treat it probably as much an economic as a moral issue

Safer recruitment? protecting children, improving practice in residential child care

In the wake of a number of high-profile cases of the abuse of children and young people in residential child care, there have been repeated calls for the improvement of recruitment and selection of residential child care staff. This paper describes the findings from a survey, undertaken in 2005, of operational and human resource managers who have responsibility for the recruitment and selection of residential child care staff in the voluntary and statutory sectors in Scotland. This research was commissioned by the Scottish Executive to identify which elements of safer recruitment procedures had been implemented following the countrywide launch of a Toolkit for Safer Recruitment Practice in 2001. Research findings show that although local authorities were more likely than voluntary organisations to have gone some way toward implementing safer recruitment procedures, the recruitment process lacked rigour and commitment to safer procedures in some organisations. The article discusses the current barriers to the introduction of safer recruitment methods and proposes some possible solutions for the future

Recruitment to publicly funded trials - are surgical trials really different?

Good recruitment is integral to the conduct of a high-quality randomised controlled trial. It has been suggested that recruitment is particularly difficult for evaluations of surgical interventions, a field in which there is a dearth of evidence from randomised comparisons. While there is anecdotal speculation to support the inference that recruitment to surgical trials is more challenging than for medical trials we are unaware of any formal assessment of this. In this paper, we compare recruitment to surgical and medical trials using a cohort of publicly funded trials. Data: Overall recruitment to trials was assessed using of a cohort of publicly funded trials (n = 114). Comparisons were made by using the Recruitment Index, a simple measure of recruitment activity for multicentre randomised controlled trials. Recruitment at the centre level was also investigated through three example surgical trials. Results: The Recruitment Index was found to be higher, though not statistically significantly, in the surgical group (n = 18, median = 38.0 IQR (10.7, 77.4)) versus (n = 81, median = 34.8 IQR (11.7, 98.0)) days per recruit for the medical group (median difference 1.7 (− 19.2, 25.1); p = 0.828). For the trials where the comparison was between a surgical and a medical intervention, the Recruitment Index was substantially higher (n = 6, 68.3 (23.5, 294.8)) versus (n = 93, 34.6 (11.7, 90.0); median difference 25.9 (− 35.5, 221.8); p = 0.291) for the other trials. Conclusions: There was no clear evidence that surgical trials differ from medical trials in terms of recruitment activity. There was, however, support for the inference that medical versus surgical trials are more difficult to recruit to. Formal exploration of the recruitment data through a modelling approach may go some way to tease out where important differences exist.The first author was supported by a Medical Research Council UK Fellowship.Peer reviewedAuthor versio

Systematic techniques for assisting recruitment to trials (START): study protocol for embedded, randomized controlled trials

BACKGROUND: Randomized controlled trials play a central role in evidence-based practice, but recruitment of participants, and retention of them once in the trial, is challenging. Moreover, there is a dearth of evidence that research teams can use to inform the development of their recruitment and retention strategies. As with other healthcare initiatives, the fairest test of the effectiveness of a recruitment strategy is a trial comparing alternatives, which for recruitment would mean embedding a recruitment trial within an ongoing host trial. Systematic reviews indicate that such studies are rare. Embedded trials are largely delivered in an ad hoc way, with interventions almost always developed in isolation and tested in the context of a single host trial, limiting their ability to contribute to a body of evidence with regard to a single recruitment intervention and to researchers working in different contexts. METHODS/DESIGN: The Systematic Techniques for Assisting Recruitment to Trials (START) program is funded by the United Kingdom Medical Research Council (MRC) Methodology Research Programme to support the routine adoption of embedded trials to test standardized recruitment interventions across ongoing host trials. To achieve this aim, the program involves three interrelated work packages: (1) methodology - to develop guidelines for the design, analysis and reporting of embedded recruitment studies; (2) interventions - to develop effective and useful recruitment interventions; and (3) implementation - to recruit host trials and test interventions through embedded studies. DISCUSSION: Successful completion of the START program will provide a model for a platform for the wider trials community to use to evaluate recruitment interventions or, potentially, other types of intervention linked to trial conduct. It will also increase the evidence base for two types of recruitment intervention. TRIAL REGISTRATION: The START protocol covers the methodology for embedded trials. Each embedded trial is registered separately or as a substudy of the host trial

Recruitment Revealed: Fundamental Flaws in the H-2 Temporary Worker Program and Recommendations for Change

This report reveals the reality of international labor recruitment for low-wage, temporary jobs in the United States, examining recruitment in Mexico, home to the largest number of temporary migrants who labor under H-2 visas in the U.S.The findings are based on data gathered by Centro de los Derechos Migrante, Inc., (CDM) through a groundbreaking survey and lengthy interviews of hundreds of H-2 workers. The report's key findings are summarized below. THE RECRUITMENT PROCESS IS FUNDAMENTALLY FLAWEDEmployers, recruiters and their agents charge illegal recruitment fees and fail to reimburse visa, travel and recruitment-related expenses incurred by workers. Despite bans on recruitment fees in both U.S. and Mexican law, it remains standard practice in Mexico for recruiters to charge workers for their services. Fifty-eight percent of workers surveyed reported paying a recruitment fee to their recruiter. The average recruitment fee charged was $590. Regardless of legal precedent requiring reimbursement for travel, visa, and recruitment costs that reduce wages below the applicable minimum wage, H-2 workers rarely receive reimbursements for the often staggering costs they pay for their jobs in the U.S.Employers, recruiters, and their agents often misrepresent terms of employment. Recruiters often make false promises to workers about employment conditions in hopes of attracting more workers and charging higher recruitment fees. More than half of workers surveyed did not receive a copy of their job contract.Recruitment fraud causes economic harm in migrant communities. The lack of transparency in the visa certification process, paucity of government oversight of recruitment activities, and scarcity of information available to workers about their rights puts workers at serious risk for recruitment fraud by con artists posing as recruiters, bonafide recruiters and U.S. employers. One out of every 10 workers surveyed reported having paid a recruitment fee for a nonexistent job.Workers arrive to the United States in debt. Many workers take out loans, often at high interest rates and using property deeds as collateral. These loans, combined with workplace abuses, may lead to situations of forced labor, debt servitude or human trafficking. Almost half of all workers surveyed reported borrowing money to cover their recruitment costs

VCU\u27s Faculty Status Report - January 2013

VCU\u27s Faculty Status Report was presented to Faculty Senate on January 22, 2013