Computation of the Potential Trade of Turkey in the OIC Market Through Estimator Selection Process

2013 ◽  
pp. 125-138 ◽  
Author(s):  
Engin Sorhun
Keyword(s):  
Selection Process ◽  
Estimator Selection

A comparison of the United Kingdom Clinical Aptitude Test (UK-CAT) with a traditional admission selection process

2009 ◽  
pp. 1-6 ◽  
Author(s):  
Nishan Fernando ◽  
Gordon Prescott ◽  
Jennifer Cleland ◽  
Kathryn Greaves ◽  
Hamish McKenzie
Keyword(s):  
United Kingdom ◽  
Selection Process ◽  
Aptitude Test ◽  
The United Kingdom

Two Short Tests Fail to Detect Vigilance Decrements

2001 ◽  
Vol 17 (1) ◽  
pp. 48-55 ◽  
Author(s):  
Juan Botella ◽  
María José Contreras ◽  
Pei-Chun Shih ◽  
Víctor Rubio
Keyword(s):  
Individual Differences ◽  
High Performance ◽  
Selection Process ◽  
Vigilance Task ◽  
Air Traffic Controllers ◽  
Job Selection ◽  
Performance Deterioration ◽  
Short Test ◽  
Psychological Dimensions

Summary: Deterioration in performance associated with decreased ability to sustain attention may be found in long and tedious task sessions. The necessity for assessing a number of psychological dimensions in a single session often demands “short” tests capable of assessing individual differences in abilities such as vigilance and maintenance of high performance levels. In the present paper two tasks were selected as candidates for playing this role, the Abbreviated Vigilance Task (AVT) by Temple, Warm, Dember, LaGrange and Matthews (1996) and the Continuous Attention Test (CAT) by Tiplady (1992) . However, when applied to a sample of 829 candidates in a job-selection process for air-traffic controllers, neither of them showed discriminative capacity. In a second study, an extended version of the CAT was applied to a similar sample of 667 subjects, but also proved incapable of properly detecting individual differences. In short, at least in a selection context such as that studied here, neither of the tasks appeared appropriate for playing the role of a “short” test for discriminating individual differences in performance deterioration in sustained attention.

Investigating the Unified Motive Scales

2020 ◽  
pp. 1-5
Author(s):  
Martin Bettschart ◽  
Marcel Herrmann ◽  
Benjamin M. Wolf ◽  
Veronika Brandstätter
Keyword(s):  
Field Study ◽  
Predictive Validity ◽  
Selection Process ◽  
Police Department ◽  
Longitudinal Field ◽  
Explicit Motives ◽  
Achievement Motive

Abstract. Explicit motives are well-studied in the field of personality and motivation psychology. However, the statistical overlap of different explicit motive measures is only moderate. As a consequence, the Unified Motive Scales (UMS; Schönbrodt & Gerstenberg, 2012 ) were developed to improve the measurement of explicit motives. The present longitudinal field study examined the predictive validity of the UMS achievement motive subscale. Applicants of a police department ( n = 168, Mage = 25.11, 53 females and 115 males) completed the UMS and their performance in the selection process was assessed. As expected, UMS achievement predicted success in the selection process. The findings provide first evidence for the predictive validity of UMS achievement in an applied setting.

Microsurgery Fellowship Website and Social Media Presence: Are Programs Optimizing Recruitment Strategy?

2020 ◽  
Author(s):  
Andrew Atia ◽  
Hannah C. Langdell ◽  
Andrew Hollins ◽  
Ronnie L. Shammas ◽  
Adam Glener ◽  
...  
Keyword(s):  
Social Media ◽  
Plastic Surgery ◽  
San Francisco ◽  
Selection Process ◽  
Recruitment Strategy ◽  
Published Data ◽  
Social Media Presence ◽  
Eligibility Requirements ◽  
Program Description

Abstract Background Microsurgery fellowship applicants make decisions for future training based on information obtained from colleagues, mentors, and microsurgery fellowship program Websites (MFWs). In this study, we sought to evaluate the accessibility and quality of available information by microsurgery programs by analyzing the most commonly used web resources and social media outlets for applicants. Methods The San Francisco (SF) Match and American Society of Reconstructive Microsurgery Websites were queried in April 2020 for microsurgery fellowship programs (MFPs) participating in the SF Match. Twenty-two independent variables of information were assessed on MFWs based on previously published data. Social media presence was also assessed by querying Facebook, Instagram, and Twitter for official hospital, plastic surgery residency, and microsurgery fellowship accounts. Results All 24 MFWs participating in the SF Match had a webpage. Program description, faculty listing, operative volume, and eligibility requirements were listed for all programs (100%). The majority of MFWs listed affiliated hospitals (75%), provided a link to the fellowship application (66.7%), listed interview dates (66.7%), and highlighted research interests (50%). A minority of MFWs provided information on conference schedule (37.5%), current fellow listing (25%), previous fellow listing (16.67%), and positions held by previous fellows (8.33%). No MFWs (0%) presented information on selection process, or rotation schedule.All hospitals with an MFP had a Facebook page and nearly all had Instagram (83.3%) and Twitter accounts (95.8%). Plastic surgery residency programs at the same institution of an MFP had social media presence on Facebook (38.9%), Twitter (38.9%), and Instagram (66.7%). Only three MFPs had Facebook accounts (12.5%) and none had Instagram or Twitter accounts. Conclusion As the field of microsurgery continues to grow, the need for effective recruitment and training of microsurgeons continues to be essential. Overall, we conclude that both the accessibility and quality of information available to applicants are limited, which is a missed opportunity for recruitment.

DESIGN COMPUTER-BASED APPLICATION FOR RECRUITMENT AND SELECTION EMPLOYEE AT PT. INDONUSA TELEMEDIA

CCIT Journal ◽  
2011 ◽  
Vol 4 (2) ◽  
pp. 185-196
Author(s):  
Tri Pujadi
Keyword(s):  
Selection Process ◽  
Computer Based ◽  
Recruitment And Selection

This report contains about one of the applications that used by PT. Indonusa Telemedia. The function of this application to facilitate the recruitment and selection process of the company employee’s candidate. The process becomes more efficient because the application can organize the employee candidate data, interview status (proceed, hire, keep, and reject), and his comments based on the interview. The benefit for the company that uses this application is that they can increase their level of efficiency, such as in time and man labor. The level of efficiency can be increase because this application can sort the employee’s candidate data as the request of the department that request addition of employee and centralizing information in one application database.

Google Hangout with Annie Baker, Playwright 1/25/16, 2:33 PM

2016 ◽  
Vol 69 (4) ◽  
pp. 57-64
Author(s):  
Genevieve Yue
Keyword(s):  
New York ◽  
New England ◽  
Selection Process ◽  
Pulitzer Prize ◽  
Film Festival ◽  
The Past

Genevieve Yue interviews playwright Annie Baker, whose Pulitzer Prize–winning play The Flick focuses on the young employees of a single-screen New England movie house. Baker is one of the most critically lauded playwrights to emerge on the New York theater scene in the past ten years, in part due to her uncompromising commitment to experimentation and disruption. Baker intrinsically understands that arriving at something meaningful means taking a new way. Accordingly, Baker did not want to conduct a traditional interview for Film Quarterly. After running into each other at a New York Film Festival screening of Chantal Akerman's No Home Movie (2015)—both overwhelmed by the film—Yue and Baker agreed to begin their conversation by choosing a film neither of them had seen before and watching it together. The selection process itself led to a long discussion, which led to another, and then finally, to the Gmail hangout that forms the basis of the interview.

Selection by Publication in Economics

2005 ◽  
Vol 55 (3) ◽  
pp. 255-269 ◽  
Author(s):  
András Simonovits
Keyword(s):  
Selection Process ◽  
Professional Standards ◽  
Publication Process ◽  
Entry Costs ◽  
Scientific Papers ◽  
Financial Interests ◽  
Source Of Information

According to the dominant view, the quality of individual scientific papers can be evaluated by the standard of the journal in which they are published. This paper attempts to demonstrate the limits of this view in the field of economics. According to our main findings, a publication frequently serves as a signal of high professional standards rather than as a source of information; referees and editors frequently reject good papers and accept bad ones; citation indices only partially balance the distortions deriving from the selection process; there are essential “entry costs” to the publication process. Moreover, financial interests of publishers may contradict scientific interests. As long as leading economists do not give voice to their dissatisfaction, there is no hope for any reform of the selection process.

Students’ Management to Increase the Character and Achievement in MAN 2 Banjarnegara

2018 ◽  
Vol 2 ◽  
Author(s):  
Sidik Wibowo Akhmad
Keyword(s):  
Academic Achievement ◽  
Extracurricular Activities ◽  
Selection Process ◽  
Skill Test ◽  
Spare Time ◽  
New Students ◽  
Strong Motivation ◽  
Character Building ◽  
The Impact ◽  
Enrollment Process

The purpose of this study was to describe the students’ management in increasing the character and achievement in MAN 2 Banjarnegara including: (1) the enrollment process of new students, (2) guiding students through discipline, noble character building, academic and non-academic achievement, and (3) the impact of character building and the achievement for students MAN 2 Banjarnegara. This research implemented descriptive qualitative approach. The data collection techniques were in-depth interview, observation, and documentation study. The validity of the data used three criteria; namely credibility, dependability, and conformability. The findings of this study were: The first, the enrollment process of the new students was made a breakthrough during the registration of academic and non-academic achievement of scholarships, the selection process was conducted through the value of official learning reports, certificate of championship/achievement, academic potential test and non-academic, and also the skill test. For the students who passed the selection process were supposed to sign the achievement contract during the learning process at MAN 2 Banjarnegara. The second, the character building was done by the concept of habituation and activities program that were integrated in curricular and extracurricular activities. The third, students who joined the academic and non-academic achievement programs at MAN 2 Banjarnegara had strong motivation, spirit of competition to achieve higher achievement and more focus on self-development and they could anticipate the usage of spare time for positive things/activities.

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