Characterization of recruitment through tandem running in an Indian queenless ant
            Diacamma indicum

Tandem running is a primitive recruitment method employed by many ant genera. This study characterizes this behaviour during the recruitment of colony mates to a new nest in an Indian ant Diacamma indicum . Tandem leaders who have knowledge of the new nest lead a single follower at a time, to the destination by maintaining physical contact. In order to characterize tandem running, we captured and analysed 621 invitations, 217 paths and 226 termination events. Remarkably, not a single colony member was lost. While invitations were stereotypic in behaviour, termination was not. Analysis of speed revealed that the average transport speed was 4.2 cm s −1 . Coupled adult-brood transport was slower than other transports but was more efficient than individual trips. Comparing tandem running with other popular recruitment methods in ants allows us to postulate that even though tandem running is primitive it is probably just another means to achieve the same end.

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The Food, Feelings, and Family Study: comparison of the efficacy of traditional methods, social media, and broadcast email to recruit pregnant women to an observational, longitudinal nutrition study

BMC Pregnancy and Childbirth ◽

10.1186/s12884-021-03680-1 ◽

2021 ◽

Vol 21 (1) ◽

Author(s):

Rebecca Smith ◽

Crystal Alvarez ◽

Sylvia Crixell ◽

Michelle A. Lane

Keyword(s):

Social Media ◽

Pregnant Women ◽

Family Study ◽

Human Subjects ◽

Recruitment Method ◽

Traditional Methods ◽

Chi Square ◽

Recruitment Methods ◽

Health Care Intervention ◽

Time Investment

Abstract Background It is well known that recruitment is a challenging aspect of any study involving human subjects. This challenge is exacerbated when the population sought is reticent to participate in research as is the case with pregnant women and individuals with depression. This paper compares recruitment methods used for the Food, Feelings, and Family Study, an observational, longitudinal pilot study concerning how diet and bisphenol A exposure affect maternal mood and cognitive function during and after pregnancy. Methods Pregnant women were recruited to this study over a period of 15 months using traditional methods, social media including paid and unpaid posts, and emails broadcast to the university community. Contingency analysis using the Pearson’s Chi-square test was used to determine if recruitment method was associated with likelihood of participation. T-tests were used to analyze Facebook advertisement success. ANOVAs and Fisher exact tests were used to determine if recruitment method was related to continuous and categorical demographics, respectively. Results Social media resulted in the largest number of recruits, followed by traditional methods and broadcast email. Women recruited through social media were less likely to participate. In contrast, use of broadcast email resulted in a smaller pool of recruits but these recruits were more likely to be eligible for and complete the study. Most women recruited via social media were the result of unpaid posts to the study’s Facebook page. Paid posts lasting at least 4 days were the most successful. Recruitment method was not associated with participant demographics. Conclusions Social media has the potential to recruit a large pool of potential subjects; however, when studies require a large time investment such as the case here, women recruited through social media are less likely to participate and complete the study than women recruited through other means. Trial registration N/A. This study does not describe a health care intervention.

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Telephone Recruitment of a Random Stratified Youth Sample for a Physical Activity Study

Journal of Sport and Exercise Psychology ◽

10.1123/jsep.24.4.347 ◽

2002 ◽

Vol 24 (4) ◽

pp. 347-358 ◽

Cited By ~ 14

Author(s):

Susan C. Duncan ◽

Lisa A. Strycker ◽

Terry E. Duncan ◽

Nigel R. Chaumeton

Keyword(s):

Physical Activity ◽

Average Cost ◽

Computer Assisted ◽

Youth Health ◽

Recruitment Method ◽

Recruitment Methods ◽

Stratified Sample ◽

Health Related ◽

Large Representative ◽

Representative Samples

It is important that studies on youth health behavior obtain sufficiently large representative samples so that power is adequate and results are generalizable. However, few researchers have documented procedures and methods for recruitment of a random stratified youth sample for studies on health-related behavior, specifically physical activity. This study describes the recruitment methods used to attain a stratified sample of 360 target youth (boys and girls from 10-, 12-, and 14-year-old cohorts), and a parent of each child, representing families in 58 neighborhoods. A peer of each target youth was also invited to participate. Recruitment was conducted primarily by telephone, using computer-assisted telephone interviewing (CATI) software. Approximately 38% of calls resulted in person contact, of which about 98% of families did not qualify. Of those qualified, about 68% agreed to participate. The telephone recruitment was supplemented by door-to-door recruitment in selected neighborhoods. The average cost of recruitment was approximately $99 per family by telephone and $64 door to door. Advantages and limitations of the recruitment method are discussed.

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Factors Influencing Web-Based Survey Response for a Longitudinal Cohort of Young Women Born Between 1989 and 1995 (Preprint)

10.2196/preprints.11286 ◽

2018 ◽

Author(s):

Deborah Loxton ◽

Melissa L Harris ◽

Peta Forder ◽

Jennifer Powers ◽

Natalie Townsend ◽

...

Keyword(s):

Cohort Studies ◽

Young Women ◽

Survey Response ◽

Recruitment Strategy ◽

Baseline Survey ◽

Recruitment Method ◽

Web Based ◽

Recruitment Methods ◽

Explanatory Factors ◽

The Impact

BACKGROUND With health research practices shifting toward rapid recruitment of samples through the use of online approaches, little is known about the impact of these recruitment methods on continued participation in cohort studies. OBJECTIVE This study aimed to report on the retention of a cohort of young women who were recruited using an open recruitment strategy. METHODS Women from the 1989-95 cohort of the Australian Longitudinal Study on Women’s Health, recruited in 2012 and 2013 were followed up annually via Web-based surveys in 2014, 2015, and 2016. Prevalence ratios for survey response were calculated using log-binomial models with generalized estimating equations including demographic, health-related, and recruitment method characteristics examined as explanatory factors. RESULTS Of the 17,012 women who completed the baseline survey (Survey 1) in 2012 to 2013, approximately two-thirds completed Survey 2 (2014), and just over half completed Surveys 3 (2015) and 4 (2016). Women demonstrated transient patterns of responding with 38.21% (6501/17,012) of women completing all 4 surveys. Although retention of young women was associated with older age, higher education, higher self-rated health status, and low engagement with adverse health behaviors, the method of recruitment was a key determinant of study participation in the multivariate model. Although women were more likely to be recruited into the cohort via social media (eg, Facebook), retention over time was higher for women recruited through traditional media and referral approaches. CONCLUSIONS A balance must be obtained between achieving representativeness, achieving rapid cohort recruitment, and mitigating the pitfalls of attrition based on recruitment method in the new era of cohort studies, where traditional recruitment methods are no longer exclusively viable options.

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ANALISIS PEKERJAAN DAN PERENCANAAN SUMBER DAYA MANUSIA SERTA PENGARUHNYA TERHADAP METODE REKRUTMEN

Jurnal Bisnis Terapan ◽

10.24123/jbt.v3i02.2508 ◽

2019 ◽

Vol 3 (02) ◽

pp. 129-136

Author(s):

Novie P. Marhaeni

Keyword(s):

Job Analysis ◽

Resource Planning ◽

Literature Study ◽

Recruitment Process ◽

Recruitment Method ◽

Human Resource Planning ◽

Recruitment Methods ◽

High Dependency ◽

The Right ◽

A Company

Human resources and jobs are an inseparable unit in a company. Both go hand in handand have high dependency. Company management needs to do a job analysis along with human resource planning that will fill the formation or do the work. Therefore, job analysis and HR planning provide direction for management to determine the right method in the recruitment process. Thus, they can get the right people to fill the right position too. This article aims to examine and explain the effect of job analysis and HR planning on recruitment methods. With the literature study conducted, it was concluded that both the job analysis and HR planning variables have a significant influence on the recruitment method.

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The Effectiveness of E-Recruitment Method Through Social Media (Case Study at Pt Es Teh Tndonesia Makmur - West Java)

E3S Web of Conferences ◽

10.1051/e3sconf/202131705012 ◽

2021 ◽

Vol 317 ◽

pp. 05012

Author(s):

Jazimatul Husna ◽

Salsabila Sadiqin ◽

Yahya Muhaimin ◽

Fitriyana ◽

Roisatul Wahdiyah

Keyword(s):

Social Media ◽

Job Applicants ◽

Recruitment Process ◽

Recruitment Method ◽

Recruitment Methods ◽

The Media ◽

Recruitment System ◽

One Year ◽

The Impact

Several companies have reduced mass recovery efforts and in-person discussions for the Covid-19 pandemic password, one of which is PT Es Teh Indonesia Makmur. This study aims to: (1) Know the media for posting jobs and the application of the recruitment process through social media, including the stages and qualifications and competencies required at PT Es Teh Indonesia Makmur (2) Knowing the effectiveness of recruitment methods through social media to reduce the impact of the Covid-19 pandemic era and explains the comparison of the E-Recruitment method with the offline recruitment method at PT Es Teh Indonesia Makmur. The effectiveness of the Recruitment Method through social media by studying library data and observations shows that the electronic recruitment system for the workforce is suitable to be used to facilitate and improve human resource management in the Covid-19 Pandemic era. An increase in competent job applicants supports this, and PT Es Teh Indonesia Makmur is known to all circles to open job vacancies for more than 150 outlets in less than one year.

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Engaging citizens in sustainability research: comparing survey recruitment and responses between Facebook, Twitter and qualtrics

British Food Journal ◽

10.1108/bfj-06-2020-0498 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Gemma Bridge ◽

Beth Armstrong ◽

Christian Reynolds ◽

Changqiong Wang ◽

Ximena Schmidt ◽

...

Keyword(s):

Food Safety ◽

Animal Welfare ◽

Citizen Science ◽

Carbon Footprint ◽

Online Survey ◽

Energy Content ◽

Recruitment Method ◽

Content Type ◽

Recruitment Methods ◽

The Impact

PurposeThe study aims to compare survey recruitment rates between Facebook, Twitter and Qualtrics and to assess the impact of recruitment method on estimates of energy content, food safety, carbon footprint and animal welfare across 29 foods.Design/methodology/approachTwo versions of an online survey were developed on the citizen science platform, Zooniverse. The surveys explored citizen estimations of energy density (kcal) or carbon footprint (Co2) and food safety or animal welfare of 29 commonly eaten foods. Survey recruitment was conducted via paid promotions on Twitter and Facebook and via paid respondent invites on Qualtrics. The study included approximately 500 participants (Facebook, N˜11 (ratings 358), Twitter, N˜85 (ratings 2,184), Qualtrics, N = 398 (ratings 11,910)). Kruskal–Wallis and Chi-square analyses compared citizen estimations with validated values and assessed the impact of the variables on estimations.FindingsCitizens were unable to accurately estimate carbon footprint and energy content, with most citizens overestimating values. Citizen estimates were most accurate for meat products. Qualtrics was the most successful recruitment method for the online survey. Citizen estimates between platforms were significantly different, suggesting that Facebook and Twitter may not be suitable recruitment methods for citizen online surveys.Practical implicationsQualtrics was the favourable platform for survey recruitment. However, estimates across all recruitment platforms were poor. As paid recruitment methods such as Qualtrics are costly, the authors recommend continued examination of the social media environment to develop appropriate, affordable and timely online recruitment strategies for citizen science.Originality/valueThe findings indicate that citizens are unable to accurately estimate the carbon footprint and energy content of foods suggesting a focus on consumer education is needed to enable consumers to move towards more sustainable and healthy diets. Essential if we are to meet the 2030 Sustainable Development Goals of zero hunger, good health and wellbeing and responsible consumption and production. The study highlights the utility of Zooniverse for assessing citizen estimates of carbon footprint, energy content, animal welfare and safety of foods.

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Recruitment methods in a clinical trial of provoked vulvodynia: Predictors of enrollment

Clinical Trials ◽

10.1177/1740774516663461 ◽

2016 ◽

Vol 14 (1) ◽

pp. 103-108 ◽

Cited By ~ 4

Author(s):

Candi C Bachour ◽

Gloria A Bachmann ◽

David C Foster ◽

Jim Y Wan ◽

Leslie A Rawlinson ◽

...

Keyword(s):

Clinical Trial ◽

Educational Level ◽

Employment Status ◽

White Women ◽

Menopausal Status ◽

Community Outreach ◽

Relationship Status ◽

Recruitment Method ◽

Recruitment Methods ◽

Successful Recruitment

Background: Successful recruitment in clinical trials for chronic pain conditions is challenging, especially in women with provoked vulvodynia due to reluctance in discussing pain associated with sexual intercourse. The most successful recruitment methods and the characteristics of women reached with these methods are unknown. Objective: To compare the effectiveness and efficiency of four recruitment methods and to determine socioeconomic predictors for successful enrollment in a National Institutes of Health–sponsored multicenter clinical trial evaluating a gabapentin intervention in women with provoked vulvodynia. Methods: Recruitment methods utilized mass mailing, media, clinician referrals and community outreach. Effectiveness (number of participants enrolled) and efficiency (proportion screened who enrolled) were determined. Socioeconomic variables including race, educational level, annual household income, relationship status, age, menopausal status and employment status were also evaluated regarding which recruitment strategies were best at targeting specific cohorts. Results: Of 868 potential study participants, 219 were enrolled. The most effective recruitment method in enrolling participants was mass mailing ( p < 0.001). There were no statistically significant differences in efficiency between recruitment methods ( p = 0.11). Relative to clinician referral, black women were 13 times as likely to be enrolled through mass mailing (adjusted odds ratio 12.5, 95% confidence interval, 3.6–43.1) as white women. There were no differences in enrollment according to educational level, annual income, relationship status, age, menopausal status, or employment status and recruitment method. Conclusion: In this clinical trial, mass mailing was the most effective recruitment method. Race of participants enrolled in a provoked vulvodynia trial was related to the recruitment method.

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ANALISIS PELAKSANAAN REKRUTMEN DAN SELEKSI CALON KARYAWAN BARU DI RSIA KENDANGSARI MERR SURABAYA

Medical Technology and Public Health Journal ◽

10.33086/mtphj.v3i2.690 ◽

2019 ◽

Vol 3 (2) ◽

pp. 107-119

Author(s):

Anis Fitri Aulia

Keyword(s):

Career Development ◽

Qualitative Data ◽

Selection Process ◽

Employee Performance ◽

Secondary Data ◽

Primary Data ◽

Recruitment Method ◽

Recruitment Methods ◽

Recruitment And Selection ◽

Selection Of

Recruitment and selection are the most important part in the formation of quality human resources. The effectiveness of recruitment and selection will determine the success of employee performance in the future. The aim of this study was to learn the implementation of recruitment and selection of prospective employees at RSIA Kendangsari Merr Surabaya. The method of this study is observational by using qualitative data in the form of primary data and secondary data. The results of this study found that the recruitment method in RSIA Kendangsari Merr consists of promotion, rotation, job posting, advertising, websites, employee recommendations, labor department, labor placement agencies, and job training programs. While the selection process in RSIA Kendangsari Merr consists of administrative selection, written tests, interview tests, psychological tests, credentials, health checks, and work agreements for a 3-month trial period. The conclusion of this study that all recruitment methods in RSIA Kendangsari Merr Surabaya are in accordance with the internal and external methods of recruitment methods, and the selection process is in accordance with the rules of the selection stages. Recommendation for RSIA Kendangsari Merr is to provide additional recruitment method, it is job bidding. Job bidding can be applied at RSIA Kendangsari Merr Surabaya by offering job positions to employees who are competent with career development to meet certain specifications required. Besides being beneficial for motivation and career development of HR, it also minimizes the costs of recruitment and selection sourced from external organizations.

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Preparation and Characterization of SnO2/Ag Hollow Microsphere via a Convenient Hydrothermal Route

Journal of Nanoscience and Nanotechnology ◽

10.1166/jnn.2016.10878 ◽

2016 ◽

Vol 16 (4) ◽

pp. 4115-4119 ◽

Cited By ~ 2

Author(s):

Xiuqing Qiao ◽

Fuchao Hu ◽

Dongfang Hou ◽

Dongsheng Li

Keyword(s):

Hydrothermal Synthesis ◽

Ag Nanoparticles ◽

Photocatalytic Performance ◽

Raw Materials ◽

Synthesis Method ◽

Hollow Microsphere ◽

Physical Contact ◽

Hydrothermal Route ◽

One Step

SnO2/Ag hollow microsphere, assembled form SnO2 and Ag nanoparticles, was synthesized via a facile one-step hydrothermal synthesis method using Na2SnO3.3H2O, CO(NH2)2 and AgNO3 as raw materials. XRD, SEM, and TEM results revealed that the obtained SnO2/Ag hollow microsphere with diameters of ca.3∼5 μm was built from uniformly distributed rutile SnO2 and cubic Ag nanoparticles. Moreover, XPS results indicate the existence of strong interaction between Ag and SnO2 nanoparticles, rather than simply physical contact, endowing the SnO2/Ag hollow microspheres with excellent photocatalytic performance in the degradation of RhB solution under visible light irradiation.

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Problem gambling severity and involvement in a self-help treatment: Comparison of problem gamblers based on recruitment method

Journal of Gambling Issues ◽

10.4309/jgi.2018.38.5 ◽

2018 ◽

Author(s):

Catherine Boudreault ◽

Isabelle Giroux

Keyword(s):

Problem Gambling ◽

Psychological Treatment ◽

Severity Index ◽

Treatment Manual ◽

Recruitment Method ◽

Consultation Rate ◽

Recruitment Methods ◽

Problem Gamblers ◽

Treatment Comparison ◽

Gambling Severity

A better understanding of the repercussions of the means used to recommend psychological treatment could help to mitigate the low consultation rate among gamblers. This study compares the severity of the gambling problems as measured by the Problem Gambling Severity Index (PGSI) and engagement in self-adminstered treatment by problem gamblers, based on their recruitment method (advertisements vs. volunteer bank). In total, 27 gamblers were recruited by advertisements, and 31 came from a bank of volunteers, to participate in studies on gambling. All the participants took part in self-administered treatment, including a self-treatment manual and motivational telephone conversations. The results suggested that the gamblers recruited by the advertisements presented, at the time of recruitment, a significantly higher PGSI score than those recruited instead through the volunteer bank. Furthermore, the number of phases of the self-treatment manual completed, and the proportion of individuals who gave up treatment after a period of 11 weeks, did not differ significantly between the two groups. The results suggest that using different recruitment methods could work to reach those gamblers who do not actively seek help, and that this use of different methods will not affect their engagement in the treatment.RésuméUne meilleure compréhension des répercussions des moyens employés pour proposer les traitements psychologiques pourrait contribuer à pallier les faibles taux de consultation chez les joueurs. La présente étude compare la gravité des problèmes de jeu mesurée par l’Indice de gravité du jeu problématique (IGJP) et l’implication dans un traitement auto-administré chez les joueurs problématiques selon leur mode de recrutement (annonces publicitaires c. banque de volontaires). Au total, 27 joueurs sont recrutés par annonces publicitaires et 31 joueurs proviennent d’une banque de personnes volontaires à participer à des études sur les jeux de hasard et d’argent. Tous les participants prennent part à un traitement auto-administré incluant un manuel d’auto-traitement et des entretiens téléphoniques de type motivationnel. Les résultats indiquent que les joueurs recrutés par annonces publicitaires présentent, au moment de leur recrutement, un score à l’IGJP significativement plus élevé que ceux recrutés par la banque de volontaires. De plus, le nombre de phases du manuel d’auto-traitement complétées et la proportion d’individus abandonnant le traitement après une période de 11 semaines ne diffère pas significativement entre les deux groupes. Les résultats suggèrent que le recours à différentes méthodes de recrutement puisse aider à rejoindre des joueurs ne recherchant pas activement d’aide et que ceci n’affecte pas l’implication dans le traitement.

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