scholarly journals Effectiveness of social media (Facebook), targeted mailing, and in-person solicitation for the recruitment of young adult in a diabetes self-management clinical trial

2020 ◽  
Vol 17 (6) ◽  
pp. 664-674
Author(s):  
Sarah-Jeanne Salvy ◽  
Kristine Carandang ◽  
Cheryl LP Vigen ◽  
Alyssa Concha-Chavez ◽  
Paola A Sequeira ◽  
...  
Keyword(s):  
Clinical Trial ◽  
Social Media ◽  
Young Adults ◽  
Cost Effective ◽  
Target Population ◽  
Recruitment Strategy ◽  
Self Management ◽  
Recruitment Strategies ◽  
Intervention Adherence ◽  
And Gender

Background/Aims Research is needed to identify promising recruitment strategies to reach and engage diverse young adults in diabetes clinical research. The aim of this study was to examine the relative strengths and weaknesses of three recruitment strategies used in a diabetes self-management clinical trial: social media advertising (Facebook), targeted mailing, and in-person solicitation of clinic patients. Methods Strategies were compared in terms of (1) cost-effectiveness (i.e. cost of recruitment/number of enrolled participants), (2) ability to yield participants who would not otherwise be reached by alternative strategies, and (3) likelihood of participants recruited through each strategy to adhere to study procedures. We further explored the appeal (overall and among age and gender subgroups) of social media advertisement features. Results In-person recruitment of clinic patients was overall the most cost-effective strategy. However, differences in demographic, clinical, and psychosocial characteristics of participants recruited via different strategies suggest that the combination of these approaches yielded a more diverse sample than would any one strategy alone. Once successfully enrolled, there was no difference in study completion and intervention adherence between individuals recruited by the three recruitment strategies. Conclusions Ultimately, the utility of a recruitment strategy is defined by its ability to effectively attract people representative of the target population who are willing to enroll in and complete the study. Leveraging a variety of recruitment strategies appears to produce a more representative sample of young adults, including those who are less engaged in diabetes care.

Factor Analysis among the variables relating to purpose of using social media websites and nonacceptance of social media in recruitment

2020 ◽  
pp. 245-248
Keyword(s):  
Social Media ◽  
Factor Analysis ◽  
Social Science Research ◽  
Cost Effective ◽  
Science Research ◽  
Recruitment Strategies ◽  
Job Seeking ◽  
Hiring Process ◽  
To Come ◽  
New Strategies

In the era of Globalization, advancement of technology and stiff competition, particularly, in the I.T. Industry, companies have to adopt new H.R. strategies and practices so as to constantly evolve and grow. In this context, existing recruitment strategies have to be replaced by new strategies. Many companies are now extensively depending on the internet to connect to larger audiences globally. Organizations are in a position to attract profiles, resumes from potential candidates by announcing their vacancies on their own websites. E-recruitment is evoking interest among the companies typically over the last few years. The spread of information technology and growth of Internet has paved way for companies willing to hunt for talent on the job seeking websites. In the years to come, social networking will soon be an indispensable part of the hiring process. It is cost effective, does not require setting up an office and forms an effective tool for recruiters. The main purpose of this study was to understand the application of factor analysis in social science research and to reduce a large number of variables into manageable smaller factors for further analysis of the employers’ perception on social media recruitment with reference to the I.T. Sector in Bangalore.

Using Social Media to Increase the Recruitment of Clinical Research Participants

2018 ◽  
pp. 7181-7189
Author(s):  
Saliha Akhtar
Keyword(s):  
Clinical Trial ◽  
Social Media ◽  
Clinical Trials ◽  
Clinical Research ◽  
Recruitment Strategies ◽  
Primary Role ◽  
Trial Recruitment ◽  
Recruitment Methods ◽  
Pros And Cons ◽  
Clinical Trial Recruitment

Research has shown that clinical research continues to have difficulty recruiting participants. This problem is expected to increase as the number of clinical trials increases and as there continues to be more focus on complex diseases and treatments. Researchers have typically relied on traditional recruitment methods to recruit participants, which revolve around the physicians and their support staff having the primary role to locate and recruit these participants. However, with individuals using online platforms such as social media to retrieve information, this creates an opportunity for research site personnel to use it as a way to relay information on clinical trial opportunities. Studies that have used social media as a way to recruit participants are discussed. Furthermore, pros and cons of social media for recruitment, along with recommendations that future researchers should consider when deciding whether to implement this type of strategy in their clinical trials will be shared. In general, clinical trial recruitment strategies need to shift to an approach that is not only more targeted, but also has a larger reach. By evaluating the success of studies that have used social recruitment strategies so far, it is evident that future researchers can also achieve recruitment success through social media. Moreover, social media could be a promising new avenue for clinical trial recruitment that allows for a more positive experience for both investigative site personnel and potential participants.

scholarly journals Social Media Chatbot for Increasing Physical Activity: Usability Study

2021 ◽  
Author(s):  
Dillys Larbi ◽  
Elia Gabarron ◽  
Kerstin Denecke
Keyword(s):  
Physical Activity ◽  
Clinical Trial ◽  
Social Media ◽  
Large Population ◽  
Physical Activity Promotion ◽  
Cost Effective ◽  
Usability Study ◽  
Self Help ◽  
Activity Promotion

Fully automated self-help interventions integrated with social media chatbots could serve as highly cost-effective physical activity promotion tools for a large population. We have developed MYA, a Telegram-based chatbot for increasing physical activity. The objective of this study was to assess the usability of MYA. To identify usability issues, we recruited volunteers and asked them to interact with MYA and to answer the Chatbot Usability Questionnaire. Thirty volunteers participated in the study, 83.3% agreed MYA was welcoming during initial setup and 63.3% agreed MYA was very easy to use. MYA was perceived as realistic and engaging, easy to navigate, and its responses were useful, appropriate, and informative (all 53.3%). However, 63.3% of respondents agreed MYA failed to recognize most of their inputs, and 43.3% claimed it would be easy to get confused when using MYA. Although the results are encouraging, it remains unclear if a social media chatbot can motivate people to increase their physical activity. MYA has the potential to do that, with improvements in functionalities like challenge personalization. The efficacy of these approaches should be studied in a clinical trial.

Using Social Media to Increase the Recruitment of Clinical Research Participants

2019 ◽  
pp. 587-597
Author(s):  
Saliha Akhtar
Keyword(s):  
Clinical Trial ◽  
Social Media ◽  
Clinical Trials ◽  
Clinical Research ◽  
Recruitment Strategies ◽  
Primary Role ◽  
Trial Recruitment ◽  
Recruitment Methods ◽  
Pros And Cons ◽  
Clinical Trial Recruitment

Research has shown that clinical research continues to have difficulty recruiting participants. This problem is expected to increase as the number of clinical trials increases and as there continues to be more focus on complex diseases and treatments. Researchers have typically relied on traditional recruitment methods to recruit participants, which revolve around the physicians and their support staff having the primary role to locate and recruit these participants. However, with individuals using online platforms such as social media to retrieve information, this creates an opportunity for research site personnel to use it as a way to relay information on clinical trial opportunities. Studies that have used social media as a way to recruit participants are discussed. Furthermore, pros and cons of social media for recruitment, along with recommendations that future researchers should consider when deciding whether to implement this type of strategy in their clinical trials will be shared. In general, clinical trial recruitment strategies need to shift to an approach that is not only more targeted, but also has a larger reach. By evaluating the success of studies that have used social recruitment strategies so far, it is evident that future researchers can also achieve recruitment success through social media. Moreover, social media could be a promising new avenue for clinical trial recruitment that allows for a more positive experience for both investigative site personnel and potential participants.

Attracting the Right Employees?

2018 ◽  
pp. 194-220
Author(s):  
Anthony Lewis ◽  
Brychan Celfyn Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Recruitment Strategies ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This chapter investigates effects and issues associated with social media and recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting the right employees for enterprises from a multi stakeholder perspective. Human resources management professionals have been using different methods of social media in their recruitment strategies with varying degrees of success. By examining social media and its effect, this can support the development of a more effective human resources recruitment strategy. Additionally, increased communication channels might enable the development of a more positive internal enterprise culture. The study was conducted using both primary and secondary data. Professionals, recruiters, and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This chapter provides a framework that can be used by enterprises in order to create their own social media recruitment cycle.

Hiring the Best Job Applicants?

2021 ◽  
pp. 1700-1719
Author(s):  
Anthony Lewis ◽  
Brychan Celfyn Thomas
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Focus Groups ◽  
Job Applicants ◽  
Recruitment Strategy ◽  
Recruitment Strategies ◽  
Hr Management ◽  
Professional Perspective ◽  
Online Recruitment ◽  
Management Professionals

Human resources (HR) management professionals have been using different methods of social media (SM) in their recruitment strategies with varying degrees of success. Through examining SM and its effect, this can support the development of a more effective HR recruitment strategy. This research investigates effects and issues associated with SM and recruitment and whether SM is effective as an innovative e-entrepreneurship method of hiring the best job applicants for enterprises. Professionals, recruiters, and employees were questioned on their views of SM from a personal and professional perspective through a variety of methods including focus groups and questionnaires. It is argued that the advantages of using SM for online recruitment include increased efficiency and convenience for both potential employees and enterprises, whereas where the systems are not designed correctly, it can create increased difficulties for the enterprises in communicating with potential employees. A framework is provided that can be used by enterprises in order to create their own SM recruitment cycle.

Hiring the Best Job Applicants?

2020 ◽  
Vol 2 (2) ◽  
pp. 19-37
Author(s):  
Anthony Lewis ◽  
Brychan Celfyn Thomas
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Focus Groups ◽  
Job Applicants ◽  
Recruitment Strategy ◽  
Recruitment Strategies ◽  
Hr Management ◽  
Professional Perspective ◽  
Online Recruitment ◽  
Management Professionals

Human resources (HR) management professionals have been using different methods of social media (SM) in their recruitment strategies with varying degrees of success. Through examining SM and its effect, this can support the development of a more effective HR recruitment strategy. This research investigates effects and issues associated with SM and recruitment and whether SM is effective as an innovative e-entrepreneurship method of hiring the best job applicants for enterprises. Professionals, recruiters, and employees were questioned on their views of SM from a personal and professional perspective through a variety of methods including focus groups and questionnaires. It is argued that the advantages of using SM for online recruitment include increased efficiency and convenience for both potential employees and enterprises, whereas where the systems are not designed correctly, it can create increased difficulties for the enterprises in communicating with potential employees. A framework is provided that can be used by enterprises in order to create their own SM recruitment cycle.

Attracting the Right Employees?

2021 ◽  
pp. 892-918
Author(s):  
Anthony Lewis ◽  
Brychan Celfyn Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Recruitment Strategies ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This chapter investigates effects and issues associated with social media and recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting the right employees for enterprises from a multi stakeholder perspective. Human resources management professionals have been using different methods of social media in their recruitment strategies with varying degrees of success. By examining social media and its effect, this can support the development of a more effective human resources recruitment strategy. Additionally, increased communication channels might enable the development of a more positive internal enterprise culture. The study was conducted using both primary and secondary data. Professionals, recruiters, and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This chapter provides a framework that can be used by enterprises in order to create their own social media recruitment cycle.

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