scholarly journals Comparative Affect of Candidates’ Physical Attractiveness between Resume Screening and Interview Process Outcomes. Empirical Research for Greece

2019 ◽  
Vol 9 (3) ◽  
pp. 230
Author(s):  
Andreas Dimopoulos
Keyword(s):  
Empirical Research ◽  
Physical Attractiveness ◽  
Selection Process ◽  
Relative Impact ◽  
Hiring Decisions ◽  
Second Stage ◽  
Interview Process ◽  
Process Outcomes ◽  
The Right ◽  
The Impact

Many factors can affect recruiters, personnel managers or employers during employee selection process such as degrees and other typical qualifications of candidates the possess of the right transferable skills, the knowledge of job market, their working experience, the combination of personal attributes, self presentation skills, personality. Apart of them and many others factors, there is a consensus in a large extent, that candidates’ physical attractiveness can affect recruiters’ decisions during employment selection process, both in first stage of screening their curriculums’ vitae, as well as in the second stage which is the interview hiring process. This study aims to search the role of employee candidates’ physical attractiveness and its comparative impact between first stage of screening applicants according to their resumes and second stage of hiring decisions during employment interview. For this purpose, an empirical research has been conducted in order to explore the importance and relative impact of candidates’ physical attractiveness in decisions and selection process outcomes. In particular we asked two hundred and sixty recruiters’, personnel managers’ and employers in Greece about the impact of candidates’ physical attractiveness might have in their recruiting and hiring decisions. Results show that physical attractiveness influence recruiters decisions and affect selection outcomes in both selection stages. The impact is higher and statistically more significant in interview process. Physical attractiveness also compared to resume quality in order to explore relative impact among these factors. Results show a greater influence of resume quality than physical attractiveness.

scholarly journals Applicant’s Self Confidence Influence in Employment Interview Process According to Recruiters Perceptions. An Exploratory Study in Greece

2020 ◽  
Vol 10 (2) ◽  
pp. 82
Author(s):  
Andreas Dimopoulos
Keyword(s):  
Significant Influence ◽  
Job Search ◽  
Selection Process ◽  
Self Esteem ◽  
Employment Interview ◽  
Relative Impact ◽  
Hiring Decisions ◽  
Interview Process ◽  
Self Confidence ◽  
The Impact

Self confidence, self esteem and self efficacy are widely common terms in job search effectiveness according to literature. There is a consensus in a large extent that candidates’ self confidence during interview process has significant influence and affects recruiters’ decisions and respectively hiring results. This study aims to search the significance of employee candidates’ self confidence and its relative impact in recruiters, employers, hiring decisions during employment interview. For this purpose, an empirical research has been conducted in order to explore the importance and relative impact of candidates’ self-confidence in a sample of two hundred and sixty recruiters’, personnel managers’ and employers in Greece about the impact of candidates’ self confidence, might have in their hiring decisions, during interview selection process. The significance of candidates self confidence was measured according to three specific dimensions of the recruiters decisions, which were in particular, the possibility of hiring them, the possibility of consider them as suitable for the position they applied for, and thirdly for the possibility of giving them a chance for a second interview. The three measures were analysed each one individually, and then unified in one, with the term hireability- sellectability. The new index has been tested for cronbach’s alpha measure of reliability, taking high acceptant value. Results show that employee candidates’ self confidence has significant influence and affect recruiters’ decisions and selection outcomes regarding this index. There is also significant impact of candidate’s self confidence, in all three of interviewers’ decisions options as in particular, to hire the candidates, to consider them suitable for the position and to invite them in a second interview.

scholarly journals Geometry of the pulmonary arteries before the Fontan operation: can we influence it during the Norwood procedure?

2020 ◽  
Vol 57 (6) ◽  
pp. 1098-1104
Author(s):  
Katarzyna Januszewska ◽  
Pawel Nawrocki ◽  
Anja Lehner ◽  
Julia Stegger ◽  
Felix Kleinerueschkamp ◽  
...  
Keyword(s):  
Hypoplastic Left Heart Syndrome ◽  
Fontan Operation ◽  
Pulmonary Arteries ◽  
Norwood Procedure ◽  
Left Heart ◽  
Hypoplastic Left Heart ◽  
Second Stage ◽  
The Right ◽  
Left Heart Syndrome ◽  
The Impact

Abstract OBJECTIVES The right ventricle-to-pulmonary artery (RV-PA) shunt provides stable haemodynamics after the Norwood procedure but can influence development of the central pulmonary arteries (PAs). The goal of this study was to analyse the geometry of the central PAs in children with hypoplastic left heart syndrome before the Fontan operation with respect to the RV-PA shunt site and the type of the second-stage operation. METHODS A total of 161 children with hypoplastic left heart syndrome, median age 2.7 (range 1.3–9.8) years and median weight 12.7 (range 7.6–26.1) kg, underwent the Fontan operation after having had the Norwood procedure with an RV-PA shunt. The patients were divided into 2 groups: left-sided RV-PA (L-RV-PA) (n = 129) with the shunt on the left and right-sided RV-PA (n = 32) with the shunt on the right side of the neoaorta. Angiographic data obtained before the Fontan and all cardiac catheterization interventions were analysed retrospectively. RESULTS Between the second and third stages, as well as directly before the Fontan operation, the L-RV-PA group required more PA catheter interventions (P = 0.001 and P = 0.03). In this group, the minimal left PA diameter was smaller than that in the R-RV-PA group (P = 0.021). Leaving the shunt open until the Fontan operation increased the rate of PA interventions in the L-RV-PA group (P = 0.001), but there is no evidence of the impact on the development of the left PAs (P = 0.075). There is also no evidence that the type of the second-stage procedure influences the intervention rate before the Fontan procedure (P = 0.14). CONCLUSIONS Children who have the L-RV-PA shunt require more PA catheter interventions. The right-sided RV-PA shunt and the subsequent Glenn anastomosis in the place of the shunt are associated with distortion-free and more symmetrical development of the central PAs.

scholarly journals The Role of Relational Capital in Anti-Crisis Measures Undertaken by Companies—Conclusions from a Case Study

2021 ◽  
Vol 13 (2) ◽  
pp. 780
Author(s):  
Anna Walecka
Keyword(s):  
Empirical Research ◽  
Central Europe ◽  
Relational Capital ◽  
External Stakeholders ◽  
The Right ◽  
High Level ◽  
The Impact ◽  
A Company

The aim of this article was to present the results of empirical research conducted in enterprises of all sizes operating in Poland and Central Europe. The study focused on the impact of relational capital on the prevention of and intervention in the event of a crisis in a company. The author assumes that there is a link between a company’s relational capital and its susceptibility to crisis phenomena. The research carried out allowed different conclusions to be drawn. It turns out that the studied companies were characterized by a high level of relational capital. Their internal relational capital—particularly the relations between employees and company owners—was especially important to them. Relations of the surveyed companies with external stakeholders were also important. In response to the question about the role of relational capital in anti-crisis measures undertaken by companies, it appears that the relational capital of the companies surveyed allowed them, in their opinion, to avoid many crisis situations. Thanks to the right attitudes of the surveyed companies’ stakeholders, they have often managed to avoid crises. This situation also applies to the recent crisis caused by COVID-19.

Optimization of the Selection Process of Galvanic Coatings

2015 ◽  
Vol 712 ◽  
pp. 87-92
Author(s):  
Robert Ulewicz
Keyword(s):  
Objective Function ◽  
Selection Process ◽  
Production Costs ◽  
Customer Requirements ◽  
Specific Service ◽  
Service Conditions ◽  
The Right ◽  
The Impact ◽  
Selection Of

Processes of electrolytic application of metals are used in order to obtain pure coatings, single - or multilayer. Appropriate selection and proper execution contribute to the improvement of product quality, which affects its proper and long functioning. Production costs are not necessarily high. They depend mainly on the proper selection of the coating. The article presents the results of the use of generalized objective function for selection of galvanic coating on metal parts. There were used following criteria in order to characterize the quality (usability): corrosion resistance, mechanical properties, physical properties, gloss, roughness, and economical criteria. Presented method of determining the objective function can be used to choose the optimal coatings for specific service conditions or customer requirements. Presented method of determining the objective function in the design process of the surface layer makes it possible to assess the impact of various factors on the quality of the product and thus gives a chance to make the right choice.

scholarly journals Affect and its Assessment in Personnel Selection

2018 ◽  
Vol 3 (4) ◽  
pp. 316-319
Author(s):  
Nishi Misra ◽  
Apoorva Ghanekar ◽  
Arunima Gupta
Keyword(s):  
Personnel Selection ◽  
Word Association ◽  
Selection Process ◽  
Negative Affectivity ◽  
Lexical Resources ◽  
Positive Feeling ◽  
Organisational Effectiveness ◽  
Valence Control ◽  
The Right ◽  
The Impact

A sizable amount of literature supports the impact of positive and negative affectivity on organisational effectiveness. Higher positive affectivity is associated with experiencing a preponderance of positive feeling states, while higher levels of negative affectivity are associated with negative feelings. Right person for the right job can be selected if employers consider these emotional dispositions during the selection process. The present study was undertaken with aims to develop a Word Association Test with objective scoring system for assessment of positive and negative affect. A comprehensive list of 120 negative, positive, and neutral words each was prepared after consulting affective lexical resources. Ratings were taken from five SMEs on valence, control and intensity of each word. Two lists of 60 words each were prepared for data collection on 410 male subjects aged 16-18 years. Unanswered or incomprehensible words were deleted, and 45 words were retained. Responses were categorised into positive, negative, neutral categories, and computation of the total number of positive, negative and neutral responses was carried out and objective scoring scheme was prepared. Inter-rater reliability was found to range between 0.46 to 0.85. The concurrent validity was determined against PANAS (-0.273**), and E and N scales of NEO-PI-R (0.20**)

scholarly journals Probability of Winning the Tender When Proposing Using BIM Strategy: A Case Study in Saudi Arabia

Buildings ◽  
2021 ◽  
Vol 11 (7) ◽  
pp. 306
Author(s):  
Mahmoud Majzoub ◽  
Ahmed Eweda
Keyword(s):  
Construction Projects ◽  
Selection Process ◽  
Probability Model ◽  
Relative Weight ◽  
Selection Criterion ◽  
Information Modeling ◽  
Winning Probability ◽  
The Right ◽  
The Impact

The procurement process is one of the most important phases in any project life cycle, particularly when it comes to selecting the right contractor for the job. Awarding the contract to the best bid proposal is a critical step to ensure the greatest value. BIM has been recognized as not only a geometric modelling of buildings, but also, it facilitates the different stages in management of construction projects. The purpose of this paper is to study the impact of using Building Information Modeling (BIM) in the tendering process from the contractor’s perspective, based on a probability model able to predict winning probability, regardless of relative weight. The main objective of this research is to measure the likelihood of winning a tender in the case of implementing BIM strategy, compared with contractors who do not use BIM. The research uses a literature review, surveys, and interviews with experts to develop a model that predicts the probability of winning a contract; this is determined by measuring the BIM impact on each selection criterion in a multicriteria selection process using the Analytical Hierarchy Process (AHP) to develop a probability-based model. The results of the survey and the interview show that BIM strategy has a variant influence on the score the contractor could have on each of them raising the probability of winning the tender. The main result of this paper is the property-based model, which is able to predict BIM winning probability regardless of relative weight, which can be applied in any country. Nonetheless, the Saudi case study shows that utilizing BIM when proposing could increase the winning probability by up to 9.42% in the case of Quality-Based Selection (QBS), and to 5.5% in the case of Cost-Based Selection (CBS).

Emotional Reactivity to Visual Content as Revealed by ERP Component Clustering

2015 ◽  
Vol 29 (4) ◽  
pp. 135-146 ◽  
Author(s):  
Miroslaw Wyczesany ◽  
Szczepan J. Grzybowski ◽  
Jan Kaiser
Keyword(s):  
Emotional Reactivity ◽  
Brain Activity ◽  
Affective State ◽  
Occipital Lobe ◽  
Stimulus Onset ◽  
Emotional States ◽  
Neural Basis ◽  
Temporoparietal Junction ◽  
The Right ◽  
The Impact

Abstract. In the study, the neural basis of emotional reactivity was investigated. Reactivity was operationalized as the impact of emotional pictures on the self-reported ongoing affective state. It was used to divide the subjects into high- and low-responders groups. Independent sources of brain activity were identified, localized with the DIPFIT method, and clustered across subjects to analyse the visual evoked potentials to affective pictures. Four of the identified clusters revealed effects of reactivity. The earliest two started about 120 ms from the stimulus onset and were located in the occipital lobe and the right temporoparietal junction. Another two with a latency of 200 ms were found in the orbitofrontal and the right dorsolateral cortices. Additionally, differences in pre-stimulus alpha level over the visual cortex were observed between the groups. The attentional modulation of perceptual processes is proposed as an early source of emotional reactivity, which forms an automatic mechanism of affective control. The role of top-down processes in affective appraisal and, finally, the experience of ongoing emotional states is also discussed.

The Impact of Visual Feedback Type on the Mastery of Visuo-Motor Transformations

2012 ◽  
Vol 220 (1) ◽  
pp. 3-9 ◽  
Author(s):  
Sandra Sülzenbrück
Keyword(s):  
Empirical Research ◽  
Visual Feedback ◽  
Closed Loop ◽  
Motor Planning ◽  
Visual Input ◽  
Closed Loop Control ◽  
Loop Control ◽  
Feedback Type ◽  
Effective Use ◽  
The Impact

For the effective use of modern tools, the inherent visuo-motor transformation needs to be mastered. The successful adjustment to and learning of these transformations crucially depends on practice conditions, particularly on the type of visual feedback during practice. Here, a review about empirical research exploring the influence of continuous and terminal visual feedback during practice on the mastery of visuo-motor transformations is provided. Two studies investigating the impact of the type of visual feedback on either direction-dependent visuo-motor gains or the complex visuo-motor transformation of a virtual two-sided lever are presented in more detail. The findings of these studies indicate that the continuous availability of visual feedback supports performance when closed-loop control is possible, but impairs performance when visual input is no longer available. Different approaches to explain these performance differences due to the type of visual feedback during practice are considered. For example, these differences could reflect a process of re-optimization of motor planning in a novel environment or represent effects of the specificity of practice. Furthermore, differences in the allocation of attention during movements with terminal and continuous visual feedback could account for the observed differences.

The Gender Typicality of Faces and Its Impact on Visual Processing and on Hiring Decisions

2013 ◽  
Vol 60 (6) ◽  
pp. 444-452 ◽  
Author(s):  
Lisa von Stockhausen ◽  
Sara Koeser ◽  
Sabine Sczesny
Keyword(s):  
Visual Processing ◽  
Past Research ◽  
Visual Exploration ◽  
Facial Appearance ◽  
Leadership Roles ◽  
Hiring Decisions ◽  
Leadership Selection ◽  
Gender Typicality ◽  
Second Stage ◽  
The Feminine

Past research has shown that the gender typicality of applicants’ faces affects leadership selection irrespective of a candidate’s gender: A masculine facial appearance is congruent with masculine-typed leadership roles, thus masculine-looking applicants are hired more certainly than feminine-looking ones. In the present study, we extended this line of research by investigating hiring decisions for both masculine- and feminine-typed professional roles. Furthermore, we used eye tracking to examine the visual exploration of applicants’ portraits. Our results indicate that masculine-looking applicants were favored for the masculine-typed role (leader) and feminine-looking applicants for the feminine-typed role (team member). Eye movement patterns showed that information about gender category and facial appearance was integrated during first fixations of the portraits. Hiring decisions, however, were not based on this initial analysis, but occurred at a second stage, when the portrait was viewed in the context of considering the applicant for a specific job.

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