The impact of the changes to United Kingdom psychiatry training recruitment in 2021

Purpose The purpose of this paper is to review and critically evaluate UK psychiatry national recruitment process for 2021, which was re-structured following the COVID-19 pandemic. Additionally, this paper aims to review the empirical evidence of the selection methodologies in psychiatry recruitment. Design/methodology/approach The UK national psychiatry recruitment process is discussed, with a focus on the changes made to recruitment in 2021. The advantages and disadvantages of different selection methodologies are explored, with an emphasis on evaluating the validity, acceptability and reliability of different recruitment selection methodologies. The potential impact of the changes to psychiatry recruitment are explored. Findings The decision of the National Recruitment Office to remove certain selection methods for recruitment in 2021 may have limited their ability to choose the best candidate for the training place and be fair to the applicant. Overall, there is a lack of research into the validity of the selection methods used in psychiatry recruitment. A framework for outcome criteria relevant to psychiatry recruitment should be developed, which would allow research into selection methods and guide the NRO to examine the evidence base effectively. Originality/value This paper examined the recruitment methods used to choose doctors for psychiatry training in the UK, demonstrating that the empirical evidence base for psychiatry recruitment is limited. This paper can contribute to our understanding of selection methodologies used in psychiatry recruitment and highlights the value of different recruitment approaches for choosing the best psychiatrists of the future.

Can I show my skills? Affective responses to artificial intelligence in the recruitment process

Companies increasingly use artificial intelligence (AI) and algorithmic decision-making (ADM) for their recruitment and selection process for cost and efficiency reasons. However, there are concerns about the applicant’s affective response to AI systems in recruitment, and knowledge about the affective responses to the selection process is still limited, especially when AI supports different selection process stages (i.e., preselection, telephone interview, and video interview). Drawing on the affective response model, we propose that affective responses (i.e., opportunity to perform, emotional creepiness) mediate the relationships between an increasing AI-based selection process and organizational attractiveness. In particular, by using a scenario-based between-subject design with German employees (N = 160), we investigate whether and how AI-support during a complete recruitment process diminishes the opportunity to perform and increases emotional creepiness during the process. Moreover, we examine the influence of opportunity to perform and emotional creepiness on organizational attractiveness. We found that AI-support at later stages of the selection process (i.e., telephone and video interview) decreased the opportunity to perform and increased emotional creepiness. In turn, the opportunity to perform and emotional creepiness mediated the association of AI-support in telephone/video interviews on organizational attractiveness. However, we did not find negative affective responses to AI-support earlier stage of the selection process (i.e., during preselection). As we offer evidence for possible adverse reactions to the usage of AI in selection processes, this study provides important practical and theoretical implications.

Does Artificial Intelligence (AI) Enabled Recruitment Improve Employer Branding?

Extant research over the last decades has stressed how artificial intelligence (AI) can be used to boost the recruitment process and to attract the best talents. Although AI is increasingly used for talent acquisition, with 36% of hiring processes expected to have a pre-screen through AI (Oracle, 2019) in the next two years, we have limited knowledge of how AI shapes talents’ perceptions about the organisation to which they are applying to. The goal of this research is to investigate if and how the usage of AI in the recruitment process improves employer attractiveness and employer branding in the eyes of the applicants. To investigate this issue a survey has been conducted on a random sample of individuals composed of 50% females and 50% males. To examine the survey’s result a structural equation modeling (SEM) has been applied. Results showed a positive relationship between EB and AI and more in particular that AI-enabled tools are perceived in a positive way by potential candidates. Thus, according to this study, AI is significantly related to Employer branding and therefore it contributes to improving talent attraction.

Where the Action Is—Leukocyte Recruitment in Atherosclerosis

Atherosclerosis is the leading cause of death worldwide and leukocyte recruitment is a key element of this phenomenon, thus allowing immune cells to enter the arterial wall. There, in concert with accumulating lipids, the invading leukocytes trigger a plethora of inflammatory responses which promote the influx of additional leukocytes and lead to the continued growth of atherosclerotic plaques. The recruitment process follows a precise scheme of tethering, rolling, firm arrest, crawling and transmigration and involves multiple cellular and subcellular players. This review aims to provide a comprehensive up-to-date insight into the process of leukocyte recruitment relevant to atherosclerosis, each from the perspective of endothelial cells, monocytes and macrophages, neutrophils, T lymphocytes and platelets. In addition, therapeutic options targeting leukocyte recruitment into atherosclerotic lesions—or potentially arising from the growing body of insights into its precise mechanisms—are highlighted.

Increasing teacher professionalism through the regeneration system

The professional attitude of a teacher is no longer reflected at this time. Where they only carry out the task of transferring knowledge without providing direction and guidance that helps the development process of each student. The purpose of this research is to build and provide efforts to develop and improve the professional attitude of a teacher by carrying out a regeneration system with a recruitment process for every new cadre who wants to apply as a teacher. The method used in this research is a qualitative method with a literature study type approach. Where the researchers compared the results of several previous findings. From the results of this study it can be concluded that the principal has a very important role in using this regeneration system. Where the principal must always motivate the teachers. With the provision of motivation and enthusiasm, teachers will feel that they are getting an award in work performance.

Filosofi Astha Brata dalam Kepemimpinan Wakil Rakyat Menuju Indonesia Konstitusional dan Berkedaulatan Rakyat

<p><em>This paper examines the leadership of the people's representatives towards a constitutional Indonesia and people's sovereignty in the perspective of the Astha Brata Philosophy. The issue in this paper is the crisis of leadership and public distrust of the performance of the people's representatives, in the context of this paper the members of the House of Representatives of the Republic of Indonesia. This crisis of confidence will gradually weaken democracy which is believed to be the way to prosperity based on people's sovereignty. The problems raised in this paper are why there are problems in the leadership of the people's representatives and how the Astha Brata philosophy is the answer in the leadership of the people's representatives towards a prosperous Indonesia with people's sovereignty. This type of research is doctrinal with a statutory approach, namely the 1945 Constitution of the Republic of Indonesia, legislation on elections and political recruitment, case approach and philosophical approach. The results of the study show that first, the root of the problem of the leadership of the people's representatives, namely an unhealthy political recruitment process, political education and regeneration that is not going well. Second, Astha Brata as a perfect philosophy to form leaders who have strong characters and provide protection towards a constitutional Indonesia and people's sovereignty.</em></p>

A Novel Review on the Adaptation of Artificial Intelligence in Human Resources Management by Organizations in Gulf Countries

The purpose of the study is to understand the phenomenon of using artificial intelligence (AI) in human resources, especially in the gulf countries. This research effort provides a future perspective of using AI to better understand HR practitioners' attitudes and perspectives within multiple frameworks and the implications that technological advancements, in particular AI, have for the recruitment process. The study reveals that gulf countries will implement a vision (2030 vision) that will have a great opportunity to keep up with the digital transformation. It aims to investigate where AI can be implemented in the traditional recruitment process and possibly make the process more effective, as well as about what the implications would be of having AI within recruitment which leads to change in the composition of the workforce within organizations. It is urged that modern AI applications are an essential approach for organizations that work in an inconsistent environments.

First person – Ziyan Fang

ABSTRACT First Person is a series of interviews with the first authors of a selection of papers published in Journal of Cell Science, helping early-career researchers promote themselves alongside their papers. Ziyan Fang is first author on ‘ The Salmonella effector SifA initiates a kinesin-1 and kinesin-3 recruitment process mirroring that mediated by Arl8a and Arl8b’, published in JCS. Ziyan conducted the research described in this article while a PhD student in Stéphane Méresse's lab at Centre d'Immunologie de Marseille-Luminy (CIML), Marseille, France. She is now a postdoc in the lab of Elina Zúñiga at Division of Biological Sciences, University of California, USA, where her research interests lie in studying the cellular and molecular aspects of the host immune responses during viral or bacterial infection.