OSCE rater cognition – an international multi-centre qualitative study

Introduction This study aimed to explore the decision-making processes of raters during objective structured clinical examinations (OSCEs), in particular to explore the tacit assumptions and beliefs of raters as well as rater idiosyncrasies. Methods Thinking aloud protocol interviews were used to gather data on the thoughts of examiners during their decision-making, while watching trigger OSCE videos and rating candidates. A purposeful recruiting strategy was taken, with a view to interviewing both examiners with many years of experience (greater than six years) and those with less experience examining at final medical examination level. Results Thirty-one interviews were conducted in three centres in three different countries. Three themes were identified during data analysis, entitled ‘OSCEs are inauthentic’, ‘looking for glimpses of truth’ and ‘evolution with experience’. Conclusion Raters perceive that the shortcomings of OSCEs can have unwanted effects on student behaviour. Some examiners, more likely the more experienced group, may deviate from an organisations directions due to perceived shortcomings of the assessment. No method of assessment is without flaw, and it is important to be aware of the limitations and shortcomings of assessment methods on student performance and examiner perception. Further study of assessor and student perception of OSCE performance would be helpful.

OSCE Rater Cognition – An International Multi-centre Qualitative Study.

Introduction This study aimed to explore the decision-making processes of raters during objective structured clinical examinations (OSCEs), in particular to explore the tacit assumptions and beliefs of raters as well as rater idiosyncrasies.MethodsThinking aloud protocol interviews were used to gather data on the thoughts of examiners during their decision-making, while watching trigger OSCE videos and rating candidates. A purposeful recruiting strategy was taken, with a view to interviewing both examiners with many years of experience and those with less experience examining at final medical examination level.ResultsThirty-one interviews were conducted in three centres in three different countries. Three themes were identified during data analysis, entitled ‘OSCEs are inauthentic’, ‘looking for glimpses of truth’ and ‘evolution with experience’. ConclusionThis study gives an insight into how raters approach OSCEs, and how the perceived shortcomings of OSCEs affect how examiners consider candidate behaviours. Some examiners, more likely the more experienced group, may deviate from an organisation’s instructions due to perceived shortcomings of the assessment.

Internal Recruiting Strategy as an Instrument for Managing Knowledge Workforce During Critical Times

In determining whether to recruit from within or outside the organization, employers should consider the nature and level of the job, structures of the firm and industry, and an organization’s system of human resource management policies and procedures, such as intensive recruitment and screening policies and training are required. This article focuses on why internal recruitment should be considered as a source of recruitment. Secondly, to reduce the cost of hiring and to retain stable employees with the required competence for a position. The internal recruiting strategy provides a source of motivation for each individual promoted and assures that high performers are rewarded. Internal hiring must be preferred to external hiring considering the knowledge and skills specific to the firm are essential for the organization growth when promotions are vital for encouraging and motivating current workers when the recruitment budgets of a hiring blunder are mainly large, and when a surplus vacancy is not too costly (created when a worker switches jobs internally). This article focuses on analyzing the significance of internal recruitment and justifies its need for particular positions in the organization.

Making their decisions for prostate cancer treatment: Patients’ experiences and preferences related to process

Introduction: We sought to determine the experiences and preferences of prostate cancer patients related to the process of making their treatment decisions, and to the use of decision support.Methods: Population surveys were conducted in four Canadian provinces in 2014–2015. Each provincial cancer registry mailed surveys to a random sample of their prostate cancer patients diagnosed in late 2012. Three registries’ response rates were 46–55%; the fourth used a different recruiting strategy, producing a response rate of 13% (total n=1366).Results: Overall, 90% (n=1113) of respondents reported that they were involved in their treatment decisions. Twenty-three percent (n=247) of respondents wanted more help with the decision than they received and 52% of them (n=128) reported feeling wellinformed. Only 51% (n=653) of all respondents reported receiving any decision support, but an additional 34% (n=437) would want to if they were aware of its existence. A quarter (25%, n=316) of respondents found it helpful to use a decision aid, a type of decision support that provides assistance to decision processes and provides information, but 64% (n=828) reported never having heard of decision aids; 26% (n=176) of those who had never heard of decision aids wanted more help with the decision than they received compared to 13% (n=36) of those who had used a decision aid.Conclusions: The majority of respondents wanted to participate in their treatment decisions, but a portion wanted more help than they received. Half of those who wanted more help felt well-informed, thus, needed support beyond information. Decision aids have potential to provide information and support to the decision process.

We’re Hiring! Brand and Remuneration as Antecedents in Social Media Recruitment Campaign

Advances in digital technology have contributed to the shift of companies’ marketing strategy in regards to realtime engagement with customers to support brand-to-customers and attracting future employees. In discussing recruitment initiatives, many companies have begun to harness the power of social media to drive leads of new talents and employees recruiting strategy while strengthening company-applicants relationship. Brand awareness and established corporate reputation are argued as the expected outcomes of social media recruitment initiative. Deloitte, Ernst and Young are amongst those well-known case studies on social network utilization for recruitment initiative with Facebook, LinkedIn and YouTube as the leading platform to support Human Resources effort. The purpose of this study is to contribute to the emerging discussion on social media in specific of its utilization for both recruitment and brand development by discussing future research opportunities and the framework of drivers in social media recruitment in specific to life insurance industry. This study focuses on discussing the outcomes of companies-applicants relationship through social media recruitment, which are brand awareness and employer’s reputation building by focusing on key pertinent variables namely brand and reputation and remuneration offerings. This paper limits its discussion to below managerial level type of job post in life insurance industry published and socialized on Facebook and LinkedIn channel, targeting Indonesians young graduates with maximum of five years of working experience.

Relationship between E-recruitment Adoption and Good Governance Practices in Nigerian Public Sector: An Empirical Study

The universal quest for good governance forces different countries to adopt e-recruitment as recruiting strategy in hiring their teeming workforce in line with global best practices. As part of public service reform Nigerian government encourage public sector organisations to jettison conventional recruitment method in favour of electronic recruitment for transparency, accessibility and efficiency in recruitment exercises. This study empirically investigates the relationship between e-recruitment adoption and good governance practices in Nigerian public service. The study Modified Technology Acceptance Model (TAM) to analyse the response generated from 326 survey respondents. The findings indicated that e-recruitment adoption is yet to provide good governance. In the overall, this study offer important insight and recommended that government agencies involved should put effective machinery in motion in order to enrich and improve good governance practices in e-recruitment in Nigerian public sector.