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PubMed1993

Writing the grant proposal.

This article provides AANA members who are interested in seeking external funding with information that will assist them in writing a grant application. Avenues of initial contact with the funding agency are discussed, as are suggestions for drafting the appointment letter and the letter of inquiry. The development of a narrative for a grant application depends on the guidelines set forth by the funding agency and varies from agency to agency. A list of information that might be included in a narrative is provided.

Humans↗
PubMedDate not supplied

Web-based networking in CNS education.

PURPOSE: An important component of the clinical nurse specialist (CNS) educational program involves anticipatory guidance for students assimilating the CNS role. This article describes a strategy for facilitating this transition through online discussion about CNS practice among students and experienced CNSs. DESCRIPTION OF THE PROCESS: Six students in the final semester of their CNS program and 5 CNSs from across the country used the WebCT platform to participate in an online learning experience. This article outlines the process of structuring an online discussion, soliciting an expert panel, and preparing the participants. Students' concerns and panelists' responses are presented. CONCLUSIONS: Themes that emerged from students' questions to the panelists were certification and title protection; developing a career trajectory, including tips for interviewing and negotiation; and current and future trends in CNS practice. Benefits to participants are described, as well as suggestions for using Web-based discussion in other applications.

Attitude of Health Personnel↗
PubMedDate not supplied

The multifocused faculty selection model: a design for hiring the best faculty.

The multifocused faculty selection model is designed to assist the faculty search committee in two ways. First, this model organizes the stages for obtaining information about the applicant's abilities related to faculty performance. Second, the model provides a consistent method for faculty selection as the membership of the department's search committee changes. The applicant selection techniques used in this model include descriptive interviewing, computer assisted data, and the teaching demonstration.

Faculty, Nursing↗
PubMedDate not supplied

Securing a faculty position: a practical guide for residents, fellows, junior faculty, and their mentors.

Applying for a faculty position can appear to be a daunting project for many residents, fellows, and junior faculty due, in large part, to the lack of readily available information on the process of interviewing and negotiating for faculty appointment in academic medicine. Although this process may seem mystifying to first-time applicants, it has a structure. This article discusses the framework of the application process and recommends an action plan from initial contact to acceptance of an offer. Each step of the process is discussed. Guidelines are provided to assist applicants and their mentors to successfully manage these important steps.

Academic Medical Centers↗
PubMed1997

How to hire great employees.

The average dentist (as well as the average business person) tends to treat the hiring decision as a random event. However, it is relatively easy to update your hiring skills so that you can consistently select excellent employees. Hiring good employees is critical, because hiring poor ones can bring a practice to its knees. Many employers have a difficult time interviewing applicants, and many good employees have a difficult time being interviewed. The first step in successful hiring is to look carefully at the resumes you have on hand. After you've narrowed the field down to six or 10 potential candidates, you should consider the specific competencies required to do the job and develop relevant interview questions to ask the candidates. When you finally conduct interviews, your overall objective is to give the candidate an opportunity to tell you about their skills and experience, and how they apply to your operation. The interview is your time to get to know everything you can about the candidate, so use it wisely. Finally, you must make your decision.

Dental Staff↗
PubMed1985

Measurement of human service staff satisfaction: development of the Job Satisfaction Survey.

The development of the Job Satisfaction Survey (JSS), a nine-subscale measure of employee job satisfaction applicable specifically to human service, public, and nonprofit sector organizations, is described. The item selection, item analysis, and determination of the final 36-item scale are also described, and data on reliability and validity and the instrument's norms are summarized. Included are a multitrait-multimethod analysis of the JSS and the Job Descriptive Index (JDI), factor analysis of the JSS, and scale intercorrelations. Correlation of JSS scores with criteria of employee perceptions and behaviors for multiple samples were consistent with findings involving other satisfaction scales and with findings from the private sector. The strongest correlations were with perceptions of the job and supervisor, intention of quitting, and organizational commitment. More modest correlations were found with salary, age, level, absenteeism, and turnover.

Community Mental Health Services↗
PubMed1996

Misrepresentation of research publications among emergency medicine residency applicants.

STUDY OBJECTIVE: To assess the prevalence of misrepresented citations among emergency medicine residency applicants and to determine whether misrepresentation increases as the number of citations increases. METHODS: We examined 350 consecutive emergency medicine residency applications and then reviewed all cited publications to determine whether they were genuine or misrepresented. Applicants with citations were divided into three groups: those who listed one citation, those with two to four citations, and those with five or more citations. The numbers of individuals and misrepresentations were then tabulated and compared among the groups. RESULTS: Publications were cited on 113 applications (32.3%). Twenty-three applicants (20.4% of those who cited publications and 6.6% of all applicants) misrepresented citations. Misrepresentations were found in 8 of 56 applications listing single citations (14.3%), 8 of 46 applications (17.4%) claiming two to four citations, and 7 of 11 (63.6%) applications claiming five or more citations (P=.00081, Pearson chi 2 test). CONCLUSION: Emergency medicine residency applications may contain misrepresented citations. The number of misrepresentations in this study increased as the number of citations increased.

Adult↗
PubMed2000

A survey of resident selection procedures in oral and maxillofacial surgery.

PURPOSE: This study was conducted to analyze the current procedures used in oral and maxillofacial surgery resident selection, to compare these selection procedures with those used 2 decades ago, to determine whether any differences exist in the selection procedures between 4-year certificate programs and programs that offer formal medical education, and to provide criteria to assist in the counseling of dental students on the application process for oral and maxillofacial surgery residencies. SUBJECTS AND METHODS: Questionnaires were sent to the 106 oral and maxillofacial surgery graduate training programs accredited by the American Dental Association. To provide for a more direct comparison to the study completed in 1976, the current questionnaire was developed, using the original survey as a model. It was divided into 5 sections: general information, information obtained from the formal application and letters of recommendation, the interview, the decision process, and a retrospective view of past decisions. The results were tabulated and the Pearson chi-square test was used to determine statistical significance when comparing the 4-year certificate programs to the programs that offer formal medical education. RESULTS: Seventy-one responses (75.5%) from nonmilitary programs were returned and analyzed. Thirty-nine responses represented dual-degree (MD) programs. Factors that were considered very important when judging a candidate's written application included dental school class rank (76.1%), dental school basic science grades (70.4%), and dental school clinical grades (63.4%). Dual-degree programs placed a greater emphasis on predental basic science grades (P < .01) and dental national board scores (P < .05). When asked about prior resident selection, 86.7% of the respondents said they would select 80% of their former residents again. In addition, 89.9% of the respondents were satisfied with their current selection process. CONCLUSIONS: The procedures used to select oral and maxillofacial surgery residents are relatively constant among programs. Although the dual-degree and 4-year certificate programs use the same criteria for resident selection, the dual-degree programs place greater emphasis on predental academic performance and on the results of the national dental boards. Criteria used 22 years ago to select residents are still applicable, but there has been a shift in the importance of some variables.

Certification↗
PubMed1995

Make an application for flexible (part time) training.

Part time training posts are advertised in the BMJ each year in August or September in an advertisement placed by the Department of Health. Although the advertisement is placed by the department and manpower approvals are allocated centrally, each region runs its own scheme, and the first person to approach is the regional postgraduate dean (most regions have an assistant dean responsible for flexible training). If an application is successful then part time trainees are interviewed by the same appointments committee as full time applicants and they are judged by the same criteria. Manpower approval is granted to applicants who reach the same standard as full time applicants, but there may be a waiting list if there are more suitable applicants than training places available. The next stage is to gain educational approval from the relevant higher training committee for the proposed training programme, followed by funding from the region.

Female↗
PubMed1996

Factors influencing the response to advertisements for general practice vacancies.

OBJECTIVES: To investigate the extent of problems in recruiting general practitioners and to determine which practice characteristics affect recruitment--in particular, to see if practices with deprived patients have more recruitment problems. DESIGN: Postal questionnaire survey in August 1995. SUBJECTS: 489 consecutive practices that had advertised for a partner in the BMJ from January to April 1995. MAIN OUTCOME MEASURES: The number of applicants, the practices, satisfaction with their quantity and quality, and whether a successful appointment was made. RESULTS: 442 (90%) practices replied. 262 practices (60%) were not very satisfied or very dissatisfied with the number of applications they received; 15 (3%) received no applications. There was a significant difference in the number of applications received by practices in different NHS regions. The 32 practices with the highest proportions of patients eligible for deprivation payments received a median of five applicants compared with 10 for practices without deprivation. CONCLUSION: There is a widespread problem in recruiting general practitioners. Recruitment is hardest in areas with the greatest health needs.

Advertising↗
PubMed2002

Black applicants' reactions to affirmative action plans: effects of plan content and previous experience with discrimination.

This study examined the effects of plan content and previous experience with discrimination on Black respondents' reactions to affirmative action plans. Black engineering students (N = 1,173) were randomly assigned to 1 of 6 plans implemented by a hypothetical organization and were asked to provide ratings of perceived fairness and intention to pursue a position at the organization. There were significant effects of plan content on perceived faimess and job pursuit intentions. Perceived fairness mediated the effect of content on intentions. Furthermore, previous experience with discrimination interacted with content to affect intentions. Individuals who had experienced relatively more discrimination in the workplace reported stronger intentions to pursue a position at an organization whose plan specified special training opportunities for minorities.

Adult↗
PubMed2003

Resident recruitment.

This article has introduced the reader to the critical components of successful recruitment of radiology residents. With particular attention to the ACGME institutional and program requirements regarding resident recruitment, and an explanation of the support systems (ERAS and NRMP) currently available to those involved in applicant review and selection, the article has sought to delineate a sensible approach to recruitment. Successful recruiters have mastered the essentials of these programs and have learned to adapt the programs to their needs. As new program directors work with their departments' resident selection committees, they will identify the factors that faculty and current residents cite as most important in the successful selection of new residents. By structuring the application review process, exploiting the power of the ERAS, and crafting a purposeful and friendly interview process, radiology residency directors can find and recruit the residents who best match their programs.

Career Choice↗
PubMed1996

Effects of impression management and self-deception on the predictive validity of personality constructs.

This study tests whether 2 types of response distortion (self-deception and impression management) affect the predictive validity of 2 of the "Big 5" personality dimensions, conscientiousness and emotional stability, in 2 applicant samples of long-haul semitruck drivers (n = 147 and n = 139). As hypothesized, conscientiousness (p = -.26 and -.26) and emotional stability (p = -.23 and -.21) were valid predictors of voluntary turnover in the 2 samples. Also as hypothesized, conscientiousness was a valid predictor of supervisory ratings of performance (p = .41 and .39) in the 2 samples. Although not hypothesized, emotional stability was also significantly related to supervisor ratings of performance (p = .23 and .27). Results from structural equations modeling indicated that applicants did distort their scores on both personality dimensions and the distortion occurred both through self-deception and impression management; however, neither type of distortion attenuated the predictive validities of either personality construct.

Adult↗
PubMed1999

A standardized letter of recommendation for residency application.

Emergency medicine (EM) program directors have expressed a desire for more evaluative data to be included in application materials. This is consistent with frustrations expressed by program directors of multiple specialties, but mostly by those in specialties with more competitive matches. Some of the concerns about traditional narrative letters of recommendation included lack of uniform information, lack of relative value given for interval grading, and a perception of ambiguity with regard to terminology. The Council of Emergency Medicine Residency Directors established a task force in 1995 that created a standardized letter of recommendation form. This form, to be completed by EM faculty, requests that objective, comparative, and narrative information be reported regarding the residency applicant.

Correspondence as Topic↗
PubMed1997

Reducing nurse aide turnover through the use of weighted applications blank procedure.

High turnover rates among hospital nurses demand rigorous and valid processes of research to determine the reasons motivating such attrition. This study was designed to determine whether use of a weighted application blank has the potential to improve the selection of employees in the nursing home industry. The use of weighted application blanks is, in essence, a proactive approach to reducing turnover. The initial results exhibit great potential to reduce high levels of turnover by reducing the number of poor candidates selected for employment.

Chi-Square Distribution↗
PubMed1999

Misrepresentation of research criteria by orthopaedic residency applicants.

BACKGROUND: Previous studies have shown that applicants for postgraduate training may misrepresent research citations. We evaluated the research citations that were identified in a review of the Publications and Work and Research sections from the Electronic Residency Application Service (ERAS) data for all applicants to our orthopaedic residency program for the 1998 to 1999 academic year. METHODS: The citations were searched for on Medline. We initially used the name of the first author, then the name of the applicant, the name of the journal, the volume number, the issue number, and the page numbers. When a journal was not listed in Medline, an interlibrary search was instituted with use of the same format. When no match was made for any category, the citation was defined as misrepresented. Point estimates are reported as percentages. RESULTS: Publications were listed on sixty-four (30.0 percent) of 213 applications. One hundred and thirty-eight publications were cited; there were fifteen citations (10.9 percent) to book chapters, twenty-six (18.8 percent) to journals not listed in Ulrich's International Periodicals Directory, and twenty-one (15.2 percent) to articles listed as in press, in print, or submitted for publication. Seventy-six articles that had been cited as appearing in journals listed in Ulrich's Directory were checked and verified. Fourteen (18 percent) of these seventy-six publications were misrepresented. Misrepresentations included citations of nonexistent articles in actual journals and nonauthorship of existing articles. CONCLUSIONS: We concluded that publications listed on postgraduate applications should be scrutinized carefully. Copies of cited publications should be required by residency programs before applications are considered complete. The importance of professionalism needs to be emphasized in the curricula of medical schools. Residency training programs should develop guidelines regarding misrepresentation.

Authorship↗
PubMed1994

The effects of video advertising on physician recruitment to a family practice residency program.

BACKGROUND: The number of medical students entering family practice residencies has been decreasing in recent years. In an effort to increase this number, many family practice residencies send videos describing their programs to prospective applicants. This study was designed to evaluate the effects of video advertising on resident recruitment. METHODS: In the fall of 1992, a short promotional video was produced to highlight many aspects of the University of Maryland Family Practice Residency Program. The video was sent to half of all persons who applied to the program. RESULTS: Of the 248 inquiries, 120 (48%) received the video. Of these, 35 (29%) completed the application compared with 69 (54%) who received routine materials only. Applicants who did not receive the video were 2.86 times more likely (95% confidence interval 1.6-5.0) to apply to our program (P < 0.0001). None of the applicants who received the video matched with the program (P < 0.005). CONCLUSION: Residency recruitment videos may have a negative impact on residency recruitment.

Advertising↗
PubMedDate not supplied

Using high tech in employee selection.

To combat the growing labor shortage of the 1990s, recruiters must find ways to become more selective in their hiring practices. Using computers to ask applicants pre-interview questions allows interviewers to focus on critical areas during the interview. Selecting the right candidate improves company productivity and retention, thereby reducing hiring needs. Furthermore, the computer can track thousands of applicant responses and thus form an accurate data base for companies to develop the "successful" employee. Applicants appreciate the attention interviewers give them, and interviewers have the necessary information they need to conduct a relevant interview. More informed hiring decisions are made, resulting in reduced turnover and increased productivity.

Decision Making, Computer-Assisted↗