Search PubMed⌕ Search

SEARCH · Search PubMed

Results for “Job Application”

Search indexed PubMed citations on genomics, clinical trials, systematic reviews and public health. Explore titles, authors and supplied subject terms, then open the PubMed record.

Quote a phrase for an exact phrase match. Source license links do not imply unrestricted reuse.

At least 703 records · Page 39Linked to original sources
PubMed1994

Importance of components of the curriculum vitae in determining appointment to senior registrar posts.

To evaluate the opinions of regional education advisers, academics and other consultants about features of the curriculum vitae, we undertook a small attitude survey. The response rate was 73%, which provided data from a total of 78 influential anaesthetists. The respondents' attitude to each feature of the curriculum vitae was reported using a linear visual analogue scale. The three groups had similar attitude scores to most features, but not to research time, training time, higher degrees and abstracts of papers presented to the Anaesthetic Research Society. Publications in the main anaesthesia journals, time in other major medical specialties, research and the possession of a higher degree were scored highly by all respondents. Papers in non-peer-reviewed journals, letters, unsubmitted papers, and time in training for general practice attracted lower scores. The free text comments of many respondents indicated a considerable disillusionment about the whole appointments process.

Anesthesiology↗
PubMed2005

Improving first-destination recruitment: nursing students' perceptions of three initiatives in London, England.

BACKGROUND: In the face of recruitment problems, managers are becoming increasingly proactive by introducing novel initiatives designed to encourage newly qualified nurses to apply to their institutions and catchment areas for employment. AIMS AND METHODS: Based on a multimethod survey of students from two British universities, this paper explores their perceptions of three very different initiatives, each at different stages of development and implementation. The 'Home Trust' initiative, provided the majority of clinical placements in one hospital. It was experienced by almost all the students who reported on it in questionnaires (n = 650), focus groups (n = 7) and interviews (n = 30). The 'On Secondment' initiative, seconded Health Care Assistants from their jobs into nurse education. It was experienced by a small number of students who reported on it in questionnaires (n = 32) and focus groups (n = 3). The 'Recruitment Clearing House' initiative planned to provide one interview for a range of hospitals and job vacancies in a large geographical catchment area. At the time of data collection, it was in a conceptual phase and was commented on in a small number of focus groups with students (n = 3). In addition, this initiative was commented on by recruitment managers in interviews (n = 3). RESULTS: Students held strong views on the positive and negative features of both current and prospective initiatives. Unique consumer insights were gained, particularly into their finer details and consequences. CONCLUSION: Student experiences and perceptions are valuable in the planning, implementation and review stages of local recruitment initiatives.

Attitude of Health Personnel↗
PubMed2006

Paths to nursing leadership.

AIM: The aim was to explore why nurses enter nursing leadership and apply for a management position in health care. The study is part of a research programme in nursing leadership and evidence-based care. BACKGROUND: Nursing has not invested enough in the development of nursing leadership for the development of patient care. There is scarce research on nurses' motives and reasons for committing themselves to a career in nursing leadership. METHOD: A strategic sample of 68 Finnish nurse leaders completed a semistructured questionnaire. Analytic induction was applied in an attempt to generate a theory. FINDINGS: A theory, Paths to Nursing Leadership, is proposed for further research. Four different paths were found according to variations between the nurse leaders' education, primary commitment and situational factors. They are called the Path of Ideals, the Path of Chance, the Career Path and the Temporary Path. CONCLUSION: Situational factors and role models of good but also bad nursing leadership besides motivational and educational factors have played a significant role when Finnish nurses have entered nursing leadership. The educational requirements for nurse leaders and recruitment to nursing management positions need serious attention in order to develop a competent nursing leadership.

Adaptation, Psychological↗
PubMed2007

Factors influencing the choice of the first ward: comparison between newly qualified nurses and managers.

We had given a questionnaire to a group of newly qualified nurses and nursing managers responsible for their recruitment with the purpose of understanding the factors influencing the choice of the first ward. For this study, 45 nurses and 10 nursing managers had been recruited. There are 19 factors that influence the choice of the first ward: the most important is the kind of patient, both, nursing managers and newly qualified nurses agreed about, while about the other factors there were different answers. Reflecting on the choice factors may help hospitals to better understand the expectations of the newly qualified nurses and start improving projects to make even the less requested wards more attractive; it can also help the faculty to reflect about the academic curriculum that mostly influences the professional future of the students.

Adult↗
PubMed1995

Employer attitudes toward persons with visible tattoos.

A total of 242 employers were surveyed over the telephone to assess their attitudes toward prospective employees with visible tattooing. Employers were divided into eight categories according to type of industry. Responses to the survey were tabulated and confidence intervals produced. It would appear that significant bias exists against the employment of persons with visible tattoos in the hospitality, beauty, retail and office sectors where less than 30% of those surveyed would employ a person with a tattoo. All industries except building and the public service admitted that they would be influenced by a visible tattoo in over 40% of cases.

Attitude↗
PubMed1997

The interview that wins the job.

Obtaining a nursing position is often the first challenge for the graduate nurse. Understanding the interview process and making a plan that will ensure the graduate is placed in the best possible light is important for success in the interview process. This paper discusses getting ready for the interview, setting up the interview, dressing for the interview, the actual interview and following up the interview. Adherence to these guidelines can facilitate the graduate's success in obtaining the desired position.

Humans↗
PubMed2006

A language problem.

Explore the source record for details and available documents.

Decision Support Techniques↗
PubMedDate not supplied

Settling an ongoing debate with one entry level.

It is time that nursing settle this controversy regarding entry level to practice. In order to obtain full colleagueship with other professionals, improve the quality of care and the image of nursing, and receive a sound educational base, nursing should require the Bachelor of Science in Nursing degree as the minimal entry level for practice.

Education, Nursing, Baccalaureate↗
PubMed1997

How prospective school health educators can build a portfolio to communicate professional expertise.

Portfolios--purposeful and selective collections of authentic evidence regarding teaching and learning--occur increasingly in K-12 classrooms, preservice teacher education, and university initiatives to enhance teaching effectiveness of faculty. In addition to being used to improve instruction, portfolios can help teacher candidates with initial employment. This article describes an organized set of materials prospective school health educators should develop to accurately represent their newly acquired skills and competencies.

Documentation↗
PubMed2006

Barriers to education of overseas doctors in paediatrics: a qualitative study in South Yorkshire.

OBJECTIVE: To explore the factors that may influence the progress of doctors who come from the Indian subcontinent to train in paediatrics in the UK. METHODS: Overseas doctors training in paediatrics in Rotherham, Sheffield and Doncaster participated in the study. Focus groups were used to collect data; two focus groups, each with 4-5 participants, were conducted at 6-week intervals. Semistructured, one-to-one interviews were conducted to add more understanding and depth to issues highlighted in the focus groups. The focus groups and interviews were audiotaped; the tapes were transcribed and data were analysed using the Grounded Theory; open codes were formed and concepts identified using microanalysis, and initial theories were built. RESULTS: Lack of information about the National Health Service (NHS)/Royal Colleges, inappropriate communication skills, difficulties in team working, difficulties in preparing for Royal College examinations, visa and job hunting, and social and cultural isolation were identified as major barriers. Problems arose not only from difficulties with language but also from use of local and colloquial words, different accents and difficulty in communicating sensitive issues. Lack of understanding of role in teams and difficulties in working in multiprofessional setting all contributed to the problems. Cultural differences inside and outside the workplace, and social isolation were also highlighted. Induction programmes, mentoring, awareness of the issues within the teams, and courses in communication specifically directed at overseas doctors were identified as means to overcome these barriers. CONCLUSIONS: Several intercultural factors were identified that could act as barriers to the progress of overseas doctors training in paediatrics in the UK. Increased awareness of these factors within the teams would be the first step in resolving some of the issues.

Career Mobility↗