No file available
To read the file of this research,
you can request a copy directly from the authors.
Remote Recruitment and Training Methods as a Way to Increase Diversity in Community Samples for EMA Studies: A Research Note
Preprints and early-stage research may not have been peer reviewed yet.
Abstract
Researchers have only recently recognized the paucity of research on sexual minority samples and the need to diversify research samples. However, recruiting sexual minority samples of sufficient size to allow for adequate statistical power can be challenging, particularly when the goal is to compare heterosexual with sexual minority subsamples. We describe successful efforts to recruit same-sex male and female intimate couples in sufficient numbers to permit comparison with a larger sample of primarily mixed-sex community couples participating in a 30-day ecological momentary assessment (EMA) study of alcohol and relationship functioning. Our efforts involved targeting Facebook ads to appeal to same-sex couples, expanding the geographic reach of the ads beyond the local area, and conducting videoconference as opposed to in-person orientation sessions. Efforts yielded sufficient numbers of same-sex couples meeting stringent eligibility criteria to permit statistical comparisons and offer a potentially cost-effective means for recruiting hard-to-reach populations.
... Л. Деррік, М. Теста (C. Hanny, J. L. Derrick, M. Testa) [9], П. Макдональд (P. McDonald) [15] і С. Куппер (S. ...
Digitalization of staff involvement stipulates improvement and automation of search and recruitment processes, talent management, etc. Digital instruments for interacting with employment sites are implemented through the vacancies software (JBS). The rapid increase in its use was due to strict restrictions, social distancing and an increase in the number of staff working from home. In the context of the COVID-19 pandemic, JBS becomes the place of direct prompt interaction between the employer (or recruiting agency) and the job seeker. It is necessary to study the processes of digitalization of staff involvement through job portals and determine their impact on the staff recruitment process; analysis of the activities of job portals in the labor market, the scale of distribution of this method of attracting candidates. The article is concerned with studying the digital technologies of attracting staff through job portals. The trends of development of staff involvement using job search websites are analyzed. The types and features of using the software to work with job ads have been generalized. The specifics of the use of the most popular international job portals are highlighted. The main possibilities of using Ukrainian job portals to attract staff are evaluated and the dynamics and structure of the labor demand and supply on the most popular ones are analyzed. Recommendations for employers on the effective use of job portals to attract staff that can be implemented in the practice of staff management have been developed. Increasing the efficiency of the use of job portals in attracting staff is possible through its digitalization. Opportunities for attracting different categories of staff and prompt closure of company vacancies depend on the labor market segment, which is covered by individual job portals.
Introduction. The new socio-economic reality that emerged during the COVID-19 pandemic crisis has forced modern business to adapt all its commercial processes, including the recruitment process, to “new norms”. Virtual communications are now becoming a daily standard since most companies face the impossibility to implement its recruitment processes in traditional ways successfully. This means that remote recruitment will become a new norm for implementation in the process of personnel management. Therefore, there is a need to find and examine the best digital forms and tools for remote recruitment during COVID-19 and in the post-pandemic period. Purpose. Despite the scientific achievements in the study of innovative and digital technologies of recruitment, there are no answers to the questions “How exactly should the recruitment process be implemented remotely?” and “What innovative recruitment technologies can ensure its effectiveness in the virtual digital environment?” All of this determines the need and relevance of the study. Therefore, the aim of the article is to define conceptual and applied foundations for remote recruitment implementation in virtual digital environment within the context of social distancing which is associated with the COVID-19 pandemic. Results. The article examines some innovative technologies for the remote recruitment process in terms of social distancing. The main tendencies of remote recruitment have been analyzed; the directions of recruitment process transformation in time of social distancing have been identified; recommendations for further transformation of the remote recruitment process have been developed. The article generalizes types of software for remote recruitment and forms a digital ecosystem model for remote recruitment, which includes digital tools for recruitment process automation, candidates attracting platforms, social recruitment technologies, artificial intelligence, and robotics tools. The main challenges and possible answers to digitalization and remote recruitment in the pandemic and post-pandemic periods have been validated. Conclusions. The remote format has significantly transformed existing trends in the recruitment process. These trends will shape new methods of attracting, selecting, and recruiting job candidates. Analysis of the methods and their peculiarities allowed us to conclude that its effective implementation in the digital environment depends on innovative technologies, namely: collaborative recruitment, marketing recruitment, employer branding, transfer (soft) skills, artificial intelligence, and selection. On the other hand, selection should consider, among others, socio-cultural diversity, candidate databases, digital selection, selection of project staff, recruitment based on big data, flexibility, and involvement of generation. To be effective, the recruitment process may use online advertising on job portals, artificial intelligence based on screening algorithms and resume filtering to select promising candidates, online skills testing, communication via e-mail messengers and recruitment chatbots, video interviewing. The following sequence of subprocesses is optimal for remote recruitment: planning and forecasting of workforce challenges, online vacancy announcements placing, usage of digital remote recruitment tools, usage of video interviewing, organization of constant communication with the remote recruitment team, organization constant communication with candidates and virtualization the process of adaptation. In our opinion, the current digital tools for automating remote recruitment include following groups of software: for screening candidates, for automating recruitment, for attracting talents, for video interviews and for operating with job platforms. The main way to ensure effective implementation of remote recruitment in the context of social distancing is to build and maintain a digital ecosystem of remote recruitment, which should include tools for automating recruitment processes, platforms for attracting candidates, digital technologies for social recruitment, artificial intelligence, and robotics.
ResearchGate has not been able to resolve any references for this publication.