Yes / We have come along way in terms of equality law since Lord Davey made his statement. Not only was he unable or unwill-ing to see the law as a vehicle for protecting individuals from discrimination in employment, he was also very definitely talking about a ¿workman` and the fact that this might be a woman had probably not occurred to him. Times and contexts have changed and the law now has a clear role to play in protecting individuals from dis-crimination on a number of grounds. This Law in Brief summarises the legal framework relevant to gender equality in the employment sphere. This Law in Brief also acts as a background paper for a pilot research project looking at women`s progression in the academic sector.1

Yes / Printed participant information about randomised controlled trials is often long, technical and difficult to navigate. Improving information materials is possible through optimisation and user-testing, and may impact on participant understanding and rates of recruitment. Methods: A study within a trial (SWAT) was undertaken within the CASPER trial. Potential CASPER participants were randomised to receive either the standard trial information or revised information that had been optimised through information design and user testing. Results: A total of 11,531 patients were randomised in the SWAT. Rates of recruitment to the CASPER trial were 2.0% in the optimised information group and 1.9% in the standard information group (odds ratio 1.027; 95% CI 0.79 to 1.33; p=0.202). Conclusions: Participant information that had been optimised through information design and user testing did not result in any change to rate of recruitment to the host trial. Registration: ISRCTN ID ISRCTN02202951; registered on 3 June 2009. / UK National Institute of Health Research Health Technology Assessment Programme (project number 08/19/04) / This article is included in the Studies Within A Trial (SWAT) collection (https://f1000research.com/collections/swat)

Concern about water quality has become an important environmental issue in the world, the United States, and Virginia. Volunteers have increasingly stepped forward to assist in the water quality monitoring task, and both state and federal protection agencies increasingly depend upon such voluntary assistance. The Izaak Walton League's Save Our Streams (SOS) is one such volunteer citizen water quality monitoring program. Recruiting, training, organizing and retaining volunteers are among the most resource intensive tasks of volunteer organizations. The purpose of this thesis is to document the motivations of SOS volunteers and the primary causes of their attrition in order to improve the SOS program as well as to enhance the experience of SOS volunteers. We also compared motivations of SOS volunteers, differences in SOS volunteers' evaluation of the program, and suggestions for improvements by varying participation levels in volunteerism. We found that SOS volunteers are primarily motivated by a desire to protect streams and to improve water quality. Learning about streams and teaching these concepts to others were also important motivations. Volunteers cited not enough time and having too many other obligations as the main reasons why they stopped participating in SOS activities. Recruitment and retention of SOS volunteers may be aided by providing feedback about how volunteer data are being used by protection agencies to protect streams, and providing opportunities for learning about streams and teaching these concepts to others. Lastly, we found that those volunteers who were most active in SOS differed in their motivations for participating, tended to be the most critical of the services and materials, and were most adamant about their data being used to protect streams. / Master of Science

The purpose of this study was to analyze the recruitment of foreigners working in the civil service in Saudi Arabia. The country was facing dual problems in manpower in the form of shortages in both quality and quantity of human resources in all levels and areas of employment, including the civil service. A survey of the literature related to the Saudi Arabian civil service, especially government documents recording the history of civil service legislation, revealed that recruitment of foreigners was carried out on an individual basis until 1953.

Abstract:    Background: This study investigates Polismyndigheten (The Swedish Police Authority)  structure, recruitment challenges, and branding strategies. Despite extensive efforts, persistent recruitment shortages coincide with increasing crime rates. The authority employs multi-platform recruitment campaigns emphasizing both emotional and practical benefits of joining the police force. However, recruitment shortages persist, highlighting the difficulty in attracting qualified candidates to high-risk occupations.   Purpose: Public sector organizations like Polismyndigheten face challenges in attracting and retaining qualified individuals due to the risks of police work. This study investigates the motivations of individuals, especially police students, in pursuing high-risk occupations within the police force. Focusing on Borås Police Academy, it aims to enhance employer branding strategies.   Method: This qualitative study utilized semi-structured interviews with a selection of relevant participants from Borås Police Academy. Employing a deductive approach, the data were subjected to thematic analysis, enabling the identification of key themes and patterns. This method facilitated the interpretation and extraction of significant insights from the data.   Conclusion: Findings show internal values, societal influences, and personal aspirations as main motivators. While recruitment ads matter, employer benefits, societal impact, and personal growth opportunities are key. Suggestions for Polismyndigheten include aligning branding with student perceptions and emphasizing authenticity. Leveraging these insights can boost officer recruitment and retention, enhancing police advertising and public perception.

Yes / Introduction: The international recruitment of healthcare workers remains a UK strategy to manage workforce gaps and maintain service delivery. Although not a new phenomenon, this has been exacerbated by chronic shortages. There is a need to profile the current international recruits and identify individual motivators to understand the opportunities for future recruitment and retention initiatives. Method: A UK-wide electronic survey was conducted using the Jisc platform. The survey was promoted using social media and researcher networks. Eligibility criteria were diagnostic radiographers, internationally educated, and currently working in the UK. Results: 226 responses were received. Most were working in England (90.7%) and 58.0% were under 35 years of age. The majority had migrated having moved to the UK since 2020 (63.7%) and the main drivers were career and/or training opportunities. Initial education was in 30 different countries, the highest number originating from Africa and Asia, with a median of 6 years post-qualification experience (IQR 4–11yrs). Despite experience, most were employed in band 5 (n = 72) or band 6 posts (n = 95). 56% had postgraduate qualifications on entry and a third had undertaken postgraduate study in the UK. Conclusion: Based on the survey responses, the profile of internationally recruited diagnostic radiographers is relatively young but with pre-migration experience originating all over the globe. They are motivated to work in the UK particular for career progression opportunities. Implications for practice: This study provides an insight into the motivations, demographics and employment patterns of internationally recruited radiographers working in the UK.

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This dissertation explores the impact of digital innovation on diversifying recruitment in special education teacher preparation programs. Amidst a critical shortage of special education teachers in the United States, the current research addresses the dual challenges of recruiting diverse educators and mitigating systemic disparities affecting students with disabilities. Utilizing Cultural Historical Activity Theory, the study critically evaluates Project RISE, an online recruitment platform designed to enhance the accessibility and inclusivity of special education teacher preparation programs. The dissertation comprises three articles. The first article is a systematic literature review synthesizing findings on the role of technology in recruiting diverse educators, highlighting the potential of digital platforms to engage historically excluded groups. The second article presents an empirical study assessing the usability and efficiency of Project RISE. The third article offers practical recommendations based on these findings, advocating for the integration of digital tools to streamline recruitment and support prospective educators from varied backgrounds. Key findings indicate while traditional recruitment methods are limited in reach and effectiveness, digital platforms like Project RISE can bridge the gap by offering transparent, user-friendly access to program information. The study underscores the importance of culturally responsive recruitment strategies and the need for continuous feedback from users to refine these digital tools. Overall, the dissertation contributes to the broader discourse on educational equity by proposing innovative solutions to diversify the SET workforce, ultimately enhancing the educational outcomes for students with disabilities.

Syfte: Uppsatsens syfte är att tillföra förståelse och kunskap för hur rekryteringskonsulter arbetar med att definiera och bedöma personliga egenskaper som inkluderas i en kravspecifikation. Vidare vill vi kartlägga de verktyg som rekryteringskonsulter använder för att utföra denna bedömning. En större förståelse för dessa processer och begrepp kan skapa ökad medvetenhet och i förlängningen professionalisering av både företag och rekryterare, och framför allt i kommunikationen dem emellan.Metodik: Vi har använt oss av en deduktiv ansats och en kvalitativ forskningsmetod. Vi har utfört elva kvalitativa och semistrukturerade intervjuer med elva personer aktiva inom rekryteringsbranschen.Resultat: Vi har uppmärksammat att rekryteringskonsulter finner en svårighet med att definiera de personliga egenskaperna i en kravspecifikation. Orsakerna har preciserats bero på en kommunikationsbrist mellan rekryteringskonsult och kundföretag. En bristande kommunikation resulterar i att definitionen av de personliga egenskaperna inte är överensstämmande mellan parterna, vilket försvårar rekryterarens arbete med att finna den rätta medarbetaren. Vi har kommit fram till att ett fysiskt möte skapar möjligheten för rekryteringskonsult och kundföretag att nå en god kommunikation. Den goda kommunikationen har i sin tur visats vara det verktyg som minskar risken för att en tolkningsvariation ska uppstå. / Purpose: The purpose of the essay is to provide an understanding and knowledge of how recruitment consultants work to define and assess personal qualities that are included in a requirement specification. Furthermore, we want map the tools that recruitment consultants uses to perform this assessment. A greater understanding of these processes and concepts can create an increased awareness and, in the long run, professionalization of both companies and recruiters, especially in the communication between them.Method: We have used a deductive and qualitative research approach. We conducted eleven qualitative and semi-structured interviews with people working within the recruitment industry.Conclusion: We have seen that recruitment consultants find it difficult to define the personal characteristics found in a requirement specification. The reasons are clarified to be due to the lack of communication between the recruitment consultant and the customer. A lack of communication results in the fact that the definition of the personal characteristics is not consistent between the parties, which significantly complicates the recruitment consultant’s work to find the right employee. We have therefore come to the conclusion that a physical meeting creates the opportunity for recruitment consultants and customers to achieve a good communication. The good communication has, in turn, been shown to be the way to reduce the risk of a definition variation.

A sociedade tem se tornado cada vez mais instruída e exigente, na qual os clientes possuem grande influência nas estruturas da organização, fazendo com que as empresas busquem aumentar a satisfação dos clientes, atendendo-os de modo a superar as suas expectativas. Nesse contexto, estão inseridos os doadores de sangue. No Brasil, a lei que regulamenta o funcionamento dos serviços hemoterápicos preconiza que a doação de sangue deve ser um ato voluntário e altruísta, no qual o doador não deve receber nenhum tipo de vantagem para realizar a doação de sangue. Segundo dados da Coordenação Geral de Sangue e Hemoderivados, no ano de 2014, a região Sudeste, na qual está concentrada a maior parte da população brasileira, registrou uma das menores taxas de doação: a cada 1.000 habitantes, apenas 17,22 % doaram sangue. É fundamental para os hemocentros identificarem a maneira mais convincente e estimulante de convocar/captar doadores de sangue, de modo a manter os estoques suficientes, além de atender os doadores conforme suas expectativas. Portanto, o objetivo desse estudo foi avaliar qual a ferramenta de abordagem individual e coletiva que apresenta o melhor custoefetividade somado à preferência dos doadores, a qual será essencial para o aumento do número de doações. Para isso, os dados utilizados abrangem um período de 4 anos (2012 a 2015) e representam o número de candidatos à doação de sangue de duas instalações do Hemocentro RP, ambos localizados na cidade de Ribeirão Preto (Sede e Posto de Coleta). Valores-p para o teste de Dickey e Fuller de estacionariedade sugerem que as séries analisadas não são estacionárias, sendo então diferenciadas, passando a apresentar p<0,01. Foi observado que existe correlação (p = 0,31) entre o número de malas diretas e o retorno dos doadores seis meses após o envio das mesmas. No Posto de Coleta, não foi constatada essa correlação. Além disso, as ferramentas para captação que trabalham com os doadores de reposição apresentaram melhores resultados, tais como as ferramentas com atendimento mais personalizado (contato telefônico) juntamente com as campanhas realizadas pelo Facebook Inc. / Society has become increasingly educated and demanding, in which the customers have a strong influence on the organization\'s structures, causing companies to seek to increase the customer satisfaction, meeting them in a way that exceeds their expectations. In this context, blood donors are inserted. In Brazil, the law that regulates the operation of hemotherapy services recommends that blood donation should be a voluntary and altruistic act in which the donor should not receive any type of advantage in order to donate blood. According to data from the \"Coordenação Geral de Sangue e Hemoderivados\", in 2014, the Southeast region, where most of the Brazilian population is concentrated, had one of the lowest rates of donation: for every 1,000 inhabitants, only 17.22% donated blood. It is essential for blood centers to identify the most convincing and stimulating way to recruit and invite blood donors, to maintain sufficient stocks by serving donors according to their expectations. Therefore, the aim of this study was to evaluate which tool of individual and collective approach presents the best cost-effectiveness besides to donor preference, which will be essential for increasing the number of donations. To do so, the data cover a period of 4 years (2012 to 2015) and represent the number of candidates for blood donation from two Hemocentro RP facilities, both located in the city of Ribeirão Preto (\"Sede\" and \"Posto de Coleta\"). p-values for the test of Dickey and Fuller of stationarity suggest that the series analyzed are not stationary, being then differentiated, with p <0.01. It was observed that there is a correlation (p = 0.31) between the number of direct mailings and the donors return six months after sending them. No correlation was verified at the \"Posto de Coleta\". Moreover, recruitment tools for replacement donors present better results, such as the tools with more personalized service (telephone contact) along with the campaigns carried out by Facebook Inc.