The aim of this thesis was to develop and evaluate albumin-based conjugates for their use in radiotherapy and antibody-recruiting therapy which may then be combined to enhance therapeutic efficacy of each monotherapy. The approach taken in order to achieve high tumour uptake of the conjugates and minimize doses to healthy tissues involved the intratumoural administration of therapeutic compounds; a technique which has gained popularity in recent years for the treatment of solid tumours. Despite the promise this method of administration holds, it is often limited by the fast clearance of injected compounds from the tumour. Using albumin-based conjugates allows for the exploitation of the enhanced permeation and retention (EPR) effect which aids in the retention of the compound at the site of interest for longer periods of time, thus allowing the opportunity for enhanced therapeutic efficacy. Bovine serum albumin conjugated with DOTA chelators was first synthesized and found to possess 3.9 ± 0.4 chelates per BSA molecule. Radiolabelling of the compound with lutetium- 177 produced the desired product in radiochemical yields of 74 ±2 % with a radiochemical purity >99%. The stability of the compound was evaluated by monitoring the radiochemical purity over 7 days which was found to be >95% pure over the entirety of the testing period, indicating a stable product. The intratumoural administration of [177Lu]Lu-DOTA-BSA in a triple negative breast cancer (TNBC) tumour model revealed significant tumour retention of 52 ± 12 %ID/g and 35 ± 6 %ID/g at 24 h and 72 h post-injection, respectively, while autoradiography displayed a heterogenous dispersion of the compound throughout the tumour. A multidosing therapy study in which animals received two doses of either 4.44, 5.92, or 7.40 MBq of [177Lu]Lu-DOTA-BSA showed promise, with a strong trend observed between the administration of higher doses and a prolonged lifespan. Histological analysis of tumours excised 7 days post-treatment revealed signs iv of necrosis and apoptosis in tumours treated with 7.40 MBq [177Lu]Lu-DOTA-BSA. These preliminary results prove to be a promising approach for use in combination therapy and may be further optimized to enhance its efficacy as a monotherapy. Next, the in vivo evaluation of DNP-BSA was carried out to assess using an intratumourally administered, albumin-based platform for antibody-recruiting in a triple negative breast cancer model. A preliminary antibody-recruiting study administering 35 nmol DNP-BSA three times per week unfortunately did not induce slowed tumour growth nor did it have an impact on lifespan. Treated mice were also unable to tolerate repeated doses of the antigen which indicated too high of a concentration and/or dosing frequency was used. A tolerability study was then carried out in order to determine a treatment schedule which did not lead to adverse effects. Mice treated once per week with low (9 nmol) to moderate (17 nmol) doses of DNP-BSA did not display toxic effects but unfortunately did not exhibit a therapeutic effect nor any indication that an adaptive immune response was achieved. These results suggest that further optimization is required prior to use in combination therapy and moderate doses (17 nmol) DNP should be used to investigate a treatment schedule which is able to induce antibody recruitment. / Thesis / Master of Science (MSc)

No / In 2003, the British Government introduced a bursary to support and attract more recruits to social work. This study is based on 497 questionnaires completed by prospective students to one social work undergraduate programme over a four-year period, from 2002 to 2006. The first aim of this study was to find out the extent of participants' knowledge of the social work bursary, in order to determine whether this had been a successful strategy to attract greater numbers of people to train as social workers. The second aim was to identify the factors that attracted them to train as social workers. Only 52% of the respondents had been aware of the bursary and, significantly, only 3% indicated that this had definitely influenced their choice of career. Prospective students' knowledge of the bursary has not increased since its introduction and the findings suggest that other factors act as primary incentives and motivate students to apply for social work. It is important to consider the factors that motivate students to train as social workers in order to better inform recruitment policies and ensure that the profession attracts people who are representative of the diverse population of England.

The school principal is one factor in student success. As the number of principals needed increases (Bureau of Labor Statistics, 2008) and the number of principals eligible to retire rises (Briggs, Cheney, Davis, and Moll, 2013), there is concern about a potential shortage of applicants. This potential shortage has been documented in professional literature and state reports, including Arkansas (Carnine, Denny, Hewitt, and Pijanowski, 2008), Massachusetts (Militello and Behnke, 2006), North Carolina (North Carolina Association of School Administrators, 2005), and Vermont (Hinton and Kastner, 2000). One concern of those who predict a shortage of qualified applicants for the principalship is that educators complete principal preparation programs but do not pursue positions. Various reasons for this reluctance to apply have been expressed, including the time, responsibility, and salary that are incommensurate with the demands of the position. The purpose of this study was to investigate the differences between those more willing and those less willing to apply for principal or assistant principal positions once they have completed preparation programs for school leaders. Interviews conducted with graduates of principal preparation programs were used to identify variables that may affect the willingness to apply for principal positions. The identified variables were formed into a questionnaire that was administered to a larger sample of graduates of principal preparation programs with faculty affiliated with the National Council of Professors of Educational Administration using the Virginia Tech on-line survey maker. Encouragement by others was an influence in the willingness to apply for the principalship in both the qualitative and quantitative portions of this research. While salary correlated with the willingness to apply in the quantitative portion of the research, it was not a strong factor in the qualitative portion of the research. Non-married respondents were more willing to apply for principal positions. Other factors mentioned by respondents in the qualitative portion of the research were not significant influences on the willingness to apply for the principalship or were not measured reliably in the quantitative portion of the research. These factors were the activity of the position, competence, stress, and the time commitment of the principalship. / Ed. D.

I tested hypotheses that daily mortality rates (DMR) of smallmouth bass offspring were influenced by life stage, density and growth, parental male attributes, fungus infection (egg stage), and predation during parental care in the North Anna River, Virginia. In 1994, stream discharge was relatively low and stable during spawning, and nest success was high (64%). Mortality (attrition) averaged 9.5% per day (range 5.2-13.9%) and 94.1% total (range 80.9-99.5%) for broods that survived to dispersal. Mean DMR for the interval from swim-up to larval metamorphosis (14.0%) was higher (p=0.04) than earlier (egg to swim-up, 6.7%) and later (metamorphosis to juvenile, 9.1%) periods. Persistent factors during parental care (e.g. nest habitat, male attributes) did not strongly influence survival. Brood size and DMR also were unrelated (r<0.34, p>O.07) during each developmental period, suggesting density-dependent regulation was not prominent at the brood scale. Clutch size and nest success were important determinants of juvenile production for mating males. Larger males received more eggs (r=O. 40, p<O.01) and, since variation in DMR was minimal among broods, maintained larger broods until dispersal (r=0.55, x=0.01). Fungus (Saprolegnia parasitical infection was a major source of egg mortality. In field and laboratory studies, severity of infection was enhanced on clutches with higher dead egg abundance ("colonization points") and egg densities. Fungus growth rate also was strongly influenced by temperature and level of bacterial contamination. Predation was a primary cause of nest failure (70% of nest loss in 1994) and brood attrition. Diurnal nest predators were generally successful only in the absence of parental males, but American eels (Anguilla rostrata) were common nocturnal predators of larval and juvenile (14-20 mm SL) offspring and contributed to brood losses prior to swim-up. Brood mortality information (1994) and annual data (1992-94) on nest success, swim-up larvae production, and August juvenile abundance suggest post-larval survival is an important determinant of annual cohort abundance. / Master of Science

Yes / Every person who holds or has held an academic position at Higher Education level has a unique experience of interview and of `settling in'. This Law in Brief considers the experiences of two new lecturers who took up their posts in August 2007.

<p>ABSTRACT</p><p>Title: First steps towards successful recruitment – A study about a small Swedish firm’s recruitment strategy</p><p>Course: Bachelor Dissertation - Leadership</p><p>Authors: Filip Agby, Damir Macanovic and Thomas Mennerdahl</p><p>Advisor: Anders Billström</p><p>Key Words: Recruitment in small firms, recruitment strategy, wrong fit recruitment, HRM, right staff</p><p>Problem enunciation: What pros and cons could the choice of recruitment strategy mean for a small Swedish firm. </p><p>Purpose: The purpose of this thesis is to give recruiters a better understanding of how a small Swedish company could use different recruitment strategies, together with systematic preparations, to affect the experienced recruitment result. Another purpose is to study if earlier mentioned international research about small firms’ recruitment strategies is applicable to a small Swedish firm.</p><p>Theoretical framework: The section initiates by introducing the reader to the subject through describing Human resource management with a focus on recruitment. Then we point out the importance of systematic preparations prior to recruiting. Thereafter we present five common recruitment strategies. The chapter ends with reasoning about successful recruitment and wrong fit recruitment.</p><p>Method: We have used a qualitative approach to gather profound data for the study.</p><p>Empirical perspective: The empirical framework presents the fallout of the interviews we had with the studied company.</p><p>Conclusion: Our study implies that earlier international research about the challenges in small firms’ recruitment is applicable to our studied firm. The study also demonstrates that our firm have had and has a lack of resources, structure and discipline which is pointed out by the researchers. Particularly the neglection of systematic preparations, which increases the risk of wrong fit recruitment. Our result also shows that the firm uses advertising, network recruitment, recruitment firms and recruiting through the own website. Network recruitment was earlier considered to be fitting when the staffing requirement was very high and speed was of importance. Recruitment firms were on the other hand considered to have many valueable advantages and tended to generate successful recruitments.</p>

ABSTRACT Title:First steps towards successful recruitment – A study about a small Swedish firm’s recruitment strategy Course: Bachelor Dissertation - Leadership Authors: Filip Agby, Damir Macanovic and Thomas Mennerdahl Advisor: Anders Billström Key Words: Recruitment in small firms, recruitment strategy, wrong fit recruitment, HRM, right staff Problem enunciation: What pros and cons could the choice of recruitment strategy mean for a small Swedish firm. Purpose: The purpose of this thesis is to give recruiters a better understanding of how a small Swedish company could use different recruitment strategies, together with systematic preparations, to affect the experienced recruitment result. Another purpose is to study if earlier mentioned international research about small firms’ recruitment strategies is applicable to a small Swedish firm. Theoretical framework:The section initiates by introducing the reader to the subject through describing Human resource management with a focus on recruitment. Then we point out the importance of systematic preparations prior to recruiting. Thereafter we present five common recruitment strategies. The chapter ends with reasoning about successful recruitment and wrong fit recruitment. Method:We have used a qualitative approach to gather profound data for the study. Empirical perspective:The empirical framework presents the fallout of the interviews we had with the studied company. Conclusion: Our study implies that earlier international research about the challenges in small firms’ recruitment is applicable to our studied firm. The study also demonstrates that our firm have had and has a lack of resources, structure and discipline which is pointed out by the researchers. Particularly the neglection of systematic preparations, which increases the risk of wrong fit recruitment. Our result also shows that the firm uses advertising, network recruitment, recruitment firms and recruiting through the own website. Network recruitment was earlier considered to be fitting when the staffing requirement was very high and speed was of importance. Recruitment firms were on the other hand considered to have many valueable advantages and tended to generate successful recruitments.

The study has been conducted to examine the direct and indirect relationship between the determinants of electronic recruitment and firm performance through the mediating role of human resources management capabilities based on the resource based view theory. Therefore, this study examines the relationship between the internal determinants of e-recruitment (technology quality, service quality, and security assurance) and the external determinants (e.g. empowered manager and member team, content of an implementation plan for e-recruitment, HR and IT collaboration in e-recruitment, job seeker trust in e-recruitment, organizational reputation, decentralization of selection decision, and government objectives) on e-recruitment, and the effect of e-recruitment on HR capability and firm performance. This study adopted a positivist philosophy. A deduction approach and quantitative method were also suitable for this study. A questionnaire was delivered to some companies in Saudi Arabia. A total of 500 questionnaires were sent, but only 418 were received; for 84.0 percent response rates. This study used PLS to test the research hypotheses. The measurement model has confirmed that the measure indicates accepted reliability and validity. Based on the research results, most hypotheses are accepted. This means that the e-recruitment play a crucial role in improving firm performance. The findings of this study support the argument that e-recruitment plays an important role in improving firm performance. Therefore, firms that use e-recruitment to attract new job seekers will improve their performance. These findings extend prior literature by showing, for the first time, how e-recruitment and HR capability influence firm performance. This study has confirmed that e-recruitment has a positive and significant effect on firm performance. These variables account for 43% and 78% of the variety in HR capability and firm performance, respectively, whereas 57% and 22% are related to other variables. This finding is consistent with the argument that if firm use e-recruitment, they are more likely to improve firm performance. Moreover, high HR capability enhances firm performance. Our study moves beyond previous studies that focus on e-recruitment by correlating e recruitment with HR capability and firm performance. This study contributes by arguing that e-recruitment and HR capability has a positive relation towards firm performance, which conforms to previous studies in similar areas. Apart from the re-examination of resource-based theory in the online recruitment context, our study attempts to make some other fundamental contributions in understanding e-recruitment in the Saudi Arabia context. However, given that this is the first known test of resource-based theory in the Internet recruiting domain, we recommend that future research be done to conduct additional tests of this theory. These findings have both theoretical and practical implications in that the results have provided empirical evidence on the indirect impact of e-recruitment on firm performance and can serve as an indication in practice for firms in understanding e-recruitment and its effects on firm performance. The current study would help professionals in the field of HR to enhance their awareness of the critical role that recruiting highly skilled applicants may play in terms of sustainable competitive advantage and firm performance.

Business leaders’ recognition of the increasing shortage of skilled workers to meet industry demand is a business problem. The purpose of this multiple case study was to explore strategies that business leaders used to recruit skilled workers at 3 manufacturing facilities in South Carolina. The human capital theory was the conceptual framework used for this study. Data were collected from face-to-face interviews with 3 business leaders who demonstrated successful recruitment strategies, a focus group of 4 skilled manufacturing employees hired during the time period of 2018-2019, and a review of company documents. Data were analyzed using Yin’s 5-step process. Six key themes emerged from data analysis: competitive wages and benefits; clean, safe, and stable work environment; employee investment and on-the-job training; use of recruiting agencies and skilled recruiters; strong community relations/image; and industry competition. The implications of this study for positive social change include the potential to provide significant knowledge and skills to manufacturing leaders conducive to the success of recruiting skilled workers to meet their needs. By meeting the demand for skilled manufacturing workers, organizations could boost their bottom line by increasing productivity and sales. Because of greater profits, business leaders could increase their contribution to the community with stable employment and the creation of additional jobs through supplier initiatives.

Många forskare har tidigare betonat att anställda är en av organisationens viktigaste resurser, vilket innebär att det är viktigt för rekryterare att välja ut och anställa "rätt" medarbetare. Rekryteringsprocessen och urvalet av nya medarbetare är kärnverksamheten för personlig hantering och är mycket viktig i en organisation. Ju större potentiell påverkan en viss roll har, desto mer tid bör läggas på att rätt individ väljs ut till vald position. Detta innebär att organisationen behöver se vem som är mest kvalificerad för jobbet, motiverad till att göra ett bra jobb, duktig på att samarbeta med kollegor samt med hög sannolikhet kommer vilja stanna inom organisationen under en längre period. Rekryterare har ofta två angreppssätt vid rekrytering, den informella och den formella vägen. Syftet med denna studie är att undersöka hur synen på intern och informell rekrytering samt hur deras urvalsprocess kan se ut i Sverige. Tidigare forskning har visat på att de olika rekryteringsformerna besitter olika för- och nackdelar. Bland annat är en fördel med internrekrytering möjligheten att känna till kandidaternas styrkor och svagheter på förhand, samt att ledningen vet hur denna individ kommer fungera i en specifik grupp. Nackdelarna med denna rekryteringsform är bland annat bristen på nya idéer och tankesätt. Detta är något som vid en långsiktig användning kan leda till en hämmad innovation och kreativitet. Tidigare forskning visar därtill att fördelarna med informell rekrytering bland annat är de låga ekonomiska kostnader som är förknippade med rekryteringsformen. Vidare tar ett flertal studier upp aspekten kring att mottagandet av referenser från tillförlitliga anställda leder till högkvalitativa kandidater som en fördel med formen. Däremot är det ingen tidigare studie som tar upp hur rekryteringsformerna ser ut i Sverige och därmed finns det en kunskapslucka, vilken denna studie ämnar fylla. Den kontroversiella synen på denna rekryteringsform bör anses som en nackdel, samt att de inte når ut till alla de potentiella kandidater som kunde passat rollen bäst. Den teoretiska referensram som studien grundar sig på baseras på vetenskapliga artiklar, som är ett hjälpmedel för att kunna besvara syftet med studien. Teorin utgörs av: Rekryteringsprocessen, för- och nackdelarna med internrekrytering samt för- och nackdelarna med informell rekrytering. Studiens empiri samlades in genom användandet av en kvalitativ metod i form av direktintervjuer med sju anställda med en ledande roll på företaget. Studien har belyst att båda rekryteringsformerna har sina för- och nackdelar, och att mycket beror på given situation. Studiens slutsats blev således att i de flesta situationer föredrar ett övervägande antal av respondenterna internrekrytering framför informell rekrytering, på grund av att de vet vad de får i form av individens kompetens och personlighet. Dock fanns det vissa undantag där de behöver kompetens som organisationen inte innehar, varför det inte går att rekrytera internt. Samtidigt var det flera respondenter som nämnde att även om det görs en internrekrytering kommer de behöva anställa någon på en annan position vilket gör att de inte löser alla problem med enbart internrekrytering. En fördel med internrekrytering var den så kallade retention-faktorn, vilken innebar möjligheten att behålla sina anställda inom organisationen. / As many researchers have previously emphasized, employees are one of the organization's most important resources, which means that it is important for recruiters to select and hire the "right" employee. The recruitment process and the selection of new employees is the core business for personal management and is especially important for an organization. The greater the potential impact a certain role has, the more should be spent on providing people who perform well, aremotivated in doing an excellent job, are good at collaborating and want to stay in the organization. for a long time. Recruiters often have two approaches to recruitment, the informal and the formal way. The purpose of this study is to investigate what the view of internal and informal recruitment, and how their selection processes can look like in Sweden. Previous research has shown that the different forms of recruitment have different advantages and disadvantages. Among other things, an advantage of internal recruitment is the opportunity to know the candidates' strengths and weaknesses in advance, and that the management knows how this individual will function in a specific group. The disadvantages of this form of recruitment include the lack of innovative ideas and ways of thinking. This is something that when used long-term can lead to decreased innovation and creativity. Previous research also shows that the benefits of informal recruitment include the low financial costs associated with the form of recruitment. Furthermore, studies address the aspect that references from trusted employees leads to high quality candidates. The controversial view of this form of recruitment should be considered a disadvantage, as well as not reaching all potential candidates for the post, which might havesuited the role best. The theoretical frame of reference on which the study is based on consist ofscientific articles, which are a tool for answering the purpose of the study. The theory consists of the recruitment process, the advantages and disadvantages of internal recruitment, and the advantages and disadvantages of informal recruitment. The empirical data of the study was collected using a qualitative method in the form of direct interviews with seven employees with a leading role in the company. The study has highlighted that both forms of recruitment have their advantages and disadvantages, and much depends on the given situation. The study concluded that in most situations, most respondents prefer internal recruitment to informal recruitment, because they know what they are getting. However, there were exceptions when needingskills not available in the organization and recruiting internally is not an option. At the same time, there were several respondents who mentioned that when an internal recruitment is successful, you will still need to hire someone for their former position, which means that you do not solve all your problems with only the internal recruitment. An advantage of internal recruitment was the so-called retention factor.