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BACKGROUND: Employer branding (EB) is a collection of ideas and beliefs that influence the perspectives of current and prospective employees regarding an organization and their employment experiences, serving as a strategic tool in the competition to attract talent. Positive EB can help retain current employees and attract new talents, making it an important issue in human resource management. This study aimed to identify and prioritize the factors affecting the EB of private hospitals in Tehran. MATERIALS AND METHODS: The study is applied in purpose and descriptive and analytical in terms of data analysis. Eleven hospitals were selected from 55 private hospitals in Tehran using non-probability and theoretical sampling methods. An expert from each hospital was purposively selected and interviewed. The experts held doctoral degrees in medical specialties and hospital administration experience. In-depth, unstructured interviews with experts constituted the primary method of data collection. Theoretical saturation was reached following the interview with the 11th expert. The entire research process lasted one year, from 2021 to 2022. The method of pairwise comparison matrix with triangular fuzzy numbers was utilized to rank factors contributing to hospital EB. RESULTS: By using a fuzzy method of identification and prioritization, it was found that the most significant factors influencing the EB of private hospitals in Tehran were the level of industry competitiveness, an empowering work environment based on a coaching approach, cooperation with strong suppliers of drugs and hospital and surgery consumables, a generation-based focus on value, and a competitive advantage in EB. CONCLUSIONS: This study provides valuable insights into the factors that contribute to EB in private hospitals in Tehran, which can be used to inform health policy making. The identified factors, such as industry competitiveness, an empowering work environment, and cooperation with strong suppliers, can help private hospitals attract and retain talented employees, ultimately improving the quality of healthcare services provided in the region.

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Currently, all sectors of the national economy are subject to rapid processes of digital transformation, which requires the restructuring of both production processes and the improvement of the personnel selection system. The field of maritime transport is no exception, which has recently been focused on the active development of autonomous maritime shipping. The introduction of autonomous ships into operation radically changes the working conditions of ship crew members, including due to a significant reduction in their number. As a result, in the near future, seafarers will be forced not only to work in difficult conditions caused by maritime specifics, but also to experience the additional impact of a limited ship crew. The lack of necessary skills and training among current ship crew members to work in the new realities, as well as the high risk of impairment of their mental health, shows the objective need to find new approaches to the training and selection of seafarers. In order to develop recommendations for improving the rules for training, recruiting and selecting seafarers to work in conditions of a limited ship crew, the article studied regulations and levels of autonomy of sea surface vessels. A survey was conducted among active sailors, which made it possible to identify key problems on the stated issues, and also studied the types of temperament, personality and accentuation.

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OBJECTIVE: To investigate interview and match outcomes of medical students who received pass/fail USMLE reporting vs medical students with numeric scoring during the same period. DESIGN: Retrospective analysis of a cross-sectional survey-based study. SETTING: United States 2023 residency match. PARTICIPANTS: Medical student applicants in the 2023 residency match cycle who responded to the Texas Seeking Transparency in Application to Residency (STAR) survey. RESULTS: Among 6756 applicants for the 2023 match, 496 (7.3%) took USMLE Step 1 with pass/fail reporting. Pass/fail reporting was associated with lower USMLE Step 2-CK scores (245.9 vs 250.7), fewer honored clerkships (2.4 vs 3.1), and lower Alpha Omega Alpha membership (12.5% vs 25.2%) (all p < 0.001). Applicants with numeric USMLE Step 1 scores received more interview offers after adjusting for academic performance (beta coefficient 1.04 (95% CI 0.28-1.79); p = 0.007). Numeric USMLE Step 1 scoring was associated with more interview offers in nonsurgical specialties (beta coefficient 1.64 [95% CI 0.74-2.53]; p < 0.001), but not in general surgery (beta coefficient 3.01 [95% CI -0.82 to 6.84]; p = 0.123) or surgical subspecialties (beta coefficient 1.92 [95% CI -0.78 to 4.62]; p = 0.163). Numeric USMLE Step 1 scoring was not associated with match outcome. CONCLUSIONS: Applicants with numeric USMLE Step 1 scoring had stronger academic profiles than those with pass/fail scoring; however, adjusted analyses found only weak associations with interview or match outcomes. Further research is warranted to assess longitudinal outcomes.

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The recruitment and retention of professionals in indirectly managed and privately managed health care institutions is governed by a different regulatory framework than in directly managed institutions. That legal framework is the Workers' Statute, which contains its own regulatory elements in terms of bargaining power and general basic conditions, among others. The regulatory framework of the Workers' Statute allows for a broad capacity for management, negotiation and agreement in the field of human resources management, and specifically in the processes of recruitment, selection and retention, but for some years now basic legislation and interventions by public control bodies have been incorporated which have modified this discretionarily for indirect management entities, bringing them closer and closer to the system of administrative management for civil servants/statutory employees, and consequently limiting the capacity for decision making and adaptation typical of business/private management. This article attempts to explain the similarities and differences between the different areas of management and to explore the weaknesses and opportunities of each of them in terms of recruitment, selection, and retention policies, offering a specific reflection on the selection of executives and managers, as well as an analysis and assessment of the retention of professionals in healthcare institutions.

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Healthcare professionals deserve good management, and Spain, stagnant in its productivity, needs it. Good management is possible, as evidenced during the states of alarm in 2020. None of the lessons learned have been consolidated. Dismissing the term "public management" as an oxymoron is extreme, as there has never been a greater need for a well-functioning state, along with a better market, for reasons beyond the consolidation of the welfare state. The opposite extreme of thinking that salvation lies only within the civil service is also unhelpful. Bureaucratic sclerosis, a sign of deterioration, focused on legality or its appearance, cannot continue to ignore the need for effectiveness. The quality of management, both in general and in the healthcare sector, can be measured, and there is knowledge on how to improve it. More flexible models of labor relations -for selection, recruitment, and retention based on improved criteria of "equality, merit, and capability"- require modifications in institutional architecture, as proposed in this article: competitor benchmarking among autonomous centers and responsible entities that share standardized rules. The healthcare system, the jewel of the country, thanks in large part to the quality of its human resources, not only deserves to have its potential unleashed but can also lead the necessary increase in its resolution capacity, ensuring its impact on social well-being. It can also document its research and innovative capabilities in intellectual property, thereby contributing to the gross domestic product.

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In an organization with highly specialized and changing services over the course of a working life, such as health services managed directly by public administrations (DM-NHS) are, the issues related to the recruitment, selection and retention of professionals should receive special attention. much larger than what is provided. For too long, the DM-NHS has mainly been working to resolve the problems that affect the organization, with enormous disregard for those suffer by the recipients of its services, the real population to which it provides assistance. In the DM-NHS, its administration (rather than management) of human resources is circumscribed by the contours of the Framework Statute and its implementing regulations and rulings. This is an inadequate instrument, both empirically in view of the results obtained (50% temporary employment among professionals working in the NHS), and conceptually, since it fails to comply with the reasons that normatively justify its existence: "that its legal regime is adapts to the specific characteristics of the practice of health professions, as well as the organizational peculiarities of the National Health System". The text describes the characteristics of statutory regulation and reviews how regulatory restrictions affect recruitment, selection and retention policies. Finally, possible alternatives are proposed to have coherent and rational permanent staffing policies that cover the real needs of the health services.

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The problems posed by medical education in Spain are diverse. This paper analyzes the system currently used to select candidates who will be admitted to a public faculty of medicine in Spain and some issues arising from the unprecedented increase in both public and private medical schools in our country. The importance of generic competencies in today's medicine and the need to return to a core design in specialist training are other aspects that are discussed. The degree of development of advanced accreditation diplomas and areas of specific competence is also subject to analysis. Finally, the authors emphasize the importance of continuous professional development and the idea of professional recertification as a system that guarantees patients the quality of the care they receive.

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Despite the rise of decision support systems enabled by artificial intelligence (AI) in personnel selection, their impact on decision-making processes is largely unknown. Consequently, we conducted five experiments (N = 1403 students and Human Resource Management (HRM) employees) investigating how people interact with AI-generated advice in a personnel selection task. In all pre-registered experiments, we presented correct and incorrect advice. In Experiments 1a and 1b, we manipulated the source of the advice (human vs. AI). In Experiments 2a, 2b, and 2c, we further manipulated the type of explainability of AI advice (2a and 2b: heatmaps and 2c: charts). We hypothesized that accurate and explainable advice improves decision-making. The independent variables were regressed on task performance, perceived advice quality and confidence ratings. The results consistently showed that incorrect advice negatively impacted performance, as people failed to dismiss it (i.e., overreliance). Additionally, we found that the effects of source and explainability of advice on the dependent variables were limited. The lack of reduction in participants' overreliance on inaccurate advice when the systems' predictions were made more explainable highlights the complexity of human-AI interaction and the need for regulation and quality standards in HRM.

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Introducción: el objeto del estudio es la población de Jerez de los Caballeros (Badajoz). Debido a la implantación del Servicio Militar obligatorio en España, el reclutamiento se efectuaba basándose en los censos de los Ayuntamientos, eligiendo a una quinta parte de los mozos sorteables. Objetivo: exponer las causas de exención por parte de los quintos para no realizar el Servicio Militar, durante el siglo XIX. Material y métodos: la investigación en el Archivo Histórico Municipal de Jerez de los Caballeros, así como en publicaciones actuales y de la época, refiriendo las patologías médicas esgrimidas según la Clasificación Internacional de Enfermedades de Jacques Bertillon. Resultados: los mozos utilizaban toda clase de argumentos, entre ellos patologías médicas, reales o no, para eludir el Servicio Militar, el cual era muy cuestionado en la época, y que suponía muchas veces una sentencia de muerte para el quinto, debido a los frecuentes conflictos militares en los que estuvo envuelta España durante el siglo XIX. Discusión: el sorteo se efectuaba mediante unos bombos de manera pública, pero se podía evitar la realización del Servicio Militar, mediante el pago de una cantidad, o sustituciones, lo que suponía una gran discriminación. Conclusiones: a consecuencia del descontento popular que suponía el Servicio Militar obligatorio, los mozos seleccionados esgrimían toda clase de excusas para eludir su realización, circunstancia que fue aumentado con el correr de los años, y por consecuencia también la cantidad de quintos que lo lograban.

Introduction: the object of the study is the population of Jerez de los Caballeros (Badajoz). Due to the implementation of the obligatory Military Service in Spain, the recruitment was carried out based on the census of the City Councils, choosing a fifth part of the drawable young men. Objective: to expose the causes of exemption on the part of the fifth for not performing the Military Service, during the 19th century. Material and methods: research in the Municipal Historical Archive of Jerez de los Caballeros, as well as in current and period publications, referring to the medical pathologies used according to Jacques Bertillon's International Classification of Diseases. Results: the young men used all kinds of arguments, among them medical pathologies, real or not, to avoid the Military Service, which was very questioned at the time, and which was often a death sentence for the fifth, due to the frequent military conflicts in which Spain was involved during the 19th century. Discussion: the lottery was carried out by means of a public drawing of lots, but the Military Service could be avoided by paying an amount, or substitutions, which meant a great discrimination. Conclusions: as a consequence of the popular dissatisfaction with the compulsory military service, the selected young men used all kinds of excuses to avoid performing it, a circumstance that increased over the years, and as a consequence, so did the number of young men who did so.

Introdução: o objeto de estudo é a população de Jerez de los Caballeros (Badajoz). Devido à introdução do serviço militar obrigatório na Espanha, o recrutamento foi realizado com base nos censos dos conselhos municipais, sendo selecionado um quinto dos jovens elegíveis. Objetivo: expor as causas da isenção por parte dos quintos por não prestarem o serviço militar durante o século XIX. Material e métodos: pesquisa no Arquivo Histórico Municipal de Jerez de los Caballeros, bem como em publicações atuais e da época, referentes às patologias médicas utilizadas de acordo com a Classificação Internacional de Doenças de Jacques Bertillon. Resultados: os jovens usaram todos os tipos de argumentos, incluindo patologias médicas, reais ou não, para evitar o serviço militar, que era altamente questionado na época e que muitas vezes significava uma sentença de morte para o quinto, devido aos frequentes conflitos militares nos quais a Espanha estava envolvida durante o século XIX. Discussão: o sorteio era realizado por meio de um sorteio público, mas o serviço militar podia ser evitado mediante o pagamento de uma taxa ou substituições, o que significava uma grande discriminação. Conclusões: como resultado do descontentamento popular com o serviço militar obrigatório, os jovens selecionados usaram todos os tipos de desculpas para não cumpri-lo, uma circunstância que aumentou com o passar dos anos e, consequentemente, também o número de recrutas que o cumpriram.

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Military personnel needs to be resilient to be able to remain effective, motivated, and in good mental and physical health. Military organizations select on resilience to determine whether candidates are psychologically fit for their job. The INSPIRE Resilience Scale (IRS) is such a selection instrument that aims to assess the psychological resilience potential of candidates in high-risk professions. A longitudinal predictive validity study was conducted in five European Defense organizations and in the Dutch National Police. The IRS was submitted in selection (N = 11,404), and criterion data about performance and health were collected in the second half of the first training year (N = 726). The results based on correlational and regression analyses showed that the IRS scores significantly predicted the criterion measures. Emotional stability, part of the IRS, turned out to be the best predictor. Results also showed that candidates who dropped out of training had significantly lower means on the IRS in selection than candidates who were still in training in the second half of the first training year. Overall, the IRS proved to be a valid instrument to assess resilience potential in candidates for high-risk professions. Selecting on resilience may therefore contribute to training success and reduction of health problems.

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The employee selection procedure holds significant importance for every company or organization involved in current economic activities. It is vital to underscore staff selection since it plays a crucial role in determining a firm's success. When a corporation selects a suitable applicant for a position and initiates the recruiting process, it might mark a critical point for the firm and substantially impact its functioning. In the present study, I utilized the trapezoidal interval type-2 (IT2) fuzzy Decision-Making Trial and Evaluation Laboratory (DEMATEL) - Analytic Network Process (ANP) methodology to conduct person selection. Additionally, statistically significant values for both the primary and secondary criteria related to staff recruitment were determined. The employment of square comparison matrices is essential for implementing the DEMATEL-ANP approach. The number of subcriteria for this application is equal to that of the alternative. The approach was successfully executed without facing any obstacles. The aim of this research was to investigate the viability of employing IT2 Fuzzy Systems to handle and control uncertainty efficiently. In addition, the implementation of sensitivity analysis plays a vital role in the context of multicriteria decision-making (MCDM) techniques.

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The use of game-related assessments (GRAs) in personnel selection is increasing. However, the type of GRA under investigation should be considered. This study focuses on game-based assessments, which closely resemble leisure-oriented videogames. We specifically examined a serious game that assesses personality traits (assertiveness, sociability, tolerance, and rules). We analyzed its predictive validity, applicant reactions, and the impact of personal and job-related factors on scores. The study included 182 participants who played the GRA and completed a Big Five questionnaire. Findings revealed that the game predicts adaptive performance, offering incremental value over the Big Five (ΔR2 = .107). Additionally, candidates reacted more positively to the GRA in terms of comfort and fit, although the effect size was small (d = -0.1757 and -0.3119, respectively). Relating to personal and job-related characteristics, only job experience significantly affected the assertiveness score, albeit with a small effect size (d = -0.3870).(AU)

Aumenta en el campo de la selección de personal la utilización de la evaluación relacionada con juegos (ERJ). El estudio se centra en la evaluación mediante juegos, un tipo de ERJ cercano a los videojuegos recreativos convencionales. En concreto se analizó un juego serio que mide rasgos de personalidad (asertividad, sociabilidad, tolerancia y reglas), investigando su validez predictiva, las reacciones de los candidatos y la influencia de las variables personales y laborales. En la investigación participaron 182 personas que jugaron a la ERJ y cumplimentaron un cuestionario de personalidad Big Five. Los resultados muestran la validez incremental de la ERJ con respecto a los Big Five en la predicción del desempeño adaptativo (ΔR2 = .107). Además, las reacciones fueron más positivas a la comodidad y al ajuste al puesto para la ERJ que para la prueba de personalidad, aunque con un tamaño del efecto modesto (d = -0.1757 y -0.3119). Con respecto a las características personales y laborales, la experiencia laboral se asoció a una mayor asertividad, aunque el efecto también es pequeño (d = -0.3870).(AU)

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BACKGROUND: Situational judgement test (SJT) scores have been observed to predict actual workplace performance. They are commonly used to assess non-academic attributes as part of selection into many healthcare roles. However, no validated SJT yet exists for recruiting into mental health services. AIMS: To develop and validate an SJT that can evaluate procedural knowledge of professionalism in applicants to clinical roles in mental health services. METHOD: SJT item content was generated through interviews and focus groups with 56 professionals, patients and carers related to a large National Health Service mental health trust in England. These subject matter experts informed the content of the final items for the SJT. The SJT was completed by 73 registered nurses and 36 allied health professionals (AHPs). The primary outcome measure was supervisor ratings of professionalism and effectiveness on a relative percentile rating scale and was present for 69 of the participating nurses and AHPs. Personality assessment scores were reported as a secondary outcome. RESULTS: SJT scores statistically significantly predicted ratings of professionalism (ß = 0.31, P = 0.01) and effectiveness (ß = 0.32, P = 0.01). The scores demonstrated statistically significant incremental predictive validity over the personality assessment scores for predicting supervisor ratings of professionalism (ß = 0.26, P = 0.03). CONCLUSIONS: These findings demonstrate that a carefully designed SJT can validly assess important personal attributes in clinicians working in mental health services. Such assessments are likely to represent evidence based, cost-effective tools that can support values-based recruitment to mental health service roles.

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Spatial ability is important for success in STEM fields but is typically measured using a small number of tests that were not developed in the STEM context, have not been normed with recent samples, or have not been subjected to modern psychometric analyses. Here, an approach to developing valid, reliable, and efficient computer-based tests of spatial skills is proposed and illustrated via the development of an efficient test of the ability to visualize cross-sections of three-dimensional (3D) objects. After pilot testing, three measures of this ability were administered online to 498 participants (256 females, aged 18-20). Two of the measures, the Santa Barbara Solids and Planes of Reference tests had good psychometric properties and measured a domain-general ability to visualize cross-sections, with sub-factors related to item difficulty. Item-level statistics informed the development of the refined versions of these tests and a combined measure composed of the most informative test items. Sex and ethnicity had no significant effects on the combined measure after controlling for mathematics education, verbal ability, and age. The measures ofcross-sectioning ability developed in the context of geology education were found to be too difficult, likely because they measured domain knowledge in addition to cross-sectioning ability. Recommendations are made for the use of cross-section tests in selection and training and for the more general development of spatial ability measures.

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Introduction: Despite significant challenges, personnel selection procedures had to continue as on-site testing in the Covid-19 pandemic. Health and safety measures and specifically the use of face masks threaten to limit the fairness of cognitive testing and behavioral observation in the assessment center. Methods: In this study, we compare the performance and pass rates of pilot selection under three different conditions in the selection campaigns of 2019 (pre-pandemic), 2020 (health and safety measures without mask), and 2021 (health and safety measures with mask). Results: Mask wearing and other health and safety measures had no influence on the objective parameters of pilot selection. However, for some of the areas of competence in the assessment center subjective observability was rated lower for the condition with face masks. Discussion: We conclude that the fairness and precision of selection processes are not compromised by wearing face masks and that a high degree of standardization in diagnostic instruments prevents a partially reduced subjective observability from affecting the selection's outcome.

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La “oposición” es el método de selección de personal para los cuerpos superiores de la función pública española y cientos de miles de candidatos participan en las oposiciones cada año. A pesar de ello, permanece sin haberse estudiado su validez predictiva y sus potenciales efectos sobre la igualdad de trato para hombres y mujeres. Este artículo presenta dos estudios independientes dedicados establecer la validez predictiva y el grado de igualdad de trato de la “oposición”. En el primero se examinó con candidatos al Cuerpo de Técnicos de Hacienda. Los resultados indicaron una validez operativa ρ = .54 (N = 392) y un valor d de Cohen promedio de .14 para la igualdad de trato favorable a los hombres. El segundo estudio se realizó con candidatos al Cuerpo Superior de Inspectores de Hacienda y la validez operativa fue de ρ = .50 (N =.70) y la d de Cohen de .33 favorable a las mujeres. Los resultados indican que la “oposición” muestra una validez semejante o superior a la de los mejores instrumentos de selección de personal. Finalmente, se discuten las implicaciones para la práctica y se hacen recomendaciones para mejorar este sistema de acceso a la función pública.(AU)

The "competition” (“oposición” in Spanish) is the method of personnel selection for the higher Corps of the Spanish civil service, and hundreds of thousands of candidates participate in the competitive examinations each year. Despite this, its predictive validity and its potential effects on equal treatment for men and women remain unknown. This article presents two independent studies devoted to establishing the predictive validity and the degree of equal treatment of the "competition". In the first one, the validity was examined with candidates for the Corps of Treasury Technicians. The results indicated an operational validity ρ = .54 (N = 392) and an average Cohen's d value of .14 for equal treatment favorable to men. The second study was conducted with candidates for the Corps of Senior Treasury Inspectorate and the operational validity was ρ = .50 (N =.70) and Cohen's d of .33 favorable to women. The results indicate that the "competition" shows similar or superior validity to that of the best personnel selection instruments. Finally, implications for practice are discussed and recommendations are made to improve this system of access to the civil service.(AU)

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This study provides valuable insights into the cosmetic impact of orthodontic appliances on job-hiring prospects in Saudi Arabia. Both ceramic braces and clear aligners are considered cosmetic corrective devices compared to traditional metallic braces. This survey-based, cross-sectional study used two models, one male, and one female. Four standardized smiling frontal photographs were taken for each model: one without any appliance and three with different orthodontic appliances (i.e., metal braces, ceramic braces, and clear aligners). The photographs of each model were shown to potential employers, followed by three questions for each photo to assess the employers' views on the applicants' professionalism, communication skills, and the likelihood of being hired. The survey was distributed via an electronic questionnaire to employers in Saudi Arabia, collecting feedback from 189 participants. The sample was collected from October 2022 to February 2023. The models' scores while wearing metal and ceramic bracket appliances were significantly lower than when the models were wearing clear aligners or were not wearing any appliance in each domain. In conclusion, orthodontic appliances have cosmetic implications that affect job-hiring prospects, with a higher chance of being hired if the candidate does not have an orthodontic appliance.

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Individual performance criterion measurement is central to effective personnel management in the military services, and to all other organizations as well. The articles in this special issue summarize the state of the art in all major phases of performance criterion development and assessment. The overall record, while it varies in terms of current progress across the major parts, is admirable. What's next is an equally thorough examination of the utility of validity.

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La selección de personal ha demostrado ser un procedimiento de incalculable valor para las organizaciones. Sin embargo, en la práctica los empleadores suelen (y prefieren) utilizar los métodos de selección de escaza y cuestionable evidencia. En el contexto boliviano, el uso de preguntas personales relacionadas a la edad, estado civil, sexo, raza, embarazo, entre otros, parece estar bastante extendido. Aunque, la utilidad que justifique su inclusión sigue sin demostrarse. En el presente artículo, analizo la relevancia y el soporte de las preguntas personales en función de su contribución para tres propósitos de la selección de personal: validez para predecir el desempeño laboral, reclutamiento y discriminación. Finalmente, proporciono algunas sugerencias: (1) para mejorar la eficiencia de los procesos de selección, y (2) para enmendar y fortalecer las leyes contra la discriminación en la selección de la legislación laboral boliviana.

The selection of personnel has proven to be an invaluable procedure for organizations. However, in practice employers often (and prefer) to use the selection methods of scarce and questionable evidence. In the Bolivian context, the use of personal questions related to age, marital status, sex, race, pregnancy, among others, seems to be quite widespread. Although the usefulness that justifies its inclusion remains unproven. In this article, I analyze the relevance and support of personal questions based on their contribution to three purposes of personnel selection: validity to predict job performance, recruitment, and discrimination. Finally, I provide some suggestions: (1) to improve the efficiency of the selection processes, and (2) to amend and strengthen the laws against discrimination in the selection of Bolivian labor law.

A seleção de pessoal provou ser um procedimento inestimável para as organizações. No entanto, na prática, os empregadores costumam (e preferem) usar métodos de seleção de evidências escassas e questionáveis. No contexto boliviano, o uso de perguntas pessoais relacionadas à idade, estado civil, sexo, raça, gravidez, entre outros, parece ser bastante difundido. Embora a utilidade que justifique a sua inclusão permaneça não comprovada. Neste artigo, analiso a relevância e o suporte de perguntas pessoais com base em sua contribuição para três propósitos de seleção de pessoal: validade para prever o desempenho no trabalho, recrutamento e discriminação. Finalmente, apresento algumas sugestões: (1) melhorar a eficiência dos processos de seleção e (2) alterar e fortalecer as leis contra a discriminação na seleção da legislação trabalhista boliviana.

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