A national virtual job search series for neonatal-perinatal medicine fellows.

BACKGROUND: A standardized approach to prepare trainees for the job search has not been described. The objective of this study was to describe and evaluate an educational series on the job search for Neonatal-Perinatal Medicine (NPM) fellows and identify participants' job search knowledge gaps. METHODS: During the 2020-2021 academic year, we created a virtual, seven-part job search series for NPM fellows that required no funding. The series has been repeated annually. We use REDCap surveys to register participants, collect baseline/demographic information, and evaluate the series' impact at the beginning and end of the job search timeline. RESULTS: In the 2021-2022 academic year, 290 individuals registered for the series, and 89% completed the baseline/demographic survey. The majority were NPM fellows (89%). Early career neonatologists, NPM hospitalists, and pediatric residents also utilized the series (11%). Less than 25% reported being "knowledgeable" or "very knowledgeable" of core job search components, including the timeline of the job search, contract negotiation, and the general roles and responsibilities of junior faculty. Of those who completed the final job search survey and underwent a job search (60%, 97 of 162), the majority (86%) felt that career planning during training was stressful and believed that job search preparation should be structured into the NPM fellowship curriculum (81%). Many felt that the Job Search Series was helpful in elucidating components of the job search. CONCLUSIONS: We identified several knowledge gaps in NPM fellows' understanding of how to find, prepare for, and negotiate their first post-training job. We strongly believe these knowledge gaps are not unique to NPM fellows and that all graduate medical education trainees would benefit from a similar, easy-to-implement, no-cost series.

Crafting a compelling curriculum vitae: Navigating the path to professional success.

No abstract available.

Assessing the competency of pharmacists in writing effective curriculum vitae for job applications: a cross-sectional study and readability index evaluation.

BACKGROUND: In today's competitive job market, pharmacists must have a well-crafted curriculum vitae (CV), cover letter, and personal statement. However, non-native English speakers may face challenges in crafting effective job application documents. Jordan is one such country where English is a second language for many, and little is known about the CV/job application writing skills of Jordanian pharmacists. Therefore, this study examined Jordanian pharmacists' ability to write job applications cover letters, and personal statements in English and investigated the association between several demographics and professional variables and the readability index of cover letters and personal statements. METHODS: This study aimed to investigate Jordanian pharmacists' ability to write job applications cover letters, and personal statements in English and evaluate the readability of their personal statements and cover letters. The data were blindly and independently reviewed by two researchers. The readability of the cover letters and personal statements was assessed using an online calculator that assigns a readability index score. A readability score of 7-12 was considered "target", while scores above 12 or below 7 were considered "complicated" or "simple", respectively. The relationship between readability index scores and other variables was analyzed using the chi-square test with a statistical significance level of 0.05. RESULTS: The study recruited 592 pharmacists. Most applicants, specifically 62.3%, were female, and 60.0% of them graduated more than six months before submitting their job applications. While 78.2% of the applications included a personal statement, only 34.8% included a cover letter, and 27.2% provided both. Of the 206 cover letters written in English, 43.2% were tailored, and 80.6% were structured. The study also found that the provision of an official photo was associated with providing a cover letter (P < 0.001, Phi(φ) = 0.14) while providing a structured cover letter was associated with including a personal statement (P < 0.001, Phi (φ) = 0.24). Only 102 cover letters and 65 personal statements had readability index scores within the target range. CONCLUSION: In this study, most Jordanian pharmacists undervalue the importance of cover letters and personal statements and lack job application writing skills. The study also highlighted the need for improved pharmacists' English proficiency to write effective job application documents in Jordan.

What is a Curriculum Vitae and Why Do You Need One?

While all nurses likely have a resume, most do not have a Curriculum Vitae or CV. CVs are used to provide a complete picture of your professional history. Resumes are crafted to highlight a candidate's fitness for a particular position. In contrast, a CV is a complete record of one's professional career and accomplishments. A CV is a comprehensive document that, along with your education and job history, is a record of all your professional achievements and activities.

What Are the Trends in Research Publication Misrepresentation Among Orthopaedic Residency and Fellowship Applicants From 1996 to 2019? A Systematic Review.

BACKGROUND: Because research experience is increasingly important in ranking orthopaedic residency and fellowship applicants, determining the accuracy of candidates reporting their scholarly activity is essential. However, disparate and inconsistent findings have made it difficult to draw meaningful conclusions from individual studies. QUESTIONS/PURPOSES: In this systematic review, we asked: (1) What percentage of research publications are misrepresented among orthopaedic residency and fellowship applicants? (2) What percentage of applications contain one or more example of academic misrepresentation? (3) Is research misrepresentation associated with any individual applicant characteristics? (4) What is the publication status of articles listed by applicants as having been submitted to journals? METHODS: A systematic review was conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines. PubMed, EBSCOhost, Medline, and Google Scholar electronic databases were searched on March 10, 2022, to identify all studies that evaluated research misrepresentation in orthopaedic residency and fellowship applications between January 1, 1995, and March 1, 2022. Articles were included if full-text articles in English were available and the study reported on research misrepresentation among orthopaedic residency or fellowship applicants. Studies investigating nonorthopaedic publications, systematic reviews, case studies, duplicate studies among databases, and gray literature were excluded. Two reviewers independently evaluated the quality of included studies using the Methodological Index for Nonrandomized Studies (MINORS) tool. This is a validated assessment tool that grades noncomparative studies from 0 to 16 and studies with control groups from 0 to 24, based on eight criteria related to study design, outcomes assessed, and follow-up. All included articles were noncomparative studies, so the maximum score here was 16, with higher scores indicating better study quality. The mean MINORS score was 13 ± 1 in the studies we included. The final analysis included 10 studies with 5119 applicants. Eight studies evaluated orthopaedic residency applicants and two evaluated fellowship applicants. The applicant classes ranged from 1996 to 2019. Research misrepresentation was defined among studies as nonauthorship of an existing article, claimed authorship of a nonexistent article, or incorrect listing of authorship order for an existing article. Each study's findings and definition of research misrepresentation were considered to allow for a discussion of overall trends. The percentage of misrepresentation was further broken down by the misrepresentation type. Applicant characteristics and destination of submitted articles were also evaluated. Given the potential overlap between applicants among the studies, no pooled analysis was conducted, and results are presented as a narrative summary. RESULTS: The percentage of overall publication misrepresentation was estimated to range between 1% (13 of 1100) and 21% (27 of 131), with more-recent studies reporting a lower proportion of overall articles misrepresented. Most studies we found claimed that authorship of a nonexistent article was the most common type of misrepresentation. Nonauthorship of an existing article and incorrect authorship order were less common. The percentage of applications with at least one misrepresentation was approximately 20% between 1998 and 2017. Most studies found no applicant characteristics, such as match outcomes, demographic markers, or academic records, that were consistently associated with a higher odds of the candidate misrepresenting his or her research credentials. Finally, approximately half of the articles listed as submitted to journals went on to publication, with one-third going to a different journal with a lower Impact Factor. CONCLUSIONS: Our systematic review found that the percentage of overall publication misrepresentations among orthopaedic residency and fellowship applicants has generally been low over the past 20 years. However, approximately one-fifth of applications had at least one research misrepresentation, with 2% having multiple misrepresentations on reported publications. There were no consistent applicant characteristics associated with higher odds of research misrepresentation. Additionally, most of the articles listed as submitted to journals for publication were ultimately published. CLINICAL RELEVANCE: Although the decrease in overall publication misrepresentation is encouraging, our finding that one-fifth of applicants have research misrepresentation is a cause for concern. In light of a continually evolving application process, orthopaedic residency and fellowship programs must ensure there is integrity related to information that is self-reported by applicants. These findings also serve to encourage faculty members involved in the application screening and decision process to limit biases related to applicant demographics perceived to be associated with a high odds of misrepresentation. Furthermore, governing agencies and program leadership should evaluate methods of verifying unpublished work and provide opportunities for applicants to give publication updates throughout the application cycle.

Access to employment: A comparison of autistic, neurodivergent and neurotypical adults' experiences of hiring processes in the United Kingdom.

LAY ABSTRACT: Autistic people are less likely to have a job than non-autistic people. One reason for this may be that hiring processes (e.g. job applications, interviews) can be challenging for autistic people. To better understand the experiences of hiring processes in the United Kingdom, we asked 225 autistic, 64 neurodivergent (but not autistic) and 64 adults with no reported area of neurodivergence questions about their experiences using an online survey. We found a range of similarities and differences in responses. For example, participants in all three groups were frustrated with the focus on social skills in recruitment and said they wanted more practical methods (e.g. work trials) that help them show their skills and abilities. Autistic and otherwise neurodivergent participants discussed the importance of the environment (e.g. the interview/assessment room) in improving experiences. Participants also discussed how employers can impact whether somebody decides to disclose their diagnosis or needs - or not. Autistic people experienced some barriers to successful recruitment that non-autistic people did not. For example, autistic people felt they had to hide their autistic traits to gain employment and many autistic people were worried about being discriminated against if they disclosed that they were autistic during the hiring process. To make experiences better, our participants said that employers should offer candidates different recruitment methods and give them more information about the hiring process. They also said employers should improve their understanding of autism and other hidden disabilities so they know the challenges that people might face during recruitment.

Incarceration history and ethnic bias in hiring perceptions: An experimental test of intersectional bias & psychological mechanisms.

This study seeks to better understand mechanisms of bias against formerly incarcerated and ethnically minoritized job applicants as well as the interactive effects of those two identities. In a sample of 358 hiring managers in the United States, the 2 (incarceration history) x 4 (ethnicity) experiment will manipulate incarceration history and ethnicity through job application materials, and measure hireability, and perception of job applicants along dimensions of sociability/warmth, competence, and morality. We will use a moderated mediation model to test hypotheses regarding a main effect of prior incarceration and an interaction effect of incarceration history and ethnicity on judgments of hireability, as well as whether such effects are mediated through perception of job applicants. We expect results to inform both research and practice related to employment practices.

Vegan stereotypes and person perception in a job application situation - differences depending on the type of job and the gender of the candidate.

The objective of the study was to examine the influence of vegan stereotypes on person perception in the context of a job application. The study was conducted online on a representative sample of Polish adults (N = 838). Participants evaluated a fictitious CV of a candidate applying for a job. The CV varied in three dimensions: (a) diet of the candidate (vegan or not); (b) gender of the candidate; and (c) job position (stereotypically male or female). The candidate was evaluated on the dimensions of warmth and competence (based on the stereotype content model). A three-way analysis of variance (2x2x2) showed that in the case of a male candidate applying for a stereotypically male job (financial analyst), information about veganism lowered his perception on the competence dimension (stereotype inconsistency). These results indicate that vegans are targets of ambivalent stereotypes and that bias toward this group depends on the gender of the person following a vegan diet.

Percepções de psicólogos organizacionais sobre inclusão de pessoas com deficiência em empresas / Organizational psychologists' perceptions on the inclusion of people with disabilities in organizations / Percepciones de los psicólogos organizacionales sobre la inclusión de personas con discapacidad en las empresas

As dificuldades e barreiras enfrentadas no processo de inclusão de pessoas com deficiência (PcD) nas organizações incitam o desenvolvimento de pesquisas. Este estudo compreendeu a percepção de psicólogos organizacionais sobre a inclusão de PcD em empresas. Dezoito psicólogos atuantes na área de gestão de pessoas de empresas das sete regiões do estado do Rio Grande do Sul responderam a uma entrevista individual. A média de idade dos participantes foi de 33,17 anos, atuavam em empresas de diferentes segmentos, eram predominantemente do sexo feminino e possuíam pós-graduação em áreas relacionadas. Os relatos dos psicólogos alertaram para o fato de que, em suas graduações, o conteúdo sobre deficiência humana e, especificamente, inclusão no mercado de trabalho foi escasso ou inexistente. Essa lacuna na formação, de egressos de diferentes instituições de ensino superior, é relatada desde os anos de 1990. Para esses psicólogos, barreiras atitudinais e organizacionais são frequentemente enfrentadas no processo de inclusão, tais como o despreparo das empresas, gestores e colaboradores para receber as PcD, os poucos programas voltados a uma prática efetiva de inclusão e não somente ao cumprimento da legislação, além das dificuldades dos próprios profissionais em identificar os potenciais e as limitações que a PcD apresenta e de adaptá-la de maneira correta ao trabalho. O psicólogo organizacional pode contribuir para um processo adequado de inclusão por meio de práticas, tais como treinamentos e sensibilizações, que fomentem a informação e diminuam a discriminação e as dificuldades.(AU)

Difficulties and barriers to including people with disabilities (PwDs) in organizations drives research development. This study sought to understand how organizational psychologists perceived the inclusion of PwDs in organizations. Eighteen organizational psychologists who work in people management for companies in the seven regions of the state of Rio Grande do Sul participated in an individual interview. Most interviewees were female, with average age of 33.17 years, had a postgraduate degree in the field, and worked in companies from different segments. During the interviews, the psychologists called attention to the little or nonexistent content on human disability and, specifically, inclusion in the labor market covered in the graduate course. This gap has been reported by graduates from different higher education institutions since the 1990s. According to the respondents, attitudinal and organizational barriers are often faced in the inclusion process, such as the unpreparedness of companies, managers, and employees to welcome PwD, the few programs aimed at an effective inclusion and not only to comply with the law, as well as the difficulties of the professionals themselves to identify the potentials and limitations that PwD present and to adapt them correctly to the work. Organizational psychologists can contribute to an adequate inclusion process by developing training and sensibilization activities that foster information and reduce discrimination and difficulties.(AU)

Las dificultades y barreras enfrentadas en el proceso de inclusión de personas con discapacidad (PcD) en las organizaciones fortalecen el desarrollo de la investigación. Este estudio entendió la percepción de los psicólogos organizacionales acerca de la inclusión de las PcD en las empresas. Dieciocho psicólogos que trabajan en el área de gestión de personas en empresas de las siete regiones del estado de Rio Grande do Sul (Brasil) respondieron a una entrevista individual. Los participantes tenían una edad promedio de 33,17 años, trabajaban en empresas de diferentes segmentos, eran predominantemente mujeres y tenían un posgrado en el área. Los informes de los psicólogos alertaron sobre el hecho de que el contenido sobre discapacidad humana y, específicamente, su inclusión en el mercado laboral era escaso o inexistente durante su formación académica. Esta brecha en la formación de los egresados de diferentes instituciones de educación superior se reporta desde los 1990. Para estos psicólogos, a menudo ocurren barreras organizacionales y de actitud en el proceso de inclusión de las PcD, como la falta de preparación de las empresas, gerentes y empleados para recibirlas, pocos programas destinados a una práctica efectiva de la inclusión, no solo al cumplimiento de la ley, y las dificultades de los profesionales para identificar las potencialidades y limitaciones y adecuarlas correctamente al trabajo. El psicólogo organizacional puede contribuir a un proceso de inclusión adecuado, con prácticas de capacitación y sensibilización que brindan información y reducen la discriminación y dificultades.(AU)

Losing and regaining organizational attractiveness during the recruitment process: a multiple-degment factorial vignette study / Ganar y recuperar atractivo organizacional durante el proceso de reclutamiento: un estudio factorial multisegmentario con viñetas

How applicants’ perceptions of organizational attractiveness (OA) change over the recruitment process and whether OA, once lost, can ever be regained, has hardly been investigated. Therefore, drawing on organizational justice and signaling theories, we examined the effects of treatment (fair vs. unfair), re-evaluation (positive vs. negative), and outcome (offer vs. rejection) on OA. Results from a multiple-segment factorial vignette study (N = 193 employees) showed a reduction in OA (67%) after applicants were treated unfairly. Up to 24% of this loss was regained in subsequent stages through positive re-evaluation and by being offered a job. The results also showed a reduction in OA (52%) for applicants who were treated fairly but re-evaluated their experience negatively and received a rejection. Thus, one good experience may not be enough to attract applicants, and understanding the combined effect of experiences is even more important than understanding the effect of a single experience.(AU)

Apenas se ha indagado en cómo cambia la percepción del atractivo de la organización (AO) de los aspirantes a lo largo del proceso de reclutamiento y si puede recuperarse cuando se pierde. Así, partiendo de la justicia organizativa y de las teorías de la señalización analizamos el efecto del tratamiento (justo vs. injusto), reevaluación de las teorías de justicia organizacional (positiva vs. negativa) y resultados (oferta vs. rechazo) en el AO. Los resultados de un estudio factorial multisegmentario con viñetas (N = 193 empleados) mostraron una disminución del AO (67%) después de haber tratado a los aspirantes de modo injusto. Hasta un 24% de esta pérdida se recuperó en etapas posteriores gracias a una reevaluación positiva y a una oferta de trabajo. Los resultados igualmente mostraron una disminución del AO (52%) en los aspirantes a los que se trató de modo justo pero reevaluaron su experiencia negativamente y sufrieron rechazo. Así, una buena experiencia no garantiza que se atraiga a los aspirantes. Además, desentrañar el efecto combinado de las experiencias resulta aún más importante que explicar el efecto de una única experiencia.(AU)

Does psychological detachment benefit job seekers? A two study weekly investigation.

On a weekly basis, job seekers need to exert effort to successfully navigate their search. Yet, despite the notion that job seeking is likely depleting, there has been little research and discussion to date surrounding whether taking time to recover from job seeking can be restorative and helpful for job seekers. Applying theory from the effort-recovery model (Meijman & Mulder, 1998) and the stressor-detachment model (Sonnentag & Fritz, 2015) to the job search context, we highlight the self-regulatory and job search-related benefits associated with psychologically detaching from the job search each week. Specifically, we theorize that weekly psychological detachment from the job search (at t) helps job seekers feel recovered (at t) and, in turn, more vigorous (at t + 1), prompting subsequent job search effort (at t + 1); further, weekly job search effort is expected to engender an increase in subsequent interviews (at t + 2). We also explore the cross-level moderating effect of implicit theories of depletion, considering whether the beneficial impact of weekly psychological detachment is contingent on how depleting job seekers perceive the search process to be. We tested our model with two weekly experience sampling studies of over 200 new labor market entrants. Across both studies, we found considerable support for our model, suggesting that taking time to psychologically detach from the job search can help job seekers maintain their well-being and obtain job search success. (PsycInfo Database Record (c) 2022 APA, all rights reserved).