Design of the Arizona CoVHORT: A Population-Based COVID-19 Cohort

This study is a prospective, population-based cohort of individuals with a history of SARS-CoV-2 infection and those without past infection through multiple recruitment sources. The main study goal is to track health status over time, within the diverse populations of Arizona and to identify the long-term consequences of COVID-19 on health and well-being. A total of 2,881 study participants (16.2% with a confirmed SARS-CoV-2 infection) have been enrolled as of December 22, 2020, with a target enrollment of 10,000 participants and a planned follow-up of at least 2 years. This manuscript describes a scalable study design that utilizes a wide range of recruitment sources, leveraging electronic data collection to capture and link longitudinal participant data on the current and emerging issues associated with the COVID-19 pandemic. The cohort is built within a collaborative infrastructure that includes new and established partnerships with multiple stakeholders, including the state's public universities, local health departments, tribes, and tribal organizations. Challenges remain for ensuring recruitment of diverse participants and participant retention, although the electronic data management system and timing of participant contact can help to mitigate these problems.

Determinants of job seekers to select recruitment agency for new job vacancies

The most important determinant of organizational effectiveness is the ability to attract, hire, and develop capable talent. The ability to attract and retain superior employees can lead to sustained competitive advantage for organizations. This is difficult due to the shrinking availability of qualified labor. The use of recruitment agency (RA) or employment agency allows human resource departments to target and identify quality candidates with more efficiency. RA, kind of consultancy, is normally understood as third party recruiter that finds jobs for people seeking them and finds people to fill particular jobs3 . Some RA focus their efforts on executive, managerial, and professional positions (white and yellow collar workers). These firms are split into two groups: (1) contingency firms that charge a fee only after a candidate has been hired by a client company and (2) retainer firms that charge a client a set fee whether or not the contracted search is successful. Most of RA in Vietnam apply contingency basis. Majority of foreign and big local companies use RA as one of the key recruitment sources to attract middle to senior level employees despite there is maybe higher expenses of this source than using other recruitment sources in some extents below: • The job vacancy is top confidential and recruiter cannot launch the public recruitment • The vacancy requires very short time to fill • The limited staffing resources of recruiting department or • The limited candidate pool in some industries or function which may cause very long time to fill the vacancy or to find out the right candidate.

Pengaruh Rekrutmen dan Promosi Jabatan Terhadap Kinerja Karyawan Pada PT. Bank Sinarmas Cabang Denpasar

This research was conducted based on differences in the focus of the discussion about recruitment and promotion of employee performance. Besides, there are also research problems about the decline in employee performance at PT Bank Sinarmas Denpasar Branch. This study aims to examine and analyze the effect of recruitment and promotion of position on employee performance. This research was conducted at PT Bank Sinarmas with a population and the sample of this study amounted to 87 respondents. All data obtained from the questionnaire distribution are feasible to use, then analyzed using SPSS 24.0. The results of the study give the meaning that recruitment has a positive and significant effect on employee performance; job promotion has a positive and significant effect on employee performance; recruitment and promotion have a positive and significant effect on employee performance. This research implies that recruitment can be improved by taking into account the basic indicators of recruitment, recruitment sources, and recruitment methods so that employee performance increases. Job promotion can be increased by taking into account indicators of employees who are loyal and with integrity, creativity, and initiative, more value than other employees, can provide solutions not only complaint and professional in working so that employee performance increases. Finally, employee performance can improve by taking into account indicators of quality, quantity, timeliness, effectiveness, and independence.

Mixed-stock and discriminant models use for assessing recruitment sources of estuarine fish populations in La Plata Basin (South America)

The objective of this study was to identify potential recruitment sources of Prochilodus lineatus from freshwater areas (Paraná and Uruguay rivers) to estuarine population of the Río de la Plata Estuary (La Plata Basin, South America), considering young (age-1) and adult (age-7) fish. LA-ICP-MS chemical analysis of the otolith core (nine element:Ca ratios) of an unknown mixed sample from Río de la Plata Estuary (2011 and 2017) was compared with a young-of-year baseline data set (same cohort) and classified into freshwater nurseries (Paraná or Uruguay river) by using maximum classification-likelihood models (MLE and MCL) and quadratic discriminant analysis (QDA). Considering the three models used, the Uruguay River was the most important contributor for both young and adult populations. The young population (2011) was highly mixed with contributions between 31.7 to 68.3%, while the degree of mixing was found to decrease in 2017 (adult fish) from 97.1 to 100% contributions. The three employed methods showed comparable estimates, however, the QDA showed a high similarity with the MCL model, suggesting sensitivity to evaluate small contributions, unlike the MLE method. Our results show the potential application of maximum likelihood mixture models and QDA for determining the relative importance of recruitment sources of fish in estuarine waters of the La Plata Basin.

Sources of recruitment at foreign commercial banks in Jordan and their impact on the job performance proficiency

The purpose of this study was to identify sources of recruiting as practiced by the foreign commercial banks operating in Jordan and their impact on job performance proficiency. Six foreign banks were chosen randomly, 160 questionnaires were distributed to employees from the human resource departments at these banks, 121 valid questionnaires were recovered – 76% – and statistically analyzed. Results revealed the highest level of using internal recruitment sources related to accelerating promotion. External recruitment sources related to online ads and attracting distinctive graduates. There is an impact of overall internal recruitment sources on job performance proficiency. There is no impact of the overall external recruitment sources on job performance proficiency, except external recruitment sources related to recommended employees, educational institutions, and training centers, which have impact on job performance proficiency.The study recommended to maintain the application of promotion strategies by acceleration as a source of internal employment, because they positively influence the increase in the level of performance among the employees. Maintain the follow-up of graduates at universities to attract the first of them as a source of employment, maintain contact with the training centers and select the distinguished trainees as the sources of employment, and diversify advertising methods to attract talent.

Literature Review on Primary Organizational Recruitment Sources

The process of recruitment is a primary method of people absorption function in any organization. Various companies small and big, strategize and adopt various tactics in choosing the right source of recruitment or hiring quality professionals on to their workforce. Therefore, this research aims to investigate or enquire the various research literature published on various main recruitment methods implemented in company's recruitment process or function. In this paper, the resultant outcomes based on last 20 years literature investigation are discussed in detail through a systematic review. Accordingly, the relevant resultant outcomes post the literature investigation is published by making suggestions for sustenance in the industry.

Pengaruh Recruitment Source dan Job Seeker's Perception terhadap JOb Seeker's Intention to Pursue the Job di Kompas Gramedia Group

Job seeker's intention to pursue the job is to be considered by a company in order to attract a job applicant. The existence of an employee wishes to pursue a job (job seeker's intention to pursue the job) thought to be affected by a job applicant easily obtain employment information from a variety of existing media (recruitment sources). In addition, the perception of a job applicant (job seeker's perception) against a company is also thought to influence the decision to pursue such work. The purpose of this study was to determine the influence of recruitment sources and job seeker's perception of job seeker's intention to pursue the job in Kompas Gramedia Group. In this study, questionnaires done by using non-probability sampling of 100 respondents who are a job applicant that have or are applying for a job at one of the subsidiaries of Kompas Gramedia Group, domiciled in Tangerang. Data collection methods used in this research by distributing questionnaires. Meanwhile, the research method used is quantitative and descriptive research methods. The results showed that the newspaper has no effect and no significant effect on job seeker's intention to pursue the job in Kompas Gramedia Group. Internet and friends / relatives have positive and significant effect on job seeker's intention to pursue the job in Kompas Gramedia Group. In addition, person - organization fit and organizational culture have positive and significant impact on the job seeker's intention to pursue the job. And based on the results of this research, it is known that the recruitment sources (newspaper, internet, and friends / relatives) as well as the job seeker's perception (person - organization fit and organizational culture) can explain and affect job seekers intention to pursue the job in Kompas Gramedia Group amounted to 46.8 %. Keywords: recruitment source, job seeker’s