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Journal articles on the topic 'Applicant Pool'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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1

Jackman, Simon. "What Do We Learn from Graduate Admissions Committees? A Multiple Rater, Latent Variable Model, with Incomplete Discrete and Continuous Indicators." Political Analysis 12, no. 4 (2004): 400–424. http://dx.doi.org/10.1093/pan/mph026.

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What do we really know about applicants to graduate school? How much information is in an applicant's file? What do we learn by having graduate admissions committees read and score applicant files? In this article, I develop a statistical model for measuring applicant quality, combining the information in the committee members' ordinal ratings with the information in applicants' GRE scores. The model produces estimates of applicant quality purged of the influence of committee members' preferences over ostensibly extraneous applicant characteristics, such as gender and intended field of study.

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2

Van Ommeren, Jos, Giovanni Russo, Reinout E. De Vries, and Mark Van Ommeren. "Context in Selection of Men and Women in Hiring Decisions: Gender Composition of the Applicant Pool." Psychological Reports 96, no. 2 (2005): 349–60. http://dx.doi.org/10.2466/pr0.96.2.349-360.

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The hypothesis that the sex composition of an applicant pool affects the hiring probabilities of individual job applicants was tested using gender-distinctive information on accepted and rejected job applicants in The Netherlands. The evidence supports this hypothesis, although the effect sizes are moderate. Both men and women have a lower probability of being hired when the applicant pool contains fewer applicants from their own sex.

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3

McDaniel, M. Jane, and Ted J. Ruback. "Physician Assistant Applicant Pool." Journal of Physician Assistant Education 28 (October 2017): S18—S23. http://dx.doi.org/10.1097/jpa.0000000000000145.

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4

Granger, Noelle A., and Barbara R. Renner. "Applicant Pool for Emergency Medicine Residencies." Annals of Emergency Medicine 27, no. 3 (1996): 363–64. http://dx.doi.org/10.1016/s0196-0644(19)30046-0.

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5

Appel, Jacob M. "Medical School: The Wrong Applicant Pool?" Hastings Center Report 49, no. 2 (2019): 6–8. http://dx.doi.org/10.1002/hast.987.

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6

Turban, Daniel B., and Daniel M. Cable. "Firm reputation and applicant pool characteristics." Journal of Organizational Behavior 24, no. 6 (2003): 733–51. http://dx.doi.org/10.1002/job.215.

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7

Stoll, DJ, and EC Solomon. "The 1987 dental school applicant pool." Journal of Dental Education 52, no. 4 (1988): 221–23. http://dx.doi.org/10.1002/j.0022-0337.1988.52.4.tb02198.x.

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8

Salehi, Parsa P., Alyssa Heiser, Pauniz Salehi, et al. "Otolaryngology Applicant Characteristics and Trends: Comparing OTO-HNS with Peer Specialties." Annals of Otology, Rhinology & Laryngology 130, no. 8 (2021): 929–40. http://dx.doi.org/10.1177/0003489420987408.

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Purpose: To evaluate the recent Otolaryngology-Head and Neck Surgery (OTO-HNS) applicant characteristics, to identify which applicant characteristics are associated with successful match into OTO-HNS, and to compare OTO-HNS applicant trends and characteristics to that of peer surgical specialties (PS). Materials and Methods: Data were obtained from official reports by the National Residency Matching Program (NRMP) for OTO-HNS, plastic and reconstructive surgery, orthopedic surgery, neurosurgery, and dermatology from 2006 to 2019. Alpha Omega Alpha (AOA) membership, United States Medical Licens

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9

Williams, Margaret L., and George F. Dreher. "Compensation System Attributes and Applicant Pool Characteristics." Academy of Management Journal 35, no. 3 (1992): 571–95. http://dx.doi.org/10.5465/256487.

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10

Costaras, Janice. "Marketing and Recruitment Increase Student Applicant Pool." Laboratory Medicine 22, no. 6 (1991): 388–90. http://dx.doi.org/10.1093/labmed/22.6.388.

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11

Clark, D. S., C. D. Killian, and K. J. Mitchell. "The declining applicant pool and MCAT scores." Academic Medicine 65, no. 3 (1990): 219–20. http://dx.doi.org/10.1097/00001888-199003000-00019.

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12

Williams, M. L., and G. F. Dreher. "COMPENSATION SYSTEM ATTRIBUTES AND APPLICANT POOL CHARACTERISTICS." Academy of Management Journal 35, no. 3 (1992): 571–95. http://dx.doi.org/10.2307/256487.

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13

Connerley, Mary L., Kevin D. Carlson, and Ross L. Mecham. "Evidence of differences in applicant pool quality." Personnel Review 32, no. 1 (2003): 22–39. http://dx.doi.org/10.1108/00483480310454709.

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14

Martin, Marcus L. "Applicant Pool for Emergency Medicine Residency Programs: Information on Minority and Female Applicants." Annals of Emergency Medicine 27, no. 3 (1996): 331–38. http://dx.doi.org/10.1016/s0196-0644(96)70269-x.

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15

Cleveland, Jeanette N., Ronald M. Festa, and Linda Montgomery. "Applicant pool composition and job perceptions: Impact on decisions regarding an older applicant." Journal of Vocational Behavior 32, no. 1 (1988): 112–25. http://dx.doi.org/10.1016/0001-8791(88)90009-7.

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16

Durham, Susan R., Katelyn Donaldson, M. Sean Grady, and Deborah L. Benzil. "Analysis of the 1990–2007 neurosurgery residency match: does applicant gender affect neurosurgery match outcome?" Journal of Neurosurgery 129, no. 2 (2018): 282–89. http://dx.doi.org/10.3171/2017.11.jns171831.

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OBJECTIVEWith nearly half of graduating US medical students being female, it is imperative to understand why females typically make up less than 20% of the neurosurgery applicant pool, a number that has changed very slowly over the past several decades. Organized neurosurgery has strongly indicated the desire to overcome the underrepresentation of women, and it is critical to explore whether females are at a disadvantage during the residency application process, one of the first steps in a neurosurgical career. To date, there are no published studies on specific applicant characteristics, incl

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17

Bloxham, D. "The application process influences the applicant pool-we can send the applicants a message." Journal of Dental Education 60, no. 5 (1996): 419–21. http://dx.doi.org/10.1002/j.0022-0337.1996.60.5.tb03044.x.

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18

Griffith, Brent, Anna Rozenshtein, Madelene Lewis, et al. "Shrinking IR Applicant Pool: Self-Selection at Work?" Journal of Vascular and Interventional Radiology 31, no. 5 (2020): 859–61. http://dx.doi.org/10.1016/j.jvir.2020.01.003.

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19

Shatzman, A. M. "Reflections of the past in todayʼs applicant pool". Academic Medicine 72, № 6 (1997): 474–6. http://dx.doi.org/10.1097/00001888-199706000-00007.

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20

Solomon, ES. "A global profile of the dental applicant pool." Journal of Dental Education 55, no. 12 (1991): 814–16. http://dx.doi.org/10.1002/j.0022-0337.1991.55.12.tb02608.x.

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21

Solomon, ES, JC Whiton, and JK Druitt. "The dental school applicant pool-elements of change." Journal of Dental Education 55, no. 6 (1991): 381–83. http://dx.doi.org/10.1002/j.0022-0337.1991.55.6.tb02548.x.

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22

Zickmann, A. "The dental school applicant pool—elements of change." Journal of Oral and Maxillofacial Surgery 50, no. 4 (1992): 426. http://dx.doi.org/10.1016/0278-2391(92)90425-y.

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23

Nuciforo, Matthew A. "Minority Applicants to Physical Therapist Education Programs 2010–2012." Physical Therapy 95, no. 1 (2015): 39–50. http://dx.doi.org/10.2522/ptj.20130585.

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Background In 2011–2012, despite comprising 35% of the US population, minorities comprised 20% of applicants to and 15% of enrolled students in accredited physical therapist education programs. Solutions aimed at addressing current disparities in health care may include educating physical therapists in environments reflecting the increasing diversity of the US population. Objective The purposes of this study were: (1) to describe the underrepresented minority (URM) applicant pool to Physical Therapist Centralized Application Service (PTCAS) member programs and (2) to investigate differences in

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24

Bhatnagar, Vikrant, Steven H. Lee, Edward W. Lee, and Eric K. Hoffer. "Re: Shrinking IR Applicant Pool—Self-Selection at Work?" Journal of Vascular and Interventional Radiology 31, no. 9 (2020): 1513–14. http://dx.doi.org/10.1016/j.jvir.2020.05.027.

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25

Strayhorn, Gregory. "Underrepresentation in the Applicant Pool for Emergency Medicine Residencies." Annals of Emergency Medicine 27, no. 3 (1996): 364–66. http://dx.doi.org/10.1016/s0196-0644(19)30047-2.

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26

Hazboun, Rajaie, Samuel Rodriguez, Arul Thirumoorthi, Joanne Baerg, Donald Moores, and Edward P. Tagge. "Personality traits within a pediatric surgery fellowship applicant pool." Journal of Surgical Research 218 (October 2017): 298–305. http://dx.doi.org/10.1016/j.jss.2017.05.073.

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27

Decker, Lisa Kay, and Robert G. Huckabee. "Law Enforcement Hiring Practices and Narrowing the Applicant Pool." Journal of Offender Rehabilitation 29, no. 3-4 (1999): 57–70. http://dx.doi.org/10.1300/j076v29n03_03.

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28

Eiff, M. Patrice, Annie Ericson, Elaine Waller Uchison, et al. "A Comparison of Residency Applications and Match Performance in 3-Year vs 4-Year Family Medicine Training Programs." Family Medicine 51, no. 8 (2019): 641–48. http://dx.doi.org/10.22454/fammed.2019.558529.

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Background and Objectives: The optimal length of residency training in family medicine is under debate. This study compared applicant type, number of applicants, match positions filled, matched applicant type, and ranks to fill between 3-year (3YR) and 4-year (4YR) residencies. Methods: The Length of Training Pilot (LOTP) is a case-control study comparing 3YR (seven residencies) and 4YR (six residencies) training models. We collected applicant and match data from LOTP programs from 2012 to 2018 and compared data between 3YR and 4YR programs. National data provided descriptive comparisons. An a

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29

Dong, Ting, Jeffrey Hutchinson, Dario Torre, et al. "What Influences the Decision to Interview a Candidate for Medical School?" Military Medicine 185, no. 11-12 (2020): e1999-e2003. http://dx.doi.org/10.1093/milmed/usaa237.

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ABSTRACT Introduction Holistic review, in which medical schools seek to balance applicant attributes and experiences alongside traditional academic metrics in making admissions decisions, has been in place for over a decade. Medical school applicants and the admissions’ community are still trying to understand the impact of holistic review on the composition of those medical schools choose to interview and accept. Materials and Method The study cohort included all candidates who applied to Uniformed Services University of the Health Sciences (USU) in 2014, 2015, and 2016 (N = 8,920). We conduc

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30

Searle, Rosalind H. "Organizational Justice in E-recruiting: issues and controversies." Surveillance & Society 1, no. 2 (2002): 227–31. http://dx.doi.org/10.24908/ss.v1i2.3357.

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The recruitment situation has high stakes both for the potential new employer and candidates. This article highlights the technology-led transformation occurring in organization’s recruitment processes and argues that more attention is needed to assess how far these systems actually widen the applicant pool, or whether they mask the replication of previous discriminatory practices. It raises questions about the transparency of the process, and the accountability of recruiters to applicants noting the procedural and distributive justice implications of these changes.

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31

Lajos, Paul, Alejandro Negrete, Reid Ravin, Michael Marin, and Peter Faries. "A survey of 0 + 5 vascular surgery residency candidates: Perceptions of an applicant pool." Vascular 24, no. 6 (2016): 610–20. http://dx.doi.org/10.1177/1708538116629590.

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Background Applications to integrated (0 + 5) vascular surgery residencies have increased, while total applications have stayed relatively constant. This survey sought to document the perceptions of 0 + 5 vascular surgery applicants. Methods Academic faculty conducted interviews for 0 + 5 residency match at an academic medical center in preparation for the National Resident Matching Program (NRMP) Main Residency Match. Applicant pool (n = 20) perceptions were determined with surveys. Participation was anonymous and voluntary. Results Nineteen interviewees (26.3% female: 73.7% male), age (26.8

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32

Eidt, John F., Elliot Chaikof, and Anton N. Sidawy. "Characteristics of the applicant pool to vascular surgery residency programs." Journal of Vascular Surgery 42, no. 3 (2005): 519–23. http://dx.doi.org/10.1016/j.jvs.2005.05.011.

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33

Zadnik, Karla, and Lewis N. Reich. "An Analysis of the Optometric Applicant Pool Relative to Matriculants." Optometry and Vision Science 96, no. 9 (2019): 637–46. http://dx.doi.org/10.1097/opx.0000000000001424.

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34

Kassebaum, D. G., and P. L. Szenas. "The decline and rise of the medical school applicant pool." Academic Medicine 70, no. 4 (1995): 334–40. http://dx.doi.org/10.1097/00001888-199504000-00020.

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35

Komar, Shawn, Jennifer A. Komar, Chet Robie, and Simon Taggar. "Speeding Personality Measures to Reduce Faking." Journal of Personnel Psychology 9, no. 3 (2010): 126–37. http://dx.doi.org/10.1027/1866-5888/a000016.

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The purpose of the present study was to examine the effects of imposing a time constraint on respondents completing the Big Five personality Inventory (John & Srivastava, 1999) based on a self-regulatory model of response distortion. A completely crossed 2 × 2 experimental design was used in which instructions (neutral standard instruction or a job applicant instruction) and speed (with or without a time limit) were manipulated. While speeding personality tests reduced socially desirable responding, consistent with resource allocation theory (Ackerman, 1986), this effect was only seen in l

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36

Kaley, Jennifer Raible, Joshua Bornhorst, Michael Wiggins, and Marwan Yared. "Prevalence and Types of Misrepresentation of Publication Record by Pathology Residency Applicants." Archives of Pathology & Laboratory Medicine 137, no. 7 (2013): 979–82. http://dx.doi.org/10.5858/arpa.2012-0253-oa.

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Context.—Publication misrepresentation among residency applicants has been demonstrated in various specialties. This study examines the prevalence of publication misrepresentation among US-trained and non–US-trained pathology residency applicants. Objective.—To determine the prevalence of publication misrepresentation in the pathology applicant pool at our institution, to compare the rates of misrepresentation among US-trained and non–US-trained applicants, and to compare results to published results from other medical specialties. Design.—All peer-reviewed journal articles reported on applica

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37

Dineen, Brian R., and Ian O. Williamson. "Screening-oriented recruitment messages: Antecedents and relationships with applicant pool quality." Human Resource Management 51, no. 3 (2012): 343–60. http://dx.doi.org/10.1002/hrm.21476.

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38

Bosshardt, Donald I., Larry Lichtenstein, and Mark P. Zaporowski. "A Model Of College Tuition Maximization." Contemporary Issues in Education Research (CIER) 2, no. 1 (2011): 53. http://dx.doi.org/10.19030/cier.v2i1.1105.

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This paper develops a series of models for optimal tuition pricing for private colleges and universities. The university is assumed to be a profit maximizing, price discriminating monopolist. The enrollment decision of student’s is stochastic in nature. The university offers an effective tuition rate, comprised of stipulated tuition less financial aid, to each student based on the demographic characteristics of the student. Initially, the applicant poll is assumed to be homogeneous. Subsequently, the quality of the applicant pool is allowed to vary and the university’s tuition maximization pro

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39

Wang, Xuhui, Md Jamirul Haque, Wenjing Li, Asad Hassan Butt, Hassan Ahmad, and Hamid Ali Shaikh. "AI-Enabled E-Recruitment Services Make Job Searching, Application Submission, and Employee Selection More Interactive." Information Resources Management Journal 34, no. 4 (2021): 48–68. http://dx.doi.org/10.4018/irmj.2021100103.

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Personnel recruitment and selection is changing rapidly with the adoption of artificial intelligence (AI) tools. This chapter looks at how job applicants perceive AI in recruitment. The results show that AI tools encourage a larger number of quality application submissions and for two reasons. First, AI entrains a perception of a novel approach to job searching. Second, AI is perceived to be able to interactively tailor the application experience to what the individual applicant expects and has to offer. These perceptions increase the likelihood the user will submit a job application and so im

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40

Deserranno, Erika. "Financial Incentives as Signals: Experimental Evidence from the Recruitment of Village Promoters in Uganda." American Economic Journal: Applied Economics 11, no. 1 (2019): 277–317. http://dx.doi.org/10.1257/app.20170670.

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I study the role of financial incentives as signals of job characteristics when these are unknown to potential applicants. To this end, I create experimental variation in expected earnings and use that to estimate the effect of financial incentives on candidates’ perception of a brand-new health-promoter position in Uganda and on the resulting size and composition of the applicant pool. I find that more lucrative positions are perceived as entailing a lower positive externality for the community and discourage agents with strong pro-social preferences from applying. While higher financial ince

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41

Vongvanith, Vida V., Serena A. Huntington, and Nancy T. Nkansah. "Diversity Characteristics of the 2008-2009 Pharmacy College Application Service Applicant Pool." American Journal of Pharmaceutical Education 76, no. 8 (2012): 151. http://dx.doi.org/10.5688/ajpe768151.

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42

Hall, Frances R., Collins Mikesell, Pamela Cranston, Ellen Julian, and Carol Elam. "Longitudinal Trends in the Applicant Pool for U.S. Medical Schools, 1974-1999." Academic Medicine 76, no. 8 (2001): 829–34. http://dx.doi.org/10.1097/00001888-200108000-00017.

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43

Stover, Weston, Sujata Gill, Kim Schenarts, and A. Alfred Chahine. "Defining the Applicant Pool for Postgraduate Year-2 Categorical General Surgery Positions." Journal of Surgical Education 75, no. 4 (2018): 870–76. http://dx.doi.org/10.1016/j.jsurg.2017.11.006.

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44

Isidor, Rodrigo, Marius Claus Wehner, Judith Eickhoff, and Ruediger Kabst. "How Gendered Wording in Job Advertisements Influences Female Applicant Pool Quantity and Quality." Academy of Management Proceedings 2016, no. 1 (2016): 16323. http://dx.doi.org/10.5465/ambpp.2016.16323abstract.

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45

Beres, Alana, Robert Baird, and Pramod S. Puligandla. "Success in the Pediatric Surgery Match: a survey of the 2010 applicant pool." Journal of Pediatric Surgery 46, no. 5 (2011): 957–61. http://dx.doi.org/10.1016/j.jpedsurg.2011.02.030.

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46

Lee, Colin Idzert Sarkies, and Piers Steel. "Naturally Occurring Selection: Using Applicant Pool Data to Estimate Job Relevant Range Restriction." Academy of Management Proceedings 2019, no. 1 (2019): 16220. http://dx.doi.org/10.5465/ambpp.2019.16220abstract.

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47

Kathiresan, A. S. Q., Y. Cruz-Almeida, R. Valthaty, D. I. Hoffman, W. S. Maxson, and S. J. Ory. "The reproductive endocrinology and infertility match: a survey of the 2011 applicant pool." Fertility and Sterility 98, no. 3 (2012): S236. http://dx.doi.org/10.1016/j.fertnstert.2012.07.860.

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48

Kathiresan, Anupama S. Q., Mousa Shamonki, Yenisel Cruz-Almeida, et al. "Reproductive Endocrinology and Infertility Match: A Survey of the 2011-2012 Applicant Pool." Fertility and Sterility 99, no. 3 (2013): S9. http://dx.doi.org/10.1016/j.fertnstert.2013.01.018.

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49

Shapiro, Jonathan, Cameron Lee, and Sang E. Park. "Impact of a Longitudinal Lecture Series on Pre-dental Student Recruitment." Journal of Education and Training Studies 5, no. 5 (2017): 1. http://dx.doi.org/10.11114/jets.v5i5.2079.

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The expanding number of dental schools has not resulted in a rise in dental school applications; therefore, there is a need to identify and retain pre-dental students in the applicant pool. One way to do this is to introduce an outreach program by dental schools. A limited number of studies have been done on the impact of outreach programs on dental school recruitment.This study was done to examine the effectiveness of an outreach program initiated at the Harvard School of Dental Medicine (HSDM). Third- and fourth-year dental students provided 12 hours of lectures, two hours of case-based lear

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50

Xie, Guihua, and Yangyang Zhang. "Seeking out the Party: A study of the Communist Party of China’s membership recruitment among Chinese college students." Chinese Journal of Sociology 3, no. 1 (2017): 98–134. http://dx.doi.org/10.1177/2057150x16686678.

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Being recruited to the Communist Party of China (CPC) begins with a self-initiated application. Prospective candidates are selected by the Party from an applicant pool and then go through an evaluation process that is at least 12 months long. Only those who meet the Party’s expectations will be allowed to join. This study examines the impact of factors such as political attitude, personality, family background and college ranking on university students’ eagerness to join the Party and their prospects of being accepted. The data are based on the College Student Panel Survey in Beijing, 2009–201

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