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Journal articles on the topic 'Recruitment and retention strategies'

Author: Grafiati

Published: 4 June 2021

Last updated: 26 January 2023

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1

Kaur Sodi, Prof Jasbir. "Reviewing Corporate Recruitment, Retention and Training Strategies." Indian Journal of Applied Research 4, no. 2 (October 1, 2011): 9–10. http://dx.doi.org/10.15373/2249555x/feb2014/32.

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Stichler, Jaynelle F. "Recruitment and Retention Strategies." AWHONN Lifelines 9, no. 5 (October 2005): 404–7. http://dx.doi.org/10.1177/1091592305283157.

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Gingerich, Barbara Stover. "Staff Recruitment, Retention, and Training Strategies." Home Health Care Management & Practice 19, no. 2 (February 2007): 151–53. http://dx.doi.org/10.1177/1084822306294484.

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4

Cybulski, Angela, Karen Bell, and Jean Reeder. "Management Strategies for Nursing Recruitment and Retention." Healthcare Quarterly 2, no. 4 (June 15, 1999): 16–22. http://dx.doi.org/10.12927/hcq.1999.16545.

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Williams III, John A., Valerie Hill-Jackson, Cassidy Caldwell, and Cheryl J. Craig. "Teacher Recruitment and Retention: Local Strategies, Global Inspiration." Journal of Teacher Education 73, no. 4 (August 5, 2022): 333–37. http://dx.doi.org/10.1177/00224871221118155.

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Jeffery, B., S. Johnson, and J. Bacsu. "RURAL AGING HEALTH RESEARCH: RECRUITMENT AND RETENTION STRATEGIES." Innovation in Aging 1, suppl_1 (June 30, 2017): 795. http://dx.doi.org/10.1093/geroni/igx004.2878.

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MacMillan, Donna. "Shortage of laboratory professionals: Recruitment and retention strategies." Clinical Microbiology Newsletter 24, no. 9 (May 2002): 65–68. http://dx.doi.org/10.1016/s0196-4399(02)80014-9.

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Birkenstock, Marguerite. "Recruitment and Retention: Strategies for Keeping Good Nurses." AORN Journal 53, no. 1 (January 1991): 110–18. http://dx.doi.org/10.1016/s0001-2092(07)66118-3.

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Caron, Stephen. "Leadership Strategies in Transport Team Recruitment and Retention." Healthcare Quarterly 14, no. 2 (April 26, 2011): 83–87. http://dx.doi.org/10.12927/hcq.2013.22385.

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Rodwell, Mary K., and Marilyn A. Biggerstaff. "Strategies for recruitment and retention of foster families." Children and Youth Services Review 15, no. 5 (January 1993): 403–19. http://dx.doi.org/10.1016/0190-7409(93)90012-x.

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Minor, Tameika D., Dalia Chowdhury, and Carl R. Flowers. "Recruitment, Retention, and Mentoring for Diversity Among Rehabilitation Counselor Educators." Rehabilitation Research, Policy, and Education 31, no. 2 (2017): 105–20. http://dx.doi.org/10.1891/2168-6653.31.2.105.

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Purpose:In this article, the authors discuss best strategies for recruitment and retention among faculty of color, international faculty, and women to diversify rehabilitation counselor education faculty.Method:Based on a comprehensive literature review, we have provided the reader with a brief review of the status of faculty of color, international faculty, and women in academia, issues in recruitment and retention, and strategies that may be beneficial in diversifying rehabilitation counselor education faculty.Results:Researchers in higher education have shown that a diverse faculty is not only beneficial to academia, but to communities as well. The authors have provided recruitment and retention strategies that have been used in other disciplines. Coupled with a sincere commitment by university administrators, faculty, students, and communities, these strategies may be beneficial in increasing diversity among the faculty ranks in rehabilitation counselor education programs.Conclusion:In order to increase diversity in our training and education programs, it is imperative that recruitment and retention plans are created and implemented. Various recruitment and retention strategies were discussed in this article that have been shown to be effective in other disciplines. Future research should explore the presence and use of recruitment and retention plans in rehabilitation counselor education programs. In addition, qualitative research is warranted to explore the experiences of faculty of color, international faculty, and women.

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Haskins, Awilda R., and Neva Kirk-Sanchez. "Recruitment and Retention of Students From Minority Groups." Physical Therapy 86, no. 1 (January 1, 2006): 19–29. http://dx.doi.org/10.1093/ptj/86.1.19.

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AbstractBackground and Purpose. Studies have identified strategies used in physical therapist education to recruit and retain students from minority groups. However, physical therapist education has evolved since these studies were published. The purpose of this study was to examine current practice in recruiting and retaining students from minority groups. Subjects. Seventy program directors of programs offering master’s or doctoral degrees in physical therapy responded to a survey. Methods. The survey questionnaire requested information on program demographics, numbers of applicants, students and graduates from minority groups, and recruitment and retention strategies utilized. The most frequently used strategies were identified. Wilcoxon rank sum tests were performed to determine which strategies were associated with better recruitment and retention of students from minority groups. Results. Fifty programs made a special effort to recruit and retain students from minority groups. Nine recruitment strategies and 3 retention activities were associated with programs having higher proportions of minority applicants, students, and graduates. Discussion and Conclusion. The most frequently used strategies were incongruent with the strategies used by programs with higher proportions of applicants, students, and graduates from minority groups. This study provides information to help physical therapist educators determine which strategies help recruit and retain students from minority groups. [Haskins AR, Kirk-Sanchez N. Recruitment and retention of students from minority groups.]

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Wilson, Kate, and Karen Rose. "Patient recruitment and retention strategies in randomised controlled trials." Nurse Researcher 6, no. 1 (October 1998): 35–46. http://dx.doi.org/10.7748/nr.6.1.35.s4.

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Wilson, Kate, and Karen Rose. "Patient recruitment and retention strategies in randomised controlled trials." Nurse Researcher 6, no. 1 (October 1998): 35–46. http://dx.doi.org/10.7748/nr1998.10.6.1.35.c6078.

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McCann, Jennifer, Nicola D. Ridgers, Alison Carver, Lukar E. Thornton, and Megan Teychenne. "Effective recruitment and retention strategies in community health programs." Health Promotion Journal of Australia 24, no. 2 (August 2013): 104–10. http://dx.doi.org/10.1071/he13042.

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Hall, Kathleen S., William J. Malone, Millicent R. Pettaway, and Hugh C. Hendrie. "P2-341 Recruitment and retention strategies with African Americans." Neurobiology of Aging 25 (July 2004): S330. http://dx.doi.org/10.1016/s0197-4580(04)81084-4.

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Richmann, Jim. "Surviving the nursing shortage, strategies for recruitment and retention." Journal of Emergency Nursing 29, no. 5 (October 2003): 471–72. http://dx.doi.org/10.1016/s0099-1767(03)00290-3.

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Opp, Ronald D., and Albert B. Smith. "Effective strategies for enhancing minority faculty recruitment and retention." New Directions for Community Colleges 1994, no. 87 (1994): 43–55. http://dx.doi.org/10.1002/cc.36819948707.

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de Los Santos, Alfredo G. "Minority faculty recruitment and retention strategies: The maricopa experience." New Directions for Community Colleges 1994, no. 87 (1994): 73–80. http://dx.doi.org/10.1002/cc.36819948710.

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Hansen, Lissi, Shirin Hiatt, and Karen Lyons. "Palliative Care Research: Successful Recruitment and Retention Strategies of Patient-Caregiver Dyads." Innovation in Aging 4, Supplement_1 (December 1, 2020): 245. http://dx.doi.org/10.1093/geroni/igaa057.791.

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Abstract Research shows that the well-being of patients with serious illness and their family caregivers is significantly associated. Thus, to build the scientific knowledge upon which to establish high quality palliative and end-of-life care practices for these patients and their caregivers, research studies should include successful recruitment and retention strategies that focus on the patient-caregiver dyad. Aims: To review the literature focusing on successful dyadic recruitment and retention strategies and to describe successful recruitment and retention strategies, and attrition in a longitudinal study of end-stage liver disease (ESLD) patient-caregiver dyads. Methods: A five-year prospective longitudinal study of dyads included quantitative and qualitative data collected at 5 time points over 1 year: at baseline, 3, 6, 9, and 12 months. Results: Over a 32-month period 336 dyads were approached and 241 were enrolled. The refusal rate was 27 dyads (8.0%). Over the course of the study, 31 patients or caregivers withdrew for various reasons (too sick, liver transplantation). The attrition due to death of patients was 53 dyads (20.2%). Successful strategies used for recruitment and retention included tailoring to provider preference for referral, accommodating patient preference for data collection method, and having predictable and ongoing contact between a specific study staff and dyads. Conclusions: Less than 10 studies address recruitment and retention strategies most effective in dyadic research in various serious illnesses and clinical settings. Recruitment of ESLD patient-caregiver dyads is challenging. Future longitudinal dyadic studies of serious illnesses and palliative care may benefit from strategies learned from the current ESLD study.

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Arnobit, Celine Isabelle, Kiana Loo, Ian Pagano, Mai Uchiyama, Jami Fukui, Christa Braun-Inglis, and Erin O’Carroll Bantum. "Recruiting Cancer Survivors to a Mobile Mindfulness Intervention in the United States: Exploring Online and Face-to-Face Recruitment Strategies." International Journal of Environmental Research and Public Health 18, no. 19 (September 27, 2021): 10136. http://dx.doi.org/10.3390/ijerph181910136.

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Cancer survivorship research faces several recruitment challenges, such as accrual of a representative sample, as well as participant retention. Our study explores patterns in recruited demographics, patient-reported outcomes (PROs), and retention rates for a randomized controlled trial (RCT) utilizing a mobile mindfulness intervention for the well-being of cancer survivors. In total, 123 participants were recruited using traditional and online strategies. Using the chi-square test of independence, recruitment type was compared with demographic and clinical variables, PROs, and retention at Time 2 and Time 3. Online recruitment resulted in almost double the yield compared to traditional recruitment. Online-recruited participants were more often younger, from the continental U.S., Caucasian, diagnosed and treated less recently, at a later stage of diagnosis, diagnosed with blood cancer, without high blood pressure, and with less reported pain. The recruitment method was not significantly associated with retention. Online recruitment may capture a larger, broader survivor sample, but, similar to traditional recruitment, may also lead to selection biases depending on where efforts are focused. Future research should assess the reasons underlying the higher yield and retention rates of online recruitment and should evaluate how to apply a mix of traditional and online recruitment strategies to efficiently accrue samples that are representative of the survivor population.

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Shanker, Meera. "Recruitment process and its impact on retention of commercial pilots in Indian aviation industry." Business Process Management Journal 26, no. 3 (July 19, 2019): 736–51. http://dx.doi.org/10.1108/bpmj-12-2018-0376.

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Purpose The purpose of this paper is to find out the effect of recruitment practices on the retention of commercial pilots by the airlines in India. Often it is found that trained pilots pilfered by other airlines within/outside of India and Indian aviation industry have to rely on expatriate pilots to fly the aircrafts. Newly appointed pilots are required to be trained due to the lack of experience, which is a huge investment by the airlines. Therefore, the recruitment and retention of the commercial pilots create challenges for aviation industry in India. Design/methodology/approach Research design of the present study was exploratory and descriptive to evaluate the effect of recruitment practices on the retention of commercial pilots by airlines in India. All together, 225 commercial pilots from different Indian airlines participated in the present study. Instruments were designed to understand the practices related to recruitment, selection and retention strategies of commercial pilots used by these airlines, and how pilots perceive about recruitment practices and its relevance for retention strategies in the organization. Data were analyzed using factor analysis, Pearson’s correlation and regression analysis Findings Results of data analysis have revealed five factors of retention and selection measures, which were encouraging and employee-friendly recruitment policy, impact of external factors, organizational internal factors, employment brand and organizational growth and self-advancement opportunities. Similarly, retention strategies measures had four factors, namely, positive work culture, opportunities for individual growth, development, and salary benefit package, and opportunity for self-achievement. Pearson product moment correlation coefficient result revealed significantly positive relationship between various dimensions of recruitment and selection to retention strategies. Further regression analysis revealed the effect of those recruitment policies on retention was positive. Research limitations/implications Findings of this study could be potential bias and prejudice of the people involved and responded. As information was collected only form Indian commercial pilots, the findings might have changed if study was to be applied to a different country or economy. Random sampling error could not be ruled out. Preferred, accepted and perceived recruitment strategies and retention polices of Indian aviation sectors might be different as compare to other countries aviation sectors policies. Influence of cultural, organizational internal and external factors result might be different as compared to result of present study. Practical implications This is an important study, which will help the aviation sector to design recruitment policies and retention strategies to retain pilots to deal with a high level of attrition. Furthermore, present study will help the aviation sector in designing their policies and strategies, which forces pilots to remain with particular air carrier for longer time. It will give the same direction to other organizations, in general. Social implications The concept of recruitment and retention is applicable to each and every service sector. There could be different parameters for the same. Social implication of the present study is the same as it is for the aviation sectors. It is implied that service sectors must have appropriate recruitment policies, i.e. encouraging and employee friendly recruitment policy, conscious and continuous evaluation organizations’ external as well as internal factor, efforts shall be made to create employment branding, always focus on growth and advancement opportunities for the employees and organization. Positive work culture, opportunities for individual growth and development, salary benefit package and opportunity for self-achievement will help employees to remain with the organization for longer time. Originality/value This is an original research in the area of understanding recruitment policies and retention practices of commercial pilots in Indian aviation industry. This study is related to practical and genuine problem of attrition. Not many studies are found in this particular area.

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Canter, Kimberly S., Gabriela Vega, Alejandra Perez Ramirez, Janet A. Deatrick, and Anne E. Kazak. "Strategies for Successful Recruitment and Retention of Parents in Pediatric Psychosocial eHealth Interventions: A Qualitative Study in Pediatric Oncology." Journal of Pediatric Psychology 45, no. 5 (March 20, 2020): 530–39. http://dx.doi.org/10.1093/jpepsy/jsaa013.

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Abstract Objective Psychosocial intervention studies with parents often have difficulty with regard to participant recruitment, retention, and engagement. Prior to conducting a pilot test of the Electronic Surviving Cancer Competently Intervention Program (eSCCIP), a psychosocial eHealth intervention for parents of children with cancer, a qualitative study was designed to preemptively generate strategies to address potential difficulties in these domains. Methods Two focus groups and three semi-structured interviews were conducted with parents of children with cancer. Qualitative data were analyzed using the principles of thematic and content analysis. Themes were generated to describe results and inform the development of concrete recruitment, retention, and engagement strategies to be utilized in future intervention trials. Results Five themes emerged specific to recruitment, and three themes emerged related to retention and engagement. Parents highlighted a number of important potential recruitment, retention, and engagement strategies, including the importance of flexibility, ease of access and use, intervention timing, and pathways to follow-up care. Themes were linked to actionable recruitment, retention, and engagement strategies which can be utilized in future studies. Conclusion Results from the current study will be utilized when designing future eSCCIP intervention trials and will also be of use to the broader field of psychosocial eHealth intervention research in pediatric psychology. This study also underscores the importance of working with parent stakeholders at all phases of study design and implementation.

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Phillips, Demetrice, and Karina Kasztelnik. "The International Descriptive Study of Effective Methods for the Recruitment and the Retention of Faculty in the United States." Business Ethics and Leadership 5, no. 2 (2021): 21–58. http://dx.doi.org/10.21272/bel.5(2).21-58.2021.

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This qualitative descriptive study explored what community college administrators and faculty described as being effective recruitment and retention methods for faculty at community colleges in the Northeastern United States. This study answered two research questions: what recruitment methods do administrators and American faculty at community colleges describe as being effective in the recruitment of American faculty? Also, what retention methods do administrators and American faculty at community colleges describe as being effective in the retention of American faculty? The researcher applied critical race theory to form a framework for best practices in recruiting and retaining American faculty. Data were obtained by interviewing six American faculty and surveying seven community college administrators employed at Massachusetts community colleges who were selected using purposive sampling and community college online staff directories. Using MAXQDA data analysis software, the researcher initiated data analysis using thematic analysis. Data were organized and analyzed to identify codes, categories, and themes. Data analysis resulted in six themes: hiring processes, faculty diversity, recruitment strategies, work environment, student and faculty relationships, and retention strategies. The findings of this study can benefit community college personnel by recommending recruitment and retention strategies to effectively recruit and retain American faculty. There was limited research and data available related to the recruitment and retention of African American male faculty at community colleges. The faculty and administrator participants of this study provided rich data on effective recruitment and retention methods for African American male faculty at community colleges. The critical race theory theoretical framework was summarized. Theoretical and practical implications emerged. Based on the data and new insights, implications for future research were discussed.

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Wong, Charlene A., William B. Song, Megan Jiao, Emily O’Brien, Peter Ubel, Gary Wang, and Charles D. Scales. "Strategies for research participant engagement: A synthetic review and conceptual framework." Clinical Trials 18, no. 4 (May 20, 2021): 457–65. http://dx.doi.org/10.1177/17407745211011068.

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Background: Research participant engagement, which we define as recruitment and retention in clinical trials, is a costly and challenging issue in clinical research. Research teams have leveraged a variety of strategies to increase research participant engagement in clinical trials, although a framework and evidence for effective participant engagement strategies are lacking. We (1) developed a novel conceptual framework for strategies used to recruit and retain participants in clinical trials based on their underlying behavioral principles and (2) categorized empirically tested recruitment and retention strategies in this novel framework. Methods: We conducted a synthetic analysis of interventions tested in studies from two Cochrane reviews on clinical trial recruitment and retention, which included studies from 1986 to 2015. We developed a conceptual framework of behavioral strategies for increasing research participant engagement using deductive and inductive approaches with the studies included in the Cochrane reviews. Reviewed interventions were then categorized using this framework. We examined the results of reviewed interventions and categorized the effects on clinical trial recruitment and retention as significantly positive, null, or significantly negative; summary statistics are presented for the frequency and effects of each behavioral strategy type. Results: We analyzed 141 unique interventions across 96 studies: 91 interventions targeted clinical trial research participant recruitment and 50 targeted retention. Our framework included 14 behavioral strategies to improve research participant engagement grouped into four general approaches: changing attitudes by appealing to social motivators, changing attitudes by targeting individual psychology, reducing barriers and cognitive burdens, and providing incentives. The majority of interventions (54%) aimed to reduce barriers or cognitive burdens, with improving comprehension (27%) as the most common specific strategy identified. For recruitment, the most common behavioral strategies tested were building legitimacy or trust (38%) and framing risks and benefits (32%), while financial or material incentives (32%) and reducing financial, time, and social barriers (32%) were most common for retention interventions. Among interventions tested in randomized controlled trials, 51% had a null effect on research participant engagement, and 30% had a statistically significant positive effect. Discussion: Clinical researchers have tested a wide range of interventions that leverage distinct behavioral strategies to achieve improved research participant recruitment and retention. Common behavioral strategies include building legitimacy or trust between research teams and participants, as well as improving participant comprehension of trial objectives and procedures. The high frequency of null effects among tested interventions suggests challenges in selecting the optimal interventions for increasing research participant engagement, although the proposed behavioral strategy categories can serve as a conceptual framework for developing and testing future interventions.

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Guan, Ting, Yousef Qan’ir, Ahrang Jung, Shenmeng Xu, Eno Idiagbonya, and Lixin Song. "Recruitment and Retention Strategies of Cancer Patients and Their Caregivers in Family-based Intervention Studies." Innovation in Aging 4, Supplement_1 (December 1, 2020): 911. http://dx.doi.org/10.1093/geroni/igaa057.3349.

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Abstract Family-based psychosocial behavioral interventions (PBIs) that target both the cancer patients and their caregivers may more effectively help them with self-care and improve quality of life; however, family-based PBIs often face unique challenges during study implementation. This systematic review aimed to a) examine the recruitment and retention rates of cancer patients and their caregivers in clinical trials testing family-based PBIs; and b) explore the recruitment and retention strategies. We systematically searched five electronic databases to identify randomized controlled trials that tested family-based psychosocial or behavioral interventions among adult patients with cancer and their adult family caregivers. Our searches yielded 48 studies. The average recruitment rates of patients and caregivers were 56.8% (SD=31.8%; range=8-100%) and 54.5% (SD=32.4%; range=8-100%), respectively. The majority of the studies have focused on white and female patients and caregivers. The average retention rate at end of follow-up times was 69.1%. Only 13 studies reported retention strategies, including providing money/gift cards upon returning of each follow-up survey or study completion, and excluding advanced cancer patients. Reasons for attrition, i.e., dropping out of studies, were classified as: health-related (e.g., death, illness, psychological distress), intervention-related (e.g., intervention does not meet expectation, frustration with group allocation, intervention burden) and other reasons (e.g. lack of time, unable to establish contact). Recruitment and retention of patients and caregivers in family-based PBI are integral to the success of interventions. Researchers need to incorporate effective strategies for optimizing recruitment and retention at the planning stage of their studies.

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Allan, Julaine, and Patrick Ball. "Developing a Competitive Advantage: Considerations from Australia for the Recruitment and Retention of Rural and Remote Primary Health Workers." Australian Journal of Primary Health 14, no. 1 (2008): 106. http://dx.doi.org/10.1071/py08014.

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Globally, health workforce shortages in rural and remote areas significantly affect the capability of health systems, both public and private, to deliver their services. Regional and national governments and academic and professional bodies have been active in attempting to address the situation. This paper overviews the extensive human resources literature on recruitment and retention. Findings are contrasted with recent Australian and international research literature investigating health workforce issues. The context of rural health service delivery, workforce issues and recruitment and retention strategies implemented are discussed. Recruitment and retention issues for the rural and remote health workforce would be well understood if human resources knowledge was applied to the problem. However, few retention strategies were identified other than for general practitioners and no analyses of their effectiveness could be found. Health employers need to use the body of knowledge developed in the business sector to implement recruitment and retention strategies consistently, evaluate them and report the findings. "Silos" created by a sector or discipline-specific approach can be broken down by seeking knowledge from a number of disciplines. Health research can then focus on developing models of health care that address professional and community needs.

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Miriti, Maria N. "The Elephant in the Room: Race and STEM Diversity." BioScience 70, no. 3 (February 5, 2020): 237–42. http://dx.doi.org/10.1093/biosci/biz167.

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Abstract Despite considerable efforts to enhance participation of underrepresented demographics, participation of scholars of color in STEM remains stagnant. In contrast to other academic disciplines, the experiences of STEM scholars of color are relatively unvoiced, which hinders examination of the factors that reduce participation and retention. Social science and education research reveal the importance of intersectional strategies to address institutional and cultural practices that reduce diverse participation. Institutional change requires the support of the STEM workforce. I summarize important issues that influence recruitment and retention and offer strategies that can improve recruitment and retention of faculty of color. Broad awareness among STEM practitioners of the relationship between race and the biases that reduce recruitment and retention of underrepresented scholars can support STEM diversity initiatives.

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Webster, Britney, Alexandra Jeanblanc, Gregory Smith, and Frank Infurna. "Comparisons Between Recruitment and Retention Strategies for Two Online RCTs." Innovation in Aging 5, Supplement_1 (December 1, 2021): 82. http://dx.doi.org/10.1093/geroni/igab046.314.

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Abstract Custodial grandfamilies (CGF) comprise a small, diverse group of the US population which can make samples difficult to recruit and retain. Two online RCT studies (S1 & S2) for CGF used a variety of recruitment strategies with varying success. S1, for grandmothers (GM) only, successfully recruited from Facebook (47.95%) and community flyers (17.73%). S2, dyadic study for GM and adolescent grandchildren (AGC), recruited through emails to high school counselors (43.29%) and community (30.94%) and professional (17.13%) kinship support organizations. The advantages of online RCTs for hard-to-reach populations include expedited administration, buffering against social distancing, nationwide enrollment (S1-42 states; S2-43 states), and generalizability of findings. Challenges of online RCTs are establishing rapport and building trust with participants who are not comfortable with technology and designing screenings to identify false participants. Overall, these studies highlight the advantages of an online RCT, especially for hard-to-reach populations like custodial grandfamilies.

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Marquez, David X. "Tutorial Lecture – Innovative Recruitment and Retention Strategies for Minority Populations." Medicine & Science in Sports & Exercise 38, Supplement (May 2006): 57. http://dx.doi.org/10.1249/00005768-200605001-00494.

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Ray, Carol R. "Tutorial Lecture – Innovative Recruitment and Retention Strategies for Minority Populations." Medicine & Science in Sports & Exercise 38, Supplement (May 2006): 57. http://dx.doi.org/10.1249/00005768-200605001-00495.

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Dilworth-Anderson, Peggye, and Sharon Wallace Williams. "Recruitment and Retention Strategies for Longitudinal African American Caregiving Research." Journal of Aging and Health 16, no. 5_suppl (November 2004): 137S—156S. http://dx.doi.org/10.1177/0898264304269725.

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Drews, K. L., J. S. Harrell, D. Thompson, S. L. Mazzuto, E. G. Ford, M. Carter, D. A. Ford, Z. Yin, A. N. Jessup, and J.-B. Roullet. "Recruitment and retention strategies and methods in the HEALTHY study." International Journal of Obesity 33, S4 (July 22, 2009): S21—S28. http://dx.doi.org/10.1038/ijo.2009.113.

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Haskins, Awilda R., and Colleen Rose-St Prix. "Minority Student Recruitment and Retention Strategies in Physical Therapy Education." Journal of Physical Therapy Education 8, no. 1 (1994): 3–10. http://dx.doi.org/10.1097/00001416-199401000-00002.

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Splenser, Pablo E., Liza H. Canlas, Barbara Sanders, and Barbara Melzer. "Minority Recruitment and Retention Strategies in Physical Therapist Education Programs." Journal of Physical Therapy Education 17, no. 1 (2003): 18–26. http://dx.doi.org/10.1097/00001416-200301000-00004.

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Sabbagh, Marwan N., Nancy Thompson, Deborah Tweedy, Suhair Stipho-Majeed, Claudia Kawas, and Donald J. Connor. "Recruitment and Retention Strategies for Clinical Trials in Alzheimer’s Disease." Pharmaceutical Development and Regulation 1, no. 4 (December 2003): 269–76. http://dx.doi.org/10.1007/bf03257386.

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Tong, Shao Chuen, Aung Soe Tin, Jeremy Fung Yen Lim, and Wai Leng Chow. "Innovative Proven Clinical-Research Strategies for Participant Recruitment and Retention." Proceedings of Singapore Healthcare 19, no. 1 (March 2010): 64–68. http://dx.doi.org/10.1177/201010581001900109.

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Valente, Sharon M., and Ileen Wright. "Innovative Strategies for Nurse Recruitment and Retention in Behavioral Health." Nursing Administration Quarterly 31, no. 3 (July 2007): 226–30. http://dx.doi.org/10.1097/01.naq.0000278936.49491.7d.

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Lauver, Sherri C., and Priscilla M. D. Little. "Recruitment and retention strategies for out-of-school-time programs." New Directions for Youth Development 2005, no. 105 (2005): 71–89. http://dx.doi.org/10.1002/yd.108.

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Hwang, DaSol Amy, Alex Lee, Jae Min Song, and Hae-Ra Han. "Recruitment and Retention Strategies Among Racial and Ethnic Minorities in Web-Based Intervention Trials: Retrospective Qualitative Analysis." Journal of Medical Internet Research 23, no. 7 (July 12, 2021): e23959. http://dx.doi.org/10.2196/23959.

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Background Racial and ethnic minority groups are underrepresented in health research, contributing to persistent health disparities in the United States. Identifying effective recruitment and retention strategies among minority groups and their subpopulations is an important research agenda. Web-based intervention approaches are becoming increasingly popular with the ubiquitous use of the internet. However, it is not completely clear which recruitment and retention strategies have been successful in web-based intervention trials targeting racial and ethnic minorities. Objective This study aims to describe lessons learned in recruiting and retaining one of the understudied ethnic minority women—Korean Americans—enrolled in a web-based intervention trial and to compare our findings with the strategies reported in relevant published web-based intervention trials. Methods Multiple sources of data were used to address the objectives of this study, including the study team’s meeting minutes, participant tracking and contact logs, survey reports, and postintervention interviews. In addition, an electronic search involving 2 databases (PubMed and CINAHL) was performed to identify published studies using web-based interventions. Qualitative analysis was then performed to identify common themes addressing recruitment and retention strategies across the trials using web-based intervention modalities. Results A total of 9 categories of recruitment and retention strategies emerged: authentic care; accommodation of time, place, and transportation; financial incentives; diversity among the study team; multiple, yet standardized modes of communication; mobilizing existing community relationships with efforts to build trust; prioritizing features of web-based intervention; combined use of web-based and direct recruitment; and self-directed web-based intervention with human support. Although all the studies included in the analysis combined multiple strategies, prioritizing features of web-based intervention or use of human support were particularly relevant for promoting recruitment and retention of racial and ethnic minorities in web-based intervention trials. Conclusions The growing prevalence of internet use among racial and ethnic minority populations represents an excellent opportunity to design and deliver intervention programs via the internet. Future research should explore and compare successful recruitment and retention methods among race and ethnic groups for web-based interventions. Trial Registration ClinicalTrials.gov NCT03726619; https://clinicaltrials.gov/ct2/show/NCT03726619.

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Condon, Marilyn, Johnny Simmons, and Elsa Simmons. "Rural school system recruitment and retention of speech-language pathologists." Rural Special Education Quarterly 7, no. 3 (December 1986): 14–16. http://dx.doi.org/10.1177/875687058600700305.

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Rural school systems often have encountered difficulty in the recruitment and retention of special education personnel. The situation has been particularly evident in the area of speech-language pathology. Strategies which administrators can utilize to enhance recruitment and retention of speech-language pathologists are proposed.

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Wong, Roger, Takashi Amano, Shih-Yin Lin, Yuanjin Zhou, and Nancy Morrow-Howell. "Strategies for the Recruitment and Retention of Racial/Ethnic Minorities in Alzheimer Disease and Dementia Clinical Research." Current Alzheimer Research 16, no. 5 (May 21, 2019): 458–71. http://dx.doi.org/10.2174/1567205016666190321161901.

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Background:Racial/ethnic minorities have among the highest risks for Alzheimer disease and dementia, but remain underrepresented in clinical research studies.Objective:To synthesize the current evidence on strategies to recruit and retain racial/ethnic minorities in Alzheimer disease and dementia clinical research.Methods:We conducted a systematic review by searching CINAHL, EMBASE, MEDLINE, PsycINFO, and Scopus. We included studies that met four criteria: (1) included a racial/ethnic minority group (African American, Latino, Asian, American Indian or Alaska Native, and Native Hawaiian or Other Pacific Islander); (2) implemented a recruitment or retention strategy for Alzheimer disease or dementia clinical research; (3) conducted within the U.S.; and (4) published in a peer-reviewed journal.Results:Of the 19 included studies, 14 (73.7%) implemented recruitment strategies and 5 (26.3%) implemented both recruitment and retention strategies. Fifteen studies (78.9%) focused on African Americans, two (10.6%) on both African Americans and Latinos, and two (10.5%) on Asians. All the articles were rated weak in the study quality. Four major themes were identified for the recruitment strategies: community outreach (94.7%), advertisement (57.9%), collaboration with health care providers (42.1%), and referral (21.1%). Three major themes were identified for the retention strategies: follow-up communication (15.8%), maintain community relationship (15.8%), and convenience (10.5%).Conclusion:Our findings highlight several promising recruitment and retention strategies that investigators should prioritize when allocating limited resources, however, additional well-designed studies are needed. By recruiting and retaining more racial/ethnic minorities in Alzheimer disease and dementia research, investigators may better understand the heterogeneity of disease progression among marginalized groups. PROSPERO registration #CRD42018081979.

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Boltz, Marie, and Ashley Kuzmik. "The Challenges of Recruiting and Retaining Dyads of Hospitalized Persons With Dementia and Their Family Carers." Innovation in Aging 4, Supplement_1 (December 1, 2020): 758. http://dx.doi.org/10.1093/geroni/igaa057.2733.

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Abstract Persons with dementia (PWD) have high rates of hospitalization, and along with their family caregivers (FCGs), commonly experience negative hospital experiences and outcomes. The recruitment and retention challenges encountered in an ongoing cluster randomized clinical trial in PWDs and FCGs are described. The trial tests the efficacy of a nurse-FCG partnership model that aims to improve: 1) the physical and cognitive recovery in hospitalized PWD, and 2) FCG preparedness and anxiety. Recruitment and retention challenges, identified in team meetings and extracted from team documentation,.include factors in the hospital environment, the PWD, and FCGs. Strategies that address these challenges include careful pre-planning and preparation with the site, strong communication with dyads, and honoring preferences for communication. The recruitment and retention of acutely ill older adults with dementia and FCGs can pose a challenge to investigators and threaten the validity of findings. Recruitment and retention strategies that help improve validity are described

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Landertinger, Laura, Danielle Tessaro, and Jean-Paul Restoule. "“We have to get more teachers to help our kids”: Recruitment and retention strategies for teacher education programs to increase the number of Indigenous teachers in Canada and abroad." Journal of Global Education and Research 5, no. 1 (June 2021): 36–53. http://dx.doi.org/10.5038/2577-509x.5.1.1066.

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This paper discusses the findings of a research study that gathered and analyzed recruitment and retention strategies employed by 50 teacher education programs (TEPs) in Canada, the United States, New Zealand, and Australia to increase the number of Indigenous teachers. It discusses several recruitment and retention strategies that were found to be successful in this regard, highlighting the importance of facilitating access, eliminating financial barriers, and offering Indigenous-centric programs.

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Kearney, Anna, Polly-Anna Ashford, Laura Butlin, Thomas Conway, William J. Cragg, Declan Devane, Heidi Gardner, et al. "Developing an online, searchable database to systematically map and organise current literature on retention research (ORRCA2)." Clinical Trials 19, no. 1 (October 24, 2021): 71–80. http://dx.doi.org/10.1177/17407745211053803.

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Background Addressing recruitment and retention challenges in trials is a key priority for methods research, but navigating the literature is difficult and time-consuming. In 2016, ORRCA ( www.orrca.org.uk ) launched a free, searchable database of recruitment research that has been widely accessed and used to support the update of systematic reviews and the selection of recruitment strategies for clinical trials. ORRCA2 aims to create a similar database to map the growing volume and importance of retention research. Methods Searches of Medline (Ovid), CINAHL, PsycINFO, Scopus, Web of Science Core Collection and the Cochrane Library, restricted to English language and publications up to the end of 2017. Hand searches of key systematic reviews were undertaken and randomised evaluations of recruitment interventions within the ORRCA database on 1 October 2020 were also reviewed for any secondary retention outcomes. Records were screened by title and abstract before obtaining the full text of potentially relevant articles. Studies reporting or evaluating strategies, methods and study designs to improve retention within healthcare research were eligible. Case reports describing retention challenges or successes and studies evaluating participant reported reasons for withdrawal or losses were also included. Studies assessing adherence to treatments, attendance at appointments outside of research and statistical analysis methods for missing data were excluded. Eligible articles were categorised into one of the following evidence types: randomised evaluations, non-randomised evaluations, application of retention strategies without evaluation and observations of factors affecting retention. Articles were also mapped against a retention domain framework. Additional data were extracted on research outcomes, methods and host study context. Results Of the 72,904 abstracts screened, 4,364 full texts were obtained, and 1,167 articles were eligible. Of these, 165 (14%) were randomised evaluations, 99 (8%) non-randomised evaluations, 319 (27%) strategies without evaluation and 584 (50%) observations of factors affecting retention. Eighty-four percent (n = 979) of studies assessed the numbers of participants retained, 27% (n = 317) assessed demographic differences between retained and lost participants, while only 4% (n = 44) assessed the cost of retention strategies. The most frequently reported domains within the 165 studies categorised as ‘randomised evaluations of retention strategies’ were participant monetary incentives (32%), participant reminders and prompts (30%), questionnaire design (30%) and data collection location and method (26%). Conclusion ORRCA2 builds on the success of ORRCA extending the database to organise the growing volume of retention research. Less than 15% of articles were randomised evaluations of retention strategies. Mapping of the literature highlights several areas for future research such as the role of research sites, clinical staff and study design in enhancing retention. Future studies should also include cost–benefit analysis of retention strategies.

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Hoenink, Jody C., Joreintje D. Mackenbach, Laura Nynke van der Laan, Jeroen Lakerveld, Wilma Waterlander, and Joline W. J. Beulens. "Recruitment of Participants for a 3D Virtual Supermarket: Cross-sectional Observational Study." JMIR Formative Research 5, no. 2 (February 9, 2021): e19234. http://dx.doi.org/10.2196/19234.

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Background Virtual supermarkets offer a practical and affordable setting to test the efficacy of different pricing and nudging strategies before they are implemented in the real world. Despite the advantages of using virtual supermarkets for this purpose, conducting studies in online settings is challenging with regard to recruitment and retention of sufficient and suitable participants. Objective To describe cost, time, and retention with regard to participants recruited using various strategies and potential sociodemographic differences between participants recruited via different strategies. Methods This cross-sectional study used data from a randomized controlled trial in which 455 Dutch adults with low and high educational levels were invited to shop 5 times in a 3D virtual supermarket. Participants were recruited via social media and flyers. A log that tracked the costs of and time spent on the different recruitment strategies was kept by the study team. Outcome measures included the cost of recruitment strategies, the time investment by researchers, and recruitment and attrition rates of participants in the study. Results The median age of study completers was 31.0 (IQR 25.0) and 157 out of 346 study completers (45.4%) were highly educated. Out of the 455 included participants, 235 (51.6%) were recruited via social media campaigns, 131 (28.8%) via home-delivered flyers, 38 (8.4%) via flyers directly distributed by the study team, and 46 (10.1%) via word-of-mouth. Of all paid recruitment strategies, social media campaigns were the cheapest and least time-consuming, whereas the distribution of flyers by the study team was the most expensive and time-consuming recruitment strategy. Age, sex, overweight status, employment situation, and number of adults within the household varied by recruitment strategy. Conclusions Using different recruitment strategies resulted in the efficient recruitment of a representative study sample and retention of participants was relatively high. While “word-of-mouth” was the most cost- and time-effective recruitment strategy, using only one type of recruitment strategy could result in a demographically skewed study population.

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Loftin, Wanda Anderson, Steven K. Barnett, Peggy Summers Bunn, and Patra Sullivan. "Recruitment and Retention of Rural African Americans in Diabetes Research." Diabetes Educator 31, no. 2 (March 2005): 251–59. http://dx.doi.org/10.1177/0145721705275517.

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Purpose The purpose of this article was to describe lessons learned about recruitment and retention of rural African Americans from published literature, the authors’ research, and research experience. Two rural, communitybased research studies with African Americans with diabetes are used to illustrate different issues and strategies in recruitment and retention. Methods Relevant MEDLINE articles and clinical studies were reviewed, and the design, implementation, and results of the 2 community-based studies were evaluated. Information from the literature, research results, and sample selection, participation, and attrition experiences were synthesized to determine effective approaches for recruitment and retention. Results Research funding, design, and implementation; recruitment methods; culturally competent approaches; caring, trusting provider-patient relationships; incentives; follow-up; and factors in the rural environment emerged as important issues influencing recruitment and retention. Conclusion Recruitment and retention of African Americans in rural diabetes research is a significant challenge, and adequate funding should be sought early in the research process. Culturally competent approaches; caring, trusting relationships; incentives; and follow-up are important concepts in successful recruitment, participation, and retention of African Americans. The lessons learned may be applicable to the more widespread issue of recruitment and retention of rural African Americans in diabetes education programs.

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Blanton, Sarah, David M. Morris, Michelle G. Prettyman, Karen McCulloch, Susan Redmond, Kathye E. Light, and Steven L. Wolf. "Lessons Learned in Participant Recruitment and Retention: The EXCITE Trial." Physical Therapy 86, no. 11 (November 1, 2006): 1520–33. http://dx.doi.org/10.2522/ptj.20060091.

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Abstract Participant recruitment is considered the most difficult aspect of the research process. Despite the integral role of recruitment in randomized clinical trials, publication of data defining the recruitment effort is not routine in rehabilitation initiatives. The recruitment process for the Extremity Constraint-Induced Therapy Evaluation (EXCITE) trial illustrates obstacles to and strategies for participant accrual and retention that are inherent in rehabilitation clinical trials. The purpose of this article is to increase awareness of the multiple facets of recruitment necessary for successful clinical trials, thus supporting the continued development of evidence-based practice in physical therapy. The Recruitment Index is presented as a variable to measure recruitment efficacy. In addition, ethical aspects of recruitment are explored, including informed consent and the concept of therapeutic misconception.

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Bisla, Jatinder, Gareth Ambler, Bernhard Frank, Sumit Gulati, Poppy Hocken, Mairi James, Joanna Kelly, et al. "Successful and unsuccessful recruitment and retainment strategies in a UK multicentre drug trial for a rare chronic pain condition which performed above target." British Journal of Pain 14, no. 3 (December 24, 2019): 171–79. http://dx.doi.org/10.1177/2049463719893399.

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Introduction: Recruitment into trials in rare chronic pain conditions can be challenging, so such trials consequently are underpowered or fail. Methods: Drawing from our experience in conducting, to date, the largest academic trial in a rare chronic pain condition, complex regional pain syndrome, we have identified recruitment and retention strategies for successful trial conduct. Results: We present 13 strategies grouped across the categories of ‘setting the recruitment rate’, ‘networking’, ‘patient information’, ‘trial management’ and ‘patient retention’. Moreover, six recruitment risks are also discussed. A conservative recruitment estimate, based on audits of newly referred patients to the trial centres without taking into account availability of ‘old’ patients or recruitment from outside centres, and assuming a 55% patient refusal rate yielded accurate numbers. Conclusion: Appreciation of these identified recruitment challenges and opportunities may contribute to supporting prospective investigators when they design clinical trials for chronic pain patient population groups where it has been historically difficult to conduct high-quality and robust clinical trials.

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Braun, Lisa A., Holly P. Kennedy, Lois S. Sadler, and Jane Dixon. "Research on U.S. Military Women: Recruitment and Retention Challenges and Strategies." Military Medicine 180, no. 12 (December 2015): 1247–55. http://dx.doi.org/10.7205/milmed-d-14-00601.

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