Relevant bibliographies by topics / Selection of candidates

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Selection of candidates'

Author: Grafiati
Published: 4 June 2021
Last updated: 27 April 2022

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Journal articles on the topic "Selection of candidates"

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Alguliyev, Rasim, Ramiz Aliguliyev, and Farhad Yusifov. "MCDM for Candidate Selection in E-Voting." International Journal of Public Administration in the Digital Age 6, no. 2 (April 2019): 35–48. http://dx.doi.org/10.4018/ijpada.2019040103.

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E-voting is one of the most important components of e-democracy and forms the basis of a democratic governance system. Voting results always lead to a broad debate in terms of candidate selection and whether the candidate elected to a position is suitable for that position. At present, the selection of qualified personnel and their appointment to responsible positions in public administration is one of the topical issues. In this article is proposed an MCDM for selection of candidates in e-voting. Criteria for the candidates' selection are determined and the relation of each candidate to other candidates is assessed using a binary matrix. Candidate rating is calculated according to all criteria. A numerical experiment is provided for candidate evaluation on the base of the selected criteria and ranked according to the importance of the criteria. The proposed model allows selecting a candidate with competencies based on the criteria set out in the e-voting process and making more effective decisions.
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Merlo, Christian, and Jonathan Orens. "Selection of Candidates for Lung Transplantation and Controversial Issues." Seminars in Respiratory and Critical Care Medicine 39, no. 02 (March 26, 2018): 117–25. http://dx.doi.org/10.1055/s-0037-1615796.

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AbstractLung transplantation is a widely accepted treatment to manage the advanced stages of many lung diseases that have failed to respond to all other therapeutic interventions. There have been ever-expanding indications for lung transplantation as a treatment for lung disease. The International Society for Heart and Lung Transplantation (ISHLT) updated guidelines for candidate selection in 2014. This document was published to serve as a guide in selecting appropriate candidates for lung transplantation. Ideal candidates for lung transplantation are those with near-end stage disease, limited life expectancy due to their lung disease, and who experience significant loss in quality of life. At the same time, candidates should be free of significant comorbidities that might negatively impact successful transplantation. Despite well thought out published guidelines for candidate selection, many controversial issues surrounding selection of lung transplant candidates remain. This review will focus on some of the more common controversial issues and explain how most centers approach these issues when choosing candidates for lung transplantation.
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V. Roehling, Patricia, Mark V. Roehling, Ashli Brennan, Ashley R. Drew, Abbey J. Johnston, Regina G. Guerra, Ivy R. Keen, Camerra P. Lightbourn, and Alexis H. Sears. "Weight bias in US candidate selection and election." Equality, Diversity and Inclusion: An International Journal 33, no. 4 (May 13, 2014): 334–46. http://dx.doi.org/10.1108/edi-10-2013-0081.

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Purpose – The purpose of this paper is to use data from the 2008 and 2012 US Senate elections to examine the relationship between candidate size (obese, overweight, normal weight) and candidate selection and election outcomes. Design/methodology/approach – Using pictures captured from candidate web sites, participants rated the size of candidates in the primary and general US Senate elections. χ2 analyses, t-tests and hierarchical multiple regressions were used to test for evidence of bias against overweight and obese candidates and whether gender and election information moderate that relationship. Findings – Obese candidates were largely absent from the pool of candidates in both the primary and general elections. Overweight women, but not overweight men, were also underrepresented. Supporting our hypothesis that there is bias against overweight candidates, heavier candidates tended to receive lower vote share than their thinner counterparts, and the larger the size difference between the candidates, the larger the vote share discrepancy. The paper did not find a moderating effect for gender or high-information high vs low-information elections on the relationship between candidate size and vote share. Research limitations/implications – Further research is needed to understand the process by which obese candidates are culled from the candidate pool and the cognitions underlying the biases against overweight candidates. Social implications – Because of the bias against obese political candidates, as much as one-third of the adult US population are likely to be excluded or being elected to a major political office. Originality value – This study is the first to use election data to examine whether bias based on size extends to the electoral process.
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Rahat, Gideon. "Which Candidate Selection Method is the Most Democratic?" Government and Opposition 44, no. 1 (2009): 68–90. http://dx.doi.org/10.1111/j.1477-7053.2008.01276.x.

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AbstractThis article suggests guidelines for identifying the ramifications of central elements of candidate selection methods for various democratic dimensions – participation, competition, representation and responsiveness – and analyses their possible role in supplying checks and balances. It proposes employing a three-stage candidate selection method: in the first stage a small committee appoints candidates to a shortlist; in the second stage a selected party agency may add or remove candidates using a special procedure (absolute majority vote, for example) and also ratify the re-adoption of incumbent candidates; and, finally, party members select candidates for safe seats or safe list positions among the proposed candidates. The article also recommends employing moderate requirements for candidacy; the use of a non-majoritarian voting method; and allowing the national centre a say in candidate selection.
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Casey, Katherine, Abou Bakarr Kamara, and Niccoló F. Meriggi. "An Experiment in Candidate Selection." American Economic Review 111, no. 5 (May 1, 2021): 1575–612. http://dx.doi.org/10.1257/aer.20200125.

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Are ordinary citizens or political party leaders better positioned to select candidates? While the American primary system lets citizens choose, most democracies rely instead on party officials to appoint or nominate candidates. The consequences of these distinct design choices are unclear: while officials are often better informed about candidate qualifications, they may value traits, like party loyalty or willingness to pay for the nomination, at odds with identifying the best performer. We partnered with both major political parties in Sierra Leone to experimentally vary how much say voters have in selecting Parliamentary candidates. Estimates suggest that more democratic procedures increase the likelihood that parties select voters’ most preferred candidates and favor candidates with stronger records of public goods provision. (JEL D72, H41, O17)
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Vàzquez, Mercè, and Antoni Oliver. "Improving term candidates selection using terminological tokens." Computational terminology and filtering of terminological information 24, no. 1 (May 31, 2018): 122–47. http://dx.doi.org/10.1075/term.00016.vaz.

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Abstract The identification of reliable terms from domain-specific corpora using computational methods is a task that has to be validated manually by specialists, which is a highly time-consuming activity. To reduce this effort and improve term candidate selection, we implemented the Token Slot Recognition method, a filtering method based on terminological tokens which is used to rank extracted term candidates from domain-specific corpora. This paper presents the implementation of the term candidates filtering method we developed in linguistic and statistical approaches applied for automatic term extraction using several domain-specific corpora in different languages. We observed that the filtering method outperforms term candidate selection by ranking a higher number of terms at the top of the term candidate list than raw frequency, and for statistical term extraction the improvement is between 15% and 25% both in precision and recall. Our analyses further revealed a reduction in the number of term candidates to be validated manually by specialists. In conclusion, the number of term candidates extracted automatically from domain-specific corpora has been reduced significantly using the Token Slot Recognition filtering method, so term candidates can be easily and quickly validated by specialists.
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Galperin, Roman V., Oliver Hahl, Adina D. Sterling, and Jerry Guo. "Too Good to Hire? Capability and Inferences about Commitment in Labor Markets." Administrative Science Quarterly 65, no. 2 (March 28, 2019): 275–313. http://dx.doi.org/10.1177/0001839219840022.

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We examine how signals of a candidate’s capability affect perceptions of that person’s commitment to an employer. In four experimental studies that use hiring managers as subjects, we test and show that managers perceive highly capable candidates to have lower commitment to the organization than less capable but adequate candidates and, as a result, penalize high-capability candidates in the hiring process. Our results show that managers have concerns about a high-capability candidate’s future commitment to the organization because they view highly capable candidates as having lower levels of organizational interest—meaning they care less about the mission and values of the organization and exert a lower level of effort toward those ends—and because they assume highly capable candidates have more outside job options, increasing their flight risk. Our findings highlight that capability signals do not necessarily afford candidates an advantage in selection, suggesting an upper limit on credentials and other signals of capability in helping candidates get jobs. Our study contributes to research on labor markets, human capital, and credentialing by offering a theory for why and when capability signals can negatively influence job candidate selection decisions.
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&NA;. "Selection of Scholarship Candidates." Academic Medicine 64, Supplement (May 1989): S50—S54. http://dx.doi.org/10.1097/00001888-198905001-00016.

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Eman, Ahmed, and Adel Al-Dhuwaihi. "Recruitment and selection of school leaders in Saudi Arabia." Cypriot Journal of Educational Sciences 16, no. 5 (October 31, 2021): 2277–91. http://dx.doi.org/10.18844/cjes.v16i5.6330.

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The success of schools depends on effective recruitment and selection of school leaders. The present study sought to understand the processes of recruiting and selecting public school leaders in Saudi Arabia from their perspectives. Interview data were collected from 39 high school leaders in the Eastern province in Saudi Arabia. The results of the study indicated that the school leadership recruitment and selection processes in Saudi Arabia consist of few linear steps where the ministry engages in an effort to attract candidates from internal resources, followed by initial screening, and a formal interview to select the candidate from the pool. The analysis also revealed several challenges involved in the recruitment and selection processes of prospective candidates. Based on the findings of this study, schools are currently struggling to recruit qualified candidates that commensurate the mission and the needs of our schools. Therefore, we recommend providing appropriate budget, resources, and training to human resource staff to effectively communicate with prospective candidates, identify the type of candidates and design recruitment and selection strategy accordingly. Keywords: Recruitment, selection, school leaders, human resources, Saudi Arabia.
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Hermansen, Silje Synnøve Lyder. "Striving for influence." Party Politics 24, no. 4 (September 13, 2016): 382–96. http://dx.doi.org/10.1177/1354068816663036.

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I consider how asymmetric information between the party selectorate and members of Parliament affects the renomination of incumbent candidates. By applying an adverse selection model, I argue that the selectorate looks to past performance to select candidates it expects will gain influence. However, the impact of performance varies according to the need for and availability of information. The European Parliament (EP) provides a most-likely case for information asymmetry. Studying three elections in 11 member states, I find that the allocation of influential positions in office improves chances of reselection. The effect increases when the allocation is more selective, and when the prior uncertainty around candidacies is high. The study thus proposes a new approach to the relationship between national parties and transnational groups in the EP. It also suggests venues for research on parliamentary politics and candidate selection in general.
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Dissertations / Theses on the topic "Selection of candidates"

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Mai, Angela Marie. "Beliefs Influencing Hiring Agents' Selection of Qualified Autistic Candidates." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5022.

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Qualified and capable working age autistics face an 83% unemployment rate, thus, straining the economy and deteriorating their quality of life. This research examines potential contributing factors by inquiring what hiring agents' beliefs may be influencing their selection of qualified autistic candidates. This quantitatively weighted, concurrent, mixed methods (QUAN > qual), multiple linear regression study measured the influence of hiring agents' control, normative, and behavioral beliefs upon their selection of qualified autistic candidates. Through the theoretical lens of Ajzen's theory of planned behavior, conceptually crystallized with other validated theories; a representative, simple, random probability sample of hiring agents throughout the contiguous United States (n = 212) participated in this study. This model statistically significantly identified hiring agents' beliefs influencing their selection of qualified autistic candidates to fill open positions (F(45, 73) = 36.067, p < .001, adj. R2 = .930). The inclusion of autistics in organizational diversity policies and practices (B = 0.266), overcoming dependability stereotypes (B = 0.195), and the fear of embarrassment (B = 0.187) were the most significant (p < .001) quantitative influencers. Participants (30%) qualitatively conveyed a desire for comprehensive autistic education. Future study should explore public policy aimed at organizational education relative to qualified autistic candidates. This increased scientific understanding could help develop expanded public policy leading to decreased unemployment rates for autistics, increased organizational performance for all business types, and improved socioeconomic stability across the nation resulting from increased economic contributions and decreased social service expenditures.
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Mills, Timothy. "Contrast and assimilation effects in an operational assessment centre." Thesis, Cranfield University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341034.

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De, La Torre Guadalupe Xavier. "Selection from a social distance theory perspective : superintendents' perceptions of equally qualified candidates /." For electronic version search Digital dissertations database. Restricted to UC campuses. Access is free to UC campus dissertations, 2003. http://uclibs.org/PID/11984.

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Thesis (Ph. D.)--Joint Doctoral Program in Educational Leadership (California State University, Fresno and University of California, Davis).
Typescript. Includes bibliographical references. Also available via the World Wide Web. (Restricted to UC campuses).
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Porter, Ronald Douglas. "Good, better, best, incorporating frame-of-reference (FOR) training in a centralized selection board's process for selecting prospective candidates." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0026/MQ48035.pdf.

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Erickson, Jamie, and Jim Hutchins. "Selection methodology of H-1 components as potential candidates for Performance Based Logistics contracts." Monterey California. Naval Postgraduate School, 2008. http://hdl.handle.net/10945/10303.

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MBA Professional Report
The purpose of this planned project is to devise a method to evaluate H-1 components as possible candidates for Performance Based Logistics contracts. The objectives of this project are: (1) provide an overview of the H-1 program; (2) provide an overview of Performance Based Logistics contracts for component support; and (3) explore methods of identifying components as PBL candidates specifically for the H-1 community, through an analysis of readiness data, interviews with subject matter experts and use of Crystal Ballﾪ as a forecasting mechanism.
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Erickson, Jamie Hutchins Jim. "Selection methodology of H-1 components as potential candidates for Performance Based Logistics contracts." Monterey, Calif. : Naval Postgraduate School, 2008. http://edocs.nps.edu/npspubs/scholarly/MBAPR/2008/Dec/08Dec%5FErickson%5FMBA.pdf.

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"Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration from the Naval Postgraduate School, December 2008."
Advisor(s): Doerr, Kenneth ; Petross, Diana. "December 2008." "MBA professional report"--Cover. Description based on title screen as viewed on January 28, 2009. Includes bibliographical references (p. 51-52). Also available in print.
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Kutcher, Eugene James. "Assessing fit in the interview: How candidates consider content and context cues to Person Organization Fit." Diss., Virginia Tech, 2007. http://hdl.handle.net/10919/27655.

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The interview is the ideal opportunity for the job candidate to assess his/her fit with a potential employer. While much research from the recruiting literature shows that candidates' perceptions of PO Fit lead to important outcomes such as intentions to pursue a position and acceptance of job offers, fewer studies explore how such fit perceptions are formed. The current study utilized a policy capturing approach to model how individuals interpret and combine cues from the interview experience as they formulate their perceptions of PO Fit. The cues tested included interview question content and the contextual variables of interviewer behavior and interview process factors. College students read a series of interview scenarios where these cues were manipulated, and provided their reactions about PO Fit, as well as about fairness and the ultimate decision to pursue an employment relationship. Although values-related question content was predicted to be most influential in the determination of PO Fit, the contextual factors more strongly affected all outcomes. Furthermore, for many participants, the relationships between these contextual effects and the outcome variable (intention to continue in the selection process) were mediated by perceptions of PO Fit and fairness. Considerable intercorrelation among the three dependent variables was found, and could be attributed to limitations of the method employed or job seekers' generalized and non-focused reactions following interviews. Additional research is needed to further investigate PO Fit perceptions from interview stimuli; suggestions and implications are discussed.
Ph. D.
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Smith, Richard Donnell Jr. "What Rural Superintendents in Ohio Value in New Teacher Candidates." Ashland University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ashland1333119162.

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Brown-Cox, Wanda. "Motivating factors that influence African American teaching candidates to seek positions with particular school districts /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9842579.

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Kieth, Katherine Kaye. "An analysis of selection criteria of candidates for doctoral study in education at the University of the Pacific." Scholarly Commons, 1990. https://scholarlycommons.pacific.edu/uop_etds/3280.

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The purpose of this study was to obtain information regarding the effectiveness of currently used admissions criteria (undergraduate grade point average; master's degree grade point average; Graduate Record Examinations (GRE) and Miller Analogies Test (Mat) scores; ratings on essays, interviews, and letters of recommendation; and an accomplishment coefficient) for doctoral study at University of the Pacific School of Education in Stockton, California. Archival data compared these measures with certain criteria for finishing the doctoral program (first-semester grade point average, overall doctoral degree grade point average, passing or failing comprehensive examinations and number of trials to do so, years to appointment of dissertation committee, grade in the intermediate statistics course, years to awarding of degree, and whether the degree was completed). Subjects included all students admitted to the school's doctoral programs between 1976 and 1990 who took at least nine units in the pursuit of that degree. Data from 337 student records were analyzed and produced the following statistically significant results: There were small but significant correlations between certain clusters of admissions criteria (GRE and MAT scores and master's degree grade point averages) and certain program criteria (first-semester and overall doctoral grade point averages, statistics grade, and number of trials to pass doctoral comprehensive examinations). Multiple linear regression also indicated a small but significant ability to predict a few criteria from the GRE and MAT. Multiple linear regression also indicated a small but significant ability to predict a few program criteria within individual School of Education departments. The admissions criteria did not, in most cases, significantly differentiate those students who were successful in the doctoral program as measured by the chosen criteria. Implications of these findings were discussed in the final chapter. The study concluded with recommendations for further use of the data and for future research.
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Books on the topic "Selection of candidates"

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Gertler, Judith B. Selection of railroad dispatcher candidates. Washington, D.C: U.S. Dept. of Transportation, Federal Railroad Administration, Office of Research and Development, 2003.

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Margulies, Julia. Selection of candidates for moshav membership. Rehovot, Israel: Settlement Study Centre, 1989.

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Morris, Gully Stanley, ed. Assessing external job candidates. Alexandria, VA: Society for Human Resource Management, 2009.

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Phillips, Jean. Assessing external job candidates. Alexandria, VA: Society for Human Resource Management, 2009.

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Phillips, Jean. Assessing internal job candidates. Alexandria, Va: Society for Human Resource Management, 2009.

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Phillips, Jean. Assessing internal job candidates. Alexandria, Va: Society for Human Resource Management, 2009.

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Morris, Gully Stanley, ed. Assessing internal job candidates. Alexandria, Va: Society for Human Resource Management, 2009.

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Selecting women, electing women: Political representation and candidate selection in Latin America. Philadelphia: Temple University Press, 2012.

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Dowdall, Jean A. Searching for higher education leadership: Advice for candidates and search committees. Westport, Conn: Praeger Trade, 2007.

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Young, Jeffrey D. Japan's prime minister: Selection process, 1991 candidates, and implications for the United States. [Washington, D.C.]: Congressional Research Service, Library of Congress, 1991.

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Book chapters on the topic "Selection of candidates"

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Edis, Martin. "Interviewing Internal Candidates." In Both Sides of Selection, 198–205. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-12095-6_25.

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Chiru, Mihail, Lieven De Winter, and Audrey Vandeleene. "Candidate selection." In Parliamentary Candidates Between Voters and Parties, 54–77. Abingdon, Oxon ; New York, NY : Routledge, 2021.: Routledge, 2020. http://dx.doi.org/10.4324/9780429284700-3.

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Bucur, Cristina, and Bonnie N. Field. "Selecting Presidential Candidates in European Semi-presidential Democracies." In Democratizing Candidate Selection, 49–74. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-76550-1_3.

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Ryan, Ann Marie, and Tanya Delany. "Attracting Job Candidates to Organizations." In Handbook of Employee Selection, 165–81. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193-7.

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Coller, Xavier, and Guillermo Cordero. "The Iron Law of Oligarchy and New Ways of Selecting Candidates." In Democratizing Candidate Selection, 273–88. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-76550-1_12.

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Smith, Mike, and Ivan T. Robertson. "Dealing with Candidates." In The Theory and Practice of Systematic Personnel Selection, 74–90. London: Palgrave Macmillan UK, 1993. http://dx.doi.org/10.1007/978-1-349-22754-9_5.

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Seddone, Antonella, and Stefano Rombi. "The Selection of Candidates and Its Impact on Parliamentary Behaviour: Insights from the Italian Case." In Democratizing Candidate Selection, 231–53. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-76550-1_10.

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Pérez-Nievas, Santiago, José Rama-Caamaño, and Carlos Fernández-Esquer. "New Wine in Old Bottles? The Selection of Electoral Candidates in General Elections in Podemos." In Democratizing Candidate Selection, 123–46. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-76550-1_6.

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Quinn, Thomas. "The Selection of Parliamentary Candidates." In Modernising the Labour Party, 97–120. London: Palgrave Macmillan UK, 2004. http://dx.doi.org/10.1057/9780230504912_5.

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Lanzone, Maria Elisabetta, and Stefano Rombi. "Selecting Candidates Online in Europe: A Comparison Among the Cases of M5S, Podemos and European Green Party." In Democratizing Candidate Selection, 99–121. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-76550-1_5.

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Conference papers on the topic "Selection of candidates"

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Liu, Jingcheng, and Kunal Talwar. "Private selection from private candidates." In STOC '19: 51st Annual ACM SIGACT Symposium on the Theory of Computing. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3313276.3316377.

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Saat, Norsyidah Mat, and Dalbir Singh. "Assessing suitability of candidates for selection using candidates' profiling report." In 2011 International Conference on Electrical Engineering and Informatics (ICEEI). IEEE, 2011. http://dx.doi.org/10.1109/iceei.2011.6021594.

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Hapsari, Niken, and Sri Wardani. "Women Candidates in Indonesia: Experience in Candidate Selection within Political Parties." In Proceedings of the 1st International Symposium on Indonesian Politics, SIP 2019, 26-27 June 2019, Central Java, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.25-6-2019.2288008.

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Kabir, A. H., M. A. Bakar, M. A. Salim, M. Othman, and A. Yunos. "Water/Gas Shut-off Candidates Selection." In SPE Asia Pacific Oil and Gas Conference and Exhibition. Society of Petroleum Engineers, 1999. http://dx.doi.org/10.2118/54357-ms.

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Oliveira, Felipe Victor de Sá, Gersica Agripino Alencar, and Filipe Rolim Cordeiro. "Analysis of Keypoint Detection Algorithms for Mass Candidates Selection in Mammography Images." In XV Encontro Nacional de Inteligência Artificial e Computacional. Sociedade Brasileira de Computação - SBC, 2018. http://dx.doi.org/10.5753/eniac.2018.4402.

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Breast cancer has been a growing problem for women around the world. The correct interpretation of mammographic images is important for the diagnosis of breast cancer. However, this is a difficult task even for a specialist. Image processing is used to make the diagnosis less susceptible to errors. Thus, the present work proposes a new method for the search of lesion candidates in mammographic images. To verify the efficiency of the approach, the behavior of the SURF, SIFT, BRISK and ORB algorithms were analyzed, as well as the Selective Search algorithm for candidate selection. A total of 1210 mammography images were used, from the CBIS-DDSM database. Results show that the SURF algorithm presented better performance, generating on average, for each image, 4.11 candidates considered in the internal area of the lesion, reducing exploratory space by 72%, whereas the ORB generated on average 1.6 candidates with a reduction rate of 96.30%.
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Mathioudakis, Michael, Carlos Castillo, Giorgio Barnabo, and Sergio Celis. "Affirmative action policies for top-k candidates selection." In SAC '20: The 35th ACM/SIGAPP Symposium on Applied Computing. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3341105.3373878.

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Tsiklis, I. M., M. N. Kharisov, and A. G. Malov. "Candidates Selection for Well Stimulation using Fuzzy Logic." In Geomodel 2021. European Association of Geoscientists & Engineers, 2021. http://dx.doi.org/10.3997/2214-4609.202157134.

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Pan, Yan, Oh Chong Khiam, Nyi Ohnmar, Chuan Zhang, Sekar Kannan, Atul Chittora, Goh Szu Huat, et al. "Open Failure Diagnosis Candidate Selection Based on Passive Voltage Contrast Potential and Processing Cost." In ISTFA 2013. ASM International, 2013. http://dx.doi.org/10.31399/asm.cp.istfa2013p0040.

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Abstract With a focus on open failure candidates, an extra effort in defining the ease of physical failure analysis (PFA) processing is taken in this paper by closely modeling the PFA processing flow and detailed estimation of the processing cost involved in every step is made. The paper begins with a discussion on the general PFA procedure to process open failure candidates in logic circuits. This is followed by a section that reviews common practice in PFA candidate selection, before proposing the comprehensive selection flow that aims to filter out the easiest candidate in terms of processing cost. This methodology is then evaluated by several case studies and is followed by a discussion on the potential future work. Case studies show that the cost model closely matches with real-world PFA turnaround time and the authors are working toward automating the full flow in software to further improve the efficiency.
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Siraj, Fadzilah, Norhashimah Mustafa, Megat Firdaus Haris, Shahrin Rizlan Mohd Yusof, Muhammad Ashraq Salahuddin, and Md Rajib Hasan. "Pre-selection of Recruitment Candidates Using Case Based Reasoning." In 2011 Third International Conference on Computational Intelligence, Modelling and Simulation (CIMSiM). IEEE, 2011. http://dx.doi.org/10.1109/cimsim.2011.24.

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Chen, Shaojin, Zhen Dong, Anxi Yu, and Haifeng Huang. "Testing and evaluation of permanent scatterers candidates selection methods." In 2013 IEEE China Summit and International Conference on Signal and Information Processing (ChinaSIP). IEEE, 2013. http://dx.doi.org/10.1109/chinasip.2013.6625414.

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Reports on the topic "Selection of candidates"

1

Olkin, Ingram, and Michael A. Stephens. On Making the Shortlist for the Selection of Candidates. Fort Belvoir, VA: Defense Technical Information Center, June 1990. http://dx.doi.org/10.21236/ada224567.

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Pleban, Robert J., Thomas J. Thompson, Patrick J. Valentine, Gerald I. Dewey, Howard L. Allentoff, and Mark A. Wesolowski. Selection and Assessment of Special Forces Qualification Course Candidates: Preliminary Issues. Fort Belvoir, VA: Defense Technical Information Center, April 1988. http://dx.doi.org/10.21236/ada196245.

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Erickson, Jamie, and Jim Hutchins. Selection Methodology of H-1 Components as Potential Candidates for Performance Based Logistics Contracts. Fort Belvoir, VA: Defense Technical Information Center, December 2008. http://dx.doi.org/10.21236/ada494096.

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4

Karam, Sofia, Morteza Nagahi, Vidanelage Dayarathna, Junfeng Ma, Raed Jaradat, and Michael Hamilton. Integrating systems thinking skills with multi-criteria decision-making technology to recruit employee candidates. Engineer Research and Development Center (U.S.), June 2021. http://dx.doi.org/10.21079/11681/41026.

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The emergence of modern complex systems is often exacerbated by a proliferation of information and complication of technologies. Because current complex systems challenges can limit an organization's ability to efficiently handle socio-technical systems, it is essential to provide methods and techniques that count on individuals' systems skills. When selecting future employees, companies must constantly refresh their recruitment methods in order to find capable candidates with the required level of systemic skills who are better fit for their organization's requirements and objectives. The purpose of this study is to use systems thinking skills as a supplemental selection tool when recruiting prospective employees. To the best of our knowledge, there is no prior research that studied the use of systems thinking skills for recruiting purposes. The proposed framework offers an established tool to HRM professionals for assessing and screening of prospective employees of an organization based on their level of systems thinking skills while controlling uncertainties of complex decision-making environment with the fuzzy linguistic approach. This framework works as an expert system to find the most appropriate candidate for the organization to enhance the human capital for the organization.
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5

Negley, Jr, Boesche Robert M., and Gerald V. Pilot Candidate Selection. Fort Belvoir, VA: Defense Technical Information Center, May 1989. http://dx.doi.org/10.21236/ada217296.

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Casey, Katherine, Abou Bakarr Kamara, and Niccoló Meriggi. An Experiment in Candidate Selection. Cambridge, MA: National Bureau of Economic Research, August 2019. http://dx.doi.org/10.3386/w26160.

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Katzir, Nurit, James Giovannoni, Marla Binzel, Efraim Lewinsohn, Joseph Burger, and Arthur Schaffer. Genomic Approach to the Improvement of Fruit Quality in Melon (Cucumis melo) and Related Cucurbit Crops II: Functional Genomics. United States Department of Agriculture, January 2010. http://dx.doi.org/10.32747/2010.7592123.bard.

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Background: Genomics tools for enhancement of melon research, with an emphasis on fruit, were developed through a previous BARD project of the PIs (IS -333-02). These included the first public melon EST collection, a database to relay this information to the research community and a publicly available microarray. The current project (IS-3877- 06) aimed to apply these tools for identification of important genes for improvement of melon (Cucumis melo) fruit quality. Specifically, the research plans included expression analysis using the microarray and functional analyses of selected genes. The original project objectives, as they appeared in the approved project, were: Objective 1: Utilization of a public melon microarray developed under the existing project to characterize melon transcriptome activity during the ripening of normal melon fruit (cv. Galia) in order to provide a basis for both a general view of melon transcriptome activity during ripening and for comparison with existing transcriptome data of developing tomato and pepper fruit. Objective 2: Utilization of the same public melon microarray to characterize melon transcriptome activity in lines available in the collection of the Israeli group, focusing on sugar, organic acids and aroma metabolism, so as to identify potentially useful candidates for functional analysis and possible manipulation, through comparison with the general fruit development profile resulting from (1) above. Objective 3: Expansion of our existing melon EST database to include publicly available gene expression data and query tools, as the US group has done with tomato. Objective 4: Selection of 6-8 candidate genes for functional analysis and development of DNA constructs for repression or over-expression. Objective 5: Creation of transgenic melon lines, or transgenic heterologous systems (e.g. E. coli or tomato), to assess putative functions and potential as tools for molecular enhancement of melon fruit quality, using the candidate gene constructs from (4).
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McCright, R. D. An annotated history of container candidate material selection. Office of Scientific and Technical Information (OSTI), July 1988. http://dx.doi.org/10.2172/60703.

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Carretta, Thomas R., and Malcolm J. Rice. Pilot Candidate Selection Method (PCSM): What Makes It Work. Fort Belvoir, VA: Defense Technical Information Center, March 1993. http://dx.doi.org/10.21236/ada262871.

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Fox, K., T. Tommy Edwards, D. David Best, I. Irene Reamer, and P. Phyllis Workman. SLUDGE BATCH 5 (SB5): SELECTION OF CANDIDATE FRITS AND CHARACTERIZATION OF PRELIMINARY GLASS SYSTEMS. Office of Scientific and Technical Information (OSTI), October 2007. http://dx.doi.org/10.2172/918142.

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