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Objective To present the findings of the first round of monitoring of the global implementation of the WHO Global Code of Practice on the International Recruitment of Health Personnel ('the Code'), a voluntary code adopted in 2010 by all 193 Member States of the World Health Organization (WHO). Methods WHO requested that its Member States designate a national authority for facilitating information exchange on health personnel migration and the implementation of the Code. Each designated authority was then sent a cross-sectional survey with 15 questions on a range of topics pertaining to the 10 articles included in the Code. Findings A national authority was designated by 85 countries. Only 56 countries reported on the status of Code implementation. Of these, 37 had taken steps towards implementing the Code, primarily by engaging relevant stakeholders. In 90% of countries, migrant health professionals reportedly enjoy the same legal rights and responsibilities as domestically trained health personnel. In the context of the Code, cooperation in the area of health workforce development goes beyond migration-related issues. An international comparative information base on health workforce mobility is needed but can only be developed through a collaborative, multi-partnered approach. Conclusion Reporting on the implementation of the Code has been suboptimal in all but one WHO region. Greater collaboration among state and non-state actors is needed to raise awareness of the Code and reinforce its relevance as a potent framework for policy dialogue on ways to address the health workforce crisis. [TEXT NOT REPRODUCIBLE IN ASCII] [TEXT NOT REPRODUCIBLE IN ASCII] Objectif Presenter les resultats du premier tour de suivi de la mise en oeuvre mondiale du Code de pratique mondial de l'OMS pour le recrutement du personnel de sante (<>), un code de conduite volontaire adopte en 2010 par l'ensemble des 193 Etats membres de l'Organisation mondiale de la Sante (OMS). Methodes L'OMS a demande a ses Etats membres de designer une autorite nationale pour faciliter l'echange d'informations sur la migration du personnel de sante et la mise en ce uvre du Code. Chaque autorite designee a ensuite recu une enquete transversale comportant 15 questions sur une gamme de sujets concernant les 10 articles indus dans le Code. Resultats Une autorite nationale a ete designee par 85 pays. Seuls 56 pays ont signale l'etat de la mise en oeuvre du Code. Parmi eux, 37 ont pris des mesures pour appliquer le Code, principalement par le biais des parties concernees. Dans 90% des pays, les professionnels de sante migrants disposeraient des memes droits et des memes responsabilites que le personnel de sante forme Iocalement. Dans le contexte du Code, la cooperation dans le domaine du developpement des travailleurs de la sante va au-dela des questions liees a la migration. Une base de donnees comparative internationale sur la mobilite du personnel de sante est necessaire, mais elle ne peut etre developpee que par une approche collaborative et multipartite. Conclusion Les rapports sur la mise en ceuvre du Code de pratique mondial ont ete insuffisants en general, sauf dans une region de l'OMS. Une meilleure collaboration entre les acteurs etatiques et non etatiques est necessaire pour sensibiliser au Code et renforcer sa pertinence en tant que structure efficace pour le dialogue politique sur les moyens de remedier a la crise des effectifs du personnel de sante. [TEXT NOT REPRODUCIBLE IN ASCII] Objetivo Presentar los resultados de la primera ronda de seguimiento de la aplicacion global del Codigo de practicas mundial de la OMS sabre la contratacion internacional de personal sanitaria (<>), un codigo voluntario adoptado en 2010 par los 193 Estados miembros de la Organizacion Mundial de la Salud (OMS). Metodos La OMS pidio a los Estados miembros que designaran a una autoridad nacional para facilitar el intercambio de informacion sabre la migracion del personal y la aplicacion del Codigo. Se envio una encuesta transversal con 15 preguntas sabre una variedad de temas relacionados con los 10 articulos incluidos en el Codigo alas autoridades designadas. Resultados Un total de 85 paises designaron a una autoridad nacional. Solo 56 informaron sabre el estado de aplicacion del Codigo, de los cuales 37 tomaron medidas para la aplicacion del mismo, prindpalmente a traves de la participacion de las partes interesadas. En el 90 % de los paises, los profesionales sanitarios migrantes disfrutan supuestamente de los mismos derechos y responsabilidades legales que el personal sanitaria formado en el pals. En el marco del Codigo, la cooperacion en el ambito del desarrollo del personal sanitaria transciende las cuestiones sabre migracion. Se necesita una base internacional de datos comparativos sabre la movilidad del personal sanitaria, la cual solo puede desarrollarse mediante un enfoque de asociacion multiple colaborativo. Conclusion La elaboracion de informes sabre la aplicacion del Codigo ha sido insuficiente en todas las regiones de la OMS, excepto en una. Se requiere una mayor colaboracion entre los actores estatales y no estatales a fin de dar a conocer el Codigo y reforzar su importancia coma un marco eficaz para el dialogo politico sabre las diversas formas de abordar la crisis del personal sanitaria., Introduction The health workforce is at the core of a health system. Global health targets and universal health coverage (UHC) are not likely to be attained unless health systems employ [...]

Introduction: In 2008, the Canadian Medical Association (CMA) conducted a survey of rural practitioners. The survey covered incentives to choose rural medicine, current satisfaction, plans for future migration and strategies for retention. Methods: The CMA Canadian Collaborative Centre for Physician Resources, in collaboration with the Society of Rural Physicians of Canada, surveyed 1960 rural practitioners and received 642 responses (33% response rate). Because of similarities with earlier surveys, longitudinal analyses were possible. Results: More than 70% of physicians older than 45 years received no incentives for setting up rural practice, compared with 41% of younger physicians. Younger physicians attached greater importance to financial incentives than older physicians, but personal incentives, such as accommodations in the community, were also important. The opportunity to practise one's full skill set was considered important (84%) as was liking the lifestyle (82%). One in 7 (14%) respondents planned to move from their communities within the next 2 years. They reported they might stay if they had a more reasonable workload, professional backup and locums. Conclusion: Although increasingly common, cash incentives are not the main reason physicians choose rural practice. Practice and lifestyle factors are even more important. Communities need to focus as much on retention issues to protect their investment in the long term. Introduction : En 2008, l'Association medicale canadienne (AMC) a effectue un sondage aupres des medecins qui travaillent en milieu rural. Le sondage abordait les motifs qui incitent les medecins a pratiquer en milieu rural, leur taux actuel de satisfaction, leur intention de quitter le milieu et les strategies de retention. Methodes : Le Centre canadien de collaboration sur les effectifs medicaux, en partenariat avec la Societe de la medecine rurale du Canada, a interroge 1960 medecins en milieu rural et 642 ont repondu (taux de reponse 33%). Compte tenu de la similitude de ce sondage avec des sondages precedents, il a ete possible d'effectuer des analyses longitudinales. Resultats : Plus de 70% des medecins de plus de 45 ans n'ont beneficie d'aucune mesure incitative pour s'etablir en region rurale, contre 41% des medecins plus jeunes. Ces derniers ont semble accorder plus d'importance aux mesures incitatives de nature economique que les medecins plus ages, mais les motifs de nature personnelle, comme le milieu de vie communautaire, ont aussi paru importants. Les repondants ont en effet declare accorder de l'importance a leur capacite d'exploiter leur plein potentiel professionnel (84%) et au style de vie (82%). Un repondant sur sept (14%) prevoyait quitter le milieu d'ici les deux annees suivantes. Ces repondants affirmaient toutefois qu'ils resteraient peut-etre plus longtemps si leur fardeau de travail diminuait et s'ils pouvaient compter sur une releve ou des medecins suppleants. Conclusion : Bien que de plus en plus courantes, les mesures incitatives d'ordre economique ne sont pas la principale raison pour laquelle les medecins choisissent d'exercer en milieu rural. Les facteurs lies a la qualite de la pratique elle-meme et au mode de vie revetent encore plus d'importance. Les communautes doivent donc accorder autant d'attention aux facteurs de retention si elles veulent proteger leur investissement a long terme., INTRODUCTION The 2008/09 Rural Practice Survey was conducted by the Canadian Medical Association (CMA) in collaboration with the Society of Rural Physicians of Canada. One of its purposes was to [...]

The current study assesses the effects of the commuting environment on affective states and hiring decisions. A total of 136 undergraduate females were randomly assigned to one of four conditions based on the length (10 km vs. 30 km) and level of congestion (low vs. high) during a commute. Multivariate analyses of variance indicate that affective states were differentially influenced before and during the commute between the conditions. Even the anticipatory prospect of encountering congestion led to elevations of anxiety. Subjective impedance was also found to act as a partial, and at times full, mediator that contributed to negative emotional states. Hiring decisions for unqualified candidates were determined in part by the commute that a person drove, indicating that commuting can influence subsequent work behavior. Keywords: commute; affect; mood; spillover; congestion; distance; impedance; ratings; stress; anxiety; work

Public health practice often requires locating individuals in the community. This article presents information on the methods and amount of time and effort required to locate over 2300 low-income and minority women in Maryland, New York, Ohio, and Texas for a mammography rescreening study. In 1999, we identified 2528 low-income women who had a mammogram in 1997 funded by the National Breast and Cervical Cancer Early Detection Program. Starting 30 months after that mammogram, we made numerous attempts to locate each woman while recording the number of calls, letters, and tracing attempts used and the date she was found. More than 93% of the women were located. On average, it took 73.8 days (range 1-492 days) and 7.2 calls and letters (range 1-48) to reach each woman. Locating women in racial and ethnic minority groups required more time and effort. About 10% of all located women were found only after our subject tracing protocol was implemented. The percentage of located women increased markedly with more months of effort and additional calls and letters. Because women who were more difficult to locate were less likely to have been rescreened, the mammography rescreening percentages at the end of the study were slightly lower than they would have been had we terminated location efforts after 1-3 months. Locating low-income women in the community is difficult, particularly when obtaining a high response rate from all groups is important. Terminating data collection prematurely may decrease minority group representation and introduce bias. KEY WORDS: low-income population; recruitment activities; public health practice.

Byline: Pamela S. Lieb (1) Keywords: college students; job attributes; recruitment; September 11.sup.th Abstract: This paper considers the effects of the September 11.sup.th attacks on job attribute preferences and recruiting strategies. A survey was conducted with firms (n = 46) and college students (n = 138) in the New York, New Jersey, and Pennsylvania area. Results indicate 91% of firms believe the attack changed the job attribute preferences of students. The corresponding survey given to college students indicates that 60% of the students say the attacks would not have an impact on their preferred job attributes. Author Affiliation: (1) School of Business, The College of New Jersey, P. O. Box 7718, Ewing, NJ, 08628-0718 Article History: Registration Date: 05/10/2004

This is a survey of hiring ads for systems librarians, their desired qualifications, hiring satisfaction and objectives pursued after being hired.

A survey conducted by the National Association of Colleges and Employers concerning the recruitment and hiring of master of business administration (MBA) students examines the skills sought by employers and the salaries of beginning employees. Topics addressed include how employers decide which schools to recruit from, and how recruiters evaluate the skills of M.B.A. students.

A study of the impact on the career prospects of graduates with co-op or intern experience indicates that work experience in particular plays an important role in furthering graduates' careers. The study, based on graduates from a private liberal arts institution in Pennsylvania, backed findings of a study by C.M. Jagacinski and others, which showed that students should ensure that they have work experience related to their future career.

The 1997-98 National Assn of Colleges and Employers' Employer Benchmark Survey indicated that giving new graduates chances to use the latest technology is the most effective way of luring technical talent. Bonuses and high salaries were also high on the list of recruiting techniques. Employers still preferred interviews as a method for screening applicants. More than half of the respondents reported the use of staffing services or recruiters in finding the right employees.

A survey was conducted on members of the International Assn for Management Education to examine career centers' use of technology and methods for training students in its applications. Results showed the centers' growing use of technology to enhance job-search processes exemplified by the wide variety of software programs used to manage the services offered by career centers. The types of technology currently used to serve student and recruiter needs include electronic databases, computer Internet access, online job vacancy bulletins and interview scheduling.

A non-random sample of 21 employer representatives were interviewed concerning the skills and qualities they value most in new hires. The employers identified the three major areas of technical skills, communications skills and personality characteristics as the areas which the College of Business must emphasize when preparing students to look for jobs. Most employers see solid technical skills as the most vital criteria in the hiring process. The technical skills considered most important include personal computer skills and business function skills.

Approximately 670 career counselors, 650 recruiters and 180 students participated in a survey conducted to investigate the impact technology is having on career counselors. Findings show that career counselors generally agree that technology improves the daily operations of their career centers, though several respondents reported negative effects of technology on their operations. Thirty-two percent of respondents stated that new technological advances substantially increased their responsibilities in contrast to only one percent who reported that technology lessened their responsibilities.

Objective To gather information on the factors that influence students' decisions to choose dietetics as a career. Design Self-administered questionnaires regarding the point at which career decisions were made were completed by 1,695 students in Plan IV/V dietetics programs throughout the United States. Subjects All Plan IV/V dietetics programs that reported greater than five graduates in the academic year 1989 to 1990 were selected from the 1990-1991 Directory of Dietetic Programs for the sample population. Of the 156 schools that were mailed questionnaires, responses were received from 84 schools (54%). Almost 90% of the students were women, 10.6% were men. Statistical analyses Data were analyzed using the Statistical Package for the Social Sciences. A [[Chi].sup.2] analysis was used to examine the relationship between point of decision and factors that influenced career choice, including people who influence career choice. Results The majority of students (55%) questioned reported making their career decision in college. Students rated interest in nutrition (96.3%) and job enjoyment (93.8%) as factors that were important in their decision to pursue a career in dietetics. College catalogs were rated by 48.3% of the students as being either useful or very useful in helping them make their career selection. With respect to gender differences, women rated a diverse work environment as being very important to their career decision more frequently than men ([[Chi].sup.2]=15.44, P<.01). Women were more likely than men to rate part-time work opportunities as being very important ([[Chi].sup.2]=26.75, P<.001); and selected working with people as being very important to their career decision ([[Chi].sup.2]=17.59, P<.01). Conclusions Findings identified that recruitment strategies need to be audience specific. Because career decision making appears to occur during one of three time flames (high school, college, or work experience), recruitment activities should be developed to specifically target students at these times. One way to increase the exposure of students to the profession of dietetics is for registered dietitians to give guest lectures in introductory college courses and high school upper-class courses in health, home economics, and biology. The use of university/college catalogs as effective marketing tools should also not be underestimated. Data suggest that gender differences exist in factors that influence persons to choose dietetics as a career. To increase the number of men who pursue careers in dietetics, future research should be designed to more fully explore gender differences, so that strategies to recruit more men into the profession can be developed.

A survey on the proportion of experienced hiring versus college recruiting reveals that experienced hiring has increased on average. However, changes in hiring patterns are highly indefinite. Market shifts toward highly skilled jobs and efficient workers influence experienced hiring. Despite an increase in experienced hiring, the number of employers going for college recruitment and those moving away from it remain balanced. Career centers have decided to give importance to alumni resumes. Respondents' opinions on the relative strengths and weaknesses of both freshers and experienced hires are given.

A survey of employers who recruited through the National Assn. of Colleges and Employers is presented. The companies surveyed reported that they employed several means of ensuring diversity in recruitment, relied on certifications of education as well as prescreening for selecting qualified interviewees and provided initial bonuses for successful applicants. Meanwhile, they reported that 32.5% of employees hired through college recruiting activities stayed from one to three years, while 23.5% stayed for more than 10 years.