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Background: Application to cardiology specialty training is competitive with uncertainty among candidates as to what the secret recipe for a successful appointment is. We aimed to investigate objective variables, which were demonstrated by successful appointees to cardiology training schemes in the UK.Methods: Data from successful cardiology applicants for the years 2014 to 2016 were obtained from the Joint Royal Colleges of Physicians Training Board under the Freedom of Information Act. These data included basic demographics as well as objective scores awarded for selection categories such as qualifications, academic, teaching and other achievements.Results: There were a total of 976 applicants during the study period, of whom 423 were successfully appointed, generating a competition ratio of 2.3 applicants for each position. There was an increasing proportion of successful female applicants (22% in 2014, 28% in 2015 and 32% in 2016). Median scores for postgraduate exams (14/14), presentations (6/6) and quality improvement (10/10) scores corresponded to maximum possible scores, whereas median scores for additional undergraduate and postgraduate degrees were 0. Median scores for prizes, publications and teaching experience were 6/10, 4/8 and 9/10, respectively.Conclusion: The secret to a successful cardiology training appointment is associated with completion of all postgraduate clinical exams, completion and presentation of quality improvement projects, national presentations and substantial teaching achievements. At least half of the successful candidates had no additional undergraduate or postgraduate degrees but had evidence of some prizes and publications. The ratio of successful female candidates is rising, but remains less than males in cardiology training. [ABSTRACT FROM AUTHOR]

The issue of "predatory" publishing continues in the post-Jeffrey Beall era, especially among open access (OA) journals and publishers. Even though the Beall blog was shut down in mid- January of 2017, there are members of academia and avid Beall fans who wish to see the continuation or resurrection of Beall's black lists. Although some argue that in this day and age of fake academia, there is a need for clearly vetted blacklists to better guide authors of potentially "predatory" journals or publishers, it can be stated that Beall's lists are not a solution, nor are the copy-cat sites that have cloned his lists. Others argue that blacklists should not be used at all for assessing the work of scholars. The post-Beall era has left a deep mark of stigmatization, i.e., those who have published in "predatory" OA journals or publishers, as determined by Beall, and now by others, and those who have not. One of the most prominent, well-funded and influential groups at the Center for Journalology at The Ottawa Hospital Research Institute, in Canada, led by David Moher, a highly cited researcher, has called for academics to clear their curriculum vitae (CV) of "predatory" papers if they have such publications. The Moher group advocates for academics to declare that their CV is free of such "predatory publications", i.e., papers published in OA journals or publishers blacklisted by Beall, while Mitchell S. Cappell argues in The BMJ that "predatory" papers should be included in a CV but in a separate category. We argue that the advice by both these factions is problematic and encourage academics to list all published work on their CVs, not to be boastful of numbers, but simply to make their CVs accurate and transparent. [ABSTRACT FROM AUTHOR]

The ‘international’ can be conceived of as a highly sought after symbolic capital. People seek to internationalise their curriculum vitae or resumes, study international subjects, get international diplomas, travel internationally, obtain international jobs. As symbolic capital the ‘international’ can be converted into ‘profit’ complementing other forms of capital (economic, cultural and social capital), deployed in struggles for social domination. It is used as a strategy of social positioning and social domination quasi-globally, but it is not recognised everywhere in the same way. We are particularly interested in the unequal distribution of this symbolic capital, the way differential conversion rates and social boundaries operate in the generation of social inequalities. For this, we will work with and against Bourdieu, in analysing the ‘international’ as a source of a highly contextual form of symbolic power, deployed in a variety of social group formations, but with uneven, differential effects, a naturalised and disguised form of domination. Ultimately, this article problematises how claims to ‘internationality’ operate in social relations and power-struggles and provides an analytical framework hereof. [ABSTRACT FROM AUTHOR]

In this article, the author talks about what the SEALS mentorship system has meant in the lives of the academics in the U.S. It mentions that SEALS offers audiences for their presentations, mock job talks and resume reviews for prospective teachers. It also mentions about rules about composition of panels, and the tension between making sure there is sufficient member school representation yet promoting innovation and inclusiveness.

What are first-generation college students' (FGCS) perspectives of employment screening methods? The authors investigate which methods FGCS believe are likely to cause an employer to extend a job offer and which methods yield the best pool of job applicants. Survey data were collected from undergraduate business majors. They were analyzed using means comparisons and bivariate correlation t tests. FGCS perceived resumes and interviews as most likely to help applicants get hired. Implications are discussed. [ABSTRACT FROM AUTHOR]

The article offers information on ReachOut Through Outreach column from periodical which meant to be a guide for hiring to interpret a candidate's resume and cover letter. Topics include information on survey about what skills are desired by health sciences libraries; need for objective and subjective portrayal of a candidate in resumes, interviews, and references; and work of Hospital Librarians to improving health through accessing quality information for better patient care.

Purpose: This study contributes to the ecological validity of resume research by systematically examining the impression management (IM) content of actual resumes and cover letters and empirically testing the effect on applicant evaluation. Design/methodology/approach: A content analysis of the frequency and intensity of IM tactic use in 60 resumes and cover letters was completed (Study 1). Next, an experiment was conducted in which IM tactic use was manipulated and the effect on applicant evaluation examined, using a sample of MTurk workers as evaluators (Study 2). Findings: In Study 1, four self-promotion categories, three ingratiation categories, and one hybrid category were delineated. In Study 2, ingratiation and lower intensity self-promotion were found to increase perceptions of job and organization fit. Implications: Employers should be aware that resumes and cover letters contain IM tactics that may influence applicant evaluation. In addition, employment training programs might communicate the benefits of using ingratiation and lower intensity self-promotion, while emphasizing the importance of accurately conveying one's qualifications. Furthermore, the present taxonomy of IM resume content might be applied to resume database search engines to identify and index IM tactic use. Originality/value: This research is the first to develop a taxonomy of IM tactics based on actual resumes and cover letters and may facilitate more comprehensive manipulations of IM tactic use and better integration of IM research across the selection process. [ABSTRACT FROM AUTHOR]

Spelling deficiencies are becoming a growing concern among employers, but few studies have quantified this phenomenon and its impact on recruiters' choice. This article aims to highlight the relative weight of the form (the spelling skills) in application forms, compared with the content (the level of work experience), in recruiters' judgment during the selection process. The study asked 536 professional recruiters to evaluate different application forms. The results show that the presence of spelling errors has the same detrimental impact on the chances of being shortlisted as a lack of professional experience, and recruiters' spelling skills also moderate their judgment. [ABSTRACT FROM AUTHOR]

In this study, an advanced system in order to provide live CV of researchers based on Scopus and PubMed databases was designed and introduced. The designed system can be considered as one of the new and innovative achievements in scientometrics and international publishing. Integrating published papers of researchers using this advanced system can improve controlling and also the quality of international scientometrics. Quick response, high accuracy in analysis of the received data from different indexing databases and offering a full report are some of the salient features of this system. Certainly, this system can be used as a useful tool by researchers and various scientific institutions across the world. The traditional scientometrics technologies in this field should be abolished and this system as an innovative and new technology should be introduced to the scientific world which will lead to increase the quality of the international scientometrics process. [ABSTRACT FROM AUTHOR]

The article discusses how automation of recruitment process can improve the hiring process for college students and interns. It states that the hiring process of college students as interns is a process that involves huge amount of work, including hosting workshops, tracking and managing resumes, and coordinating interviews. It is stated that Intelligent blind sifting is a process that can ease the recruitment pressure by automatically reviewing all applications globally.

The actions specific for the managers that run the non-traditional institutions do not subscribe to the managerial procedures used by their partners that act within the public, private or NGO sectors. With a background that includes from far more experience and a larger knowlege base, they are considered within the literature as being more leaders than managers for the groups they work with. The article is highlighting the peculiarities concerning the profile of the managers that act within the niche sectors - NGOs partners of public institutions, Romanian autonomous administrations and corporate foundations, taking into consideration individual factors that may contribute to the decisional and collaborative processes existent among the two sectors. Starting from the general profile and competencies of managers, the study used an extensive analysis of a Curriculum-Vitae database from which we selected the critical data concerning the niche sector profile; data was available on companies websites and/or reports, projects paperwork, relevant state institutions activity reports. [ABSTRACT FROM AUTHOR]

The article offers information for the readers of the periodical who are interested in joining the Journal of Small Business Management (JSBM) editorial review board including recommendation for sending their curriculum vitae (CV).

The author reflects on her application for Ball State University (BSU) internal grant through Sponsored Projects Administration office for funding to continue research in T-cell acute lymphoblastic leukemia. Topics discussed include need to receive grant funding in scientific research, availability of external grant from public agencies, and requirements for the BSU internal application including a cover sheet, a budget and a curriculum vitae.

Objectives: To reduce respondent burden for future evaluations of the National Heart, Lung, and Blood Institute-supported Programs to Increase Diversity Among Individuals Engaged in Health-Related Research (PRIDE), a mentored-research education program, we sought to shorten the 33-item Ragins and McFarlin Mentor Role Instrument (RMMRI), measuring mentor-role appraisals, and the 69-item Clinical Research Appraisal Inventory (CRAI), measuring research self-efficacy.Methods: Three nationally recruited, junior-faculty cohorts attended two, annual 2-3 week Summer Institutes (SI-1/SI-2: 2011/2012, 2012/2013, 2013/2014) at one of six PRIDE sites. Mentees completed the RMMRI two months after mentor assignment and the CRAI at baseline (pre-SI-1) and 6-month (mid-year) and 12-month (post-SI-2) follow-up. Publications data obtained from Scopus in October 2015 were verified with mentees' curriculum vitae. The RMMRI and CRAI were shortened using an iterative process of principal-components analysis. The shortened measures were examined in association with each other (multiple linear regression) and with increase in publications (repeated-measures analysis of covariance).Results: PRIDE enrolled 152 mentees (70% women; 60% Black, 35% Hispanic/Latino). Cronbach's alphas for the new 9-item RMMRI, 19-item CRAI, and four CRAI-19 subscales were excellent. Controlling for baseline self-efficacy and cohort, RMMRI-9 scores were independently, positively associated with post-SI-2 scores on the CRAI-19 and three subscales (writing, study design/data analysis, and collaboration/grant preparation). Controlling for cohort, higher RMMRI-9 and post-SI-2 CRAI-19 scores were each associated with greater increase in publications.Conclusions: The RMMRI-9 and CRAI-19 retained the excellent psychometric properties of the longer measures. Findings support use of the shortened measures in future evaluations of PRIDE. [ABSTRACT FROM AUTHOR]

The article presents a curriculum vitae for historian Gerhard Botz.

"These are the days of the curriculum vitae, rather than the dolce vita" (Coughlan, 2012). Under the echo of this philosophy, Italy is making a revolutionary shift towards the institutionalisation of CLIL, which is both a groundbreaking and popular practice in the country. This article aims to probe into CLIL's identity and its current state in Italy by pinpointing strengths and flaws in a long journey towards exploration. The study at its inception considers CLIL as rather "enigmatic" given its manifold profiles and characteristics in different countries. Attaining therefore a lucid understanding of CLIL emerges as a pivotal goal for an effective in situ implementation. This action research aims to cultivate both conceptual (general) and empathetic (attitudes, feelings) understanding (Allwright, 2015) that constitute the basis for exploration and action. In this framework, the study comes up with a new perceptual model, i.e. CESL (Content and Language Shared Learning) which brings about a fresh understanding of CLIL's form and function. The research scrutinises the impact of this new approach, as well as the typology of competencies and attitudes developed throughout a full -CLIL procedure. The overall goal is to stimulate the implementation of innovations from a bottom-up vision, which is intrinsic to action research philosophy and contributes to reflective and critical insights. [ABSTRACT FROM AUTHOR]

One way to measure the scientific progress of a country is to evaluate the curriculum vitae (CV) of its researchers. In Brazil, this is not different. The Lattes Platform is an information system whose primary objective is to provide a single repository to store the CV of the Brazilian researchers. This system is increasingly acquiring expressiveness as the main source of information regarding the Brazilian community of researchers, students, managers, and other actors in the national system of science, technology, and innovation. However, the integrity of this important tool for gaging the national bibliographic production may be affected by the effect of ambiguities or referential inconsistencies in coauthoring citations. A first step towards solving this problem lies in identifying such inconsistencies. For that, we propose a heuristic-based approach that uses similarity search to match papers from coauthors of CV. We then use this technique to analyze over 2000 curricula of researchers from a given institution recovered from the Lattes Platform. The results indicate 18.98% of the analyzed publications present referential inconsistencies, which is a significant amount for a dataset that is supposed to be correct and trustable. [ABSTRACT FROM AUTHOR]

Science and Technology Foundation (FCT) is the Portuguese authority responsible for the management of science and technology that deals with a large part of governmental funds to be allocated to researchers, in terms of grants and research projects financing. FCT owns DeGóis, a Portuguese academic CV platform derived from Lattes, the Brazilian system of curricula. Due to that, Degóis inherited almost all the assumptions adopted for that platform without any alignment with the international recommendations or standards and best practices about usability in use today. This fact introduced several problems concerning the interoperability with other national and international systems and kept away many potential users. A consequence of this was the decision to develop a new version of DeGóis, as part of the national project PTCRIS (Portuguese Current Research Information System). In this article we describe the path that led to the development of the new version of DeGóis, highlighting the objectives, motivations, expectations, options, results, limitations and future work. [ABSTRACT FROM AUTHOR]

Attending college online has implications for students’ ability to make social connections and eventually obtain jobs by means of social capital. Previous academic work has tested employer callback rates to fictitious resumes treated by indications of either online or face-to-face college attendance but such methods overlook the networking aspect of job obtainment. This article uses data from a national survey to examine if online college attendance reduces the likelihood that a student uses a social connection to obtain his or her first job out of college. Using an instrumental variables approach to account for the nontraditional characteristics of online students, the author found that attending college exclusively online reduces the likelihood of obtaining a job through social connections, independent of personality and other relevant characteristics of the college setting. [ABSTRACT FROM PUBLISHER]

Moot court competitions are considered by some law students, and perhaps some law professors, mainly as a “résumé booster.” But as this Essay argues, legal employers are right to emphasize such qualifications in their hiring decisions, because moot court is among the most valuable experiences that a law student can have in terms of her professional development. The process of arguing, and preparing to argue, a hypothetical case in front of real-life judges and lawyers presents students with an opportunity to practice several skills that are too often neglected in classical law school education but which are essential to success in litigation. This Essay offers an examination of the benefits of moot court, while also offering some basic insights as to how to instruct students to become better appellate advocates. [ABSTRACT FROM AUTHOR]

Introduction: In institutional assessments of faculty, scholarly activity is often cited as a deficiency. Faculty lack the training and resources needed to produce peer-reviewed, quality scholarship. Although a variety of formats have been suggested and used to fill this void, fellowships are a commonly used format to foster educational leaders within institutions. In 2010, the Educational Innovation Institute at the Medical College of Georgia created an educational research fellowship to address this need. Methods: To assess the success of our programme, we compared all graduating fellows' current curriculum vitae (CVs) with the version submitted at the time of their application, looking for educational scholarship produced during and after their participation in the fellowship. Qualitative data sources, such as article reflections, mid-fellowship surveys, and exit surveys were analyzed to identify the mechanisms that contributed to their success. The constant comparative method was used to identify themes and patterns. Results: A comparison of CVs collected at the time of application with a current CV indicate the 11 participants produced: 60 presentations at regional or national meetings, 16 peer reviewed publications, received funding for 7 grants supporting educational research, and won 7 national research awards. Our qualitative analysis identified three major mechanisms: 1) dedicated time to conducting educational research, 2) opportunities to engage with others, and 3 ) understanding the differences between educational and clinical research. Discussion: Previous criticisms of fellowships include faculty not producing educational scholarship after completing their programme. Our retrospective analysis indicates our research fellowship was successful in developing physicians and clinical educators to become educational researchers. What was most useful was having dedicated time to work with others interested in producing educational scholarship, and expert guidance in understanding the differences between clinical and educational research. The most challenging aspect of conducting education research was their need to use conceptual frameworks and learning theory in their work. Implications for this study include the need for a strong curricular focus on the differences between clinical and educational research for any fellowship programme. [ABSTRACT FROM AUTHOR]

Research on the mechanisms that reproduce social class advantages in the United States focuses primarily on formal schooling and pays less attention to social class discrimination in labor markets. We conducted a résumé audit study to examine the effect of social class signals on entry into large U.S. law firms. We sent applications from fictitious students at selective but non-elite law schools to 316 law firm offices in 14 cities, randomly assigning signals of social class background and gender to otherwise identical résumés. Higher-class male applicants received significantly more callbacks than did higher-class women, lowerclass women, and lower-class men. A survey experiment and interviews with lawyers at large firms suggest that, relative to lower-class applicants, higher-class candidates are seen as better fits with the elite culture and clientele of large law firms. But, although higher-class men receive a corresponding overall boost in evaluations, higher-class women do not, because they face a competing, negative stereotype that portrays them as less committed to full-time, intensive careers. This commitment penalty faced by higher-class women offsets class-based advantages these applicants may receive in evaluations. Consequently, signals of higher-class origin provide an advantage for men but not for women in this elite labor market. [ABSTRACT FROM AUTHOR]

e-Portfolios are a form of authentic assessment with formative functions that include showcasing and sharing learning artifacts, documenting reflective learning processes, connecting learning across various stages and enabling frequent feedback for improvements. This paper examines how e-portfolios take up these formative roles to support productive learning. Qualitative findings from interviews with selected first-year undergraduate students at a higher education institution in Hong Kong are reported concerning students' experiences of constructing e-portfolios as assessment tasks. As part of an institutional teaching and learning initiative, e-portfolios were incorporated into three core courses for first-year students. The findings reveal that several conditions necessary to foster productive learning were missing in students' experiences: strengthened formative role of e-portfolios through coherent assessment design; encouragement for students' pursuit of authentic tasks to develop learning interests; engagement of students in reflective and self-regulative learning as an essential learning process; provision of constructive feedback for sustained learning support; and support for students' autonomy through facilitation of collaborative knowledge building. By explicating how the lack of these conditions impeded students' active involvement in e-portfolio tasks and suggesting relevant strategies for teachers at the institution in question, this paper offers implications for harnessing information and communication technology ( ICT) to support students' productive learning. [ABSTRACT FROM AUTHOR]

This article offers job applications tips for radiologic technologist right out of school or experienced in medical imaging and looking for a new challenge. Topics covered include the methods of finding potential positions, such as centralized job-posting websites and talking to colleagues, instructors, or trusted advisors while searching, tips for preparing a resumé, a cover letter and application form, and how applicants should prepare before the interview and the interview.

This paper explores a 7-stage cluster methodology as a process to identify appropriate indicators for evaluation of individual researchers at a disciplinary and seniority level. Publication and citation data for 741 researchers from 4 disciplines was collected in Web of Science. Forty-four indicators of individual researcher performance were computed using the data. The clustering solution was supported by continued reference to the researcher’s curriculum vitae, an effect analysis and a risk analysis. Disciplinary appropriate indicators were identified and used to divide the researchers into four groups; low, middle, high and extremely high performers. Seniority-specific indicators were not identified. The practical importance of the recommended disciplinary appropriate indicators is concerning. Our study revealed several critical concerns that should be investigated in the application of statistics in research evaluation. The strength of the 7-stage cluster methodology is that it makes clear that in the evaluation of individual researchers, statistics cannot stand alone. The methodology is reliant on contextual information to verify the bibliometric values and cluster solution. It is important to do studies that investigate the usefulness of statistical evaluation methodologies to help us as a community learn more about the appropriateness of particular bibliometric indicators in the analysis of different researcher profiles. [ABSTRACT FROM AUTHOR]

The article discusses resume writing and formatting for the job search by the career professionals. Topics discussed include factors considered for in resume writing such as impact of visual design on viewing resume and employers' and computers' attitude towards reading a resume, and examples of the summary sections. Also discussed is the challenge for the resume writer.

The article talks about the changes in the field of job search. Topics discussed include job search networking and importance of networking for job seekers, differences in job search and networking, and resume. Also discussed are usage of business and employment-oriented social networking service LinkedIn for job search and networking techniques for job search.

The Nursing and Midwifery Council (NMC) states that midwives should reflect on their practice in order to highlight areas where changes might lead to improvements in future. The NMC Code also states that midwives must be aware of, and mitigate as far as possible, any potential harm associated with practice. The importance of reflection cannot be underestimated in relation to providing high quality, safe and effective care in line with the standards expected by the NMC, employers and service users. A previous article in this series discussed an innovative e-module supporting student midwives' employability, social awareness and preparedness for professional practice on qualification. This article will review the e-module through a different lens: that of the student. Alice will share her experiences from the student's perspective of how she feels engagement with this module will impact on her employment opportunities and future practice. [ABSTRACT FROM AUTHOR]

The article talks about the importance of vetting and verifying job applicants. Topics discussed include a survey showing 56 and 88 percent resumes submitted to job search organization in 2015 and 2016 respectively, were embellished, and candidates being hired for a job they aren't competent for causing a higher level of risk for the customers and the health and safety of other workers.

The article provides an explanation on what it means when one does not clear different points in the job search process. Topics include the reasons one does not get call for an interview for which has sent a job application such as lack of required skills, lack of experience and an improper cover letter, creating resumes which impress the hiring managers, and advise for those who clear the first stage such as phone call or Skype call .

An introduction is presented on topics about practices and policies for doctoral education and leadership.