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The article offers information on developing and maintaining high-quality curriculum vitae (CVs) for psychiatric-mental health nurses. Topics include the purpose of a CV, the difference between a CV, a resume, and a short-CV, and tips for preparing and updating a CV. The authors emphasize the importance of providing truthful, current, and accurate information in a CV, highlighting its role in various professional settings such as job applications, promotion panels, or funding committees.

A good curriculum vitae (CV) highlights medical educators' academic achievements and supports their professional goals. Many faculty struggle with timely updates and strategic formatting. These twelve tips will help medical educators optimize their CV to best showcase their strengths and accomplishments. The first three tips outline a process: identify a system to collect potential entries and schedule regular time for updates. Tips four and five detail how to tailor traditional CV formatting to best describe the work of medical educators. The next few tips offer concrete strategies and examples of CV entries to consider for inclusion. The remaining tips remind faculty to ask for help from colleagues, who can share a sample CV and identify overlooked activities. Our intention is to transform a task that can be burdensome into a process that seamlessly captures the breadth of our work as medical educators and allows for introspection and growth. [ABSTRACT FROM AUTHOR]

Purpose This research was conducted to evaluate the influence of a pharmacy residency candidate's prior work or research experience on the potential for selection for an interview. Additionally, residency program directors (RPDs) were asked to evaluate the importance of letters of intent and recommendation, rank the importance of typical curriculum vitae (CV) items along with general preferences, and provide advice for a standout CV. Methods This cross-sectional, survey-based study recruited RPDs to review a work-focused or research-focused fictitious residency candidate CV and complete a 33-question survey regarding interest in interviewing the fictitious candidate and their general perceptions of significant factors in interview candidate selection. Results A total of 456 RPDs responded to the survey, with 229 respondents assigned to evaluate the work-focused CV and 227 assigned to review the research-focused CV. Among RPDs who provided CV evaluations, 81.2% (147/181) of those who reviewed the research-focused CV and 78.3% (137/175) of those who reviewed the work-focused CV gave a positive evaluation (P > 0.05). Work experience and extracurricular activities were considered the most important CV sections, and high-quality advanced pharmacy practice experience (APPE) rotations and pharmacy work experience were perceived to have the highest correlation with success in residency. Conclusion This work supports the importance of candidates creating a well-rounded CV in preparing themselves for residency. Pharmacy-related work experience and high-quality APPE rotations seem to be key in an RPD's opinions of predicted success in a residency program. The CV remains a vital document in the residency candidate review process, and it deserves a high degree of effort in ensuring it adequately reflects professional experiences. [ABSTRACT FROM AUTHOR]

Creating a standout professional résumé can be challenging, particularly for new graduate nurses (NGNs) who may have limited work experience or those who want to go into specialty areas. This article outlines strategies to help NGNs draft a comprehensive résumé and help improve their chances of getting a nursing job. [ABSTRACT FROM AUTHOR]

Resume matching is the process of comparing a candidate's curriculum vitae (CV) or resume with a job description or a set of employment requirements. The objective of this procedure is to assess the degree to which a candidate's skills, qualifications, experience, and other relevant attributes align with the demands of the position. Some employment courses guide applicants in identifying the key requirements within a job description and tailoring their experience to highlight these aspects. Conversely, human resources (HR) specialists are trained to extract critical information from numerous submitted resumes to identify the most suitable candidate for their organization. An automated system is typically employed to compare the text of resumes with job vacancies, providing a score or ranking to indicate the level of similarity between the two. However, this process can become time-consuming when dealing with a large number of applicants and lengthy vacancy descriptions. In this paper, we present a dataset consisting of resumes of software developers extracted from a public Telegram channel dedicated to Israeli hi-tech job applications. Additionally, we propose a natural language processing (NLP)-based approach that leverages neural sentence representations, keywords, and named entities to achieve state-of-the-art performance in resume matching. We evaluate our approach using both human and automatic annotations and demonstrate its superiority over the leading resume–vacancy matching algorithm. [ABSTRACT FROM AUTHOR]

Empirical research on the relationship between language learners' (LLs') multilingual and professional development has remained scant in conversations surrounding LLs' sustained engagement with a target language (TL) beyond higher education. To address this gap, this article examines the co‐construction of US collegiate LLs' multilingual–professional identities and trajectories in career advising appointments where language is cast as a measurable, marketable skill on resumes and job postings. Data include six audio‐recorded, transcribed career advising appointments and 20‐minute post‐advising interviews with collegiate LLs of three non‐English TLs. Through the theoretical lens of figured worlds, the thematic and narrative analyses jointly demonstrate how resumes and job postings function as cognitive tools that prompt LLs to develop stances toward their willingness and preparedness to use the TL in professional settings. Such stances are associated with various manifestations of linguistic insecurity when language is presented as a technical skill on those artifacts. Yet, the analysis shows how LLs work with career advisors to narratively position themselves in relation to "objective" proficiency descriptors and the ideological bi–monolingual in positions of employment and along professional trajectories. Implications for strengthening LLs' capacity to translate classroom language learning to participation in personally relevant multilingual communities are discussed. [ABSTRACT FROM AUTHOR]

In today's health care job market, nursing students are aggressively recruited for jobs even before graduation. Employers want to see accurate, informative résumés that efficiently and honestly convey an applicant's education and skills and how they match up with the employer's needs. Although résumés remain essential tools for job seekers, in recent years requirements have changed: nursing students and new graduate nurses need to develop an employer-focused résumé geared toward a specific job. This article can assist these nurses in developing résumés that accommodate these latest trends. A step-by-step guide to crafting an accurate, informative résumé for nursing students and new graduate nurses. [ABSTRACT FROM AUTHOR]

The article provides tips for writing a letter of recommendation (LOR) for new practitioner pharmacists. These include understanding how to navigate Pharmacy Online Residency Centralized Application Service (PhORCAS), utilizing detailed comments within the LOR, and utilizing detailed feedback from learning experiences.

Background: The diagnosis of phosphaturic mesenchymal tumors (PMT) is easily delayed clinically, and their surgical treatment is unstandardized. This study aimed to evaluate our experience in the diagnosis and treatment of PMT and provide a research basis for the accurate and standardized treatment of PMT. Materials and Methods: Twelve patients diagnosed with PMT in our department and who underwent surgical treatment were included in this study. Preoperative demographic and clinical information were recorded. CT, MRI, and technetium-99m (Tc99m)-octreotide PET/CT imaging techniques were used to evaluate the general conditions and lesion boundaries of the tumors. Surgical treatment was performed using radical resection and microwave ablation-assisted extended curettage according to the lesion location and size. Patients were strictly followed up with and evaluated for oncological prognosis, radiological results, bone healing, serum ion levels, limb function, and pain level; the occurrence of complications was also recorded. Results: Three patients underwent radical resection, and nine underwent microwave ablation-assisted extended curettage. The average duration of symptoms in this group was 1.5 years (9–35 months) before diagnosis. Serum phosphate and AKP levels returned to normal one and two weeks postoperatively, respectively. There was no apparent specificity in the pathological findings; however, the immunohistochemistry of FGF-23 was positive, and the original fracture sites were effectively healed during the follow-up. The limb function and pain scores were significantly improved. The MSTS score increased from 15.3 to 29.0, and the VAS score decreased from 5.3 to 0.4. All patients recovered, and 90% resumed their original jobs. Conclusions: Accurate diagnosis and standardized surgical treatment are crucial to achieving a clinical cure for PMT. Combining clinical manifestations, biochemical examinations, imaging characteristics, and pathological findings is an effective way to diagnose PMT accurately. Radical resection and microwave ablation-assisted extended curettage are reliable surgical treatment methods for PMT. [ABSTRACT FROM AUTHOR]

As many schools and departments are considering the removal of the Graduate Record Examination (GRE) from their graduate-school admission processes to enhance equity and diversity in higher education, controversies arise. From a psychometric perspective, we see a critical need for clarifying the meanings of measurement "bias" and "fairness" to create common ground for constructive discussions within the field of psychology, higher education, and beyond. We critically evaluate six major sources of information that are widely used to help inform graduate-school admissions decisions: grade point average, personal statements, resumes/curriculum vitae, letters of recommendation, interviews, and GRE. We review empirical research evidence available to date on the validity, bias, and fairness issues associated with each of these admission measures and identify potential issues that have been overlooked in the literature. We conclude by suggesting several directions for practical steps to improve the current admissions decisions and highlighting areas in which future research would be beneficial. [ABSTRACT FROM AUTHOR]

Despite a large proportion of working mothers in the American workforce, research suggests that negative stereotypes and discrimination against working mothers continue to exist. In a set of two experimental studies, the current paper examined subtle discrimination against non-pregnant, working mothers in different hiring settings. In Study 1, using a between-subject field experiment and applying for geographically dispersed jobs with manipulated resumes, we found evidence for subtle discrimination, such that mothers received more negativity in callback messages than women without children, men without children, and fathers. They were also rejected more quickly than women without children and fathers. In Study 2, using a more controlled experimental paradigm, we tested our hypothesis in a hypothetical interview evaluation setting. We found that mothers faced more interpersonal hostility across different job types as compared to women without children. Together, these studies highlight the presence of subtle discrimination against working mothers at different stages of the hiring process. [ABSTRACT FROM AUTHOR]

It has been widely argued that journal metrics are used in assessing publication records on resumes for academic jobs and assessments. Within that debate, two important considerations emerge. Firstly, academics belonging to different career cohorts may have different experiences which are reflected in their recommendations related to targeting and assessing publication records. Secondly, recruitment or assessment expectations that include publishing in highly rated journals may lead to the targeting of a smaller number of high rated publications, with perceived lower rated journal outlets being discouraged. Using an experimental design, an online survey collected data from 1011 academics across management and psychology disciplines in the UK and USA, exploring the association between journal ratings, the number of publications on a resume, and the length of time spent in academia. Analysis indicated that when assessing an academic resume, the discouraging of lower rated journal publications may be dependent on the length of time spent in academia. Specifically, in the context of exactly the same high rated journal publications on a resume, those who had been in academia for 10–20 years were less favorable towards the inclusion of additional low rated journals. The findings contribute to how we view the socialization of institutional influences on career decision making in higher education. The results add to emergent evidence of behavioral responses to the institutional pressures on academic careers, and how individuals at different career stages may be impacted differently. This has implications for the management of academic career progression and academic recruitment processes. [ABSTRACT FROM AUTHOR]

Existing online recruitment platforms depend on automatic ways of conducting the person-job fit, whose goal is matching appropriate job seekers with job positions. Intuitively, the previous successful recruitment records contain important information, which should be helpful for the current person-job fit. Existing studies on person-job fit, however, mainly focus on calculating the similarity between the candidate resumes and the job postings on the basis of their contents, without taking the recruiters' experience (i.e., historical successful recruitment records) into consideration. In this paper, we propose a novel neural network approach for person-job fit, which estimates p erson- j ob f it from candidate profile and related recruitment history with c o- a ttention n eural n etworks (named PJFCANN). Specifically, given a target resume-job post pair, PJFCANN generates local semantic representations through co-attention neural networks and global experience representations via graph neural networks. The final matching degree is calculated by combining these two representations. In this way, the historical successful recruitment records are introduced to enrich the features of resumes and job postings and strengthen the current matching process. Extensive experiments conducted on a large-scale recruitment dataset verify the effectiveness of PJFCANN compared with several state-of-the-art baselines. The codes are released at: https://github.com/CCIIPLab/PJFCANN. [ABSTRACT FROM AUTHOR]

Impreciseness and uncertainty are the fabrics that make life interesting. For decades, human beings have developed strategies to cope with uncertainties and automate them. In personnel selection for the I.T. field, selectors often find it very difficult to select candidates by going through a set of resumes containing similar kinds of skills. Hence the selection task becomes a fuzzy decision making with the uncertainty involved. A combination of fuzzy clustering and Interval Type-2 fuzzy sets (IT2FS) is proposed in such scenarios. An experiment is conducted over a resume dataset containing fifteen hundred resumes for a particular job description. Firstly, Fuzzy C-means clustering (FCM) is applied for selective clustering, while decision-making under uncertainty is carried through IT2FS. The candidates in the selected cluster are given a score for ranking as per the skillset criteria. The final decision for shortlisting the resumes is carried through IT2FS. The model shows an average accuracy of 88.2% with an F1-score of 0.76 compared to (K-means + IT2FS) model with an F1-score of 0.72. Thus, the proposed model performs better while decision-making under uncertainty. [ABSTRACT FROM AUTHOR]

This study proposes a way of evaluating the importance recruiters ascribe to certain social skills. In an increasingly competitive recruitment setting, the qualities employers seek are often psychological and relational and not always associated with applicant's actual education and training. If skills of this kind are to be enhanced in order to gain entry into the world of work, then the question arises as to how they are developed in the course of education. With this in view, the vignettes method, which is still little used in France, involves asking recruiters to assess fictitious CVs indicating certain characteristics of young higher-education graduates and in particular certain social skills. This paper runs through the stages of compiling effective vignettes. The contributions and limitations of this method are set out and discussed in light of the results obtained. [ABSTRACT FROM AUTHOR]

A multistep selection process was established to assist in securing top talent while achieving diversity objectives for a nurse residency program. The selection process incorporated objective scoring tools, diverse panel interviews, unconscious bias training, and standardized interview questions to decrease unconscious and implicit bias. As a result, the entry-level nursing workforce has become more diversified by race, gender, age, and academic training. [ABSTRACT FROM AUTHOR]

Purpose: Little is known about how others evaluate applicants to master’s programs in speech-language pathology along criteria used during holistic review despite more programs adopting holistic review. This knowledge gap limits our understanding of whether holistic admissions may offer a more equitable pathway to entering speech-language pathology. This study investigated how faculty and PhD students evaluated applicants to master’s speech-language pathology programs along criteria used during holistic review. Method: We administered a survey online through a Qualtrics platform. Respondents (N = 66) were faculty and PhD candidates in U.S. speech-language-hearing departments. Survey blocks included demographics, professional background, and vignettes. Vignettes featured profiles of applicants to master’s programs in speech-language pathology. Vignettes systematically varied in the indicators of applicant criteria, which were specified at low, moderate, or high levels or not specified. After reading each vignette, respondents rated the applicant and indicated their admissions decision. Analysis included descriptives. Results: Relative to an applicant who was at a high level for all indicators except cultural and linguistic diversity, respondents ranked applicants who varied in their indicators of criteria levels lower. Respondents were also less likely to make an explicit “accept” decision (vs. “waitlist” or “reject”) for this latter group of applicants. Conclusions: Even when implementing criteria used during holistic review, applicants who vary from a “high-achieving” stereotype may still face barriers to entry. Future work is needed to understand the precise nature of how holistic admissions review may play out in actual practice and help increase diversity in the profession. [ABSTRACT FROM AUTHOR]

The use of new tools in the classroom has become a key strategy to promote more efficient and effective learning. In this study, we analyzed the impact of Design Thinking (DT) as a working tool on the learning of practical concepts in students of Vocational Training. A mixed methodology was employed, combining participant observation as a qualitative technique and a pre-post test questionnaire as a quantitative technique. The results revealed a significant increase in student motivation, as well as their ability to work in teams and improve individual learning. There was greater engagement and involvement of students in real problem-solving activities related to the development of a Curriculum Vitae (CV). DT provided an innovative pedagogical approach that fostered critical thinking, creativity, and reflection among students. These findings support the suitability of Design Thinking as an adaptable and flexible working method in the classroom, particularly in Vocational Training environments. The importance of customizing sessions according to group needs and considering socio-educational disadvantages to achieve successful implementation is emphasized. [ABSTRACT FROM AUTHOR]

Faculty with a career focus on education in the health professions often have difficulty representing their academic accomplishments for due consideration in promotion decisions at their respective institutions. This problem occurs because the traditional curriculum vitae (CV) format which is most often used tends to focus on peer-reviewed accomplishments easily presented in lists, such as grants and publications. In some institutions, an educator portfolio is required in place of or in addition to the CV. However, creating or reviewing such a narrative-oriented document takes large amounts of time-time that most faculty or reviewers do not have. Having to use an educator portfolio also calls out the educator as different from the traditional research faculty member. To address this problem, we propose the solution of an Enhanced CV. The Enhanced CV includes much of what is presented in an educator portfolio but in a format closer to the traditional CV. Unlike a traditional CV, the Enhanced CV includes categories inclusive of educational contributions (eg, teaching, mentoring, and course leadership) and includes brief descriptions and/or impact statements to clarify the significance of the listed accomplishments. The Enhanced CV has been adopted at two very different institutions, where evidence is accumulating regarding the viability of the Enhanced CV as a solution to educators' problem of presenting their accomplishments for promotions. The lessons learned from these institutions illustrate how the Enhanced CV can increase the ability of educators to present their accomplishments and advance in rank in their academic careers. [ABSTRACT FROM AUTHOR]

This study examines how state and commercial actors construct gender, occupation, and nationality hierarchies in guest worker programs by comparing the migratory procedures for female domestic workers and male industrial operators from Indonesia. Based on 19 months of multi-sited ethnography and 86 interviews in Indonesia, Taiwan, and Singapore, I introduce the notion of multilateralism to theorize the stratification of global migration processes. In multilateral labor markets, governments, brokers, employers, and migrants in multiple countries contend for labor and employment. The homecare market is governed under the rubric of "selling a resume," whereby Indonesian regulators and labor suppliers pass on recruitment costs to employers, in a context where migrant domestics possess myriad destination options due to their reputation fostered by a government-organized credentialing program. By contrast, Indonesian factory workers expend upfront payment to "buy a job" from destination brokers amid rivalry with migrants of other nationalities. The Indonesian state's inattention to elevating industrial migrants' standing through skill formation has compelled private recruiters to vie for jobs by extracting brokerage fees and developing a patchwork of selection mechanisms. This article finds that social actors' capacity to negotiate the terms of labor exchange is contingent on their structural locations within a global hierarchy of competing nation-states. [ABSTRACT FROM AUTHOR]

During the undergraduate years, the transformational process of a successful transition from student to educator requires attention to not only developing professional dispositions such as collaboration, respect, reverence for learning, reflection, flexibility, and responsibility, but also to the process of maximizing marketability. As such, a three-pronged approach that includes building a positive social media presence, preparing a vibrant professional portfolio, and developing applicable professional competencies is warranted. [ABSTRACT FROM AUTHOR]

The article focuses on Oncology Nursing Society members share how they've pursued nursing in alternative careers and what factors make nurses qualified for roles beyond the bedside. Topics include the medical science liaison (MSL) works in industries like pharmaceutics, biotechnology, and medical devices and focuses on specific therapeutic areas or disease sites, and the MSLs serve as in-house experts to ensure a product is effectively developed, used, and understood throughout its lifecycle.

The article discusses a study which examined the extent to which social work PhD students are achieving the aspirational goals set forth by the Group for the Advancement of Doctoral Education in Social Work (GADE). Topics covered include the productivity rates of students on the job market with regards to publication, author order, presentations and teaching, and their productivity measures based on the ranking of the school of social work that are offering the PhD program.

Skills extraction is a critical task when creating job recommender systems. It is also useful for building skills profiles and skills knowledge bases for organizations. The aim of skills extraction is to identify the skills expressed in documents such as resumes or job postings. Several methods have been proposed to tackle this problem. These methods already perform well when it comes to extracting explicitly mentioned skills from resumes. But skills have different levels of abstraction: high-level skills can be determined by low-level ones. Instead of just extracting skill-related terms, we propose a multi-label classification architecture model based on convolutional neural networks to predict high-level skills from resumes even if they are not explicitly mentioned in these resumes. Experiments carried out on a set of anonymous IT resumes collected from the Internet have shown the effectiveness of our method reaching 98.79% of recall and 91.34% of precision. In addition, features (terms) detected by convolutional filters are projected on the input resumes in order to present to the user, the terms which contributed to the model decision. [ABSTRACT FROM AUTHOR]

Job recommendation is crucial in online recruitment platforms due to the overwhelming number of job postings. Job seekers spend considerable time and effort searching for suitable employment. With millions of job seekers browsing job postings daily, the demand for accurate and effective job recommendations is more pressing than ever. To address this challenge, we propose IHGCN, an improved semi-supervised heterogeneous graph convolutional network model for job recommendation. IHGCN aims to provide job recommendations for early job seekers based on their resumes. Firstly, we introduce a novel labeling classification standard specifically tailored to early job seeker resumes. Secondly, we construct a heterogeneous resume graph where each resume is represented as a node. Job recommendation is treated as a multi-classification problem. Thirdly, our IHGCN model learns a node representation from the graph to perform effective job recommendations. To evaluate our model, we conduct experiments using a real-world resume dataset obtained from LinkedIn. The results demonstrate that IHGCN outperforms the baselines by around 10%. This study highlights the benefits of leveraging meta-paths within the Graph Convolutional Network model to address the sparsity problem caused by the one-hot representation of nodes. [ABSTRACT FROM AUTHOR]

Resume studies are natural field experiments in which researchers standardize the content of resumes and vary them by individual characteristics. Researchers submit the resumes to job advertisements and compare the employers' responses toward the different resumes to measure labor market discrimination. Despite the robustness of this method, its use has not been fully exploited in human resource management and organizational psychology research. Based on a literature review, we provide an overview of the best practices for resume studies and a step‐by‐step plan to guide researchers. We also explain challenges in the design and implementation of these studies and how they can be addressed. Finally, we suggest avenues for future research and how future studies can contribute to reduce hiring discrimination. [ABSTRACT FROM AUTHOR]

Academics are increasingly seeking employment abroad. Despite their growing number, there is limited research on how academics secure positions at foreign universities. The literature does indicate however, that academic hiring is not a standardised meritocratic process, but influenced by academic tradition and social capital. Drawing on this perspective, this study explores the role social capital plays among international and local hires at two universities (located in the U.S. and Flanders), that exhibited contrasting approaches towards recruiting foreign talent. At the U.S. university, social capital was used to counterbalance lacking elements in a candidate's curriculum vitae related to their professional experience. At the Flemish university, social capital was used to signal a candidate's compatibility with the ethos of the hiring university or system. The study demonstrates that the role social capital plays is not exclusively determined by nationality but linked to an academic's professional background which signals their insider/outsider status in the system of their employment. [ABSTRACT FROM AUTHOR]

One of the overlooked professional networking tools is the elevator speech. Nurse practitioners (NPs) should consider the elevator speech as equally important as their current curriculum vitae and professional biosketch. With advanced planning and practice, NPs can convey the who, what, why, and findings in less than 150 words to expand their network. [ABSTRACT FROM AUTHOR]

Little research exists on mentoring programs for nurse practitioner (NP) students. This pilot project aimed to develop, implement, and evaluate a distance programwith NP alumnimentoring NP students across the United States. Mentor-mentee pairs (113) were hand-matched and surveyed at six months to collect program data. Most mentees wanted more job-hunting and resume-writing tips; mentors were interested in receiving strategies for mentoring and calendar reminders of important school events. Alumni were interested in helping prepare future NPs by serving as mentors but needed training. Distance mentorship programs may require additional structured guidelines and resources to facilitate success. [ABSTRACT FROM AUTHOR]

Exploring new roles and responsibilities available to clinicians offers a path to renovate a nurse practitioner's career. The role of academician and nurse faculty broadens career horizons, presents a sense of autonomy, and offers unique opportunities to teach, participate in research, build leadership skills, and contribute to the health care delivery system at a higher level. Advance practice nurses often consider a shift to academia but are concerned about the unfamiliarity of the entire process. This article offers elements a clinician will likely encounter throughout the transition to a faculty role. These include expectations for the application and interview, negotiating for a position, and orientation to the role of an academic. [ABSTRACT FROM AUTHOR]

Advanced practice nurses (APNs) now have great opportunities to serve in leadership positions for organizations, institutions of higher education, community and public agencies, and more. The need exists for APNs to have a full set of professional business documents readily available. Such common documents would extend beyond the professional business card and professional photograph to include the curriculum vitae, the resume, and the National Institutes of Health Biographical Sketch (biosketch) and a professional biosketch. Advanced practice nurses should understand the differences between the documents as each document helps to share the professional identity. [ABSTRACT FROM AUTHOR]

The current study examines how intersecting stereotypes about gender and race influence faculty perceptions of post-doctoral candidates in STEM fields in the United States. Using a fully-crossed, between-subjects experimental design, biology and physics professors (n = 251) from eight large, public, U.S. research universities were asked to read one of eight identical curriculum vitae (CVs) depicting a hypothetical doctoral graduate applying for a post-doctoral position in their field, and rate them for competence, hireability, and likeability. The candidate's name on the CV was used to manipulate race (Asian, Black, Latinx, and White) and gender (female or male), with all other aspects of the CV held constant across conditions. Faculty in physics exhibited a gender bias favoring the male candidates as more competent and more hirable than the otherwise identical female candidates. Further, physics faculty rated Asian and White candidates as more competent and hirable than Black and Latinx candidates, while those in biology rated Asian candidates as more competent and hirable than Black candidates, and as more hireable than Latinx candidates. An interaction between candidate gender and race emerged for those in physics, whereby Black women and Latinx women and men candidates were rated the lowest in hireability compared to all others. Women were rated more likeable than men candidates across departments. Our results highlight how understanding the underrepresentation of women and racial minorities in STEM requires examining both racial and gender biases as well as how they intersect. [ABSTRACT FROM AUTHOR]

In this perspective piece, we describe a multifactorial phenomenon whereby academic women physicians become invisible in the mid-career stage. Barriers, both small and large, cause a cumulative inequity effect, and women may leave academic medicine. Certainly, family and lifestyle choices play a role. And as we describe, so is a situation created where women become discouraged and disillusioned. We describe the growing evidence of subtle disparities, or micro-inequities, that cause women to be less visible and marginalized. Over time, early career women transition to mid-career with an accumulation of these micro-inequities. Women have more difficulty in building their academic portfolios and curriculum vitae—core components of academic promotion. They comprise greater than 50% of the health care workforce; yet, they are underrepresented in top leadership positions. For example, only 22% of full professors, 18% of department chairs, and 17% of medical school deans are women. Macro-inequities, which are observable and measurable, are also well documented. For example, women receive less compensation than men for the same job. We examine the contributing and causative processes and offer suggestions on how to promote equity among highly qualified mid-career women as they graduate from training and move beyond the early career stage. [ABSTRACT FROM AUTHOR]

Indian radiology trainees and radiologists are interested to have FRCR (Fellow of the Royal College of Radiologists) qualification for various reasons including academic career progression, subspecialty interest and other socioeconomic factors. The path for acquiring FRCR qualification is adventurous yet onerous and exhausting. Perseverance, meticulous planning and clarity in the vision are essential prerequisites for an Indian graduate aiming to complete FRCR qualification, and one may require to invest an average of 1.5–2 years even if there is no reattempt in this tripartite examination. Indian doctors including radiologists are considered amongst the finest across global medical fraternities. However, the Indian medical education is skewed and variably distributed over the subcontinent due to organisational inability to provide single radiology curriculum-based education to all radiology training programmes. Parallel educational boards and a variety of institutions such as government, trust-funded and private organisations provide radiology training to further complicate the grand picture of radiology education in India. Conversely, UK radiology education is uniform nationally and rigorously enforced by deaneries based upon state-provided guidelines. UK training opportunities are essentially academically rewarding experience but they require herculean efforts to gain access to one. One should constantly focus on building a resume at par with that of a UK trainee by obtaining experience required to fulfil checklist for such opportunities. Alongwith addressing local (UK) competition thoughtfully, hard work, diligence, and high standards of work ethics are absolute musts to build a great resume, to obtain training opportunity and, in turn, to satisfy the ultimate goal of carrier advancement. [ABSTRACT FROM AUTHOR]

The rapid development of the Internet has led to introducing new methods for e-recruitment and human resources management. These methods aim to systematically address the limitations of conventional recruitment procedures through incorporating natural language processing tools and semantics-based methods. In this context, for a given job post, applicant resumes (usually uploaded as free-text unstructured documents in different formats such as.pdf,.doc or.rtf) are matched/screened out using the conventional keyword-based model enriched by additional resources such as occupational categories and semantics-based techniques. Employing these techniques has proved to be effective in reducing the cost, time, and efforts required in traditional recruitment and candidate selection methods. However, bridging the skill gap - that is, the propensity to precisely detect and extract relevant skills in applicant resumes and job posts - and highlighting the hidden semantic dimensions encoded in applicant resumes are still challenging issues in the process of devising effective e-recruitment systems. This is due to the fact that resources exploited by current e-recruitment systems are obtained from generic domain-independent sources, therefore resulting in knowledge incompleteness and the lack of domain coverage. In this article, we review state-of-the-art e-recruitment approaches and highlight recent advancements in this domain. An e-recruitment framework addressing current shortcomings through the use of multiple cooperative semantic resources, feature extraction techniques and skill relatedness measures is detailed. An instantiation of the proposed framework is proposed and an experimental validation using a real-world recruitment dataset from two employment portals demonstrates the effectiveness of the proposed approach. [ABSTRACT FROM AUTHOR]

The current themed issue came about by chance. A number of manuscripts examining academic lives and cultures came through Social Studies of Science's review process at roughly the same time, and have been grouped together here. This introduction briefly describes some of their themes, and connects them with some other articles recently published in this journal, to broaden virtually the themed issue so as to represent some of the current work on the topic. [ABSTRACT FROM AUTHOR]

In this article, we study the use of curricula vitae (CV) for competitive funding decisions in science. The typically sober administrative style of academic résumés evokes the impression of straightforwardly conveyed, objective evidence on which to base comparisons of past achievements and future potentials. We instead conceptualize the evaluation of biographical evidence as a generative interplay between an historically grown, administrative infrastructure (the CV), and a situated evaluative practice in which the representational function of that infrastructure is itself interpreted and established. The use of CVs in peer review can be seen as a doubly comparative practice, where referees compare not only applicants (among each other or to an imagined ideal of excellence), but also their own experience-based understanding of practice and the conceptual assumptions that underpin CV categories. Empirically, we add to existing literature on peer review by drawing attention to self-correcting mechanisms in the reproduction of the scientific workforce. Conceptually, we distinguish three modalities of how the doubly comparative use of CVs can shape the assessment of applicants: calibration, branching out, and repair. The outcome of this reflexive work should not be seen as predetermined by situational pressures. In fact, bibliographic categories such as authorship of publications or performance metrics may themselves come to be problematized and reshaped in the process. [ABSTRACT FROM AUTHOR]

When scholars express concern about trust in science, they often focus on whether the public trusts research findings. This study explores a different dimension of trust and examines whether and how frequently researchers misrepresent their research accomplishments when applying for a faculty position. We collected all of the vitae submitted for faculty positions at a large research university for 1 year and reviewed a 10% sample for accuracy. Of the 180 applicants whose vitae we analyzed, 141 (78%) claimed to have at least one publication, and 79 of these 141 (56%) listed at least one publication that was unverifiable or inaccurate in a self-promoting way. We discuss the nature and implications of our findings, and suggest best practices for both applicants and search committees in presenting and reviewing vitae. [ABSTRACT FROM AUTHOR]

This article presents an employment guide for athletic trainers.The author presents various key points that will assist potential employees on attaining assistantships and jobs. Topics include online resources, re&eacutesumeé credentials, job requirements, and ways in which trainers can maximize their marketability.

This article reports on interviewing practices and making a good first impression with employers. The author presents various key points that will assist potential employees to better succeed at interviews. Topics include professionalism, resume dos and don'ts, and cover letters. Additionally, the job hiring process and personal experiences of athletic trainers are included.