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Candidates' Ability (candidate + ability)
Selected AbstractsCandidates' Ability to Identify Criteria in Nontransparent Selection Procedures: Evidence from an assessment center and a structured interviewINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 3 2007Cornelius J. König In selection procedures like assessment centers (ACs) and structured interviews, candidates are often not informed about the targeted criteria. Previous studies have shown that candidates' ability to identify these criteria (ATIC) is related to their performance in the respective selection procedure. However, past research has studied ATIC in only one selection procedure at a time, even though it has been assumed that ATIC is consistent across situations, which is a prerequisite for ATIC to contribute to selection procedures' criterion-related validity. In this study, 95 candidates participated in an AC and a structured interview. ATIC scores showed cross-situational consistency across the two procedures and accounted for part of the relationship between performance in the selection procedures. Furthermore, ATIC scores in one procedure predicted performance in the other procedure even after controlling for cognitive ability. Implications and directions for future research are discussed. [source] Reliability of the long caseMEDICAL EDUCATION, Issue 9 2008Tim J Wilkinson Objectives, The use of long cases for summative assessment of clinical competence is limited by concerns about unreliability. This study aims to explore the reliability of long cases and how reliability is affected by supplementation with short cases. Methods, We performed a statistical analysis of examinations held by the Royal Australasian College of Physicians in 2005 and 2006 to determine overall reliability and sources of variance in reliability according to candidate ability, case difficulty and inter-examiner differences. Results, Scores for 546 long cases in 2005 and 773 long cases in 2006 were analysed. In 2006, 38% of the total variation in long case data was explained by variation in candidate ability, with other significant contributors to variance being candidate × case and candidate × examiner interactions. Similar figures were found for the 2005 examinations. A short case is less reliable than a long case, but when examiner time is taken into account, three short cases are as reliable as one long case. Any combination of short and long cases would require 4,5 hours of testing time in order to achieve dependability > 0.7. Conclusions, Long cases can be optimised for reliability but time limits their use as the sole tool in a high-stakes examination. Further examiner training, better case selection, or greater use of short cases would have minimal impact on reliability. Reliability can be improved by either increasing examination time or including additional methods of summative assessment, such as might be provided by workplace assessment. [source] Campaign Contributions with Swing VotersECONOMICS & POLITICS, Issue 3 2003Manfred Dix We analyze contributor behavior when there are two types of voters: positioned voters, who care about the ideological positions of candidates, and swing voters, who care about only the leadership abilities of candidates. Campaign expenditures, which are funded by contributions, are assumed to influence voters' perceptions of a candidate's ability. We find that the number of swing voters may have unexpected consequences on equilibrium campaign contributions. In particular, total contributions may increase as the number of swing voters decreases. Elections are won by doing two things: mobilizing your base and winning the independent swing voters. (Karl Rove, campaign strategist for George W. Bush) [source] Candidates' Ability to Identify Criteria in Nontransparent Selection Procedures: Evidence from an assessment center and a structured interviewINTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 3 2007Cornelius J. König In selection procedures like assessment centers (ACs) and structured interviews, candidates are often not informed about the targeted criteria. Previous studies have shown that candidates' ability to identify these criteria (ATIC) is related to their performance in the respective selection procedure. However, past research has studied ATIC in only one selection procedure at a time, even though it has been assumed that ATIC is consistent across situations, which is a prerequisite for ATIC to contribute to selection procedures' criterion-related validity. In this study, 95 candidates participated in an AC and a structured interview. ATIC scores showed cross-situational consistency across the two procedures and accounted for part of the relationship between performance in the selection procedures. Furthermore, ATIC scores in one procedure predicted performance in the other procedure even after controlling for cognitive ability. Implications and directions for future research are discussed. [source] University of life or academia?JOURNAL OF NURSING MANAGEMENT, Issue 6 2008A review of community matrons/case managers continuing professional development; accessing a post-graduate programme without meeting the current academic entry criteria Aims, To inform managers and gatekeepers of the pre-requisites for staff engaging in post-graduate level study. To acknowledge the support students in new roles require in clinical practice and continuing professional development (CPD). Background, A post - graduate course for case managers/community matrons was developed as a rapid response to government policy. As a result, candidates entered this programme with non-traditional requirements. However, this did not appear to hinder their success. Evaluation, Student entry data and their achievements on completion were collected and compared with another post-graduate course that did require standard entry academic requirements. Final results were analysed and a narrative obtained from students and mentors. Key issues, Gatekeepers should recognize the importance of past experience and motivation of candidates in relation to CPD and also the student's insight and self-awareness when accessing courses. Conclusion, Candidates accessing post-graduate courses can achieve learning outcomes at an advanced level when given the right support and are capable of undertaking the role of case manager/community matron . Implications for nursing management, The article is relevant in light of the current financial constraints for Trusts to ration the funding of CPD. Choosing the right person to attend the right course often depends on the manager's discretion and not necessarily the candidates' ability or motivation. It highlights the importance of not only recognizing the candidates' academic level but also their motivation to study, and with careful selection candidates should be allowed the opportunity to access higher levels of CPD. Fitness to practice is also an important aspect to consider on completion of a course and this can be achieved with the mapping of competencies in relation to the post holder's specific job. [source] Bringing Candidacies in from the Cold: Mainstreaming Minority Candidates, 1960 and 2008PRESIDENTIAL STUDIES QUARTERLY, Issue 3 2010MARY E. STUCKEY Sometimes, nontraditional candidates enter the electoral fray. Because of their minority status, these candidates can be seen as threatening and unsuitable for the presidency. Our analysis shows that the political context of such candidacies is an important factor in candidates' ability to break down the barriers to entry. Ironically, the ability to overcome minority status is greatest when that status is least relevant to the campaign. [source] | |||||||||||||