ライフサイエンスコーパス: applicant

1 ecades (41-year mean of 707 [range, 537-983] applicants).

2 nd offered more career mentoring to the male applicant.

3 ent and hireable than the (identical) female applicant.

4 Reporter metrics were also reviewed for each applicant.

5 applicants tend to be much sicker than never-applicants.

6 n = 402), and represented 70% of all 2008 QE applicants.

7 e an equitable computerized match system for applicants.

8 MD/PhDs were the most successful applicants.

9 mentorship opportunities to URiM and female applicants.

10 tending interviews and rank list ordering of applicants.

11 CI, 0.91-0.98; P < .001) in the rate of AIAN applicants.

12 d the use of gendered language favoring male applicants.

13 higher application success rates than female applicants.

14 s in the United States to evaluate potential applicants.

15 doctoral periodontal programs to help select applicants.

16 1 vs. 34 applicants [15%] in search 2 vs. 4 applicants [1.8%] in search 3).

17 [2.9%] vs 26.4% [0.07%]; P < .001) and UREG applicants (10.5% [1.1%] vs 12.5% [1.9%]; P = .01) to th

18 used (56 applicants [25%] in search 1 vs. 34 applicants [15%] in search 2 vs. 4 applicants [1.8%] in

19 Between 2010 and 2017, most applicants (2,558/3,471; 73.7%) were matched into ophtha

20 Among the applicants, 209 districts (11%) were selected for the cl

21 A total of 2463 applicants (2104 [85.4%] women) who applied to OBGYN pro

22 ions varied depending on the search used (56 applicants [25%] in search 1 vs. 34 applicants [15%] in

23 A total 726 of 2781 applicants (26.1%) responded to the survey and were incl

24 2%, 11 160 of 21 614) to radiology residency applicants (29%, 656 of 2274), which largely stayed unch

25 Eighteen applicants (35%) were invited for on-site structured int

26 Approximately one-third (254 applicants [35.7%]) had faculty reach out to programs on

27 er 100 000 person-years) and 24 HIV-negative applicants (36 per 100 000 person-years) died of suicide

28 s]; P < .001) applicants and lower for Black applicants (36.06% vs 33.08%; difference, -2.98 percenta

29 er for US seniors (83%) than for independent applicants (41%; P < 0.001).

30 A control group of 10 trial applicants (5 female [50%]; mean [SD] age, 55.1 [8.5] ye

31 The majority of applicants (72%, 2486/3435) matched in ophthalmology.

32 Of the 17 357 applicants accepted, 2179 (12.6%) were members of underr

33 options, and the epidemiology of HCV in the applicant/accession and overall force populations.

34 udents, as determined by the distribution of applicants across selected specialties, changed signific

35 icant age range, there should have been 2641 applicants (actual: 732) and 972 matriculants (actual: 1

36 e expected proportion of Black men in the PA applicant age range, there should have been 2641 applica

37 sing data to define a cohort of 2018 license applicants (age 16-24 years, n = 136 643) and tracked li

38 e" to donate; higher proportions of minority applicants agreed (Black 80%, White 70%, P < 0.001; Hisp

39 Compared with White and Asian applicants, all other racial groups were significantly u

40 There were 333 unique applicants among the 440 Electronic Residency Applicatio

41 Rank lists were submitted by 622 applicants, among whom 458 (74%) matched.

42 ds, this process requires foresight from the applicant and coordination between the adult and pediatr

43 gnal dispersal strategies were stratified by applicant and program competitiveness, as well as progra

44 cations ranked (number of programs ranked by applicant and/or number of applications distributed).

45 achieve parity, in contrast to the mean of 2 applicants and 1 matriculant per 2 programs.

46 ity among 4147 HIV-positive military service applicants and 12437 HIV-negative applicants disqualifie

47 (21 [8-37]) and White (17 [8-32]; P = .001) applicants and completed fewer interviews (median [IQR],

48 pplication system identifying medical school applicants and graduates between January 1, 1996, and De

49 officer, which includes providing advice to applicants and grantees, making funding recommendations,

50 iation of Medical Colleges data on 2019-2020 applicants and information about the racial and ethnic c

51 , 5.78 to 8.07 percentage points]; P < .001) applicants and lower for Black applicants (36.06% vs 33.

52 Association of American Medical Colleges on applicants and matriculants to US MD-granting medical sc

53 Black male applicants and matriculation.

54 This study will inform applicants and program directors about applicants to the

55 Applicants and program directors indicated their interes

56 owship Match process was designed to provide applicants and program directors with an opportunity to

57 With either algorithm, both applicants and programs can be advised that trying to ge

58 le strategic behavior are very rare for both applicants and programs under either algorithm.

59 as compared in terms of mean matched rank of applicants and programs, as well as the percentage of ap

60 gment about the impact of this difference on applicants and programs.

61 n to study prospectively a cohort of welfare applicants and recipients 18 to 64 years of age who abus

62 mber of first- and second-time NIH R01 grant applicants and recipients by academic degree and by rese

63 tudinal, comparative study of all first-time applicants and recipients of NIH R01 grants between 1964

64 cognized as being a bad situation for fellow applicants and reflected poorly on the specialties of mi

65 PARTICIPANTS: This cohort study involved all applicants and residencies in the 2021-2022 AUA match wi

66 Both algorithms make it sensible for applicants and residency programs to arrange their ROLs

67 and attitudes toward corneal donation among applicants and staff of DVLA, Kumasi-Ghana.

68 fluence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention)

69 data may be useful for policy makers, grant applicants, and authors.

70 eshold, we compare near-miss with narrow-win applicants, and find that an early-career setback has po

71 ed included those on medical school faculty, applicants, and students; curriculum hours devoted to ne

72 tification has decreased, the quality of the applicants appears to have improved and the number of IM

73 The majority of applicants applying for an ophthalmology residency posit

74 centage points and black or African-American applicants are 13 percentage points less likely to recei

75 ification problem in two settings: U.S. visa applicants are checked against a list of visa holders to

76 d HIV-negative (RR, 1.67; 95% CI, 1.07-2.48) applicants are marginally higher than those for the US g

77 wly rejected and narrowly approved immigrant applicants are similar on all confounding characteristic

78 ions submitted to NIH were classified by the applicant as involving human subjects or not (LOR).

79 Faculty participants rated the male applicant as significantly more competent and hireable t

80 information gained from this study may help applicants as they consider applying to fellowship progr

81 the influx of international medical graduate applicants at the very first level: the request for an a

82 l benchmark, we find that the effects of the applicant attributes estimated from the survey experimen

83 Profiles were reviewed for all applicants between 2008 and 2018, at the time of applica

84 ation essays is more common in international applicants but was found in those by applicants to all s

85 training programs, and financial vetting of applicants by nonclinicians.

86 In a Match, applicants can choose the programs that best suit their

87 is a gap in the information that prospective applicants can collect when evaluating ophthalmology res

88 applicant database was reviewed to determine applicant characteristics and match outcomes.

89 s(6,7), they can usually consider only a few applicant characteristics in select occupations at a par

90 population and the official descriptions of applicant characteristics that voters received before ea

91 Applicant characteristics were stratified by match statu

92 Applicant characteristics were stratified by sex and URi

93 model was used to assess the association of applicant characteristics with their match outcomes.

94 g matched fellows in each subspecialty, URiM applicants comprised 13.9% (n = 11) in glaucoma, 10% (n

95 itutes of Health policy requiring that grant applicants consider sex as a biological variable in the

96 Applicants could select only 1 racial identity from 1996

97 H retooling funding mechanism for such grant applicants, creates a concerning risk that talented and

98 The Ophthalmology Residency Matching Program applicant database was reviewed to determine applicant c

99 e from 1995), while the number of first-time applicants decreased 1% from 1995.

100 from 1994; however, the number of first-time applicants decreased slightly (0.6%).

101 low proportion of female radiology residency applicants despite a highly diverse pool of medical stud

102 er of predicate medical devices cited by the applicant device was significantly associated with a 1.2

103 rity of the predicate medical devices to the applicant device, and the recall status of the predicate

104 er of predicate medical devices cited by the applicant device, the age of the predicate medical devic

105 Applicant devices citing predicate medical devices with

106 ified presubmission advice from the FDA that applicants did not follow; the most frequently ignored a

107 Seventeen applicants did not match to a program.

108 3 RTF letters (15.5%); however, only 5.4% of applicant-disclosed reasons (35 of 644) matched the refu

109 ry service applicants and 12437 HIV-negative applicants disqualified from military service due to oth

110 Post match polling of program directors and applicants documented a high degree of compliance, usabi

111 representing approximately 20% of fellowship applicants during 2009-2010, were rated.

112 Accounting for applicant education, applicant gender, study method, occ

113 The number of applicants entering decreased from 43 016 in 1997-1998 t

114 t this effect holds for both female and male applicants-even when compared to applicants without empl

115 1.6, 95% CI 7.0-19.3; p<0.0001) and being an applicant for settlement and dependant visas (1.3, 1.0-1

116 There were 2 applicants for every acceptance, and the academic qualif

117 mittees address the glut of highly qualified applicants for faculty positions by experimenting with n

118 the hiring process we conducted a survey of applicants for faculty positions: the survey ran between

119 lgorithms are increasingly applied to screen applicants for high-stakes decisions in employment, lend

120 aintain that NRMP procedures virtually force applicants for house officer positions to forfeit their

121 a population-based cross-sectional study of applicants for long-term visas who were screened for tub

122 eudoisochromatic plate (PIP) results in 1446 applicants for pilot training.

123 ries describing hypothetical female and male applicants for tenure-track assistant professorships who

124 Applicants for the class entering in 1995 numbered 46 59

125 The total number of applicants for the class entering in 1996 was 46968 (0.8

126 The 43020 applicants for the class entering in 1997 represents an

127 The 37, 092 applicants for the class entering in 2000 represented a

128 The 34,859 applicants for the class entering in 2001 represented a

129 bias against international medical graduate applicants for U.S. residency training positions in psyc

130 onal Organization for Migration screened all applicants for UK visas aged 11 years or older who inten

131 Because applicants for US asylum are not linked to prompt medica

132 A total of 248 applicants formally applied to MISFC programs and 130 pa

133 (SIV) annually, with the majority issued to applicants from Iraq and Afghanistan.

134 The number of applicants from underrepresented minority groups decreas

135 Accounting for applicant education, applicant gender, study method, occupational groups, and

136 Applicants grew by 75.2%, from 259 to 454.

137 Black representation among medical school applicants grew from 7.2% in 1980 (2490 of 34 369 applic

138 Most applicants had research experience (93.0%) and publicati

139 arch items of matched allopathic dermatology applicants has nearly tripled since 2007, rising from 5.

140 for journals have been promulgated and grant applicants have been asked to address the rigor and repr

141 on financial disclosure of authors and grant applicants have divided editors and scientists who disag

142 and with equal gender distribution among the applicants (i.e., life sciences and social sciences).

143 Blinding reviewers to applicant identity has been proposed to reduce bias in p

144 Women constituted 43.4% of applicants in 1998, slightly more than the 42.5% in 1997

145 There were 38,529 medical school applicants in 1999, a 6% decrease from 1998.

146 presented a 9.5% decrease from the number of applicants in 1999-2000.

147 presented a 3.7% decrease from the number of applicants in 1999.

148 Applicants in Europe are left with few options for the p

149 the WHO EML between 2003 and 2023 came from applicants in high-income countries.

150 ol of high-quality plant science related PhD applicants in the UK and has had a positive impact on st

151 prospective postdoctoral periodontal program applicants in the United States.

152 nd matched data for ophthalmology fellowship applicants in the USA.

153 34 369 applicants) to 11.5% (5895 of 51 385 applicants) in 2022.

154 ng on brand and generic name; approval date; applicant; indication; PRO labeling describing treatment

155 iates were taken from the AAMC's Student and Applicant Information Management System database and the

156 Among applicants interviewed, the percentage of women increase

157 associated with an increased number of URiM applicants, interviewees, and matriculants across variou

158 ecent findings that the program's ranking of applicants is not associated with resident performance,

159 n applicants, the approval rate for same-sex applicants is ~3-8% lower.

160 Cohort A included 19 programs of 44 applicants (January 1, 2017, to September 30, 2017), and

161 affect the matches of only a small group of applicants (<0.1%).

162 A minority of LKD applicants make it to donation.

163 The majority of applicants match at a residency program within the same

164 Approximately 60% (1442/2486) of applicants matched to the same geographic region as thei

165 Compared with unmatched applicants, matched applicants were more likely to have

166 s and programs, as well as the percentage of applicants matching their top 3 ranked programs.

167 C) special reports, generated using the AAMC Applicant-Matriculant Data File, Student Records System,

168 ethnicity data collection captured more AIAN applicants, matriculants, and graduates.

169 an Asian (median [IQR], 12 [3-18]) and White applicants (median [IQR], 8 [1-14]; P = .001).

170 residents, subspecialty trainees, residency applicants, medical school graduates, and U.S. populatio

171 Fifty-five of 72 applicants met eligibility requirements and were invited

172 Asians represented the highest percentage of applicants (n = 31,197, 43.5% and n = 16,602, 23%), matr

173 For URMs, the applicants (n = 8603, 12%, P < 0.00001), matriculants (n

174 ican Board of Surgery qualifying examination applicants (N = 976).

175 heir ICU patients in contrast to the 3.2% of applicants not having medical ICU exposure.

176 lds of computer science and business, patent applicants now seek to protect certain aspects of their

177 17), and cohort B included 39 programs of 47 applicants (October 1, 2017, to June 30, 2018).

178 es in ways that bias the process in favor of applicants of higher social class.

179 format and ordinal scale were used to query applicants on demographics, career plans, and the import

180 rogram application were sent by two resident applicants--one international medical graduate and one g

181 ld underlie, for example, preferring one job applicant over another.

182 001) and underrepresented in medicine (URiM) applicants overall (39.68% vs 38.33%; difference, -1.35

183 R01 funding, compared to 23% of nonselected applicants (P < 0.0001).

184 illed, and, more important, in the number of applicants, particularly from the pool of international

185 hin the pool of NIH-funded investigators and applicants, particularly in the growing field of stem ce

186 ors who share common experiences, as well as applicants' perceptions that there is inadequate support

187 Female and ethnic minority applicants placed greater importance on the diversity of

188 Applicants planning a post-residency fellowship or an ac

189 ing program director, characteristics of the applicant pool and existing trainee recruits, characteri

190 inst H-1B sponsorship may limit GSPs' I-USMG applicant pool and restrict I-USMGs' surgical training o

191 ization, and sex distribution changes in the applicant pool, the relative competitiveness for general

192 Applicants' profiles were systematically varied to disgu

193 tions by the 2 algorithms do better when the applicant-proposing algorithm is used; the opposite is t

194 isting NRMP algorithm and the newly designed applicant-proposing algorithm perform similarly.

195 The NRMP's recent decision to use the applicant-proposing algorithm starting in 1998 reflects

196 ing matching algorithm with a newly designed applicant-proposing algorithm.

197 Applicants publicly disclosed the existence of 16 of 103

198 ograms increased 88.7%, as did the number of applicants ranked.

199 Characteristics associated with applicant ranking by the GSR program (top 5 vs 6-20) and

200 Applicants rated educational and interpersonal factors a

201 ender, and marital status did not affect how applicants rated factors.

202 ead of narratives, and 127 faculty rated one applicant rather than choosing from a mixed-gender group

203 on for work groups, person-organization fit, applicant reactions to selection procedures, and researc

204 stems can be used, (j) improved insight into applicant reactions, and (k) improved decision-maker acc

205 ial prediction, adverse impact, utility, and applicant reactions; emerging topics on team selection a

206 Male applicants received significantly more competitive "qual

207 employer characteristics, we find that black applicants remain 10 percentage points less likely than

208 vestigators with an MD only as NIH R01 grant applicants remained remarkably stable over 4 decades (41

209 224 applicants reported 634 articles; 630 (99%) were verifie

210 Additionally, applicants reported reducing their emphasis on interpers

211 CASPA applicants reporting race and gender identities as Black

212 ncluding a bibliometric analysis on accepted applicant research output among 2234 matched allopathic

213 it may not be an accurate representation of applicant research output.

214 aluation of a Latina (but not a White woman) applicant's competency and recommended starting salary.

215 A prospective applicant's decision to apply to a particular residency

216 After controlling for the applicant's educational background, country of origin, t

217 ncreased likelihood of matching included the applicant's graduating from a U.S. residency, graduating

218 tent in an essay cannot be used to infer the applicant's intent and is not sensitive to variations in

219 correlations are reported between midwifery applicant's MMI scores and end of Year One practice outc

220 These and other topics (e.g., the job applicant's perspective) are discussed in terms of their

221 80% detected; 20% missed) due in part to the applicant's prior experience and/or pretest preparation.

222 U.S. National Institutes of Health (NIH) R01 applicant's self-identified race or ethnicity and the pr

223 gnosis and linkage to care; initiation of an applicant screening program will require ongoing evaluat

224 of the Department of Defense for a military applicant screening program.

225 Applicant screening will reduce chronic HCV infection in

226 ent to OBGYN residency programs, analyzed by applicants' self-reported demographics.

227 Applicant signal dispersal strategies were stratified by

228 Additionally, URIM applicants submitted fewer median (IQR) applications (10

229 updated to take account of changing needs of applicants, such as growth in the number of couples who

230 ndings against recipients because disability applicants tend to be much sicker than never-applicants.

231 No difference over time in the proportion of applicants that matched for fellowship was identified (P

232 with otherwise comparable different-sex loan applicants, the approval rate for same-sex applicants is

233 Among first-time applicants, those with an MD consistently had less succe

234 response to identify factors that caused the applicant to rank a program lower than other programs or

235 ("20 ft") of certain structures, allowing an applicant to request emergency protection.

236 lly validated, and the study was confined to applicants to 1 institution.

237 plication Service files of the top 20-ranked applicants to 22 GSR programs.

238 Data were collected in two streams: applicants to A) The September 2014 and 2015 Midwifery S

239 , requiring obligations of both programs and applicants to achieve success, ensure uniformity, and st

240 ational applicants but was found in those by applicants to all specialty programs, from all medical s

241 687 Electronic Residency Application Service applicants to general surgery residencies, 26,237 first

242 We retrospectively reviewed JPIA applicants to identify factors associated with selection

243 Specifically, IMGs constituted 76% of applicants to IMG-dependent programs and only 14% of app

244 A total of 26 320 applicants to medical residency programs, 592 296 practi

245 The number of applicants to medical school declined for the second con

246 This made it difficult for some applicants to meet the organization's dual aims of scien

247 ces included the training characteristics of applicants to NIH who were funded or not.

248 ts to IMG-dependent programs and only 14% of applicants to non-IMG-dependent programs.

249 sectional study used anonymized data for all applicants to OBGYN residency programs in the US during

250 A centralized, equitable means for applicants to signal their interest to programs is urgen

251 nform applicants and program directors about applicants to the GSR program.

252 hort study included data from all successful applicants to the Royal College of Surgeons in Ireland (

253 Retrospective cohort study of applicants to US medical schools for the 2011-2013 enter

254 While the number of applicants to US medical schools has continued to declin

255 Among applicants to US medical schools, those with MCAT scores

256 cants grew from 7.2% in 1980 (2490 of 34 369 applicants) to 11.5% (5895 of 51 385 applicants) in 2022

257 Applicants underwent a chest radiograph, and any with re

258 The number of applicants vastly outnumbers the available academic facu

259 ams can take to recruit and support minority applicants, we hope to encourage more students to consid

260 The HIV-positive applicants were 92% male, 37% white, and 56% black.

261 A total of 594 352 applicants were analyzed across the examined programs.

262 All recertifying applicants were clinically active.

263 Matched and unmatched applicants were compared and stratified by predictor var

264 A higher proportion of matched applicants were from rural areas compared to all fellows

265 Among 70 069 US LDKTs, 6093 NLDAC applicants were identified (9% of US LDKTs).

266 Identifiers and HIV status of living applicants were known only by the Department of Defense.

267 alty between 2010 and 2017, matched glaucoma applicants were more likely to have graduated from a top

268 Compared with unmatched applicants, matched applicants were more likely to have graduated from a top

269 Applicants were more likely to match at a program in the

270 Applicants were provided the option of submitting 5 sign

271 Applicants were required to submit a 500 words essay rel

272 476 455 visa applicants were screened, and the crude prevalence of ba

273 Eleven of 97 applicants were selected for the JPIA.

274 ant to be transparent about this process for applicants while emphasizing areas of potential improvem

275 Most (but not all) of the few applicants who are matched to different positions by the

276 Compared with applicants who did not match in any specialty between 20

277 of 10 HIV-positive and 2 of 24 HIV-negative applicants who died of suicide.

278 e rates were not significantly different for applicants who had MCAT scores obtained with standard vs

279 Applicants who identified as White (336 [88.7%]) or Asia

280 Applicants who matched also had a greater number of appl

281 Among applicants who matched, 15% matched at the same institut

282 SIV holders (SIVH) are applicants who were employed by, or on behalf of, the US

283 or research) with organizations working with applicants who were historically excluded and underrepre

284 1 scores were 239 +/- 14 and 223 +/- 18 for applicants who were matched and unmatched, respectively;

285 The number of 1997 applicants who were members of underrepresented minority

286 plicants with an MD and a PhD (MAP, 43%) and applicants with a PhD only (39%).

287 to propose clinical research (MAP, 67%) than applicants with an MD and a PhD (MAP, 43%) and applicant

288 First-time applicants with an MD only who proposed clinical researc

289 First-time applicants with an MD were much more likely to propose c

290 in - were unable to completely differentiate applicants with and without job offers.

291 experiments, 144 faculty evaluated competing applicants with differing lifestyles (e.g., divorced mot

292 CVD was detected in 49 (3.4%) of 1446 applicants with hereditary red-green (protan or deutan)

293 s without employment gaps-as well as and for applicants with less and more total job experience.

294 The number of applicants with misrepresented citations varied dependin

295 ompetitive programs were more likely to rank applicants with publications, research experience, Alpha

296 rom all medical school types, and even among applicants with significant academic honors.

297 ut among 2234 matched allopathic dermatology applicants, with a total of 6229 publications, in dermat

298 le and male applicants-even when compared to applicants without employment gaps-as well as and for ap

299 2 algorithms are small: fewer than 1 in 1000 applicants would have received a different match.

300 indicate that, per program, approximately 9 applicants would have to have been evaluated and 3 matri