The usefulness of psychological screening for recruitment and for use by aid workers
Individuals who work in disasters abroad can experience trauma that can cause discomfort and trigger psychological illnesses such as PTSD. , depression and anxiety disorder [1,2,3,4,5,6]. Disaster relief workers include professionals such as firefighters, police, search and rescue teams and health workers, as well as non-formal volunteers. Previous studies have indicated that the rate of PTSD among these figures ranges from 8 to 25% [7,8,9]. Although these figures reinforce the risks associated with procrastination, they also show that only a minority of obese workers develop psychological distress and illness . This raises the question of whether it is possible to predict who is most likely to be in distress or mentally disturbed after the trauma that may arise in pre deployment checklist.
Attempts are often made to identify accident workers who may be at risk for post-traumatic stress disorder using psychological pre-employment or pre-employment screening methods. Those who are vulnerable can be prevented from taking on the role of disaster workers, being better looked after during work or limited to the responsibilities they can perform. . Preclinical psychological screening, however, has a false history. During World War II, the United States identified some 2 million people at risk of collapse due to the pressure of battle, most of whom later became agile and successful soldiers. Recent attempts to screen armed personnel have shown a similar lack of accuracy ; study  to scrape armed workers for pre-existing mental health problems, which are often reported risk factors , only to find that it did not have a low positive predictive value to improve post-use mental disorders.
The similar inefficiency of screening tools has led researchers to expand their research on risk and reinforcement factors in numbers working in trauma-based environments. A new screening in the emergency services  identified several predictors of mental health including neuroticism, pre-existing psychopathology, history of trauma, maladaptive coping styles and the introduction of catastrophic thinking and ruminating, and social factors such as substance-related disorders.
However, the study concluded that there were no reliable ways to improve staff selection through screening and the authors stated that further research was needed on the subject. However, the review  was limited to individuals working in general emergency services rather than disaster response, the majority of which identified studies included trainees and firefighters.
The main purpose of our review is to evaluate evidence for psychological screening before employment and disaster relief efforts. We aimed to identify specific functions, which are found in the preconception, which predict an individual’s weak well-being after their work.
A complete list of research terms has been compiled that covers disaster-related careers, screening techniques, psychological disorders and study design. The materials used are PsycINFO, MEDLINE, EMBASE and GlobalHealth. We included studies that used interdisciplinary or longitudinal study design; they have been published in English in peer-reviewed academic journals; a statement about the relationship between characteristics before and after employment and mental disorder or distress after work; consider all professional bodies that respond to a particular individual emergency; and used at least one diagnostic measure of distress or disturbance. We extracted data about the author; year of publication; accident description; study country; study design; population samples; the results of the disorder and the measures used; and results.
Data processing, quality assessment and data synthesis
EO was trained in the use of SKB  in the data collection form. Pilot EO using the only paper form, which was then revised by SKB; some areas for improvement were considered. The coding instructions are clearly defined on the form file.Using the data collection form, all documents were retrieved using EO (Additional document 4. Table of main results). Data in a small number of these articles were processed independently by SKB. Comparing the data obtained from the two scientists, there was a general consensus. All disputes were resolved through a discussion between the research team.
We compiled and recorded the following variables from each study including: author, year of publication; accident description; country of study; study design; estimated time from use / follow-up; population sample (‘n’ and demographic data including gender distribution, age range, average age, occupation); the result (s) of the disturbance and the measures used; Predictive factors include key outcomes.
We evaluate the quality of each study in three areas: inspection design; data collection and methodology; and performance. Our quality assessment tool (Supplementary Document 2) was designed for prior review  and obtained information from existing quality assessment tools [19, 20]. Each study received an overall score as a percentage, based on the number of “yes” responses, with a higher score indicating better quality.
For data synthesis, thematic analysis was used to enter predictive factors. Subjects that we considered to be “material” would need to be identified by at least two studies to take into account the results within the text; Predictive variables are analyzed using only one study reported in the tables.
The review included 62 high-quality studies.Forty-one potential predictors were identified. Of these, only volunteer status and a history of mental illness and life stressors emerged as reliable predictors of distress or disorder.
The findings suggest that it is tempting to examine pre-employment and pre-employment stability indicators, but the evidence base for doing so is weak. At best, this type of detection can only weakly suggest vulnerability, and at worst, it can result in discrimination. Until better evidence of its usefulness is available, employers must be careful about its use.
Computer technicians are often assisted by computer technicians, sometimes called computer assistants or help desk technicians. Technicians work in a variety of environments, including businesses, government agencies, non-profit organizations, as well as third-party computer support companies. Many network administrators and programmers embark on their careers as computer technician hiring.
Computer technicians should also be aware that although many people use computers regularly, their knowledge of computer technology and software may be limited, so the technician must be able to provide information, educate and advise clients and customers. This can be challenging, especially when providing technical phone support for difficult customers.
Third Party Computer Support
Many companies are too small to keep an IT department or even a full-time IT professional on their payroll. These companies can rely on third-party IT companies to provide support, repair services, and help with technology purchasing decisions.
Technicians working for these companies may have to juggle multiple customers, each of whom has specific technology needs. A technician may provide support primarily by phone, email or chat, but may have to make periodic on-site visits to meet with customers or work directly on the machines.
education, training and certification
There is no educational or training path to becoming a computer technician or support specialist. Technicians enter this field from a variety of backgrounds, including graduating from vocational or academic programs, earning a professional certification, or completing an internship:
Computer technicians generally must have at least a high school diploma or its equivalent, in addition to technical knowledge of computers and software packages. While it’s easier to get a job if you have a bachelor’s degree in an IT field, having a degree is not always necessary to find work in this industry. Community colleges and business schools offer associate degrees as well as certificates and degrees in computer technology.
License and background check
Being a computer technician or support specialist does not require a license. However, the technician providing services on site may need a valid driver’s license, auto insurance, and can demonstrate that the vehicle is in working order. Employers may also choose to conduct criminal background checks on technicians, especially those performing on-site services.
Professional certification is a certification system that allows professionals to demonstrate their knowledge and skills. Certification programs are often supported by business and industry associations. In many cases, obtaining a certificate requires the candidate to pass a certification test, and in some cases, it also requires the candidate to provide work documents and an education history.
Within the technology industry, the main barrier to obtaining a professional qualification is passing a supervised test. Although courses are often not required with certificate programs, trial programs are often available through trade schools, adult education programs, and trial companies. Candidates can also prepare for an exam through a self-exam, using printed materials or online.
Maintaining professional qualifications can go a long way toward finding a job at a technology company. Many employers list grade expectations on their to-do lists. One of the most requested certificates is A +, awarded by CompTIA. CompTIA as a non-profit professional business association that issues a full range of IT credentials. A + is often considered a basic qualification for individuals seeking a position as a
computer support specialist. Those who pass the certification test will demonstrate an understanding of computers, computer repairs, network issues, and security.
Software companies and other IT companies can endorse their own certification programs. These proprietary certificates evaluate candidates for their knowledge of security software, tools, and systems. Microsoft, for example, has agreed to a number of credentials, many of which may require a computer technician.
Recognized by the US Department of Labor, Registered Apprenticeships allow participants to learn the new business program while working under the guidance of more experienced professionals. Those who choose specialized learning will receive computer-assisted support through a combination of on-the-job training and classroom education. Completing an apprenticeship gives the apprentice credit that can be put on a resume and used to find work.
Many employers offer educational benefits to their employees. Computer technicians, or those applying for the jobs of a computer technician, should ask if an employer offers help with the cost of an education or certification. Because some jobs in this field require proprietary credentials, finding an employer that can help pay for these credentials can help employees advance their careers debt-free.
Expectations on the work and business environment
Because support services are needed in many different environments, an IT technician can work in one or more of the following contexts:
Corporate, School, Organizational, or Government Offices: Many IT technicians perform their functions in an office environment. In some cases, the technician is an employee of the industry, organization or group and provides support services within a department or throughout the organization. IT support specialists working for a contractor can be “on call” and visit customer office sites to assist staff, troubleshoot, install software and network. institution.
Call center: some support specialists work remotely, interacting with messengers and customers from a call center dedicated to the messenger and technical support service. Call center support can be provided via telephone, chat, or email conversations.
Home Office: The fee on standalone computers, in addition to those who work with a technical support contractor, can work from a home office, providing telephone or chat support, or visiting point of sale customers to provide services.
Homes and other facilities: Information technologies can work in retail stores, places of worship, homes and other environments during personal calls to solve computer and software problems.