The paper covers the issue concerning the current recruitment systems in higher education, a European-level starting point of the reform launched by the Bologna Process in 1999. The Bologna Process was born in 1999 as an intergovernmental collaboration agreement in the higher education system. Its objective was to build a European higher education area based on principles and criteria shared between the participating countries. Twenty-five years after the agreement came into force, it is possible to take stock of the effects that European rules have had on the processes of hiring teaching staff (researchers, associate professors and full professors). While on the one hand the reform has introduced a standardization of processes (strength), on the other hand some critical issues (weaknesses) have been identified. The current recruitment systems in higher education are unsatisfactory, due to repeated gaps in the ethical profiles of the procedures, which have produced two collateral effects: 1) an increase in administrative appeals and 2) an increase in the average age of successful candidates. The paper proposes an innovative and theoretical e-recruitment model named NCHE-4-R-AP-FP to overcome these critical issues. The model identifies the need to transform the present procedures from non-comparative procedures to comparative procedures, should change its name and become the reference procedure for all three academic levels. Therefore, it would be possible to foresee the creation of 1) a comparative procedure for researchers, which should evaluate only research activity; 2) a comparative procedure for full and associate professors, which should evaluate research, teaching, institutional and third mission activities (with the exclusion for the latter of those already included in research activity, such as patents). The fundamental differences between the model and existing ones are: 1) AI integrated into current e-government processes, 2) abolition of physical evaluation committees and 3) transformation of recruitment processes into e-recruitment processes. The advantages of the proposed model consist in overcoming the previously exposed critical issues, although the most archaic academic system itself will probably advance the greatest resistance to the proposal.

A glass foam with good thermal insulation characteristics (apparent density of 0.38 g/cm³, porosity of 81.9% and thermal conductivity of 0.089 W/m·K), high compressive strength (3.9 MPa) and a satisfactory microstructural homogeneity with pore size between 0.6–1.0 mm was obtained by sintering at 927 °C of flat glass waste, a glass waste usually not used in the manufacture of glass foam. The manufacturing recipe has been improved by the simultaneous use of two microwave susceptible foaming agents (SiC and Si₃N₄) and the addition of coal fly ash and an oxygen-supplying agent (MnO₂). The originality of the work was the simultaneous use of the two foaming agents and also the application of the technique of predominantly direct microwave heating, compared to the conventional heating methods commonly used in the manufacture of glass foam. The remarkable energy efficiency of the microwave heating technique led to high average heating rates without affecting the structural homogeneity and very low specific energy consumption.

This research proposes an accounting history perspective on “coopetition”—a competitive approach based on cooperation—in the cultural tourism sector. The analysis is based on the International Museums Campaigns proclaimed by UNESCO in 1956 and 1957 and investigates the contribution of the Egyptian Museum of Turin, in the context of the local tourism system, in constructing an event and its related communication campaign. The purpose is to highlight, through accounting documents, the importance of coopetition in stimulating visitors’ presence and reaching higher shared socio-economic results.