Suggests that the nature of the community college workplace and culture may undermine efforts at diversity. Argues that the emphases on fast-paced work environments and dynamic personalities of the colleges work against diversification efforts and that biases behind the idea of a "proper fit" for a job should be challenged. (MAB)

Refutes the claim that top-rated programs in library science tend to maintain and enhance their reputation by hiring their own and each other's graduates and that this pattern of inbreeding was likely to be harmful to the field. Concludes convincing evidence was not provided and the true situation may be other than claimed. (PEN)

The United States Employment Service is now able to expand the General Aptitude Test Battery (GATB) coverage from approximately 400 jobs to all candidates for every job in the Dictionary of Occupational Titles (over 12,000 occupations). In addition, employers can now receive more useful feedback on applicants. Instead of reporting whether a…

This monograph is designed to assist administrative school personnel in selecting, training, and retaining the best qualified instructional aides available. It covers five areas: (1) employment procedures--outlining important points under recruitment, applications, examinations, interviews, and selection; (2) payroll procedures--outlining how to…

This report is intended to assist those agencies considering using California's Corrections Officer Examination as a tool for selecting personnel. It is intended to provide agencies with guidance in setting test cutoff scores rather than an exhaustive discussion of all of the factors that must be considered before setting cutoff scores for actual…

The 12 subtests of the Ball Aptitude Battery (BAB) listed in the administration manual were described. The reviewer believes this aptitude battery, designed for use with high school students and adults in job selection and placement, needs major improvements. It is suggested that the BAB be used solely for research purposes. (DWH)

Considers the courts' and enforcing agencies' interpretations of the requirements that Title VII imposes on employers and then analyzes the implications for performance appraisal systems. Among the implications are that appraisal systems should be as formal, standard, objective, and job-related as possible. (Author/IRT)

Two kinds of affirmative action in the recruitment and selection of college faculty are distinguished and discussed: procedural (ensuring judgment of applicants without consideration of race, religion, or national origin) and preferential (characterized by attention to the same criteria that procedural affirmative action eschews). Argues that…

In addition to resume and recommendation checks, writing samples, and interviews, editors hired for college/university public relations and publications should be tested for skills in proofreading, copy editing, writing, reporting, story assigning, and story-idea generation. Applicants may be reluctant to take tests; objections can be defused in…

The article reviews the use of paraprofessionals in special education programs and offers specific guidance on hiring (including preemployment orientation, vocational assessment, and interviewing); training and supervision (including roles and responsibilities, the importance of regular cooperative planning, and enhancing job status); and…

This book offers students, practicing managers, and human resource professionals a comprehensive, current, research-based introduction to the human resource management (HRM) function. It is organized in eight sections, logically following the progression of individuals into, through, and out of the organization. Part 1, overview and introduction,…

This book examines the duties assigned to athletic directors, offering successful strategies for achieving them and materials to make their jobs easier (e.g., sample memos, letters, forms, and charts for interacting successfully with coaches, students, administrators, and parents). Section 1 discusses the director's work with student athletes and…

With 50 percent of all principals planning to retire in the 1980's, hiring good principals should be a matter of planning rather than chance. This pamphlet notes the strategies that can help to ensure that a district hires effective educational leaders as principals. Developing effective job descriptions and interviewing techniques, though…

Reports on questionnaire survey sent to 170 Arizonan elementary school librarians to determine if students are being used as aides and the extent of their involvement in library media programs. Highlights include organization of aides, selection requirements, scheduling practices, training, assigned tasks, program support, and future implications.…

This book is designed to help education students, recent graduates, and experienced teachers attain new teaching positions. Chapter 1, "The Right Job," discusses the process of deciding what kind of job best suits the job seeker's talents and preferences. The chapter highlights exploring important aspects of the job, such as education…