This book offers sample documents for candidates as well as for the search committees, and includes a substantive bibliography. From her vantage point outside the institution, the author is able to provide a unique point of view and insightful comments on the complex and often daunting process of the academic executive search. Key selling points…

Measures that Matter was a joint effort by Achieve and The Education Trust to provide strategic and technical assistance to states in creating college- and career-ready assessment and accountability systems that ensure that all students graduate from high school ready to succeed. States face lots of questions and choices--and, frankly,…

The most important factor in the hiring process is that a large committee conducts the interview. Interviews and group discussions that follow must be structured and supervised carefully so that each person's evaluations are taken into account. (Author)

Briefly outlines the most significant provisions of the federal Uniform Guidelines on Employee Selection Procedures and suggests a practical, responsive course of action for employers. (Author/IRT)

Offers a primer on toxic mold and its removal, warning against ignorant or unethical mold remediation companies and offering five considerations (checking references, considering the big picture, sampling more than the air, considering release, and considering the source) when hiring such services. (EV)

Focuses on the cultural geography encountered by those being interviewed at the Modern Language Association (MLA) convention. Notes that interviews are conducted in hotel suites, hotel rooms, and in the interview area. Suggests that the drawbacks of the interview area are outweighed by the essential fairness and equal opportunity this setting…

Attempts to identify what makes a recommendation letter effective (and what does not). Presents several guidelines for different conditions and circumstances under which recommendations are frequently written. Concludes by suggesting not to write a letter if the writer cannot put him/herself in the place of the candidate, because the writer's…

Research shows that interviewers make hiring choices based on unconscious motivations and then rationalize the choice. Having three interviewers meet with each candidate separately and then discussing their reactions will assure that a hiring decision is based on objective criteria. Structured interviews and a limited focus on a maximum of six…

An appropriate job analysis will provide the dimensions on which a selection system can be built, the rationale for each of the assessment center exercises, and the rationales for other components. (Author/IRT)

Discusses the use of job-screening techniques to help in custodial-staff hiring process. Describes the screening techniques and explains their positive effects on costs and productivity. (GR)

Business is about productivity and maintaining a competitive advantage. To do this, business needs qualified workers. Hiring people with disabilities adds value to a business and will attract new customers. Disability is not inability. Employers can make sound business decisions and gain a competitive advantage by using this guide to increase the…

This article discusses a conceptual model for understanding, describing, and explaining personnel selection processes and activities. Four theoretical strands--decision theory, impression formation, inference theory, and rating theory--are woven together as the basis for a proposed model to be used by administrators who are selecting teachers. (CB)

How to choose a consultant best suited for your building project. (Author)

Answers questions about how to choose, use, and evaluate a professional negotiator. (IRT)

Discusses options for the hiring, testing, training, and supervision of lifeguards. Stresses the responsibility of camp directors in hiring properly trained lifeguards to ensure camper safety. Includes a precamp screening test of lifeguard knowledge and skills. (LP)