Due to federal regulations, the days of the college recruiter from business coming on campus to recruit graduating students may soon be over. This could cause the adoption of strict university regulations governing the operations of the placement office. Changes involve the use of interview lists, restricted schedules, and strict criteria…

Services that help students take actions to realize their career goals are examined. Job-hunting is analyzed as a five-step process involving: (1) identifying the job objective, (2) identifying potential employers, (3) researching needs and problems of the employer, (4) interviewing skills, and (5) getting interviews. Resources in each area are…

A college placement office's systematic approach to conducting research on potential employers gathers information on industry, competition, company, position, and recruiter. The information can help job seekers compare their qualifications with company needs and develop effective cover letters and resumes. (SK)

Suggestions on job hunting are offered in a question/answer format. Emphasis is on how to make a present job a catalyst for future qualifications, how to begin the job hunt, what are attractive pluses in the employer's eye, and tips on developing a resume. A sample resume is provided. (LC)

Suggests that the main reason for the presumed surplus of librarians is that these professionals refuse to defend, let alone expand, their territorial boundaries from "experts" who decide results independently of library staffs and budgets. Argues that librarians should provide better service, rather than encouraging self-service and that certain…

Placement services and employee recruiting for college graduates have become major enterprises. Organized employment assistance consists of (1) college placement services, (2) personnel departments within businesses, (3) traditional employment agencies paid by employers, and (4) agencies paid by the client for individual job searches. Although…

The difficult job market for PhD's during the current period of retrenchment on campuses and the need for job search skills for the jobs in the nonacademic sector are addressed. It is suggested that colleges and universities should adapt a version of the Deeper Investigation of Growth (DIG) techniques pioneered by Richard Gummere at Columbia…

Examines strategies to optimize hiring effectiveness for new employees. Discusses how to develop a philosophical, legal, and ethical personnel structure. Presents basic principles for making personnel decisions. Discusses basic steps in making effective hiring decisions, including identifying job prerequisites, looking at a reasonable number of…

This paper describes some of the hundreds of career development resources that have become available within the last 2 years on the Internet. It is based on a search of the Internet using Alta Vista, Excite, Infoseek, Lycos, Yahoo!, and Webcrawler search engines, as well as through connecting hypertext links that found many other websites and…

Data on the supply and demand ratio among school administrators were collected in six states (California, Georgia, Indiana, Massachusetts, Nebraska, and Texas) for the purposes of determining the availability of such data and the feasibility of comparing them across states and depicting supply and demand trends in the selected states. The supply…

This report presents the testimony and submissions presented at the first of a series of Congressional hearings on workforce development and reauthorization of the Workforce Investment Act. Statements were given by the following individuals: (1) Buck McKeon, U.S. (United States) Congressman from California; (2) John Tierney, U.S. Congressman from…