This report presents the results of a survey on employee promotion and transfer policies used in over 150 organizations. It includes information on methods used for publicizing job vacancies, procedures for processing inhouse applications, general policies on promotions and transfers, and policies for promotion of lower-level employees to first…

Compared two forms of client-centered job placement at a senior center. Results showed after a 12-week follow-up period, 89 percent of participants in the job club, a group-based mutual help program, were employed, compared to 25 percent of those using a job-seekers manual. (Author/ABL)

Evaluates the effect of a behaviorally based textbook on the performance of employment interview skills by unemployed adults (N=3). Results indicated posttraining levels of performance were higher than baseline performance for each of the three participants. (JAC)

Surveyed 152 students to determine which employment interview sign-up method students preferred. Choices were First Come-First Served, Rank-Order, Random Draw, and Bid. Results showed students preferred the Rank-Order System, which had major advantages for the college as well. (JAC)

Surveyed 65 business adminstration graduates to assess their experiences two years after graduation. Most graduates (71 percent) reported employment in their major field. Also examined career values, job information sources and career directions, based on an earlier study. (JAC)

This study was designed to expand extant knowledge about factors that impact the job application decisions of experienced teachers. A total of 136 experienced teachers, enrolled in graduate education courses at a large Midwestern university, role played the part of job applicants for an elementary teacher position. Participants rated four versions…

Assessed the importance of the informational content of letters of recommendation. Personnel directors (N=98) rated sample letters. Results showed that example specificity and favorability increased the positive perceptions of the recommendee. Example specificity also enhanced the perceived credibility of the letter writer. (JAC)

Used a racially mixed sample (N=1,400) of store clerks to examine the relationship between recruiting source and employee success. Results suggest that for Whites, informal recruiting sources (e.g., employee referrals, in-store notices) were associated with longer tenure. For Blacks, more formal sources (e.g., employment agencies, media…

Described the development of the Assertive Job Hunting Survey which assessed self-reported job-hunting attitudes. The survey met standards for internal consistency and stability. Students demonstrated significant increases in Assertive Job Hunting Survey scores from beginning to end of classes, which applied assertiveness to job-hunting behaviors.…

Results indicate that interview training was effective in transmitting interview skills and was the major contributing factor in the increase in the desired direction in interview performance. A purely didactic approach seems to be as effective as a combined treatment package. (Author/BEF)

Examined on-campus recruiters' use of references when evaluating students. Results suggested that recruiters used student references in the selection process, if provided. Education recruiters viewed references more highly than industry recruiters. Industry responses did not reveal significant differences among recruiter groups in their treatment…

Holland types characterizing 34 occupational groups are reported for Self-Directed Search (SDS) standard scores. Results are compared with the Holland types obtained raw scores. Results imply that SDS standard scores are more accurate than raw scores in describing the Holland types of occupational groups. (Author)

Direct-observation techniques were used to analyze the occupational skills of both employed and unemployed adults. Results indicated that employed adults performed significantly better than unemployed on each of 13 job-related skills assessed. These differences were found for both job-findings and job-retention skills. (Author)

Of white-collar workers surveyed 3 and 6 months after layoff, 54 had participated in informal social support groups and 79 received formal outplacement services. The latter had higher job search self-efficacy and were more optimistic. There were no differences in number of job offers after three months, but support group members had an advantage…

Graduate students (n=116), nurses (n=223), and business alumni (n=145) completed the Job Search Behavior Index. The instrument's validity was confirmed as a superior predictor of voluntary job turnover compared to attitudinal and intention measures. (SK)