A study was conducted to use the SCANS (Secretary's Commission on Achieving Necessary Skills) employability skills to identify the criteria used for hiring and employment retention by companies in Southeastern Pennsylvania. Results were intended to help personnel development and training institutions in the region align their training outcomes and…

A national survey was conducted to identify employers' practices and expectations in their search for a skilled and proficient work force. Of over 4,000 employers contacted, 3,347 participated. Establishments reported that just over 80 percent of workers were fully proficient in their current jobs. Neither the restructuring of the U.S. economy nor…

This document summarizes the results of two surveys from the Maricopa County Community College District in Arizona (MCCCD) that focused on the qualifications that community colleges use when hiring economics faculty. The first survey was conducted by mail and includes data from 32 colleges in 15 states. The second survey focused on employment ads…

Presents results of a career path study of graduates (N=111) of two student personnel preparation programs. Changes in reasons for leaving a position were noted with the greatest shift beginning as individuals left their third position. Findings are discussed in terms of recruiting middle-management student affairs professionals. (JAC)

Used a content-oriented strategy to develop three alternative selection inventories designed to reflect the content domain of positions held by attorneys (N=329) with a federal agency. Criterion-related validities of the Background Inventory and Interest and Opinion Inventory and one alternative inventory (an "Accomplishment Record" Inventory)…

Reviews research about employment interviews. Summarizes research dealing with the reliability and validity of the interview, methodological issues, decision making, interviewer training, minority characteristics, nonverbal behavior, interviewee characteristics, and interviewee training. Notes trends and directions. (Author)

Data on 21 performance tests, entry level and promotional, motor and verbal, were evaluated for 263 applicants for city government jobs over a 17-month period. In comparison to paper and pencil tests, performance tests were more cost-effective, more face valid, and more acceptable to applicants in this situation. (Author/KC)

A study involving 50 rehabilitation professionals, 264 rehabilitation clients, 90 adults with blindness, and 267 employers, identified factors that lead to or impede competitive job placements for clients of a state blindness rehabilitation agency. Also identified were services that employers felt would assist them in hiring or retaining clients.…

Reviews literature on faculty recruitment at community colleges. Describes a study using job-marketing theory and Winter's educational recruitment model to assess reactions to recruitment advertisements for a business faculty position. Reports that participants responded favorably to emphases on academic transfer program content. Discusses…

Investigated the relationship between the recruiting source, applicant quality, and hire performance for an applicant pool and its resulting class of new hires for the position of insurance agent processed by a major insurance company in 1981. Differences in applicant quality and new hire survival were found in favor of the informal recruiting…

Reports two studies investigating the training of employment interviewers, focusing on: (1) differences in the way trained and untrained interviewers used applicant characteristics to evaluate acceptability for employment, and (2) the manner of conducting the interview, applicants' reactions to the interviewer, and the interviewer's evaluation of…

Presents a colloqium in which five business communication scholars examined some of the dilemmas of business communication research. Discusses identifying research audiences; new knowledge versus practical problem solving; differences within the discipline; publishing research; and being hired, tenured, and promoted. (SR)

Examines the intergroup relations among administrators at a college that had been successful in hiring women and people of color at all levels of its administrative staff. Despite seeming cohesiveness, interview data reveal that below the surface lurked a dissimilitude related to gender and race/ethnicity that hindered the college's ability to…

Investigated how the job market treats potential faculty members, particularly minorities. Results debunked many prevailing myths about diversifying the faculty (e.g., the scarcity of minority faculty means that institutions must compete to hire them). Strategies and issues for consideration when institutions are exploring diversity are discussed,…

A company's college recruitment practices, as well as its socialization processes for graduates once they have joined the organization, can be improved when there is understanding of college graduates' experience during the first year of employment. This study recorded the experiences of eight college graduates who were employed by a medical…