Explains how the temporary help industry operates and lists some considerations when choosing a service. (JM)

Describes the methods and results associated with the development and implementation of a content-validated test appropriate to assess the on-the-job writing essential for the job of county extension agent. (Author/IRT)

Discusses the impact of federal regulation (primarily that of the Equal Employment Opportunity Commission) in the area of personnel selection. (IRT)

The return on investment for assessment centers is likely to be very high, and, more importantly, it can and should be estimated prior to assessment center design and implementation. (Author/IRT)

Presents the nine basic abilities that need to be considered in examining the physical proficiency of job applicants and discusses methods for estimating more precisely the physical requirements of jobs. (IRT)

Useful guidelines on choosing the right outside firm. (Author)

Outlines a system to standardize the employment interview by making the connections between job tasks, interview questions, and hiring decisions more clear and direct. The system was created to meet the Equal Employment Opportunity Commission standards for tests because those standards also apply to interviews. (Author/IRT)

Some of the most important facets of the business to be considered are compensation policies and procedures; benefits programs and insurance premiums; taxes; recruiting, training, and management development; affirmative action; and turnover and outplacement. (Author/IRT)

Offers strategies, based on six value systems, to reduce employee turnover. Maintains that understanding the value systems of people as they relate to jobs is the key to improving the selection process, and that employees should be chosen in accordance with how well their value systems match their work and work environments.