The author summarizes various past studies on job recruitment methods and raises further unanswered questions, especially important to policy-makers, pertaining to the: (1) impact on employers, workers, and society; (2) level of sophistication of employer recruitment method selection; (3) major factors influencing a recruitment selection method;…

Precipitous screening out of applicants merely because they fail to achieve certain test scores or lack certain skills can be bad business. (Journal/EB)

The author outlines a plan for combining an early identification program and career planning system with other management development techniques to alleviate the shortage of qualified talent. Two charts. (LY)

Making the job offer and selling the career opportunity it presents is a very important process of employment interviewing. To reduce the chance of failure to sell the candidate on his opportunity, the interviewer must understand the psychology of persuasion, borrowing some techniques from the professional salesman. (Author/BP)

Whether an organization's college recruiting needs require the services of one recruiter or an entire staff, an effective program will systematically address many concerns and consider numerous options as it progresses through the four stages inherent in any comprehensive process: needs analysis, program development, program implementation, and…

In the computer age, telecommuting programs can be an effective means of recruiting and retaining valuable employees. This article discusses how companies can select employee participants and how to manage people working at home. (Author/CT)

The structured interview format reduces the subjectivity and inconsistency inherent in traditional employment interviews. The process is based on job duties and requirements, is administered by a committee, is consistently applied to all applicants, and is documented for future reference. (SK)

Job posting, a system which allows properly qualified employees to apply for other jobs within their companies, has developed into a highly successful personnel practice and can be successfully used by companies. (Author/BP)

Although public records are an ethical source of employee screening information, restrictions placed on employers by the many state, local, and federal regulations and laws require new ways of getting this information. Particularly important is verifying dates and criminal records. Some problems and solutions are given. (MF)

Five California cities have been involved in a successful cooperative police officer recruitment and testing program. Emphasis is on cost savings through cooperation, improved and validated selection devices, and equal employment opportunity. The program is administered by the California State Personnel Board. (Author/EA)

The author discusses the assessment center approach for selecting managerial personnel and notes some special considerations for smaller organizations in deciding whether to use such selection procedures: selection tests and techniques, their predictive validity, assessors, and time constraints. (MF)

Describes a model designed to assist managers in identifying employees' specific and preferred skills. These skills are broken down into four categories: creators/developers, implementers, managers, and marketers and promoters. Application of the model is discussed, along with ways to utilize preferred skills. (CT)

Part Two of the two-part article describes corporate strategies for affirmative action in order to obtain the most qualified individuals available for professional positions among minority and female candidates. (Author/BP)

A work sample test can provide a high degree of content validity, and offers a practical method of screening job applicants in accordance with guidelines on employee selection procedures set forth by the Equal Employment Opportunity Commission. (MW)