Discusses problems associated with and offers suggestions for structuring, validating, and monitoring the interview process. (Author/WD)

Examines two aspects of the uniform federal guidelines affecting selection and interviewing, briefly looks at research on interviewing and considers how this fares in light of the guidelines, and makes specific recommendations to help minimize discriminatory interviewing practices. (Author/IRT)

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)

Surveys 253 personnel interviewers at midwestern businesses, finding that all respondents identified communication skills as having a major effect on hiring decisions; 90% indicated that communication skills are essential for success; and 60% reported that applicants were prepared with effective communication skills in job interviews. Identifies…

Examines whether interviewer ratings are influenced by the kind of questions (realistic favorable versus realistic, moderately unfavorable versus unrealistic, highly unfavorable) asked in the realistic job preview (RJP) segment of the interview. Results indicate no significant differences in either job-related ratings or in personal-trait ratings.…

Twenty-four professional recruiters interviewed 91 college seniors. Interviewers' subjective impressions of applicants completely mediated effects of applicants' relevant qualifications, but not academic achievement. A positive relationship between interpersonal attraction and interview outcomes suggests interviewers are measuring applicant fit in…

Outlines a selection process for school districts seeking to hire an architect. Discussing choosing the selectors, questions the district should ask itself, the interview, and checking references. (EV)

Examined interviewees' assessments of job applicants (N=346) in terms of both general and firm-specific employability (fit). Found assessments of general employability differed from firm-specific assessments; there was a firm-specific component to interviewers' evaluations of job applicants; and interpersonal skills, goal orientation, and physical…

Guidelines are offered for recruiting and hiring personnel in the field of visual impairment. These include start looking early; visit universities; offer incentives; emphasize the community, not just the position; plan the interview; evaluate the applicant (application form, letters of recommendation, resumes, and transcripts); and make the…

Shows how to prepare students for the behavioral job interview. Discusses two components: improving students' cognitive and affective skills, and developing students' ability to answer behaviorally based questions. Suggests ways to train students to master the second component more effectively. (HB)

A national survey of high school principals was conducted to determine whether they agreed or disagreed with selected practices and procedures used to hire high school physical education teachers. A survey instrument, developed with the help of experts in the field and consisting of 29 items, was sent to 400 randomly selected principals. Useable…

Advice for students preparing for job interviews is provided in this guide. First, preliminary steps are reviewed, including ascertaining the type of job wanted, securing an appointment for an interview, researching the firm, dressing appropriately, writing a resume, being prepared to fill out job applications and to give reasons for leaving…

A brief report on the findings of a study of hiring practices in Cleveland found male concepts of beauty to be an influential factor, with women personnel directors as susceptible as their male counterparts. (Author)

A project explored the process by which recruiters used information to make decisions on whom to interview. Data were collected from recruiters seeking candidates in electrical engineering, computer science, business, accounting, and social sciences/liberal arts, including communications. Recruiters relied heavily on major grade point average…

The attitudes reported support the viability of the preselection process and conform with attitudes held by campus interviewers and prospective employers. (Author)