A detailed analysis is presented of the three stages of the search process involved in hiring college administrators, and some suggestions for making this process more effective and systematic are provided. (LBH)

Posits the hypothesis that both black skin and nonstandard speech make employment as a salesperson or supervisor less likely and discusses the research study designed to provide support for this hypothesis. (MH)

Arguing that hiring should be the product of a rational approach rather than a subjective one, describes a six-part hiring process: (1) basic people management; (2) organization policies; (3) preliminary "musts"; (4) the interview; (5) evaluation of findings; and (6) future uses. It can be used in any size or type organization. (CDD)

Evaluations from 77 personnel administrators were used to determine the effect of costume on interviewers' perceptions of personal characteristics for women applying for management-level positions. It was concluded that a female applicant's clothing does provide an avenue for conveying personal characteristics necessary for management. (CT)

Examines the taken-for-granted assumptions students make about selection interviews and how these assumptions affect the interview process. (PD)

This packet documents suggestions for conducting a job search, writing a resume, and interviewing. Suggestions for a job search include the following: knowing one's skills, knowing what one is looking for, and knowing where to look for jobs, including newspaper advertisements, employment centers, employment firms, networking, and blind attempts.…

It is possible to select personnel with greater staying power by utilizing biographical data from preemployment application forms, while simultaneously improving the image of the organization as an equal opportunity employer. (Editor)

Surveyed interviewers and studied the recruitment process to determine how decisions are made and how valid the interview process is. Found considerable diversity among interviewers, and that interviewers' effectiveness was associated with the applicants' communication skills. Recruiters attempted to assess the total person. (JAC)

Companies (N=104) responded to a questionnaire examining their college relations programs. Findings suggested engineers were in extremely high demand and recruiting yields were exceedingly low. Recruiting results showed little variation by company size. Discusses key functions of company college relations programs. (RC)

Reports a study conducted for litigation in a sex discrimination case dealing with misuse of an employment interview. Results show that dexterity could not be determined in an interview and a more appropriate selection technique such as a test was required. (Author/JAC)

Demand for planned giving officers vastly exceeds the small supply of trained competent professionals. Personnel Decisions, Inc. overhauled a program of personnel selection and training sponsored by the Northwest Area Foundation; that program is described. Categories of job performance and profiles of behavioral characteristics for successful…

Presents potential questions to ask prospective teacher-librarians during employment interviews. The questions encompass the following areas: personal; education; teaching experience; professionalism and leadership; cooperative planning and teaching; promotion of resources and services; design and production of materials; reading, listening, and…

A well-understood camp philosophy motivates the entire staff to work toward a common purpose, which is more meaningful than money. Camp administrators can ensure that staff members implement the camp philosophy by interviewing prospective staff members with the mission in mind, teaching staff the camp's vision, praising staff with specifics,…

The University College of Cape Breton, an undergraduate institution in Nova Scotia, Canada, initiated a video resume pilot project to serve cooperative education students. The generic video resume lasts approximately 15 minutes and is patterned after the behavioral interview model, shifting the focus of the interview to examples of past behaviors.…

This book contains information about the resources available to merge new technology and the search for employment. It offers suggestions from human resource specialists, software authors, and database experts. Chapter 1 is an overview of how the computer has become indispensable in a job search. Chapter 2 focuses on external, third-party resume…