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)

Proposes five rules to help job interviewers elicit data useful in predicting job performance. Rules include: developing critical job requirements; indirect exploration of job requirements; collecting data revealing motivated work behavior (such as candidate's self-reported enjoyable achievement experiences); and summing up data. (RC)

Reviews the management recruiters training program used by the American Telephone and Telegraph Corporation. Points out that one aspect of the program is to ignore communication variables in the initial interview. Discusses implications of this approach. (JMF)

Critiques the process for selecting academic librarians. Discusses the role of job analysis, the use of reference checks, structured interviews, open sessions, candidate presentations, and performance testing. Concludes that many of the deficiencies in academic library selection could be corrected without undermining the collegial and…

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…

Techniques and considerations in hiring support staff for student service programs are presented in the form of checklists, with some explanation provided. The hiring process is divided into three phases: (1) preparation, (2) interview, and (3) orientation, training, and evaluation. (MSE)

This study assessed current criteria and procedures used when hiring health education faculty. One hundred thirty two program heads/coordinators of health education programs listed in the "AAHE 2001 Directory of Institutions" completed a mailed 45-item survey on hiring criteria and procedures. Results indicated that 90% of programs had conducted a…

The torts of negligent hiring and negligent retention occur when an employer breaches a duty in hiring or retaining an employee who is incompetent or unfit for the job to which the employee is assigned; and consequently, the actions of that employee proximately cause injuries to a third party. This paper examines legal issues regarding negligent…

This report describes the development and implementation of an integrated team approach for interviewing candidates for employment with a residential program that serves children (ages 10-18) with emotional disturbances and behavior disorders. The integrated interview approach was accomplished by: (1) training the supervisors to increase their…

Various test validation alternatives available to the small company are presented, along with a series of questions, the purpose of which is to help the small company focus on the type of test validation for which it is best suited. A case study is described to serve as a model. (Author)

The American phenomenon of "more is better" extends a value-loaded concept implicit in budget preparation. At any university, the scope, magnitude and cost of a residence hall assistant program selection process is a metaphor to illustrate efficiency and effectiveness of human resources. In order to discover a more efficient and…

These guidelines are intended to provide personnel administrators with a means of evaluating their current practices and procedures in teacher selection. The guidelines cover recruitment, hiring criteria, employment interviews, and the follow-up to selection. A suggested personnel selection procedure outlines application, file preparation, and the…

College students and college recruiters rated bogus resumes of twelve senior industrial management students who were allegedly seeking employment. In addition to subject population, three variables were systematically varied in each resume: applicant's sex, physical attractiveness, and scholastic standing. The dependent variable was subjects'…

The author presents an approach for screening job applicants for professional and managerial job openings, emphasizing job-related rather than interpersonal skills. Detailed interviewing techniques to evaluate applicants' education, job knowledge, managerial capability, and personality characteristics are given. (MF)

Career portfolios can help beginning teachers land their first job and facilitate a teacher's professional growth as they develop in their career. A portfolio in this context is a collection of print, pictorial, and audio and video data that documents the candidate's experiences and training. Early in training, prospective teachers should decide…