The most important factor in the hiring process is that a large committee conducts the interview. Interviews and group discussions that follow must be structured and supervised carefully so that each person's evaluations are taken into account. (Author)

Focuses on the cultural geography encountered by those being interviewed at the Modern Language Association (MLA) convention. Notes that interviews are conducted in hotel suites, hotel rooms, and in the interview area. Suggests that the drawbacks of the interview area are outweighed by the essential fairness and equal opportunity this setting…

Describes interview techniques for determining whether a first-time worker will be a good employee. Offers questions that will give an insight into attitudes and suggests telling applicants what will be expected of them if they are hired. (JOW)

Research shows that interviewers make hiring choices based on unconscious motivations and then rationalize the choice. Having three interviewers meet with each candidate separately and then discussing their reactions will assure that a hiring decision is based on objective criteria. Structured interviews and a limited focus on a maximum of six…

In this article, we report data from two projects concerned with the aspirant principals' perspectives about school principal recruitment in three Australian states. In particular, we consider what our informants perceive as factors that inhibit the realisation of their aspirations. These factors include aspects of the operation of school-based…

The selection process for trainer managers entails designing a job that meets the organization's training needs, writing clear specifications of what is expected, screening resumes, structuring interviews around selection criteria, and asking top candidates to demonstrate their competence. (SK)

Techniques and guidelines for effective interviewing of prospective employees are presented. Centers on the re-creation of past job performance. (CT)

Suggests that to be hired usually means that one happens to be the right person at the right place at the right time. Considers that none of the factors that lead to being hired is really in a job candidate's control. Suggests that when interviewing for a position "you just have to be yourself." (SG)

This combined discussion/bibliography summarizes some of the best information in the field for both those who are conducting the selection interview and those who are being interviewed. It is noted that much of the literature is written from the point of view of business, but materials dealing specifically with the library context are also…

This paper summarizes the results of a quantitative review of the validity of the employment interview. It begins by discussing factors that make the interpretation of interview validity data difficult. The interpretation of interview validity data is shown to be hampered by the heterogeneity of constructs and measurement methods in the interview.…

Having a peer present for at least a substantial part of an employment interview should help school administrators select an employee who will be happy and effective in the position. (Author/MLF)

A report on the detaile d policies for selecting administrative personnel for the Shasta Community College District is presented. It includes a discussion of the policy used in selecting: (1) chief administrative officers; (2) deans of business services, instruction, evening division, guidance, admissions and research, and student services and…

In an attempt to determine more about employment interviews at a college placement center, 183 employment interviews were monitored. Results indicate that 75 percent of the interviewers had made decisions before interview completion, but only 25 percent of decisions were made before the half-way point of the interview. (Author)

Telephone interviews can save college and candidates time and money while precluding the judging of job candidates by extraneous factors. A format for a successful telephone interview is suggested. (Author/MLF)