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…

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 review of conclusions of previous studies indicates that the employment interview lacks reliability and validity. Authors suggests that "...research should be directed toward identification of the variables which are best and most consistently evaluated by the employment interview," and offers suggestions for the practicing personnel…

Reports on a survey of chief human resources officers in the Fortune 500. Focuses on areas such as applicant's appearance; beginning of the interview; conduct of the interview; and closing the interview. Compares results with a similar 1980 survey. (JAD)

Discusses the employment interview as a method of studying the personality characteristics of job applicants. Describes two studies that indicated a substantial degree of agreement and accuracy in the conceptions held by students and by professional employment interviewers regarding the personality characteristics of personnel managers and…

Presents a 10-question instrument to help school leaders interview and select outstanding school personnel directors. The questions and responses cover prospective candidates' basic skills and required attributes; knowledge of roles and functions; communication abilities; teacher recruitment and orientation strategies; staff motivation and…

In recruiting for smaller, fast paced companies, telephone interviews are a cost-effective method of screening candidates. The initial telephone interview can determine a candidate posses desirable qualities such as initiative, persistence with charm; positive attitude; quick thinking skills; coachability; superior communication skills; creative,…

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)

Developing best practices in the hiring of new teachers has become a necessity in times of teacher shortages. Personnel directors and principals charged with recruitment must be able to distinguish the most qualified applicants and to hire those with the most potential to succeed and remain in the profession. Behavior-based interviewing (BBI) is a…

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…

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…

Investigates the importance of follow-up letters to the job application process. Finds that a slight majority of personnel administrators favor follow-up letters. Finds that letters should immediately follow the interview. Notes that letters may not help to get an interview or a job but suggest "good breeding" and make a favorable…

A rating scale of verbal and nonverbal behaviors in employment interviews was developed and applied to simulated interviews involving former clients of a blind rehabilitation center. Personnel managers who rated the interviews perceived negative behaviors (e.g., rigid, motionless facial expression) as more important than positive behaviors (e.g.,…

Written for employers, personnel directors, vocational rehabilitation personnel, placement specialists, and all others involved in helping the mentally handicapped find their rightful place in the world of work, these guidelines discuss significant factors to consider when employing or seeking employment for the mentally handicapped. These factors…

Written for the woman just graduated from college who wants a big-city job, the book provides coverage of the job scene from New York to San Francisco and offers methods and suggestions on how to create an exciting new career. Tips on where to look for jobs, the resume, and the job interview are some of the introductory topics, followed by a…