Discusses the results of a sixteen year survey of collegiate and professional basketball in terms of several aspects of the athletic world alleged to be racially biased-recruitment policies, the assignment of playing positions, performance expectations, and rewards. (Author/JM)

Reduced form equations performed on data from the Employment Opportunities Pilot Projects found that many employed and unemployed job seekers reject at least one offer before accepting a job. Most accept an offer with a wage below the estimated reservation wage. (SK)

Survey data from 100 Singapore organizations revealed the following: they tend to recruit women more for operations than supervisory/management jobs; 44% consider gender a selection criterion; recruitment ads often specify gender; and women's opportunities for promotion and training are limited as is their access to flexible work arrangements and…

University of Chicago students find that bidding for space on interview schedules means a return to order. (Author)

Describes the "preliminary selection" system implemented at Penn State University as a response to the failure of the "first come, first served" system to handle employment interview sign-ups. (BP)

Suggestions for finding camp staff focus on actively recruiting college students: arranging college credit for camp work, attending job fairs, using conventional advertising as well as the Internet and e-mail, asking other groups to help, recruiting while staff is at camp, and staff reunions. Includes strategies for finding staff with specialized…

A survey of employers shows that, although the job market for college graduates has changed dramatically over the past five years, employers have made few corresponding changes in the way they conduct company visits. (GCP)

A survey of 770 Hong Kong firms showed that, in a developed economy with little government intervention, many companies employed older workers but were not hiring new ones. Firms were more likely to invest in training when workers were young. Delayed compensation was more acceptable to younger workers. (SK)

Although women comprise about 65% of the educational workforce, they occupy only about 14% of the superintendent positions nationwide. In the past, some theorists accounted for the underrepresentation of women by claiming that women were not assertive enough, didn't want the power, lacked self-confidence, didn't aspire to line positions, were…

According to government guidelines an employer must not maintain personnel practices that show adverse impact. Because selection cases are the most common, they have set the standards for how adverse impact is typically determined. The most common way to demonstrate adverse impact is to show that the proportion of minorities hired is less than…

Presented in this book is a series of papers on one of the most complex issues the Equal Employment Opportunities Commission has faced in the first 5 years of its operation. Employment testing represents a systemic problem in equal employment opportunity for minorities and women. Papers included in this document are "Testing of Minority Group…

A report on a training planning process with measurement at both input and output stages that has a built-in feedback which allows it to be self-evaluating. (RB)

Describes the functions of selection committees in the recruitment, evaluation, and hiring of professional personnel in academic libraries. The composition of a selection committee, committee responsibilities, advertising an available position, screening applications, and interviewing candidates are discussed. A 7-item reference list accompanies…

Reviews literature on nature of social networks in labor market and their implications for job search strategies of dislocated workers. Suggests issues for further research: (1) how the job search changes as unemployment increases; (2) the role of social networks in the labor market; and (3) claims about security and conditions of jobs found…

Interprets findings of previous articles as supporting the role of higher education in developing students' self-awareness and opportunity awareness. Suggests that degree programs should develop transferable skills to enhance graduates' employability in a changing labor market. (SK)