We surveyed 31 prospective employers (65% response rate) regarding their views on character as part of the employment selection process. The results showed character qualities superordinate, relative to skills that prospective employees bring to potential jobs. We discuss survey results in light of business educators' responsibility for helping…

Employers should rethink some of the conventional wisdom about hiring ex-inmates. Many make competent, responsible employees. (JOW)

Describes the problems related to the hiring of senior-level positions. Suggests that regardless of the hiring process used, between 30% and 50% of executive-level appointments end in firing or resignation. Discusses the most common mistakes used in hiring. (JOW)

Case studies of six hospitals and five auto parts suppliers showed that in high-skilled occupations, employers paid more to temporary agency help than regular staff. In low-skilled occupations, temporary agencies facilitated use of riskier workers. Temporaries may relieve pressure to raise wages in tight labor markets, perhaps contributing to…

Uses a microeconomic model to explain behavior of actors in school-to-work transition that proposes optimal strategies and explains causes of failure. Suggests that metafunctional criteria (personality, behavior, employment stability, productivity, adaptability, social involvement) are crucial factors in recruitment decisions. (Contains 56…

National Association of College and Employers' inaugural survey on M.B.A. recruiting and hiring practices drew responses from 357 (of 1,698) employer members polled. Among the respondents, 201 said that they do not recruit M.B.A.s, while 156 reported that they do. Employers who court M.B.A.s recruit at an average of 8.4 schools. (Author)

Presents fundamental principles of job analysis and a model approach for analyzing a job based on interviews with incumbents and identification of critical work behaviors, knowledge, skill, and abilities. The usefulness of job analysis in recruitment, hiring, training, compensation, and workforce planning is highlighted. (SK)

This review of research from 1991-96 on fair employment concerns highlights critical issues: interpretation of group differences in cognitive ability, effect of these differences on personnel decisions, and the efficacy of affirmative action. (118 references) (SK)

A study of 470 Job Training Partnership Act female trainees identified barriers to nontraditional employment: economic, physical, emotional, social, and life experience/education. The survey was also sent to 297 businesses. Results showed that nontraditional trainees do not perceive the same barriers as employers do, and suggestions were made to…

Data on the employment status of persons with disabilities in federal government (average grade level, promotion rates, occupational categories, and earnings) indicate the numbers and percentage are gradually increasing; their average grade level is lower than that of nondisabled workers and they have lower promotion rates. More attention to…

This document presents the findings of 1982 surveys of college relations/recruiting managers and chief executive officers who were employer members of the College Placement Council. These surveys collected the following information: (1) type of industry; (2) division of responsibilities for recruiting within organization; (3) types of activities…

Since 1982, the federal government has relied on a decentralized, noncompetitive hiring method and on specialized examinations for entry-level professional hiring. Most agencies are satisfied, and minority hiring has increased. Both methods reflect a focus on selection based on specific job skills rather than on long-term career potential. (JOW)

The structured interview format reduces the subjectivity and inconsistency inherent in traditional employment interviews. The process is based on job duties and requirements, is administered by a committee, is consistently applied to all applicants, and is documented for future reference. (SK)

Explains how the temporary help industry operates and lists some considerations when choosing a service. (JM)

Some Chinese organizations are moving away from production-oriented traditions. Resource-rich enterprises are using formal education to select and develop an elite. Organizations with less access to highly qualified recruits are also less likely to provide extensive training. The gap between organizations in terms of employee development is likely…