Discusses the Americans with Disabilities Act, which bans discrimination against the disabled by private-sector employers. Describes the hiring practices and experiences of several companies that have employed disabled people. (JOW)

Explores changes affecting personnel testing and selection during past 20 years, noting that outcomes have often been antithesis of expressed or ostensible reason for change. Contends that some changes, designed to end discrimination, have institutionalized discriminatory practices as consequence of legitimizing methods of preferential treatment…

This study attempts to isolate the role of discrimination in determining racial differences in occupational structure. Logit techniques are used to identify and distinguish between determinants of the probability that an individual will choose an occupation and the probability that an individual will be hired for a desired job. (JOW)

Analysis of data from over 3,000 employers showed that workers who accepted jobs with probationary periods tended to be more efficient and less likely to quit. Possibly workers who think they will not last through the probationary period will not take such jobs, whereas those with confidence in their performance will select such jobs, which…

A study was undertaken to determine if the spelling preferences of chief executives of corporations were reflected in the views of their personnel directors in their consideration of employment applications. Fifty-two high-level executives in business and industry responded to a questionnaire concerning their preferences for standard or reformed…

A procedure for preliminary screening of teaching position applicants is presented. (DS)

Points out recent developments surrounding employment inquiries and requirements and suggests guidelines for keeping job interview questions within the law. Available from: Association Management, American Society of Association Executives, 1101 16th Street, N.W., Washington, D.C. 20036. (MH)

Responses from 303 of 411 North Carolina municipalities determined that use of modern personnel practices was greatest in recruitment/selection, moderate in compensation/benefits and employee rights/regulations, and marginal in performance appraisal. Factors affecting greater use were larger work force and presence of city managers. (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…

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…

A survey of 500 food service managers in Colorado, Wyoming, and Montana (28% responded) indicated that 72% would be more likely to hire workers with training in food safety; 50% were willing to pay higher wages to those trained; and 93% were willing to hire trained welfare-to-work participants. However, there remain barriers to hiring welfare…

Argues on basis of research on importance of "g" (intelligence) factor and racial differences in "g" that many valid, unbiased tests can be expected to produce high levels of adverse impact when used in race-neutral manner, especially in high-level jobs. Argues that unrealistic expectation regarding racial parity often leads employers to adopt…

Of the 1,005 companies that responded to a 1989 American Management Association survey on basic skills testing in the workplace, 345 companies (34.3 percent) indicated that they conduct basic skills testing and 89 percent refuse to hire candidates who fail the test. Of companies that sponsor remedial training, most are enthusiastic about the…