Precipitous screening out of applicants merely because they fail to achieve certain test scores or lack certain skills can be bad business. (Journal/EB)

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)

Although public records are an ethical source of employee screening information, restrictions placed on employers by the many state, local, and federal regulations and laws require new ways of getting this information. Particularly important is verifying dates and criminal records. Some problems and solutions are given. (MF)

A work sample test can provide a high degree of content validity, and offers a practical method of screening job applicants in accordance with guidelines on employee selection procedures set forth by the Equal Employment Opportunity Commission. (MW)

The author proposes a substitute for demonstrating the validity of employment tests, based on his study of Equal Employment Opportunity Commission and federal executive agency guidelines and of court decisions relating to personnel selection. He states that test validation is still best but may not be necessary if steps are taken to avoid adverse…

Five issues (employer motivation, criteria selection, content and construct validity, differential validity, burden of proof) are discussed because questions are raised about them or because they are pivotal issues in court cases which were decided in the five years since Griggs v. Duke Power (test bias). (TA)

Five key criteria usually applied in selecting job applicants-- sex, age, education, race, and experience--are being challenged as to their value in finding the right individual for a particular job. Job- matching has proven to be successful when specific personality dynamics qualities are present in the applicant. (Editor)

An automated candidate-job matching system called "Jobmatch" has been implemented at Citibank, in New York City, involving job analysis, performance appraisal techniques, clerical employment, and internal mobility. A job task scale is used by supervisor and employee to determine job and candidate matching through a series of computer…

The author presents an approach for screening job applicants for professional and managerial job openings, emphasizing job-related rather than interpersonal skills. Detailed interviewing techniques to evaluate applicants' education, job knowledge, managerial capability, and personality characteristics are given. (MF)

Unstandardized and unstructured interviews can have an adverse impact on the hiring of minority groups; the personnel interview does not substitute for well designed and valid objective tests as predictors of job success. (TA)