Discusses Temporary Help Industry segment of the contingent work force. Discusses benefits and drawbacks to both the employer and "employee." Suggests profiles of people who can benefit from this alternative employment experience. Concludes that, with strong understanding of qualities and skills that Temporary Help Services employers need in…

Provides a list of addresses and annotations for a number of agencies that contract adult educators for overseas service: international, Canadian government, nongovernmental and nonprofit, private placement, and international consulting agencies. Includes useful references. (JOW)

Argues that using a person centered perspective in welfare-to-work services, with the deliberate inclusion of genuineness and empathy in all phases of programming, may neutralize cross class variables and increase the effectiveness of interventions. Offers examples from programs emphasizing person centered concepts. (Contains 19 references.) (GCP)

Although research has indicated a link between gender and perceived illness severity and the employment status of people with multiple sclerosis (MS), it has not addressed questions regarding the relationship between those variables and specific types of employment concerns. In this study, a sample of 1,310 adults with MS replied to a mail survey…

Describes the Holistic Outplacement Model (HOM). Briefly discusses each of the three functional elements of the HOM: (1) Regaining Equilibrium; (2) Career Development; and (3) Job Hunting. Model emphasizes Regaining Equilibrium as the initial and most important step in the process. Includes 25 references. (CRR)

Three models--the self-directed job information services, employability exploration and job development services, and intensive employability development services--were conceived to offer employment services to various types of applicants. The workability of these models was aided by the Job Bank and Job Information Service. The Job Bank is an…

Presents model for job development, which can be useful to employment, rehabilitation, and career counselors in surveying the employment community and identifying unadvertised job openings, skills essential to the role of placement specialist. (Author)

This chapter provides an overview of the role and responsibilities of a recruiter or headhunter, and specifically how those responsibilities differ from those of career counselors, coaches, resume writers, or unemployment office workers. The mentalities of both the recruiter and employee are also explored. The benefits of using a headhunter for…

The Administration has proposed two Workforce Investment Act (WIA) reauthorization initiatives that would effectively eliminate requirements that existing employment and training funding streams be targeted for populations and purposes specified by Congress. The first proposal would require states to consolidate funding for the following programs:…

Results suggest that when teaching a basic interview skill to lay counselors, greater gains may be achieved by using a videotaped immediate-reinforcement exercise rather than the traditional autiotaped delayed-reinforcement exercise. Subjects were not typical counselors in training, which cautions application of findings to counselor education in…

Employment counselors, counselor supervisors, managers, and counselor educators were surveyed concerning the amounts of time that are now spent and should be spent in eleven employment counselor activities. They agreed that there should be significant increases in the amounts of time spent in counseling, teaching, and research/follow-up, and…

College libraries use a variety of methods to identify and select professional library personnel. 70 libraries responded to a questionnaire about their methods and the results are presented. The effectiveness of advertisements, employment services, testing and reference checks are among the topics discussed. (DH)

Responses to a questionnaire were analyzed to see which items discriminated between agencies and between the counselors' sexes, ages, levels of education, and number of years with the agency. There were 13 significant items and they are described and discussed. (Author)

The author concludes from the study that the ICL is a biased tool. It is basically a good and useful instrument but needs to be restructured. (Author/BY)

Phrenology provided a means of screening job applicants during the wave of urban immigration of the 1850s. (RA)