Background: The lack of racial diversity in science, technology, engineering, and mathematics (STEM) disciplines is perhaps one of the most challenging issues in the United States higher education system. The issue is not only concerning diverse students, but also diverse faculty members. One important contributing factor is the faculty hiring…

This study examined how people of color seeking administrator-level positions perceived hiring bias and biased hiring decisions that adversely impacted their upward mobility in higher education career pathways. The study was conducted using semi-structured interview questions to collect thick data descriptions, explore participants thoughts and…

With the growth of online education, many students enrolled in traditional accounting programs are taking a portion of their coursework online. Accounting students, educators, and administrators in traditional programs want to select a mix of coursework that avoids sending a negative signal to recruiters and harming job prospects. Given that…

What reasons do applicants use to write résumés, and what reasons do employers use to evaluate them? This article advocates for teaching reasons as a way to empower writers to make more nuanced, adaptive résumé decisions. Drawing from a study of 63 students, 20 advisors, and 24 employers, the article touches on résumé format, sections, and items;…

Applying a critical gendered lens, this article examines academic leadership ideals. It draws on a content analysis of job advertisements for Vice-Chancellors at Swedish higher education institutions from 1990 until 2018. The aim of the article is to investigate to what extent masculine or feminine wordings have been used to describe the ideal…

The purpose of this transcendental phenomenological study was to explore how career services administrators at U.S. institutions of higher education perceive and describe their experience of hiring career counselors who advise international students. The perceptions and experiences of eight career services administrators from a mix of private,…

Employers' recruitment behaviour in entry labour markets is central for young people's transitions from school to work. Whereas previous research has focused on the effects of specific applicant characteristics, I concentrate on how organisational characteristics, namely organisation size and private or public sector affiliation, relate to…

Showing that one really "wants" the job entails more than just really wanting the job. An interview is part Broadway casting call, part intellectual dating game, part personality test, and part, well, job interview. When there are 300 applicants for a position, many of them will "fit" the required (and even the preferred) skills listed in the job…

Purpose: The purpose of this paper is to find answers to the following questions: How do employers think about e-portfolios? Do employers really see e-portfolios as a suitable hiring tool? Which factors in students' e-portfolios attract potential employers? Can e-portfolios be successfully used by students in their search for a job?…

Authors investigated perceptions of campus recruiters (N = 168) in the San Francisco Bay Area regarding the importance of 15 types of information they solicit from job applicants' references in making selection decisions. Results suggest campus recruiters should consider 10 types of information to assist them in making selection decisions. Results…

This article explains why employers are reluctant to accept potential employees with online degrees. The results of several surveys of those who evaluate potential employees and make hiring decisions indicate a bias against online degrees, even as more and more colleges are offering programs online. To those officials, the words "online…

This study used a model of social perception in a simulated employment interview to evaluate the model's potential for investigating the selection decision-making process. (Author)

Evaluations of applicants using an assessment process were examined for five factors of effective performance. Reliabilities were comparable for applicants grouped by race and sex, and interviewers were calibrated with one another in terms of level of evaluations. (Author)

Selection decisions in the evaluation of applicants for managerial positions and recommended starting salaries were examined in samples of professional interviewers and students. Significant differences were noted bewteen the two samples in the number and nature of factors used in making selection and salary decisions. (Author/ABB)

A backlog of applicants for civil service positions and a work overload on selection and classification specialists at one civil service office prompted a study of the usefulness of a job-person match for personnel selection. An instrument measuring applicants' match to a large number of professional and technical jobs within a state civil service…