Results indicate that an interviewer who begins an interview with an unfavorable expectancy may tend to give an applicant less credit for past accomplishments, may blame the applicant more for past failures, and may be more likely to decide that the applicant is unacceptable. (Author/IRT)

"Content validity" has been widely but unwisely hailed as a solution to many problems in employee selection. The author argues that sampling from content domains cannot logically be substituted for criterion related validity. He suggests that evaluations of scores be based on the principle of construct validation. (Editor/RK)

This guide contains step-by-step information needed in the hiring of a college counselor. It begins with information on how to screen applications for the job. Next is a checklist on preparing for the interview, followed by a number of warning signals the interviewer should watch for. Examples are included of specific questions to ask at the…

Applies recent econometric research on sample selection problems to the employee selection problem. A model of selection and subsequent performance and an estimation strategy are presented; the data--personnel files of applicants for supervisory positions at a nondurable manufacturing firm-- are described; and empirical results and conclusions are…

Discusses the difficulties encountered by an academic couple who both entered the job market concurrently. Describes the problems inherent in trying to accommodate two-career couples in the academic field. (HB)

The superintendent search consultant plays a major role in ensuring a close fit between leading candidates for a superintendency and the underlying views of governing board members on various matters, including religion and church/state issues. Search consultants try to keep school boards upfront about their desired values when seeking a new…

Several studies have found that a realistic job preview reduces the rate of voluntary turnover. This study was conducted to determine whether the addition of a video-based test to a traditional selection process would improve selection decisions, increase the accuracy of job expectations, and reduce turnover. Bank tellers (N=180) who had been…

This is the third report on the use of a technical classification assessment center (TCAC) for evaluating general detail (GENDET) personnel in the Navy. The first two reports described the development of the TCAC and the validation of the TCAC against supervisors' ratings of job performance for a small exploratory sample. This report presents the…

Seventy-six insurance company jobs were analyzed by 203 raters in an effort to assess the potential usefulness of the Position Analysis Questionnaire (PAQ) as a job analysis device to be employed in a more extensive, company-wide research program. (Editor/RK)

The numbers, sex, and personality traits of admissions personnel at the State University of New York (SUNY) were compared with those of residence hall directors. Admissions at SUNY is a "male-dominated" profession; whereas, residence hall work is not sex-typed. Personality traits of men and women admissions personnel were compared. (SW)

The two phase study (1) analyzed the need for deaf interpreter services in the schools and (2) developed a data base of characteristics and skills around which criteria for the preparation and evaluation of interpreters could be developed. (DB)

The article describes development in Illinois of the Department of Rehabilitation Services Sign Language Assessment Tool. The instrument is designed to evaluate the level of receptive and expressive sign language proficiency of rehabilitation personnel serving the deaf. (DB)

The author describes use of a personnel assessment center, a process that identifies managerial potential for purposes of selection, placement, promotion, development, or a combination of these factors. Elements of the process (determining skills to be assessed, evaluating skills, job skills exercises, interview exercises, written exercises) are…

A principal of a Texas junior high school theorizes about the role of principal as instructional leader. He offers suggestions for developing instructional leadership in the areas of organizational goals and objectives, personnel, staff evaluation, and curriculum planning. Includes a reference list. (MD)

Describes the function of an assessment center, which consists of a standardized evaluation of behavior based on multiple inputs. Judgments are made in part by means of specially developed assessment simulations based on a thorough job analysis. Such judgments are used for management decision-making and career development. (JAC)