Reviews a U.S. Department of Labor study that provides information about the prevalence and effectiveness of various job search methods. Stresses that students in vocational education programs must be taught, in addition to job skills, strategies useful for locating suitable employment. (GC)

This study of 299 social and physical scientists at universities reveals that strong personal contacts were more useful than reliance on weak ties (acquaintances) for job information. Using personal connections for employment information is thus an efficient job seeking method. (SK)

The paper addresses the issues involved in helping severely developmentally disabled individuals become placed in competitive employment. Based on the placement experiences of Project Employability, factors in job selection and in working with employers are described. (Author)

Guidelines are given to the jobseeker on preparation for and proper conduct during a job interview. Suggestions are made for helping students to get ready for the interview experience. (SJL)

Canadian Displaced Workers Survey data indicate that group advance-notice laws, which apply to large-scale layoffs, reduced the length of displaced workers' joblessness. Individual notice laws had little effect, perhaps because laid-off workers whose plants remain open may expect to be rehired and therefore delay job search. (SK)

British survey data support the hypothesis that some studies showing job seekers using public employment agencies (PEAs) have longer unemployment spells may be flawed because they ignore the possibility that PEAs are used only after other search methods fail. Variations in the timing of PEA use should be taken into account in research. (SK)

Focuses on three specialized occupations--nurse, engineer, and lawyer--and looks at how people have transferred their specialized skills and knowledge from one field to another. Discusses options and obstacles when moving a career in the opposite direction. Offers 10 job-hunting mindsets to avoid. (JOW)

In a sample of 503 dual-income relocated couples (employee and accompanying spouse) in the United States and Canada, sex of accompanying spouses and their job-seeking self-efficacy were the primary determinants of their need for employment assistance following relocation. (SK)

Stufflebeam's model was used to evaluate guidance programs in Spanish prisons. Job search methods, information sources, and application processes were taught to 145 prisoners, with 51 controls. The program was satisfactory in terms of efficiency, effectiveness, efficacy, and impact. (Contains 16 references.) (SK)

Discusses the usefulness of psychoeducational evaluation in providing career counseling for students with learning disabilities. Describes processes for psychological testing and diagnosis of learning disabilities and the use of results in career planning. (JOW)

Analysis of 1979-81 data from the National Longitudinal Survey of Young Men (2,165 subjects) confirms the hypothesis that workers who quit and become unemployed experience larger wage gains when reemployed than those who move directly to another job. Unemployed movers apparently receive wage gains to compensate for higher job search and mobility…

A sequential-regimes job search model tested the effect of advanced notice on the duration of joblessness. Maximum likelihood estimates using data from the 1984 and 1986 Dislocated Worker Surveys demonstrated that advance knowledge significantly shortened joblessness for most labor force groups. (SK)

The critiquing and evaluating of resumes and cover letters by business people is important to college students. They know before submitting them what employers expect. (JOW)

Conducted descriptive study to investigate factors that help and hinder members of job-search groups and the impact of these groups on the experience of unemployment. Persons who had taken part in job-search groups reported 501 helping and 44 hindering incidents. Analyses resulted in the grouping of incidents into 19 helping and 10 hindering…

Human resources development and training are not suited to everyone. A practical, time-saving process for people wanting to become trainers includes (1) assessing relevant skills and interests; (2) researching organizations; (3) learning basic business operations; (4) learning the training process; (5) developing a chronological resume; (6)…