Based on the premise that past behavior is the best predictor of future performance, behavior-based interviewing uses specific questions based on teacher candidates' skills, background, and experience to determine if they can do the job.

Although the belief that women are not socialized to be competitive is widely held, research findings in this area are not conclusive. To compare the behaviors and the perceptions of behavior in men and women in a realistic setting, 180 students participated in a 2-hour, two-part simulated job interview that required either competitive or neutral…

The duration of utterance, latency, and interruption speech behavior of 30 young job applicants was studied under three speaking conditions. In the third condition, the employment interview, a number of positive correlations emerged. Verbal IQ is positively correlated with a speaker's mean duration of utterance, especially when he is discussing…

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)

This booklet outlines an efficient and profitable method of interviewing a candidate for a position in a business firm. The method outlined here depends upon two propositions: (1) Past behavior is the best guide to future performance; and (2) The interviewer is more likely to conduct a search effectively if he has clearly fixed in his mind what it…

This study found that the level of nonverbal behavior had a significant effect on 39 out of 40 ratings made by professional interviewers. Dimensions most influenced by nonverbal behavior were enthusiasm/motivation, confidence in self, and persuasiveness. (Author)

College recruiters (N=66) evaluated the qualifications and employability of either a male or a female applicant for a supervisory position. Contrary to the hypotheses, the moderately aggressive female was rated as favorably as the moderately aggressive male and the passive male was rated as negatively as the passive female. (Author)

Examined the effect of level of nonverbal behavior and mode of presentation (audio, audiovisual, visual, and printed transcript) on ratings given to a confederate "job interviewee." The results showed significant main effects and an interaction between level and mode. A poor visual presentation results in the lowest interviewer ratings. (Author)

Examined aspects of job interview behavior that influence employer preference for a female managerial applicant in the human service field. Job interview vignettes, depicting female managerial applicants displaying various leadership and personality styles, were presented to employers (N=60). Results indicated most preferred combined warmth with…

Proposes five rules to help job interviewers elicit data useful in predicting job performance. Rules include: developing critical job requirements; indirect exploration of job requirements; collecting data revealing motivated work behavior (such as candidate's self-reported enjoyable achievement experiences); and summing up data. (RC)

The surest way to improve schooling for 12 million children in poverty is to get them better teachers. The problem is selection, not training. "Star" urban teachers persistently engage their students, protect and enhance student learning opportunities, easily apply generalizations, succeed despite students' life conditions, genuinely respect…

Analyzes audio- and videotapes of actual employment interviews conducted at a university placement center to determine (1) relationships among interviewers' verbal behaviors such as silence, interruptions, probing questions, etc.; (2) applicants' perceptions of their interviewers as empathic listeners; and (3) interview outcomes in terms of second…