Results from a survey of representatives from 195 business firms reveal attitudes toward predictors of success, the initial interview, qualified recruiters, academic achievement, and other aspects of the placement recruitment process. (Author)

Midwest College Placement Association evaluations of business recruiters' attitudes indicate that facilities, students' preparation, and availability of faculty still remain the areas of most recruiter dissatisfaction. (Author)

This article presents a review of helpful hints and ideas that will be of value to students and alumni seeking career positions, using the well written resume to open employers' doors for the important job interviews. (Author)

Most research on choosing jobs has not acknowledged the influence of organizational recruiting practices on applicants' perceptions of job desirability. Some studies address this issue by examining recruiters' roles, knowledge and personal characteristics, recruitment interviews, and follow-up with applicants. More research is needed on how to…

This recent survey in Los Angeles reveals the qualifications that employers are now seeking in job candidates. Although employers concurred with the adage, "There's no substitute for experience," a general impression of intelligence and ability---well-written resume, GPA, attitude, personality, ambition---was judged important in evaluating…

Considers factors important in writing effective application letters including appearance, organization, attitude, style, and tone. Effective and noneffective approaches are illustrated. (RC)

The overall feeling of the business community concerning the potential that women can provide and the role of the university in preparing these women to reenter the business world was that, given effective, comprehensive training designed to meet these identified needs, these women would be welcome and sought after. (Author)

One method for determining requirements of job applicants is to survey, by function, various segments of the company. A three-part questionnaire was designed to identify the preferences of hiring supervisors, the personal attitudes of management, and feelings related to recruiting women/minorities and obsolete employees. (Author/KMF)

Three major theorists in career and personnel development stress the importance of the individual in counseling and reconfirm the right of every client to ask how much counselors consider the individual in job placement. (Author)

To assess current and projected uses of videotapes in college placement/planning, college (N=456) and employer (N=454) members of the College Placement Council were surveyed. College members viewed audiovisual instruction as playing a major role in their profession, while employers viewed media as a complementary tool to supplement recruiting…

Discusses feedback by employers on the selection criteria used in the decision to interview students, and factors leading to further consideration for employment. Results indicated that poorly formulated career goals contributed to denying an interview. Confidence, assertiveness, communication skills, motivation and enthusiasm were qualities…

Examined on-campus recruiters' use of references when evaluating students. Results suggested that recruiters used student references in the selection process, if provided. Education recruiters viewed references more highly than industry recruiters. Industry responses did not reveal significant differences among recruiter groups in their treatment…

The conventional wisdom today holds that educational upgrading necessarily leads to chronic and mass underemployment. This article provides a more balanced perspective on this issue by pointing out some of the plausible and positive consequences of educational upgrading. (Author)

Today's recruiter is white, college-educated, protestant, and male. At least those were the findings of one recent survey. (Author)

Older students (N=38) responded to a questionnaire examining whether students changed careers as a result of their coursework, students' methods of obtaining new jobs, success of students in their new positions, and effects of age differences. Findings indicated that the on-campus interview is appropriate for nontraditional students. (RC)