Examines whether interviewer ratings are influenced by the kind of questions (realistic favorable versus realistic, moderately unfavorable versus unrealistic, highly unfavorable) asked in the realistic job preview (RJP) segment of the interview. Results indicate no significant differences in either job-related ratings or in personal-trait ratings.…

Three hundred employers in a suburban area of the Pacific Northwest were surveyed for their perceptions of older (ages 50 and over) and younger (aged 49 and under) workers on 12 attributes. In contrast to previous research, this study found more favorable ratings for older workers overall, including categories such as attendance and salary…

Surveyed recruiters whose companies hire liberal arts graduates to assess the educational qualities they found most attractive, and their recommendations for the job search. Communication skills placed a strong first, followed by human relations and interpersonal skills, critical thinking, and research and investigative skills. Generally,…

A criminal record is severe handicap that affects employment. Bonding and licensing regulations, employer attitudes, and psychological maladjustment of ex-offenders are aspects of employment problems. Understanding and active involvement of rehabilitation counselors and community can help overcome employment barriers and help ex-offenders become…

Provides data regarding attitudes toward Chinese speakers by eliciting non-Asian Americans' reactions to Chinese speakers using two varieties of English and introduced in the context of an employment interview with either an Anglo-American or ethnic Chinese male. Results indicate that speakers in all conditions were rated equally suitable for…

This research assumed that supervisors often have faulty perceptions of the behaviors of their supervisees, especially those in CETA jobs. Through supervisor training, the authors attempted to decrease the gap by changing supervisor perceptions to match those of their supervisees. Training did not produce a significant difference. (Author)

Conducted a survey to identify skills and characteristics of high school graduates perceived most valuable by employers. The general skills of reading, listening, and speaking received the highest ratings, whereas specific job-related skills were rated lowest. Attitudes perceived as highly important included being dependable, staying with a task,…

This article records a discussion between a group of Employment Security Counselors and five hippies. The two groups quickly discovered that they could not come to a quick feeling of trust in, and acceptance of each other. (Author)

The letter most likely to bring forth a positive response is short, error-free, and grammatically correct. The "hard sell" approach is viewed negatively. Attempts at sophistication through the use of metaphor, simile, and quotations are not well received. (Author)

Examines methods used to search for entry-level managerial positions and assesses how human resource and personnel directors in Georgia perceive these methods. Findings indicate that few of the directors use electronic technology to fill such positions, but they view positively those applicants who use electronic job searching methods. (RJM)

Examined criteria that college students (n=130) use to select employment referents. Content analysis of college students' rationales for selecting employment referents revealed that students valued familiarity with employment most when choosing referents, suggesting that their choices do not always match with what employers value in reference…

The purpose of this study was to analyze the satisfaction levels of Silicon Valley employers with the communication skills of newly hired college graduates. Employers reported that oral and written communication skills needed improvement in several areas, including the use of vocabulary and self-expression. College graduates' skills are not always…

Assessed effects of the status of employment referents on employers' evaluations of job applicants. Personnel directors (N=300) were asked to rank three fictitious candidates based on letters of reference from high, low, and unknown status referents. Results suggest that high-status referents positively influence selection decisions of otherwise…

This study reports the perceptions of 56 employment interviewers regarding the worker characteristics of males and females of varying ages. Results showed that significant main effects due to age were obtained on six questions. Females were seen as being more likely than males to be frequently absent from work and less likely than males to have…

Investigates the attitudes of prospective employers toward hiring ex-offenders based on the nature of the crime committed. Results suggest employers differentiate significantly the employability of persons convicted of various crimes. (Author/JAC)