Every professional personnel department has the basic skills to provide at least minimum outplacement services such as resume preparation, resume typing and reproduction, counseling, and suggestions of job leads. (Author)

The sole objective of the employment interview should be to obtain and evaluate factual and verifiable information. The greater the discrepancy between the tasks of the job and the experience of the interviewee, the more critical will be the influence of the intuitive judgment of the interviewer. (Author/MLF)

Looks at some of the implications resulting from the presence of women in the marketplace and outlines some steps the innovative executive and adaptive enterprise can employ in taking advantage of the new opportunities. (IRT)

Outlines the advantages of outplacement of redundant personnel both for the company and for the person terminated. Argues that companies should use outside consultants to run their outplacement programs. (IRT)

Explains how the temporary help industry operates and lists some considerations when choosing a service. (JM)

Employment practice can be shaped to open meaningful employment opportunities to the handicapped and, at the same time, aid business by opening up a previously untapped recruitment resource. (Author/MLF)

Decisions of the Equal Employment Opportunity Commission (EEOC) and the courts have affirmed that corporate Equal Employment Opportunity officers are quasi-managerial employees. Their primary role is to work with the company and its personnel to resolve problems and foster compliance with applicable employment laws and regulations. (Author/MLF)

Summarizes a workshop held to analyze the typical arguments for and against comparable worth, assess the practicality of implementing comparable worth should it become law, project the future direction of the controversy, and offer suggestions to employers regarding how to cope with this evolving employment concept. (Author/MLF)

An increase in Age Discrimination in Employment Act (ADEA) claims prompted a review of the 99 ADEA cases reported by the federal courts in a 15-month period. Administrators are offered 10 recommendations, 9 of which are specifically relevant to ADEA. (Author/MLF)

This article discusses the characteristics of successful prevention campaigns and techniques for dealing with employee discrimination complaints. (Author)

A summary of the most pertinent Title VII cases as they relate to fair performance appraisal systems for promotion, layoff, salaries, and training. (Author/JM)