Purpose: The aim of this research is to explore the relationship between green job positions and descriptions, green performance management, green employee relations with job pursuit intentions and the role of employers' prestige as the mediator. Design/methodology/approach: A survey research design with a sample of 216 undergraduate specialising…

Hiring the most capable students to serve in the RA role should be a top priority for housing departments due to their critical role as front-line student success employees. The effort to identify and hire RAs typically includes a substantial investment of personnel resources in hiring processes, where candidates are typically evaluated across…

Selecting resident assistants is integral to the success of housing operations on college and university campuses. Recruiting high-performing student staff is a priority in achieving departmental goals. Despite the importance of this process and the amount of time and resources expended during selection, there is scarce research investigating the…

In this study, we examined internship as a recruitment and selection process. On the basis of impression management theory, we hypothesized that both organizations and interns make efforts to impress the other party during the internship if they intend to hire or be hired. Using longitudinal data collected at 3 points from 122 intern-supervisor…

In this experimental study, a national random sample of high school principals (stratified by gender) were asked to evaluate hypothetical applicants whose resumes varied by religion (Jewish, Catholic, nondenominational) and gender (male, female) for employment as assistant principals. Results reveal that male principals rate all applicants higher…

Describes Merrill Lynch's Account Executive Simulation Exercise: a three-hour simulation designed to evaluate job applicants' potential for success as account executives from their performance in the role of an account executive. (CT)

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.…

A form of occupational analysis called DACUM (Developing a Curriculum) and its advantages in course development and performance assessment are discussed and specific suggestions on conducting a DACUM session are provided. (CT)

Directions are given for scoring typing tests taken on a typewriter or on a computer using special software. The speed score (gross words per minute) is obtained by determining the total number of strokes typed, and dividing by 25. The accuracy score is obtained by comparing the examinee's test paper to the appropriate scoring key and counting the…

Results indicate that an interviewer who begins an interview with an unfavorable expectancy may tend to give an applicant less credit for past accomplishments, may blame the applicant more for past failures, and may be more likely to decide that the applicant is unacceptable. (Author/IRT)

This guide contains step-by-step information needed in the hiring of a college counselor. It begins with information on how to screen applications for the job. Next is a checklist on preparing for the interview, followed by a number of warning signals the interviewer should watch for. Examples are included of specific questions to ask at the…

Applies recent econometric research on sample selection problems to the employee selection problem. A model of selection and subsequent performance and an estimation strategy are presented; the data--personnel files of applicants for supervisory positions at a nondurable manufacturing firm-- are described; and empirical results and conclusions are…

This research evaluated the ability to fake an empirically keyed biographical inventory form under two instructional sets: (1) applicant for a specific, highly stereotyped position (salesman) and (2) applicant for a more general role designation (manager). (Author/RK)

Studied the effect of different base rates of a target phenomenon on psychometric efficiency when an explicit decision-making rule was used to evaluate police officers. Concluded that numerous predictive indices would be required to screen such a heterogeneous population. (Author/JAC)

Examined three explanations for evaluations of an affirmative action university applicant: (1) type of policy; (2) the human capital model; and (3) social identity. Ratings by 79 undergraduates indicated support for the social identity perspective. The applicant was evaluated more favorably when the affirmative action policy was perceived to be…