Analyzes the simplified approach to applying the Cleary Model of personnel selection tests recommended by Lawshe (1983) and Reynolds (1980, 1982). Analysis indicated that the simplified method can produce misleading results. (LLL)

Uses three economic concepts (variable costs, taxes, and discounting) to show that previous utility formulas can produce upwardly biased utility estimates. Presents a utility model to adjust for such bias, and provides a more complete and precise utility definition. (JAC)

Reviews federal guidelines for psychological test use in employee selection. Summarizes findings on Minnesota Multiphasic Personality Inventory (MMPI) use in selection of candidates for police officers. Notes that MMPI scales measuring defensiveness and hysteria have been reported as positively correlated with performance, whereas scales measuring…

Describes Japan's two-tiered approach to recruitment in which graduates from top Japanese universities are automatic hires, while those from second-place schools must do job searches to find employment. Notes that, in Japan, university personnel play very large role in recruiting and that Japanese companies are concerned with goodness of fit…

Examines the controversy over the lack of faculty diversity at Harvard Law School and highlights the school's past practices regarding hiring and promotion of minority teaching staff. The pool problem issue is discussed, and the current status of faculty diversity is presented. (GLR)

Harry Edwards of the University of California at Berkeley has formed an organization to monitor the hiring of black coaches and sports administrators--particularly in intercollegiate athletics. The National Organization on the Status of Minorities in Sports will track vacancies in college athletics and submit names of qualified blacks to fill…

A study of the first 80 years (1838-1918) of Central High School in Philadelphia found several factors which encouraged excellence: a meritocratic ideology, voluntary enrollment, competitive selection of students and faculty, and the structure of public education at the time. This picture contrasts sharply with today's educational context. (GC)

Describes three organizational models for staffing--rational, political, and standards--typically seen in mental health programs. Examines who is hired and why in terms of the characteristics of each model. Provides a summary of decision guidelines for staffing and suggestions for formulating a staffing strategy. (Author/ABB)

Reports on role of executive search firms that provide professional assistance for job seekers. Types of search firms that work for and are paid by hiring company, how search firm can work for job seeker, executive management companies, outplacement services, and professional associations are highlighted. Six references are included. (EJS)

Discusses guidelines for fairness in employee selection required by the Federal Uniform Guidelines on Employee Selection Procedures, and presents a simplified procedure for the evaluation of fairness which is more easily explained than the classical Cleary model. (JAC)

Kaizen is a Japanese management concept that means gradual, ongoing improvement involving everyone from top management to production workers. This concept is starting to appear in American companies, and it requires the personnel department to do a much more thorough assessment of job applicants, testing for leadership skills, interpersonal…

Discusses genetic screening in the employment context, which involves identification of individuals hypersusceptible to toxins in the work environment. Examines the status of genetic screening devices against standard testing and legal criteria. (LLL)

Describes the function of an assessment center, which consists of a standardized evaluation of behavior based on multiple inputs. Judgments are made in part by means of specially developed assessment simulations based on a thorough job analysis. Such judgments are used for management decision-making and career development. (JAC)

Summarizes round table discussions of various issues in staffing recruitment. The major issues covered here include technology, diversity programs, college relations, and recruitment programs. Other concerns on staffing agendas, such as salary compression, just-in-time hiring, and enhancing corporate image, are also addressed. (RJM)

Recruiting teachers to work overseas involves such considerations as personal disruption, motivation, and culture shock. Accurate job descriptions and matching with applicant qualities; information about the cultural, social, and economic environment; and identification of issues related to living and working conditions should all be part of the…