Several decades of research using school administrative data show that teacher quality is inequitably distributed across schools. But these estimates may understate teacher-related inequities if they do not account for how teacher vacancies or late hires are distributed across schools. We investigate these hiring issues using data on a direct…

Background: This study addresses gender differences in early career experiences in engineering by examining entry-level jobs of Bachelor of Engineering (BEng) graduates in Canada. Purpose/Hypotheses: The study explored how gender shapes entry into this male-dominated occupation in the context of the contemporary knowledge economy. I tested four…

Numerous studies have explored the labor market of school principals, documenting high turnover rates and voicing concerns regarding labor supply. However, little is known about the staffing challenges in rural schools and what promotes applicants to apply for and be hired for principalship in these locales. In partnership with the Wisconsin…

This study examines the extent to which male and female principal candidates use language to signal their perceived values specific to open positions in the field. We analyzed Wisconsin school-leader application data by gender, seeking to understand whether or not men and women present themselves differently through language in the initial…

The authors of this study examine how evaluations made during an early stage of the structured interview (rapport building) influence end of interview scores, subsequent follow-up employment interviews, and actual internship job offers. Candidates making better initial impressions received more internship offers (r = 0.22) and higher interviewer…

Surveys of Fortune 500 companies in 1978, 1985, and 1995 revealed trends and preferences in content of resumes and cover letters. Compared to earlier years, current preferences were for both letters and resumes in the initial contact, more emphasis on grammar and spelling, and acceptance of two-page resumes. (SK)

Three hundred and sixty one human resource (HR) professionals' resumes and cover letters were analyzed to determine what HR professionals look for in applicants' resumes. Findings suggest that they should be tailored to the applicant's experience and job sought; personal and nonjob-related information should be kept to a minimum. (JOW)

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)

Reports on a survey of chief human resources officers in the Fortune 500. Focuses on areas such as applicant's appearance; beginning of the interview; conduct of the interview; and closing the interview. Compares results with a similar 1980 survey. (JAD)

Research on the effect of vocal activity and race of the applicant on evaluations in job interviews indicated that: 1) minimal vocal activity negatively influenced evaluation; 2) Black applicants were evaluated differently from White applicants; and 3) vocal activity was more important in interview evaluations than race. (Author/MJL)

Reviewed literature on determining employment referents. Administered employment referent trait rating scale to undergraduate students (N=139). Found students rated referent willing to provide favorable information as most important criteria distantly followed by personal relationship between candidate and referent. Recommends future research…

A study examined the impact of recruitment policies on the flow of job applicants and quality of new workers. The process of determining a recruitment and selection strategy appeared to be one of considering the trade-offs between engaging in extensive search (high number of applicants per offer) or intensive search (great amount of time spent per…

Determined degree to which age bias in simulated personnel decisions can be reduced by varying one situational factor, age composition of applicant pool. To some extent, as number of older applicants in applicant pool increased, older applicants received more favorable ratings, and there was shift in perception of age-type of job. (Author/KS)

Investigates the importance of follow-up letters to the job application process. Finds that a slight majority of personnel administrators favor follow-up letters. Finds that letters should immediately follow the interview. Notes that letters may not help to get an interview or a job but suggest "good breeding" and make a favorable…

Because interviewing is a face-to-face interaction belonging to the genre of interpersonal relationships, the employment interview is subject to some of the same problems that beset interpersonal relationships. Problems can occur in both interviews and interpersonal relationships because of bias, which originates from background characteristics,…