Authors investigated perceptions of campus recruiters (N = 168) in the San Francisco Bay Area regarding the importance of 15 types of information they solicit from job applicants' references in making selection decisions. Results suggest campus recruiters should consider 10 types of information to assist them in making selection decisions. Results…

This article considers personnel selection from a counseling perspective by investigating applicants' and recruiters' perceptions of the selection procedure. A survey was conducted among 700 applicants and 140 recruiters to investigate whether applicants' and recruiters' preferences for and expectations of the selection procedure were similar or…

Examined recruitment data for the United States Missile Command from years 1978-1984 to ascertain whether or not the Veterans' Readjustment Program presented a barrier to recruitment of women. Found adverse effects on recruitment of women, noting recruitment efforts successful with one population may present barriers to another. (Author/ABL)

Employers (n=107) of human resource professionals described their hiring practices. Only 13 companies had human resource internship placements for college students. Most widely used methods for recruiting were newspapers, informal channels, and internal recruitment. Highest rating for initial screening criteria were given to job experience in…

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.…

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,…

Examined ability and effort, two aspects of Weiner's theory of resultant achievement, in relation to success in securing full-time employment. Using grade point average as measure of ability and early credential preparation as measure of effort, findings from 362 teacher education graduates revealed that effort was significant predictor of…

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)

This research examined the effects that the nonverbal behavior of job applicants had on subsequent hiring evaluations. Results supported the hypothesis that nonverbal behavior in the job interview operates as subtle reinforcement. (Author)

Examined recruiters' attitudes regarding various hiring characteristics (communication, job selection, appearance) and their impact during initial campus interviews. Questionnaires were completed by 95 recruiters visiting West Virginia University and representing business/industry, hospitals/clinics, and public education. Results revealed that…

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…

Male (n=76) and female (n=58) white graduate students who were employed as managers rated job applicants from reading job descriptions and resumes. Respondents rated applicants more favorably for female sex-typed job, regardless of sex or race. Findings concerning male sex-typed jobs suggest that black women have two negative stereotypes that…

Descriptions varying sex and sex role of job applicants were rated by 605 respondents for suitability for four sex-typed jobs. Results show sex role by job type interaction. A pattern in which sex roles and sex complement each other is noted and interpreted in the context of the positive perception of androgynous applicants in sex role literature.…

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…

Institutions using a search committee need to be aware of the expectations, proper functions, and limitations involved. Persons on such a committee should be properly educated and informed on specific aspects of the assignment that might present problems, including advertising, interviewing, and screening. (Author)