The author contends that very often what students do not ask or say during an interview is more indicative of their potential than what is traditionally verbalized. It is the job of the recruiter to go beyond this disguise. (BY)

Assessed burnout in 98 career services staff members who completed the Maslach Burnout Inventory. Results showed low scores on the emotional exhaustion and depersonalization subscales, indicating burnout does not exist in this sample. Considers several explanations for these results. (JAC)

Surveyed 146 career development specialists to examine stress, strain, and burnout, using the Burnout Experience Questionnaire and measures developed by Osipow and Spokane (1981). While 75 percent of respondents had experienced burnout in the past, most reported currently low levels of stress and strain. (JAC)

Too many demands on their time, inadequate budgets and facilities, and procrastinating seniors are common causes for job dissatisfaction among college placement counselors. (Author)

Analyzed over 5,000 position advertisements for seven areas of student personnel listed in "The Chronicle of Higher Education" from 1979 to 1982. Results offered insights into types of positions available and what universities are looking for in their career planning and placement staff. (BH)

The author elaborates on five areas college placement officers must concern themselves with. Those areas are: (1) the college environment; (2) the student environment; (3) the employer recruitment environment; (4) the government environment; and (5) the value of the college degree. (Author)

Describes and assesses job sharing as an employment alternative for career services professionals. Discusses the job-sharing format with regard to fringe benefits, scheduling, advantages, client reactions, potential problems, and specific factors that contribute to successful job sharing. (BH)

Discusses the role of college career planning and placement offices which must adapt to a changing employment climate while ensuring their legitimacy in a troubled academic setting. Internal and external functions are described, and the particular difficulties of placement offices as boundary-spanning units are discussed. (JAC)

Tables are presented which compare, unfavorably, the position of recruiter with those of other personnel workers, in areas of salary, staff benefits, peer status and campus role. (CJ)

Personal integrity, honesty and a professional attitude are needed by both recruiters and placement personnel if a better way of reaching, hiring, and motivating our young people is to result. No less important, states the author, is the commitment the students must make to find their own directions. (Author)

There is no end to the voluminous need for information and resources. Career counselors and employers alike, an underutilized source, will find that free-lance writing is a way to extend their help to others, is a fulfilling avocation, and is a source of extra income. (Author)

The role of the placement counselor is discussed in relation to psychological education. Placement counselors in the future will find their time divided between their job as counselor and their evolving role as educator. (Author/EK)

A nationwide study reveals the views of placement directors, recruiters, and management on the effectiveness of recruiting as well as its role in the future. (Author)