Recent research illustrates the increasingly important role of the school principal. As a result, procedures for selecting principals have also become more critical to rural school districts. School systems, particularly rural school districts, are encouraged to adopt systematic, rational means for selecting administrators. Such procedures will…

This report assesses the feasibility of redesigning the current practices and procedures for recruitment and selection of certified teaching personnel in the Los Angeles Community College District. A descriptive method was used in the study of existing procedures in similar organizations and the procedures were cross-compared with those used in…

University of Chicago students find that bidding for space on interview schedules means a return to order. (Author)

Describes the "preliminary selection" system implemented at Penn State University as a response to the failure of the "first come, first served" system to handle employment interview sign-ups. (BP)

Useful guidelines on choosing the right outside firm. (Author)

This article reviews techniques for validating procedures of personnel selection, including construct, content, and empirical validation. An actual validation study of a procedure designed to select workers for social service positions is presented to demonstrate the feasibility and utility of this approach for the social-work field. (Author)

Describes a method, patterned after the National Football League draft, that one school district created to transfer professional and nonprofessional personnel to new and old schools within the district. (IRT)

It is highly probable that some applicants for apprenticeships are unfairly excluded from consideration because of the less than accurate information provided by some psychological tests. (Author)

Recent empirical evidence concerning sex and racial bias in testing is discussed in terms of three primary sources of bias: (1) content of the test itself, (2) atmosphere in which the test is administered, and (3) the use to which the test results are put. Test content that is demonstrably more difficult for one group than another should be (1)…

A variety of arguments, both pro and con, are presented concerning the desirability of prescreening job applicants according to grade averages, resumes, or other criteria. (BP)

This article describes a three-hour group meeting in which an orientation session is combined with a selection interview for applicants to a counselor education program. The faculty members give information about the program and the university. There is a group discussion period and then individual interviews. (Author/JEL)

Outlines an objective approach for the selection of an architect for a Texas school district. (MLF)

Examined the effect of coaching on leaderless group discussion performance. Female undergraduates (N=36) participated in six-person assigned role leaderless group discussions. Results showed that students in the full coaching conditions were rated significantly higher than students in the errant or naive conditions. (Author)

In recruiting for smaller, fast paced companies, telephone interviews are a cost-effective method of screening candidates. The initial telephone interview can determine a candidate posses desirable qualities such as initiative, persistence with charm; positive attitude; quick thinking skills; coachability; superior communication skills; creative,…

This book reports results of a National Research Council study and the validity of generalizing from its studies of about 500 occupations to over 12,000 jobs. The use of the General Aptitude Test Battery for prediction is discussed, and its impact and recommendations for future use are considered. (SLD)