Directions are given for scoring typing tests taken on a typewriter or on a computer using special software. The speed score (gross words per minute) is obtained by determining the total number of strokes typed, and dividing by 25. The accuracy score is obtained by comparing the examinee's test paper to the appropriate scoring key and counting the…

Cut scores, quartile ranking, sample size, and overall classification scheme were studied as personnel selection procedures in two samples. The first was 120 simulated observations of employee scores based on actual selection procedures for applicants for administrative assistant positions. The other sample was composed of test results for 73…

Much of the research on sex bias looks at impressions at a single point in time. However, impressions are often changed as information is accumulated. This study attempted to look at the dynamic nature of impression formation. Impressions of both male and female job applicants were measured before and after subjects had an opportunity to view…

The relationship between the success of unemployed people in regaining a preferred job and their families decision-making style are analyzed in the context of a recession in Israel during 1966-1967. Findings show unemployed from families with high degrees of consultation were more successful in regaining employment in their former occupation.…

At the request of Congress, the General Accounting Office studied drug testing in the private sector to determine its extent, which testing methods are most often used, who receives drug testing and why, the reasons for having a drug testing program, and what happens to those persons who test positive. Data were obtained from 10 surveys to which a…

The duration of utterance, latency, and interruption speech behavior of 30 young job applicants was studied under three speaking conditions. In the third condition, the employment interview, a number of positive correlations emerged. Verbal IQ is positively correlated with a speaker's mean duration of utterance, especially when he is discussing…

Thirty male and 30 female undergraduates were tested in six groups of 10. Each subject completed the FIRO-B under three different instructional sets. The instructional sets were (a) "normal condition", (b) "fake good", and (c) "fake bad". The study revealed that the FIRO-B is susceptible to undetected faking. (Author)

This brief summary of a much larger empirical study presented in the authors' book, "The Job Hunt: Job-Seeking Behavior of Unemployed Workers in a Local Economy," is presented to call wider attention to some of the more unique and critical aspects of the larger report. The original study, conducted in Erie, Pennsylvania in 1964, involved a sample…

Part of The Careers Research and Advisory Centre Bull's Eye Series, this career program booklet is to be used as a workbook to assist students in finding jobs. Topics covered are assessment of individual abilities and interests, ways to find a job, replies to advertisements, filling in application forms, job entrance tests, and job interviews. (EA)

Results indicate that an interviewer who begins an interview with an unfavorable expectancy may tend to give an applicant less credit for past accomplishments, may blame the applicant more for past failures, and may be more likely to decide that the applicant is unacceptable. (Author/IRT)

Personnel representatives were shown one of four videotaped job interviews in which the verbal content of the 16-minute interview was identical, but the interviewee's nonverbal behavior was manipulated. Nonverbal behavior was found to have a significant effect on almost every rating made by subjects in this study. (Author)

One small college found that recruiting interviews need not be conducted in person in order to be effective. They use the telephone and agree that it's "the next best thing to being there." (Author)

Although public records are an ethical source of employee screening information, restrictions placed on employers by the many state, local, and federal regulations and laws require new ways of getting this information. Particularly important is verifying dates and criminal records. Some problems and solutions are given. (MF)

Job interviews for prospective school administrators (specifically, principals) often contain what the author calls a hidden agenda. The board and superintendent may have already decided whom they wish to hire and are interviewing other applicants as a formality. Job seekers should be aware of this rather common situation. (Author/DS)