This guide contains step-by-step information needed in the hiring of a college counselor. It begins with information on how to screen applications for the job. Next is a checklist on preparing for the interview, followed by a number of warning signals the interviewer should watch for. Examples are included of specific questions to ask at the…

Results indicate that success occurs in from three to five contacts and failure occurs beyond seven contacts. Reevaluation of service plans for applicants carried beyond five contacts is suggested. (Author)

Creative Job Search Technique is based on the premise that most people have never learned how to systematically look for a job. A person who is unemployed can be helped to take a hard look at his acquired skills and relate those skills to an employer's needs. (Author)

Author examined students' lack of response to employers' wooing. (Editor/RK)

Presents examples of up-to-date job descriptions for physical plant personnel and argues that a proper job description is the first step to successfully obtaining the right person for the job and assuring that the candidate knows what the expectations are. (Author)

Career Counselors should reevaluate some personal attitudes toward gay individuals, increase their knowledge of the gay experience, and consider the role of advocate for young homophiles seeking employment. (Author)

The public relations department swears that the company maintains almost slavish devotion to the principles of the Equal Opportunity Employer, but the personnel director and the black veteran facing him know that it is not quite so simple as that. (DM)

Recent rulings are reviewed and relevant issues discussed regarding discriminatory use of tests with older job applicants. (Author)

The General Ability and Verbal Aptitude subtests of the General Aptitude Test Battery appear to be best predictors. Expands and verifies results of earlier study on subject (Montgomery, 1967). (Author/CJ)

Applies recent econometric research on sample selection problems to the employee selection problem. A model of selection and subsequent performance and an estimation strategy are presented; the data--personnel files of applicants for supervisory positions at a nondurable manufacturing firm-- are described; and empirical results and conclusions are…

Nonprofessional undergraduates rated job interviewee behavior. Results obtained with the student raters paralleled those of professionals. Student subjects discriminated nonverbal behaviors in making evaluations. Implications for future research with students as subjects and the development of peer counseling programs for job interview preparation…

Age and sex of the applicant had little impact on attitudinal items. Competent and hired applicants were rated significantly more positively. There was a significant age by hiring interaction on the attribution items. Stable factors were used more often to explain the failures of the old. (Author)

The basic premise of a correlation between certain personality characteristics and subsequent success of rehabilitation clients in the job market was supported. Clients in the employed group were found to be more happy-go-lucky, venturesome, tough-minded, and outgoing as a whole. (Author)

Describes some little-discussed elements of the job interview, including what people should say, how they should say it, stage fright, tough questions, and interview order. (RL)