A provocative job description for assistant professr in experimental social psychology is reproduced and a tongue-in-cheek reply of a "prospective" job applicant is included. (MLW)

Services that help students take actions to realize their career goals are examined. Job-hunting is analyzed as a five-step process involving: (1) identifying the job objective, (2) identifying potential employers, (3) researching needs and problems of the employer, (4) interviewing skills, and (5) getting interviews. Resources in each area are…

Guidelines for what to include and what not to include in letters of recommendation for ex-students seeking jobs or entrance to colleges/ universities. (HD)

Based on interviews with employers of alumni from a vocational-technical school, instructors discuss the importance of an employment interview, stressing composure, preparation, appropriate business-like attire, importance of a resume, and personality and attitude. (TA)

Examines the qualifications and administrative responsibilities of department heads as listed in "Spectra," the Speech Communication Association's monthly newsletter. Finds that over 75% of the listings indicated the doctorate or other terminal degree as a requirement; over half wanted previous administrative experience; nearly 70%…

Search committees should evaluate each candidate for the superintendency on the basis of 10 risk factors: (1) spouse with a career; (2) children in high school; (3) home ownership; (4) unfamiliarity with the community; (5) salary equal to or less than current compensation; (6) high-cost area; (7) candidate or spouse in school; (8) unattractive job…

A data set from Colorado's Job Vacancy Surveys was used to examine the effects of firm size on various job vacancy characteristics. Larger firms offered higher wages than smaller firms with similar characteristics and requiring similar education and experience. (Contains 16 endnotes.) (Author/JOW)

Reported results of exploratory, descriptive study of unemployment experience for 12 university graduates under age 25. Analysis of interview data suggested that experience of unemployment could be divided into initial vacation period and downward trend. Participant reactions were marked by fluctuations of emotion and reduction in self-confidence…

Discusses problems faced by persons wanting to change their careers and considers how to structure experience to provide insight into variety of professions. Suggests that employment counselors look to Japanese management philosophy as new resource for career counseling for career changers. Compares models for making an initial career decision and…

Training directors (N=523) in six medical specialties rated hypothetical male or female applicant's personal characteristics and indicated whether they would accept applicant into training. Results indicated that residency directors formed negative stereotype toward applicants with history of psychological counseling. Subsequent stepwise multiple…

Computers may have some value for screening potential employees before a face-to-face interview. Experience has shown that people respond more candidly to computers and employers have a better chance of selecting applicants who will be better employees. (JOW)

Describes the characteristics that many "comprehensive" universities share, and some of the things that set them apart from one another. Cautions potential applicants that comprehensive institutions expect a balance of teaching and research different from that at graduate institutions. Advises that in interviewing, applicants should be…

Findings from 25 college seniors involved in focus-group discussions revealed that students followed some ethically questionable practices in their job searches, suggesting that they did not understand implications of their behaviors or roles and responsibilities of career services professionals and employers. Found that students acted…

A college placement office's systematic approach to conducting research on potential employers gathers information on industry, competition, company, position, and recruiter. The information can help job seekers compare their qualifications with company needs and develop effective cover letters and resumes. (SK)

Most of the 202 (of 390) human resource managers responding to a survey felt the resume was most important at initial screening, interviewee poise was most important at the interview stage. Communication skills, then problem solving and human relations, were most used to screen and evaluate applicants. (SK)