The article discusses the Welding Engineering Technology program in Canada at Calgary's Southern Alberta Institute of Technology and how an entire graduating class of 22 were hired en masse. These graduates filled the void with specialized and diversified knowledge of welding materials, equipment, and practices combined with an engineering…

This paper critiques the 1973 Spence-Arrow model of employer decision-making based on using the job applicant's educational credentials as a screening device to identify pre-existing differences in the abilities of prospective workers. The first section of the paper develops a model similar to the Spence-Arrow model, dropping the assumption that…

The North Carolina Employment Security Commission (ESC) conducted a followup study of the 986 State applicants deactivated during August 1968 and 6 months later to ascertain the effectiveness of the program. This report is concerned primarily with the 6-month followup. The 586 applicants who responded to the first questionnaire were mailed the…

An unusual week-long workshop, conducted by Western Electric Company, teaches interviewing to college students and recruiters alike. (Author)

Participants (N=177) evaluated female job applicants on the basis of a transcript of a job interview. One-half of the participants were told that the applicant was 63, one-half that the applicant was 24. Regardless of age, people who were hired were rated more positively than those who were not. (Author/MFD)

This research examined the effects that the nonverbal behavior of job applicants had on subsequent hiring evaluations. Results supported the hypothesis that nonverbal behavior in the job interview operates as subtle reinforcement. (Author)

The author discusses the assessment center approach for selecting managerial personnel and notes some special considerations for smaller organizations in deciding whether to use such selection procedures: selection tests and techniques, their predictive validity, assessors, and time constraints. (MF)

Managers, supervisory personnel, clerical workers, and high school students were administered questionnaires which asked them to indicate whether they would discuss various work-related factors as applicants in an employment interview. A systematic tendency was found for respondents to prefer discussion of "motivators" rather than "hygiene…

This research evaluated the ability to fake an empirically keyed biographical inventory form under two instructional sets: (1) applicant for a specific, highly stereotyped position (salesman) and (2) applicant for a more general role designation (manager). (Author/RK)

Presents a test on abbreviations used in classified employment advertisements which may be used in survival reading skills instruction. (MKM)

This study examined sex discrimination in three occupations. Male and female applicants were evaluated for suitability in a managerial role for a predominately female occupation, a predominately male occupation, and a sexually mixed occupation. Attitudes toward women in management were found to be correlated with the suitability ratings. (Author)

This article presents a five-step, structured format to be used in preparing employers for conducting interviews with disabled applicants. Described in this article is a straightforward, convenient tool that can also be used by rehabilitation personnel when providing awareness training and employer education. (Author)

Examined whether completion of a persuasion skills training program would lead to increased ability to interview well for jobs and decrease job-seekers' anxiety. High school students (N=89) who received the training were rated as more persuasive than controls by adults with whom they had practice job interviews. (BH)