College students were to read applications and give their judgements regarding the competence of female and male job applicants, who were described as either married, never married, widowed, or divorced. Neither the sex nor the marital status of the applicant had a strong or consistent effect on the subjects' evaluations. (AOS)

Examined whether resume determinateness (lack of ambiguity) is related to positive employer evaluations. Male and female personnel professionals rated resumes in which sex, age, marital status, and academic achievement information were varied. Ambiguous information did not consistently distort evaluation. (RC)

Locates and analyzes the following verbal alignment devices in job interview talks: accounts, formulations, meta-talks, and qualifiers. Results reveal--among other important implications for the job interview process--that interviewees, by assuming a timid, powerless role, may be yielding in a way that jeopardizes their being hired or future job…

A survey of the leading executive search firms indicates an increased willingness to consider older personnel for top positions--particularly at the executive level. Factors affecting this more positive outlook include changed attitudes toward older people in general and the importance of experience as an issue in selection. (Author/SK)

Urges the business writing teacher to go to great pains to show students that what seems an overwhelming job can be broken down into limited and understandable objectives and techniques. (HOD)

Studied the effect of different base rates of a target phenomenon on psychometric efficiency when an explicit decision-making rule was used to evaluate police officers. Concluded that numerous predictive indices would be required to screen such a heterogeneous population. (Author/JAC)

Evaluations of applicants using an assessment process were examined for five factors of effective performance. Reliabilities were comparable for applicants grouped by race and sex, and interviewers were calibrated with one another in terms of level of evaluations. (Author)

Offers guidelines for selecting a school principal, including samples of a job description, interview questions, and correspondence. (WD)

Investigated the relationship between resume format and the probability the applicant is subsequently interviewed and hired. Results indicated a succinct, clean, well-organized resume, high in information content and conservative in style, will obtain the most favorable response, independent of other format variations that have been debated in the…

Compared the Job Club method with an alternative method, using clients who had job-finding problems, such as physical, emotional, intellectual, and social handicaps, or long-term unemployment. Results suggest that virtually all handicapped or "hard-core" unemployed persons can obtain and retain a job under an intensive Job Club program.…

One method for determining requirements of job applicants is to survey, by function, various segments of the company. A three-part questionnaire was designed to identify the preferences of hiring supervisors, the personal attitudes of management, and feelings related to recruiting women/minorities and obsolete employees. (Author/KMF)

Results of this experiment indicate that instructional guidance, related to job-seeking skills and job-maintenance behaviors, enhances worker personality orientations of physically handicapped sheltered workshop employees. A strong positive change in agreeableness in getting along with co-workers and employers is indicated by the Agreeableness…

Describes a new career guidance publication, "Guide for Occupational Exploration." The guide contains 12 general interest areas that are broken down into 66 work groups. Typical duties are stated for each area. The guide is designed for use by both guidance counselors and job seekers. (CT)

Describes a systems approach to the job search. Notes how courses in business communications, technical writing, and report writing can help students acquire job search skills. (RL)

A hierarchical model for the structure of vocational interests is proposed. An interpretation of existing findings suggests that this model accounts for interrelations among the vocational interest fields better than other models. Implications of this model for vocational theory and some applications in vocational guidance are discussed. (Author)