Describes the development of a new type of selection procedure, the activity/achievement indicator, and compares it with the behavioral consistency method of training and experience evaluation. Reports that total scores from these two methods correlated at r=.58. Discusses implications. (Author/CH)

A study was conducted to determine what the most widely used business communication textbooks are advocating for the interviewing process, the opinions and preferences of campus recruiters, and the perceptions and practices of college senior applicants. Results and implications are discussed. (CT)

Presents a feasibility study on the use of the telephone for screening interviews. Participants were 50 students interviewed on campus and 14 students interviewed by telephone. There were no significant differences in the two groups' evaluations of their interviews. The importance of verbal communication skills was emphasized. (JAC)

Presents the various aspects and "how to's" of job search strategies. Includes resources for job information, traditional sources of job leads, and several innovative approaches to the job search, such as networking, the information interviews, and marketing one's way to employment. (CT)

Analyzes the group job search process in terms of individual responsibility and group support, and discusses the Group Job Search (GJS) Workshop concept. Describes the Job Club, Job Factory, Self-Directed Placement and the Nevada Work Incentive Program. Concludes that GJS provides a successful, cost effective approach to reducing unemployment.…

The Applicant Retrieval System (PARS) in use at personnel services at Purdue University is described. Because of the large number of job applicants and the task of preparing referral and placement reports needed by Personnel and the Affirmative Action office, a computerized system seemed to be the solution. (Author/MLW)

The Nordic Test Development Group prepared proficiency tests of English designed to provide reliable information on which to base decisions as to whether a candidate would be able to function in a job as described or whether he could be trained to do so. Two subtests used a modified cloze procedure. (Author/CFM)

Employment Security Automation Project (ESAP), a five-year program sponsored by the Employment and Training Administration, features an innovative computer-assisted job matching system and instantaneous computer-assisted service for unemployment insurance claimants. ESAP will also consolidate existing automated employment security systems to…

It's a truism of the workforce field that getting a job is much easier than keeping one. The advantages of retention are fairly straightforward to both job seekers and employers: for workers, staying on the job leads to greater opportunities for wage gains and promotions at work as well as increased overall stability in their lives, while…

The Right Jobs provides workforce policymakers and directors of workforce development programs with a structured approach to: (1) Identifying the most promising employment opportunities within reach of low-skill workers; (2) Determining the postsecondary training and career preparation routes that will yield results for their clients; and (3)…

Competition for the best teaching jobs is becoming more intense. Since publication of the first edition, when it was mainly the most desirable schools that were deluged by applications, the economic climate has made the teacher market more competitive across the board, and is changing hiring practices. Now extensively revised, this book maintains…

The goal of the WorkNet Model Career Development & Job Placement for people with barriers is to help even the most challenged job seekers begin and advance in careers they enjoy. This paper presents one key component of the WorkNet Model, a practical process for creatively overcoming any barrier a candidate faces. The chapter includes: the…

This publication presents a step-by-step process for developing a career advancement portfolio. Chapter 1, "The Career Advancement Portfolio," describes the portfolio and explains why job applicants have found it so helpful in marketing themselves. Chapter 2, "Initiating Your Career Advancement Portfolio," provides step-by-step…

It has been proposed that the federal government's General Aptitude Test Battery (GATB) might be used to provide private employers with the same kind of useful information the federal government and college counselors receive about job applicants. The U.S. Department of Labor asked the National Research Council (NRC) to review the issues related…

Contains the resume of a recent college graduate seeking employment and an open letter explaining the kind of job and kind of world she envisions. (TO)