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PubMedDate not supplied

Equal Employment Opportunity: are you overlooking the application form?

In 1975 the Equal Employment Opportunity Commission (EEOC) listed those subjects and questions on employment application forms that could be considered violations of Title VII of the Civil Rights Act of 1964. Since then, how well have U.S. firms abided by EEOC regulations in this area? Navy Lieutenants Richard S. Lowell and Jay A. DeLoach, graduate students in management and supervision at Central Michigan University, screened the application blanks used by 50 major organizations and found that 48 of them contained violations--most of which occurred in questions concerning military background, education, arrest record, physical handicaps, age, and name. The authors strongly recommend that human resources managers reevaluate their companies' selection processes and check for any violations on their application forms.

Civil Rights↗
PubMed2003

The application of a facet scale job satisfaction model for environmental health officers in Australia and Scotland.

The direction provided from published research emphasises that job satisfaction is multi-dimensional, and the associations with work related and non-work related predictor variables as being complex. The isolation of the discrete influence of individual predictor variables is therefore difficult. The application of multivariate analysis incorporating hierarchical stepdown protocols and interaction effects offers one approach that provides for the discrimination between the explanatory characteristics of these variables. Principal Axis Factoring with oblimin rotation and Structural Equations Modelling were applied to survey data to develop a Measurement Model comprising six latent constructs that characterised the job satisfaction of Environmental Health Officers (EHOs) in Australia. The model was successfully applied to data from the EHOs in Scotland. This paper presents the application of the Measurement Model to examine the association between selected work content and the demographic aspects of the EHOs in Australia and in Scotland, and their job satisfaction. The analysis protocol included Canonical Correlation, Multiple Linear Regression and Factorial Manova and Mancova. The unique variance explained by the work content factors and the demographic aspects of the job were similar. The linear representation of model pathways provided more comprehensive explanatory power than the curvilinear association. The presentation of evidence of multidimensional complexity, including interaction effects, underscored the need for caution before generalising on the influence of individual factors on job satisfaction. The analysis protocol presented in this paper can be applied to other situations in environmental health involving multivariate complexity.

Australia↗
PubMed1984

Tips for making the job search productive and enjoyable.

Tips for making the search for a new job productive and enjoyable are presented. Identifying job opportunities requires a network of individuals who might assist in the job search. Traditional sources of job information can also be helpful. The most important element in following up on job leads is determining in advance that qualifications meet the established requirements. In preparing for a job interview, the applicant should learn as much as possible about the potential employer, the job, and the interviewer. General points to follow during and after the interview are outlined. Accepting a new job is a major life decision. Advance preparation, including a clear understanding of personal goals, motivations, and expectations, combined with strong interviewing skills can ensure that each job-specific short-range decision will contribute to the achievement of a life-long career path.

Employment↗
PubMed1988

A database management system for residency applicant files.

An automated system for recording information pertaining to applicants to the Internal Medicine Residency Program at Temple University Hospital was developed in 1983. Major objectives were to improve recordkeeping, filing, communication with applicants, and efficiency of the review committee's process. Reports generated have permitted tracking of the applicant pool throughout the recruiting season and collection of statistics which may be compared with prior years. The capacity of the Residency Office to market the Internal Medicine Residency Program through prompt, accurate, and personal communication with each applicant has been facilitated.

Database Management Systems↗
PubMed1999

A working manager's guide to effective and legal employee selection interviewing.

Employment interviewing as we know it today is an essential process but one fraught with potential traps and legal pitfalls. Overall, it is a far-from-perfect means of selecting employees, but it the best such means available. Effective interviewing requires thorough preparation, including knowledge of how to seek out the most helpful kinds of information available, complete information about the position as it currently exists, and detailed knowledge of what kinds of questions can or cannot be asked legally. Effective interviewing also depends on the development of one's ability to seek out intangible and factual information and use all that is learned, recognizing that the well-cultivated "gut-feel" is fully as important as "facts" in evaluating an employment applicant.

Civil Rights↗
PubMedDate not supplied

Structure and process of federal funding for AD research.

This paper outlines the structure of the National Institute on Aging (NIA), the National Institutes of Health (NIH) agency that funds a majority of Alzheimer disease (AD) research, and the process of submitting a federal grant application. The multiple steps of the grant application process, both for the investigator preparing the application and the review process at NIH, are described. The importance of speaking with a program officer from an institute and incorporating reviewers' comments into grant applications to strengthen the proposal is stressed.

Aged↗
PubMed2004

The effect of applicant influence tactics on recruiter perceptions of fit and hiring recommendations: a field study.

The present study examined the effect of applicant influence-tactic use on recruiter perceptions of fit. Two tactics, ingratiation and self-promotion, were expected to have positive effects on recruiter perceptions of fit and on recruiter hiring recommendations. In addition, the authors expected recruiter fit perceptions to mediate the relationship between applicant influence tactics and recruiter hiring recommendations. Results suggested that ingratiation had a positive effect on perceived fit and recruiter hiring recommendations (and indirectly, on receipt of a job offer). In addition, perceived fit mediated the relationship between ingratiation and hiring recommendations. The effects of self-promotion on fit and hiring recommendations were generally weak and nonsignificant. Implications and directions for future research are discussed.

Adult↗
PubMed2002

Field study investigation of applicant use of influence tactics in a selection interview.

Employees often evaluate leadership potential when selecting applicants for jobs that require leadership ability (e.g., supervisors, firefighter captains). Research has shown that influencing others is an important part of being an effective leader, yet employers rarely explicitly consider applicants' use of influence tactics when evaluating applicants' leadership potential. The purpose of this study was to explore applicant use of influence tactics in an employment interview and to determine how such use relates to interview ratings. The authors observed firefighter applicants' behavior during a selection role-play interview and recorded their use of influence tactics. Results indicated that firefighter applicants used soft tactics (e.g., ingratiation, rational persuasion) significantly more frequently than they used hard tactics (e.g., pressure, coalition). Soft tactic use was positively correlated with interview ratings.

Analysis of Variance↗
PubMed1997

A comparison of the overall NRMP match results with the results for 19 specialties for senior U.S. medical students, 1996.

PURPOSE: To compare U.S. medical student Match results in 1996 for 19 categorical residency positions by specialty with those of the overall Match reported by the National Resident Matching Program (NRMP). METHOD: Data for the numbers of "active" senior U.S. student applicants (those who submitted rank lists), the numbers of U.S. seniors matched, and the numbers of unfilled positions for 19 specialties were obtained from a variety of sources. Chi-square analysis was performed to compare Match results for each independent specialty with the overall Match results. The level for statistical significant was set at p < .005. RESULTS: Eight specialties were identified as significantly more competitive than the overall Match process for both the percentage of U.S. seniors who successfully matched in that specialty and the ratio of unmatched U.S. senior applicants to unfilled categorical positions. Five specialties were identified as significantly less competitive for these two measures. Six specialties showed no significant difference in the percentages of U.S. students matching, but for three of these specialties there were more unmatched students than unfilled categorical positions. CONCLUSION: U.S. medical student Match results for categorical residency positions for different specialties vary significantly from the overall Match process. This information can be used in counseling senior medical students on their specialty selection and the residency application process.

Chi-Square Distribution↗