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PubMedDate not supplied

Interviewing job applicants for a staff opening.

It can be very challenging to identify a potentially strong employee for your practice based upon a resume or written application alone. That is why a well-structured and carefully prepared interview is such an important part of the recruitment process. However, many interviewers have vague interview goals or do not know how to make their limited time with the applicant count. This article describes the key ingredients for a successful interview and offers practical tips for interview preparation. Sample interview questions, legal considerations, and interview follow-up tips are offered, as well as practical advice about involving members of your staff in the interview process.

Guidelines as Topic↗
PubMed1992

Training and proficiency in the medical review of job applicant drug screens.

A survey was performed to examine the proficiency of urine drug screen medical review officers (MROs) and the effect of training upon their performance. One hundred thirty-nine attendees of the ACOEM basic MRO training course, and 82 attendees of the advanced course completed both pre- and postcourse surveys. The questionnaires included 10 vignettes with positive analytical results; of which only half should be reported as positive to management. The mean number of correct responses among the 10 cases presented were: basic pre-test--4.91; basic post-test--7.45; advanced pre-test--6.68; advanced post-test--7.33. Differences between all four groups were significant (P < .001 to P = .003), except for the basic post-test versus the advanced post-test, for which there was no significant difference. It is concluded that 1) inadequate knowledge and skill in the medical review of drug screens may contribute to errors in reports to management, 2) physician's performance can be improved with training, and 3) certification of MROs in both the private and public sectors should be considered.

Clinical Competence↗
PubMed2005

Pesticide exposures in professional turf applicators, job titles, and tasks performed: implications of exposure measurement error for epidemiologic study design and interpretation of results.

BACKGROUND: Little information on the validity of job title and task classifications, for the prediction of pesticide use or exposure, is available. METHODS: Job titles and task classifications were evaluated in relation to the absorbed dose of herbicides in 98 professional turf applicators. Self-reported use over a 1-week period and other proxies of pesticide use were compared with employer records. RESULTS: Job titles and tasks performed explained (R(2)) 11% and 16% of the variation in dose, respectively. Individuals who sprayed pesticides only, had the highest average doses in the study followed by those spraying and mixing, and those mixing only. The use of 2,4-D products by individual workers over a work season was not related to standardized measures of the amount purchased or used at the company. CONCLUSIONS: These findings suggest that job titles and tasks performed are poor proxies of pesticide use and exposures in professional turf applicators.

Agriculture↗
PubMedDate not supplied

[The disabled worker. The course of job demands from September 1992 to September 1993 . Main characteristics of job applicants during the third trimester of 1993] trimester].

Official data show that among those who are seeking a job in France, 75,000 are disabled. Most of them have had a work accident. The period devoted to seeking a job is much longer as concerns the disabled: 723 days as compared to the average in all the French population (364 days). The disabled workers are mostly unskilled and this adds to their difficulties.

Accidents, Occupational↗
PubMed1998

Age stereotyping at work: the role of rater and contextual factors on evaluations of job applicants.

Using refinements of hypotheses by L. M. Finkelstein, M. J. Burke, and N. S. Raju (1995), the authors examined the effects of rater age, age salience, and job-relevant information on 324 managers' ratings of an older or a younger hypothetical applicant's interpersonal skills, economic worth, and likelihood of being interviewed. They hypothesized that age identity would interact with age salience to produce ingroup biases that would lead raters to favor workers from their own age groups. There was a main effect of target age on all dependent variables, with the strongest effects on the ratings of economic worth: The participants rated the older target as less economically beneficial than the younger target. When age was highly salient and when the raters identified psychologically with their age groups, older raters actually disfavored older workers in ratings of economic worth. The authors also discuss directions of future research into the roles of the target's economic worth and the rater's age identity in age stereotyping and age discrimination in employment decisions.

Adult↗