Role of the Employment Counselot

An association consisting of and representing professional counselors must address itself to basic issues within the profession. The issue of counselor roles in a given setting depends on a mutual interpretation between the employer and the counselor. In the past, counseling in the employment service has been subject to varied interpretation by federal, state, and local officials. President Odell of NECA appointed a committee to write a position paper on the role of the employment counselor. The committee members were Anthony Fantaci (Chairman), Robert Philbrick, Dean Call, and David Meyer. The committee has completed its work and the following position paper has been officially adopted by action of the NECA Board of Trustees. — Alan Horwitz     

Employment Security in the Year 2084

For social and cultural survival, political stability, and preserving capitalistic systems of worker motivation, access to the work force will have to be radically changed before the end of the next century.     

Accountability Systems in the Employment Service

Counseling services often culminate in various positive outcomes, many of which are difficult to adapt to a system of accountability. If counseling is to continue to develop, then it must become responsive and accountable to priorities determined by management policies. In the employment service this means how well counseling services relate to clients being placed in meaningful jobs. This article discusses the issues of accountability in the counseling profession, provides information on the basic employment service computerized data systems, and introduces two analysis and planning forms which can be used to derive meaningful data from these systems. Information from these sources will enhance budget and resource planning and evaluation of performances as well as provide other information which state and local offices can profitably use in developing a more standardized and accountable counseling program.     

What Employment Counselors Need to Know About Employment Discrimination and the Civil Rights Act of 1991

Under Title VII of the Civil Rights Act of 1964 there are two theories of liability for employment discrimination: disparate treatment and disparate impact. While disparate treatment deals with the adverse treatment of a specified employee, disparate impact deals with discrimination against a class of individuals. The Civil Rights Act of 1991 modified the law to allow plaintiffs to more readily bring a discrimination case. This article reviews the major components of the Civil Rights Act of 1964, the Civil Rights Act of 1991, and a proactive approach to using equal opportunity law in employment counseling.     

The Value of the U.S. Employment Service Automated Reporting System to Employment Counselors

This article discusses the value of the Employment Service Automated Reporting System, which assists labor market planners in employment and training agencies in developing necessary programs for reducing unemployment at the local level. It is postulated that more states should use the data from the system but be careful to avoid misleading approaches.     

The Employment Interview

In view of the continued reliance on personal interviews to select employees, the author suggests guidelines that will lead to increased validity of the interview process.     

Use of Tests in the Canadian Employment Services

This article provides an overview of the use of tests within the Canadian Employment Service. Some of the topics covered include the place of tests in the counseling service (the general context), the level of testing services provided to clients, the training provided for employment counselors, and the involvement of the employment service in test development.     

Cues to Deception in the Employment Interview

Candidates' use of deceptive impression management (IM) during the employment interview has been found to influence employment outcomes. Unfortunately, interviewers are often unable to detect when deceptive IM is used. The current study applied research on cues to deception to the employment interview context to examine which micro‐ and macro‐level behavioral cues are indicators of deceptive IM. One hundred nine individuals completed mock employment interviews. We found that interviewees who used deceptive IM exhibited restrained facial behavior (i.e., less smiling), unrestrained verbal behavior (i.e., more speaking errors, less silences), and, unexpectedly, gave off the impression of being less anxious. The results suggest that behavioral cues have promise for future efforts to increase interviewers' ability to detect deception.     

A Model of Faking Likelihood in the Employment Interview

There has been surprisingly little research on faking in the employment interview, despite the fact that professional judgment would suggest that faking might occur in the interview. Based on a review of the literature on faking in personality tests and the literature on deception, we propose a model of faking during an employment interview and develop 19 testable propositions to guide future research. We argue that faking is a function of capacity, willingness, and opportunity to fake. Structured interviews provide less opportunity for intentional distortion; however, some components of structure may actually increase faking. Finally, job candidates distort their responses in job desirable ways.     

The Validity of the Employment Interview: A Meta-Analysis

The interview is the most widely used personnel selection method, but has revealed low reliability and validity compared with other selection methods (Mayfield 1964; Ulrich and Trumbo 1965; Schmitt 1976; Arvey 1979). Thirty-one studies on the validity of the interview were meta-analyzed. The result was an average validity coefficient of .27. The estimated true validity of the interview was calculated to be .38. These values indicated that the interview has moderate validity as a personnel selection device. Six characteristics of the interview were also examined in relation to the validity of the interview: structure of the interview; number of interviewers; length of the interview; gender of the applicant pool; blue-collar/white-collar jobs; and use of college students versus job applicants. The six study characteristics accounted for 30.9% of the variance in the validity of the interview. Structure of the interview appeared to be the only characteristic that moderated the validity of the interview. The relationship of this study to other meta-analyses of the employment interview is discussed.     

新业态群体的成长与共同富裕

伴随新经济新业态的发展,一批从事新职业和灵活就业的群体异军突起,特别是其中的城市青年和进城农民工将成为扩大中等收入群体的重点人群。本文从劳动社会学、社会分层以及代际社会学等理论视角,使用全国新职业青年调查、中国社会状况综合调查等数据,考察这一群体的发展特征、存在困境以及诉求等,试图为"扩中"提出政策思路。首先是中等收入特征,骑手的收入水平显著高于从事传统行业的农民工,不同指标测算显示60%～80%的骑手属于中等收入群体;其次是不稳定特征,骑手职业的"高收入"其实是建立在"高强度""低保障"的基础上的,因而其职业发展呈现焦虑性和短期性;第三是灵活性追求,重视工作与生活、工作与家庭的平衡。理解新就业青年乃至整个青年群体的价值观和行为,是理解新兴就业群体、做好稳就业保民生工作的关键。基于实证分析,本文强调既要重视就业稳定性也要重视就业灵活性的"扩中"思路,在稳就业稳收入的同时也要适应灵活性和流动性。建议创新完善新业态劳动关系认定、健全完善社会保障机制、推进职业培训和素质培养等措施,从而切实促进新业态新就业群体的成长和发展、推进实现共同富裕的目标。     

An Empirical Review of the Employment Interview Construct Literature

The purpose of this paper is to summarize available empirical research on the association between employment interview ratings and various construct measures using a theoretical model developed as part of the study. The model posits 3 main sources of construct‐related variance in interview ratings: job‐related interview content (e.g., job knowledge), interviewee performance (e.g., impression management tactics), and personal/demographic characteristics (e.g., candidate attractiveness). Results suggest some potentially important findings, including that the mean correlation with interview ratings is twice as large for constructs related to interviewee performance as it is for constructs pertaining to job‐related interview content. Directions for future construct research are also identified. For instance, despite being central to the interpersonal make‐up of the candidates, research regarding the influence of interests, goals, and values on interview ratings is almost nonexistent.