A Follow-up Study of Counseling Effectiveness in Placement Outcomes—Data for Fiscal Years 1973 and 1976

A comparison was made of data from fiscal years 1973 and 1976 to determine if the findings of a study made in 1973 were true also in 1976. Basic findings of the 1973 study were “Your chances of being placed on a job by the Employment Service in Utah are greater if you receive assistance from counseling”; “The chances are even greater when you have more than one counseling interview”; “Personalizing the services seems to be the key to being placed on a job.” Other findings of the 1973 study regarding applicant characteristics often considered barriers to placement were not treated in the present study because of difficulties in obtaining the information from fiscal 1976 records. Results of the current study of 1976 data indicate: Although the advantage in favor of counseled applicants being placed was somewhat less in fiscal year 1976 than in fiscal 1973, counseled applicants' percentage-of-placement rate was still higher than that for all applicants in general, and increased numbers of counseling interviews did seem to have a positive effect on the placement rates of counseled applicants but at a slower rate than was found for fiscal 1973. In the current study an additional factor—renewals—was investigated to determine if higher placement rates accompanied higher numbers of renewals. The findings were positive but deemed inconclusive. Since renewals indicate repeated use of the service, they can be considered to be another measure of the effect of satisfactory service, like placement, rather than a cause of increased placement rates. This additional investigation did determine, however, that at all levels of renewal (except no renewal) the placement rate of counseled applicants was significantly higher than the placement rate of applicants who did not receive counseling.     

Placement Outcomes Of Counseled Applicants

Several questions were investigated regarding the placement rates of counseled and uncounseled employment security applicants. A random sample of 221 inactive application cards was drawn from 12 employment security district offices. Comparisons were made between the counseled and uncounseled groups. It was found that counseled applicants typically had more employability barriers than did those who had not received counseling. Regardless of that fact, the placement rate of counseled applicants was almost twice that of the uncounseled. In general, as the number of counseling interviews increased there was a corresponding increase in the placement rate. This relationship was consistent with a variety of applicant groups.     

Placement Counseling: Focus on the Community College

Because of the vocational emphasis in the two-year college, placement is even more important here than in other institutions. Statistics accentuate the employment needs of two-year college students during their attendance at college and after graduation. Despite the needs, placement services have not been adequately developed. Counseling needs in the two-year colleges are varied and complex. There is a need for career counseling, counseling for career flexibility, preparing for the job interview and how to keep a job, follow-up, counseling and developing opportunities for minorities as well as concern with handicapped, veterans, and marginal students. Community awareness and participation is essential. To accomplish this, an adequate, well-prepared staff is required.     

A Model Program for Counseling and Placement of Offenders

This article describes the Maryland Comprehensive Offender Model Program (COMIP), designed to deliver manpower services to offenders while they are incarcerated and until they are placed in training or employment. Counseling was based on the Reality Therapy model with a high structured format for group sessions. The GATB and NATB were used for vocational planning; Holland's Self-Directed Search was the most effective interest instrument. Supportive services were minimal and consisted mainly of arranging housing and temporary public assistance grants. Over half of the placements stemmed from individual job development and this resulted in a placement rate higher than that usually achieved with applicants who do not have multiple barriers to employment.     

Introduction—Accountability or A-ccount-ability?

Guest Editors Larry Ellis and William Prochnow introduce this special issue of JEC by raising questions and issues of accountability that affect all professionals in employment counseling. Past accountability definitions hare been narrowly defined using accomplishmen/cost approaches. The Manpower Administration has attempted to use this approach in the provision of and justification for counseling services. Positive outcome data have been obtained for counseled applicants, but the counseling function is still being questioned. This article proposes expanding the concept of counselor accountability and introduces a multi-approach to accountability.     

Vocational Services for Older Adults or “I Want to Work,But …”

The need for counseling and guidance services for the older job seeker has been stated and described in employment and counseling literature. This article describes one program designed to meet that need through 12-hour job readiness workshops, mini-workshops, and an employment information showcase.     

An Examination of Placement Services Available to Job Seekers: A Review of Laypersons' Literature

This article reviews some of the traditional services (public agencies, college placement offices, private employment agencies, executive search firms, and executive counseling) used by job seekers to find work, as described in some of the literature often read by laypersons.     

Counseling “Unhappy People” Can Ruin You in the Ratings

This study of 340 job applicants in North Carolina examined the relationship between unhappiness with job counseling services and unhappiness with life in general.     

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.     

Careers for Women In Accounting

Progress is being made in improving employers' attitudes toward women accountants. A few years ago, most organizations did not actively recruit women accountants. Recently, however, accounting firms have become aware of the increasing number of women accounting graduates and are sending women recruiters to college campuses to recruit prospective women applicants. To analyze the progress in employment opportunities available to women during the past five years, a follow-up of a survey was conducted. Chi-square contingency tests were used to analyze some of the results. The survey showed that most accounting firms are either actively trying to solve the problem of discrimination or are at least interested in seeking solutions. Some companies indicated that they would hire more women college graduates if they were qualified accountants. Women need better career planning and counseling. They should be encouraged to study job market forecasts in view of their personal abilities and goals. Many women either have not been aware of job opportunities in accounting or have been interested in the field but discouraged by the attitudes of parents, professors, or guidance counselors, or overt discrimination by employers. In the past, such attitudes may have caused many capable women to select the more traditional “feminine” professions instead.     

医疗机构心理咨询与心理治疗开展情况及对策

为了全面了解医疗机构心理咨询与心理治疗工作的普及与开展情况,对江苏省医疗机构进行了抽样调查.结果显示医疗机构普遍开展了心理咨询与心理治疗,但地区及医院性质等发展不平衡;多数心理咨询机构没有设立专门的部门和科室;从业人员以兼职为主,且缺乏充分的系统培训.对医疗机构心理咨询与心理治疗的发展提出了建议.     

Employment Interviews: How Critical

In order to determine the relationship between selected characteristics and behaviors of applicants for employment and the outcome of their interviews, interviewer ratings of 398 registrants of a university placement office were analyzed. Factor analysis suggested that applicants were rated on two dimensions: their behavior during the interview and their credentials. The importance of the candidate's general impression on the interviewer is noted, and the need for applicants to be aware that credentials and interview behavior alone do not ensure employment is stressed.     

The effect of applicant age,job level,and accountability on the evaluation of job applicants

Simulated videotaped employment interviews were utilized in assessing the effect of accountability on the evaluation of job applicants. One hundred-twenty undergraduates majoring in business and personnel related areas were informed that they would be participating in the pilot-testing of a new employee placement technique. The age of the job applicants (25, 40, or 55 years), the position for which they were being considered (assistant director or director), and the degree to which subjects were made to feel accountable for their evaluation of the applicant (low or high accountability) were manipulated, resulting in a 3 × 2 × 2 between-subjects design. Increasing subjects' accountability produced more positive evaluations for the 40- and 55-year-old applicants. The implications of the results and suggestions for future research are discussed.     

EFFECT OF SUPPORTED EMPLOYMENT ON THE VOCATIONAL OUTCOMES OF PERSONS WITH TRAUMATIC BRAIN INJURY

This paper reports the job placement of 5 males with severe traumatic brain injury. An individual placement model of supported employment was used. All individuals were placed in competitive employment and received staggered intervention over time by trained employment specialists. A multiple baseline design across persons was used to evaluate results. All individuals had been unable to work consistently or at all in competitive work environments. The range of wages was $4.25 to $5.00 per hour with an average of 339 hours of employment specialist intervention time required per case. The major problems experienced by employment specialists were insubordinate and disruptive behaviors as well as other inappropriate social behaviors displayed at the job site.     

Roles of Genetic Counselors in South Africa

Genetic counseling is a growing health profession in South Africa. Training (set up in 1988) and registration are in place, but job creation remains challenging. The aim of the present study was to investigate the roles played by genetic counselors in the provision of genetic services, in South Africa. A questionnaire comprising items on the types of roles they performed was constructed and counselors were asked to make the log-books, in which they recorded their daily counseling activities, available. A check list was drawn up so that relevant information could be collected systematically from these log-books. Then departmental statistics were accessed from the two universities providing genetic services and genetic counselor training. Structured interviews were conducted with the genetic counselors (16 of 23 participated), and data were collected from their completed questionnaires, log-books and the departmental statistics, for the years 2007 and 2008. These data were analyzed and the findings showed that the counselors counseled about one third (39 %) of all the cases seen at genetic clinics per annum, and the total numbers were increasing. They counseled for 57 different genetic disorders, and their clients represented the range of local ethnic groups. They also had educational, research, marketing and administrative roles. They expected to expand these roles and advance the profession in future. Genetic counselors are versatile, playing several significant roles. As these become better recognized, demand for their services should increase, jobs should be created and the service expanded.     

Factors Affecting Employer Preference for Female Managerial Applicants

This study examines aspects of job interview behavior that influence employer preference for a female applicant for a managerial position in the human service field. The authors used an analogue methodology simulating videotaped job interview vignettes to present a female applicant exhibiting varying leadership and personality styles, ranging from a “warm” cooperative style to a “cold” task-oriented style. Employers in the human services field rated their preference for the simulated applicants. There were significant differences in preference for the various types of applicants; the most preferred were those who combined warmth with goal-oriented leadership skills.     

Forewarned is forearmed: Potential between and within sex discrimination

Effects of sex and concern for equal employment opportunity on responses to mailed job applicant resumes were examined. Applicant sex and concern for equal employment opportunity were systematically varied to yield four different resumes for two functionally equivalent applicants. One of the four resumes of the applicants was sent to 200 corporations. Sex of the applicant was identified using a female name and initials (neutral designation). Interest in equal employment opportunity was manipulated using a thesis title involving sex discrimination and no thesis reported. Results indicated that both the number of replies and number of positive responses were influenced by the interaction of an applicant's sex and interest in sex discrimination.     

Feminism: Implications for Employment Counselors

Although the feminist movement has expanded job opportunities for women, there are many psychological and cultural barriers that prevent many women job seekers from taking advantage of these opportunities. A review of the recent literature on the counseling needs of women points out the role conflicts, cultural hostility, and institutional bias that keep some women out of the labor market and cause job-seeking and job adjustment problems for others. Awareness of these factors on the part of employment counselors will aid the smooth transition from home to career for women applicants.     

Selecting Job-Content Versus Job-Context Information: A Field Study of the Roles of Need for Closure and Prior Preferences

A field study was conducted in a job-interview setting among female secretarial job applicants with previously expressed preferences for receiving information either about job content or about job context. The results showed that (a) under high as opposed to low need for closure, job applicants requested more job information, whether for job content or job context; (b) across experimental conditions, subjects preferred job-context information; (c) high need for closure selectively reduced the job-context information requested by applicants who had expressed a preference for job-content characteristics as compared with subjects who had expressed a preference for job-context characteristics, but it did not reduce the need for job-content information of applicants with a job-context preference; and (d) under high need for closure, job applicants who had previously expressed a preference for job-content characteristics did, in fact, perceive job-content information as more important than job-context information, and subjects who had expressed a preference for job-context type of characteristics perceived job-context characteristics as more important.