EXPERIENCED HIRING VERSUS COLLEGE RECRUITING: PRACTICES AND EMERGING TRENDS

Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced-versus-college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open-mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short-term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers.     

Meaningful pastoral intimacy

Closeness, warmth, perhaps touching, and some understanding are characteristic of interpersonal relationships. However, there are dangers of intrusion and insensitivity when persons invite pastors to become intimate. Superficial and false intimacy may substitute for closeness. Pastoral care should transcend the primitive holy man role, which is cold because the holy is desexualized. Intimacy is a closeness between persons in areas we tend to guard as personal.He is the author ofThe Power to Bless andRaise the Dead.     

Effects of aerobic exercise training, age, and physical fitness on memory-search performance

We investigated the effects of exercise training on memory performance. One group of 13 men (M = 42.92 years of age) participated in supervised aerobic exercise (jogging) three times a week for 12 weeks. A second group of 15 men (M = 43.67 years of age) performed anaerobic exercise (strength training) for the same period of time. Subjects' reaction time (RT) performance in a memory-search task was assessed both before (Time 1) and after (Time 2) the 12 weeks of exercise training. Results indicated that there was no significant change in memory-search performance over time as a function of exercise training. Analyses of the Time 2 RTs demonstrated that aspects of memory-search performance were related significantly both to subjects' initial (Time 1) level of fitness and to age, but not to the amount of change in fitness associated with aerobic exercise training over this 12-week duration in this age group.     

Amount and duration of attentional demands during visual search

Previous research has suggested that, in visual-search tasks, the comparison between target and display items does not require attentional capacity. In the present experiment we used a secondary-task paradigm to distinguish the amount and duration of the attentional demands of visual search. The subjects performed visual search (the primary task) and tone detection (the secondary task) concurrently over the course of five experimental sessions (1,440 trials). For each subject, target-response mapping was either consistent or varied for Days 1-5. The results indicate that the amount of attentional demand, as reflected in secondary-task performance, increased as a function of display size in the search task. Switching from consistent to varied mapping in a sixth experimental session increased both the amount and the duration of the attentional demands of the search. The present results support models of visual-search performance in which the comparison of target and display items requires attentional capacity.     

THE NEW UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES IN THE CONTEXT OF UNIVERSITY PERSONNEL DECISIONS

The new Uniform Guidelines on Employee Selection Procedures are considered in a context of university employment decisions. The use of student evaluations as valid criteria for faculty personnel decisions such as hiring, retention, tenure, promotion, or salary increases is examined. Standards of validity contained in the Guidelines are probably not being met with regard to most student rating forms currently used. Recommendations are made regarding use of student and administrators' ratings as criteria for personnel decisions. The need for studies on contaminating sources of variance in ratings is emphasized.     

The sound of enemies and friends in the neighborhood

Previous studies (e.g., Pecher, Zeelenberg, & Wagenmakers, 2005) found that semantic classification performance is better for target words with orthographic neighbors that are mostly from the same semantic class (e.g., living) compared to target words with orthographic neighbors that are mostly from the opposite semantic class (e.g., nonliving). In the present study we investigated the contribution of phonology to orthographic neighborhood effects by comparing effects of phonologically congruent orthographic neighbors (book-hook) to phonologically incongruent orthographic neighbors (sand-wand). The prior presentation of a semantically congruent word produced larger effects on subsequent animacy decisions when the previously presented word was a phonologically congruent neighbor than when it was a phonologically incongruent neighbor. In a second experiment, performance differences between target words with versus without semantically congruent orthographic neighbors were larger if the orthographic neighbors were also phonologically congruent. These results support models of visual word recognition that assume an important role for phonology in cascaded access to meaning.