Placement report: 1972.

Presents the 4th in a series of reports on job placements listed in American Psychological Association (APA) publications and regional conventions during 1969-1972. In 1969 there were 1,931 positions for the 1,753 applicants listed, whereas in 1972 there were 812 positions for 1,662 applicants. However, the fewer listings may reflect the amount of job advertisements placed in the APA Monitor, which was not included in the present data. During the 3-yr period there was also a recession in the demand for psychologists in college, state government, hospital, and clinical settings, with a more favorable situation for industrial psychologists. The salaries associated with the positions were slightly higher in 1972 than in 1971. The potential effects of government guidelines for the recruitment of female and minority professionals are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The psychological marketplace.

At a meeting of the Eastern Psychological Association "there were 206 applicants for 125 academic positions, 157 applicants for 467 clinical and counseling positions, and 163 applicants for 198 industrial and research positions." There are "more jobs available than there are psychologists to fill them in the total employment picture." While "the degree requirements are the lowest for the Industrial and Research area, the median starting salary is the highest. The converse is true for the academic positions." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Future funding for clinical students.

Surveyed clinical psychology training programs and internships to estimate the impact of federal budget cutbacks. For the 1973–1974 academic year, there were 20 graduate school applicants and 9 internship applicants for each funded position. Funded positions decreased 9–22% compared with the previous year. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age Requirements in Psychology.

Comments on the article, "Job Opportunities in Psychology" by William D. Wells and Sandra J. Richer. The authors failed to mention one very important requirement for employment in psychology, and that is one's age should be below 45. The author states that in discussions with applicants for employment in the psychology field, although no age limits were stated in the Employment Bulletin, younger applicants were usually given preference. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of applicant's sex and difficulty of job on evaluations of candidates for managerial positions.

To investigate the influence of sex-role stereotypes on evaluations of candidates for managerial positions, 235 male undergraduate business students evaluated job applicant forms which differed only in the male or female name given to the applicant. Findings confirm that sex-role stereotypes influence evaluations of applicants and selection decisions. Male applicants were accepted more frequently than equally qualified females, and were evaluated more favorably on general suitability, potential for long service, and potential for fitting in well in the organization. Also supported was the hypothesis that job demands have differential effects on evaluations of male and female applicants. Females were given lowest acceptance rates and poorest evaluation for "demanding" managerial positions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Characteristics of successful policemen and firemen applicants.

The Ss were 243 successful applicants for the positions of policemen and firemen who were placed on the eligibility lists for these 2 positions during 1959-62. Each was studied individually in an 8-hr. examination which included the WAIS, MMPI, EPPS, SVIB, Rorschach, 5 other instruments, and an interview. The results reveal that these successful Civil Service applicants are of high intelligence (IQ 113) and have superior personality adjustment. Interests of policemen applicants are social service in orientation, while those of firemen are primarily technical and business in orientation. The study reveals that, at least in 1 large city, fire and police departments are recruiting superior young men into their ranks. (20 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Survey on ethnic minority faculty recruitment and retention.

Summarizes responses from 209 graduate departments of psychology regarding hiring and retention of minority faculty and reasons why minority applicants may decline faculty positions. The results suggest that a more favorable atmosphere for employment of minority applicants is emerging; that a good record of research and teaching skills is a prerequisite for being hired; that for those hired, too much minority service and insufficient research activity are the most common perceived barriers to tenure; that the most common reasons given by minority applicants for rejecting an employment offer include higher salary, more preferred geographic location, and the presence of minority persons in the local community. Recommendations are provided for both minority applicants seeking faculty positions and for psychology departments wishing to attract minority applicants. (6 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managerial selection decision models: Examination of configural cue processing.

Evaluation of applicants for middle- and upper-level managerial positions and recommended starting salaries were examined in a sample of 44 male and 24 female line and staff managers. We postulated hypotheses that (a) managers would use job-relevant and job-irrelevant variables in evaluation of applicants, (b) the managers' selection decision models would involve configural cue processing, (c) managers' demographic characteristics would affect their evaluations of applicants for managerial positions, and (d) applicant sex and race would affect starting salary recommendations, after controlling for human capital variables. Subjects viewed videotaped presentations by 16 applicants and evaluated them for the job for which they were applying. Variables of applicant age, sex, race, experience, education, and level of job for which applying were manipulated. The results supported four of the five hypotheses. Job-irrelevant variables were used heavily in selection decisions, and decision models were complex, with multiple interactions among the decision cues. Subject demographic characteristics were the strongest predictors of starting salary recommendations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Examining the balance of internship supply and demand: 1999 Association of Psychology Postdoctoral and Internship Centers' match implications.

Over the past several years, students, academic program faculty, and internship training directors have become increasingly concerned about the inequity between the demand for predoctoral internship slots and the limited supply of those placements. This article presents data from the 1999 Association of Psychology Postdoctoral and Internship Centers' (APPIC) Match, along with the results of 2 studies conducted by the authors. Results indicate that the number of internship positions available in the U.S. and Canada may be nearly balanced with the number of first-time internship applicants and that the current imbalance may result, in large part, from a carryover of unplaced applicants from previous selection processes. Furthermore, approximately ? of unmatched applicants are able to find internship positions subsequent to the conclusion of the matching process, although many of these positions are in non-American Psychological Association-accredited and non-APPIC-member programs. Implications of these findings for the profession and for student applicants are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A growing bottleneck: The internship supply-demand imbalance in 2007 and its impact on psychology training.

This article provides a comprehensive analysis of the growing imbalance between the supply of predoctoral internship positions in psychology and the demand for such positions by graduate students. Data from the 2007 Match sponsored by the Association of Psychology Postdoctoral and Internship Centers (APPIC) are provided along with the results from several surveys of applicants from that year. An overview of applicant and program participation for the nine APPIC Matches that occurred between 1999 and 2007 is also provided. Implications of the increasing supply-demand imbalance for applicants, graduate and internship programs, and the profession are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job opportunities in psychology.

The jobs offered in the 1953 issues of the APA Employment Bulletin are analyzed in terms of salary, agencies offering positions, duties required, and qualifications. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Preparation of applications for academic positions in psychology.

This study reflects an analysis of recent academic job applications to assess where applicants make errors in preparing their applications for university positions. Results indicate a significant proportion of applications were incomplete, failed to address adequately the particulars of the job announcement, and were nonindividualized ("shotgun") in approach. This information was used to develop a list of guidelines for job applicants and their mentors to produce successful academic job applications. Following these guidelines should result in better applications as well as in time savings for application reviewers as shotgun applications are discouraged. Additional research is recommended about the application process, as little has been written about the process. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Influence of applicant's dress on interviewer's selection decisions.

Investigated the effect of female applicants' dress on interviewers' selection decisions for management positions by having 77 personnel administrators view videotaped interviews of 4 applicants in different costumes and make hiring recommendations for each applicant. Three-way ANOVA was used to determine the effect of costume on hiring decisions independent of the effects of person, sequence of showing, and costume?×?person interaction. Results confirm that masculinity of the female applicant's dress had a significant effect on interviewers' selection decisions. There was a positive relationship between masculinity of the applicant's costume and favorability of hiring recommendations received by the applicants. The influence of person on selection decisions also was significant. It is concluded that female applicants' clothing is an avenue for influencing the selection decision for management positions. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of interviewer-interviewee similarity on interviewer objectivity in college admissions interviews.

Examined the effects of interviewer-interviewee similarity on college admissions officers' liking for and bias toward applicants. Data were analyzed separately for 3 officers to test the degree to which the effects of interviewer-interviewee similarity were consistent across different interviewers. Results show that for 1 interviewer there was no relationship between interviewer-interviewee similarity and either liking for or bias toward applicants; for another the relationships were low positive; and for a 3rd there were strong positive relationships between similarity and interviewer favorableness toward applicants. Results call into question the generality of the proposition that similarity between interviewers and interviewees leads to favorable interviewer judgments. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Content Validity Revisited: The development of a content-oriented test of industrial reading.

Describes the procedures associated with the development of a content-oriented industrial reading test. The steps involved included (a) the definition of the content domain, (b) a survey of job-related reading found to be essential in entry level positions of selected processing plants of a large company, (c) the development of test items, and (d) the comparison of the material read to the items constructed. Initial results from the administration to the test of 454 applicants demonstrate the feasibility of the content-oriented approach for screening applicants with respect to reading. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Applicant reactions to test scores banding in entry-level and promotional contexts.

This series of field studies used a fairness framework to investigate applicant reactions to test score banding in 3 police selection contexts. Studies 1 (N?=?85) and 2 (N?=?369) involved applicants for entry-level positions, and Study 3 (N?=?39) involved applicants for promotion. Across all 3 studies, race interacted with applicants' belief that banding is associated with affirmative action to affect measures of fairness and organizational outcomes such as attractiveness and perceived employee relations. Reactions were also related to applicants' perceived outcomes as a result of banding. Results are explained in terms of self-interest and suggest that reactions to banding are largely a function of the association of banding with affirmative action. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Retesting in selection: A meta-analysis of coaching and practice effects for tests of cognitive ability.

Previous studies have indicated that as many as 25% to 50% of applicants in organizational and educational settings are retested with measures of cognitive ability. Researchers have shown that practice effects are found across measurement occasions such that scores improve when these applicants retest. In this study, the authors used meta-analysis to summarize the results of 50 studies of practice effects for tests of cognitive ability. Results from 107 samples and 134,436 participants revealed an adjusted overall effect size of .26. Moderator analyses indicated that effects were larger when practice was accompanied by test coaching and when identical forms were used. Additional research is needed to understand the impact of retesting on the validity inferences drawn from test scores. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Making the right impression: A field study of applicant impression management during job interviews.

Two issues were explored: (a) which impression management (IM) tactics applicants use during actual interviews and (b) whether there is a relationship between applicants' IM tactics and their interview outcomes. The study also examined convergence across different methods and raters when measuring IM. Postinterview survey measures were obtained from applicants and interviewers regarding applicant IM behavior during a specific interview; in addition, a subset (n?=?24) of interviews was audiotaped and analyzed for the presence of IM. Analyses revealed low to moderate convergence across methods and raters, suggesting that IM tactics may be multidimensional constructs. Across methods and raters, there was consistent evidence of greater applicant self-promotion than ingratiation. Similarly, IM tactics significantly predicted interviewers' evaluations and whether applicants later obtained site visits. Implications for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Recruiting and hiring women in STEM fields.

The number of women earning advanced degrees in science, technology, engineering, and mathematics (STEM) has increased, yet women remain underrepresented at all ranks of the academic hierarchy in these fields. To help explain this pattern, we explored mechanisms in the recruitment and hiring process at the level of the department that hinder or promote the hiring of women into tenure-track positions. Using a unique data set of the entire pool of applicants to tenure-track STEM faculty positions over a 6-year period at a large public research university, we identified strategies that universities and academic departments can use to increase women's representation in tenure-track positions, including placing greater emphasis on increasing the number of women applicants and placing advertisements in venues that specifically target women. (PsycINFO Database Record (c) 2010 APA, all rights reserved)