Job Application Forms Research Articles

RÉSUMÉ AND PORTFOLIO DESIGN IN DESIGNER PORTFOLIO COURSE RÉSUMÉ EVALUATIONS

A résumé is a way for the designer to express his or her skills and experience. A creative résumé highlights the designer's unique talents and personal style. When recruiters evaluate candidates based on their résumés, a creative résumé stands out and can strike a favorable first impression. This is an opportunity to highlight the designer's creativity and design skills. Harmonious color palettes, layouts and graphic elements demonstrate the designer's communication skills. It is essential for designers to design their résumé in an informative, easy-to-read and eye-catching way, as this document is not only a job application form but also a design product. This article aims to discuss why a designer's résumé should be creative and analyzes the résumés created by students in the Portfolio Design course conducted by the researcher. In addition, the importance of the Portfolio Design course, a course in which design students learn to use their résumés to identify their career goals and highlight their experiences and skills, is emphasized.

How voice transition and gender identity disclosure shape perceptions of trans men in the hiring process

AbstractTrans men often face discrimination in the hiring process. However, it remains unclear whether the disclosure of gender identity and perceived masculinity during transition play a role in first impressions and perceived job suitability of trans male applicants. Across two studies (N = 332), we examined how cisgender heterosexual participants perceived a transgender male candidate in terms of his masculinity and whether they judged him suitable for a stereotypically masculine job. Such judgments were first based on the candidate's voice at different stages of gender transition and, secondly, after disclosure of gender identity in the job application form. In Study 1, participants judged a trans man at the beginning of the voice transition (3 months on testosterone) or a trans man in advanced transitioning (1 year on testosterone). Study 2 involved the judgments of the same trans men at different times in the voice transition (1 week—beginning, 6 months—intermediate, and 1 year—advanced). Masculinity judgments were influenced by voice transitioning, but judgments were adjusted after his gender identity was disclosed. Disclosure created an advantage in perception of the trans man candidate as more suitable for the role, especially when he was at the beginning of the voice transition when his voice was not perceived as masculine. Findings are discussed in relation to trans men's employability and identity disclosure.

Review on the Key Features of the National Education Policy 2020 in the Context to Pre-school Education and its Expected Impact

Purpose: The New Education Policy (NEP-2020) aimed to revitalize the early childhood care and education (ECCE) program as ≈ 85 % of child’s cumulative brain proliferation occurs prior to 6 years. This initiative is made with special emphasis for socio-economically disadvantaged background communities to ensure better paradigm development of each preschooler. It will allow each child to flourish in life and enhance its skills to give better output in the future and be a useful citizen for the nation. Current digital India and Atma Nirbhar Bharat make it imperative to revitalize each member of the community with mandatory basic skills. For instance, basic financial transactions, online job application forms, electricity bills, fee payments, home shopping, and many more. The pandemic situation has amended the turmoil among the community, which again necessitates basic learning among people. India had made a remarkable stride through initiatives like “Right to Education Act” and “Sarva Shiksha Abhiyan” to ensure the maximum spread of literacy across the nation. With the current unprecedented scenario, a spurring behavior needs to be established to identify key features of NEP-2020, its role, implication, future impact and role of various stakeholders associated. The Present review aims to understand an imperative approach of NEP-2020 towards preschooler’s development and its significance for disadvantaged groups and non-literate members of the community. Design: Identifying the significance of preschool education programs and implementation strategies proposed by NEP 2020. Originality/ Value: The positive impact of NEP-2020 in the development of foundation skills of preschoolers and spread of ECCE program to each section of community to ensure well development of preschooler’s stage. Paper type: Review article.

Using machine learning to translate applicant work history into predictors of performance and turnover.

Work history information reflected in resumes and job application forms is commonly used to screen job applicants; however, there is little consensus as to how to systematically translate information about one's work-related past into predictors of future work outcomes. In this article, we apply machine learning techniques to job application form data (including previous job descriptions and stated reasons for changing jobs) to develop interpretable measures of work experience relevance, tenure history, and history of involuntary turnover, history of avoiding bad jobs, and history of approaching better jobs. We empirically examine our model on a longitudinal sample of 16,071 applicants for public school teaching positions, and predict subsequent work outcomes including student evaluations, expert observations of performance, value-added to student test scores, voluntary turnover, and involuntary turnover. We found that work experience relevance and a history of approaching better jobs were linked to positive work outcomes, whereas a history of avoiding bad jobs was associated with negative outcomes. We also quantify the extent to which our model can improve the quality of selection process above the conventional methods of assessing work history, while lowering the risk of adverse impact. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Employment integration barriers: experiences of people with disabilities

People with disabilities experience barriers in the integration phase of employment. The aim of this article was to examine the experiences of people with disabilities relating to job application forms and advertisements, interviews, confidentiality and disclosure of disability, as well as medical and psychometric testing. Qualitative data on the barriers experienced were obtained from semi-structured interviews with 72 people with differing disabilities in South Africa. Findings showed that despite progressive legislation, people with disabilities experience barriers in the integration phase of employment. To prevent barriers to employment, advertisements, application forms, interview venues and interview questions need to be accessible and appropriate for people with disabilities. In addition, the selection criteria and medical and psychometric testing used need to be appropriate and non-discriminatory. Insights from this qualitative article can assist in preventing employment integration barriers. This in turn will have an influence on human resource managers’ hiring of people with disabilities, employers’ meeting their employment equity targets, being viewed as an employer of choice who values diversity and having productive employees and a low staff turnover.

THAI LABOR REQUIREMENTS AND DEVELOPING ENGLISH COMMUNICATION SKILLS IN RANONG PROVINCE

This research aims to study the content requirements when it comes to improvement of English communication skills of Thai laborers who are preparing to enter the labor market in Ranong province, Thailand. This study is a qualitative research since the researchers have used in-depth interviews as the key research instrument and have also applied the triangulation method to check for data validity. The key informants were 20 people including the unemployed Thais and also local university students. The skills in question have been divided into four rather traditional categories: listening, speaking, reading and writing skills. The research outcomes demonstrate that firstly, most of the unemployed Thai laborers would like to improve their listening skills so that to be able to follow basic instructions and orders at work. Secondly, regarding the speaking skills, most of the informants would like to improve their job interviewing skill. Thirdly, most of Thai laborers would like to develop their reading skill, their key motivation being to read job advertisements. And also - to be able to fill in job application forms is what most of Thai laborers would like to learn. Overall, Thai workers fully admit they are having difficulties in using all four types of skills. However, our research findings also reveals that Thai workers have serious troubles with the speaking skills, mostly because of the wrong usage of English grammar.
 The authors of this study would like to recommend both public and private organizations in Ranong area to become more aware of the English communication skill problem of the local Thai workers. The results of this study should be used as a guideline in promoting and developing the programs aimed at improving English communication skills of the current and prospective Thai workers in the province in question.

Method and Practice of Job Application Form Writing -Focusing on the Issues in Writing a Self-Introduction Letter and A Solution Plan-

이 연구는 저학년 학생을 대상으로 진행되고 있는 경북대학교의 자기소개서 쓰기 교육의 실제를 살피고, 이를 통해 글쓰기 강좌 운영의 문제 점과 그 대안을 제시하고자 하였다. 경북대학교의 글쓰기 교육은 글쓰기의 수련으로 귀결되고 있어 취업에 대한 인식의 전환과 취업 가능성의 제고라는 자기소개서 쓰기의 도입 취지가 제대로 구현되지 못하고 있다. 그리고 이러한 양상은 대부분의 대학에서 거의 동일하다. 따라서 자기소개서 쓰기 교육은 저학년 학생들을 대상으로 자기소개서와 이력서를 포함한 입사지원서 쓰기로 교육되어야 하며, 교육의 과정에서 교수자의 평가나 피드백이 제공될 필요가 있다. 이력서와 자기소개서를 함께 교육하는 입사지원서 쓰기 교육 모형은 교육 준비 과정, 교육 과정, 피드백 과정으로 구분할 수 있다. 교육준비 과정은 커리어 로드맵 작성과 입사지원서 쓰기로, 교육 과정은 입사지원서 쓰기 교육과 입사지원서 발표로, 피드백 과정은 입사지원서 수정 교육과 커리어 로드맵 수정 작성으로 각각 구분할 수 있다. 입사지원서 쓰기 수업모형은 대학교 저학년을 대상으로 취업에 대한 인식의 전환과 취업 가능성의 제고라는 자기소개서 쓰기의 도입 목적을 구체화할 수 있다. 이 모형을 적용한 강좌에서 교수자는 피드백을 통해 학생들이 올바른 방향으로 커리어 로드맵을 설정하고 이를 실천할 수 있도록 적극적으로 지도하여야 한다. 그리고 학생의 학부 및 대학원에서의 전공과 취업을 희망하는 분야, 기업, 부서 등이 입사지원서에서 일관성 있게 기술되어 있는가를 살피고, 이러한 일관성이 높을 때 전문성을 인정받을 수 있으며 취업의 가능성이 높아진다는 점을 학생들에게 명확히 인식시켜야 할 것이다.This study investigates the teaching of self-introduction letter writing to junior undergraduates at Kyungpook National University, and presents the shortcomings in writing teaching and solutions to overcome these. The teaching of writing at Kyungpook National University consists in practicing writing; thus, the initiation of self-introduction letter writing, which aims at changing the perception of employment and increasing the chance of employment, has not been properly implemented. In that sense, junior undergraduates need to be taught how to write self-introduction letters and résumés for job application and in that process, teachers should provide students with evaluation and feedback. The teaching blueprint for résumé and self-introduction letter writing can be divided into three stages: 1) the preparation stage, 2) the teaching stage, and 3) the feedback stage. The course preparation consists in drawing up a career road map and job application documents (résumé and letter). During the teaching stage, students are taught how to write job application documents and made to give a presentation of their work. In the feedback stage, students receive corrections of their job application documents and career road maps. The teaching blueprint for job application writing concretizes the objective of introducing junior undergraduate students to self-introduction letter writing, so as to change their perception of employment and increase their chances of employment. When applying this teaching model, teachers need to supervise actively students by giving feedbacks so that they successfully draw up their career road maps and put them into practice. In addition, teachers should examine whether the students’ undergraduate and postgraduate specializations as described in their application forms are consistent with the respective fields, companies, and departments that they wish to work in, in order to make them aware that such consistency contributes to the recognition of their professionalism and the possibility of getting employed.

On the Employment of Persons With Mental Health Issues.

More andmore, I am hearing that people with mental health issues aspire to work in the professional sector, possibly as a manager, an executive, or a technician. Many are not interested in more mundane work, such as data entry. Yet, for various reasons, finding work as a professional is difficult for people with mental health problems, especially if they have recently been discharged from a psychiatric hospitalization.

Applicant Screening Practices at Korean Firms

Most Korean employers screen job applicants’ personal backgrounds extensively. Because this screening includes applicants’ protected characteristics including gender, and is not directly related to job requirements, the practice may lead to discrimination and inefficiency in recruitment. This study surveys firms’ screening practices, their aims, and their rationalization vis-a-vis discrimination laws. Interviews with personnel officers of fifteen firms reveal that employers vary in their familiarity with discrimination laws, in the importance they attribute to job application forms, in the frequency with which they update them, and in their justification for intrusive questions on application forms. Employers familiar with discrimination laws ask fewer personal questions, and downplay the importance of personal questions in recruitment. Frequency of updating of application forms reflects inversely the inertia in the firms’ responding to market conditions and laws. Firms asking more personal questions employ fewer women, but appear no more prosperous or successful at selecting dedicated workers. Human resource departments should calibrate their screening practices more carefully and frequently, to align them with their underlying objectives and with social aims. Regulators should create an environment conducive to these efforts.

A Hierarchical Process of Applicant Screening by Korean Employers

Korean employers screen job applicants’ detailed personal backgrounds with the intent to discriminate among them. This study develops a statistical model of employers’ problem in recruiting, and identifies a hierarchical process whereby employers screen applicants’ personal characteristics in the diminishing order of their incremental predictive power or increasing order of their cost. Recognizing that benefit of marginal screening depends on information obtained through inframarginal screening, this study evaluates different elements of screening jointly using conditional count-variable and probability models, in a sample of job application forms of 365 firms. Firms are found to screen applicants systematically, according to the information content versus intrusiveness of marginal factors screened—from applicants’ appearance, through lifestyle and background, to detailed health and financial status. Companies’ working conditions, labor costs and labor-organization rate help explain the extent of companies’ screening. Working hours and mandatory compensation in the relevant market are associated positively, and bonuses and discretionary benefits negatively with the extent of screening, agreeing with theoretical predictions. Worker unionization is associated positively with screening, suggesting that unions may be protecting their membership at the cost of harming non-members and propping up firms’ traditional practices. Results for the occurrence of individual screening questions are also reported.

Uncertainty about Job Applicants, and Applicant Screening by Korean Employers

Korean employers screen job applicants’ detailed personal backgrounds with the intent to discriminate among them. This study develops a statistical model of employers’ problem in recruiting, and identifies a hierarchical process whereby employers screen applicants’ personal characteristics in the diminishing order of their incremental predictive power or increasing order of their cost. Recognizing that benefit of marginal screening depends on information obtained through inframarginal screening, this study evaluates different elements of screening jointly using conditional count-variable and probability models, in a sample of job application forms of 365 firms. Firms are found to screen applicants systematically, according to the information content versus intrusiveness of marginal factors screened – from applicants’ appearance, through lifestyle and background, to detailed health and financial status. Companies’ working conditions, labor costs and labor-organization rate help explain the extent of companies’ screening. Working hours and mandatory compensation in the relevant market are associated positively, and bonuses and discretionary benefits negatively with the extent of screening, agreeing with theoretical predictions. Worker unionization is associated positively with screening, suggesting that unions may be protecting their membership at the cost of harming non-members and propping up firms’ traditional practices. Results for the occurrence of individual screening questions are also reported.

Applicant Screening Practices at Korean Firms: Evidence from Personal Interviews of Human Resource Officers

Most Korean employers screen extensively job applicants’ personal backgrounds. Because this includes applicants’ protected characteristics, and is not directly related to job requirements, the practice may yield discrimination and inefficiency in recruitment. This study surveys companies’ screening practices, their aims, and their rationalization vis-a-vis antidiscrimination laws. Interviews with personnel officers of fifteen companies reveal that employers vary in their familiarity with antidiscrimination laws, in the importance they attribute to job application forms, in the frequency with which they update them, and in their justification for intrusive questions on application forms. Employers familiar with laws ask fewer personal questions, and downplay the importance of personal questions in recruitment. Frequency of updating of application forms indicates inertia in firms’ responding to market conditions and laws. Firms asking more personal questions employ fewer women, but appear no more prosperous or successful at selecting dedicated workers. Human resource departments should calibrate their screening practices more carefully and frequently, to align them with their underlying objectives and with social aims. Regulators should create environment conducive to these efforts.

Training Employment Acquisition Skills for Adolescents with a Substance Abuse History

Obtaining paid employment is beneficial for youth during and following treatment for substance abuse. A training program for acquiring employment was implemented at a residential drug and alcohol rehabilitation facility for nine residents who were near to completing the program. Data are presented from three residents with the most complete data sets. Skills training was provided for completing biographic information on job application forms, job searching by telephone and in person, and job interviews. The training process included behavioral procedures of providing instructions, modeling, role‐play, and feedback. Improvements were demonstrated across all behaviors and participants after the training and generalized to real community materials and settings. All participants who remained in treatment also gained real work experience opportunities or regular paid employment. Copyright © 2011 John Wiley & Sons, Ltd.

Science–Practice Gap in e‐Recruitment

We conducted a content analysis of online job application forms used by companies listed on the Spanish Stock Exchange (i.e., Bolsa de Madrid). We collected data from 76 companies in 2005 and then again for 66 of these companies in 2009. We coded the type of information required on the application forms based on 24 categories related to potential illegal discrimination and personnel selection social context issues (i.e., fairness, intrusiveness, and privacy). Results indicated that the relative frequency of the 24 information categories has remained stable from 2005 to 2009. Moreover, averaging 2005 and 2009 results, a large percentage of companies require information that can be used for illegal discrimination and can be perceived as unfair, intrusive, and invasive of applicants' privacy such as age or date of birth (87%), nationality (61%), marital status (48%), place of birth (57%), passport number (47%), a photograph (23%), and number of children (11%). Our results document a science–practice gap in e‐recruitment because scholarly research suggests that requesting these types of information leads to negative applicant reactions ranging from negative perceptions and emotions to actually initiating legal action against the recruiting firm. Our results also point to e‐recruitment as an area that could be targeted as a good collaboration topic between scientists and practitioners because the resulting research has the potential to make important contributions toward bridging the science–practice gap.

Effect of computer-based instruction on students' self-perception and functional task performance

Purpose. This study was designed to investigate the effects of computer-based instruction (CBI) on the academic self-perception and functional ability of high school students with learning difficulties.Method. Fifty high school students were assigned to one of two groups: (1) CBI or (2) a regular English language arts classroom, the comparison group. Students in the CBI group used the assistive reading software, Kurzweil 3000 (K-3000), intensively for 10 weeks. This specific CBI tool provides reading and auditory presentation of text and study-skills tools. Before and after the intervention period, standardised measurements such as self-perception profile for learning disabled students (SPPLD), the self-perception profile for adolescents and self-developed questionnaires such as a job application form were used to probe students' academic self-perception and functional task performance.Results. Repeated measure analyses of SPPLD revealed that the CBI group made more progress than comparison group on the reading competence subscale and general competence subscale. Repeated measure analyses of the job application form demonstrated similar results that the CBI group made more progress in filling out the education information section and the work experience information section.Conclusion. The results suggest that the K-3000 software program improves academic self-perception and functional task performance of high school students with learning difficulties.

Winning formula

Jane Redfern Jones offers some helpful tips on completing a job application form

Winning formula

Jane Redfern Jones offers some helpful tips on completing a job application form

Enhancing the Career Exploration and Job-Seeking Skills of Secondary Students with Disabilities

This study examined student outcomes from a career exploration and job-seeking skills instructional program designed and validated for use in special education programs in secondary education settings. Instruction was designed to address specific behaviors associated with (a) career exploration (vocational self-awareness, vocational decision-making confidence, and career decisiveness) and (b) job-seeking (completing job application forms and performing in a job interview). A state special education department, a university rehabilitation research and training center, and special education programs from two school districts coordinated resources to develop and evaluate the instructional program. Study results provide support for utilization of the program with secondary students with disabilities. Experimental group students demonstrated better vocational decision-making confidence and career decisiveness, and performed better completing a job application and in a simulated employment interview.

Get that job – form filling and CV preparation

Discusses the design of job application forms, why they exist, and what they are designed to do. Offers a number of hints on filling in application forms, before turning to CVs and suggesting what should and should not be included on a CV. Concludes that the “perfect” CV does not exist, but that it should be as up to date and concise as possible.

Developing a safe job application form

Employment Relations TodayVolume 15, Issue 4 p. 321-333 Article Developing a safe job application form James G. Frierson, James G. Frierson James G. Frierson: , is professor of management, Department of Management and Marketing, East Tennessee State University. James P. Jolly is an assistant professor of management at Idaho State University.Search for more papers by this authorJames P. Jolly, James P. Jolly James G. Frierson: , is professor of management, Department of Management and Marketing, East Tennessee State University. James P. Jolly is an assistant professor of management at Idaho State University.Search for more papers by this author James G. Frierson, James G. Frierson James G. Frierson: , is professor of management, Department of Management and Marketing, East Tennessee State University. James P. Jolly is an assistant professor of management at Idaho State University.Search for more papers by this authorJames P. Jolly, James P. Jolly James G. Frierson: , is professor of management, Department of Management and Marketing, East Tennessee State University. James P. Jolly is an assistant professor of management at Idaho State University.Search for more papers by this author First published: Winter 1988 https://doi.org/10.1002/ert.3910150410 AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat Volume15, Issue4Winter 1988Pages 321-333 RelatedInformation