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Journal articles on the topic 'Employment interviewing'

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Published: 4 June 2021

Last updated: 3 March 2023

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1

RALSTON, STEVEN M., and W. RAY THOMASON. "Employment Interviewing and Postbureaucracy." Journal of Business and Technical Communication 11, no. 1 (January 1997): 83–94. http://dx.doi.org/10.1177/1050651997011001006.

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2

Ralston, S. Michael. "I Teaching Effective Employment Interviewing." Bulletin of the Association for Business Communication 51, no. 4 (December 1988): 32–33. http://dx.doi.org/10.1177/108056998805100408.

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3

Kirkwood, William G., and Steven M. Ralston. "Ethics and teaching employment interviewing." Communication Education 45, no. 2 (April 1996): 167–79. http://dx.doi.org/10.1080/03634529609379045.

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4

RALSTON, STEVEN M. "Teaching Interviewees Employment Interviewing Skills." Journal of Business and Technical Communication 9, no. 3 (July 1995): 362–69. http://dx.doi.org/10.1177/1050651995009003005.

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5

Britt, Eileen, Roxanne Sawatzky, and Kevin Swibaker. "Motivational Interviewing to Promote Employment." Journal of Employment Counseling 55, no. 4 (December 2018): 176–89. http://dx.doi.org/10.1002/joec.12097.

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6

Kerr, Daryl L. "Employment Interviewing: a Job Search Course." Bulletin of the Association for Business Communication 55, no. 2 (June 1992): 5–7. http://dx.doi.org/10.1177/108056999205500202.

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7

Ralston, Steven M., and William G. Kirkwood. "Overcoming managerial bias in employment interviewing." Journal of Applied Communication Research 23, no. 1 (February 1995): 75–92. http://dx.doi.org/10.1080/00909889509365415.

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8

Hutchins, Margaret P., and Adelle Renzaglia. "Interviewing Families for Effective Transition to Employment." TEACHING Exceptional Children 30, no. 4 (March 1998): 72–78. http://dx.doi.org/10.1177/004005999803000415.

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9

Smith, Matthew J., Kari Sherwood, Shannon Blajeski, Brittany Ross, Justin D. Smith, Neil Jordan, Leann Dawalt, Lauren Bishop, and Marc S. Atkins. "Job Interview and Vocational Outcomes Among Transition-Age Youth Receiving Special Education Pre-Employment Transition Services." Intellectual and Developmental Disabilities 59, no. 5 (September 22, 2021): 405–21. http://dx.doi.org/10.1352/1934-9556-59.5.405.

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Abstract Vocational outcomes among transition-age youth receiving special education services are critically poor and have only incrementally improved since the implementation of the Workforce Innovation Opportunity Act. Few studies highlight whether interviewing may be critical to obtaining vocational outcomes such as competitive employment or internships. This study evaluated vocational interviewing and outcomes among 656 transition-age youth receiving special education pre-employment transition services from 47 schools. Results suggest 20.8% of these youth were currently employed, and 88.8% of these employed youth interviewed prior to obtaining their job, which is higher than anecdotal evidence suggests and speaks to the importance of job interview skills as an intervention target for special education pre-employment transition services. We discuss the implications and directions for further study.

10

McDowell, Earl E. "A Survey of Employment Interviewing Practices for Technical Writing Positions." Journal of Technical Writing and Communication 22, no. 3 (July 1992): 273–79. http://dx.doi.org/10.2190/nfnh-w68y-bj5g-w5uq.

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This article focuses on recruiters' perceptions of technical writers in terms of what information should be included in cover letters and resumes, as well as the roles of interviewees and interviewers in the employment interview. The results reveal that 1) the interviewee should include information in the cover letter that is not in the resume, that 2) employment history and educational background are the most important parts of the resume, that 3) communication skills, credibility, maturity and work experience are the most important dimensions of the interviewee, and that 4) the interviewer should present an overview of the position, job description, and short-and-long range department goals. Other results are discussed in the article.

11

Kinser, A. E. "Gendered Performances in Employment Interviewing: Interpreting and Designing Communication Research." Journal of Business Communication 39, no. 2 (April 1, 2002): 245–56. http://dx.doi.org/10.1177/002194360203900205.

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12

Foster, Charles, and Lynn Godkin. "Employment Selection in Health Care: The Case for Structured Interviewing." Health Care Management Review 23, no. 1 (1998): 46–51. http://dx.doi.org/10.1097/00004010-199801000-00006.

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13

Lynn, P., and E. Sala. "Measuring Change in Employment Characteristics: The Effects of Dependent Interviewing." International Journal of Public Opinion Research 18, no. 4 (November 28, 2005): 500–509. http://dx.doi.org/10.1093/ijpor/edl013.

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14

CAMPION, MICHAEL A., ELLIOTT D. PURSELL, and BARBARA K. BROWN. "STRUCTURED INTERVIEWING: RAISING THE PSYCHOMETRIC PROPERTIES OF THE EMPLOYMENT INTERVIEW." Personnel Psychology 41, no. 1 (March 1988): 25–42. http://dx.doi.org/10.1111/j.1744-6570.1988.tb00630.x.

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15

Slowik, Stanley M. "Objective Pre-Employment Interviewing: Balancing Recruitment, Selection and Retention Goals." Public Personnel Management 30, no. 1 (March 2001): 77–93. http://dx.doi.org/10.1177/009102600103000108.

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16

Craig, Tom, Geoff Shepherd, Miles Rinaldi, Jo Smith, Sarah Carr, Fay Preston, and Swaran Singh. "Vocational rehabilitation in early psychosis: cluster randomised trial." British Journal of Psychiatry 205, no. 2 (August 2014): 145–50. http://dx.doi.org/10.1192/bjp.bp.113.136283.

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BackgroundIndividual placement and support (IPS) is effective in helping patients return to work but is poorly implemented because of clinical ambivalence and fears of relapse.AimsTo assess whether a motivational intervention (motivational interviewing) directed at clinical staff to address ambivalence about employment improved patients' occupational outcomes.MethodTwo of four early intervention teams that already provided IPS were randomised to receive motivational interviewing training for clinicians, focused on attitudinal barriers to employment. The trial was registered with the International Standard Randomised Controlled Trial Register (ISRCTN71943786).ResultsOf 300 eligible participants, 159 consented to the research. Occupational outcomes were obtained for 134 patients (85%) at 12-month follow-up. More patients in the intervention teams than in the IPS-only teams achieved employment by 12 months (29/68 v. 12/66). A random effects logistic regression accounting for clustering by care coordinator, and adjusted for participants' gender, ethnicity, educational and employment history and clinical status scores, confirmed superiority of the intervention (odds ratio = 4.3, 95% CI 1.5–16.6).ConclusionsEmployment outcomes were enhanced by addressing clinicians' ambivalence about their patients returning to work.

17

Wewiorski, Nancy J., Gary S. Rose, Shihwe Wang, Rebecca Dreifuss, Lisa Mueller, Steven D. Shirk, Sandra G. Resnick, Michele J. Siegel, and Charles E. Drebing. "Motivational interviewing: Key ingredients associated with taking a step toward employment." Psychiatric Rehabilitation Journal 44, no. 3 (September 2021): 266–74. http://dx.doi.org/10.1037/prj0000474.

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18

Hindle, Paul. "Developing Employment Interview and Interviewing Skills in Small-group Project Work." Journal of Geography in Higher Education 24, no. 1 (March 2000): 29–36. http://dx.doi.org/10.1080/03098260085117.

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Torres, Ayse, Kelly B. Kearney, Michael P. Brady, Jacqueline Wood, and Joshua Katz. "Using a literacy-based behavioral intervention to teach job interviewing skills to adults with intellectual disability." Journal of Vocational Rehabilitation 54, no. 2 (March 15, 2021): 161–74. http://dx.doi.org/10.3233/jvr-201127.

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BACKGROUND: Job interviewing serves a key function in the process of gaining employment. To date, no research has evaluated whether a literacy-based behavioral intervention (LBBI) might be used to improve the essential vocational skill of job interviewing. OBJECTIVES: The purpose of this study was to explore the effectiveness of a LBBI for the acquisition of job interviewing skills. METHODS: Using a combined experimental design (non-concurrent multiple probe across participants with an embedded A1B1A2B2 design) three young adults with intellectual disability who received an in-person and remote LBBI were evaluated on their correct and independent performance on a task analysis created for job interviewing. Generalization and maintenance were also assessed. RESULTS: The results showed that all three students mastered job interviewing skills with 100% accuracy and maintained the acquired skills after the intervention was removed. CONCLUSIONS: The study showed that LBBI is an effective tool to teach and practice job interviewing skills, and can be implemented face-to-face and virtually. Educators, vocational rehabilitation professionals, and families can use this tool in a wide range of settings.

20

Secker, Jenny, and Kerrie L. Margrove. "Employment support workers’ experiences of motivational interviewing: Results from an exploratory study." Psychiatric Rehabilitation Journal 37, no. 1 (2014): 65–67. http://dx.doi.org/10.1037/prj0000034.

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21

Irvine, A. D. "Jack and Jill and Employment Equity." Dialogue 35, no. 2 (1996): 255–92. http://dx.doi.org/10.1017/s0012217300008350.

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Jack and Jill have both applied for the same entry-level position at a local university. After interviewing the leading candidates, the members of the hiring committee agree that both Jack and Jill have all the necessary qualifications for appointment to the position. Both have the required education and training. Both have strong letters of recommendation from their Ph.D. supervisors and from their current employers. Both are similarly experienced and both are potentially capable of making important future contributions to their chosen discipline. The members of the hiring committee also agree that Jack and Jill are superior to all other applicants for the position. In short, in the judgment of the hiring committee, they are the two best qualified candidates and both meet their potential employer's expectations concerning a successful applicant. Yet neither Jack nor Jill is clearly superior to the other.

22

Norris, Jade Eloise, Laura Crane, and Katie Maras. "Interviewing autistic adults: Adaptations to support recall in police, employment, and healthcare interviews." Autism 24, no. 6 (March 23, 2020): 1506–20. http://dx.doi.org/10.1177/1362361320909174.

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Recalling specific past experiences is critical for most formal social interactions, including when being interviewed for employment, as a witness or defendant in the criminal justice system, or as a patient during a clinical consultation. Such interviews can be difficult for autistic adults under standard open questioning, yet applied research into effective methods to facilitate autistic adults’ recall is only recently beginning to emerge. The current study tested the efficacy of different prompting techniques to support autistic adults’ recall of specific personal memories; 30 autistic and 30 typically developing adults (intelligence quotients > 85) were asked to recall specific instances from their past, relevant to criminal justice system, healthcare, and employment interviews. Questions comprised ‘open questions’, ‘semantic prompting’ (where semantic knowledge was used to prompt specific episodic retrieval) and ‘visual–verbal prompting’ (a pie-diagram with prompts to recall specific details, for example, who, what, and where). Half the participants received the questions in advance. Consistent with previous research, autistic participants reported memories with reduced specificity. For both groups, visual–verbal prompting support improved specificity and episodic relevance, while semantic prompting also aided recall for employment questions (but not health or criminal justice system). Findings offer new practical insight for interviewers to facilitate communication with typically developing and autistic adults. Lay abstract During many types of interviews (e.g. in employment, with the police, and in healthcare), we need to recall detailed memories of specific events, which can be difficult for autistic people in response to commonly used questions. This is especially because these tend to be open questions (i.e. very broad). Autistic people have disproportionately high rates of physical and mental health conditions, are more likely to interact with police, and are the most underemployed disability group. However, interviewers are often unsure about how to adapt their communication for autistic people. Our research tested whether different types of prompts enabled autistic people to recall specific memories (memories of a single event within one day). Participants were asked about situations relating to witnessing a crime (e.g. at the bank), physical or mental health scenarios and employment interviews (e.g. a time you’ve met a deadline). We tested the following: Open questions: basic questions only (e.g. ‘tell me about a time you went to the cinema’), Semantic prompting: a general prompt (e.g. ‘do you enjoy going to the cinema?’) before asking for a specific instance (‘tell me about a time you went to the cinema?’), Visual–verbal prompting: asking participants to recall when it happened, who was there, the actions that occurred, the setting, and any objects. With visual–verbal prompting, autistic and typically developing participants’ memories were more specific and detailed. Semantic prompting was also effective for employment questions. Our study shows that autistic people can recall specific memories when they are appropriately prompted. Visual–verbal prompting may be effective across different situations.

23

Furnham, A., and E. Burbeck. "Employment Interview Outcomes as a Function of Interviewers' Experience." Perceptual and Motor Skills 69, no. 2 (October 1989): 395–402. http://dx.doi.org/10.2466/pms.1989.69.2.395.

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Metropolitan police officers conducting recruit-selection interviews were asked to rate each of the candidates they interviewed on a 32-item scale and also to indicate how much confidence they had in their judgement of the candidate. Rank of interviewer had no effect on how the interviewers rated the candidate, but the greater the interviewers' job experience (in years) or interviewing experience, the stricter (less generous) were the markings. Chief Superintendents had more confidence in their judgements of the candidates than Superintendents. Job and interview experience had no effect on confidence. Results are discussed in terms of the social psychology of the interview.

24

Doll, Jessica L. "Structured Interviews: Developing Interviewing Skills in Human Resource Management Courses." Management Teaching Review 3, no. 1 (August 17, 2017): 46–61. http://dx.doi.org/10.1177/2379298117722520.

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Structured interviews are widely used in the employment process; however, students often have little experience asking and responding to structured interview questions. In a format similar to “speed dating,” this exercise actively engages students in the interview process. Students pair off to gain experience as an interviewer by asking and scoring structured behavioral interview questions and gain practice responding to questions as an interviewee. In both roles, students engage in building interview skills and applying course content. This activity is intended for instructors of human resource management and/or staffing/selection classes.

25

Buzzanell, P. M. "Employment Interviewing Research: Ways We Can Study Underrepresented Group Members' Experiences As Applicants." Journal of Business Communication 39, no. 2 (April 1, 2002): 257–75. http://dx.doi.org/10.1177/002194360203900206.

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26

Buzzanell, P. M. "Tensions and Burdens In Employment Interviewing Processes: Perspectives of Non-Dominant Group Applicants." Journal of Business Communication 36, no. 2 (April 1, 1999): 134–62. http://dx.doi.org/10.1177/002194369903600202.

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27

Diallo, Abdoulaye, Lidia Fonseca, and Diana Holland. "Preliminary evidence on combined cognitive behavioral therapy and motivational interviewing intervention efficacy to improve employment motivation for persons with intellectual disability." Australian Journal of Rehabilitation Counselling 27, no. 2 (December 2021): 102–9. http://dx.doi.org/10.1017/jrc.2021.8.

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AbstractThis study investigated the efficacy of a combined modified cognitive behavioral therapy (CBT) and motivational interviewing (MI) approach on motivating persons with intellectual disabilities (ID) in obtaining employment. The sample consisted of a total of 52 individuals with ID who were clients of an independent vocational-rehabilitation services provider (females = 42%; males = 58%), ranging in age from 19 to 47. They were randomly assigned to an intervention group (n = 26) and a control group (n = 26). The intervention group received a combined modified CBT and MI intervention and the control group a fact sheet on career-dysfunctional thoughts and lack of motivation to obtain employment. Outcome measures comprised a career-dysfunctional thoughts scale and employment seeking action scale. Results indicated that the intervention group reported higher motivation in obtaining employment than the control. Practitioners seeking to improve employment prospects for persons with ID should consider the use of a combined modified CBT and MI intervention for increasing the chances of employment seeking by people with ID.

28

Stepick, Alex, and Alejandro Portes. "Flight into Despair: A Profile of Recent Haitian Refugees in South Florida." International Migration Review 20, no. 2 (June 1986): 329–50. http://dx.doi.org/10.1177/019791838602000212.

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Based on a random sample survey of recently arrived Haitians, participant observation, and intensive interviewing, this article examines the following areas: a) individual background characteristics of Haitian immigrants; b) their arrival and early resettlement experiences; c) their education, knowledge of English and information about the United States; d) current employment status and occupation; e) income and use of public assistance; f) predictors of employment, occupation, and income; and g) beliefs and orientations. These results are presented after discussion of the methodology of the study and the context of out-migration from Haiti.

29

Whiting, Rosalind H. "Reflecting on perceived deinstitutionalization of gender‐biased employment practices in accountancy." Qualitative Research in Accounting & Management 9, no. 4 (November 16, 2012): 300–336. http://dx.doi.org/10.1108/11766091211282652.

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PurposeThe purpose of this paper is to explore the changes in gender‐biased employment practices that it is perceived have occurred in New Zealand accountancy workplaces over the last 30 years, using Oliver's model of deinstitutionalization.Design/methodology/approachSequential interviewing was carried out with 69 experienced chartered accountants and three human resource managers, and at a later date with nine young female accountants.FindingsEvidence is presented of perceived political, functional and social pressures cumulatively contributing to deinstitutionalization of overt gender‐biased employment practices, with social and legislative changes being the most influential. Deinstitutionalization appears incomplete as some more subtle gender‐biased practices still remain in New Zealand's accountancy workplaces, relating particularly to senior‐level positions.Research limitations/implicationsThis study adds to understanding of how professions evolve. The purposeful bias in the sample selection, the small size of two of the interviewee groups, and the diversity in the interviewees' workplaces are recognized limitations.Practical implicationsIdentification of further cultural change is required to deinstitutionalize the more subtle gender‐biased practices in accountancy organizations. This could help to avoid a serious deficiency of senior chartered accountants in practice in the future.Originality/valueThis paper represents one of a limited number of empirical applications of the deinstitutionalization model to organizational change and is the first to address the issue of gender‐biased practices in a profession. The use of sequential interviewing of different age groups, in order to identify and corroborate perceptions of organizational change is a novel approach.

30

Ilkka, Richard J. "Applicant Appearance and Selection Decision Making: Revitalizing Employment Interview Education." Business Communication Quarterly 58, no. 3 (September 1995): 11–18. http://dx.doi.org/10.1177/108056999505800303.

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As a topic within the larger corpus of materials on selection interviewing, applicant appearance has been addressed through advice giving, folk wisdom, and other prescrip tions. As presented, such materials tend to undermine opportunities for issue identification and assessment. Through review and interpretation of that employment interview research which addresses the relationship between applicant appearance and interviewer selection decisions, the purpose of this paper is to encourage those who teach, train, and counsel others on employment inter viewing to devote more studied attention to appearance issues and ethics. To that end, five instructional proposi tions are offered. Each proposition is developed through review of related research and then capped by instructional observations.

31

Conn, Cynthia E. "Talking about Problematic Issues in Employment Backgrounds: Lessons in Ethical and Effective Interviewing Strategies." Communication Teacher 23, no. 1 (January 2009): 52–57. http://dx.doi.org/10.1080/17404620802592965.

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32

Makhamreh, Muhsen. "EMPLOYMENT INTERVIEWING IN JORDAN: A STUDY OF THE INTERVIEW PROCESS IN THE BUSINESS FIRMS." International Journal of Commerce and Management 1, no. 3/4 (March 1991): 55–69. http://dx.doi.org/10.1108/eb060299.

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33

McKnight-Lizotte, Michelle. "Work-Related Communication Barriers for Individuals with Autism: A Pilot Qualitative Study." Australian Journal of Rehabilitation Counselling 24, no. 1 (July 2018): 12–26. http://dx.doi.org/10.1017/jrc.2018.4.

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This study identified situations where communication was a barrier to employment for adults with autism spectrum disorders (ASD). Informant interviewees were six college graduates with ASD who have been employed for one year. Following the qualitative inductive analysis, five communication-related themes emerged: (1) job interviewing success, (2) negotiating co-worker interactions, (3) supervisory interactions, instruction, and feedback, (4) handling customer intercommunication, and (5) communication-oriented coping strategies. Participants were relatively more successful in communication coping strategies and supervisory interaction compared to difficulties with job interviewing and co-worker interactions. Vocational rehabilitation counsellors assisting clients with ASD should prioritize job interview communication skills and social skill education specific to appropriate interactions with co-workers and supervisors utilizing role play, social skill training, and job coaching.

34

AB Wahab@Masri, Ahmad Fadhli, and Rohani Hashim. "Pekerja Filem dan Isu Bayaran dalam Industri Filem Malaysia." Jurnal Pengajian Media Malaysia 23, no. 2 (November 23, 2021): 17–38. http://dx.doi.org/10.22452/jpmm.vol23no2.5.

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Film workers in Malaysia were having problems of not getting paid, partially paid or payments delayed by the employers. This research is to investigate the causes of payment issues in Malaysian film industry; to examine the effects of the problems to the film workers; and to provide solutions to the problems. A study was undertaken by interviewing a number of film workers in Malaysian film industry. The findings show that the major causes of payment issues are low clarity in contract employment, poor payment procedure, low understanding of film workers regarding employment contract, ineffectiveness of the film workers associations and insufficient cash flow by employers.

35

Botcherby, Pierre. "Best Practice versus Reality." Exchanges: The Interdisciplinary Research Journal 8, no. 4 (August 5, 2021): 113–25. http://dx.doi.org/10.31273/eirj.v8i4.793.

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COVID-19 was repeatedly labelled ‘unprecedented’. In unprecedented times, we rethink conventional wisdoms. This short article explores oral history, an important element of the Then & Now student-led research project explored in this Special Issue, with such rethinking in mind. Then & Now’s alumni interviews had to be conducted remotely but remote oral history interviews are not universally popular. The Oral History Society (OHS) is hesitant and suggested postponing interviews, reflecting best practice concerns about rapport-building, audio quality and archiving, data protection and security, and community building. For groups like the Disability Visibility Project (DVP) and oral historians like Sarah Dziedzic, remote interviewing is the only viable method and ideals of best practice are too rigid. For oral history to uncover the experiences of those disregarded by conventional histories, access to it and its employment as a research tool should be as universal as possible. This article examines and questions best practice guidelines in light of the pandemic and the experiences of the DVP and historians such as Dziedzic. It draws on personal experience of interviewing and from the Then & Now project. This article argues that oral history, an inherently fieldwork-based activity, needs to take remote interviewing as seriously as face-to-face interviewing to become more widely accessible and sufficiently flexible to adapt to conditions in the field.

36

Aysina, Rimma M., Galina I. Efremova, Zhanna A. Maksimenko, and Mikhail V. Nikiforov. "Using a computer simulation to improve psychological readiness for job interviewing in unemployed individuals of pre-retirement age." Europe’s Journal of Psychology 13, no. 2 (May 31, 2017): 251–68. http://dx.doi.org/10.5964/ejop.v13i2.1250.

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Unemployed individuals of pre-retirement age face significant challenges in finding a new job. This may be partly due to their lack of psychological readiness to go through a job interview. We view psychological readiness as one of the psychological attitude components. It is an active conscious readiness to interact with a certain aspect of reality, based on previously acquired experience. It includes a persons’ special competence to manage their activities and cope with anxiety. We created Job Interview Simulation Training (JIST) – a computer-based simulator, which allowed unemployed job seekers to practice interviewing repeatedly in a stress-free environment. We hypothesized that completion of JIST would be related to increase in pre-retirement job seekers’ psychological readiness for job interviewing in real life. Participants were randomized into control (n = 18) and experimental (n = 21) conditions. Both groups completed pre- and post-intervention job interview role-plays and self-reporting forms of psychological readiness for job interviewing. JIST consisted of 5 sessions of a simulated job interview, and the experimental group found it easy to use and navigate as well as helpful to prepare for interviewing. After finishing JIST-sessions the experimental group had significant decrease in heart rate during the post-intervention role-play and demonstrated significant increase in their self-rated psychological readiness, whereas the control group did not have changes in these variables. Future research may help clarify whether JIST is related to an increase in re-employment of pre-retirement job seekers.

37

Manthey, Trevor, Casey Jackson, and Peg Evans-Brown. "Motivational Interviewing and Vocational Rehabilitation: A Review with Recommendations for Administrators and Counselors." Journal of Applied Rehabilitation Counseling 42, no. 1 (March 1, 2011): 3–14. http://dx.doi.org/10.1891/0047-2220.42.1.3.

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This article reviews research which supports the use of Motivational Interviewing (MI) as an evidence-based practice (EBP) within vocational rehabilitation (VR). A large body of data indicates that motivation is an important element in returning to work, and initial studies using MI in the employment field are encouraging. Vocational rehabilitation counseling shares foundational principles with MI, suggesting that MI may fit well within the VR context. This article contains application suggestions for both VR administrators and counselors. An illustration of how MI could be used in the VR field is provided, and unique challenges for the application of MI within the VR context are discussed.

38

Pablos-Ortega, Carlos de. "“Would it be fair to say that you actively sought out material?”." Pragmatics and Society 10, no. 1 (May 28, 2019): 49–71. http://dx.doi.org/10.1075/ps.00015.pab.

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Abstract The aim of investigative interviews is to gather comprehensive and reliable information from suspects, offenders, victims and witnesses through questioning. Research on questioning during police interviews has mainly explored question types and question approaches when interviewing adults and children. This paper is concerned with so far unexplored aspects of police interviewing, that is the employment of mitigating and aggravating linguistic devices in questions and statements and their pragmatic effects. The corpus consists of six police interviews with suspects of crime. Mitigation and aggravation strategies were extracted and a total of eighty-two instances were found, analysed and classified into a categorisation taxonomy which was designed to ascertain the types and functions of mitigation and aggravation devices. The findings reveal that more mitigation than aggravation strategies were used in police questioning and statements during the interviews. Mitigation was found to be used not only as a device for alleviating or attenuating, but also as a strategy to build rapport between suspects and police officers.

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Marais, Christel, and Christo Van Wyk. "Domestic workersâ€™ lived realities of empowerment and disempowerment within the South African labour legislative context: Two sides of the same â€œcoinâ€." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 2 (February 19, 2019): 64–83. http://dx.doi.org/10.25159/2520-3223/5872.

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South Africa is heralded as a global ambassador for the rights of domestic workers. Empowerment, however, remains an elusive concept within the sector. Fear-based disempowerment still characterises the employment relationship, resulting in an absence of an employee voice. The dire need to survive renders this sector silent. This article explores the role that legislative awareness can play in the everyday lives of domestic workers. By means of a post-positive, forwardlooking positive psychological and phenomenological research design the researchers sought to access the voiced experiences of domestic workers within their employment context. Consequently, purposive, respondent-driven selfsampling knowledgeable participants were recruited. In-depth interviewing generated the data. The distinct voice of each participant was noted during an open inductive approach to data analysis. Findings indicated that empowerment was an unknown construct for all participants. They lacked the confidence to engage their employers on employment issues. Nevertheless, domestic workers should embrace ownership and endeavour to empower themselves. This would sanction their right to assert their expectations of employment standards with confidence and use the judicial system to bring about compliant actions. The article concludes with the notion that legislative awareness could result in empowered actions though informed employee voices.

40

Liu, Yi, Sandra Daff, and Cecil Pearson. "Shaping Sustainable Employment and Social Consequences of Indigenous Australians in a Remote Region." Sustainability 12, no. 21 (October 30, 2020): 9054. http://dx.doi.org/10.3390/su12219054.

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This study aimed to identify employment barriers experienced by long-term working Indigenous Australians so that initiatives can be taken to ensure their social inclusion and participation in the workplace. A qualitative approach was carried out by interviewing 25 Australian Indigenous people in Nhulunbuy. The participants were without employment prospects and so embraced a vocational educational training (VET) program that enabled them to transition into sustainable jobs in small businesses and the mining sector. A qualitative analysis that employed the Leximancer process using data of comprehensive interviews recorded respondents’ experiences from being unemployed to the sustainable different states of wellbeing associated with long-term employment. The participants showed preparedness to confront entrenched barriers to employment in the Australian labor market, but their residual participation was a function of preferences as well as aspirations of cultural attachment. This paper offers helpful advice to decision makers at the national level to redress the high rate of Indigenous unemployment. The key message of our research is that government policies that pursue the ideal of socioeconomic equality need to examine the values of cultural diversity and differences to ensure Indigenous people successfully participate in Australian mainstream society.

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Mifsud, Justin Lee, Joseph Galea, Joanne Garside, John Stephenson, and Felicity Astin. "Motivational interviewing to support modifiable risk factor change in individuals at increased risk of cardiovascular disease: A systematic review and meta-analysis." PLOS ONE 15, no. 11 (November 11, 2020): e0241193. http://dx.doi.org/10.1371/journal.pone.0241193.

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Background Programmes using motivational interviewing show potential in facilitating lifestyle change, however this has not been well established and explored in individuals at risk of, yet without symptomatic pre-existent cardiovascular disease. The objective of this systematic review and meta-analysis was to determine the effectiveness of motivational interviewing in supporting modifiable risk factor change in individuals at an increased risk of cardiovascular disease. Methods Systematic review and meta-analysis with results were reported using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement. Health-related databases were searched for randomised controlled trials from 1980 to March 2020. Criteria for inclusion included; preventive programmes, motivational interviewing principles, modification of cardiovascular risk factors in adults of both genders, different ethnicities and employment status, and having at least 1 or more modifiable cardiovascular risk factor/s. Two reviewers independently extracted data and conducted a quality appraisal of eligible studies using an adapted Cochrane framework. The Cochrane framework supports to systematically identify, appraise and synthesize all the empirical evidence that meets the pre-specified eligibility criteria to answer a specific question. Findings A total of 12 studies met the inclusion criteria. While completeness of intervention reporting was found to be adequate, the application of motivational interviewing was found to be insufficiently reported across all studies (mean overall reporting rate; 68%, 26% respectively). No statistical difference between groups in smoking status and physical activity was reported. A random effects analysis from 4 studies was conducted, this determined a synthesized estimate for standardised mean difference in weight of -2.00kg (95% CI -3.31 to -0.69 kg; p = 0.003), with high statistical heterogeneity. Pooled results from 4 studies determined a mean difference in LDL-c of -0.14mmol/l (5.414mg/dl), which was non-significant. The characteristics of interventions more likely to be effective were identified as: use of a blended approach delivered by a nurse expert in motivational interviewing from an outpatient-clinic. The application of affirmation, compassion and evocation, use of open questions, summarising, listening, supporting and raising ambivalence, combining education and barrier change identification with goal setting are also important intervention characteristics. Conclusions While motivational interviewing may support individuals to modify their cardiovascular risk through lifestyle change, the effectiveness of this approach remains uncertain. The strengths and limitations of motivational interviewing need to be further explored through robust studies.

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Wiersma, Uco J. "The four stages of the employment interview." Evidence-based HRM: a Global Forum for Empirical Scholarship 4, no. 3 (December 5, 2016): 232–39. http://dx.doi.org/10.1108/ebhrm-11-2015-0045.

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Purpose The purpose of this paper is to provide a conceptual model of the standard employment interview that practitioners may use to improve their interview skills and the accuracy of their selection decisions. Design/methodology/approach The dynamics of each discrete stage of the interview model are supported by empirical findings from the research literature on employment interviewing. Findings An interview transitions through four naturally occurring stages: the initial impression formed in the first few seconds when the candidate and interviewer first lay eyes on one another; a rapport building stage of several minutes to help each party settle in; the body of the interview in which job skills and culture-fit are assessed; and the close, when the interviewer asks if the candidate has any questions about the job or company. Research limitations/implications Implications for research include providing solutions to the problem of difficult-to-control personal biases (especially during Stages 1 and 2), as well as conducting holistic studies that include the factors that influence decision making across all four stages to determine their relative weights. Practical implications The four stage model can be used to design interview training programs. By dividing the interview into discrete stages, practitioners can become aware of the pitfalls within each stage and use evidence-based findings to correct mistakes. Social implications Companies and job candidates benefit alike when selection is based on job skills and person-organization fit rather than on how well job candidates can interview. Originality/value This is the first paper to propose that employment interviews move through four discrete stages and to support the assertion with findings from secondary empirical research.

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Cavico, Frank J., Stephen C. Muffler, and Bahaudin G. Mujtaba. "Appearance Discrimination, Lookism And Lookphobia In The Workplace." Journal of Applied Business Research (JABR) 28, no. 5 (August 21, 2012): 791. http://dx.doi.org/10.19030/jabr.v28i5.7223.

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This article focuses on appearance and attractiveness discrimination in the American workplace. As such, this article discusses issues related to lookism and lookphobia as a real challenge for managers who are recruiting, attracting, interviewing, hiring, appraising, and promoting employees. The article provides a discussion of societal norms concerning attractiveness, the existence of appearance discrimination in employment, the presence of preferring the pretty, and then the authors examine important civil rights laws that relate to such forms of discrimination. Finally, recommendations for employers and managers are provided for fair and non-discriminatory hiring and promotional practices.

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Piwowar-Sulej, Katarzyna, and Dominika Bąk-Grabowska. "The Impact of Mandate Contract and Self-Employment on Workers’ Health—Evidence from Poland." International Journal of Environmental Research and Public Health 18, no. 6 (March 18, 2021): 3138. http://dx.doi.org/10.3390/ijerph18063138.

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The purpose of the study is to analyze the correlations between two clearly defined forms of non-standard employment (self-employment and mandate contract) and workers’ health. The study also addressed such variables as gender, age, length of service, and the reason for employment (voluntary vs. non-voluntary). The research was carried out in Poland in 2020 using the CATI method (a telephone interviewing technique), and it covered a sample of 200 workers (100 self-employed and 100 working under a mandate contract). Most of the respondents declared that their form of employment did not affect their health. However, the statistical analysis showed significant differences in health status between the self-employed and those working on a mandate contract. Self-employed respondents experienced mental health impacts more often, whereas those working under a mandate contract more frequently declared that their physical health was affected. The length of service was only important for mental health, having a negative impact on it. The respondents’ age and gender turned out to be statistically insignificant, which is in contradiction to many previous research findings. The inability to choose one’s form of employment resulted in worse physical health. These findings demonstrate the importance of certain variables that were not prioritized in previous studies and emphasize the need to clearly define what non-standard and precarious forms of employment are, as well as revealing new correlations between the studied categories and providing directions for further research.

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Arquisola, Maria Jacinta, Liswandi Liswandi, Erny Hutabarat, and Fitri Choerunnisa Fauzi. "Indonesian professionals’ perspectives on flexible working arrangements as an alternative employment option post-Covid 19 recovery." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 8 (January 1, 2022): 166–74. http://dx.doi.org/10.20525/ijrbs.v10i8.1495.

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The objective of the study is to assess how industry professionals perceive the implementation of flexible work arrangements (FWA) and what challenges are likely to enable or hinder its adoption in Indonesian companies. We conducted an intensive qualitative study for three months, guided by phenomenology, with 15 industry professionals representing multi-sectorial industries, as respondents. Laddered open-ended interviewing using two series of focus group discussions was employed. Thematic analysis was used to analyze the data. Our findings show that industry professionals are in favor of FWA due to the many benefits it could bring to the employees like work-life balance, health and safety, flexible hours, convenience and comfort, and efficiency in the utilization of office space facilities.

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Remaida, Ahmed, Aniss Moumen, Youness El Bouzekri El Idrissi, Benyoussef Abdellaoui, and Youssef Harraki. "The use of personality tests as a pre-employment tool: A comparative study." SHS Web of Conferences 119 (2021): 05007. http://dx.doi.org/10.1051/shsconf/202111905007.

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The mechanisms of professional selection of young graduates in the labour market remain an open debate and involve all stakeholders: students, educational system, companies and administrations. These mechanisms play a crucial role in the future performances of an institution or a company, as the selection of the wrong candidate can ruin an organization. In contrast, the right candidate can take the organization to new heights. The interview presents a short interaction that may reflect the candidate knowledge and skills; however, there are many other hidden facets such as personality traits that are difficult to measure only by interviewing. Today, many countries already use personality testing during the recruitment phase. Our objective through this work is to determine the possible links between the personality of future young employees and their performance within the company. To achieve this objective, we carried out a comparative study of the different personality tests used in the recruitment process.

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Page, Kathryn M., and Irina Tchernitskaia. "Use of Motivational Interviewing to Improve Return-to-work and Work-related Outcomes: A Review." Australian Journal of Rehabilitation Counselling 20, no. 1 (June 10, 2014): 38–49. http://dx.doi.org/10.1017/jrc.2014.5.

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Work-based return-to-work (RTW) interventions can help to reduce the duration and cost of work disability, and in turn, prevent the negative effects of long-term sickness absence. However, there are a number of complex cognitive, affective and behavioural factors that can impact an individual's confidence, motivation and willingness to RTW that need to be addressed to facilitate effective outcomes. This literature review investigates evidence for the use of motivational interviewing (MI) for improving return-to-work (RTW) and employment outcomes. Whilst evidence for the efficacy of MI in clinical settings to motivate health behaviour change is strong, more research is needed to determine whether MI can be usefully applied to improve RTW and other work-related outcomes.

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Kravchuk, Natalia. "MODERN SYSTEMS OF PERSONNEL SELECTION AS A BASIS FOR THE HUMAN CAPITAL FORMING AT THE ENTERPRISE." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 22 (2017): 107–12. http://dx.doi.org/10.35774/rarrpsu2017.22.107.

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The article examines the essence, main advantages and disadvantages, as well as the tools of selection and selection of personnel at modern enterprises. In particular, external sources (consulting, outsourcing, Internet, recruiting, the State Employment Service) and internal (Internet, universities, media, own resumes, personal contacts, fairs) of the source are classified as the main methods of employee search. The main methods for recruiting staff were interviewing, Brainteaser-interviews, stressinterviews, physiognomy and others. The efficiency of using the methods of selection and selection of personnel in modern economic conditions for increasing the profitability of business entities has been proved.

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Okfalisa, Okfalisa, Elvia Budianita, Musa Irfan, Hidayati Rusnedy, and Saktioto Saktioto. "The Classification of Children Gadget Addiction: The Employment of Learning Vector Quantization 3." IT Journal Research and Development 5, no. 2 (November 10, 2020): 158–70. http://dx.doi.org/10.25299/itjrd.2021.vol5(2).5681.

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The addiction of children to gadgets has a massive influence on their social growth. Thus, it is essential to note earlier on the addiction of children to such technologies. This study employed the learning vector quantization series 3 to classify the severity of gadget addiction due to the nature of this algorithm as one of the supervised artificial neural network methods. By analyzing the literature and interviewing child psychologists, this study highlighted 34 signs of schizophrenia with 2 level classifications. In order to obtain a sample of training and test data, 135 questionnaires were administered to parents as the target respondents. The learning rate parameter (α) used for classification is 0.1, 0.2, 0.3 with window (Ɛ) is 0.2, 0.3, 0.4, and the epsilon values (m) are 0.1, 0.2, 0.3. The confusion matrix revealed that the highest performance of this classification was found in the value of 0.2 learning rate, 0.01 learning rate reduction, window 0.3, and 80:20 of ratio data simulation. This outcome demonstrated the beneficial consequences of Learning Vector Quantization (LVQ) series 3 in the detection of children's gadget addiction.

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Sayegh, Caitlin S., Stanley J. Huey, Elizabeth Barnett, and Donna Spruijt-Metz. "Motivational Interviewing to prevent dropout from an education and employment program for young adults: A randomized controlled trial." Journal of Adolescence 58 (July 2017): 1–11. http://dx.doi.org/10.1016/j.adolescence.2017.04.004.

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