Job Search Strategies and Labor Market Success

This study examines the relation between job search strategies and two measures of labor market success, starting salary and number of job offers received, in a sample of graduating MBAs. Controlling for applicant and market characteristics, we find that job search strategy is related to both starting salary and number of job offers, but most strongly to the latter measure of labor market success. Beginning the job search earlier, greater numbers of employer contacts, and not accepting the first job offer all contribute to greater labor market success. These findings suggest that individuals take concrete steps to achieve greater labor market success than would be expected based on their personal attributes and market conditions

Interviewer Assessments of Applicant Fit : An Exploratory Investigation

Although both strategic management theorists and practicing recruiters endorse selecting applicants on the basis of fit, precise delineation of fit in a selection context remains elusive. Moreover, the majority of previous work in this area has been based on anecdotes, case studies, or prescriptions rather than empirical evidence. The present investigation examines interviewers\u27 assessments of job applicants in terms of both general and firm-specific employability (i.e., fit). Results suggest that (1) assessments of general employability differ from firm-specific assessments, (2) there is a firm-specific component to interviewers\u27 evaluations of job applicants, and (3) interpersonal skills, goal orientation, and physical attractiveness contribute to assessments of fit (holding general employability constant), while objective qualifications (e.g., grade point average, extracurricular offices, years experience) do not. Suggestions for future research are offered

The Importance of Recruitment in Job Choice: A Different Way of Looking

Recent literature reviews have called into question the impact of recruitment activities on applicants\u27 job choices. However, most previous findings have been based on cross-sectional ratings obtained immediately after initial screening interviews, thus raising questions about the degree to which prior conclusions are bound to that particuJar methodology. In contrast, the present study used longitudinal structured interviews to let job seekers explain, in their own words, how they made critical job search and choice decisions. Interview transcripts revealed that recruitment practices played a variety of roles in job seeker decisions. For example, consistent with signalling theory, subjects interpreted a wide variety of recruitment experiences (recruiter competence, sex composition of interview panels, recruitment delays) as symbolic of broader organizational characteristics. In addition, a number of contingency variables emerged that seemed to affect the perceived signalling value of recruitment experiences (e.g., prior knowledge of the company, functional area of the recruiter). Also notable were the strongly negative effects of recruitment delays, particularly among male students with higher grade point averages and greater job search success. Finally, our results suggest that certain applicant reactions may be systematically related to sex, work experience, grade point average, and search success. The article concludes with practical and research implications

Recruiter Perceptions of Applicant Fit: Commonalities and Differences

To date, normative selection models have focused primarily on matching individual knowledges, skills, and abilities to job requirements. However, it has increasingly been argued that people should also be selected for fit to broader organizational characteristics such as strategy, culture and values. Despite the apparent reasonableness of these claims, there has been little research on how employers actually go about the task of screening or selecting for broader organizational fit. Accordingly, the present study examined how organizational recruiters assess applicant fit. Fifty-four campus recruiters in four colleges provided examples of best-fitting and worst-fitting applicants from just-completed interview schedules, along with specific descriptions of what it was that made each applicant fit or not fit . Examination of interview transcripts suggested that despite the recent emphasis on unique organizational values, strategies, or cultures in discussions of fit, by far the most frequently-mentioned determinants of fit were either (1) job-related coursework or experience, or (2) generally (rather than uniquely) desirable personal characteristics such as articulateness, positive personal appearance, and good general communication skills. However, some systematic differences were detected in the extent to which particular characteristics were sought by recruiters in different colleges or by those recruiting for different types of vacancies. Findings are related to previous research, and implications for applicants, employers, and future researchers are offered

Effects of Submaximal Intensity Rowing vs Cycling on Cognitive Performance

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Comparison of Positive and Negative Verbal Cueing on Muscular Endurance in College - Aged Females

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The compositional and evolutionary logic of metabolism

Metabolism displays striking and robust regularities in the forms of modularity and hierarchy, whose composition may be compactly described. This renders metabolic architecture comprehensible as a system, and suggests the order in which layers of that system emerged. Metabolism also serves as the foundation in other hierarchies, at least up to cellular integration including bioenergetics and molecular replication, and trophic ecology. The recapitulation of patterns first seen in metabolism, in these higher levels, suggests metabolism as a source of causation or constraint on many forms of organization in the biosphere. We identify as modules widely reused subsets of chemicals, reactions, or functions, each with a conserved internal structure. At the small molecule substrate level, module boundaries are generally associated with the most complex reaction mechanisms and the most conserved enzymes. Cofactors form a structurally and functionally distinctive control layer over the small-molecule substrate. Complex cofactors are often used at module boundaries of the substrate level, while simpler ones participate in widely used reactions. Cofactor functions thus act as "keys" that incorporate classes of organic reactions within biochemistry. The same modules that organize the compositional diversity of metabolism are argued to have governed long-term evolution. Early evolution of core metabolism, especially carbon-fixation, appears to have required few innovations among a small number of conserved modules, to produce adaptations to simple biogeochemical changes of environment. We demonstrate these features of metabolism at several levels of hierarchy, beginning with the small-molecule substrate and network architecture, continuing with cofactors and key conserved reactions, and culminating in the aggregation of multiple diverse physical and biochemical processes in cells.Comment: 56 pages, 28 figure

Human Resources and the Resource Based View of the Firm

The resource-based view (RBV) of the firm has influenced the field of strategic human resource management (SHRM) in a number of ways. This paper explores the impact of the RBV on the theoretical and empirical development of SHRM. It explores how the fields of strategy and SHRM are beginning to converge around a number of issues, and proposes a number of implications of this convergence

Signaling in Secret: Pay-for-Performance and the Incentive and Sorting Effects of Pay Secrecy

Key Findings: Pay secrecy adversely impacts individual task performance because it weakens the perception that an increase in performance will be accompanied by increase in pay; Pay secrecy is associated with a decrease in employee performance and retention in pay-for-performance systems, which measure performance using relative (i.e., peer-ranked) criteria rather than an absolute scale (see Figure 2 on page 5); High performing employees tend to be most sensitive to negative pay-for- performance perceptions; There are many signals embedded within HR policies and practices, which can influence employees’ perception of workplace uncertainty/inequity and impact their performance and turnover intentions; and When pay transparency is impractical, organizations may benefit from introducing partial pay openness to mitigate these effects on employee performance and retention

Centennial-scale reductions in nitrogen availability in temperate forests of the United States

Forests cover 30% of the terrestrial Earth surface and are a major component of the global carbon (C) cycle. Humans have doubled the amount of global reactive nitrogen (N), increasing deposition of N onto forests worldwide. However, other global changes—especially climate change and elevated atmospheric carbon dioxide concentrations—are increasing demand for N, the element limiting primary productivity in temperate forests, which could be reducing N availability. To determine the long-term, integrated effects of global changes on forest N cycling, we measured stable N isotopes in wood, a proxy for N supply relative to demand, on large spatial and temporal scales across the continental U.S.A. Here, we show that forest N availability has generally declined across much of the U.S. since at least 1850 C.E. with cool, wet forests demonstrating the greatest declines. Across sites, recent trajectories of N availability were independent of recent atmospheric N deposition rates, implying a minor role for modern N deposition on the trajectory of N status of North American forests. Our results demonstrate that current trends of global changes are likely to be consistent with forest oligotrophication into theforeseeable future, further constraining forest C fixation and potentially storage