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From a traditional institutional perspective, the ultimate customer of the university is the student and perhaps his/her parents. From the perspective of a business school, however, the ultimate customer is the employer. Thus, a school’s goal, in particular a CIBER school, should be to develop and provide international programs that deliver expertise and experience to meet the needs of firms, not students. The students are the products, and the study abroad program is the means by which this product is developed and improved. Faculty are key players in the development and quality control of the student product.

This study examines how employers’ various hiring behaviors affect the formal training in Korean establishments for newly employed college graduates. I use data from the 2000 “Employer Survey on College to Work,” collected by the Korea Research Institute for Vocational Education and Training (KRIVET). The results suggest some important implications about employers’ decisions to “buy and/or make.” On the one hand, the relationships between hiring and training are far from simple. There is a substitution of skills in hiring for training after hiring, but worker training tends to be provided more by those employers who concentrate highly on employee searches. In particular, the content of additional training programs reinforces the screening criteria. On the other hand, the results suggest the persistence of conventional organizational practices in hiring and training. Training provided by employers may be somewhere in the middle of economic rationality and simple conventionality, i.e. less-than-rational behaviors.

The impetus for this paper was the recognition, based on recent surveys and our own experiences, that organizations face special challenges when designing and validating selection procedures for information technology (IT) workers. The history of the IT industry, the nature of IT work, and characteristics of IT workers converge to make the selection of IT workers uniquely challenging. In this paper, we identify these challenges and suggest means of addressing them. We show the advantages offered by the modern view of validation that endorses a wide spectrum of probative information relevant to establishing the job relatedness and business necessity of IT selection procedures. Finally, we identify the implications of these issues for industrial/organizational psychologists, human resource managers, and managers of IT workers.

Formal orientation programs play a potentially important role in newcomer adjustment, yet research aimed at understanding and improving the effects of these interventions has stagnated in recent years. The purpose of this chapter is to facilitate a redirection of researchers’ attention to such programs, and to suggest ways to integrate this body of research with recent developments in socialization and training literatures.

We discuss the implementation of workshops for faculty search committees at the University of Wisconsin-Madison. A central focus of the workshops is to introduce faculty to research on the influence of unconscious bias on the evaluation of job candidates and to recommend evidence-based strategies for minimizing this bias. The workshops aim to help universities achieve their goals of recruiting excellent and diverse faculty.

With basic descriptive statistics and a simple logistic regression analysis, we utilize several datasets to examine participants’ responses to the workshop and assess changes in the percentage of women who receive offers and accept positions.

Faculty members are becoming aware of the role bias can play in evaluating faculty applicants and are learning strategies for minimizing bias. In departments where women are underrepresented, workshop participation is associated with a significant increase in the odds of making a job offer to a woman candidate, and with a non-significant increase in the odds of hiring a woman.

This study is limited by our inability to assess the diversity of the applicant pools our faculty search committees recruit and by lack of control over the myriad other factors that influence hiring. Data are from a single institution and therefore these results may not generalize to other universities.

Educating faculty search committees about the role of unconscious bias and presenting them with evidence-based strategies for minimizing its influence promotes changes that contribute to increasing representation of women faculty.