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The first aim of this study was to investigate the unique contributions (beyond objective qualifications) of verbal and nonverbal interviewing skills to recruiters' assessments of applicants. The second aim was to examine whether applicant gender moderates these relationships. Using a sample of 311 recruiter-applicant dyads, we found that interviewing skills explained assessments beyond objective qualifications. Further, nonverbal skills were more strongly related to interview assessments than were verbal skills. Finally, we predicted that rational verbal skills would be more important for females than for males and that nonverbal skills would have a greater impact for males than for females. The former proposition was not supported; the latter was marginally supported.

Is the lure of technology in training and development a panacea or a pariah? Is the increasing use of technology the best strategy for training and development, and should we encourage and facilitate this trend? It seems almost impossible to think about doing our job without the use of some technology; however, aword of caution is in order. It may not be wise to avoid technology all together, but it may similarly be foolish to run toward it without proper circumspection, investigation, and application. This article brings to light some of the pitfalls, difficulties, and losses associated with relying on technology for management education.

High-quality HR practitioners have advanced skill sets in the critical competencies needed to work our most pressing talent issues of today and to deliver HR strategy to enable businesses to evolve in the future. Now HR professionals are expected to be valued team members and contribute as business partners for the growth of the organization. Defining HR Success? HR Expertise (HR Knowledge)? Business acumen? Communication? Consultation? Critical evaluation? Ethical practice? Global and cultural effectiveness? Leadership and navigation? Relationship management.

Purpose– Human resource management (HRM) practices are implemented to improve outcomes, such as reducing turnover, absenteeism, and improving performance. Using social exchange theory (SET), the purpose of this paper is to examine one HRM practice that has received less attention by researchers: employer-sponsored childcare assistance programs.Design/methodology/approach– Study 1 – a field study compared three groups of hospital employees' (n=148) attitudes and behaviors using MANCOVA/ANOVA over two time periods. Study 2 – using a field study, on-site and voucher childcare assistance programs were evaluated in terms of the cost to the organization and the relationship to attitudinal variables.Findings– Study 1 – results indicated that employee performance was higher and absenteeism lower for employees using the on-site childcare center than employees using an off-site center or with no children. Although the attitudinal results did not align with hypotheses, they were not inconsistent with SET. Study 2 – results indicate that childcare assistance programs may be a beneficial HRM practice for organizations to implement.Research limitations/implications– One limitation of Study 1 is the small sample size. Future research should continue to examine how employee benefits like childcare programs affect employees, as well as examine how such benefits differentially employees who value and do not value the benefits. In Study 2, although the authors randomly selected the sample of on-site and voucher programs, the health care facilities self-selected themselves to participate in the program and selected the type of childcare program, a potential source of bias. Future research should examine childcare assistance programs and their impact on work-family balance and strain-based conflict in a wider variety of samples.Practical implications– Implications for research and practice: Both studies offer researchers a "next step" in the evaluation of childcare assistance research. Additionally, these studies are of practical value to administrators/researchers in organizations who may be considering vouchers or on-site programs as they relate such programs to organizational outcomes.Originality/value– The first study is one of the few studies on this topic to use a field design with two time points and with multiple behaviors and attitudes. The second study provides a descriptive comparison of two types of childcare assistance programs, a comparison made by few studies to date.