This is a belated response to Ruth’s post but a number of people have asked me how to get hold of Phoenix to which she referred below. The answer is here: http://www.agcas.org.uk/agcas_resources/25-Phoenix

 

There is a sample PDF copy which non-members can download and a contact for enquiries about both subscribing and AGCAS membership.

 

AGCAS members receive Phoenix free three times a year plus a fortnightly e-newsletter called ARENA http://www.agcas.org.uk/agcas_resources/24-ARENA

 

You don’t have to work in a HE Careers Service to be a member of AGCAS. See http://www.agcas.org.uk/pages/membership-categories

 

I hope that helps but do get in touch if you have any queries.

 

Chris

 

Chris Jackson

Communications and Marketing Manager

AGCAS

Tel: 0191 240 3525

Email: [log in to unmask]">[log in to unmask]

Website: http://www.agcas.org.uk

Twitter:  http://twitter.com/ChrisfromAGCAS

LinkedIn: http://uk.linkedin.com/pub/chris-jackson/13/b23/397

 

The voice of higher education careers and employability professionals

 

 

AGCAS is a registered charity in England and Wales (1078508) and Scotland (SC038805)

Company no: 3884685

 

 

 

 

 

Hello all

I have been reading Julia Yates' latest researchers digest in the Association of Graduate Careers Advisory Service (AGCAS) magazine Phoenix - October issue. Julia has a blog here: http://coachingincareers.blogspot.co.uk/

Highlights:

·       career interventions do make a positive difference - an article in Journal of Vocational Behaviour by Perdrix et al. Yeah!

·       organisational citizenship behaviour (OCB) in an interview can have a positive effect on the outcome ie giving examples of helping colleagues, standing up for your beliefs - where these match the values of the selecting organisation - lead to a higher chance of getting the job and potentially higher starting salaries! article by Podsakoff et al in Journal of Applied Psychology. Yeah!

·       research proves that it doesn't pay to lie in interviews - article by Swider et al in Journal of Applied Psychology describes two kinds of impression management 'self promotion' and 'image creation' and image creators waste much needed energy maintaining the image that would be better spent on self promotion. Great to have evidence.

·       and finally - but bad news - weight is a disadvantage, especially for women. The research by Judge and Cable in Journal of Applied Psychology found evidence that thin (actively underweight!) women are paid significantly more than women at a healthy weight. For men the evidence suggests that pay goes UP as weight goes up until weight reaches obesity when it levels off and then decreases. NOT FAIR!

I am depressed (and not thin)

 

Best wishes everyone

Ruth

 

Ruth Lawton

University Learning & Teaching Fellow for Employability

Centre for the Enhancement of Learning & Teaching

Birmingham City University

City North Campus

(0121 331) 5126

[log in to unmask]

6th Floor Edge Building

 

My ePortfolio: http://portfolio.bcu.ac.uk/view/view.php?id=130820

Creating Future-Proof Graduates: http://www.bcu.ac.uk/courses/employability/futureproof

Co-author of Pedagogy for Employability http://www.heacademy.ac.uk/resources/detail/employability/pedagogy_for_employability_update_2012