hich are specifically designed to strengthen the profession of management accountancy to meet the future demand for qualified personnel.Reading Resumes and Interviewing for Evidence of g. Looking for g is relatively easy, as such things go, since a number of readily observable personal history items correlate highly with general intelligence: * School Grades. School grades do not indicate g perfectly. Individuals may over- or underachieve relative to their intelligence for a variety of reasons.Differences in school quality and in cultural and family emphasis on the importance of academic performance may handicap some students, for example. Such things aside, however, the relationship between school grades and g is very strong. * Vocabulary. Language facility also relates highly to g. Indeed, critics argue that some measures of intelligence are little more than disguised tests of vocabulary and reading ability. * Problem-Solving Success. Many jobs and hobbies involve problem solving. Previous success in such activities suggests that a candidate has a high level of general intelligence.Reading Resumes and Interviewing for Evidence of Conscientiousness. Psychologists have not studied the clues managers can use in judging candidates' conscientiousness. Anything we say on this issue is therefore highly speculative. However, we can build on the definition of conscientiousness that says that conscientious individuals are achievement-oriented, careful, hard-working, organized, planful, persevering, responsible, and thorough to tentatively suggest that those making hiring decisions should look at nature and quality of the candidates': * Preparation for the Interview. The job candidate who arrives at the interview having carefully researched the firm and the job opening, is probably more conscientious than the one who arrives uninformed. * Dress and Self-Presentation. In the same fashion, the candidate who arrives dressed appropriately shows...
