Personnel officers and first-line supervisors in eight Bay Area corporations were interviewed in fall and winter 1981 to study the range and diversity of employer experience in dealing with young workers. Respondents indicated various primary sources of applicants for entry-level jobs. Approximately two applicants out of every three were eliminated from consideration on the basis of their written job applications, sometimes accompanied by very brief interviews with personnel specialists. A final selection was made based upon separate, lengthier interviews by personnel officers and the first-line supervisors. The first-line supervisors made the final decisions. Respondents identified as characteristics that affected employee selection or performance (1) the ability to communicate, (2) appearance/presentability, (3) stable work experience, (4) self confidence, (5) interviewing skills, (6) desire to learn, (7) completion of an accurate application, (8) grammar, and (9) the desire to advance. The preferred source of entry-level applicants were community-based organizations (CBOs) operating general work-readiness and specific vocational training programs, such as Comprehensive Employment and Training Act programs. Some corporations invested considerable staff time in developing and maintaining relationships with CBOs. Specific behaviors identified as needed for advancement were the proper work attitude, organizational skills, initiative, interpersonal skills, and flexibility. (YLB)