Examined the usefulness of Means-End Theory in developing effective college recruitment brochures. Found evidence that brochures that emphasize attributes (e.g., cost, location) over consequences (e.g., getting a job) or values (e.g., security) will generate greater interest in an educational institution. (EV)

Adult learners, long the stepchildren of colleges and universities, have nearly become the norm, and they spend billions of dollars each year on education. This chapter takes a customer-oriented approach to recruiting and retaining adult students in higher education. (GCP)

Describes how the University of Dayton is among a growing number of colleges using personalized Web sites to attract students. (EV)

Examined the experiences of students who are enrolled in high school and college simultaneously, a growing phenomenon known as dual-enrollment. Examined why students chose to enroll in high school and college at the same time, how they perceived the college environment, and what they reported as benefits. None of the participants indicated that…

Evaluation of the learning experience for 1,055 new learners at seven Further education colleges in Warwickshire revealed high levels of satisfaction, high retention rates, and an appropriate level of challenge. (JOW)

Describes how, from the late 1960s to the late 1980s, historically Black colleges produced a healthy share of major-league baseball stars. Today, however, facing a dearth of African American talent and a lack of institutional support, HBCU programs are seeking alternative strategies to field competitive teams. (EV)

Reasons for low participation of African-American subjects in research include social injustice, education, economics, and cultural differences. Case study of 80 African-American participants in a language comprehension study yielded strategies for effective recruitment: invite individuals as participants, not subjects; include families; use a…

Labor strategies of eight enterprises in Shanghai and Beijing were profiled. Changes in national policy had created a highly competitive market. High skill requirements of jobs and shortages of skilled labor meant companies emphasized internal employee development over recruitment. However, they lacked strategies for retaining trained employees.…

Recent solutions to the nursing faculty shortage (expanded certification programs, aggressive recruitment, delayed retirement) have had some success. New solutions might include fast-track bachelor-to-doctorate curricula, recruitment of advanced practice nurses, image enhancement, national certification, and linking of the faculty and nurse…

Today's college students may be the "digital generation," but many have less regard for electronic recruitment tools than staffing professionals might believe. This article illustrates the gap between conventional wisdom regarding the use of high-tech recruitment tools and the stated preferences and perceptions of surveyed members of the Class of…

Presents a summary of an earlier monograph on the recruitment and retention of older ethnic minority individuals. Findings suggest that recruitment and retention success occurs when there is a match between the goals of the ethnic minority communities and the research community. (Contains 10 references and 3 tables.) (GCP)

Discusses how this Arab emirate is offering millions of dollars for a few U.S. colleges to open campuses there. (EV)

Guidelines are provided to help coaches counsel high school athletes about college selection and admissions. The needs of both the average and the exceptional athlete are considered. A checklist for student use in rating colleges and a coach's counseling checklist are included, as well as a resource list. (IAH)

The data from this study of Presidential Management Interns from 1978 through 1984 classes confirm that the program has been successful in recruiting talented people to federal service. Some problem of retention remains primarily because of interns' disenchantment with the bureaucracy. (Author)

To be effective, a college recruitment program must accomplish two goals: (1) it must market the organization to students and to those who influence students, and (2) it must assess job candidates to ensure that offers are made to the right people. (JOW)