Among 228 secondary students not taking marketing classes (84%), attitudes were almost equally related to tangible attributes (relationship to future employment, job placement, college preparation) and symbolic attributes (exciting, sophisticated) of marketing education. Recruitment strategies should emphasis both types. (SK)

Examines the effects of changes in entry-level salary on the ability of school districts in two New York regions to compete among themselves for novice teachers' services. When districts improved their entry-level salary ranking, they subsequently improved their ability to recruit the most highly educated candidates in their regional pool. (MLH)

Suggests 10 guidelines (5 for institutions and 5 for individuals) to ensure that minority affairs person is effective, valued, and respected member of college administration. Recommends that institutions be specific about duties of minority affairs counselor, create campuswide understanding of scope of the position, make minority affairs position…

Surveyed cooperative education program students (n=115) to determine what factors influenced their decision to select an employer. Two factors were statistically significant: challenging work and career-oriented work. Recommends focus on line supervisors and their impact on students. (ABL)

Presents a model of teacher induction for probationer (beginning) teachers. Proposes four stages of induction, beginning with preparation, which includes recruitment and selection, followed by encounter when the job begins, by adjustment when the new entrant settles in to the post, and by stabilization where future career development is…

Explains how to recruit members for a trade union study circle: types of people, preparation of informational materials, and guidelines for discussing the purpose and benefits of study circles. (SK)

Notes that working conditions will have marked influence on employee recruitment to and retention in social work profession. Sees graduates' expectations influenced by ability to exercise professional judgment, increased career orientation of women, frequency of midlife career change, and entry of newcomers from non-Western cultures. (Author/NB)

When 54 campus recruiters identified best-fitting and worst-fitting applicants, the most frequently mentioned determinants of fit were job-related coursework or experience and such characteristics as articulateness, appearance, and communication skills. Organization-based fit dimensions were mentioned but to a lesser extent. (SK)

Describes education and training fairs held for Asian women living in Britain, intended to help them overcome barriers preventing their return to education. (SK)

A survey of 258 Pennsylvania extension agents revealed overall positive attitudes to diversity in 4-H/youth-development programs and agreement that youth need to know about other cultures. Four of five placed a high priority on recruiting diverse students, but barriers of effort, time, and money exist. (SK)

Suggestions for recruiting teachers are as follow: talk to teens, recruit from within, involve counselors, target uncertain students, network, build relationships with tech prep, enlist military personnel, recruit extension agents, contact outplacement and employment services, and use distance-learning methods. (JOW)

Discusses the projected shortage in technology-education teachers and suggests how teacher educators can increase enrollments. (JOW)

It is the responsibility of all connected with technology education to encourage students to become technology educators. The World Wide Web can be used as a career resource in recruiting recent high school graduates. (JOW)

Describes the evolution of job searching on the Internet from the early job boards to offerings on eBay. Suggests that both job-seekers and employers are becoming dissatisfied with job boards because of the difficulty of sifting through the large number of candidates and jobs to find the right match. (JOW)

Many top-level managers are retiring early. Programs to prepare their replacements have been scaled back. Many companies are offering phased retirement plans, redesigning jobs, and paying for spouses to go along on business trips to keep their managers a little longer. (JOW)