Asserts that the percentage of minority students in agricultural education is extremely low and provides a list of suggestions that teachers can use to encourage minorities to enroll and to foster diversity in the classroom. (JOW)

The University of Akron's Increasing Diversity in Engineering Academics program seeks to retain minority engineering students by emphasizing competence and diversity and forming collaborative learning communities focused on excellence, not remediation. Features include learning contracts, peer counseling, freshman transition activities, a study…

Describes how two-year colleges are doing some soul searching about why they have problems attracting male students. (EV)

Describes how, after hiring decisions that led to highly public embarrassments at several colleges, a wave of resume checking has put some coaches on the hot seat and a few others out of work. (EV)

Some Chinese organizations are moving away from production-oriented traditions. Resource-rich enterprises are using formal education to select and develop an elite. Organizations with less access to highly qualified recruits are also less likely to provide extensive training. The gap between organizations in terms of employee development is likely…

Most high-ranking U.S. colleges and universities have firm programs in place to recruit black students to their campuses. However, very few leading universities are taking measures to increase racial diversity in their professional ranks. Presents data from a survey of the nation's 27 highest-ranked colleges regarding institutions with announced…

Practicing family and consumer sciences (FCS) teachers (n=83) were asked about their perceptions regarding the teacher shortage and their suggestions for recruiting and retaining teachers. They shared advice for beginning teachers on the challenges and rewards of the classroom and affirmed teachers' personal role in recruitment and retention.…

Describes how the second half of the twentieth century saw the development of a global market in international education, so that by the 1990s, the systems of many host nations (e.g., Australia, Canada, United Stated, United Kingdom, and New Zealand) had become more market focused and were adopting professional marketing strategies to recruit…

A survey of postsecondary institutions in New England regarding recent changes in their admission processes and the factors that influenced those changes found that traditional admissions criteria continue to be weighted heavily in the admissions process and that recruiting and retaining underrepresented minority students remains a concern of many…

Explores some strategies to attract non-traditional students to campus activities, highlights a model program that integrates scholarship support and leadership programs, explores new ways of marketing to these students, and offers some suggestions for continued development. (EV)

Studies career choice and retention of 19 secondary science education graduates using a biographical approach. Compares autobiographical papers written as preservice teachers and rewritten as career teachers for intrinsic reasons for vocational choice. Involves early vocation teachers and those who chose science teaching later in their higher…

To improve their campus recruiting outcomes, some companies have developed their own methods for evaluating and selecting tools for recruitment. This article highlights the methods of Pfizer Global Research & Development, which uses a scientific approach to ensure its success on campus. (GCP)

Using the example of Denver Seminary, discusses how evangelical seminaries are gaining enrollment--unlike their mainline Protestant counterparts--through aggressive recruiting as they try to stave off financial woes. (EV)

Illustrates how the Middletown (Connecticut) adult education program increased enrollment through careful design and distribution of a promotional package (handbook, catalog, newsletter, and brochures) supported by press releases, media ads, posters, and mailings. Provides a template for promotional materials. (SK)

Examined interviewees' assessments of job applicants (N=346) in terms of both general and firm-specific employability (fit). Found assessments of general employability differed from firm-specific assessments; there was a firm-specific component to interviewers' evaluations of job applicants; and interpersonal skills, goal orientation, and physical…