Evaluates the influence of quality of information communicated about both nontraditional and traditional benefits on the recruitment of college graduates. Examines how communicating different degrees of information influences willingness to accept a job. Finds that increasing the quality of information communicated about traditional benefits…

College recruiters (96 of 220) rated resumes that either emphasized education, extracurricular activities, or work experience. Candidates were considered more employable when work experience predominated. For women, educational experience could substitute for activities or work, but men seemed to be penalized if education was emphasized. (SK)

Interviews with local/state tech prep coordinators, counselors, teachers, students, and parents in Ohio revealed characteristics of programs successfully retaining African-American males: high goals and expectations, positive views of African Americans, parental involvement, multicultural academic and career development, positive student…

Interviews with 38 students, faculty mentors, and administrators involved in programs focused on recruiting/retaining women of color at the University of Minnesota revealed that mentoring is systematically addressing causes of attrition by promoting student/faculty communication, intervening promptly with academic difficulties, and creating a…

To interest multicultural, bilingual teenagers in nursing careers, an 8-week culturally focused summer program integrated life planning, mentorship, nursing assistant training, and college application assistance while providing stipends and scholarship opportunities. Twenty-four economically disadvantaged teenagers completed the program and passed…

Responses from 97 of 500 British employers identified minimum and preferred qualifications for new employees. A substantial number specified no minimum level. Most do not value National Vocational Qualifications and favor academic qualifications for higher-status occupations. Those who specified minimum qualifications were more likely to train…

In Jefferson County Public Schools in Louisville, KY, a number of unique strategies are being used to attract and retain qualified principals. Based on a survey of principal-certified personnel, the district conducted a more aggressive external recruitment effort, and also started providing housing subsidies, salary incentives, and assigning some…

Describes efforts of Montgomery Township (New Jersey) school district to attract and retain good teachers. District actively seeks high-quality candidates, provides support for beginning teachers' emotional and professional needs, establishes positive mentor relationships, and offers sustained professional development opportunities. (PKP)

Discusses teacher supply-and-demand issues in Canada. Includes a review of current research, the consequences of a teacher surplus, and efforts to address teacher shortages in Newfoundland and Labrador. Suggests teacher labor-market policy implications involving school districts, provisional governments, and teacher-training institutions. (PKP)

United Methodist Family Services of Virginia placed 41 developmentally disabled children in adoptive homes between August 1985 and June 1988. Efforts of the program's caseworkers to find potential adoptive families and obstacles to the placement of the children, are discussed. (BG)

This article examines the growing gap between numbers of visually impaired students identified and numbers of teachers trained to serve them, and explores factors impeding efforts to recruit and train teachers. Suggestions include legislative initiatives, implementation of national recruitment policy, and national networking of university training…

Competition makes marketing diversification necessary for proprietary schools. Considering significant demographic and social changes can help identify a school's primary and secondary markets and target new audiences for recruitment. (SK)

The college selection procedure developed by American Telephone and Telegraph for on-campus recruiting uses a structured school-analysis program that strategically involves its nationwide recruiting staff in a unified effort. (TE)

Discusses ways that affirmative action is used in the context of faculty recruitment. Argues that affirmative action should be viewed as a method to achieve positive change within a department and not as a quota. (KEH)

Discusses the home visit as an effective and underutilized recruiting method for colleges, citing the example of Eureka College's practice of visiting the homes of prospective students. (TE)