Presents the third annual listing of the HISPANIC 100, the 100 companies providing the most opportunities for Hispanics. Surveys over 500 major U.S. corporations, asking specific questions about these companies' commitment to the advancement of Hispanics. Summarizes the companies' policies, programs, and expenditures relating to assisting…

College buildings, interiors, furniture, spaces, landscaping, and equipment express what the college stands for, what it cares most about, and how it views the intellectual and aesthetic enterprise. Well-designed and well-built physical facilities, especially those that are distinctive, should be a more recognized force in any college's enrollment…

Schools are discovering a wealth of experience and expertise available in their communities' senior populations. The graying of America guarantees older adults' continuing availability as a volunteer force. This article provides advice on developing intergenerational and outreach programs, stressing recruitment strategies and benefits of senior…

As identified by French and Raven, expert power is based on the student's perception that the teacher possesses some special knowledge or expertise worth acquiring. Expert power, like all the power bases (reward, coercive, legitimate, and referent power), must be cultivated. Principals should act to promote and highlight the legitimate expertise…

An award-winning teacher-recruitment program in Atlanta, Georgia, increased its pool of minority candidates by training enthusiastic staff as volunteer university recruiters. The district improved the program further by targeting more black colleges, casting a nationwide recruitment net, cooperating with 11 other school districts, and instituting…

Describes the University Team concept, which involves large sections of an organization with large sections of an institution and serves the needs of both. Explains how the University Team model enables a corporation to develop stronger ties with a selected university and position itself to interact with students and faculty on a regular basis.…

It is argued that higher education should be marketing according to principles for marketing services not products. Unique features of services, implications for marketing, and application of service marketing principles to college and university recruitment are explained. Research on seven successfully marketed colleges and universities and…

Discusses the compelling motivations for a department to recruit faculty effectively and efficiently and how to integrate these motivations into the hiring process. Explores different perspectives of chairpersons and new hirees on retaining new faculty. Offers six steps to facilitate retention of new hires. (SR)

Provides guidelines on the recruitment, training, and support of volunteer tutors and their students, drawing on the Student-Centered Individualized Learning model developed by Frontier College in Canada. The guidelines are intended for both community organizers and education professionals. (six references) (Author/LB)

The recent appointment of experienced fundraisers to several college presidencies reflects the increasing importance of fundraising in the presidency. Boards are looking for administrators with a balanced understanding of financial management, the academic enterprise, and institutional advancement strategies. (MSE)

Presents views from focus group of local employers, held with University of Oregon career personnel, faculty, and administrators, on what "ideal" means when thinking of the ideal job candidate. Describes characteristics of the ideal job candidate, how to become an ideal candidate, and linking ideal candidates to ideal jobs for them. (Author/NB)

Describes and analyzes Ohio State University's Minority Librarian Intern Program, a two-year post-master's degree internship that was developed to attract underrepresented minority librarians to academic libraries. Publicity and recruitment strategies are discussed, and suggestions to increase minority representation are offered. (Contains 14…

College department prepared booklets containing student resumes to assist 1992 graduating class of computer information systems emphasis in finding employment. Zero response rate from resume booklet sparked surveyed to find out what recruiters say they would respond to from students. Findings from 42 organizations identified major changes needed…

Contrasts tendencies of pedagogization in the private sector with tendencies of economization in adult education. Points to the discrepancy between the intensity and speed with which pedagogical knowledge has been assimilated and adapted by the private sector and the rather modest number of processes of professional recruitment. (DSK)

The recruitment, retention, development, and advancement of entry-level professionals is critical to any organization. Explores these relationships and the ways in which both supervisors and new professionals may ensure a positive foundation for the lifelong success of those entering the student-affairs field. (Author/MKA)