The peculiar nature of the academic market is examined in the face of a bleak demographic situation in higher education. The benefits and risks that the marketing movement may carry for the system, the intellectual tradition, and the students, are discussed. (Author/PHR)

This paper describes the Puerto Rican movement to the mainland United States as a contract labor group before, during, and after World War II. The communities which developed from this early movement provided the nucleus from which the present Puerto Rican communities arose on the mainland U.S. (Author/EB)

Offers tips to college newspaper advisers regarding recruiting, staff incentives, organization, continuity, training, and liaison with other faculty members. (GT)

How to evaluate your FFA Chapter. (HD)

The campus interview is perceived quite differently by students (prospective employees) and recruiters (future employers), as demonstrated by the survey reported in this article. (Author)

The conscience of technical education is pointed out in this report of two presentations made at the American Vocational Association convention in Houston. Alan Sheppard reported a study of the plight of the unemployed elderly concluding that the 65-plus population warrants separate consideration. Florence Mintz reported piloting a project to…

Marketing strategies for day camps include encouraging camp staff to get involved in organizations involving children, families, and communities; holding camp fairs; offering the use of camp facilities to outside groups; hosting sport leagues and local youth outings; planning community fairs; and otherwise involving the camp in the community. (LP)

Strategies for recruiting camp staff include tailoring messages to the needs and interests of prospective staff; utilizing former staff; hiring older workers; encouraging parents, former campers, and special interest groups to volunteer; and offering competitive pay. Provides an example of a target population (Generation X, born 1963-83) and key…

The difference between the performance of an outstanding teacher and that of an average teacher over a couple of decades can be immensely significant to a school district. Outlines a 10-step labor-intensive hiring procedure for hiring top teachers. (MLF)

Although leadership is viewed as a complex interaction between the leader and the social environment, this lesson is frequently ignored in personnel selection and leadership training. We cannot make leaders more intelligent or more creative, but we can design situations that allow leaders to use their intellectual abilities, expertise, and…

Provides advice to campus activities chairpersons, faculty advisers, and other student organizations on how to recruit volunteers to advance organizational goals. Focuses on determining organizational needs, attracting volunteer interest, job descriptions and applications, diversity, evaluation of volunteers, and continuing motivation. (MDM)

Search committees should evaluate each candidate for the superintendency on the basis of 10 risk factors: (1) spouse with a career; (2) children in high school; (3) home ownership; (4) unfamiliarity with the community; (5) salary equal to or less than current compensation; (6) high-cost area; (7) candidate or spouse in school; (8) unattractive job…

Suggestions for finding camp staff focus on actively recruiting college students: arranging college credit for camp work, attending job fairs, using conventional advertising as well as the Internet and e-mail, asking other groups to help, recruiting while staff is at camp, and staff reunions. Includes strategies for finding staff with specialized…

Argues that faculty hiring is one of the most important duties a principle performs. Catholic schools suffer from a shortage of religion teachers. Author's research suggests that new recruitment methods must be employed, including recruiting teachers from within the schools who are in other disciplines. (Contains four references.) (NB)

In two of four sections of an accounting course, students attended presentations by accountants. Precourse (n=138) and postcourse (n=99) questionnaires indicated that those exposed to presentations had far more positive attitude changes regarding accountants, the profession, and accounting careers. (SK)