To gauge the interest of employers in interviewing alumni on campus, the career services staff at the University of Tennessee at Knoxville developed and distributed a questionnaire to campus recruiters from 130 organizations. Questions from survey participants' responses are included. Results indicate that a high percentage were interested in…

Examines the advantages of geodemography (the study of population characteristics within a geographic context) and predictive statistical modeling for college student recruitment, and describes a new College Board service combining the strengths of the two approaches with its education-specific data collected from college-bound students. (MSE)

To succeed in recruiting development officers, colleges and universities must use more aggressive methods to reach alumni, people with ties to the campus, and local business people; expand their selection criteria, perhaps including candidates with little or no experience; streamline the hiring process; and train new professionals. (MSE)

Reviews the opportunities available in the field of agriculture for African American students and notes efforts of the 136 colleges of agriculture to publicize their offerings and recruit students. Profiles six black leaders in agriculture, highlighting their achievements in research and aid to developing countries. A table provides data on annual…

Describes Piedmont Virginia Community College and the University of Virginia's (UVA's) collaboration in recruiting, preparing, and mentoring non-traditional students in teacher education. The partnership involves faculty at both institutions and includes provisions for facilitating the transfer of community college students into the five-year…

Technologies being used to enhance on-campus recruitment and selection include videoconference interviews; computerized notetaking, data analysis, work sample testing, and screening of resumes; and use of the World Wide Web students and employers. Research on the efficacy of these technologies for recruitment is needed. (SK)

Interprets findings of previous articles as supporting the role of higher education in developing students' self-awareness and opportunity awareness. Suggests that degree programs should develop transferable skills to enhance graduates' employability in a changing labor market. (SK)

Utilizes MBA students' biographical data and reactions to simulated position ads for community college business faculty positions to identify predictors of applicant decisions. Reveals four significant predictors of participants' ratings of simulated positions: applicant's current job satisfaction, spouse's contribution to household income,…

Argues that use of technology to market institutions and counsel students adds new dimensions to college recruitment practices. Predicts that emerging web technologies and their associated marketing theory will challenge the status quo and will add yet another dimension to the responsibilities of the admission professional. (Author/JDM)

In a survey of 130 British design and technology students, most viewed teaching as poorly paid, stressful, and lacking in creativity and professional freedom; they had little knowledge of teacher education. Their tutors felt that the teacher's role was constrained by the National Curriculum and the profession had low status. (SK)

Referring to Iowa contract law, reviews ethical and legal aspects of overseas employment contracts signed by educators at recruitment fairs. Iowa Department of Education guidelines state the following aspects of a good contract: it is in writing; it states the salary, pay periods, benefits, and dates of employment; it lists special conditions and…

States that in-person job fairs can be challenging for small colleges and universities with commuter campuses because they have difficulty attracting the big name corporations that students and alumni expect. Describes how Roosevelt University in Chicago dealt with this problem by organizing a successful online job fair. (MKA)

Nearly 30 percent of schools lack technology specialists or coordinators. The market is very competitive. Hiring a qualified technology specialist involves four major steps: developing a job description, setting a salary schedule, conducting interviews, and selecting a candidate. Obtaining the "best fit" for a district is important. (MLH)

Presents the author's view of the associate deanship, based on his first six months of on-the-job experience. Suggests that major changes are looming, and there is little evidence that college faculty are prepared for them. Focuses on three related areas: recruitment, retention, and technology, the constant themes in many deaconal conversations.…

A study of the skill needs of small and medium-sized enterprises shows they are an increasing source of jobs for business graduates, placing greater emphasis on employability, career self-management, and transferable skills. Higher education institutions should integrate curriculum and career development to prepare students for these…