School leaders are trying pay incentives, consortia, and temp firms to assuage their need for qualified substitute teachers. Five coping strategies include making the job more attractive, increasing the candidate pool, hiring some permanent subs, using automated calling systems, and examining systemic issues. Substitutes are unionizing in some…

Addresses the issue of teacher recruitment in Providence, Rhode Island. Explains that the Catholic education staff designed a campaign that involved creating marketing materials, advertising in daily newspapers, and holding job fairs and open houses. Stresses the importance of promoting teaching at Catholic schools as both rewarding and…

Describes the strategies employed by the Diocese of Memphis, Tennessee, to alleviate its teacher shortage, including: (1) starting a teacher Recruitment and Retention Leadership Team; and (2) creating a Web site, radio spots, display booths at job fairs, and a teacher recruitment video that was sent to religious communities. States that, for the…

Reports that, on average, one out of three catechists is replaced every year due to attrition. Proposes methods for recruiting and retaining catechists, asserting that recruiting should be looked upon as a year-round job, and those who are growing in faith and are healthy-minded should be sought. (CJW)

Two universities that are working to prepare school counselors have changed their recruitment and selection procedures to attract increased numbers of candidates who can be optimally trained to fulfill the requirements. Describes criteria and procedures used to select graduate students who have the greatest promise of becoming leaders, advocates,…

Surveys recruiters about the skills they seek in applicants and the best method for students to demonstrate those skills. Notes that the top five skills sought are: communication (oral and written); computer literacy; interpersonal/social; critical thinking/leadership (tied); and teamwork. Suggests that instructors provide students with explicit…

Describes how principals can exercise their responsibility to recruit, develop, and retain good teachers. (PKP)

Evaluated the impact of printed promotional materials on the recruitment of college freshmen using focus groups of students attending a large, southern metropolitan university. Students provided detailed suggestions on ways to improve the method of distribution, graphic design, and content of the materials. (Author/DB)

Discusses similarities and differences in the marketing of higher education and other services, especially in regard to marketing to high school students. Considers the importance of the college choice decision, the adolescent's competence to choose wisely in light of promotional efforts, family influences, and the question of what higher…

Three chief alumni relations officers discuss their views on the importance of hiring graduates of the college or university as alumni relations staffers. Opinions ranged from the belief that it is helpful when alumni and staff share an alma mater, to alumni status is not particularly important, to an attempt to mix both in the alumni relations…

Examines the challenges faced by employers because of a good economy, tight labor market, and low unemployment and how employers are rising to meet them. This article is based on the reports of one-on-one interviews with 688 employers, the summaries of 14 employer roundtable discussions, and the results of the National Association of Colleges…

Reviews common barriers to family participation in prevention services and highlights advances in strategies for recruiting families. Presents practical, detailed procedures for enlisting hard-to-reach families into prevention services and into prevention research evaluation interviews. Reports on recruitment success rates from a family counseling…

This annotated bibliography cites 39 published and unpublished papers, Web sites, or other materials based on recent scholarship concerned with recruitment, remediation, and retention of college students. (DB)

A survey of 3,200 employers (67% responded) showed that affirmative action increases the number of recruitment and screening practices and willingness to hire and provide training for women and minorities. Even when the credentials of those hired are somewhat weaker, job performance was not diminished. (SK)

Data from the 1993-94 Schools and Staffing Survey for 13,601 traditionally certified and 1,118 alternatively certified (AC) teachers show that 13.4% were math and science teachers, most of whom were AC; there were no differences in gender and racial composition; AC math and science teachers were concentrated in inner-city schools and had higher…