The goals of a visitation program at a college or university should be to place prospects and their parents in contact with a variety of faculty and students. Faculty members, talking about their programs, and undergraduates, sharing their own experiences, are the institution's best recruiters. (MLW)

When the product is education, enthusiastic college students make ideal salespeople. Student recruiters use various marketing strategies including helping with recruitment literature; hosting visitors; and telephoning, writing, or visiting interested students. Some sales techniques are described. (MLW)

The spreadsheet can be a powerful tool in marketing. Using a spreadsheet and admissions data, models can be built for: periodic reports of admission status, projections of the size and quality of the incoming class, and long-term recruitment strategy. (MLW)

Lists 10 premises affecting the future of teaching, including trends toward teacher shortages, declining entry standards, unattractive salaries and working conditions, and standardized curricula. Presents three scenarios: business-as-usual, two-tiered (permanent senior teacher cadres instructing temporary teachers), and a professional scenario…

A school can assemble a winning teaching team by taking lessons from sports talent recruitment programs. Schools should search for early talent and ask education professors to identify promising student teachers. Contracts should be offered immediately to final round draft choices. (CJH)

Draws from site visits to 15 community colleges and 2 universities in California and attendance at 2 meetings of the Journalism Association of Community Colleges in this compilation of exemplary practices in recruiting students into community college journalism programs; instructing them in newsgathering, writing, and production; and advising…

A well-planned and systematized recruitment program can make a difference in the quality of students admitted to a teacher education program. An outline for a recruitment plan is proposed, and a program at the University of Dayton (Ohio) School of Education is described. (PP)

There are two keys to effective student recruitment: creativity in seeking applicants and mobilization of institutional support for the admissions program. To survive the 1980s unscathed, the small college must have a talented admissions director and a president who can marshall the college's resources behind the admissions program. (MSE)

A marketing information system approach for college admissions is outlined that includes objectives, information needs and sources, a data collection format, and information evaluation. Coordination with other institutional information systems is recommended. (MSE)

Provides tips for teachers of technical writing on ways to prepare students to apply for jobs. Discusses the mistakes recent graduates often make in applying for jobs. (FL)

The Northwestern School of Law at Lewis & Clark College in Portland (Oregon) has a microcomputer installation that now carries student data from the application process through to a student's admission to the school. Phase two will carry student data through graduation, and phase three will track the graduate's career and alumni activities.…

Describes recommendations related to engineering faculty pipelines by the American Society for Engineering Education task force. The recommendations are: (1) enlarging the faculty pool; (2) enhancing the graduate school environment; (3) enhancing the faculty environment; (4) attracting non-traditional faculty; (5) working on foreign faculty…

Effective student recruitment writing can evoke a sense of what an institution stands for, who the students and faculty are, and what it's like to study on the campus. Clear and accessible information can give prospects the nudge they need to read on--and then apply and enroll. (MLW)

Reports on a study of the use of employment application blanks as prescreening devices in public school employee selection. Findings suggest two major areas for further research. The first relates to legal compliance with Equal Opportunity Employment guidelines. The second concerns information relevancy to personnel selection. (JAM)

A survey of 220 college human resource officers investigated the extent of use of search firms to recruit administrators. Only one-third of respondents had used them, primarily for development personnel, presidents, and vice presidents; use was primarily by private, nonprofit institutions and those with over 5,000 enrollment; and use resulted in…