In the "emergence approach" to interviewing, the interviewer tries to understand how candidates solve problems, relate to others, are motivated, and apply their aptitudes and skills. This paper offers specific suggestions on what to do and what not to do in the interviewing process. (Author/LD)

External assistance in the form of consultation is seen as a major ingredient in the design and conduct of institutional advancement programs at many small colleges. Suggestions to help small college institutional advancement personnel to make the best possible use of consultants are provided. (MLW)

For more than a decade, a principal of a large innercity elementary school in New Haven, Connecticut, convened a committee of parents and school personnel to interview candidates for positions as teachers and aides. About 50 persons were hired using this process, and all the teachers were successful. The interviewing process has since become…

This issue brief looks at evaluations of 34 academically focused summer programs in order to distill challenges and compile promising strategies for creating quality summer programs. While many summer programs face similar implementation challenges, each program has different components and needs, and not every strategy is feasible or even…

Since building designers play a key role in the school construction process, it is important they be selected based on qualifications, level of service, and ability to work with education professionals. This report provides guidance to boards of education, superintendents, and other school administrators in this selection process. A methodology is…

This is the third report on the use of a technical classification assessment center (TCAC) for evaluating general detail (GENDET) personnel in the Navy. The first two reports described the development of the TCAC and the validation of the TCAC against supervisors' ratings of job performance for a small exploratory sample. This report presents the…

District-level pupil transportation manuals that contain clear, concise information about objectives, policies, and regulations are a must. These manuals should also specify procedures concerning evaluation processes, personnel recruitment and selection, and the driver training program. (MLH)

Investigated the accuracy with which personnel recruiters perceive specific reward preferences of new college graduates and the effect of recruiter experiences on perceptual accuracy. Results indicated significant differences on 11 job characteristics. Although recruitment specialization did not influence accuracy, experience did, with less…

Describes the functions of selection committees in the recruitment, evaluation, and hiring of professional personnel in academic libraries. The composition of a selection committee, committee responsibilities, advertising an available position, screening applications, and interviewing candidates are discussed. A 7-item reference list accompanies…

Outlines the process for selecting an architect. (MLF)

Colleges can improve their chances of hiring an appropriate consultant by knowing what they wish to accomplish; knowing what results to expect; identifying possible consultants; choosing an individual with expertise in the primary area of concern; arranging and understanding the consultant's presentation; and remaining flexible during the…

Attributes Austin Community College's (Texas) success in minority recruitment, hiring and retention to a 10-step plan involving trustee support; an affirmative action plan; faculty support; recruitment, screening, interviewing, and selection strategies designed to enhance minority participation; orientation and support; staff development; and…

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)

Effective principals are distinguished by their strong leadership, their focused approach to change, and their highly developed analytical skills. The screening and selection process used in reaching the decision to employ such a principal is critical; districts often fail to gather comprehensive information about candidates and fail to thoroughly…

The activities undertaken by the advising system at Oklahoma State University's College of Arts and Sciences are described. In addition, characteristics of colleges that value the academic advising function and the importance of meeting student needs are sketched. One component of Oklahoma State University's advising system has involved…