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)

This digest reviews a variety of strategies that might be employed by school districts, teacher education institutions, and state educational agencies to attract, train, and retrain Hispanic teachers in math and science. The need for long-term solutions is discussed. Five action-oriented steps to attract Hispanic high school graduates into the…

Proposes a controversial method of dealing with teacher shortages: leave the classrooms vacant rather than using less qualified teacher substitutes. If the public were confronted with the problem of attracting high-quality teachers, citizens would pressure boards and legislatures to find long-term solutions for developing quality teachers. (MD)

Describes how the Community Consolidated School District 93 in Illinois recruits excellent teaching candidates. They use an ongoing, computerized recruiting system. (MD)

This handbook is designed to help beginning evaluators of teacher recruitment programs. It addresses the information and assessment needs of teacher recruitment programs. It takes a hands-on approach and includes worksheets and instructions for using them. After presenting tips for getting started, the handbook offers eight steps to successful…

This report examines the difficulties schools encounter as they seek qualified teachers. The paper focuses on the southeastern portion of the United States, using North Carolina as a case study. Emerging teacher shortages in the state have put pressure on administrators to staff classrooms at all costs, weakening the case for high standards for…

Suggests some general observations about the process of recruiting minority teachers as well as a number of specific strategies. (Author/SJL)

Describes the ideal qualities of teachers in small schools, and explains how to recruit ideal teachers and how to provide inservice training for those who are less than ideal. (JM)

Notes that the percentage of Black and Hispanic teachers continues to decline as the number of Black and Hispanic students increases. Argues that minority teacher candidates are being screened out by state-mandated competency testing. Argues that reversing the scarcity of Black and Hispanic teachers will take time, money, and commitment. (RS)

Recruitment and retention of higher education information technology (IT) professionals is a campuswide problem. This paper presents information from meetings of a working group of IT professionals, human resources (HR) professionals, and business officers that examined recruitment, retention, retraining, and restructuring, highlighting:…

Recruiting and retaining teachers and other personnel continues to be one of the most critical issues in rural schools. The need for teachers in the U.S. is expected to grow significantly as large numbers of teachers retire, many taking advantage of early retirement incentives. In searching for ways to meet new federal law requirements outlined in…

Hiring qualified reading professionals is a complex process involving a variety of considerations. Organizing a language arts advisory committee, determining the faculty's perceptions, interviewing and observing the best candidates, and working toward retaining the new appointees are feasible considerations of the selection process. Probably, the…

A recent survey solicited information from the health education departments of 146 colleges and universities to obtain an estimation of the number of blacks pursuing graduate study in health education as well as the number of black health education professionals serving on the faculty on predominantly white campuses. A second focus of the study…

Provides eight screening practices to consider when hiring new teachers. Includes suggestions on how to conduct interviews. (MD)

Attracting top teachers to small school systems involves a different recruiting process: advertise widely, use telephone contacts, get there first, don't overweight interviews, do classroom observations, and keep up personal contact. (MD)