Identifies the types of positions available at domestic four-year institutions of higher education for faculty whose specialty is educational technology. Analyzes educational job postings listed in the "Chronicle of Higher Education" from August, 2000, through July, 2001. (Author/SOE)

Recruiting programs aimed at the spouses of potential faculty members are becoming more common at universities and colleges. Among the reasons most frequently cited for this phenomenon are: there are more dual-career couples; more women are attending graduate school, raising the likelihood of academic marriages; and competition for faculty. (MLW)

In 1999, most deans of nursing schools that belonged to the American Association of Colleges of Nursing reported that they did not have a faculty shortage. By 2005, however, 75 percent of U.S. nursing schools cited faculty shortages as the major reason for denying admission to qualified students. The average age of nurse educators holding PhDs is…

The unequal status of women professors, compared to their male counterparts, is not staggering news. While women constitute approximately sixty percent of the undergraduate population and earn more than half the doctorates in the United States, women professors continue to number fewer than men. The American Association of University Professors…

Some 175 Black professors have established the National Congress of Black Faculty to deal with issues such as the recruitment and retention of Black faculty and the problems Black faculty members encounter in trying to undertake or publish research. (MLW)

Presents step-by-step guidelines to the administrator for hiring a college music teacher, from the determination of a vacancy, through advertising and screening, to the employment interview and salary negotiation. (SJL)

Despite Federal efforts to increase minority participation in university level research and development (R & D), there is a disproportionate underrepresentation of minority men as trainees. Reasons seem to lie in R & D recruitment strategies and practices. (Author/GC)

Discusses the department head as an advocate for the department, a recruiter, and a human being; describes the relationship between department heads and faculty. (DD)

Using data from the National Survey of Hispanic/Latino Theological Education, recommends that accrediting agencies convene alliances of seminaries and theological schools that are publicly committed to increasing the number of their Hispanic students, faculty, and administrators. Suggests that seminaries can expand their pool of students by…

Describes how, despite the economic downturn, some colleges have found ways to hire droves of faculty members. (EV)

Describes how, after hiring decisions that led to highly public embarrassments at several colleges, a wave of resume checking has put some coaches on the hot seat and a few others out of work. (EV)

Discusses the realities in the present and future recruiting of minority faculty members. Argues that the securing of an appropriate representation of minority faculty, although a current resolve of most institutions, will be an extended process that faces numerous obstacles and will not easily be achieved. (KEH)

Among the problems faced by unorthodox colleges are prevention of stagnation and attracting faculty members who share the institution's vision of undergraduate education. Representatives of 16 colleges at a "Meeting of Innovative Colleges" suggest that innovative programs have often taken on institutional lives of their own, making…

Relates some of the author's experiences in hiring new instructors as chair of the English department at Western Washington University. States that hiring is basically a year-round job. Discusses how position descriptions are written, thoughts on affirmative action, and the importance of organization and maintaining a timetable. Presents some…

A survey of journalism faculty (n=407) suggests that ethical standards in college faculty recruitment can not be taken for granted. As the recruitment process becomes more competitive and applicant numbers dwindle, the process should be carefully examined to ensure that truth, trust, and honesty are characteristic of the recruiting procedure. (MSE)