Although females make up approximately 19% of college graduates receiving B.S. degrees in engineering, they account for less than 3% of the engineering faculty positions in North America. Identifies factors that have led to the success of these women faculty and makes recommendations for better integrating women into all engineering disciplines.…

Report highlights Foothill College (California), a community college in Silicon Valley (the costliest housing market in the United States), as an example of the increasing number of colleges having difficulty recruiting faculty because housing is so expensive in their local areas. (DB)

Describes how widespread budget deficits have led to more faculty hiring freezes than higher education has seen in years; however, searches do continue on some campuses. (EV)

This paper addresses recruitment of Health Information faculty for community and technical colleges, an issue of crucial importance because many faculty hired during the enrollment boom of the 1960s are retiring. The design for this research was a factorial experiment, involving a two-way analysis of variance. The participants (N = 194) were…

The first article in this three-part series (Christian Higher Education 5(3) 2006: 279-293) introduced the topic of tenure in American evangelical Christian colleges and universities. This article presents the findings from a study designed to ascertain the tenure policies and practices of member institutions in the Council for Christian Colleges…

Outlines the most effective ways of conducting a search for new English department faculty on the college level. (SRT)

Discusses various activities at Nashville State Technical Institute to encourage women to enter engineering technology. These include receptions, in-service discussions, rap sessions, employment of women faculty, female recruitment, and publication of a special issue of the Institute's monthly publication ("Print-Out") for women. (JN)

Discusses ways that affirmative action is used in the context of faculty recruitment. Argues that affirmative action should be viewed as a method to achieve positive change within a department and not as a quota. (KEH)

Confidentiality during a superintendent search is essential in order to attract the best candidates. Board members should use confidentiality as a selling tool; use discretion during onsite visits; and make their decision quickly. (MLF)

Reviews the history of affirmative action programs in higher education, and discusses problems in recruiting minority faculty members for library schools. It is suggested that library schools can increase the available pool of minority faculty through mentoring programs and the use of faculty networks. (17 references) (LAE)

Offers suggestions to help committed and concerned faculty and administration successfully recruit faculty of color to their departments. Discusses strategies of commitment, of climate, and of recruitment. (SR)

Discusses the compelling motivations for a department to recruit faculty effectively and efficiently and how to integrate these motivations into the hiring process. Explores different perspectives of chairpersons and new hirees on retaining new faculty. Offers six steps to facilitate retention of new hires. (SR)

Investigates the recruitment of qualified individuals to serve as faculty members for community college business administration departments. Both male and female applicants rated jobs most favorably when the job did not require relocation and the recruiter conveying the job message had a professional background similar to that of the applicant.…

Discusses how business schools, expanding their course offerings to meet student demands, are engaged in a bidding war to employ the few new Ph.D.s in the field. (EV)

Five presidential search experts respond to a query on why there are not more females and minorities leading U.S. colleges and universities today. (EV)