In today's financially strained higher education landscape, the student services infrastructure is often supported by fewer staff, less money, less experience, and less knowledge. Gone are the days when higher education staff professionals acquired the necessary education pieces, apprenticed in positions, and waited patiently for promotions. Most…

Ongoing globalization and immigration bring diversity and rich cultural elements to American organizations at all levels. An educational environment with faculty and leaders from people of colors will set a good example for all students, especially for students of color who are eager to explore ideas and arguments at a thoughtful level to rethink…

Currently, a majority of two-year colleges in the United States are located in rural areas. Small, rural-serving community colleges are instrumental to the survival of the communities they reside in, as well as vital to the stakeholders they serve. How does being a rural community college present specialized challenges and in what ways do the…

This article makes a case for using Roald Dahl's children's fantasy and morality tale "Charlie and the Chocolate Factory" to teach recruitment and selection. It draws attention to its relevance in illustrating and explaining three different recruitment and selection paradigms: psychometric, social process, and fit. It argues that the use of this…

In the next decade, the military will rely on aggressive marketing to battle the nation's businesses as both search for the best entry-level employees. (Author)

This report presents issues and highlights from a California State University (CSU) workshop that had the following goals: (1) to present effective recruitment strategies and programs, including those for minorities, women, and the disabled, which have been employed on a CSU campus and which could be of benefit to others; and (2) to model faculty…

Urges employers to professionalize their recruiting efforts in order to achieve more effective hiring, training, and evaluation of their future managers. (JAC)

Uses a microeconomic model to explain behavior of actors in school-to-work transition that proposes optimal strategies and explains causes of failure. Suggests that metafunctional criteria (personality, behavior, employment stability, productivity, adaptability, social involvement) are crucial factors in recruitment decisions. (Contains 56…

Widespread labor shortages are leading companies to adopt innovative recruiting and training methods, such as Internet job postings, computer-based training, certified interviewers, collaborations with colleges and universities, and making employees at all levels feel important. (SK)

Organizations can improve success in hiring or placing change agents by emphasizing needed competencies, confirming credentials, establishing contracts, and ensuring that change agents speak the organization's language and are flexible and focused on objectives. (SK)

Discusses the effectiveness of the World Wide Web as a tool for recruiting employees. Suggests that most firms use several methods for filling their labor and talent needs including employee referrals. Indicates that about 17 percent of successful employee searches are made via the Web compared to other methods. (JOW)

Whether an organization's college recruiting needs require the services of one recruiter or an entire staff, an effective program will systematically address many concerns and consider numerous options as it progresses through the four stages inherent in any comprehensive process: needs analysis, program development, program implementation, and…

To be effective, a college recruitment program must accomplish two goals: (1) it must market the organization to students and to those who influence students, and (2) it must assess job candidates to ensure that offers are made to the right people. (JOW)

In the computer age, telecommuting programs can be an effective means of recruiting and retaining valuable employees. This article discusses how companies can select employee participants and how to manage people working at home. (Author/CT)

Presents views from focus group of local employers, held with University of Oregon career personnel, faculty, and administrators, on what "ideal" means when thinking of the ideal job candidate. Describes characteristics of the ideal job candidate, how to become an ideal candidate, and linking ideal candidates to ideal jobs for them. (Author/NB)