The field of strategic enrollment management has become increasingly invested in data-informed practices. In 2015, The College at Brockport, State University of New York implemented a recruitment strategy that incorporated both predictive analytics and customer relationship management (CRM) technology. This effort both reduced budget expenditures…

In the ever-growing discussion of how to build and support honors programs that reflect the diverse communities our institutions serve, the recruitment of transfer students has only recently been identified as a key avenue to enacting more equitable programs. Reflecting on four years of recruiting, enrolling, and graduating transfer students in…

The question for higher education is no longer "What should be in the plan for diversity?" but rather "How is that plan implemented successfully?" Many institutions are turning to senior diversity officers to lead campus diversity as it relates to students, faculty and staff. A review of recent higher education job listings…

Discusses shortage of nurses, improved compensation, and other benefits for nurses. Discusses effects of institutional reputation. Describes move to retention programs by nurse recruiters. Concludes image of nursing has developed into professional status. (ABL)

Encourages new PhDs in analytical chemistry to carefully consider college teaching as a career choice by pointing out some assets and liabilities of the profession. Discusses academic freedom, salary ranges, job security, and potential rewards of teaching college students. (SK)

Colleges must make radical changes in their structure, values, hiring practices, and the way they treat students if they want to attract more minority students and professors. Faculty members are given little incentive to work with minority students. (MLW)

Discusses business opportunities for Americans to work for Japanese firms located in the United States. Describes some Japanese firms in the United States, explores the need for proficiency in the Japanese language, and identifies skills sought by Japanese firms. Approaches to recruiting are also explained. (NB)

Discusses steps involved in planning a successful career fair: getting started; set date first; find proper facilities; find the staffing; invite faculty; look at costs; establish a time line; inviting employers; preparing students; preparing employers; evaluating the program; innovations; and the day of the event. (ABL)

Assuming that an institution of higher education sees a need to devote resources to merit scholarships while continuing a strong need-based program, examines how the institution can do this, what impact it will have on enrollment, how scholarships should be marketed, and how much money will be required. (NB)

The authors review a variety of strategies that could be employed by school districts, teacher education institutions, and state agencies to attract and retain or retrain Hispanic teachers in math and science. (MT)

The National Congress of Black Faculty is expected to address the problems of the recruitment and promotion of black faculty members, research and publication issues, and the recruitment and retention of black students. (MLW)

Excerpts from recently-released Department of Education reports outline the success of Arkansas, Delaware, Florida, Georgia, North Carolina, Oklahoma, South Carolina, and Virginia in recruiting black students and faculty to predominantly white state colleges and universities. (MSE)

The author details ways in which the vocational, technical, and adult education system can keep up with the aging of the student population. She states that data must be gathered and new training policies developed if vocational education is to address the needs of its older students. Wisconsin's work on this project is described. (Author/CH)

Describes executive recruitment in Japan. Presents vignette of author's brother-in-law's recruitment experience, comparing it to a mating dance. (ABL)

Documents nationwide shortage of school principals, offers some reasons for the shortage, and suggests solutions based on district in-house development of women and minorities teachers for the principalship and the retention of veteran principals. (PKP)