Discusses the Peace Corps as offering temporary experience with lasting benefits for volunteers. Explains volunteer recruitment, the move from generalists to specialists, extrinsic skills being sought, the Peace Corps as preparation for careers, government employment, and benefits of service. Also discusses career counseling of returned volunteers…

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)

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)

Describes University of Arizona's Career Week and how the university prepares for this event: the event is organized and marketed by students; profits are distributed among students; Career Week functions under an advisory committee of faculty and student-council presidents; Career Week combines job placement and career planning activities; and…

Presents opinions of two college placement officers and two representatives from business on third-party employment services. Discusses pros and cons. Includes a sample of a third-party job-vacancy announcement, a list of issues to explore when dealing with third-party recruiters, and two universities' notices to third-party employment services.…

Asserts that recruitment, retention, and productivity are all tied together with the bottom line. Contends that insight into the whole package can make for better recruiting. Includes list of 24 ways to involve employees and improve staff investment. (NB)

Notes that, for employers, the employment of foreign workers presents both great rewards and high risks. Outlines recent changes in immigration laws that affect employment and provides guidance for recruiters and placement directors that will make the hiring of immigrants understandable and reasonable. Includes a sidebar on how to qualify for a…

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

Presents second part of two-part report on ethics in the college placement profession. Reports responses of 87 corporate college relations professionals (recruiters) to brief scenarios describing several situations involving ethics. Considers issues of confidentiality, favoritism, penalties recruiters would be willing to risk by defying a…

Describes International Business Machines (IBM) Corporation's wholly owned, for-profit subsidiary, Employment Solutions Corporation, created to represent and coordinate IBM's employment process, focusing on the college hiring issue. Attempts to answer questions raised by career services practitioners about how IBM's campus recruitment program is…

Describes Japan's two-tiered approach to recruitment in which graduates from top Japanese universities are automatic hires, while those from second-place schools must do job searches to find employment. Notes that, in Japan, university personnel play very large role in recruiting and that Japanese companies are concerned with goodness of fit…

Describes five stages of deciding on purchase or job: recognition of employment need; career information search; evaluation of career alternatives; identification and acceptance of employment; and postchoice evaluation. Evaluated importance of freedom/significance, growth, and variety in career decisions of 362 college students. Concludes…

Notes that students are setting their sights on international careers and visiting their university's career services center for information. Describes two focus groups of representatives from international employers that listed jobs with the center, individuals recommended by Alumni Relations Office, and personal contacts, set up to discuss how…

Surveyed 245 employers to examine hiring market for college graduates. Found that companies planned to increase hiring and to increase starting salaries slightly. Companies also identified characteristics they found desirable in potential employees, including proficiency in the field of study, communication skills, interpersonal skills, teamwork,…