This book offers sample documents for candidates as well as for the search committees, and includes a substantive bibliography. From her vantage point outside the institution, the author is able to provide a unique point of view and insightful comments on the complex and often daunting process of the academic executive search. Key selling points…

Citing a pattern of outside interest groups aggressively seeking to impose their influence on recent collegiate hiring and tenure decisions, five prominent professors have formed the Ad Hoc Committee to Defend the University. They are circulating an online petition that takes explicit aim at "groups portraying themselves as defenders of Israel,"…

Directors of college recruiting for Fortune 1000 corporations were surveyed regarding a broad set of college recruiting practices and college recruiting effectiveness measures. Descriptive results suggest that most college recruiting programs diverge from normative prescriptions. Stepwise regression revealed several statistically significant…

Suggests that a well-balanced journalism faculty must be prepared in a variety of areas and of proven distinction in both scholarship and media performance. (TO)

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…

Focuses on the cultural geography encountered by those being interviewed at the Modern Language Association (MLA) convention. Notes that interviews are conducted in hotel suites, hotel rooms, and in the interview area. Suggests that the drawbacks of the interview area are outweighed by the essential fairness and equal opportunity this setting…

Attempts to identify what makes a recommendation letter effective (and what does not). Presents several guidelines for different conditions and circumstances under which recommendations are frequently written. Concludes by suggesting not to write a letter if the writer cannot put him/herself in the place of the candidate, because the writer's…

Suggests some procedures and rules administrators can use in selecting quality personnel for the reading staff. (RB)

A member of a search committee describes the process as well as the pitfalls in selecting potential candidates for academic administrative positions. (Editor)

This study surveyed 54 university health and physical education departments in order to assess whether the Doctor of Philosophy degree in physical education is viewed differently than the Doctor of Education degree by department administrators in their hiring practices. Results are presented. (MT)

Strong personnel succession is a crucial concern for the administrator to ensure uninterrupted continuation of operations. (Editor)

The Ivy League schools have made admissions procedures as anxiety-free as possible without giving up organized decisionmaking processes that work best. (Editor/PG)

Suggests that to be hired usually means that one happens to be the right person at the right place at the right time. Considers that none of the factors that lead to being hired is really in a job candidate's control. Suggests that when interviewing for a position "you just have to be yourself." (SG)

Increasing numbers of colleges accept job applications only online. Illustrates the job application process at Montgomery College, Maryland as the college changes to an online system for all job applications. (SLD)