Investigated occupational equity for female and minority directors of college admissions, based on a survey of 1,391 institutions. Results showed the largest increases for women and minorities were in two-year insitutions, but overall an imbalance in position shares exists. (JAC)

This brief describes efforts to get an accurate picture of the current labor market for principals. Three projects were commissioned: an analysis of existing data on the national supply and career paths of school administrators; surveys of 83 school districts, supplemented by Common Core of Data information, to examine dimensions and implications…

The changing face of personnel in higher education amidst a competitive marketplace has inspired student affairs administrators to place greater emphasis on hiring practices in an effort to recruit future colleagues from existing resources. To that end, the attempt was made to (1) propose the Empowerment Model as a means by which future student…

Interviews with professional women in higher education point out that major obstacle to full acceptance of women as professionals is male chauvinism--among females too. (Author)

Studied evaluative dimensions of how recruiters and future employees (students) view the importance of appearance. Examined differences of focus (students versus recruiters), sex, and occupational area. Respondents recognized appearance as an influence on an individual's effectiveness. Generally, extreme styles were deemed unacceptabe. (Author/RC)

Competent data processing employees can be attracted to higher education, despite a nationwide shortage of computer programers and analysts. Suggestions are given for each phase (contact, interview, and closing) of the recruitment process. Vigor, enthusiasm, and follow-through are key elements. (MSE)

Examined on-campus recruiters' use of references when evaluating students. Results suggested that recruiters used student references in the selection process, if provided. Education recruiters viewed references more highly than industry recruiters. Industry responses did not reveal significant differences among recruiter groups in their treatment…

New methods for campus recruiting include: video presentations, selective and personal mailings, and exposure of students to a company through work programs and career-related events. Applying public relations techniques and presenting a favorable employer image are also recommended. (KMF)

A sample of letters of recommendation regarding job applicants or staff members in view of promotions were rated independently by senior professors showing a tendency on the part of most judges to disagree with regard to the value of the letters. Relationships between letters and type and quality of university were also examined. (JT)

Examined the current status of ethnic faculty representation and hiring practices in counselor education programs. Results from chairpersons of 66 counselor education programs indicated that minority faculty members were underrepresented and hired at a slower rate than were nonminority faculty members. Results were mixed in terms of advancement…

Examines the following eight skill areas that dominate the career advising profession: presenting/teaching, programming, marketing/outreach, researching/reporting, writing, technology, advising/consulting, and adaptability. Emphasizes adaptability as a missing skill requirement. Discusses appropriate background and education for career advising…

This paper examines the use of total quality management (TQM) principles in the selection of college faculty, presenting a TQM model for the recruitment, identification, and selection of faculty. This model relates the role of vision, mission, planning, and organization design with quality concepts, such as leadership, empowerment, client…

Presents results of a survey by the National Association of Colleges and Employers of its employer members. Responding organizations (n=422) rated on-campus recruitment as the most effective method of attracting college graduates. General trends are analyzed in terms of diversity, downsizing, company growth, competition, and selectivity. (JPS)

Notes that the highly visible propaganda offensive mounted by the Right against political correctness uses tactics of boldly asserting falsehood and shamelessly exaggerating a small truth. Shows the falseness of such claims regarding standards for hiring faculty and admitting students, curriculum content, and restrictions on "hate…

Male (n=76) and female (n=58) white graduate students who were employed as managers rated job applicants from reading job descriptions and resumes. Respondents rated applicants more favorably for female sex-typed job, regardless of sex or race. Findings concerning male sex-typed jobs suggest that black women have two negative stereotypes that…