Discusses a projected critical under supply of Ph.D. level professors. Describes and ranks eight categories of people who may be considered as colleges attempt to fill vacant positions. Recommends vigorous selection and training of new Ph.D.s and full-time employment of competent researchers and teachers. (SG)

An idealized model for the selection of faculty is presented in three phases. The first of these, pre-recruitment, consists of four steps: determining needs for positions to accomplish institutional aims; analysis of student, community, administrative, and colleague characteristics, and of job qualifications; preparation of the selection package;…

Points out that journalism administrators, who bemoan the lack of minority faculty applicants, have overlooked instructors employed by traditionally Black colleges. Argues that hiring networks derived from national conventions and directories that ignore Black colleges must be replaced by a cross-reference of Black colleges and academic areas of…

A survey of 300 medical school faculty members gathered information about the staffing processes and concerns of those institutions, with some comparisons to an earlier study of colleges of arts and sciences. Focus is on allocation of faculty positions, the search and selection process, and the recruiting environment. (MSE)

The policy of Northeastern University (Massachusetts) to actively recruit and promote openly gay and lesbian employees has provoked heated debate. Some criticize the policy as providing special privileges to homosexuals and violating the spirit of affirmative action; others see it as a logical step in ending discrimination. (MSE)

This literature review is part of a multiyear evaluation of the Higher Education Act's Title II programs to recruit teachers. It is intended to help the U.S. Department of Education focus on key research questions that provide the background for the evaluation, as well as supply a reference tool for administrators and grantees of these…

Triton College's (Illinois) Faculty Recruitment Action Plan (FRAP) provides a detailed guide to hiring new faculty, focusing on the desired characteristics of new faculty; marketing and recruitment strategies; employment incentives; the application, interviewing, and selection process; new faculty orientation; a timeline for implementation; cost…

A structured recruitment model for faculty consists of nine primary elements (with suggestions for carrying out each): establishing position objectives, initial contact with the candidate, initial candidate interview, reference contacts, evaluation of the candidate, campus visit, decision to extend an offer, making the employment offer, and…

Many universities are grappling with the issue of diversifying the faculty lines in higher education. While this appears to be a global issue across disciplines, those of us who are in special education may find it to be of greater concern because special education legislation, the Individuals with disabilities Act (IDEA) strongly supports…

Assembly Bill 1725 requires that the Board of Governors of California Community Colleges, relying upon the advice of the Academic Senate, prepare and maintain a list of disciplines that are "reasonably related" to one another, as well as a list of disciplines in which the master's degree is not generally available or expected of…

Issues and steps in the search process for both faculty and administrators are considered, based on a review of the higher education literature, selected literature from the corporate and industrial personnel field, and conversations with personnel practitioners and consultants. After discussing organizational tasks for the search committee and…

Six school districts, with student enrollments ranging from 950 in South Dakota to 92,000 in Florida, were selected to illustrate what's happening in staff recruiting today. (Author)

The foreign composition of faculties in schools and departments of education in 10 Australian colleges and universities is examined in terms of the proportions, qualifications, nationalities, and influences of these faculty members on the institutions. (MSE)

A significant force in the selection of college faculty has been personal contact or the Old Boy Network. Its operation in academic institutions and its influence in placement and academic publishing is examined. Also discussed are alternatives to the system that could replace its diminishing influence and improve higher education. (JMD)

A survey of 230 men and women full-time lecturers in an Australian university investigated academic recruitment practices and sources of information about academic job openings. Results, which suggest similar recruitment bases, are discussed with reference to why men have traditionally outnumbered, and continue to outnumber, women in academic…