Interpretative look at the marketplace, along with related statistics on economic conditions and their relationship to college graduates entering industry. (Author/CJ)

The Work Again Project prepares older adults for employment or voluntary positions through a series of workshops and minicourses. The placement component has found positions for over 6,800 people in the categories of labor, business, education, housekeeping, and sitting. (SK)

Presents an occupational competition model consisting of work qualifications, opportunities, rewards, and shelters to account for cohort representation in occupations. U.S. census data are used to follow four male and four female cohorts in 63 occupations over 20-year periods from 1920-40 and 1950-70. (Author/AM)

Contends that the typical substitute teacher program retains antiquated stop-gap measures of little value to a school. Offers suggestions for recruitment tactics, inservice training, and evaluation. (Author/WD)

The author details for potential employers how to recruit and hire the disabled. Innovative outreach activities and awareness training are now called for in successful affirmative action programs for the handicapped. (CT)

The basic task of recruiting teachers for continuing education programs is to identify a pool of qualified potential teachers. The development of a recruitment plan, a programming philosophy, and a timetable for implementation are important to the success of the staffing process. (Author/SK)

Illustrates the publicity campaign used by Mountain View College, Texas, in which testimonials by former students are used as advertisements for the college in local newspapers. (AYC)

The author suggests ways in which the continuing education program administrator can find and use sources of marketing information and techniques to expand and effectively promote continuing education programs. (SK)

This article deals with the concept of actively involving faculty members in the admissions/recruitment process and making faculty members accountable for their inaction as well as their action in this area. One college's successful attempt at expanding the awareness and influence of the admissions department is cited and explained. (Author)

Reviews procedures used to compute participation rates, analyze some problems arising during these computations, and discuss their application to two educational planning products--recruitment and enrollment projections, particularly as they are used in the planning of higher education. (Author)

A survey of 67 Pennsylvania extension professionals and on-site reviews found minority representation on extension boards and committees ranged from 17-50%. Recruitment and retention problems included time constraints, lack of familiarity, transportation problems, and discomfort. (SK)

In a tight labor market, those who have the skills that the marketplace is demanding--expertise in information technology, sales, marketing, customer service, and manufacturing--can replace a lost job or find a new one relatively easily. (JOW)

Three institutions (Rochester Institute of Technology, California State University at Los Angeles, and Southern Illinois University at Carbondale) reveal what it takes to find, hire, and retain faculty of color, raising the bar nationwide for recruiting a diverse faculty. (EV)

Based on a literature review this article describes the Air Traffic-Collegiate Training Initiative (AT-CTI) program, including objectives, the process by which postsecondary institutes become affiliated, advantages of affiliation, and the recruitment and employment of air traffic control graduates by the Federal Aviation Administration. (Contains…