Notes that working conditions will have marked influence on employee recruitment to and retention in social work profession. Sees graduates' expectations influenced by ability to exercise professional judgment, increased career orientation of women, frequency of midlife career change, and entry of newcomers from non-Western cultures. (Author/NB)

When 54 campus recruiters identified best-fitting and worst-fitting applicants, the most frequently mentioned determinants of fit were job-related coursework or experience and such characteristics as articulateness, appearance, and communication skills. Organization-based fit dimensions were mentioned but to a lesser extent. (SK)

Describes education and training fairs held for Asian women living in Britain, intended to help them overcome barriers preventing their return to education. (SK)

A survey of 258 Pennsylvania extension agents revealed overall positive attitudes to diversity in 4-H/youth-development programs and agreement that youth need to know about other cultures. Four of five placed a high priority on recruiting diverse students, but barriers of effort, time, and money exist. (SK)

Suggestions for recruiting teachers are as follow: talk to teens, recruit from within, involve counselors, target uncertain students, network, build relationships with tech prep, enlist military personnel, recruit extension agents, contact outplacement and employment services, and use distance-learning methods. (JOW)

Discusses the projected shortage in technology-education teachers and suggests how teacher educators can increase enrollments. (JOW)

It is the responsibility of all connected with technology education to encourage students to become technology educators. The World Wide Web can be used as a career resource in recruiting recent high school graduates. (JOW)

Describes the evolution of job searching on the Internet from the early job boards to offerings on eBay. Suggests that both job-seekers and employers are becoming dissatisfied with job boards because of the difficulty of sifting through the large number of candidates and jobs to find the right match. (JOW)

Many top-level managers are retiring early. Programs to prepare their replacements have been scaled back. Many companies are offering phased retirement plans, redesigning jobs, and paying for spouses to go along on business trips to keep their managers a little longer. (JOW)

Analyzes successful family literacy projects. Finds defining characteristics and key features of practice that can be used to establish effective family literacy programs: offers literacy instruction to families, broadly defined; creates strategic recruitment plans; emphasizes retention; creates a supportive environment; and includes ongoing…

A survey of 264 business schools found the top criteria for recruiting entry-level accounting faculty were teaching skills and experience. Doctoral programs emphasize research potential. Interpersonal and communication skills were extremely important. (SK)

Reports a survey that examines the extent to which high-tech and traditional recruiting methods are being used. Results show that nontechnological recruiting methods still work well, Web sites are not a replacement for more traditional methods, and there is some indication that technology in recruiting is not uniformly distributed. (MKA)

Examines elements in designing a single organization for outdoor education professionals in the United Kingdom. Discusses the responsibilities and activities of a professional association, characteristics of potential members, organizational structure, possible problems, professional image and qualifications, relationships with National Governing…

Discusses how English departments, which employ a substantial number of teaching assistants and adjuncts, will make progress toward solving some of their problems by recognizing that students can major in English and the humanities as they have been traditionally conceived and find professionally and financially rewarding employment. Suggests that…

Surveyed community physicians affiliated with a teaching hospital to assess factors influencing their decisions to serve as preceptors and the relative value of incentives. Found that student influence on patient care was a driving factor, that preceptors preferred nonmonetary compensation, such as continuing medical education credit, and that…