In US higher education, faculty members may receive an outside offer of employment from an external organization, and then receive a corresponding counteroffer from their current institution. Counteroffers are written contracts made to individuals -- either prematurely in anticipation of an outside offer, but most often after an outside offer --…

This paper aims to investigate the micropolitical actions and strategies employed by the principal in the researched elementary school located in Northern Taiwan. Firstly, the author argues that the mechanism of the principal selection in Taiwan is the product of educational reform affected by policy borrowing. Secondly, drawing on ethnographic…

A diverse school district hugging the eastern border of Washington, D.C., Prince George's County, has introduced rigorous hiring methods and other practices to boost the quality of leadership in its 198 schools. In so doing, the district has also earned a spot among the pioneers in efforts nationally to ensure that public schools are led by the…

This article addresses the question of why fields of study differ in early labour market returns. It is argued that the higher the potential training costs of a field of study the more problematic the labour market integration of graduates. This is due to the fact that employers use the occupational specificity and selectivity of a study programme…

This study undertook a small preliminary investigation of the contemporary employment practice of "applying for your own job". There has not yet been a specific study into the effect upon individuals and organisations of the practice of existing employees being required to apply for the same or a similar position in a competitive…

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

A report on the detaile d policies for selecting administrative personnel for the Shasta Community College District is presented. It includes a discussion of the policy used in selecting: (1) chief administrative officers; (2) deans of business services, instruction, evening division, guidance, admissions and research, and student services and…

The NAACP claims that paper-and-pencil tests of candidates' fitness for administrative jobs fail to accurately measure qualifications. (Author/RA)

Identifying employees with management potential is just one of the many uses of an assessment center. (For availability, see EA 507 433.) (Author)

The most commonly stated and demonstrated shortcoming of the employment interview is its lack of reliability. Yet Wagner (1949) was able to conclude that the reliability of an employment interview is situation and interviewer specific. In this study, the author investigated the interviewer's scoring system, the way he weighs and combines the…

The author contends that the recruiter can play a crucial role as a vocational counselor, helping the student to know himself and and assisting impartially in career choice. (Author)

A brief report on the findings of a study of hiring practices in Cleveland found male concepts of beauty to be an influential factor, with women personnel directors as susceptible as their male counterparts. (Author)

A project explored the process by which recruiters used information to make decisions on whom to interview. Data were collected from recruiters seeking candidates in electrical engineering, computer science, business, accounting, and social sciences/liberal arts, including communications. Recruiters relied heavily on major grade point average…

The attitudes reported support the viability of the preselection process and conform with attitudes held by campus interviewers and prospective employers. (Author)

Discusses the results of a sixteen year survey of collegiate and professional basketball in terms of several aspects of the athletic world alleged to be racially biased-recruitment policies, the assignment of playing positions, performance expectations, and rewards. (Author/JM)