The purpose of this study was to estimate the effects of recruitment efforts used in the College of Agricultural Sciences (COAS) on students enrolled in the College. The study focused on different attributes of why students enrolled in the agriculture programs at Southern Illinois University Carbondale (SIUC). University of Illinois, Western Illinois University, and Illinois State University data was also included in this study. The data used in this study were obtained from current students in the agriculture programs at SIUC and the data for enrollment, tuition and fees, and degrees conferred was obtained from Illinois Board of Higher Education. Graphs and tables were used to organize the data to show significant changes and trends among the universities and student responses to surveys. A least squares regression model was also used to analyze effects of different factors on COAS enrollment. It was found that recruitment efforts at the COAS need to be evaluated to better focus recruitment spending. Analysis of a mass mailing effort shows that over $26,819.13 has been spent in two years with minimal increases to enrollment of the COAS. Other results show the top three factors surveyed from freshman enrolled in the COAS on why they enrolled were programs, cost, and location. Compared to enrollment and degrees conferred of other agriculture programs in the state, the COAS should be capable of substantially increasing enrollment.

There is a pharmacist shortage in British Columbia that is considered particularly acute in rural and remote locations. As a result, the Faculty of Pharmaceutical Sciences at the University of British Columbia has increased enrolment from certain geographic areas, assuming that students will return to these areas on graduation. The main objectives of this study are to determine where pharmacy graduates take their first jobs and the factors that influence their selection of job location. Survey methodology was used, with a written questionnaire being administered to the Class of 2007 after a validation process involving volunteers from the Class of 2006. Mean values of responses on rating scales were compared to assess for statistically significant (p≤O.O5) effects of location size and the demographic variables of age, sex, marital status, and ethnicity. Of 93 respondents who reported both a primary home town and ajob location, only 33(35%) planned to take jobs where they grew up and only 42 (45%) were taking jobs in the same area of the province. The most common migration patterns were from smaller to larger communities and from all over the province into Metro Vancouver. Those who grew up in Metro Vancouver did not leave. However, the majority of those who did take jobs in other areas of the province had lived there previously. The strongest influences on job location were familiarity with the location, ability to get an enjoyable job, pace of life, proximity to significant others, and career and relationship plans. Smaller community size, ability to practice in the manner desired, and pace of work were more important, and access to cultural, entertainment, and/or social activities were less important to those taking jobs in rural rather than urban areas. There were no findings of practical significance associated with the demographic variables examined. The selective admission into 12 specially funded seats in the program of students from geographic areas other than the province’s one large urban centre is modestly effective in ensuring a supply of pharmacists for these areas. However, the use of geography as a criterion for all seats and an increase in the total number of seats would ensure that the student body is more representative of the provincial population and would address both supply and demand aspects of the pharmacist shortage. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

This is a case study of how one rural school division in Virginia used continuous process improvement to change the way it recruited teachers. The report includes the step-by-step process used by a team of school personnel to: (1) gain support of upper-level management, (2) define the current process, (3) analyze the current process, and (4) redesign the recruitment process. Team members were the vice-chairman of the Surry County School Board, the principals of the three schools located in Surry County, the Clerk of the School Board, the Central Office Receptionist, twenty-seven teachers, one individual from each of three rural school divisions, and the researcher. All participants except the twenty-seven teachers and the individuals from the three rural school divisions were interviewed individually to collect data to define the recruitment process that was in place at the beginning of the study. The twenty-seven teachers completed a questionnaire that addressed how teachers became aware of positions available in Surry County Schools, factors that influenced them to accept employment in Surry County Schools, and other employment offers from neighboring school divisions. Telephone interviews were conducted with the three people from the rural school divisions not located in Virginia. The purposes of these interviews were to collect data for benchmarking and to collect examples of strategies that could become a part of Surry County Schools' teacher recruitment process. Data were analyzed with descriptive statistics. The Continuous Process Improvement Team examined and analyzed all data from the individual interviews, the teachers' questionnaires, and the telephone interviews. The team's analysis included: defining the current teacher recruitment process, identifying factors that affect the recruitment of teachers in Surry County, identifying "root causes" for concerns with the process, and developing changes to improve the process. The new teacher recruitment process is a centralized process with personnel assigned specific responsibilities. In the new process, strategies are identified to eliminate problems that existed in the old process, and an evaluation component is included. / Ed. D.

While the practice of managing trees in and near human settlements has been around for most of human history, urban forestry has only been organizing as a discrete profession since the mid-1960s. As a relatively new profession, urban forestry lacks much of the structure and organization seen in other professions. This study will contrast urban forestry against other professions to identify strategies for improving recruitment into urban forestry, collaboration with other professions, and career opportunities. Civil engineers, landscape architects, and urban planners (the allied professions) work together to plan and manage the urban environment, but urban foresters report difficulties integrating into or collaborating with this group diminishing their ability to influence urban forest management decisions. Allied professionals were surveyed on their usage of professional support mechanisms (e.g., certification) and their perception of professionalism in urban forestry. We found they are heavily invested in processes and functions that support practitioners and regulate their professions via certification, and the adoption of similar mechanisms by urban forestry would likely facilitate improved social capital. Enrollment in urban forestry degree programs is too low and diversity of practitioners is unrepresentative of the urban areas served. Over 1,000 life and natural science-oriented college students at 18 U.S. universities were surveyed on their perceptions of urban forestry as a career. Aside from the wealthiest students displaying lower interest in urban forestry than others, we found no demographic characteristics (i.e., race, gender, socio-economic status, residential setting growing up) that would preclude urban forestry from recruiting a greater diversity of students. Poor awareness of urban forestry seems to be the greatest obstacle to improved recruitment outcomes. Regularly probing the career opportunities of a profession for weaknesses and deficiencies is a tool of self-improvement commonly seen in other professions. We analyzed 151 job postings to assess typical salary, job duties, and requirements of education and certifications. We also interviewed 17 successful candidates to those positions to compare reality against written postings. A dearth of entry-level positions is likely deterring potential recruits. Employers were not posting 40% of the duties urban foresters were performing. Experience as an arborist was accepted in lieu of education as an urban forester in about half of positions, though a degree was required to reach the highest paying jobs. / Ph. D.

Indiana University-Purdue University Indianapolis (IUPUI) / A significant body of work has demonstrated the importance of diversity and representation in racial and ethnic minority jobseekers’ organizational judgments. While representation is often conceptualized as the general percentage or count of underrepresented minorities (URM) within an organization, a broader definition has been proposed that distinguishes this general or numerical representation from hierarchical representation which considers the placement of those URM employees within an organization. Although the separate effects of these two forms of representation have been evaluated, the present study extends on earlier work by considering the interactive effect. Additionally, the current research considered a potential mechanism to explain the influence of these forms of representation on URM’s organizational judgements. As expected, results showed that an organization depicting more URM employees (high numerical representation) and including Black leadership personnel (hierarchical representation) increased URM’s identity-safety relative to those which had low numerical representation and only White leadership. Moreover, and importantly, both representation effects could be explained indirectly via feelings of anticipated tokenism.

I evaluated the effects of thermal and hydrologic conditions on growth and recruitment of Shovelnose Sturgeon (Scaphirhynchus platorynchus) in the lower Mississippi River and assessed mortality. Duration of water temperatures 12-24°C had a positive influence and temperatures below 11°C had a negative influence on annual growth. Duration of water temperatures above 28°C, duration of floodplain inundation, duration of low water, and minimum and maximum river stage did not influence annual growth. Duration of water temperatures 18-20°C and 18-24°C had a positive influence on recruitment, and duration of temperatures at and below 10°C had a negative influence on recruitment. Duration of days above 5, 6, 7, 8, and 8.9 m on the Vicksburg, MS river gage did not influence recruitment. Annual mortality was 28%. Growth and recruitment of Shovelnose Sturgeon in the lower Mississippi River appear to be positively influenced by duration of moderate water temperatures and minimally influenced by hydrologic conditions.

The purpose of this study was to compare and to evaluate the television market segmentation suggested in Massey's 1997 study, to investigate the viewing habits of those potential community college students, and to look for the message that called them to action. Segmentation specifically refers to the difference in preferred call to action messages between directed students, lateopters and drifters. The demographics that make-up the college in this study (Meridian Community College) was of particular interest in determining the suggested segmentation. Research questions put forward in this study were: 1. What are the descriptive profiles of the respondents? 2. Is there a significant difference between late adopters and directed students in preferred messages for a call to action? 3. Is there a significant difference in the television viewing habits between the lateopters and the directed students? 4. Is there a significant amount of non-goal oriented students (drifters) to be considered in this study? Freshmen from 1000 level courses at Meridian Community College (MCC) were asked to fill out survey questionnaires. The survey included questions concerning demographics, “call-to-action” (to investigate MCC) preferences, media preferences and habits, and perceived goals. The descriptive profiles of Meridian Community College were found to be similar to those of the State of Mississippi and the City of Meridian. The division between directed students and lateapters participating in this study were found to be near equal, as were their viewing habits. Data from the study indicated an equal opportunity for exposure to MCC television advertisements by both groups. There was no statistically significant number of non-goal orientated students (drifters) found in the data analyzed from the survey. The “drifter” element of Massey’s 1997 study was not included in the final tabulations of this research. Television advertisement was listed more often than any other single activity as a preferred message for taking further interest in MCC. Although television was listed more often than any other activity, the impact of a positive reference by family and friends was the leading influence.

Thesis (M.S.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / The purpose of this thesis was to examine, through reports, articles, essays, and original research, the thoughts, remarks, and activities of a "new breed" of students to determine whether or not they are alienated from economic norms and values in our society, and if they are, to determine whether or not they will pose a threat to future business recruitment quotas for college graduates. The literature consistently supported the view that student discontent is growing and that the students concerned are acting from feelings of alienations which result from the massive, specialized, economic and technological orientation which they find in America's educational and business institutions. It is not so much this orientation per se as it is this orientation at the expense of all other orientations which appears to strike rebellion into the minds of students. [TRUNCATED] / 2031-01-01

Syftet med studien är att undersöka rekryterande chefers uppfattning om verktyget kompetensbaserad rekrytering (KBR) samt utfallet av implementeringen av verktyget i Region Jönköpings län. Studien har även ett övergripande syfte att undersöka om chefers attityder påverkar användningen av verktyget. Datainsamlingen är av kvalitativt slag och samlats in via semistrukturerade intervjuer som tolkats med en hermeneutistisk ansats. Studiens resultat visar att större delen av cheferna generellt har en positiv inställning till KBR. Majoriteten upplever att verktyget har hjälp dem att få en tydlig struktur vid rekrytering vilket bidrar till att cheferna ser till kompetensen och vågar frångå sin magkänsla. Enligt cheferna bidrar verktyget till att rekryteringsprocessen blir kvalitetssäkrad och motverkar felrekryteringar. Flertalet av cheferna beskriver att de fick bra med information och stöd vid implementeringen av verktyget. Avslutningsvis tyder studiens resultat på att chefernas attityd påverkar hur KBR verktyget används.

<p>Syftet med studien är att undersöka hur rekryteringsprocessen vid anställning av chef går till samt vikten av organisatorisk och personlig matchning av chef och företag. Författarna är även intresserade av betydelsen av psykologiska kontrakt i rekryteringssammanhang. Studien är inriktad mot rekryteringsföretag specialiserade på chefsrekrytering som organisationsmässigt skiljer sig så mycket som möjligt från varandra för att få en bredare syn. Undersökningen har delats in i olika områden som består av rekryteringsprocessen, meriter och personlighet samt organisatorisk passform. Studien är utförd genom intervjuer på sju deltagande rekryteringsföretag belägna i Mälardalen. Resultatet visar att det avgörande för rekryteringsprocessen är kravprofilsmötet där rekryteraren möter företaget som ska anställa. Efter en grundläggande kompetens passande uppdraget, är det personligheten som avgör vem som får jobbet.</p>