Faculty Recruitment in Community Colleges

Paper Summary:

The paper addresses strategies to use to attract and retain high-skill employees in a community college. The paper suggests that if community college administrators pay attention to the basics of marketing, recruiting and retention, they can increase their chances of attracting and keep good candidates once they join the faculty.

Outline:
Types of Employees Being Recruited
Constraints
Current Levels of Dissatisfaction
Recruitment Strategies
Management
Conclusion

From the Paper:

"The traditional methods of recruiting teachers, such as tenure and pension benefits, have eroded significantly over time (Holt, 2002). For this reason, employees are finding that private-sector positions offer similar benefits to those offered by community colleges. Budget restraints at the community college level have made it difficult for community colleges to compete for teaching talent with better-funded private and public 4-year institutions (Baker, 1994). Thus salary cannot be competitive with those institutions, and other enticements must be found to find and hire the appropriate employees (SantibaNez, 2004)."

Sample of Sources Used:

• Baker, G. A. (1994). A Handbook on the Community College in America: Its History, Mission, and Management. Greenwood: Greenwood Press.
• Baldwin, R. G. (1990). Faculty career stages and implications for professional development. In J. H. Schuster, Enhancing faculty careers (pp. 20-40). San Francisco: Jossey Bass.
• Boice, R. (1992). The new faculty member: Supporting and fostering professional development. San Francisco: Jossey-Bass.
• Carter, D. J. (1992). Hiring effective faculty: an introduction. Sacramento: California Educational Policies Committe.
• Cober, R. T. (2001). The quest for the qualified job surfer: It's time the public sector catches the wave. Public Personnel Review , n.p.

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• Term Paper # 121395 : "Funding Community Colleges"

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