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  • CHAPTER 3: RECRUITMENT

    Ronald W. Rebore

    This multimedia product and its contents are protected under copyright law. The following are prohibited by law: Any public performance or display, including transmission of any image over a network; Preparation of any derivative work, including the extraction, in whole or in part, of any images; Any rental, lease, or lending of the program.

    Human Resources Administration in Education

  • Methods of RecruitmentInternal SearchReferralsEmployment AgenciesColleges and UniversitiesProfessional OrganizationRecruiting on the InternetOther Sources for RecruitmentAlternative Certification Programs

  • Constraints on RecruitmentAffirmative ActionThe Reputation and Policies of the School DistrictThe Position to Be FilledSalary and Fringe Benefits

  • A Theory of Occupational ChoiceVocational Development TheoryPeople have different interests, abilities, and personalities that qualify them for different occupations.Occupational preferences, competencies, and the self-image of people will change with time and experience, making personal adjustment a continual process.Life and work satisfaction depend on how well and individual can utilize his or her abilities and find adequate outsets for his or her interests.

  • Theory ContinuedProcess of occupational choice influenced by employment variables such as salary, fringe benefits, location, opportunity for advancement, and the nature of the work to be performed.Vocational development is essentially a compromise between personal characteristics, such as interests and abilities, and external factors, such as the type of work to be performed.

  • Advertising Position VacanciesThe Content and Style of an AdvertisementRecruitment BrochuresOther Sources for Recruitment

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