Copyright © Allyn & Bacon 2007 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

Copyright © Allyn & Bacon 2007 Methods of Recruitment Internal Search Referrals Employment Agencies Colleges and Universities Professional Organization Recruiting on the Internet Other Sources for Recruitment Alternative Certification Programs

Copyright © Allyn & Bacon 2007 Constraints on Recruitment Affirmative Action The Reputation and Policies of the School District The Position to Be Filled Salary and Fringe Benefits

Copyright © Allyn & Bacon 2007 A Theory of Occupational Choice Vocational Development Theory People 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.

Copyright © Allyn & Bacon 2007 Theory Continued Process 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.

Copyright © Allyn & Bacon 2007 Advertising Position Vacancies The Content and Style of an Advertisement Recruitment Brochures Other Sources for Recruitment