The purpose of this study was to first examine the recruitment process used to recruit qualified teachers to fill teaching positions in critical shortage districts of Mississippi. Finally, this study aimed to identify methods to improve the recruitment process. Specific purposes were to (a) determine what are the most effective recruitment strategies for advertising teacher vacancies in critical shortage districts, (b) determine the effects of financial incentives on recruiting qualified teachers to critical shortage districts, (c) describe how collegiality and networking influence teachers' decisions to accept or reject a teaching position, (d) determine how staff development support and retraining contribute to the effectiveness of recruiting qualified teachers to critical shortage districts, (e) determine how recruiters and recruiting characteristics influence teachers' decisions regarding job selection and (f) analyze human resource officers and teacher's perceptions on materials, locale, and recruiting events as effective recruitment tools.
The population for this study consisted of two different groups. The first group consisted of randomly selected human resource recruiters and/or district personnel that are responsible for hiring teachers in the critical shortage districts of Mississippi The second group for the study consisted of teachers employed at either elementary, middle, or high schools within these critical shortage districts. Data for the study were collected through two questionnaires: (1) Human Resource Official Recruitment Practices Questionnaire and (2) Certificated Teacher Recruitment Practices Questionnaire.
Data analysis involved the use of descriptive and inferential statistics. Statistical treatment of data in this study involved descriptive statistics through frequencies and percents, One Way ANOVA, the independent t-test, and the Scheffé post hoc test.
An analysis of the data revealed that the majority (64.8%) of the respondents were from rural districts and 35.2% were from a small city. The regional location represented most was North Mississippi (55.9%) followed by Central Mississippi (30%). The data indicated that 50% of the respondents reported that they did not have a district adopted recruitment policy in their respective districts, while 50% of the respondents reported that they did have a district adopted recruitment policy. Reportedly, a human resource recruiter did not recruit 90.4% of the teachers surveyed; and less than 10% were recruiter by a human resource recruiter.
In describing the most effective recruitment strategies that enhance critical-shortage districts ability to attract and recruit qualified teachers, teachers indicated the following recruitment strategies would be most effective in influencing them to seek for a job opportunity within a critical shortage district: (a) advertising through the use of local papers, (b) advertising through national education websites, (c) advertising through college and university websites, (d) advertising through district recruiting officials, (e) competitive salaries, and (f) ongoing professional development.
|School:||Jackson State University|
|School Location:||United States -- Mississippi|
|Source:||DAI-A 68/12, Dissertation Abstracts International|
|Keywords:||Critical need districts, Critical teacher shortage, Mississippi, Recruitment strategies, Teacher recruitment, Teacher recruitment in Mississippi, Teacher shortage|
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