Описание: Since the 1950s there has been a persistent shortage of sci-tech librarians, and as more librarians retire or change positions, the prospect looms that the profession will only depopulate further. Tackling this difficult challenge, Recruiting, Training, and Retention of Science and Technology Librarians gathers together into one source the perspectives of top library administrators and managers as well as front-line librarians who present the latest research and practical strategies to find, train, and keep those valuable specialized professionals. This book explores in depth timely issues and presents creative perspectives and innovative solutions to this persistent problem in subject-specialized libraries. As the baby-boom generation of science and technology librarians begins to retire, training and keeping sci-tech librarians will become even more crucial. Recruiting, Training, and Retention of Science and Technology Librarians discusses the "replacement gap" problem in libraries, including who should be recruited, how they should be trained, and how to retain them once hired. Several authors address the field's long-standing specialist vs. generalist debate, bringing new data and experience-driven perspectives to this challenging issue. Topics in Recruiting, Training, and Retention of Science and Technology Librarians include:
updating the cultural image of librarians to make the profession more appealing
a comprehensive literature review
how to cultivate candidates who are dedicated to service and love research and learning
practical approaches to improve the visibility and attractiveness of science librarianship
the skills and support needed to become a successful science librarian
an innovative program to recruit undergraduates
an in-depth survey of practicing science and technology librarians
the challenges of science librarianship in Africa
library and information science educators as recruiters for sci-tech librarians
creative strategies to recruit and retain librarians
adapting aspects of first-year student retention programs as a model for library retention programs
how professional competencies can be used for recruitment, training, and retention
and more
Recruiting, Training, and Retention of Science and Technology Librarians is a timely, important resource for college and university administrators, and public, special, academic, and government librarians.
Описание: Hiring the Best Staff for Your School moves beyond typical hiring tools-resumes, applications, transcripts, portfolios, and artifacts-and adds effective strategies to the educational leader`s recruiting and hiring toolbox.
A ten-year study by milewalk, which included more than ten thousand employees and two hundred companies, surfaced the hidden reasons why employers have difficulty hiring and retaining top talent.
A job candidate's often faulty decision-making approach coupled with short-term emotions and other external influencers exacerbate an already-systemic issue regarding how employers evaluate job seekers. Companies will struggle with these challenges until they fully understand and account for the real reasons they have difficulty recruiting the right resources.
In The Hiring Prophecies: Psychology behind Recruiting Successful Employees, a milewalk Business Book, learn a proven recruitment methodology that counteracts these ever-present challenges when evaluating job candidates. Once employers understand and implement the methods that address the true predictors of recruiting and retention success, they will be on their way to hiring employees who stay
Описание: We are in the middle of a museum paradigm shift and a new type of museum volunteer is emerging from the community. Non-profit volunteers are looking for unique and satisfying ways to engage in their communities and museums are primed to offer just the experiences these volunteers are looking for. Here's a practical exploration of the differences between the "then" and "now" volunteers and solid advice on volunteer recruitment, communication, and retention strategies. Kristy Van Hoven and Loni Wellman will help you answer the questions: -What are new volunteers looking for? -What is their motivation? -How can you spot the hidden gems in your local community? -How can you develop a successful relationship with potential volunteers? -How do you keep the museum volunteer motivated and happy? -What can teens, adults and retiring professionals bring to your organization? -How can your museum support a robust and active volunteer program? -How do you reward volunteers and keep them for the long term? and, most importantly, -How can you meet volunteer's needs and still benefit from their work? The Guide highlights successful projects, incentives, and general museum culture which support volunteer activities and includes examples of Volunteer Job Descriptions, Calls for Volunteers, Evaluation forms, as well as volunteer project outlines. Written in a light hearted spirit, Recruiting and Managing Volunteers in Museums: A Handbook to Volunteer Management will engage and inform any professional tasked with developing and managing a volunteer program at their institution. Museums offer an amazing array of volunteer opportunities that help create a greater sense of belonging and purpose for the volunteer. With a growing number of retiring professionals and students looking for professional experiences, now is the time to embark on developing a volunteer program that will thrive in the years to come.
It's official: there's a crisis in home health care. The crisis? There aren't enough caregivers
This is already a recognized industry problem, but it's likely only to get worse. This is a point in history, after all, when about 10,000 Baby Boomers turn 65 every day--and more of them are needing health care. What do we do?
Stephen Tweed is a foremost expert on the home health industry's caregiver recruiting and retention crisis. He shares his insight and solutions in Conquering the Crisis--so that anyone reading it may find themselves doing just that.
The USA and Canada welcomes every year significant numbers of immigrant professionals who have high levels of formal education (Bachelors, Masters and Ph.D.) as well as extensive experience; yet a significant fraction of these immigrants are unemployed or underemployed. The purpose of this book is to help US and Canadian organizations make full use of the significant human capital that immigrants represent. This book will help organizations:
- Modify their recruitment and selection process to avoid rejecting culturally different candidates for reasons that are not related to their ability to do the job - Develop and promote culturally diverse employees to ensure that they retain and capitalize on the new ideas that these employees bring Highly- practical the book is divided into two parts: - - The first part focuses on the recruiting process. It takes readers through the recruiting process used by most organizations and examines why cultural differences can throw this process off . The discussion is framed by an introduction explaining what cultural differences are and a description of cross-cultural communication issues and suggested solutions. - The second part examines the retention and promotion of culturally different employees. The turnover of culturally different people is often higher than average and they are proportionately less represented in the higher echelons of large organizations. The work examines the root causes of these issues and proposes solutions that individuals and organizations can implement.
Описание: This groundbreaking guide overturns old, failed hiring practices and reveals how to create a powerful, effective workforce designed for the long run
ООО "Логосфера " Тел:+7(495) 980-12-10 www.logobook.ru
