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| Format: | Recurso educativo Open Access |
| Language: | en |
| Published: |
2009
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| Subjects: | |
| Online Access: | https://eric.ed.gov/?id=EJ861935 |
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| _version_ | 1867181156580982785 |
|---|---|
| author | Lonergan, David |
| author_facet | Lonergan, David Lonergan, David |
| collection | Education Resources Information Center |
| contents | Have Ability, Won't Travel Lonergan, David Academic Libraries Library Administration Recruitment Labor Turnover Personnel Management Promotion (Occupational) This article discusses the sad state of affairs in academic recruitment and retention--of library upper management. Anyone who has taken part in searches for library directors or deans knows frustration first-hand. At times there may be more open leadership positions around the country than there are applicants for them (any applicants whatsoever, not just the reasonably well-qualified ones). Such a situation has spurred some of the larger academic libraries to employ head-hunting firms, in order to actively recruit plausible candidates who are not already on the market. Smaller (or poorer) libraries may do much the same thing for themselves, proactively approaching the kind of candidate they desire. (Contains 13 footnotes.) |
| format | Recurso educativo Open Access |
| id | eric_EJ861935 |
| institution | ERIC Institute of Education Sciences |
| language | en |
| publishDate | 2009 |
| record_format | eric |
| spellingShingle | Have Ability, Won't Travel Lonergan, David Academic Libraries Library Administration Recruitment Labor Turnover Personnel Management Promotion (Occupational) Have Ability, Won't Travel Lonergan, David Academic Libraries Library Administration Recruitment Labor Turnover Personnel Management Promotion (Occupational) This article discusses the sad state of affairs in academic recruitment and retention--of library upper management. Anyone who has taken part in searches for library directors or deans knows frustration first-hand. At times there may be more open leadership positions around the country than there are applicants for them (any applicants whatsoever, not just the reasonably well-qualified ones). Such a situation has spurred some of the larger academic libraries to employ head-hunting firms, in order to actively recruit plausible candidates who are not already on the market. Smaller (or poorer) libraries may do much the same thing for themselves, proactively approaching the kind of candidate they desire. (Contains 13 footnotes.) |
| title | Have Ability, Won't Travel |
| topic | Academic Libraries Library Administration Recruitment Labor Turnover Personnel Management Promotion (Occupational) |
| url | https://eric.ed.gov/?id=EJ861935 |