Teacher deficits are being felt across the board, but in the rural areas, the problem is confounded by the very fact that they are rural. In times past, for example, it would not be surprising to receive 150 applicants at a rural college for one open English position, today the number is more like 30 and few of them are qualified for the position.
There are many issues rural community colleges face when it comes to recruitment, and at the top of the list is simply getting applicants on campus. Those who are unfamiliar with the area are more reticent to even check out the school let alone consider making application for a position.
Here are a few reasons why:
Rural schools will need to consider a few different options in recruiting if they hope to stem the tide of teacher deficits. A few ways they can make improvements include but are not limited to:
Keeping Professors Around for the Long Haul
You have done the work of tempting and hiring teachers, now the real work begins (you have to keep them!) The first order of business is to fully understand why instructors are prone to leaving in the first place, particularly from rural colleges. Heavy work loads, lack of interaction with others in their field, poor compensation and lack of job security are all at the top of the list of preventable reasons. One really quick way to address the rural issues is by having a comprehensive orientation that outlines common problems and give options for dealing with work and life in a rural area.
Article provided by, Advocate Search Group – a recruiting firm focused exclusively on filling academic nursing program positions throughout the USA
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