Suchergebnisse

Siberia, apparently, is an inhospitable region as far as Communist Party members are concerned. According to T. H. Rigby, both in 1939 and in 1961, a significantly smaller proportion of the CPSU membership was to be found in the Urals and Western and Eastern Siberian regions of the RSFSR than of the general Soviet population. This is surprising, he points out, in view of the area's "relatively small rural population" and its key industries being mining and metallurgy. Beyond the suggestion "that the general comfort and pleasantness of an area is an independent factor in its party membership levels," one is immediately intrigued by the implications this may have for the political recruitment opportunities of ethnic minorities in these regions. Does it mean that native, non-European minorities have better chances to become party members because Europeans are reluctant to move there? Or, conversely, does it mean that Europeans, because of their higher levels of education, tend therefore to displace the non-Europeans? Is there evidence of any sort of "affirmative action" on behalf of ethnic minorities in Siberia insofar as recruitment into the party, and concurrently access to the better jobs, is concerned?

Identifying the characteristics needed in a job applicant may be the most important step in hiring and most existing forms and procedures are inadequate for the task. A job description and a position description specify qualities of the applicant only by inference. The skills, knowledge, and abilities of a job specification do not give the recruiter sufficient guidelines to fill a complex position. This article proposes a "recruitment specification," with guidelines that include not only a description of duties, skills, and physical demands, but also such personal qualifications as persuasiveness, creativity, and acceptance of routine. Also included in the specifications are factors in turnover and promotion, and any special factors like discipline, management style, motivators, and satisfiers.

People seeking academic positions will find themselves dealing with a small, mysterious body which will either end their hopes or bring their candidacy to the brink of final success. Few applicants will ever be in a position to influence a department to hire them unless they first pass the scrutiny of a committee which screens credentials, arranges short interviews at major professional meetings, and decides which candidate or candidates will be invited to campus for inspection by their colleagues. Since the activities of a recruitment committee are generally puzzling to job seekers, who are likely to receive only short, formal, and perhaps tardy communications at irregular intervals, this description may be interesting, even if it does not reduce the anxiety level of prospective academics.

This is a study of the relationship between local political organization, candidate recruitment, and representation in the United States House of Representatives. It seeks to ascertain the effects which different systems of recruitment have upon the kinds of men who enter public life and the public policies they espouse. A case study of metropolitan Chicago is used to demonstrate the utility of this kind of analysis. The objective is to distinguish distinct systems of recruitment in the Chicago area, describe the factors associated with each, and note the consequences of each for representation in Congress.