Recruitment and retention issues in rural labour markets

Labour Attraction and Retention in Rural and Remote Queensland Communities

Attracting and retaining a skilled labour force is a critical yet complex issue for rural and remote communities. This article reports the findings of a study investigating the current approaches to attraction and retention in two separate Australian regions. Building on previously developed models, this research analyses the roles employers and wider communities are playing, or potentially cou...

Rural Labour Markets and Poverty in Sub-saharan Africa

Pretty Vacant: Recruitment in Low-Wage Labour Markets

This paper is a study of the process by which employers in five relatively low-wage British firms fill vacancies. It studies the determinants of the number and quality of applicants, the way in which these applicants are selected for interviews and offered jobs. The main conclusions are that the number of applicants is relatively small, the monetary and non-monetary aspects of jobs are importan...

Short-term migration, rural workfare programmes, and urban labour markets

Rural and urban labour markets in developing countries are integrated by migration flows, which respond to earnings opportunities at origin and destination. This is the core of the celebrated Harris and Todaro (1970) model, which shows how in equilibrium, migration flows equate expected wages between rural and urban areas. One important implication of this model is that changes in rural employm...

Recruitment and retention of nurse anesthesia faculty: issues and strategies.

AANA Journal/February 2007/Vol. 75, No. 1 13 Many factors have led to the current nursing and Certified Registered Nurse Anesthetist (CRNA) faculty shortage. These shortages need to be addressed with the development of strategies to attract high quality nurse anesthesia faculty and facilitate success in academic positions. As part of its strategic plan, the 2005-2006 AANA Education Committee ad...