Term of Award

Fall 2009

Degree Name

Doctor of Education in Education Administration (Ed.D.)

Document Type and Release Option

Dissertation (open access)

Copyright Statement / License for Reuse

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 License.


Department of Leadership, Technology, and Human Development

Committee Chair

Denise Weems

Committee Member 1

Teri Melton

Committee Member 2

Jacquita Vickers


Recruiting and attracting minorities into the teaching profession is difficult. Given the competitiveness of the current job market and the heavy emphasis on standardized testing for all teacher candidates, the difficulties of attracting quality minority teachers are becoming more challenging. The lack of a racially and culturally diverse teaching staff remains a major issue in education nationally and locally, especially since projections indicate that the representation of minority teachers is declining while the number of minority students is increasing. This need for more minority teachers is even more critical in urban public schools characterized by large percentages of minority students and rural hard-to-staff schools. The purpose of the study was to identify effective recruitment strategies used to recruit minority teachers. The researcher utilized qualitative methodology for this study. The study was a single case study. The research examined recruitment initiatives used by a school district utilizing interview questions administered to a select population of school and district level personnel. The participants of the study were individuals who had the authority to speak about the recruitment and selection of minority teachers in their district that included the human resource director, a school board member, and the principal of an elementary school, a middle school, and a high school from the same Georgia public school district. The results of the interviews were examined for the similarities and differences in the recruitment initiatives for minority teachers as perceived by the participants. The interviews were recorded and transcribed by the researcher and the data organized, classified, and developed by themes. Several themes emerged from these interviews. It is important to recruit minority teachers because they serve as positive role models. However, participants focused on hiring the most qualified candidate regardless of race/ethnicity. The second prevailing theme was that no specific policies are in place regarding the recruitment of ethnic and minority teachers. The third theme was that a computerized recruitment system seemed to be the most effective recruitment instrument. Other strategies used to recruit minority teachers in the district included word of mouth, job fairs, and participation in the TAPP program. Therefore, recommendations from this study included, the school district conduct a similar study to determine if all principals are aware of and are using the tools at their disposal for recruiting and retaining minority teachers, the school district solicit best practices each year from principals who have successfully recruited minority teachers, the human resource department publishes an annual report on the school district website that depicts hiring patterns of each school in the district, and the human resource department provide annual reports to members of the board of education with the number of teachers and students in each school by racial and ethnic backgrounds.

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