RECRUITMENT AT TRADITIONALLY BLACK COLLEGES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05939A000200070012-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 12, 2016
• Document Release Date: June 5, 2002
• Sequence Number: 12
• Publication Date: January 20, 1975
• Content Type: MF

^ r '^ ~r n
Approved For Rell s @U~ ^VI1rRDI'>5,10~'2000700
UH FOR Director, National Photograp
Interpretation Center
S
Recruitment at Traditionally Black
Colleges
John:
1. 1 have read with interest STA
et concerning his experience over the past few weeks
our recruiters at traditionally black colleges.
have also noted his suggestions of
certain practices and techniques he fools will enhance recruit
cent in general and ainority recruitment in particular. I would
like to comment briefly on each of them.
We have participated in a number of ca
days at traditionally black schools and will continue to do so.
the main, however, we concentrate our efforts along this line
e career days at major universities with substantial black
populations. We find that such efforts are more immediately
productive from an overall Agency standpoint yielding well
qualified black applicants. In Nov a Young STAT
black personnel officer, joined ourl recruiter STAT
at a Minority Career Day at St. Lou s US veersity. Plans were
vadorway for participation in Minority Career Days to be hold
at the University of Illinois and Michigan State University on
January 22. 23, 24 and January 30 and 31. res eectively. T
I I who is responsible for these
sc oo. st, was going to participate In each of these affairs along
with one or more black employees. However, as you can appreciate,
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the current situation in which the Agency finds itself has
changed our plans. For at least the next several months we
intend to severely limit and closely control participation by
Agency recruiters in activities of this nature.
4. Pre-recruitment visits with department
heads and opportunities to address classes are, of course, the
ideal situation. However, as has rightly observed,
our reduced recruitment force cannot always exercise that luxury.
5. A brief aural-visual presentation on the
Agency is a goal ardently to be desired. We are presently
looking into a video tape cassette system in which an overview
of an organization and its employment opportunities can be made
available to college placement offices for student viewing.
Unfortunately, at this time only a limited number of college
placement offices are equipped to provide such viewings.
6. Cal has proposed increased personal contact
with applicants (presumably in process), perhaps through follow-
up letters and/or telephone calls. The present mechanism does
provide for 30-day follow-up letters to applicants in process.
We would certainly encourage operating officials who have taken
an interest in particular candidates to keep it high by occasional
phone calls. We would, however, add the caveat that before such
a call, the official should make himself fully aware of the status
of the applicant case; (there is nothing quite so embarrassing
as to encourage an applicant at the very moment that a Security
or Medical "flag goes up" on the applicant.
7. Cal must have misunderstood the situation
regarding brochures and flyers available for distribution. While
we are presently at work on a new one, we have an abundant supply
of professional brochures as well as posters and flyers aimed
specifically at NPIC requirements (see attachments).
8. It is true that there are many traditionally
black campuses we do not visit, mainly because they have neither
academic offerings nor a level of scholastic excellence that would
make their graduates competitive with the many other applicants
for the very few Agency positions actually available. We do not
STAT
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slight the black campuses, but we do concentrate our recruiting
resources on major universities with substantial black populations
both at the undergraduate and graduate levels. At least 70 per-
cent of the total black student enrollment is found in these
institutions.
STAT
F. W. M. Janney
Director of Personnel
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