discovering how to best utilize a regional recruiter for your institution maximizing the efforts of...
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DISCOVERING HOW TO BEST UTILIZE A REGIONAL RECRUITER FOR YOUR
INSTITUTION
Maximizing the Efforts of Regional Recruitment
Session: T1.02
Reminder:
INTRODUCTIONS
• Mr. Taylor A. King• Columbus State University• Regional Recruiter @ CSU
since 2009• Four year, public, regional
institution• Ms. Katherine Hilson• University of South
Carolina• Regional Recruiter @ USC
since 2014• Four year, public, national
research
POLL OF THE ROOM
• How many of you are regional recruiters?
• How many of your institutions have regional recruiters?
• What are some of the stereotypes/myths of regional recruiters?
• Are any of your institutions thinking of starting a regional recruitment program?
• What do you specifically want to know?
BEFORE THE DECISION
• Understand/identify the outcome the college/university is looking for by having a regional.• Is the purpose numbers driven? To increase applications? Increase visibility?
Yield more students from a targeted area?• This can change from implementation.
• What is the focus of your college/university?• To be a resource to students/schools? Increase attendance at events in
targeted area? Build/increase relationships?
BENEFITS OF REGIONAL RECRUITING
• Cost-Effective
• Accessibility
• Frequency • Creative Recruitment/
Personal Touches
• Relationship Builder
• Solid Foundation in Market
• Increased Growth in Area
• Community Engagement/ Public Relations
• Enhanced Alumni Network
POTENTIAL PITFALLS & SOLUTIONS
• Abuse of Indirect Supervision• Select the right people • Send in agenda a week prior• Follow-up on timely projects
• Missed Communication/”Out of the Loop”• Office newsletters• Weekly/bi-weekly phone staff meetings• Email threads separated by relevance
• Lack of Camaraderie/Campus Community• Require attendance at Open House and other on-campus events• Can create a division within the office
• Too much Independence • Create opportunities to work with other coworkers on projects• More frequent office visits
WORKING WITH REGIONAL EMPLOYEES
• Employee Selection• Job Description• Skills Needed• Expectations• Time Management!!!• What does a work day look like?
• Communication• Establish regular plan• Reports• Providing Materials• On-Campus Time • Evaluations• Initial and Ongoing Training
• Management Style• Trust • Hands- Off Leadership v. Micro-
Managing• “Special” Circumstances• Necessary Investigations
• Recruiter Perspective • Know what type of management style
works best for each employee
WORKING WITH REGIONAL EMPLOYEES
• Services/Materials Provided • Cell phone/Landline • Computer/Laptop• Double Screens• Docking Station• Printer/Scanner/Fax• Internet/Technology Fee• Internet/Phone Stipend• Access to Campus Network• Car/Mileage• Postage
• Vary-by-state Factors• Insurance• Tax Issues• Reimbursement Forms• Visits
• Professional Development• Regional • State• Regional Recruiter Networks• GARN, HARN, DARN, RACC, etc.
KEEPING REGIONALS CONNECTED
• Professional • Staff Search Committees• On- Campus Program
Planning• Co-Advise Organizations• On- Campus Committees
That May Meet Infrequently/Can Remotely Attend• Leadership Roles in Office• Professional Development
Opportunities
• Creative Engagement• Remote Parties & Games• Going to Them/Meet Halfway• Socials While on Campus
QUESTIONS?
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