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?