Presented by Janet Sieff April 15, 2011

How to Hire Top Performing Admissions Recruiters

A Variable Situation

Behind the numbers are people relating

to other people.

•  Your  employees    •  Prospec/ve  students  and  families  

 

Is someone on your admissions staff more successful at recruiting students than others?

• Personality • Skills • Experience

•  Job description

•  Hiring decision process

•  Staff structure

•  Training program

•  Support and Resources

• Motivation

• On the job observation and instruction

• Talent development

The Hiring Process

•  Job description •  Hiring decision process •  Staff structure

•  Training program

•  Support and Resources

• Motivation

• On the job observation and instruction

• Talent development

The Hiring Process

Position Description: The mandatory requirements

•  Bachelor’s degree •  Valid driver’s license •  Frequent overnight travel •  Experience ?

Position Description: Experience Required

Prior Admissions experience? If not then what?

• Public speaking • Working with the public • Working independently • Meeting goals

The Position Description • The the mandatory requirements • The attributes of a successful recruiter • Definition of how success is measured

. . . Organize and present at high schools, colleges, community information fairs, individual appointments, and group sessions. . . . Advise potential applicants (in person, group session, chat, phone, e-mail, or web).

Key Responsibilities: Manage . . . Secure . . . Schedule and Conduct interviews. . . Achieve goals. . . Accurately forecast. . . Conduct follow up. . . . . . Outgoing – Goal Driven – Ambitious-Growth Oriented – Ability to Motivate Others to Action.

. . . student service experience is desirable with a strong commitment to higher education. Individual must have positive interpersonal skills, strong communication skills, and the ability to resolve conflict and deal with high volume.

. . . meets targeted enrollment goals And enrolls a high-quality, diverse student body. Candidate must possess strong skills in diplomacy, tact, and discretion. The ability to work independently in a dynamic environment with changing priorities and multiple responsibilities is an asset. Competitive candidates who don't have direct admission experience should have sales experience (presentations) or recruiting/HR experience.

WHERE?

• At the end of the day it is a numbers game • If we find the right prospects and the right prospects pick us – everybody wins

Admissions = Education Sales

Have I got a deal for you!

Admissions = Education Sales

•  The Myths and Stigma –  Liar –  Deal maker –  Motivated by commission –  Manipulator –  Pesty –  “Snake Oil”

Salesman

Admissions = Education Sales

Myths

Liar

Deal maker

Motivated by commission

Manipulator

Pesty

Snake Oil Salesman

Truths

Honesty with eloquence

Good at packaging many features and services in preparation for matriculation

Goal oriented

Charming

Organized

Education is an intangible

6 Qualities of a Great Recruiter 1.  Honesty with eloquence

Trustworthy communicator

2.  Good at packaging many features and services in preparation for matriculation

Details, details, details

3.  Goal oriented Bright / high achiever

4.  Charming Friendly and fearless

5.  Organized Reliable

6.  Education is an intangible Philosopher

1. Honesty with Eloquence

•  Trustworthy Communicator •  Cover letter •  Interviewing skills

–  Telephone –  In person

•  Add unexpected people or situations to the interview

–  How do they think on their feet? •  Presentation audition

2. Packaging Many Features and Services leading to Matriculation

•  Detail oriented –  How can one prove that they are

good with detail management and long cycle sales?

–  Manageability? –  Motivated by fear or reward?

3. Goal Oriented

•  High achievers are easy to spot but what do they think about the day to day tasks of admissions? –  Phone calls –  High school visits, college nights and job fairs –  Travel and working weekends –  Difficult parents and spouses –  More phone calls –  New student quotas –  Pressure

4. Charming is in the eye of the Beholder

•  Friendly and fearless •  Independent •  Resourceful •  Age appropriate for their enrollment group

–  demeanor

•  Liked by parents, students and spouses

5. Mentally Organized for Sales

•  Agenda driven goal seeker –  “Everything I do must lead to my goals.” –  “I am accountable for my results.” –  “Quality + quantity of actions leads to success.” –  “I can always do better.” –  “Exceeding the larger goal depends on me.”

6. The Great Admissions Recruiter is a Philosopher

Must intrinsically see the larger good of a higher education.

Why Sales People Fail

• Hidden failures or flaws

• Poor outlook

• Self limiting beliefs

• Lack desire and commitment to success

• Not compatible

• Under-qualified or over-qualified

• Poor prospecting skills

A Great Recruiter

How to Hire Top Performing Admissions Recruiters

Q&A

Thank you!

Janet Sieff Business Development Phone: 412.904.3133 Email: janet@psandl.com

For additional information please contact:

John Stapleton Principal

Phone: 215.572.7938 Email: john@psandl.com