Python Notes for mca i year students osmania university.docx
How To Hire Top Performing Admissions Reps
1. How to Hire
Top Performing
Admissions Recruiters
Presented by Janet Sieff
April 15, 2011
2. A Variable Situation
Behind the numbers
are people relating
to other people.
•
Your
employees
•
Prospec/ve
students
and
families
3. Is someone on your
admissions staff more
successful at recruiting
students than others?
• Personality
• Skills
• Experience
4. The
Hiring
Process
• Job description
• Hiring decision process
• Staff structure
• Training program
• Support and Resources
• Motivation
• On the job observation
and instruction
• Talent development
5. The
Hiring
Process
• Job description
• Hiring decision process
• Staff structure
• Training program
• Support and Resources
• Motivation
• On the job observation and instruction
• Talent development
7. Position Description:
Experience Required
Prior Admissions experience?
If not then what?
• Public speaking
• Working with the public
• Working independently
• Meeting goals
8. The Position Description
• The the mandatory requirements
• The attributes of a successful recruiter
• Definition of how success is measured
9. . . . 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).
11. . . . 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.
12. . . . 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.
15. Admissions = Education Sales
• 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
16. Admissions = Education Sales
Salesman Have I got a
deal for you!
• The Myths and Stigma
– Liar
– Deal maker
– Motivated by commission
– Manipulator
– Pesty
– “Snake Oil”
17. Admissions = Education Sales
Myths Truths
Liar Honesty with eloquence
Deal maker Good at packaging many features and
services in preparation for matriculation
Motivated by commission
Goal oriented
Manipulator
Charming
Pesty Organized
Snake Oil Salesman Education is an intangible
18. 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
19. 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
20. 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?
21. 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
22. 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
23. 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.”
24. 6. The Great Admissions Recruiter
is a Philosopher
Must intrinsically see the larger good
of a higher education.
25. 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
28. Thank you!
For additional information
please contact:
John Stapleton Janet Sieff
Principal Business Development
Phone: 215.572.7938 Phone: 412.904.3133
Email: john@psandl.com Email: janet@psandl.com
