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August 2016

Ten Habits and Skills Sets for Admission Representative Success

  1. DESIGN (1)Genuine interest in helping others:  Will have at all times the best interest of the prospective student in mind. Acts as an advisor, successfully guiding the prospective student to the decision that will best benefit their lives. They present quality engagement and strong human relations skills. They are committed to the institution, the careers for which the school provides training, and to the students.
  2. Committed to continuous learning, planning, and mastery of organization, time and task management and to achieving their goals:  Every hour of every day is laid out beforehand. Every minute used to drive toward achieving the goals.
  3. Demonstrates leadership confidently on the telephone:  Tunes into every phone conversation keenly. Always has a favorable outcome resulting in appointments with prospective students who are deemed a reasonable fit.
  4. Questions effectively and listen actively:  The real professionals are those who can listen to the other person and identify that person’s needs, and then supply the correct solution to those needs. Knows that all the information that is needed to “secure an enrollment” comes directly from the person who is inquiring and considering enrolling.
  5. Delivers an approved strategic communication plan consistently:  As well as being great listeners, they are fluent in communicating readily all the facts, features, and benefits associated with the careers for which the institution provides training, the school and its programs and services. They limit this communication to that which is approved by the institution and relevant to the particular prospective student. Being an excellent communicator means they have the ability to tune in with the prospective student and communicate in such a way that the prospective student sees all the benefits of enrolling, starting and graduating without delay clearly.
  6. Provides timely follow-ups:  Follows up is timely. The top performer is relentless in making contact with all inquirers, new and mature, along with enrolled pre-start students. They schedule time in their daily calendar to make follow-up activities a priority for themselves. They keep in touch with old prospects on a quarterly basis because they know there are golden nuggets in those old leads. For the exceptional representative, follow-up is natural and comes easily. They love the challenge of reaching and helping people.
  7. Anticipates and solves problems:  The top performers know that, with every prospective student, there will be problems, concerns, and issues to resolve. There will be shared and unique issues. The top performer is always quick in thinking of the proper solution for every situation. The common problems will be on the tip of their tongue, and the solutions to unique issues will come swiftly to their mind.
  8. Motivates and Influences:  The accomplished representative will always have a natural ability to motivate those around them. They know that some prospective students will need guidance and support to make the right decision to get an education for themselves. The Master will always be on the lookout for those in need of a little “kick in the pants” to get them going. The Master spends time reading motivational books and is always seeking to help others around them.
  9. Masters of consultative selling:  True masters are always leading others by example. The top 20% of admissions professionals are always in the role of leading others. They are always happy to share their knowledge with a seeker.
  10. Sustain and project a positive attitude and professional image:  They are always attired in a neat, clean and professional manner. They walk upright with confidence. They demonstrate strong relationship building and human relations skills consistently. They always speak in a professional manner and never speak with profanity.

 

If you wish to subscribe to my blog posts and get them directly by email, go to www.GamelinAssociates.com and complete the sign-up form.  In this era, creating sustainable growth may require schools to make a fundamental change in approach AND their underlying assumptions.  This blog is a forum for those who wish to learn how to make those changes and add to the discussions.


How To Structure Effective Career Services, Part 3 of 3

Copy of Copy of Copy of DESIGN (1)In part one of the three-part series, I stated there are three distinct functions that need to be carried out to structure highly effective career services; one crosses over into education.

  • Transformative learning
  • Coaching
  • “Selling” fee-free recruitment services

Part One focused on transformative learning, which you can review here.  Part Two focused on a seminar and coaching program which you can review here.  This post, Part Three, focuses on designing student recruitment initiatives on a professional services business model.

One of the earmarks of a successful career services program is the ability of the institution to generate continual recruitment of graduates by employers and staffing agencies.  Designing student recruitment initiatives on a professional services business model will cause an organization to reach their full potential in generating student recruitment.  To be successful, institutions must create and develop a complete marketing and sales system for their career center staff.  In addition to developing a complete marketing and sales system, the person or people engaged in consulting with employers to identify employment needs need to be well-trained placement specialists and consultative sales professionals.

The magic formula for marketing fee-free recruitment of qualified graduates is choosing a set of simple, effective things to do, and doing them consistently.  That means creating a system that will enable a school to do just that.

Initially, and to be effective, the career center must choose specific strategies for direct contact and follow-up with employers, and networking and referral building.  The career center will also have to choose a series of “success ingredients” to support the strategies.  These may include:

  • Developing a separate website (different from the school website), that tells employers what you do and why they should use your services.  The site could be made more robust by offering free resources, capturing visitor contact information and including pages of profiles of graduates available for employment.
  • Social media profile and pages for the career center.
  • Live networking venues where career center staff can go in person to meet prospective employers and referral partners.
  • Online networking venues.
  • Speaking venues
  • Advertising venues, and so on.

Regardless of what success ingredients are chosen, every career center needs a foolproof marketing and sales plan that continually generates new employment opportunities for its graduates.

Wrap up

Defined in roles,  a successful career services thrust includes at least an educator skilled in the transformative learning process, a skilled seminar leader and coach, and a placement specialist with sales skills.

I hope this series created value of those who read the three posts, and your feedback will be most appreciated.

If you wish to subscribe to my blog posts and get them directly by email, go to www.GamelinAssociates.com and complete the sign-up form.  In this era, creating sustainable growth may require schools to make a fundamental change in approach AND their underlying assumptions.  This blog is a forum for those who wish to learn how to make those changes and add to the discussions.