I agree with other posts stating that learning extensively about each department within the school would be an asset when trying to recruit prospective students. Knowing about each department would allow the recruiter to answer questions that may arise, without having to track down someone from a particular department just to get an answer.
We have each new hire sit with the department heads and decision makers within departments and discuss their role and how to most effectively communicate and work with each department. Not only does it provide an opportunity to learn about the departments, but it also begins the process of building a working relationship with that individual and that department.
One of the areas I find most interesting and would like to know more about is student retention. I have seen the statistics for placement rate and on-time completion rate, but who, if anyone, computes the statistic of how many students cease to attend classes and why? I don't know whether or not anyone has addressed these issues or considered resolving them.
I believe assisting students with disabilities is something that I would like more training on.
Becoming more knowledgable about all of our programs, and being able to discuss them at length and with ease. I plan on sitting in on some courses, as well as keeping open communication with each of the program chairs.
It is vital to meet with each department and know clearly what each of them are capable of. Information is powerful and the more you know, the more involved you can be with the student and the credability that you posess.
I think the sales aspect is always a good one to review. It is tough as the time changes you have more objectives to overcome. Therefore this would help a great deal!
I believe that all facility and staff should be trained or obverse other facility in their departments. Sometimes the best training is through hands on experiences. Working with other facility in other departments has given me a better understanding of our schools operations. This in regards has truly benefited me and my capability of working with perspective students.
Tiffany ,
I encourage you to discuss these possibilities with your employer.
Kimberly Stein
twice a week monday and thursday we have training meetings
For me I think it would help alot for me to have more face to face training on procedures and policy. Maybe role playing to help learn the things that are permissible to say during an interview etc.
I would actually like to learn some sales techniques from successful salesmen in other fields as well as learn the best techniques from those most successful at other institutions. I think those skills could be valuable in achieving personal success as well as our school's success.
Thanks
Brittany ,
I encourage you to seek out these opportunities at your school.
Kimberly Stein
Nicole ,
If you work for a school that has multiple locations, this would be a great thing to ask your supervisor to arrange.
Kimberly Stein
I would really like to get a chance to sit in a class for each of the programs our school offers. I would also like to go on a job lead visit to a prospective employer with a career development coordinator. I think it would also be good to sit in on a financial aid appointment as well. To get this firsthand experience would be great for continuing training for admissions.
Going to different campus to see as many different admissions representives do appointments. I believe that the more people you see do appointments the better. Practice and role playing are key.
David,
Good observations regarding job opportunities. While there is nothing inherently wrong about "selling the dream" it is also important to make sure that students have realistic expectations about post graduation employment.
John Ware
This was helpful in the beginning to me as well, but now I fear seeing the shortcuts Reps take will alter my perspective. I only want professional guidance from a supervisory level because I want to advance and perform at a high level. Be careful what you ask for, you might get it :-)
More about marketing and job opportunities. Salary talk is heavily subjective in terms of each employer that recruits from our school has very different expectations and very different salary. For example, Boeing recruited 12 students from our school last graduation class to the tune of $45/hourly, plus tuition reimbursement plan and full benefits. Another employer with a Wind Turbine company employed from the same cohort offering only $28/hourly doing virtually the same job. Both have tuition reimbursement plans, great benefits, and provide start-up housing, but the pay difference is HUGE! DOE and the Dept of Labor have put salary table-talk for Admission Agents on the forefront of controversy. My peers are afraid to brag about these types of opportunities. Why? Because Big Brother will step in and pounce if it isn't the following the very low expectation we are supposed to set. Reality is fine, but what's wrong with selling the dream? I need to learn more about how to boast in an optimistic way of our graduate's potential. HUGE selling point that we tend to tread lightly about in the schools.
I feel that just the opportunity to see the process and hear the questions that students ask would be beneficial. I would be interested in knowing what the most frequently asked questions are in regard to the whole process.
