Enrollment Management and Graduate Employment Outcomes
Does your institution currently consider how enrollment management plans impact employment rates, or is there often a discrepancy between the goals of admissions and the goals of career services? How would you recommend this gap be closed, and/or what strategies has your organization successfully implemented?
Sarah ,
It is very true that all aspects of our schools effect the others. That is another reason why all departments should work together, we are all here for the common goal- the success of our students.
Sheri Leach
Pamela,
Also have Admissions involved in some Career Services activities, that way they understand how the two jobs inter-relate.
Sheri Leach
For our organization our retention rates typically reflect our employment rates as well. Therefore, enrollment into a particular program is address at a faster rate, do to low retention levels. For those that do graduate, there is a significant correlation between low retention numbers and low placement rate. All to say, since retention hits the institution hard, financially, this is an issue that is typically taken care of, by the time if gets to Career Services.
Discrepancy between goals - Admissions needs to meet their numbers and Career Services needs to meet theirs. Interview potential students while going through the admissions process. Find out if this is really something they want to do as opposed to just signing them up and dealing with it later.
Daniel,
This is a great way to begin and maintain a good relationship with the student. Have you seen increased employment outcomes that are a result of this practice?
Sheri Leach
we work very closely together during the enrollment process.
i usually have a rep from career services talk to the prospective student during our tour and we go over employment with the rep during the interview process as well
Margaret,
Have you considered meeting with Admissions on a regular basis and informing them about what types of jobs the graduates are getting? By regularly giving this information, the Admissions team will be more informed when they speak with potential students. By sharing this information, your two departments will be working together and over time can work on other joint activities for the benefit of the student and institution.
Sheri Leach
Kristine ,
When you break it down, Admissions and Career Services activities are quite similar. For example, building relationships, making phine calls, hosting open houses etc. Try to schedule some meetings and get the discussion started. I am sure that both departments will see the similarities and can then begin to work more closely together.
Sheri Leach
Unfortunately,there often is a discrepancy between the goals of admissions and career services. Many of the practices that I'm learning in this course would be beneficial if/when utilized by the organization I am employed by.
Our institution does not consider placement rates when enrolling graduates. The focus in admissions is numbers and it is a large assumption that the graduates will fall into employment. If we introduced an enrollment exam or viewed previous schools transcripts as part of the admissions process that may isolate those who either need extra help or those that might not meet potential admissions criteria. We currently do not have anything in place.
Gretchen,
Knowing that the goal of Admissions personnel is to enroll, is there anything that can be done during the interview process and after that may increase the employability of the persons enrolled? Can you think any ways that Career Services can partner with Admissions at these points to increase the likelihood?
Sheri Leach
I do not believe that at this present point that the institution does consider how enrollment management impacts employment rates and there presently does greatly appear to be a discrepancy between the goals of admissions and of career services. I recommend this gap be closed by increasing marketing funds, not enrolling every person (because some might actually not be a fit!) and being willing to let those who are not a fit for our professional estatblishment go knowing that they will be replaced easily by someone who is, because of the effective advertising. These ideas have been suggested but so far, the drive is for Admissions to enroll, enroll, enroll and don't let anyone walk out of the door without enrolling, unless there is literally something like a 'default' hanging in the picture.
Kayla ,
This is a great best practice. This way the students are introduced to career Services from the beginning and the trust and bond can begin to develop. It is then up to the Career Services professionals to grow that relationship while the student is on campus. A few ways to do this, email, Facebook or tweets to check in, a quick hello in the hall or classroom, invite a group to meet with you for coffee. Any other ideas?
Sheri Leach
As part of an initial lead call career service sis touche don so that the student begins to know what is available to them. Upon a campus tour, careers services is integrated into the tour and the student is able to spend time with the Career Services representative.
Carol,
That is a solid plan. I would recommend having an agenda for the first meeting and outline of how the two departments can help each other. What is your first reaction, do you think the idea will be well received?
Sheri Leach
Ruth,
This is true. Institutions who have strong extern/intern programs and Career Services Teams who have meaningful relationships with employers do this regularly. As a result, their placements outcomes are higher because of this practice. Graduates are usually happier and more satisfied, since they are employed sooner with the knowledge that they will be working in their field once they pass their licensure exam. This in turn reduces their stress and they are more successful on their exams.
Sheri Leach
Our institute currently does not consider how the enrollment management plans impact employment rates. There seems to be different goals from both career services and admissions. I would recommend that admissions and career services would meet up more regularly and compare and share goals to see where we are at.
The graduate can try to get a position that is closely related to their program and that this position does not need a license. Then when the graduate gets their license they can be promoted.
Ruth,
A variety of programs require certifications or licenses before a graduate can become employed on their field of study. Is there anything that can be done for the graduate while they are awaiting their credentials?
Sheri Leach
