Employees may not be attentive to learning if they perceive the trainer as being biased.
At one career college campus, whenever the campus president, the education director or a corporate officer talked to instructors about the importance of student retention, the instructors would talk among themselves about how “the management guys are just driven by profitability.” Even though management provided techniques and strategies for student retention and discussed the benefits for the students and the organization, many instructors simply did not want to listen. They believed that the admissions department was not recruiting “quality” students and management simply wanted the instructors to keep the “weak” students in class. The fact is that many employees unconsciously block information and training if they see it as being biased, …
I will preface this blog by letting you know I am not, nor claim to be an admissions expert. I do like think I know a little bit about sales though, especially phone sales.
Phones are the lifeline of my business. If a potential candidate or client can’t reach us, we are loosing money, quickly. I think the same holds true for admissions, another craft that relies heavily on phones.
When my recruiters are calling into schools to identify and source potential candidates I can’t tell you how many campuses have no one answering the phones. I understand this is the technological age and have no problem dealing with an auto-attendant. The real shock comes when I “press 1 for admissions” and then get a voicemail at …
The rules and boundaries of executive search are not always black and white. As a recruiter I am often faced with a dilemma:
– Do I tell a friend in the sector about an opportunity that would be perfect for them even though it is not with a client company or do I keep my mouth shut because it won’t gain me a fee?
I am sure members of your campus are faced with the same challenges everyday. Does an admissions representative try to enroll a student into a program they initially did not inquire about or do they send them down the street for the exact education they want knowing it’s one less student towards their start?
Recently I was faced with this challenge and …
A true leader fails again and again and again and again and…
We are a business that always seems to do well when the rest of the world is feeling like it’s swimming upstream. It’s always been that way – you know the famous Countercyclical thing and all. So what should admissions do with all those new leads that think getting a career that isn’t going to be lost in the shuffle do?
Sell the opportunity for someone to understand that having more than one thing going for themselves isn’t such a bad thing. Sometime admissions feels they have to replace a bad experience with a course of instruction. That’s their solution. “Sorry about what’s happening, now become a medical assistant and everything will be ok – let’s go to financial aid and see if you qualify”.
Not a …
Colleges must recognize students as customers buying into theirhigher education services. This is essentially the theme central to Dr. Neal Raisman's The Power of Retention: More Customer Service for Higher Education. And, given the examples he cites throughout this intensive read, it's nearly impossible to disagree with that assertion.
After all, high school graduates are bombarded with advertisements from various learning institutions, so students and their parents view education through the eyes of a consumer. Just like any other service,colleges make more money through repeat customers.
Raisman ups the ante on his student retention concepts in this follow-up to his best-selling book Embrace the Oxymoron: Customer Service in Higher Education. He offers more solutions, how-tos, research and formulas that can help your school to …
Let’s face it. In a matter of seconds a resume will either peak an employer’s interest or get filed in the waste can. A neat, organized resume is no longer enough to get an employer’s attention. Certainly, a strong resume will cover the basics: work history, job duties, dates of employment, education, references, etc, but that may not be enough. Neither is fancy paper, a colorful layout or a pretty font.
Are you selling your school either on your own or with a broker and are at the point where someone is interested. There are many next steps. Here are some, which of course vary depending on the situation and the professionals you have in involved. What are effective processes and where have the stumbling blocks been when you have sold your school or if you are currently in the process?
Letter of Intent (Be sure your attorney reviews it.)
Negotiate final acceptable terms of Letter of Intent.
Give the potential buyer the opportunity to complete and sign off with the due diligence.
My mother-in-law often asks each person seated at the dinner table on Thanksgiving to mention at least one thing they are thankful for before dinner begins. Given the size of my family and the size of holiday parties we had growing up, every year I am just thankful that I'm no longer still sitting with my knees crumpled under the children's table.
If there was ever a year to reflect on and then offer thanks for your good fortune – if that's been your luck – then it would be 2008. Here's a short list of thanks I'd like to offer in regard to my professional experiences this year.
My Education: When your career involves higher education, it's easy to continually reflect on your own collegiate experience …
At the CCA 2008 convention, Dr. Gary Meers (our VP of Education at MaxKnowledge) and Kay Bertrand (VP of Education at NCCT) made a joint presentation on the care and feeding of career college faculty. In this session, Gary and Kay discussed ways of retaining and rewarding faculty while facilitating their professional development. I am sharing their PowerPoint presentation below.
The presentation covers the following topics:
Understanding the Roles Faculty Play in the Instructional Process
Developing Faculty Development and Retention Plans
Making Instructor Certification a Part of Faculty Growth
Identifying Strategies for Retention of Faculty
Keeping the Best