By Jill Orcutt, Global Lead, ̽»¨Â¥ Consulting
Dear ̽»¨Â¥ Consultants,
Our Office of Admissions is experiencing high staff turnover. How can we hire and retain dependable people with the right skills, attitudes, and commitment to learner success?
Signed,
̽»¨Â¥ Member
Dear ̽»¨Â¥ Member,
Thanks for your question. You are not alone. Broadly across all higher education sectors, shows a 46% increase in staff “likely” or “very likely” to look for new career opportunities in the coming year. In particular, the admissions staff shortage developed during COVID-19, and the “great resignation” continues today.
Admissions professionals now consider employment outside of higher education. Budget cuts can result in fewer admissions team members doing more work with fewer resources than in past years. Many admissions offices are also experiencing salary compression and compared to peer institutions and similar job classifications across the institution.
The volume of daily tasks makes it more difficult for employees to take advantage of the vast professional development opportunities available. Due to the workloads, stress levels are high, and often, people feel unappreciated.
To improve recruitment and retention of your admissions team, review your organizational structure to ensure each staff member has an opportunity to pursue a long-term career in admissions and can grow professionally within the office. In addition to an organizational structure review, consider the following additional steps you can take:
Develop an admissions office vision, mission, and strategic plan that supports the institutional vision, mission, and strategic plan. Post this in visible areas of the office.
Review position descriptions to ensure accuracy and communicate clear expectations and skillsets required for promotions.
Demonstrate a commitment to professional development by working with each staff member to develop an individual plan.
Create a clear and concise onboarding and training handbook.
Design your succession planning.
Support a reasonable work-life balance office environment.
Identify ways to acknowledge and recognize staff contributions.
Involve staff in identifying and implementing operational efficiencies and improved service to students and internal/external colleagues.
Survey staff to identify skillsets that may better align with other office positions (e.g., an admissions advisor with video production skills could transition into a position within the enrollment communications unit, resulting in increased job satisfaction).
Signed,
Jill, ̽»¨Â¥ Consultant
̽»¨Â¥ members, do you have a question for our team of higher education consultants? Send your "Ask a Consultant" question to consulting@aacrao.org.
For more information on how ̽»¨Â¥ Consulting can assist your campus with an admissions office staffing review, visit our ̽»¨Â¥ Consulting website or contact us via email at consulting@aacrao.org.
For more information on leading an admissions office, visit the ̽»¨Â¥ Bookstore to order the on-demand course and book for the .