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How to Make Sure Your Recruiting Messages Get ReadTuesday, June 28th, 2016

by Jeremy Tiers, Director of Admissions Services

Two of the ongoing challenges for many admissions and enrollment teams across the country are:

  • Getting a prospective student to open the communications that come after your first letter or email
  • Getting the student to actually read those subsequent letters and emails

I didn’t even mention whether or not the words and tone of your emails and letters actually make an impact in the mind of the student reading it.

I think we can all agree that we live in a “buyer’s market” for students when it comes to selecting a college. Today’s student has options and approaches the process from a different angle.

That means your recruiting communication plan shouldn’t have the same look and feel as it did even five years ago. It’s an important piece of a winning recruiting strategy and needs to constantly be scrutinized with a fine-tooth comb.

Today I want to focus on your recruiting letters and emails and how to get your prospects to pay more attention to them.  The more effective you are in your writing, the better you’ll be able to tell your school’s unique story to your recruits.

Here’s something else that you need to know! Our research shows that a prospective student will most often draw their initial picture of your school through the letters and email messages that they receive.

See if you can apply these four proven tips to your recruiting messages to get a more meaningful response from your prospects:

  1. Make it look more like a website. According to studies, most of us today ‘scan’ websites for information.  Do your letters and emails have the same look and feel of a website?  If not, you’re not taking advantage of our society’s preferred method of looking for (and finding) information.  The days of trying to cram all the facts you can about your school in small font are over.  Short, logical, fact-based messages is the strategy I want you to employ. Your recruiting letters need to look, sound and “feel” different than they probably do now.
  2. Questions, questions, questions. Our research also finds that today’s generation of students wants and needs you to ask them questions.  Some prospects don’t know what to ask you, while others are just too scared to do so.  Even if they don’t answer every question you ask in a letter or an email, they will actively engage with you in their mind.  Eventually, they stand a better chance of replying to you and taking the next step in the recruiting process.  Generating that back and forth communication doesn’t happen by accident. Make sure you ask them the right questions at the right time in the right way.
  3. Be bold and use bold. Bold type is another way to set your ideas in motion with your prospects.  We see a lot of letters that admissions or marketing write with bold type in a traditional place…usually at the beginning of a sentence or main idea.  There’s nothing wrong with that.  However, if you really want to interrupt your prospect’s train of thought, try bold face type at the end of a main idea.  That way, they’ll have to re-read what you were talking about before the boldface type, which further engages your reader.
  4. Forget the rules. The writing rules that is. We’ve all learned way too many letter-writing rules. And, honestly, they’re getting in the way of your messages being read by a large group of your prospects.  As I’ve explained before, your letters and emails shouldn’t look and sound like the NFL rulebook.  Instead, think, “If I were in a room with my one of my prospects and I needed to get his/her attention, engage him/her, and present reasons why they should want to be a part of our student body, what would I say to him/her?” Then, let the conversation flow naturally.  What I think you’ll find is what our clients already know – less formal and more conversational not only works but also does not make you sound any less professional.

Those are four very easy, very effective ways to re-capture the attention of your recruits when they get one of your envelopes or open one of your emails.

If you want to take your recruiting to the next level and truly deliver outstanding customer service, re-read some of the letters and emails that went out this past year with your name on it. Ask yourself if they look and sound like something that one of your prospects might want to read and (more importantly) respond to.

Would you like even more help? I’m happy to look over one of your messages and offer honest feedback free of charge. All you have to do is ask…which you can do by clicking this link and emailing me.

How to make next month better than this monthMonday, June 27th, 2016

by Mandy Green, Busy Coach

Last week I wrote about how to reflect at the end of each day to improve your work performance for the next day.   As we are coming to the end of the month now, I’d say before you start planning for July, take a few minutes to reflect on the month of June.  

Here are a few of the questions that I go through myself, and am now taking the coaches that I am working with right now through at the end of each month.  

My achievements this past month:

Things I need to do less of next month:

Things I need to do more of next month:

Things I need to stop all together:

There are many more questions that you can ask yourself, but I think ultimately, you need to make sure what you are doing during the month is getting you closer to achieving your goals.  

At the end of the month is the perfect time to look back and reflect on what you’ve did right last month, what could improve, and it is an opportunity to learn from what you’ve done.

As I am being more intentional about using reflection at the end of each day, each week, at the end of the month, and at the end of each year, I am finding that is has many benefits.  

  1. It has helped me learn from my mistakes
  2. It has helped me see where I need to be spending more of my time on.
  3. It has made me a happier coach because I am spending more time celebrating the wins that I am getting
  4. It is giving me better perspective about things that are going on in my program.  

It only takes a few minutes but payoff is well worth it.   If you are interested in getting more organization, performance, or productivity tips specifically for coaches, go to www.busy.coach.

Establishing Trust With Prospects and ParentsTuesday, June 21st, 2016

by Jeremy Tiers, Director of Admissions Services

Why is it that many of us don’t hesitate to sponsor or donate money to one of the neighborhood kids when they ring the doorbell with that Jump Rope for Heart form? What’s our primary reason for buying Girl Scout cookies other than the fact that they taste really good?

Conversely, why do we try and get off the phone as fast possible when a telemarketer calls?

It boils down to trust. The organization sponsoring the child from our neighborhood or those girls selling cookies has spent years building trust, and we have faith that our donation is going to a worthwhile cause. The reason we don’t trust the telemarketer that calls is because we don’t know him or her, and something just doesn’t feel right about a complete stranger calling us at home to sell us something.

The gut reaction we have to each of those scenarios has big implications for college admissions professionals.

Most of us don’t like interacting with people we don’t feel like we can trust. Prospective students and parents are no different. Establishing trust with them early on is an important element of the college search process that often times we see admissions undervalue. Without trust, how can the student believe that your school will deliver on those statements or assurances that get made during the recruiting cycle?

Lately I’ve been talking to a number of admissions directors who are reassessing how their institution interacts with prospects and parents. If you’re doing the same or plan to have discussions about your communications during an upcoming retreat, I encourage you to remember that the same factors you use to judge the trustworthiness of people and organizations are being used by this generation of prospects, and their parents, to judge your trustworthiness.  Many of those prospects and parents tell us that early in the process they’re figuring out whether or not to have a serious interaction with your school based on whether they feel like they can trust you or not.

The decision to interact happens before your prospect actually listens to what you have to say. How you construct your letters, what you say in your emails, the layout of your website, and how you interact with them on social media will determine whether or not you get to communicate with that prospect.

I’ll bet you might be surprised at how many different types of interactions factor into whether or not a new prospect chooses to trust you enough to communicate with you or a member of your admissions team.  Here are a few of the most important:

What your website and email templates look like: When they look at those properties, which studies say they do, what’s the brand image that comes to their mind?  If you’re a smaller school, do you look like the bigger brand institutions?  If you’re a well-known college or university, how are you separating yourself from your other big-name competitors?  These are serious questions that you need to consistently ask.

Your first letter or email between you and your prospect: Does it look and sound like everybody else’s, because I can guarantee you that when you reach out and communicate with a prospective student for the first time the way your message is worded is going to determine whether or not they feel you’re worth interacting with. When you’re writing your message, does it sound like you would if you were talking face to face with your prospect?  Or, does it sound so formal that your prospect is going to know it’s the typical, mass mail, semi-personalized message they’ve become used to seeing from your competition?

What they’ve heard about you:  If your prospect has heard good things about your school from people he or she knows, the entire relationship changes. You automatically get the benefit of the doubt. That begs the question: What are you doing to make sure that your current students, as well as the students (and their parents) who chose another college instead of yours, experience superior customer service? Remember, you can actually control what they’re saying.

Their fear:  As we talk about extensively in our On-Campus Workshop that we conduct for college admissions departments, your recruit’s fear is present throughout the recruiting experience.  What are you doing to answer that fear?  How are you doing that early on as well as late in the process? If you don’t think their fear matters, you’d be wrong, and I’d strongly encourage you to read my article in last week’s newsletter.

What you’re asking them to do early on: If you’re asking a prospect to reply to your email early in the recruiting process, there’s a decent chance that’s going to happen.  On the contrary, counselors and schools who want to jump into an early conversation about a campus visit or filling out the application immediately might be going too fast, too soon.  Urgency like that rarely leads to increased trust from your prospect. Be mindful of what you’re asking them to do and whether or not you’ve given then ample reasons as to why they should.

What they see about you social media:  How well you post on Facebook, Instagram and the other social media platforms matters to this generation of prospects.  In fact, it matters a lot!  Your online presence is one of the most immediate impressions that gets formed by your recruit.  And in most cases it helps to determine how much interaction they wish to have with you and whether or not they’re excited to learn more about your school.

You understand it’s about them:  How are you proving that you understand the college search process is about their wants and needs and not why you think they’d be crazy not to pick your school?  More importantly, how are you communicating that?

Your honesty:  This generation of prospects and their parents are actively searching for people who prove they’re honest.  It’s vital that you demonstrate that honesty and showcase it to them through your recruiting emails and letters.  Don’t be the counselor who, in trying to build trust, over promises and under delivers. You need to repeatedly demonstrate that you are the counselor they can trust.  That means from time to time it’s okay to admit when you’re wrong or your school isn’t better than a competitor in a particular area. The counselors who are trusted always end up with a decisive advantage.

How consistent you are in your recruitment efforts: How much did you communicate with this next class of prospects when they were juniors? Do you have consistent messaging for transfer students? These are important questions in the minds of your prospects.  When we work with new clients and take their admissions team through a series of focus group questions to determine how best to help formulate their recruiting strategy, one of the most common themes that stands out as being vitally important to prospects is how consistent a counselor or school is in the way they communicate.  If your school sends a couple of messages at the start, and then is hit-and-miss during the rest of the recruiting process, you’re probably going to get labeled as inconsistent.  If this sounds like you, then make a change now because our research shows that’s going to hurt you when your prospect reaches their final decision.

Since you’re going to be judged by this generation of prospects, doesn’t it make sense to make sure you’re taking an intelligent, thorough approach to establishing trust?

Good luck!

Jeremy Tiers and the team of recruiting experts at Tudor Collegiate Strategies answer questions and work with admissions professionals of all levels every day.  If you have a question, just email Jeremy at jeremy@dantudor.com

Reflect in Order to ImproveMonday, June 20th, 2016

by Mandy Green, Busy Coach

One strategy that I use in my time management routine I feel has been extremely effective is Reflection.

Reflection can be a valuable tool as you are searching to learn what should be eliminated or what you should continue to do as you are building your program. It’s how you acquire knowledge about yourself as a coach and about the work you are doing for your program. And the more knowledge you have, the more likely you are to get to where you want to go. This knowledge will allow you to stop the cycle of working harder and harder until you collapse, you can then begin to work smarter.

There are 3 times when I think you should reflect…

Create time for reflection at the end of each day, week, and month– a time to go back over, to study again the things you’ve learned and the things you’ve done each day. Reflect on what you did, what worked, what obstacles you encountered, what you can do better next month, etc.  

At the end of the day.  Review the day so that it locks firmly in your memory so that it serves as a tool.

Did you accomplish your goals?

How was your focus?

When were your high- and low- energy times?

Was there a time where you were interrupted a lot?

How were you with only checking your email one or two times a day?

Finally, did you get your high-priority tasks done?

At the end of the week.  Take at least 30 minutes at the end of the week to reflect on the week’s activities – I would suggest at least one half-hour. Also during that weekly time, take a few minutes to reflect on how this material should be applied to your life and circumstances.

At the end of the month.  Take a half-day at the end of the month and a weekend at the end of the year so that you’ve got what works and that you continue to make these things habits, and part of your routine.  This will ensure that the past is even more valuable and will serve your future well.

By taking 5 minutes at the end of each day to reflect on your performance as coach, it can provide you with some very valuable information that you can use to make further improvements to how you are working or what you are working on.

What Are You Doing About Your Prospect’s Fear?Tuesday, June 14th, 2016

By Jeremy Tiers, Director of Admissions Services 


Yesterday my daughter had a dentist appointment. Nothing major, just one of those twice a year check-ups.

During breakfast she said, “Daddy, the one thing that’s scary about the dentist is the sucking thing they put in your mouth.” The technical term for that long dental suction tool is a saliva ejector (I Googled it because I was curious).

On the drive over, and while we waited for her to be called back, again she mentioned the “sucking thing” and her fear of it. I calmed her down by telling her that Daddy has the same thing put in his mouth every time he goes to the dentist for a check-up.

Do you get nervous if you have to give a speech or presentation? Do you hate heights? How about spiders and insects? Or maybe, like my daughter, you dislike those trips to the dentist.

It’s all about our fear of fear.

Now let’s apply this to prospective students, who in many cases, have not one but multiple fears when it comes to the college search process.

If you’ve had us on your campus you know that the biggest fear this generation of students has is the fear of making the wrong decision. They’re scared to answer your phone call, scared of saying the wrong thing to you during said call, and scared to ask you for help solving their problems.

They, like you perhaps, have a fear of fear.  They’ll avoid an honest conversation with you to avoid the fear of saying something wrong.  Sounds crazy, right? Like it or not, that’s who you’re recruiting.

Your job, if you’re going to be a dominant recruiter and truly be your prospects’ “go to person”, is to find out what scares them and address it.

With that in mind, here are a few strategies we see working well for our clients around the country.

  • Focus on their feeling of being fearful.  It’s not actual facts that your prospect is scared about, it’s the feeling of being scared that they’re trying to avoid. For example, if you’re focusing on selling your school by talking about last year’s ranking by publication ABC as a way of overcoming the fear that’s ingrained in the mind of your prospect, you’re going to struggle.  Instead, address the question of why they’re feeling scared about something – leaving home, visiting campus, or returning your phone call. That’s the secret. Focus on the feeling that’s creating the fear.
  • Ask them what scares them most about the whole recruiting process. Logically, if they have an irrational fear that needs to be discussed as a part of the recruiting process, who is more equipped to lead that conversation: You, or the teenage recruit? Of course you have to be the one to lead that conversation!  It starts by asking them the question that most counselors don’t think to bring up – “What scares you the most about the college search process?” This is an extremely effective question early in the recruiting cycle. If you don’t ask it, you’re missing out on a BIG opportunity to both solve a problem and develop trust.
  • Tell them what you think they’re thinking.  Tell your prospective student what you see them being scared about and see if they agree with you or not.  It’s easier for them to react to a statement about what you think they’re thinking than it is for them to tell you what they’re thinking.  Is it confusing? Yes.  Regardless, it’s what we find to be true, so use it to your advantage.

These three approaches are meant to merely be a starting point.

Just remember, fear is driving almost everything that your prospects do during the recruitment process. If you can help calm their fears (which is one of the biggest things your prospects really want you to do), you will win their trust and in turn be way ahead of the competition who doesn’t believe this is important or doesn’t know how to address fear.

FREE HELP! Yes you read that correctly. If you’ve got a question about recruiting, leadership or anything else that can help you do your job more effectively, simply send me an email

They Decide With Their Heart, Justify With Their HeadMonday, June 13th, 2016

I’m talking about your recruits, Coach.

In over a decade of research, focus groups, and personal recruiting stories, that’s the conclusion I’ve come to. Your prospects aren’t making logical decisions; they’re making illogical, emotional decisions, and then justifying that decision with just enough facts to justify their choice.

Understanding this simple fact will make recruiting a whole lot easier.

And yet, college coaches make it more complicated:

  • The messages coaches sometimes send their teenage recruits goes heavy on the facts and logic, and less on the relational aspect of the decision making process.
  • Coaches focus on the process of recruiting, rather than the emotional connections, that a teenager is looking for from a coach.
  • The parents are looking for a coach to lead them through the process, and yet most coaches don’t make a connection with the parents of their recruits. Not doing so is one of the prime ways families decide who to visit, and who to cross off their list.

Fixing this is simple, and reformulating your core approach before it’s time to recruit your next class of prospect. But first, you need to define a few things:

What is the big thing that you and your program can offer as something for a recruit to fall in love with? You need something to give a recruit to become emotionally attached to: Your team, your plan for them, what their role on your team will be, joining the fight to win back-to-back championships, or signing-on to help rebuild the program, for a few examples. You need to connect with the heart of your recruit. What are you leading with?

What is the big objection you see as something you’re going to have to overcome? My suggestion is to address it right away as part of what they should love about you. We worked with a football coach several years ago who used to apologize for, and avoid, their old outdated locker room. Then, we came up with research on why his players loved the place, and how they viewed it with a lot of positive emotion. Now, that coach makes his old locker room a center-piece of the story they tell a recruit.

(If you choose to use this approach, defining both the attractions – and the negatives – of your program is essential. It’s one of the most least defined aspects of most coaches’ programs, and it ends up hurting them terribly.)

So, what aspects of their decision making revolve around their “hearts”?…What aspects of their decision to come to a program usually center around the emotional part of the equation? Here’s a Top 5 checklist of what we’ve found to be the most impactful:

  • Their emotional connection to your team.
  • Their trust in you as their potential future coach.
  • The comments and feelings they get around your campus when they visit.
  • How you treat their parents during the recruiting process.
  • What they hear others (your team, other coaches, students not related to athletics) say about you during their campus visit.

On the other side of the coin, when it comes to the logical side of their decision, here’s what our research shows them relying upon:

  • By far, the most important thing for most student-athletes is your plan for them once (if) they come to compete for you.
  • In a close second, the scholarship or financial package you and your school are offering.
  • The plan for them on your team that you outline for them.
  • How well your college lines-up with their pre-defined vision of what college is supposed to be like (things like location, size, type of area, etc). Note: You might observe that this category is really more of a ‘feeling’, but we’ve observed that the majority of your prospects – and their parents –  see this as something that’s logical.
  • What your college can give them academically, specifically centered around their major (and proving that you’re better than their alternatives).

Now the important part (the thing that most coaches miss):

You have to do both.

You see, with this generation of recruits, we find that they will first “fall in love” with a team, a coach and a school. There’s an emotional connection that needs to happen first in their hearts. Once that happens, however, we find that there’s a definitive point where they lurch back in the other direction…almost realizing that it’s not smart to make a final decision based solely on how they feel about things. They will then search for the logical reasons why they should trust their heart; they’ll look to justify their emotional connection with a coach/team/school by coming up with solid, logical reasons why it’s a smart choice, validating why their emotional reasoning. They decide with their heart, and then justify with their head.

Most coaches do one, but not the other. They assume that by being more logical, and providing more “stuff” than other colleges, they’ll get the prospect. Or, others will assume that by stealing their recruits’ hearts and creating only an emotional appeal, they will win the competition for their talents.

The truth is, if the goal is consistent, high-impact recruiting, both categories have to be addressed. The more consistently you do it, and the earlier in the recruiting process that you start, the better chance you have of establishing yourself as one of the top choices in the mind of your recruit.

Start here: Define each of those points within both categories for your program, and then prove to yourself that you are showing your prospects how you address each point. For any program, that should be a priority within the overall task of creating your program’s story.

They decide with their heart, and then justify with their head. That’s the case with virtually all of your prospects, so make it a priority for you and your program.

These are the same kind of advanced skills that we teach coaches who go through our popular Tudor University online recruiting training and certification. If you’re a client, the course is free. If you aren’t, click here to start the training process today.

4 Facts That Matter to Your Prospective StudentsTuesday, June 7th, 2016

by Jeremy Tiers, Director of Admissions Services

You throw them around all the time.

You use them to sell your college or university, and you brag about them in an attempt to separate your school from a competitor.

Facts.  We’re talking about facts.

But which facts are worth talking about, and which ones just take up space in your messages to prospective students?  Furthermore, are some facts that you present actually hurting your recruiting efforts?

While this generation of students does rely on facts about a college or university to form their overall opinion of the school, we’ve found that it’s most effective when admissions recruiters tie those facts directly to a benefit the student will receive.

This is a very important distinction that admissions counselors need to begin implementing.  Again, when you state a fact as a selling point of your institution, it is vital that you take the extra step in explaining to your prospect exactly how they will personally benefit from that fact.

Why is that worthwhile? Our ongoing research continues to find that many prospects don’t usually “connect the dots” between the benefits that your school offers and what it means for them personally. They also, as I’ve explained many times before, rely largely on feelings to help them make their final decision.

When you’re able to communicate facts that will personally benefit a prospective student, and get them to understand those selling points, you win, more often than not. Good feelings about your school coupled with these personalized facts are almost impossible to ignore.

Here are 4 facts that we’re seeing recruits rate as very important in their decision-making process:

  • Your on-campus housing. Interestingly, you don’t always need the newest and biggest dorms or apartments to win.  Instead, you need to make sure your prospective students understand how they will have fun living there and how easy it will be for them to make new friends, “fit in”, and enjoy campus life. By the way, your current student’s opinions and personal stories go the furthest in selling your on-campus housing to your recruits.
  • The food on campus.  Prove to prospective students that they will eat well, and you’ll have an advantage over your competition just about every single time.
  • How a degree at your school will trump a degree at another school.  Every admissions counselor in America loves to talk about the academic strengths of his or her school.  I’m here to tell you that you’d better be ready to prove it to your prospect (and their parents) with real-life examples as to how your school is going to better prepare them to find and successfully start a career.
  • How the admissions staff, and how current students, treat them during their campus visit. Regardless of location or school size or type, these two factors rank at or near the top on almost every single focus group survey we’ve done over the past year. Today’s generation of students can easily spot the difference between those who are acting friendly and welcoming, and those who truly are. We see quotes all the time that contain phrases like, “everybody was welcoming and you could tell they really love their school”, and “the student ambassadors were super friendly and could answer or give a polite response to all of my father’s hundred questions!”

The improper use of facts is a major problem in student recruitment.  We see and hear about it almost daily.

If your admissions and enrollment team commits themselves to taking the extra step of stressing facts that prospective students care about, as well as finding how best to tie those facts personally to those students, you’ll gain the upper-hand over your competitors who are content with reading this research and then choosing not to change the way they are telling their story.

Tudor Collegiate Strategies can help you formulate your strategy when it comes to presenting facts about your school that get attention.  We can take our research and put it to work for you making a big difference in your overall recruiting efforts.  To learn more, simply contact me directly at jeremy@dantudor.com

The Social Media MeltTuesday, June 7th, 2016

counselor-brianThis is the fourth and final post in a series from a college admissions counselor attempting to navigate the current admissions recruiting cycle. He is Brian Switay, assistant director of recruitment in his second year at Stevens Institute of Technology, a private research university in Hoboken, New Jersey.  His stories are intended to provide an inside look at the challenges he faces as he aspires to grow and advance in the profession.

In his first post, which you can read here, Switay talked about keeping up with the inquiries.  His second post offered tips to help other counselors successfully climb the admissions ladder.  The third installment focused on admitted student days and bringing in the best class possible.

By Brian Switay:

Ahh, summer is almost here. Time for vacations, lounging on the beach, ice cream, long walks and exploring boardwalks and amusement parks. However, the summer also brings the dreaded summer melt! With more and more students double depositing it seems as though summer melt has been increasing each and every year. So, what can you do?

I would like to use this article to encourage each of you to partake in a virtual chat room, if you will. Please join me on Twitter @brianatstevens and share with me your summer melt strategies.

Today however, I will share some ideas with you first. There has been a lot of discussion about which ideas and implementations will help deter melt from happening, which are controversial and reasons that some schools are not reaching out to students at all.

One of the “newest” forms of reducing summer melt is the almighty text-messaging avenue. Students seem to always have their phones attached to them but never pick up the phone when you call. Schools have resorted to reaching out to students through this medium. According to The Social and Behavioral Science Team through the US Government, 20-30% of college-accepted high school graduates fail to matriculate in college in the fall (https://sbst.gov/projects/reducing-summer-melt/). By sending students personalized text messages with key dates to remember, studies have shown that 68 percent of students, who were sent the text message, enrolled in the college in the fall. However, 64% of students who did not receive the text message also enrolled. So, does this medium really work?

At Stevens we have not yet put our proverbial toe into the texting world. I personally feel as though texting is still an invasive practice that if used incorrectly, can develop potentially dangerous effects. About a year or so ago my cell phone number was placed on my business cards. Students, and more frequently, parents, would call my cell phone at their convenience. So, I would be receiving calls to my personal cell phone at midnight or later. In a day where students, and some parents, believe that the response should happen immediately, text messages seem like phone calls but worse. Also, depending on your prospective students, your phone might never stop vibrating.

To combat the texting initiative for summer melt I have encouraged students (and some mothers) to instead direct message me on Twitter during the summer months. The reason for this is if I am away from my desk or on vacation, these students still feel connected and I can help answer questions even if I’m not “in the office”. It has seemed to be effective, and slowly more and more students are starting to follow me. I am interested in seeing how the Twitter direct message strategy works this summer and fall with today’s “social media savvy” generation.

One of my responsibilities at Stevens is to promote our social media handles. Our social media director and I have really been focusing on expanding our reach on Twitter, Instagram and Snapchat. Frequently I tweet different key dates and try to keep the students engaged by using different hashtags and prompting conversation. Between the decision release of Early Decision II and Regular Decision, I launched #AskADuck. This was the catalyst that started a webinar including current students who were available to answer questions that were submitted in real time by students who had deposited at Stevens. Now, this isn’t summer melt, but I am working on holding another webinar in the middle of the summer where students can once again ask current students and recent graduates about what they enjoy(ed) and will miss about Stevens from incoming freshmen.

While this will be the first adventure into the forum moving forward, we for the most part have not been too involved in the melt process, minus the emails that are released over the summer reminding students to apply for housing and to get other paperwork submitted. I know moving forward that applications like SnapChat, Twitter, Instagram and Facebook have and will continue to play a large factor into the summer melt, just as much as Wait List availability will.

What do you think? I would be interested in hearing what your method is when it comes to battling summer melt? Please tweet me at @brianatstevens to continue this conversation.

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