by Jeremy Tiers, Director of Admissions Services
Throughout the year I continue to provide you with a series of articles that I hope will aid in your professional development.
Remember, doing some critical self-evaluation is important if you want to improve a particular skill and ultimately become a more dominant admissions professional.
One of the most popular parts of our On-Campus Training Workshops is the 1-on-1-counselor consultation. During these meetings a couple of counselors always ask me what skills and traits I believe separate a high performing counselor/recruiter from an average one.
If you’re expecting to see words like “organized,“ “friendly,” and “good communicator,” that’s not where this list is going. Those are givens. Instead, I’m going to share some skills and characteristics that I see consistently, not just in admissions counselors who excel, but also in nearly every elite business professional that I’ve ever met.
How good are you at these 7 things?
- Problem solver. It’s crucial that you possess the ability to both discover problems and develop solutions. Remember, you’re dealing with teenagers and young adults who want to have their problems (chiefly – how to pick the right college and how to pay for it) solved. It starts by asking effective questions at the right time. If you can’t do that, you’ll miss out on opportunities to solve problems and separate yourself and your school from the competition.
- Translator. Don’t ever, ever assume that an 18 or 21-year old student, and quite possibly many of their parents, know what FAFSA, PPY, EFC, COA, ROI, Early Action and Rolling Admission all mean. You will need to translate those industry terms into layman’s terms, quite possibly more than once. You’ll also need to do so in such a way that doesn’t make your prospect or their parents feel incompetent.
- Listener. One of the bigger mistakes I continue to see a lot of admissions counselors make is they give information before they get information. They provide more information than is necessary, and in many cases, they give out the wrong information (based on their prospect’s wants and needs). Want to know how to determine if you’re a good listener? The good ones, and I mean the really good ones, ask effective questions that get their prospects to not only reveal their “wants” and “don’t wants” but also how they would like the college search process to play itself out.
- Closer. Simply put, effective “closers” (those who turn admits into deposits) understand it’s about the relationship just as much as it is about the sale. Selling is about building a relationship with your prospect (and their parents) throughout the recruitment cycle. When you consistently prove you’re a resource and come up with ways to answer their wants and needs, you develop trust and loyalty. That will lead to positive outcomes.
- Empathy. Some people are born with this skill while others have to develop it over time. Truly understanding your prospect, their life situation, fears, motivations, and dreams isn’t an easy thing. The counselors that struggle with this skill are generally the ones that are more concerned with what they need from their prospects and not what their prospects want from them. Let your recruit know that you understand his or her “want” and have a solution to satisfy that “want.”
- Always look to improve. With success often comes comfort. When a person reaches a goal, there can be a tendency to assume that if they repeat the exact same steps again it will produce the same results. It’s a common mistake. Those that rise to the top value both positive and negative feedback and are willing to invest to improve their skills and attitudes. Be proactive, and seek out learning opportunities.
- Remain passionate. It’s a magical word that can help you win over recruits. As I’ve said before, passion is not an act and is hard to fake. Real passion for who you are and what your institution provides can make all the difference in the world. Passion will lead to meaningful long-term relationships with your prospects (and their parents) every single time.
If you’d like to talk in greater detail about one or more of these critical skills and attributes, and how you can incorporate them into your recruiting strategy, don’t hesitate to email me directly at email@example.com