1. DISCOVERING HOW TO BEST UTILIZE A REGIONAL RECRUITER FOR YOUR INSTITUTION Maximizing the Efforts of Regional Recruitment Session: T1.02

2. Reminder:

3. INTRODUCTIONS Mr. Taylor A. King Columbus State University Regional Recruiter @ CSU since 2009 Four year, public, regional institution Ms. Katherine Hilson University of South Carolina Regional Recruiter @ USC since 2014 Four year, public, national research

4. POLL OF THE ROOM How many of you are regional recruiters? How many of your institutions have regional recruiters? What are some of the stereotypes/myths of regional recruiters? Are any of your institutions thinking of starting a regional recruitment program? What do you specifically want to know?

5. BEFORE THE DECISION Understand/identify the outcome the college/university is looking for by having a regional. Is the purpose numbers driven? To increase applications? Increase visibility? Yield more students from a targeted area? This can change from implementation. What is the focus of your college/university? To be a resource to students/schools? Increase attendance at events in targeted area? Build/increase relationships?

6. BENEFITS OF REGIONAL RECRUITING Cost-Effective Accessibility Frequency Creative Recruitment/ Personal Touches Relationship Builder Solid Foundation in Market Increased Growth in Area Community Engagement/ Public Relations Enhanced Alumni Network

7. POTENTIAL PITFALLS & SOLUTIONS Abuse of Indirect Supervision Select the right people Send in agenda a week prior Follow-up on timely projects Missed Communication/”Out of the Loop” Office newsletters Weekly/bi-weekly phone staff meetings Email threads separated by relevance Lack of Camaraderie/Campus Community Require attendance at Open House and other on-campus events Can create a division within the office Too much Independence Create opportunities to work with other coworkers on projects More frequent office visits

8. WORKING WITH REGIONAL EMPLOYEES Employee Selection Job Description Skills Needed Expectations Time Management!!! What does a work day look like? Communication Establish regular plan Reports Providing Materials On-Campus Time Evaluations Initial and Ongoing Training Management Style Trust Hands- Off Leadership v. Micro-Managing “Special” Circumstances Necessary Investigations Recruiter Perspective Know what type of management style works best for each employee

9. WORKING WITH REGIONAL EMPLOYEES Services/Materials Provided Cell phone/Landline Computer/Laptop Double Screens Docking Station Printer/Scanner/Fax Internet/Technology Fee Internet/Phone Stipend Access to Campus Network Car/Mileage Postage Vary-by-state Factors Insurance Tax Issues Reimbursement Forms Visits Professional Development Regional State Regional Recruiter Networks GARN, HARN, DARN, RACC, etc.

10. KEEPING REGIONALS CONNECTED Professional Staff Search Committees On- Campus Program Planning Co-Advise Organizations On- Campus Committees That May Meet Infrequently/Can Remotely Attend Leadership Roles in Office Professional Development Opportunities Creative Engagement Remote Parties & Games Going to Them/Meet Halfway Socials While on Campus

11. QUESTIONS?