How can you foster innovation in your admissions process?

-Tech Integration: Implement cutting-edge tech for streamlined processes. -Holistic Review: Value diverse experiences and skills in the assessment. -Virtual Engagement: Develop immersive virtual events and tours. -EdTech Collaboration: Partner with EdTech for innovative solutions. -Alternative Assessment: Explore non-traditional evaluation methods. -Data Analytics: Utilize predictive modeling for strategic decision-making. -Continuous Feedback: Establish a feedback loop for ongoing improvement. -Agile Teams: Cultivate an agile culture that welcomes creativity and quick adaptation.

Innovation Beyond Technology: Embracing Diversity in Admissions Higher education is changing, with Latina/Latino and adult learners being the fastest-growing groups. These students often face unique challenges like socioeconomic barriers, balancing work and family, and navigating an unfamiliar academic world. Traditional admissions, focusing on standardized tests and extracurriculars, disadvantage them. To innovate, we must shift our approach, making admissions more inclusive and equitable. This means rethinking criteria, supporting diverse needs, and combating biases. True innovation lies in enhancing opportunities for all students.

While hitting enrollment targets is important, ensure it does not undermine student success and access goals. Innovate by finding ways students who meet success and value indicators can help hit enrollment goals.

I agree, and would like to highlight that goals shouldn’t just be a number. Identifying goals in admissions should also consider deep analysis about the current trends of students. I would also posit that data shows that over 60% of college admission offices do not prioritize recruiting #Nontraditional or #AdultLearners, when that demographic currently represents the highest percentage of current undergraduate students and the highest demographic seeking college degrees. Offices would need to consider if the population they are prioritizing for recruitment is actually interested in college degrees in the first place.

Innovation in admission process will help in identifying the right university, right program for the right candidate. Helps in meeting the timelines, meet the thresholds.

In higher ed, a "top down" approach has been the preferred method, yet the "bottom up" collaborate approach can lead to lasting innovative changes and and buy-in/trust from stakeholders. By asking and fostering spaces for honest feedback, we are able to look at the challenge from a variety of experiences, which are valid and important in their own right. In the beginning, the spaces may need to separated, before bringing everyone together to facilitate open discussions, i.e. individual forums for faculty, staff, students, etc. Additionally, creating these spaces requires firm commitments from all levels of leadership, to support and intervene when necessary, to prevent retaliation.

Yes involving stakeholders is a good approach, industry is a one of the stakeholders, and employer is the part of it. By liaising with the industry we need to identify the KPIs and set the admission process accordingly so that only relevant and potential candidates could be inducted who can later contribute to the industry academia linkage positively.

Embracing innovation in admissions isn't merely about adopting the latest tools; it's a shift in perspective; a change from traditional selection to identifying potential and passion. Picture it as an artist’s canvas, using varied strokes—portfolios unveiling untold stories, interviews unraveling ambitions, and simulations painting aptitude beyond grades. Yet, innovation transcends methods; it's synergy of humanity and technology. Blend social media’s resonance, chatbots' accessibility, and data's precision to craft an admissions journey tailored to individuals. Innovation isn't a destination; it’s a continuous journey—pioneering fresh approaches, sculpting a future where each candidate's unique hue adds to the diverse tapestry of academia.

Connecting through social media platforms is the best option nowadays. For instance, universities can utilize platforms like Instagram and Twitter to showcase campus life, connect with potential students, and create an interactive community during the admissions process.

Bring new people and ideas to the conversation! - Faculty that are not normally part of the recruitment conversation - Hire New Talent (consultants) - Use market Trends to keep yourself up-to-date

Consider personalizing the process for potential applicants using data analytical tools to obtain & analyze information like the candidates interests, career goals, social media engagement, and other communication platforms. This would inform the appropriate approach for the admission process.

Question everything! Many times, out of legacy you are doing what you are doing. Start with the question: Why do you need an admissions process in the first place? The answer may vary for different faculties and programs. It could depend on the number of applications, the type of accreditation, or the benchmark institutions. The next question could be: how much information do we need? Just enough to process the application or is it a long list of questions that are necessary to validate the candidate and can't be obtained otherwise? At the end of this process, you can frame a radically different admissions process that you can test out on smaller cohorts to explore the impact on the customer journey.

Particularly in education, the sense of community is so strong and complementary - and the opportunities to add value to your processes are keen, through learning from peers. Furthermore, by identifying how to innovate using tactics that work to recruit best-fit students makes for efficiencies and a positive strive toward achieving process objectives. Adopting a change ethos and making better use of insight gleaned at key milestones allows for swift decisions and those that encourage positive results. Crucially, implementation of methods that compound benefits work for ongoing improvement and give credence to strategic choice. The notion of learning from benchmark institutions is not to be ignored. Nothing is gained from standing still.

To learn from others: This is, according to therapists only possible after having suffered terrifically. Only then will my EGO relax and "retreat" and happiness will fill my life and guide me to creativity. sometnhing new.

I haven't come across any institution that is using Linkedin Skills assessments as a base for their selection. If you are selecting business candidates, you wish that your candidates were already Linkedin as a tool. By making LinkedIn the base of your application, you ensure curated profiles so that your Careers Teams have less work to review profiles. The Skills Assessments can be deliberately selected with future career requirements in mind. Pushing candidates to focus on their skills rather than spending hours preparing for a GMAT or GRE.