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Category Archives: Career Planning

Career Planning GI Bill Hiring Regulatory Issues

Why Your School Should Hire Veterans As Well As Educate Them

February 13, 2012 – 11:23 am

Veterans and Proprietary Education has been a hot topic lately. On one side are critics who claim that For-Profit schools are employing predatory practices to enroll ex-military personnel and get their hands on coveted GI Bill funds, which don’t count toward the 90/10 rule. On the other hand, Proprietary schools have found both opponents and proponents within the military community. Stripes.com, the online version of the military’s Stars and Stripes magazine, has recently featured several articles and letters to the editor from servicemen and servicewomen that both favor and condemn proprietary schools.

For-profit schools hiring veteransAlthough we are huge proponents of educating veterans, our topic today is to discuss employing them.. And these same For-Profit schools at the root of so much controversy are increasingly finding that veterans are an excellent fit for their admissions, education, financial aid and career services departments.

An article by Gen. Eric Shinseki, Veterans Affairs Secretary, eloquently states many of the reasons that veterans can be great hires. But what specific skills and qualities do they offer the Proprietary Education field?

  • Ethics – in an industry that has gotten a black eye for ethics issues (deserved or undeserved), bringing in employees with a strong sense of ethics is essential. In fact, a strong sense of duty and wanting to do the right thing is the reason many enlist in the military to begin with.
  • Transferrable skills – several military departments teach skills that are easily transferrable to the major departments within a Proprietary school, specifically education, recruitment, budgeting/finance, and outplacement services.
  • Experience working with other cultures – For schools that serve a diverse student population, a veteran may have more sensitivity and understanding of different cultures, for two reasons. First, they have likely served side-by-side and depended on people of multiple cultures, races and faiths. Second, a veteran who has done multiple tours in various parts of the world will most likely have a better understanding of different cultures.
  • Grace under pressure – Veterans have learned to function in situations where stress is high and resources may be limited. This makes them great “on their feet” thinkers who are able to make quick, incisive decisions.
  • Teamwork and leadership – These are core values taught to military men and women. In fact, they are often placed in situations in which their lives may depend upon their team and/or their ability to quickly take charge, lead and delegate in a high pressure situation. So you won’t have to worry if they can keep your admissions department on their feet and working together as a team.

We’d love opinions from any of you who have hired veterans, or from any veterans who are currently working in the Proprietary industry. Have you found the core values taught in the military to be valuable to your career in the For-Profit industry?

Another thing we’re curious about – does your school have any kind of hiring or management training program for ex-military personnel? If so, we’d love to hear about what you’re doing and how it’s working out for your school.

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Career Planning Career Services Resume and Interview Tips Video

Counter Offers: Beware of Empty Promises

January 6, 2012 – 8:27 am

Receive a counter offer from your company after accepting a new position? Here’s why you might want to think twice about that…

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Career Planning Miscellaneous Resume and Interview Tips

For New Year, Set Goals Instead of Making Resolutions

December 29, 2011 – 2:31 pm

The new year is just a couple of days away, and I’ve already heard my Looking for a new job in the proprietary school industry in 2012?fair share of 2012 resolutions. From the usual (lose weight, stop smoking, be nicer to your horrible mother-in-law) to the, um, not so common – balance my chakras, learn to play the lute, join a drum circle, and other colorful pursuits.

Among the more common resolutions is “finding a better job”. Let me tell you the problem with that.

First of all, I dislike the word “resolution”, mainly because very few people who make a resolution formulate any kind of plan on how to keep it. And, like promises, resolutions are made to be broken. So saying, “I’m going to find a new job this year” is probably as pointless as the treadmill/clothes rack you bought to keep last year’s weight loss resolution.

So, while resolutions aren’t all they’re cracked up to be, the beginning of the year is an excellent time for goal setting. As in, define your goal and set a plan to reach it. Not just “resolve” to do it.

Even if you’re not looking to find a new position, it’s smart to set some career goals for your current job. If you give no thought to bettering your performance, improving your numbers, reaching for a promotion, or finding better ways to motivate your team, you may have no choice but to make next year’s resolution “look for a new position”.

Here are six steps to successful goal setting:

  1. Get a pen and paper – Too many people roll ideas around in their heads, thinking they’ll remember later. You won’t.
  2. Brainstorm – Don’t censor yourself. Write down everything you are hoping for in the new year, even if it seems crazy
  3. Review – Decide which goals are realistic and attainable. You might even find that some of those “crazy” ideas from the previous step aren’t as far out as you thought.
  4. Prioritize – Decide which goals are long term (increase enrollments by x% by the end of the year); which are mid-term (add 20 new contacts to my network by May); and which are short-term (set a meeting with your boss to discuss what you need to do to earn a promotion this year).
  5. Plan – This is the most important part. Unless you are unbelievably lucky, you’re not just going to haphazardly run into one of your goals without first creating a road map. Give some serious thought to what it’s going to take to achieve your goals, what kind of obstacles you might encounter, and what specific actions you need to take to make it work.
  6. Reward – While a sense of achievement should be your biggest reward, it’s still okay to bribe yourself. Decide how you are going to reward yourself when you meet your goals. For smaller goals, it could be something like a spa day. If you do get that promotion and a huge raise by the end of the year, you might treat yourself to that sweet little sports car you’ve been eyeing.

Infinity Recruiting & Staffing is a search firm that exclusively serves the Proprietary Education Industry. If you do have your sights set on a new position for 2012 and you’re a Bilingual Director of Admissions or a Regional Director of Admissions with experience managing multiple campuses, please send your resume to recruitment@irecgroup.com for immediate, confidential consideration. Or, visit our Online Career Site, www.irecgroup.com/open-jobs, to search and apply for any of our positions.

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Career Planning Career Services Resume and Interview Tips

Four things job seekers can learn from the world of marketing

December 15, 2011 – 4:03 pm

Recruiting may be one of the most misunderstood jobs in the world (see previous post). However, marketing also has to be high on the list. Trying to succinctly explain “marketing” is a challenge, to say the least.  Is it sales? Is it advertising? Social media strategy? PR?  The answer is yes. All of those things.

WYour job search requires you to market yourselfhat does any of that have to do with your job search? When you’re looking for a new position, you’re essentially marketing yourself to potential employers. So, it might be helpful to learn some of the principles successful marketing departments employ.

Consistent branding – One of the key roles of the marketing department is insuring brand consistency. If you see an ad in a magazine, then go to company’s website and see a completely different logo, then follow the link to the company’s blog and they’re promoting a completely different service than their ad or their website indicated, you’re not going to be very confident in that brand. That is, if you can even tell what it is.

In the same way, you’ll want to make sure that your own “brand” is consistent throughout your résumé, your LinkedIn profile, your social sites, your business cards, and anything else you use to promote yourself. If your résumé indicates you’re an experienced Director of Admissions looking for a position with a new school group, and your LinkedIn profile says you’re really interested in moving into the IT field as a network administrator, and your Facebook bio says you’re thinking about scrapping it all and going on the road with your band – well, you get the idea. 

There’s absolutely nothing wrong with having a wide variety of interests and hobbies. But when it comes to what you say about your professional life, be sure a prospective employer is going to understand who you are and what you want.

ROI – At some point, most of us have had the experience of putting a tremendous amount of time, energy, and/or money into something that just didn’t pay off. If we were lucky, we figured it out sooner than later. That’s what ROI is about – figuring out which efforts are getting you the most leads and sales (or interviews, in this case), and which are a waste of time.

It’s not an exact science, and chances are you’re going to make some bad investments. But set aside some time, either weekly or monthly, to review what you’ve been doing and how it’s been working for you. If you’ve been attending a particular networking group for three months and haven’t made any quality contacts, maybe it’s time to find a new group, or direct your efforts elsewhere. If you’ve sent numerous résumés to numerous people at a particular company with no response, either find a better contact at the company, or concede that it’s just not going to happen and move on to greener pastures. Don’t keep spinning your wheels where you’re getting no traction.

Know your audience – This is, literally, the first thing they teach on the first day of Marketing 101. Lots of people take a scattershot approach and use a fax/e-mail blasting service to put out a generic version of their résumé to a large quantity of people. It’s easy and relatively inexpensive.  But in this case, quality trumps quantity. The chances of your résumé being seen by someone who is looking for your skills, and that person being someone you’d actually want to work for, are extremely slim. You’re sending your message to the wrong audience.

Do your research and decide which companies and which contacts you’d like to target. Then do some more research and find out as much as you can about those companies and people. Then, tailor your message to appeal to them. Have you ever noticed that companies often run one ad in a certain magazine, and a different ad in the next? Different audiences, different messages – what appeals to one might turn off the other. Think of your résumé as your ad.  You, also, will need to make adjustments to your message for each company. It takes a little more effort that the scattershot approach, but the quality of your results will reflect that effort.

Explain the benefits – If you saw an ad that said “Buy my product because my company needs to make money,” would you rush out to get it? Of course not. But you’d be surprised how many candidates take that approach to the job search. They write a novel about what they want out of a job, a company, and life in general under the “Objectives” heading on their résumés. They go into job interviews full of all the wrong questions – “How much does this position pay?”; “How soon can I get benefits?”; “Can I work at home?”

Remember, when you craft your resume, and when you go into that initial interview, you are the seller. The interviewer is the buyer. And when you’re trying to sell a product, you have to tell the buyer what’s in it for him, not what you hope to gain from the transaction. Too many people forget which side of the fence they’re on when it comes to the job search – don’t be one of them.

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Career Planning Resume and Interview Tips

Help Your Recruiter Help You

November 23, 2011 – 9:46 am

I don’t know if a recruiter has the most misunderstood job in the world, but it has to be up there. But that’s okay – our job is also one of the most rewarding in the world.

There’s an excellent chance that at some point in your job search, you will cross paths with a recruiter. If you do, we hope you will have a positive experience with a professional, ethical recruiting firm. (You should always research the recruiter before agreeing to work with them.) Below are a few things that will help you understand how a recruiter works, and help you optimize your experience should you choose to work with one.

Do: Understand how a recruiter works. We love and value our candidates – you’re the ones who make us look good to our clients. But, at the end of the day, we work for the client. If you are a strong candidate, rest assured, we’ll put you in front of every school for which you are a good fit. That’s how we stay in business. But there is no obligation or contract to find you a position. There are services out there that will do that for you, if you so desire, but it’s not something you should expect of a recruiter.  

Don’t: Expect to be submitted to a school if you don’t meet the requirements for the position. It’s nothing personal. Again, the client is our employer, and they pay us to find candidates with very specific experience and skill sets. In Proprietary Education, schools almost always want someone from within the industry who has already been successful in the same position. It doesn’t matter if you have transferrable skills or if you’re a quick learner. The client can find plenty of candidates who fit that description on their own. If they’ve come to us, it’s because they want something specific that they couldn’t find, and if we present candidates who don’t fit the bill, we’re going to be out of work in short order.

Do: Keep in touch with us. At the time you contact us, we may not have anything that’s a fit for you. However, we get new positions every day, and next week we have your dream job on our roster.

We do make an effort to keep track of strong candidates who may need a different city, different school culture or different level of position than we currently have available. But we do have a high volume of resumes to keep up with, so it never hurts to check back with us. We also frequently announce new positions in our LinkedIn group, via our Twitter feed, or on our Facebook page (as many recruiters are doing these days), so connecting with us via social sites is a good way to make sure you don’t miss anything.

Don’t: Be too proud to take some advice on your résumé and interviewing techniques. We know this isn’t your first time around the block, and we realize it may seem condescending when we go over a list of things to do (and not do) in an interview, or suggest that you redo your résumé.

Think of it this way: we do this every day. We look at résumés and prepare people for interviews for a living. Most of our candidates interview, at the most, a handful of times every few years. Things change when it comes to preferred résumé formats and interviewing techniques, and if you’ve been out of the game for a while, it won’t hurt you to take a little coaching.

Do: Let us know if something has changed and you need to remove yourself from consideration. If you’ve had second thoughts about relocating, or you’ve accepted a better offer, it’s okay. Just let us know. There’s no need to dodge our calls – we’re not going to judge you or berate you. In fact, we will sincerely wish you the best of luck in your future endeavors. We just want to know so we can move on and start finding a new candidate for our client.

Don’t: Go rogue. Follow the proper channels and let us be your liaison with the client. It’s not that we think you’re incapable of speaking for yourself, but one of the big advantages of working with a recruiter is that you get to take advantage of our experience with and knowledge of our clients. We know how to present you in the best possible light to each particular school. We can also help you with “damage control”, should you make a faux pas during the interview process, and we can help you negotiate the best possible compensation package. But we can only do all those things if you work with us, not against us our outside of us. In other words, let us be your personal PR agency with the client.

 

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Career Planning Career Services Regulatory Issues

Alumni Groups: Use Your Graduates and Social Media to Find Jobs for Your Students

October 24, 2011 – 10:06 am

The new Gainful Employment regulations have created a need for an all-hands-on-deck approach to find suitable employment for students graduating from For-Profit schools.  This is one area where Proprietary Schools can take a cue from something traditional universities do well – alumni networks. Why not let graduates who are already in the workforce help you find positions for your new graduates? 

Some of you may already have figured out the value of alumni networks. But, are you taking full advantage of all the resources available to you, including social media, to attract alumni and the organizations that hire your graduates, and give them a convenient place to meet?

To break it down into its simplest terms, there are two basic steps to creating an alumni organization. First, you need to create a space for alumni and new graduates to gather. Second, you need to get them to the gathering place.

Creating a Space

Social media offers several convenient ways to bring old and new graduates together.

Facebook Page – Facebook has a “Cause and Community” category for its pages. With more than half a million Facebookers, most of your students and alumni are most likely already on Facebook, so this can be a convenient meeting place.

A site specifically designed for alumni networks, such as The Alumni Channel (which has an excellent step-by-step article for creating a network.

Meetup Group (www.meetup.com)  – A Meetup Group is where modern social networking meets good old-fashioned face-to-face communication. It offers a space for members of your Meetup group to communicate online and set up live events.

Twitter – Host a regular Twitter chat featuring successful alumni, and invite students and recent graduates to participate and “pick their brains”.

Getting Them There

Newsletters – It’s easy to create newsletter blasts with services like Constant Contact or Vertical response. Invite alumni to submit news of their new positions or promotions. Everyone likes to brag about their accomplishments, and if they’ve just landed a great new job with a particular company, they might be able to help a new graduate land a job there, too.

Blog – Invite alumni and employers to your company blog – both as readers and guest bloggers. Everyone loves to share their expertise. And, while they’re there, direct them to the alumni social sites you’ve created.

Don’t Forget Employers – When you’re creating your target list, don’t forget to include those companies that are hiring your graduates.

Orientation – Although you’re not going to reach alumni at orientation, there is no better time to cement your commitment to helping students achieve their career goal and let them know what resources will be available to them.

I’d like to invite any of you who have created a successful alumni networking group to comment and share you tips, successes, or any pitfalls you’ve encountered.

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Career Planning Resume and Interview Tips

Ease on Down the Career Path – Are You Taking Two Steps Forward and One Step Back?

October 6, 2011 – 2:51 pm

By Rebecca Brown

There are a number of legitimate reasons for taking a step down in title and/or pay. One of the most common that we see is a person who has stepped from academics into a campus management or administration role, and find that they really miss teaching and interacting directly with students. It may not look great on their résumés, but wanting a job that fulfills your interests and passions is an understandable concept for most people.

Unfortunately, most of the résumés we see in which a candidate has made backwards or lateral moves are a little more confounding. Finding an isolated spot where a candidate has made a step backwards is one thing. But when we see a résumé that is several pages of “two steps forward, one step back”, it can be more than a little confusing for us. And if it’s confusing for us, it will most certainly be confusing for our client.

For example, let’s look at a resume for “Candidate X” (identity concealed to protect the confused). We’re going to start with the candidate’s experience, oldest to most recent:

Great start! Welcome to the Proprietary Education Field – May you have a long and prosperous career in our industry!

Next:

Congratulations! You’ve been promoted to a position with increased responsibility – pop the cork and pour a glass of bubbly for everyone! What’s your next move?

Here’s an interesting hop into Admissions/Enrollment. Having the knowledge and experience that goes along with 8 years of experience in an Education/Academics management role would have been VERY valuable to another Education/Academics role. Was this a waste of his time as Education Manager? On one hand, no; the understanding of the Academics side of things will help throughout the admissions processes and being able to sell the product that IS Education.  On the other hand, yes!  Most of the knowledge gained in that role will not be used and now that he has left Academics, it will be hard to turn back. 

Next:

Now that he has made the leap into an Enrollment Management role, a Campus President role is a great next step. Through this point he has taken the path that many current Campus Presidents take. Being in charge of a few departments on their way to becoming a president allows them a better understanding of the role. It is also a great path for someone who wants to make their way up through the Operations channel. So he is making good progress for one move (for one year). I have no explanation for what happened after this position.

Wait, what? He’s taken two steps back into an Assistant Enrollment Director role (again, one year). What next?

Funny enough, he made it back into Academics, as a Lead Instructor.  Although this was a lateral move, I just want to tell this guy “MAKE UP YOUR MIND, ALREADY!!”  What next?

If you think he is done hopping from department to department, think again!  He now moves into the Financial Aid Department as an Advisor. This is another step down, being that he has none of the team management responsibilities that he previously held.

At this point, our candidate had a couple of really great opportunities to continue in a forward motion – Academics Management and Admissions to Operational.  As you can see, instead of doing so, he took several steps back.

What was going through this candidate’s mind is anyone’s guess. Perhaps he genuinely hasn’t yet decided what he wants to be when he grows up. Or, maybe he’s thinking that a great variety of experience will make him a more valuable asset. Unfortunately, it doesn’t work that way. Schools aren’t looking for a Director of Education, for example, with a little bit of this and a little bit of that. They are looking for someone who has started out in the academics department and taken on roles of increasing responsibility until they reached the Director of Education level (and preferably have had several years of experience in that position).

The moral of the story: Make up your mind! Choose an area of interest, stay there, and don’t step down!

Rebecca Brown is a Recruiting Specialist and a Financial Aid/Academics Subject Matter Expert at Infinity Recruiting & Staffing. If your career path has taken a confusing turn, she can help straighten it out - e-mail rbrown@irecgroup.com or call her at (214) 736-1550.

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