Regardless of budget or institutional reputation, building a good college admissions team requires careful attention to four elements: philosophy, hiring, training, and performance. The result is productive, proficient, and pleasurable. (MSE)

Suggestions offered for planning a successful volunteer program center on setting goals, defining roles, and timing. Areas identified for volunteer use are admissions, identifying and soliciting fellow alumni, alumni relations, and in program planning for such events as Parent's Weekend. (LC)

Surveyed 5,494 college admissions officers to determine current salaries, personal characteristics, and institutional data as a guide to estimating an admissions officer's expected salary. Results showed rank was the single most powerful predictor of salary in the overall analysis and suggested that raises do not keep up with inflation. (JAC)

Suggests ways to improve college admissions interviews. Discusses the purpose, format, technique, and content, of the interview as well as selling the college, concluding the interview, and writing the final interview report. Emphasizes the benefits of good interviewing skills to admissions officers. (WAS)

Offers suggestions for college admissions and financial aid officers on coping with job stress and managing burnout. These include: remember that it's usually not personal, a little paranoia is a good thing, don't hire difficult people, and accept not being able to do your best work on every task. (EV)

The American Association of Collegiate Registrars and Admissions Officers' efforts in recruitment and training of professionals are reviewed briefly, and a "roadmap" to the profession is provided. Within each professional competency area, basic and advancement skills are outlined, and resources for attaining them are identified. (MSE)

Suggests the use of time-proven marketing methods to attract high school students to college music programs and keep them interested in the music program. Explores facets of the college and the program that draw students, including reputation, location, costs, and program content. (LS)

Surveyed 77 high school counselors and 61 college admissions officers to examine the use of wait lists. Discusses the counselor's role and provides recommendations for counselors and admissions officers to reduce student frustration and improve communication. Stresses the need for a national deadline for wait lists. (JAC)

Assesses the utility of small group interviews comprised of two or more interviewers and two or more interviewees as a selection tool for entrance into allied health educational programs. Also examines data on decision making processes in small group selection interviews. (CT/Author)

Describes some tenets of organizing and managing business territory, learned as a salesperson, which can be successfully applied to admission recruiting. Outlines the guiding set of principles and details their practice in business and their relevancy to higher education. (FC)

Admissions professionals can upgrade their computing capabilities in recruitment by using their nonscientific skills and abilities and working with the university's computing center staff. Practical guidelines are provided. (MSE)

Advice about planning and preparing for campus visits and interviews is provided to college-bound students. The decision of whether or not to go for a campus visit and when to go is covered, along with planning and specific arrangements, such as contacting the admissions office. Also considered are what to look for on campus, how to read a college…

High school profiles are often essential for college admissions officers interpreting information from applicants or schools. Not all secondary schools are well known to all college admissions staff members, and as schools and college admission staffs change, knowledge of a high school's standards, curricula, and student body may not exist.…

This volume is a guide for new college admissions recruiters and their supervisors. Chapter 1 discusses office space and related policy and telephone and computer equipment use as well as other important practical information. Chapter 2 discusses the recruiter's duty to become completely informed about his/her institution in various categories.…

Younger employees in school admissions and records offices wishing to advance within the organization are encouraged to distinguish themselves, find a specialty, focus on customer relations, communicate expectations in leadership situations, keep priorities straight, embrace change and cultivate flexibility, keep integrity intact, and develop a…