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)

In order for individualized review in college admissions to be fair, issues of consistency and reliability must be considered. There are a number of ways to assess interrater reliability, including calculating the composite reliability of readers, computing the proportion of times that readers make consistent ratings, and evaluating reader…

Admission counselors (n=200) completed surveys about employment, title, on-the-job training, travel, and availability and satisfaction with certain responsibilities. Most satisfying admission responsibilities were program organization and implementation, applicant review and decision, and formal presentations. Least satisfying were telemarketing,…

Analyzed the policy statements of various university admission testing programs for accommodation to handicapped test takers. Results indicated that for all tests except the Pharmacy College Admission Test and the Dental Admissions Test requests for nonstandard testing are made at registration. Implications for admissions officers are given. (BL)

The dissemination activities through which college admissions officers heard about Project CHOICE, a three-year project to help colleges improve the information they provided to prospective students, were investigated. The study involved determining how well various dissemination methods (newsletter, journal articles, conference presentations,…

Questionnaires sent to 60 black colleges were designed to provide information concerning characteristics of the chief officers, including salaries by size of institution and by level of education, experience of selected admissions officers, supporting staff, student recruitment duties, admissions procedures, space and facilities, and budgeting and…

During 1981, directors of admissions at 1,065 colleges and universities completed a salary survey. The salaries of two comparable admissions officers differed by about $495 if one is minority and the other nonminority. The salaries differed by another $1,600 if one is a man and the other a woman. (BW)

Admissions officers devote substantial resources to high school visits and other recruiting events. Economic theory indicates that the best measure of effectiveness is marginal productivity. Subjects in this study were applicants to a large, Catholic, urban university and all students who participated in recruiting programs in fall 2002.…

Surveyed college admissions offices (N=236) to determine the current status and perceived usefulness of letters of recommendation. Results show 87% of respondents required or considered letters of recommendation. They were considered useful in revealing personal qualities, particularly of handicapped and minority applicants, which could offset…

Based on results of a national survey, the managerial behavior of college registrars (n=303) and admissions officers (n=343) is defined and analyzed, pointing out similarities and differences in management styles (coercive, authoritative, affiliative, democratic, pacesetting, and coaching) and identifying situations in which particular management…

College students posing either as high school seniors or parents placed 20 calls to 9 colleges and universities over a period of 6 weeks. Overall, the school performed very poorly in telephone communication and follow through. Findings suggest there are many problems to be overcome by colleges and universities in their handling of applicants'…

There is a growing demand for admissions tutors in UK universities to use more rigorous and systematic decision-making methods in recruitment processes. A key barrier to achieving this goal is the lack of a coherent and definitive body of knowledge upon which such methods can be built. The yardstick used for the majority of applicants is A2-level…

In order to evaluate the role of race in the experience of African-American and other non-white admissions professionals at institutions of higher education, a survey was conducted. The study subjects were 130 minority admissions professionals who participated in a staff development program for non-white admissions professionals. The study sought…

After statistically removing differences associated with institutional and other personal characteristics used to determine salary, women admissions officers were shown to receive $1,000 to $3,000 less annually than did men admissions officers. Gender differences in pay increased from 1980 to 1982. (Author/MLW)

Marketing techniques have proven useful in several types of admissions situations. The results of a 1979 study of admissions officers' use of marketing techniques indicate that several marketing techniques have been used successfully in situations where selective admissions procedures pertain. (Author)