Recruiting vs. hiring at Collegewise

When I ask my colleagues what they like most about working at Collegewise, most of us agree that it’s the people.  We love looking around the room at our annual retreat and being reminded once again just how many amazing folks are here that we’re proud to call coworkers. Why do so many great people, most of whom likely had plenty of other employment options, end up here? The truth is that while there is no substitute for creating a great place to work that’s worthy of great people joining it, the way we treat the process of finding and securing an employee sets a tone that draws in the kind of people who thrive here and repels those who just won’t. The best way to describe our secret is that we don’t actually hire people. We recruit people.

Hiring vs. recruiting
Hiring is a means to an end. Hiring says, “We have an open position, we need to fill it quickly, so let’s find someone who needs a job and seems like they can do this one.” Hiring is faster and easier than recruiting. You can run a help wanted ad that reads like all the others. You can post it in as many places as possible. You can make it easy to apply—just send us your existing resume and cover letter; no need to do any extra work to be considered. You can churn all those people through a formulaic process that treats applicants like numbers.

If your goal is to fill open spots quickly with people who need a job and have the skills to do this one, hiring works! But you don’t build the kind of remarkable team we’ve assembled here by hiring. To do that, you have to recruit.

Recruiting is a thoughtful, slow, and deliberate effort to find the very best person for each role.

Recruiting doesn’t just look for someone who can do the job—it also looks for the right attitude and fit. Recruiting requires that someone invest their own time, thought, and energy to apply. It weeds out people who are interested in a job more than they are in this job. Recruiting can get the right person to stop what they’re doing today and come join us.

Recruiting also recognizes that a candidate isn’t just evaluating the potential job that waits on the other side; they’re also evaluating the company they’d potentially be working for. So recruiting demands that we treat every interaction as if we’re on stage.

How do our employment ads read? How do we communicate with people once they’ve applied? How do we interact with them during the interview process? How do we treat them when we make a decision? Do we leave those that we offer a job feeling like they’ve found a home? Do we leave those that we didn’t offer a job feeling like we’re a good company who treated them with respect? Hiring doesn’t care about any of those things. But recruiting does.

The price of recruiting is that it takes more effort, more energy, and more time. It also means that we’ll pass on good but not great people, and positions can go unfilled longer than we’d like them to. But the patience almost always pays off with hires who thrive at Collegewise.

Is it worth it?
The stakes are very high when you offer someone a job. When you make a bad hire, it doesn’t just affect you. It affects your team, it affects the trainers, it affects the managers, it affects the customers, it affects the coworkers, it affects the company, and it affects the person you hired. That’s a hefty long-term price that a lot of people have to pay.

But if we take the time to find, attract, and invest in the very best people, then we’ll end up with a larger version of the team we have now—a group of a passionate, talented, remarkable folks who are enrolled in the journey we’re on together. It’s a lot harder to recruit, but a lot more likely we’ll build something even more extraordinary if we do.

If you’re in a hurry to assemble a group of people who can do the work, then you should hire. But you won’t attract remarkable people with an unremarkable process. Hiring gets faster short-term results, but recruiting gets more remarkable long-term results.

Care to join us?
This January, we’ll be in recruiting mode again and looking to add great new additions to our work family in a variety of roles. If you’d like us to reach out and tell you when those positions are officially posted, first, take a look at what life at Collegewise looks like. And if that piques your interest, just fill out this short form. We’ll send you an email in early January with a link where you can view our open positions and apply if you choose. I hope we’ll hear from you.

Free webinar: Visual and Performing Arts 101

For students who are interested in studying visual and performing arts, Collegewise is offering the following free 90-minute webinar:

Visual and Performing Arts 101: An Inside Look at the Admissions Process
December 6th, 5 p.m. – 6:30 p.m. PST
Cost: Free
Presenter: Kavin Buck, Visual and Performing Arts College Counseling Specialist, Collegewise

Click here to register.

Topics covered will include: 

  • What types of colleges, universities and conservatories are available
  • Suggestions on how to narrow your search
  • Insider tips on how to effectively complete the supplemental applications (including portfolio advice and audition hints!)

KBuckAbout our presenter:

Kavin Buck has worked for more than 30 years in arts, education, and admissions. Before joining Collegewise, Kavin enjoyed stints as Director of Admission at Otis College of Art and Design in Los Angeles, Director of Enrollment and Outreach at the UCLA School of the Arts and Architecture, and most recently, Vice President of Enrollment and Student Services at the Pacific Northwest College of Art in Portland, Oregon. He is the co-author of A Guide to College Choices for the Performing and Visual Arts, and he maintains an active practice as a painter and sculptor.

There is no cost to attend, and you can find more details and registration info here.

I hope you’ll join us.

How can you give “props”?

Arun recently launched a new channel on our company chat platform called #props. For the uninitiated (and for my 75-year-old parents who read this blog), “props” are the modern “kudos.” As the header of the channel describes, its purpose is “[College]Wisers giving thanks, shout-outs, and accolades to other Wisers.”

It’s so simple, and it probably took less than five minutes for him to create the channel. But in just a few short months, the impact #props has had on us, our morale, and our company has been bigger than anyone could have predicted.

Every day, #props sees dozens of new messages thanking or otherwise recognizing our Collegewisers. From one colleague thanking another for their assistance preparing a presentation, to a trainer lauding a new counselor for a great first month, to an employee acknowledging her manager who always seems to go the extra mile, every visit to #props is like jumping into a sea of positivity.

Counselors, managers, salespeople, part-time editors, even entire teams–everyone has had an opportunity to bask in the glow of a well-deserved #props mention.

Since we don’t all work in the same building (we’re spread out all over the country and other parts of the world), we miss a lot of opportunities to see for ourselves those moments where a colleague chips in to help, offers their unique expertise, or does particularly great work with a family who benefited. But #props lets us all feel like we were there to see it happen.

Just as importantly, #props helps everyone focus on what’s great about our jobs. Application season can be a busy, stressful time at Collegewise. But one visit to #props can remind anyone here just how lucky we are to do what we do with our Collegewise colleagues.

Best of all, #props creates a self-sustaining system of praise. When someone publicly thanks or otherwise recognizes you, you can’t help but scan your world for opportunities to pay that act forward to someone else. The more props we get, the more we give (and vice versa).

How could you implement a similar system in your counseling office, classroom, club, organization, or other group?

How could you make it easy for your cohorts to offer sincere praise to those who deserve it?

What kind of difference could it make for you?

It’s hard to imagine a simpler way to bring out—and recognize—the best in people.

What have they done vs. what will they do?

If you run a counseling office or a business of any kind, at some point you might be in the position of needing to hire someone. Most recruiters start that process by composing a list of desired education, experience, or skills, then running a help wanted ad and waiting for people to apply.

The problem with that approach is that it often focuses entirely on what those candidates have done as opposed to what they’ll need to do to be successful in this new role.

For example, we have a lot of counselors at Collegewise who worked as colleges admissions officers. It’s clear that their experience reading, evaluating, and debating those applications brings value to our customers and our company. But that experience alone doesn’t make someone an appealing applicant for a counseling role here.

Helping someone apply to college is entirely different from evaluating that person’s application on the other side. A college admissions officer doesn’t share responsibility for a student’s college admissions outcomes the way our counselors do. They don’t explain the best approaches for one particular student to take in the application and the essays, which might be very different for the next student in line for an appointment that day. They don’t regularly have difficult conversations with families about why some schools may be out of reach, suggest schools that might be a good fit, or help each individual student make the best decisions for them about everything from classes to standardized tests to colleges.

What our counselors need to do is win trust easily. They need to be astute so they can accurately read people and situations. They need to be intellectually curious to learn and retain all the information we train—and that will always be left to know—about college admissions. They need to project confidence so families know they’re in good hands. They need to get kids to like them and parents to trust them.

Just because someone worked at Princeton or Duke or MIT doesn’t necessarily mean they can do all or any of those things. The experience of what they’ve done becomes valuable when paired with the innate talents to thrive in what they’ll be doing.

We went through a similar process when I wrote the help wanted ad for our first inside salesperson. Sure, experience and demonstrated success in sales is a great starting point—this isn’t a good gig for someone who hasn’t already proven they can sell. And we needed people who would be comfortable when held accountable for results.

But even more importantly, they needed to be teachers at heart who were as excited about helping a family make the best decision for them as they were about making a sale. They needed to be thoughtful, clear communicators on the phone and in writing. We needed people we could trust to make our first impression for us. So that’s exactly who we looked for, and thankfully, who we eventually found.

So before you run the same old help wanted ad asking for credentials and experience and references, spend some time thinking about the true answer to the question, “What will it take to be successful in this role?” Those items on the resume might still have a lot of value. But what applicants have done won’t be as important as what they’ll do once they’re in the job.

Short answer essay help is here

College essays don’t just come in the form of the longer 600-word personal statements. Many colleges’ applications also serve up prompts requiring as few as 150-300 words on topics like why you’ve chosen to apply to that college, what you learned from a failure or mistake, and which activity has had the most meaning for you. When handled well, these shorter essays give applicants multiple opportunities to share more about themselves in ways that the rest of the application—and the longer essay—have not yet revealed.

If you’re working through or about to start writing your short answer essays, we’ve still got some spaces in tonight’s webinar:

The Art of the Short Answer 
How to write effective responses to those short answer prompts on applications
Tuesday, October 17, 2017
5 p.m. – 6:30 p.m. (PDT)

Our Collegewise presenters, Nandita and Tom, read thousands of applications at Stanford and Colorado College respectively. They’re both excellent teachers, and they’ll not only help you understand the intent behind these short answer questions, but also help you find and tell your best stories. If you can’t attend live, we’ll be sharing the recording for two weeks following the webinar, but only with those who register. I hope you can join us.

Two upcoming free webinars

Students, parents, and counselors, we’ve got two excellent free webinars coming up featuring four of our Collegewise counselors who’ve collectively read tens of thousands of applications during their time as admissions officers at Harvard, Stanford, Caltech, University of Chicago, and Colorado College. Click into the links below to register. We hope to see you there. And if you can’t attend but want the information, please register anyway—we’ll share the recording for up to two weeks after the event, but only with those people who register.

How to Make Your Common App a Lot Less Common
Wednesday, September 20, 2017
5 p.m. – 6:30 p.m. (PDT)

The Art of the Short Answer
How to write effective responses to those short-answer prompts on applications
Tuesday, October 17, 2017
5 p.m. – 6:30 p.m. (PDT)

Update on our Common App Guide

Common App Guide CoverSince its release just one week ago, over 1300 students, parents, and counselors have downloaded our Collegewise Guide to the Common Application. It’s the most comprehensive instruction you can find, written by a team of our counselors and former admissions officers who’ve collectively evaluated thousands of Common Apps, as well as helped hundreds of their own Collegewise students complete their own.

Students, parents, and counselors–you can get your own free copy here. And here’s a past post with suggestions for how each of those groups can best use it.

Our new Common App Guide is here!

CollegewiseCommonAppGuideOur Collegewise Guide to the 2017-18 Common Application is here, revised and updated to reflect the most recent version of the app. And for the third year in a row, it’s free to anyone who wants it. You can get your copy here.

Here are a few suggestions for how you might use our guide:

 

Students

  • If you haven’t started your Common App, complete each section with our help. We think your app will be stronger, and you’ll actually spend less time on the application by just getting it right the first time.
  • If you’ve already finished your Common App, use our guide to do a line-by-line review before you submit.
  • Struggling with just a particular section or two? Our guide can probably help.

Parents

If you are the official college application reviewer in the house, use our guide to review your student’s Common Application (kids should always complete their own college applications even if a parent will review them).

High school counselors

  • Looking to brush up on your Common App knowledge? Spend an hour with our guide and you’ll be a virtual expert.
  • Do your students come to you with questions about the Common App? Keep a copy of our guide on your desk (or bookmark the link to save a tree) and use it whenever you need a second opinion.
  • Share it with colleagues, teachers, and students.
  • Post the link on your website or in your student newsletters.

Private counselors

  • Our guide will teach you exactly what to look for when reviewing your students’ Common Applications.
  • Share the link with your students for them to use at home while they complete their applications.
  • Do you have partners, employees, or interns who work with students? Our guide makes a great training tool.

What we ask of you

If you know a family, counselor, PTA president, community-based organization, etc. who could use this guide or who could put it in the hands of those it might help, please share our download link: http://bit.ly/CollegewiseCommonAppGuide.

I hope you enjoy—and share—it.