Blog
-
How To Stop Multitasking And Get More Done
Time Blocking: How To Stop Multitasking And Get More Done
-
PeopleAdmin A PowerSchool Company
Why PeopleAdmin? Hear from David Cullen at the Community College of Philadelphia
David Cullen, Talent Acquisition Specialist at the Community College of Philadelphia, spoke recently to the PeopleAdmin team about how he leverages PeopleAdmin. David highlighted the customizability, time-saving features, and wide range of integrations as some of his favorite aspects of the tool. Hear more from David below!
-
Tuition and Fees at Flagship and Land Grant Universities over time
If you believe you can extract strategy from prior activities, I have something for you to try to make sense of here. This is a long compilation of tuition and fees at America’s Flagship and Land Grant institutions. If you are not quite sure about the distinction between those two types of institutions, you might want to read this first. TLDR: Land Grants were created by an act of congress, and for this purpose, flagships are whoever I say they are. There doesn’t seem to be a clear definition.
Further, for this visualization, I’ve only selected the first group of Land Grants, funded by the Morrill Act of 1862. They tend to be the arch rival of the Flagship, unless, of course, they’re the same institution.
Anyway, today I’m looking at tuition, something you’d think would be pretty simple. But there are at least four ways to measure this: Tuition, of course, but also tuition and required fees, and both are different for residents and nonresidents. Additionally, you can use those variables to create all sorts of interesting variables, like the gap between residents and nonresidents, the ratio of that gap to resident tuition, or even several ways to look at the role “required fees” change the tuition equation. All would be–in a perfect world–driven by strategy. I’m not sure I’d agree that such is the case.
Take a look and see if you agree.
There are five views here, each getting a little more complex. I know people are afraid to interact with these visualizations, but I promise you can’t break anything. So click away.
The first view (using the tabs across the top) compares state resident full-time, first-time, undergraduate tuition and required fees (yellow) to those for nonresidents (red bar). The black line shows the gap ratio. For instance, if resident tuition is $10,000 and nonresident tuition is $30,000, the gap is $20,000, and that is 2x the resident rate. The view defaults to the University of Michigan, but don’t cheat yourself: Us the filter at top left to pick any other school. If you’ve read this blog before, you know why Penn State is showing strange data. It’s not you, it’s IPEDS, so don’t ask.)
The second tab shows four data points explicitly, and more implicitly. This view starts with the University of Montana, but the control lets you change that. On top is resident tuition (purple) and resident tuition and fees (yellow). Notice how the gap between the two varies, suggesting the role of fees in the total cost of attendance. The bottom shows those figures for nonresidents.
The third view looks a little crazy. Choose a value to display at top left, and the visualization will rank all 77 institutions from highest to lowest. Use the control at top right to highlight an institution to put it in a national context. Hover over the dots for details in a popup box. If you want to look at a smaller set of institutions, you can do that, too, using the filters right above the chart. The fourth view is the exact same, but shows the actual values, rather than the rank. As always, hover for details.
Finally, the fifth view is a custom scatter plot: Choose the variable you want on the x-axis and the variable to plot it against on the y-axis. Then use the filters to limit the included institutions. As always, let me know what you find that’s interesting.
-
PeopleAdmin A PowerSchool Company
It’s time to start leveraging data to improve your recruitment strategy.
In today’s competitive higher education landscape, attracting and retaining top talent is more challenging than ever. Fortunately, data can be a powerful tool to inform and improve your recruitment strategy. By leveraging data analytics, HR professionals in higher education can make more informed decisions, target the right candidates, and ultimately, enhance the quality of their hires. In this blog post, we will explore how data can be used to refine recruitment strategies in the higher education sector.
The Power of Data in Recruitment
Data analytics can provide valuable insights into the effectiveness of your recruitment efforts. By analyzing metrics such as candidate sources, application-to-hire ratios, and time-to-fill, HR professionals can identify which channels and methods are most successful in attracting qualified candidates. This information can help in allocating resources more effectively and focusing on the most productive recruitment strategies.
Utilizing Predictive AnalyticsPredictive analytics can be particularly valuable in higher education recruitment. By analyzing historical data on successful hires, predictive models can be used to identify the characteristics and qualifications that are most likely to lead to a successful hire. This can help in creating more targeted job descriptions, screening criteria, and interview questions, leading to a more efficient and effective recruitment process.
Enhancing Diversity and Inclusion
Data can also play a crucial role in promoting diversity and inclusion in recruitment. By tracking and analyzing demographic data throughout the recruitment process, HR professionals can identify potential biases and disparities. This information can be used to implement targeted strategies to attract a more diverse pool of candidates and ensure a fair and inclusive recruitment process.
Leveraging Technology
In the digital age, there is no shortage of tools and technologies to help HR professionals collect and analyze recruitment data. Applicant tracking systems, job board analytics, and candidate relationship management platforms are just a few examples of the technologies that can provide valuable data insights. By leveraging these tools, HR professionals can make more data-driven decisions and continuously refine their recruitment strategies.
Final Thoughts
In conclusion, data can be a game-changer in the higher education recruitment landscape. By harnessing the power of data analytics and predictive models, HR professionals can make more informed, efficient, and inclusive recruitment decisions. As the competition for top talent continues to intensify, those who embrace data-driven recruitment strategies will be best positioned to attract and retain the best and brightest in their fields.
-
5 Proven Strategies for Debt-Free Success
How to Pay for College: 5 Proven Strategies for Debt-Free Success
-
Online Courses For Transferable College Credit
StraighterLine: Online Courses For Transferable College Credit
-
Free Community College Available In 31 States
Ditch The Debt: Free Community College Available In 31 States
-
PeopleAdmin A PowerSchool Company
As we dive into the challenges of 2024, there are some lessons we can take with us from 2023.
In our recent webinar, Lessons from 2023 for a Bright 2024, panelists reflected on what was top of mind as they wrapped up 2023, including job advertising, the candidate experience during the hiring process, and HigherEd workforce trends. Attendees heard from Andy Boom (JobElephant), Ircka West (PeopleAdmin), and Lucas Del Priore (PeopleAdmin) as they shared their valuable insights—check out some key takeaways below.
JobElephant’s Innovation in Job Board Optimization
Did you know that on average, 40% of job advertising spend is wasted? Andy Boom, Director of Business Development at JobElephant, noted that his team sees this budget waste frequently because customers want to “spread the net as far and wide as possible, adding multiple publications to a campaign, which might make sense—but it all depends on the specific job description.” The reality that not all job boards are created equal, and not all are going to have the right audience for every job description. JobElephant tracks every ad they post for their customers, and has seen that some publications fail to drive traffic and lack optimization. Andy’s team utilizing machine learning and AI to curate the top ten options for specific searches. By analyzing keywords, JobElephant ensures that job descriptions are matched with the boards that promise the best potential return, reducing ad spending waste.
Elevating the Candidate Experience
Ircka West, Solution Engineer at PeopleAdmin, spoke about improving the candidate experience as a top trend from 2023. She emphasized the power of presentation in attracting candidates—creating excitement about the workplace begins with focusing on the candidate experience. Reflecting the candidate’s values and interests is crucial, and your team can take advantage of existing information by linking to pages that show off the institutional experience. Ircka recommended re-evaluating the application process by streamlining lengthy forms and implementing two-step application processes can encourage completion. “To get feedback on the application process, there are a few different ways,” said Ircka. “One would be to use your reporting capabilities and seeing what their actions do. What parts of the application process are they stopping at? Where are you losing them in the process? That’s a more passive way to find out some answers. Another way is to remember that everyone who works at your institution went through the application process at some point. You can reach out to your staff and get feedback from what they remember.”
Adapting to Workforce Trends
Lucas Del Priore, Product Manager at PeopleAdmin, spoke about the evolving landscape of workforce trends in higher education. One major trend that Lucas thought institutions should focus on is the continued normalization of hybrid and remote work, which presents a number of opportunities for growth. While hybrid work isn’t new in 2023, there are still a lot of improvements to be made with digitization and automation. “The implication is a big cultural shift of engagement, where engagement is becoming problematic for faculty and staff,” said Lucas. “The most concrete example is how to reconfigure every task and event to fit in that digital format. Not everything converts clearly, and we’re continuing to learn and understand how to implement tools that work for hybrid models and continue to encourage engagement.” In 2024, HigherEd teams should focus on institution resilience, purposeful and innovative digitization, and providing meaningful opportunities for faculty development are key strategies to navigate these changes successfully.
Final Thoughts
The world of HigherEd is becoming increasingly complex, and staying informed about the latest trends and leveraging innovative tools is essential. From optimizing job boards with JobElephant’s data-driven approach to enhancing the candidate experience and adapting to a digital workforce, there is a lot to learn from 2023 as we launch the strategies of 2024. Check out this webinar on-demand for more insights.
