Mid-level administrators often believe they have the hardest jobs within their organization. They are pulled in multiple directions by multiple people with multiple agendas and multiple deadlines. And yet, they do not have as many professional development opportunities designed for their specific needs as entry level professionals and senior-level leaders do. In this program, presenters explore the knowledge, skills, and abilities of successful mid-level administration as well as share advice on ways to chart your own success as a mid-level administrator in student affairs.

There are many aspects to the job search process; however a strong resume and compelling cover letter are the cornerstone. This program will do a deep dive into constructing and presenting a well-developed resume and cover letter and will address common misconceptions about how and what information should be included on your resume and why a targeted cover letter is important.

As a new upcoming academic year’s recruitment cycle begins, institutions prepare to recruit and hire the best diverse candidates for their open positions. Likewise, many professionals are starting their search for the next best career opportunity that affords them career advancement, promotion, or broad experience in the field. For many higher education institutions, one of the most important pieces of the recruitment process is retaining diverse employers. Accordingly, from the perspective of both the hiring authority and job seekers, are you fully equipped to implement your recruitment plans?

Research has proven that increasing diversity in the workplace is not just a subject matter around social justice. Diversity in the workplace allows for different opinions and experiences to be considered, which makes a decision-making group better informed, innovative, insightful, resourceful, and successful. McPahil and Boggs (2016) and Romero (2017) articles both note that increased diversity such as age, disability, ethnicity, gender, national origin, religious belief, sexual orientation and socioeconomic among groups offer multiple perspectives and broad methods to handling complex challenges found in higher education settings today. Although many institutions set out to recruit and hire diverse faculty and staff; many find themselves not able to retain them, which in turn continues the disproportion of diverse individuals in positions at our institutions. Which brings about the question: has your institution examined their strategies to ensure the recruitment, hiring, and retention of people from our underrepresented groups? Alternatively, for the job seeker, have you outlined your “must haves” in a future employer?

This program focuses on how to improve institutional recruitment strategies, establish or advance an inclusive hiring process, create a retention plan for diverse employees in institutions of higher education and share inclusive programs, and support that underrepresented groups who are job seekers should look for during their employment search.   

The field of higher education is drastically changing and many challenges await the future of higher education. Throughout this session, the panelists will offer strategies to creatively and innovatively lead during times of change in higher education. The presenters will also offer reflections on their experience navigating tumultuous times in higher education.

One of the keys to retaining great staff and ensuring positive impact on students is a well-curated onboarding plan – for employees new to campus or internal folks new to their role. Designed for leaders and managers of staff at all levels, this program invites you to plan how to help your staffer go from “first day jitters” through to “rock star performance review.” Satisfied and confident employees ensure student satisfaction and retention and promote institutional loyalty among your team members. If you have someone joining your team or shifting to a new position in your area this event is for you!