Colleges develop strategies for recruiting students without a campus visit
Texas Christian University has created a webpage for admitted applicants in light of coronavirus fears. On the top it says, “There’s nothing like being on campus, but taking a virtual tour of TCU is a close second!”
Videos follow, with the campus tour and specialized information for the newly admitted — on orientation, roommates, getting involved on campus. A parent question-and-answer section leads off with information on whom to contact with questions but then attempts to answer a number of them on the timing and substance of admissions decisions.
At Kenyon College, known for the beauty of its campus, each acceptance letter is personalized with a paragraph about the applicant. Historically, each letter also included an invitation to visit the campus, but not this year. The letters were originally scheduled to go out Saturday but are going to go out instead tomorrow or Wednesday.
Diane C. Anci, vice president for enrollment and dean of admission and financial aid at Kenyon, said the additional time was taken to redo every acceptance letter, adding these words: “Adding to the significance of this moment is the reality that your class is being called upon to make a decision during unprecedented circumstances. We recognize that nothing can replace an in-person visit to Kenyon, so we will do everything we can to help you experience Kenyon from where you are.”
The coronavirus situation is forcing colleges to teach online for a few weeks or the rest of the semester. Budgets are tight. People are stressed. But for admissions, the timing is just as colleges are rolling out their days for admitted applicants. Most colleges have canceled these days (along with most student activity on their campuses) and are left to recruit students without what for most of them is one of their best assets: their physical campuses. This is a crucial time of year for many students. Anci noted that Kenyon has several events — since scrapped — on campus for high school juniors. But it’s the high school seniors — next year’s freshmen — who are the particular focus.
A few colleges have extended the deadline to reply to admissions offers from May 1 to June 1. Oregon State University and Southwestern University, in Texas, have made that change. But for most colleges, the key deadline is unchanged (as of now).
For many colleges, this deadline has created pressure to start producing their first online content for newly admitted students, or to greatly improve the content.
Gil Rogers, executive vice president of PlatformQ Education, which helps colleges do that, said he has been very busy.
“You’re never going to completely duplicate the on-campus experience, and the first thing you need to do is accept that,” he says.
Rogers said it’s not just a matter of taking the information you provide in person and providing it online.
Time is the biggest obstacle, he said. An in-person event for newly admitted students might last an hour or 90 minutes, and feature current students along with administrators. Providing the same information online means 10-minute videos. You can provide more than one, but they should be short. And they can still involve current students and administrators.
Anthony Pinto, assistant director of enrollment management at the University of Tampa, is one of PlatformQ’s clients. He said that several years ago, after storms struck the New York City metro area, Tampa was left without a way to hold events in a key market.
That prompted the shift at Tampa (which still has in-person events) to creating lots of content online. In terms of time, Tampa cuts the one-hour program in-person to a half hour online.
Pinto finds that the questions from students are “basic,” such as “how do I request a roommate?”
Tampa does separate videos for students and their parents (although no doubt some watch videos that weren’t intended for them). With parent videos, one recently prompted more than 400 questions when it was live.
Still, he said, “they don’t get to see our palm trees. “
Alice Arredondo, director of admissions at the University of Missouri at Kansas City, said that her university hosts webcasts every Tuesday on an admissions topic, including financial aid and housing.
“It is a different dynamic,” she said. But, as professors have noted about online students, some students who might not have raised their hands in an in-person event will do so online. “We do find students like engaging in this way,” she said.
Ken Anselment, dean of admissions and financial aid at Lawrence University, said that institutions that recruit international students as undergraduates may be better off handling the current crisis. Even before the current coronavirus issues, Lawrence relied on alumni to talk to prospective students. Having trained its alumni in China, Lawrence will now train them domestically.
The California Institute of the Arts has taken several proactive steps: it’s sharing a new video on the institute, it is shooting videos with each of its six deans to send to admitted applicants and President Ravi S. Rajan is sending communication to all admitted international applicants.
Some colleges are just starting to figure out what they will do.
A spokeswoman for Wesleyan University said, “We’re committed to providing our admitted students with an opportunity to preview the Wesleyan experience. We’re currently exploring all options.”
At Shenandoah University, the campus is closing until at least March 30. Andy Woodall, assistant vice president of recruitment and admissions, said that accepted-applicant day is April 3. It’s still on, but may not take place if the university decides to extend its closure.
The university typically gets about 250 students, and many bring parents or siblings, so it’s not unusual to have 600 people on campus for the day. “Our goal is to make the experience as live as possible,” he said.
That may mean creating videos with students and faculty members, Woodall says.
The situation for colleges is changing rapidly. On Wednesday, Purdue University Northwest sent out a press release stating that its program for new students on March 28 was being called off, but that its program on April 18 was still on. Then on Thursday, another release: the program on April 18 was canceled.
College Recruiting Websites | Why You Shouldn’t Trust Them
The Recruiting Industry is Broken.
The NCAA college recruiting industry consists of the companies that claim to provide you with services that help you to get recruited to play sport at the college of your dreams. Often this consists of online college recruiting websites which allow you to create a profile and mass email college coaches. The college recruiting process is a complex and stressful time for families and student-athletes and many companies capitalize on this with false promises and a host of unhelpful, yet expensive, services.
How Is The Industry Broken/Deceptive?
College recruiting websites lead you to believe that college coaches use their platforms to look at profiles, watch videos, send messages, and recruit players in general. These companies usually scare you into thinking that you will not be recruited unless you have a profile and send messages using their platform. Not only is this untrue, but using a recruiting service may actually DECREASE your chances of getting recruited. Why? Because the vast majority of college coaches don’t use recruiting services to find, evaluate, and contact players!
Take A Look At This Data.
Athlete College Advisors conducted an in-depth survey of NCAA college coaches from Division 1, 2, and 3. We asked: ‘How do you NOT like to be communicated with by potential recruits?’; nearly 80% responded that they do not like ‘messages from college recruiting websites’. We then asked ‘How do you LIKE to be communicated with by potential recruits?’; 98% listed ‘Personal Emails’ as a preferred method of communication. Less than 5% listed ‘Messages from Recruiting Services’ as a preferred method of communication.
When we say that the recruiting industry is broken, we mean that college recruiting websites are making money by promoting strategies and tactics that do not help players get recruited. The majority of college coaches do not have or use NCSA, Captain U, Sports Recruits, NSR, or any the other college recruiting services out there, so why should you?
Not all recruiting companies are dishonest and out to steal your money; some of the best college recruiting websites genuinely want to help student athletes get recruited. However, even the best college recruiting companies fall short in their understanding of how college coaches actually operate in the college recruiting process. As a result, their strategies are seriously flawed.
Very few college recruiting services are owned and managed by individuals that have significant experience as head college coaches. Most simply employ former student-athletes or people that were assistant college coaches for a very short period of time and claim that they have the expertise necessary to give you an edge in the recruiting process. Being a student-athlete is great, but it is not the mind of college athletes that we are trying to understand — you need to understand the mind of college coaches, because they are the ones making the all important decision to recruit or not recruit you.
With over 30 years of experience as NCAA coaches, the staff at ACA knows that college coaches put a premium on DIRECT communication. They want to communicate directly with recruits and they want recruits to communicate directly with them. Not only are coaches skeptical of recruiting services/representatives that communicate on behalf of a player, but they are also skeptical of players that send messages through college recruiting service websites and platforms. Even if you send a personalized email to a coach via NCSA, SportsRecruits, Captain U, etc, it is possible that college coaches will disregard it as ‘impersonal’ because of the affiliation with a recruiting service.
College recruiting services are all competing with one another to attract as many college coaches as possible to their platforms. They send emails to coaches and tell them to create accounts so that they can recruit the players in the database. Then, they tell student-athletes to pay to use the platform because “all the college coaches use it”. Do you see the problem with this model? If there are not any college coaches on the platform, players will not pay for the service. If there are not any players, college coaches will not bother to login to the platform.
The truth is that no recruiting company has managed to get both coaches and players to use their platforms. Could a recruiting company achieve this feat and get all players and coaches using one platform? Not likely — at least for the next few years. In the meantime, it is very clear that most college coaches choose to steer clear of recruiting services and would prefer prospective athletes to do the same.
Instead of convincing potential recruits and college coaches to use a recruiting service and platform, ACA focuses on how college coaches actually recruit in order to educate prospective student-athletes and provide a proven and effective strategy to increase your chances of getting recruited to colleges that are a great FIT for you.
What As Best Fit & How As ACA Different
Here at ACA, we talk a lot about FIT during the recruiting process. We believe that FIT should be THE strategic driver for your entire recruiting process — that sets us apart from almost every other recruiting company worldwide. Most college recruiting websites will tell you to contact as many college coaches as possible in order to increase your chances of getting recruited. Their thesis is that if you email a ton of coaches, at least a few of them will respond back. While this ‘mass messaging’ strategy may seem appealing, it often does more harm than good because college coaches prefer personal emails…not spam. ACA advocates for a direct, personal and fit based approach to the recruiting process. To learn more about ACA and our Fit First Strategy follow this link.
Follow the ACA blog to read more about topics such as: Federal Student Aid, How to Choose a College, and College Acceptance Rates.
On-Campus Recruiting | Davidson
We invite employers and graduate/professional schools from a variety of career fields and industries to provide informational presentations and interviews for both full-time career opportunities, continuing education and summer experiences to Davidson students.
Private, public and nonprofit organizations are encouraged to use our services and facilities during the fall and spring semesters. Handshake (login required) is the online system used for managing the on-campus recruiting program.
Please see Handshake Events for important dates and read our Recruiting Policies for Students.
Résumés should be one page in length and accompanied by all documents that have been requested by the employer (cover letter, transcripts, writing sample, etc.). Application submission deadlines generally take place two weeks prior to the interview unless the employer requests a later date. This allows employers one week to select their interview candidates and students one week to select their interview slot. You can monitor your application status by viewing the “On-Campus Interviews” section of Handshake. The system will automatically notify each student as to the employer’s decision.
Late Arrival and No-Shows to Interviews
If a student is late for an interview, it is up to the discretion of the employer as to whether or not they will conduct the interview with the student. The Betty and B. Frank Matthews II ’49 Center for Career Development (Matthews Center) reserves the right to restrict students from applying to and participating in future on-campus interviews if a students fails to give at two business days notice for canceling an interview. Read our Recruiting Policies for Students.
If a student arrives wearing inappropriate attire for the nature of the interview, Matthews Center staff may request that the student make appropriate changes.
Campus 101 for Employers | How to Build a Campus Recruiting Program
Here is a helpful introduction and guide to campus recruiting strategy
Does your company have a campus recruiting strategy? If so, is it effective in getting you the results you want? This guide will lay out the basics of campus recruiting, common mistakes to avoid, and strategies to effectively attract talent to your company from college campuses.
What is Campus Recruiting?
Campus recruiting is a specialization in talent acquisition that involves identifying, attracting, and hiring college students and recent graduates for internships and entry-level jobs. Companies often partner with college career centers, participate in career fairs, and host information sessions to reach out to prospective candidates.
Recruiting efforts are not only expended on campuses. Nowadays, campus recruitment extends online as our society immerses itself in the digital world. Online recruiting provides a way to connect with members of Gen Z, young digital natives who are now entering the workforce.
Not only is campus recruiting a method to fill entry-level positions, but it is also a way for companies to search and hire college graduates for long-term benefits. In essence, campus recruiting is an investment in potential and talent that could be used to foster company growth.
Benefits of Campus Recruiting
The biggest benefit of campus recruiting is in acquiring talent that can learn, grow and develop as a professional with your organization. Even before joining the workforce, college graduates often have a foundation of technical and core skills that businesses rely on. Additional benefits include:
- Expose your brand to a young adult demographic
- Attract diverse talent
- Hire employees that can grow into leadership roles
- Higher quality of talent
- Outperform competition with a highly motivated team
- Succession planning through leadership development
- Cost savings hiring for potential over credentials
- Higher employee retention as a result of training and development
What types of companies should have a campus recruiting strategy?
Some industries are more involved in campus recruiting than others, such as finance, technology, and business consulting sectors. Large corporations, like Bank of America, Microsoft, and Deloitte, have the advantage of resources and budgets to develop extensive early-career recruitment programs. However, small and medium businesses can also benefit from having a campus recruiting strategy.
Janet Smith, President of Ivy Planning Group, tells Monster about the advantages small and medium-sized businesses hold in campus recruiting. “Fewer layers to access senior executives, an opportunity to take on more responsibility sooner, and perhaps some cynicism about ‘big business’ often represents the right combination for top talent graduates.”
In other words, college students may prefer working for smaller companies precisely because of their size. While large companies have brand awareness, smaller companies offer the incentive for students to take on responsibilities and projects faster.
Overall, developing a campus recruiting strategy will benefit all types of companies.
Why should a company have a campus recruiting strategy?
With a campus recruiting strategy, companies can diversify their hiring pool with candidates from a wide array of backgrounds, taking advantage of the representation available on college campuses.
Currently, members of Gen Z (those born after 1996) enter the workforce as one of the most educated and diverse generations in history. Not only are they racially and ethnically diverse, but Gen Z is composed of digital natives with a childhood surrounded by technological advancements, such as the internet, social media, and smartphones.
According to a study done by the Pew Research Center, 22% of Gen Z come from immigrant backgrounds, which is an increase compared to the previous generation at 14%. With more children from immigrant backgrounds attending college as first-generation college students, a company’s campus recruiting strategy is one crucial initiative to attract talent that is underrepresented in the workforce.
Companies should also keep in mind non-traditional students, including older adults who returned to school to get a degree, as part of their recruiting program. While many career development programs target traditional students, ERE describes how companies benefit from seeking non-traditional students, who often have professional and life experiences beyond the classroom setting.
According to Inside Higher Ed, although 28% of non-traditional students said they were less likely to pursue higher education (in contrast to the 36% of traditional students), 65% said that, as a result of the pandemic, a degree is extremely valuable. Overall, non-traditional students are more goal-oriented and bring new points of view to the workplace.
While building a more diverse workforce with campus recruitment comes with many challenges, such as tailoring your strategy around age and experience diversity, it is time and effort well-spent as it adds value to your company.
To Combat Talent Shortage
According to a 2019 survey by Gartner, global talent shortage is a rising concern for many organizations. One solution to talent shortage is to engage and hire candidates from diverse backgrounds to inject new ideas and creativity into a company. What is a better place to find potential than college campuses? While college students and graduates may not have a lot of experience, their potential can be cultivated through experiential learning.
NACE defines how college graduates are well-suited to learn new skills by eight key characteristics of career readiness:
- critical thinking and problem solving
- oral and written communications
- teamwork and collaboration
- digital technology
- professionalism and work ethic
- career management
- global and intercultural fluency
With their career readiness competency, college graduates are prepared to learn new skills on the job. Rather than looking for candidates with the exact skills needed for the job, companies with a campus recruiting program should be willing to invest in people who are ready to learn.
Improve Retention Rate
Furthermore, campus recruitment creates a talent pipeline that can assist company growth. By offering internships and entry-level jobs, companies also improve their employee retention rates. TD Business Banking is one successful example that boasts a retention rate of 98.6% for their hires made between 2009 and 2013 from effective campus recruiting strategies.
Having a high retention rate matters when 55.3% of recent graduates leave their first jobs within a year. While job turnover is a normal phenomenon for young professionals, companies could boost their retention and save money through successful campus recruiting initiatives that provide opportunities for college students to explore careers, learn new skills, and utilize their education.
You should have a campus recruiting strategy because it is a long, continuous effort that yields employer brand awareness. By maintaining a consistent campus presence, companies attract a larger hiring pool, which means more potential talent that could aid company growth.
An increase in brand awareness leads to familiarity and interest in your company’s work culture. A 2015 report from Bersin by Deloitte illustrates the opportunity that campus recruitment offers and the importance of working closely with college campuses.
Robin Erikson, former vice president of talent acquisition research for Bersin by Deloitte cautions, “But companies also need to understand that a successful campus recruiting program will require a different approach to talent acquisition. Besides the obvious differences in logistics, an effective campus recruiting program also requires a strong relationship with the colleges and universities involved.”
One major benefit of campus recruiting is the ability to cultivate employees’ leadership skills and foster professional growth. It is an early investment that companies can do by hiring for potential over credentials.
As young professionals grow with your company, it becomes a low-cost talent strategy to promote internally rather than hire externally. Companies can save on time, money, and other resources due to less training needed and less effort spent on the recruiting process.
Employer branding specialist Universum shares an analysis on college graduates and what they want most in their job search to Business Insider. From 2010 to 2019, four job attributes increased, including “professional training and development” and “clear path to advancement.” Just as graduates desire to find companies they can grow with, campus recruiting programs are an affirmation that companies are there to help support their professional development.
Check out our webinar archive for more data from Universum and Parker Dewey on what college graduates want: Reinventing University Recruiting
It is a win-win situation as it strengthens employee loyalty to the company.
What are common campus recruiting mistakes?
Not Having a Campus Recruiting Strategy
While this is an obvious mistake, medium to small-sized companies might consider the cost of campus recruitment as a deterrent, especially with large companies as competitors. However, do not count yourself out. Having a campus recruiting strategy is the first step to reaching out to college graduates.
NACE lists identifying early talent, branding on college campuses, and focusing on diversity as the top three most important factors that employers consider in campus recruiting. By excluding campus recruitment from your talent acquisition strategies, you potentially lose out on those benefits, which could cost your company more in the long run.
If you do not have a campus recruiting strategy, the solution is to identify target schools that you want to reach out to and build a relationship with their career center, staff, and faculty. Even without a travel budget or dedicated early-career talent professional, you can utilize Parker Dewey to connect with college students and recent graduates nationwide.
Excluding Potential Candidates for Their Lack of Experience
When you search for potential talent to work for your company, you want the best fit from the cream of the crop, right? But what if the best talent is rejected due to stringent requirements like a resumé full of experience or high GPA requirements? Cookie-cutter applications tell little about the applicants and exclude those from low-income and underrepresented backgrounds.
Fabian Reynoso-Ramirez discusses how diversity initiatives fail minority candidates on ERE. “I was always working in restaurants and couldn’t afford to dedicate more time to look for a job or to work as an unpaid intern and gain some experience…I was overlooked by so many recruiters because my set of experiences, education path, and lack of a traditional internship held more weight than my degree and work ethic,” Fabian says.
Instead of looking for applicants who would perfectly fit the requirements, try giving hands-on opportunities, such as Micro-Internships, or short-term projects, to observe their abilities and career readiness competencies, which may lead you to the candidate you want to hire.
Not Going Digital
With the rise of social media, a company’s digital presence becomes more and more important. Social media platforms have become channels in which companies build their brand. Not only do companies have to reach out to college graduates on campus, but also through digital means.
Not going digital is one of the biggest mistakes a company can make, especially in light of the COVID-19 pandemic as students adapted to remote learning. As companies shift to attending virtual career fairs, which has seen a sharp climb in fall 2020, it would help interested graduates learn more about companies if they have a digital presence, such as a website or social media account that help potential candidates understand what it is like to work there, and to gauge their work culture and branding.
As we look towards a post-COVID future, campus recruiting strategies must include digital recruitment.
What are some basic campus recruiting strategies?
- Identify your target schools that would best fit your company needs: There are three methods that you can use: a) polling your employees on their alma mater since they can advocate for your company as an alum; b) reaching out to local colleges near your office; c) identifying target schools based on finding talent that will complement or boost your team’s existing skillset.
- Understand your audience and their needs: Who could be your potential candidate? Consider the racial, cultural, and age demographics of your target schools. Your search for diverse talent on college campuses must be tailored accordingly, especially for those who come from underrepresented or non-traditional backgrounds.
- Reach out and partner with the colleges’ career centers, as well as staff and faculty: When you are ready, reach out to the career center and share what your company has to offer. In return, the career center can help extend your contact to relevant campus programs and departments, including staff and faculty members. Together, these people can share information, such as details about specific programs and student demographics, and help you match with students who are interested in your company.
- Attend career fairs, especially virtual ones during COVID-19: Career fairs are one of the most convenient ways for companies to meet and interact with students. During the pandemic, virtual career fairs offer a safe alternative for companies to continue their recruiting process.
- Attract and engage your audience through digital methods, such as social media and virtual information sessions: As companies make a digital shift in light of the pandemic, it is important for you to shift your campus recruiting strategy into the digital space, too, in order to maintain connections and create new ones with your potential candidates.
As the largest network of highly motivated college students and recent graduates who are excited to complete short-term, professional assignments, we know campus recruiting!
Our mission is to provide meaningful opportunities for Career Launchers to add to their resumes, while helping organizations get work done. If you’re passionate about this too, please join our email newsletter Hire Learnings and follow us on social!
College recruiting of California students turns virtual during pandemic
Credit: Ariana Hartman
Alexis Hartman, a senior at Troy High School in Fullerton, attended a virtual college fair from home.
Credit: Ariana Hartman
Alexis Hartman, a senior at Troy High School in Fullerton, attended a virtual college fair from home.
In a normal year, northern California high school senior Alain Kanadjian would be touring college campuses, attending college fairs in gyms or convention centers and meeting with college recruiters. All in person.
But this is not a normal year for Kanadjian and hundreds of thousands of other California students getting ready to apply for college admission. During the pandemic, those face-to-face options to help them decide which schools best fit their interests, aptitudes and wallets have all evaporated.
Instead, the college application and recruiting process — like classes at most high schools and universities — has switched to virtual connections. Enormous college fairs are being held online. Campus tours are virtual. And college representatives are visiting groups of high school students via Zoom.
The stakes are pretty high. Whether the virtual options work will help determine whether colleges and universities get the enrollment and tuition revenues they need next fall.
Students, too, face high stakes in selecting a favorite college or — if they are turned off by the possibility of virtual classes — delaying college. Despite helping many students, online recruiting is discouraging to others who are Zoom fatigued, and attendance is much reduced at some virtual events at high schools compared to last year’s in-person ones.
Kanadjian recently participated in a virtual college fair sponsored by the Coalition for College, a group of 150 campuses that is dedicated to improving access to higher education. Hoping to study computer engineering or biomedical engineering, he was able to join presentations and chat sessions with, among other schools, Rice University and Georgia Tech. Separately, he joined in the session when a UC Davis representative virtually visited with interested students from his school, Carlmont High School in Belmont, in San Mateo County.
Overall, Kanadjian came away with mixed feelings about the virtual experiences. “It’s better than nothing,” he said. He appreciated the information and time the college representative provided, but felt that “online doesn’t compare” to in-person interviews and visits to campuses.
Credit: Aimee Kanadjian
Alain Kanadjian, a senior at Carlmont High in Belmont, joined a college fair via Zoom.
Across California and the nation, the many virtual events are getting a mixed reception from students, colleges and high school counselors. No one calls them ideal but most consider them a decent substitute.
Some officials note that the online events are widening access to students and families who, with financial or transportation problems, might not have been able to visit campuses or meet with the college recruiters if there was no pandemic. Those experts anticipate that some virtual recruiting will continue even after the health emergency ends.
As many as 6,000 students nationwide participated in each of the five Coalition for College fairs held since the spring. (Others are scheduled for October 21-22 and November 4-5).
Stacey Kostell, the organization’s chief executive officer, said fairs aim to expose students to as many schools as possible, with hour-long blocks featuring several groups of four or so campuses making joint presentations. The health dangers of Covid-19 led to “an opportunity to try something new.” Students can be more focused and attentive online than during the traditional walking from table to table in big gymnasiums or convention centers where prior fairs were held, she said.
But it is “hard to predict” how this and other pandemic-related changes will affect college applications and attendance, Kostell added.
Similarly, the National Association for College Admission Counseling (NACAC) held a large online fair on Sept. 13, with about 607 colleges participating. It was delayed for an hour by technical problems, caused in part by what officials said was a massive number of students — 20,000 registered — trying to log on at the same time. That was fixed by computer experts. Another NACAC fair is scheduled for Monday and two are to be held in coming weeks.
Alexis Hartman, a senior at Troy High school in Fullerton in Orange County, said the recent NACAC fair helped her find schools offering the classes and major to pursue a career in speech language pathology. She went to six online sessions and was able to connect with the University of Massachusetts, Amherst; University of Oregon, Cal State Northridge and others. She also has attended several colleges’ all online visits with students from her high school.
The pandemic and shutdown of in-person classes have made the college application process “a lot harder, a lot scarier,” said Hartman. “It makes me even more unsure of where I’m going to wind up, what the future holds for me.” She was glad to join the fair, describing it as “so helpful.”
With traditional fairs and meet-ups at high schools banned this year, Omar Zazueta, Director of Admission at Claremont McKenna College in Southern California, said his school is participating in several online fairs along with virtually visiting many individual high schools.
“I think it’s going to be good enough for now. There is no alternative. We are not able to get on a plane and visit a bunch of high schools. And it is very important for us to be accessible to students and families in many different ways,” he explained.
Attendance at high school events is lower than last year but the level of personal interaction can be deeper since “a student does not get lost in the noise” and is able to make private follow-up appointments. The biggest loss, Zazueta said, is that of in-person campus tours, even if schools provide recorded and live on-line tours.
UC Merced’s director of admissions Dustin Noji said the downside of virtual fairs is that “you don’t benefit from the pedestrian traffic of students walking an auditorium or event center, looking up and recognizing your campus name, and stopping by your table.”
The switch has required colleges to produce high quality video presentations and to be more tech-savvy to ensure students have access to higher education.
“Our office has come to accept that we can’t conduct recruitment the way we have in the past,” said Noji in an email. “Even after this year, it seems like things won’t return to the way they were.” Many students and families will expect online events to continue for the accessibility and convenience after the pandemic even as face-to-face tours and interviews are revived, many college officials say.
The National Association for College Admission Counseling scheduled four online fairs this fall.
Viewpoint School, a private K-12 campus in Calabasas, is offering online visits to about 50 colleges this fall, compared to 120 colleges in previous years, according to Rebecca Heller, Senior Associate Director of College Counseling. In the past, students could leave classes to attend in person, but this year visits are scheduled only during lunch or after school to prevent disruptions of online learning.
Compared to traditional meetings, the online ones “are slightly inferior but not much” since the same information is exchanged, Heller said. Students are asked to turn on their cameras to make sure some personal connection is made although it is more difficult to create a relationship with college representatives than in person, she said. The virtual tours run by colleges and groups can’t fully substitute for “what does it feel like to feel to walk on your campus.”
Palos Verdes High School, near Los Angeles, considered dropping college visits altogether this year and instead encourage students to explore college websites and other online resources. But colleges were eager to still come virtually, possibly because fewer students are taking standardized tests, which can provide recruiting tips to colleges, according to Joanne Lewis, director of the high school’s College and Career Center. Many colleges have used scores and other information from the SAT or ACT to invite students to apply.
More than 150 colleges, about the same as last year’s in-person visits, have signed up. Student participation in virtual meetings with recruiters, however, “is crazily down,” Lewis said. “I personally think these kids are zoomed out,” Lewis said. “They are in front of computer screens throughout the day.”
For example, a Dartmouth University recruiter normally attracted 100 or so students from the two schools but drew only six the other day. The usually popular University of California campuses are getting a third of their past 150 or so. As a result, students who do attend can find strong opportunities to connect with campus representatives, she added.
Isaac Anchanattu, a senior at Mountain House High School in northern California’s San Joaquin County, attended the recent NACAC fair to help him “solidify” where to apply to college as an electrical engineering major. It was easier than traveling to a regional in-person fair an hour away, and he was delighted to meet with representatives of colleges who probably would not have attended a local fair or visited his high school. Still, he added: “I would have preferred it in person.”
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How Social Media is Changing College Recruiting
Editor’s note: This post first appeared in 2014. It has been updated.
Each November, many of the top high-school basketball prospects across the country sit in front of a nationally televised audience, to announce where they plan to play college ball. A couple months later, their 17 and 18-year old counterparts on the football team do the same, while thousands of coaches, alum, and boosters look on in anticipation that their favorite recruits will don a hat bearing their school’s logo.
There is no question that college recruiting has become a big business. A business in which hundreds of thousands (and potentially millions) of dollars are spent annually to attract the highest-rated recruits to universities nationwide. Internal teams have been assembled with coaches, recruiting specialists, and data analysts to gain insight into the factors that attract recruits to the colleges and programs that they ultimately choose. Whether these prospects are attracted to the academic reputation of the school or the playing and training facilities, college athletic departments are constantly looking for competitive advantages that will propel their programs into national prominence.
98% of US universities have Facebook pages, while 84% are active on Twitter. And with 72% of incoming high school seniors reporting that they researched their prospective colleges on a social media site, athletic departments are quickly realizing the impact that social can have in the recruiting process.
Social media has forever transformed how recruiting works. For years, the recruiting process started with the high school coach. With the proliferation of social media, the recruiting process starts much earlier, and much quicker. For coaches, it’s yet another channel for contacting, recruiting, and gathering information about players. For student athletes, social can be a means of getting recruited, by elevating their social profile through interactions with local fans, students, coaches, and other recruits, in ways unimaginable just a few short years ago.
If done in the right way, social media can help provide those 1-to-1 connections between coaches, staff, and prospects that will let them know just how much the school values their recruits. But if handled incorrectly, the universities can face serious penalties and sanctions from the NCAA, even if the communication comes from someone outside the university athletic department (i.e. a booster or alum).
So then the question becomes: how can university athletic departments recognize the benefits of social media?
Benefits to University Athletic Departments
Social media provides incredible reach and opportunity to coaches and athletic departments and their recruiting efforts. However, many programs are not making effective use of the networks and technology tools that can help them create new levels of engagement, while providing insights into recruits and the recruiting activities of other schools.
Here are a few ways that athletic departments can immediately begin realizing the benefits of social:
Social media can provide access that just can’t be captured through the university web site, e-mails, brochures, and even on-campus visits, by providing recruits with a view of the school and team culture and personality. Even before the recruit steps foot on campus, the right content strategy will have exposed them to information on campus life, athletic facilities, the teams, and current athletes.
With the competition for top recruits becoming stiffer, creating and fostering relationships with athletes early is vital, as evidenced by dozens of stories about middle schoolers providing oral commitments to universities. Through social, coaches simply connect with a recruit on Facebook or Twitter, and can start engaging in conversation without ever leaving the film room. And once the connection to the recruit is made, the recruiting process can essentially turn into an around-the-clock task for coaches.
Whether top recruits realize it or not, the idea of being a regular teenager on social disappears the second their ranking is listed on Rivals, ESPN, or any other recruiting service. Once a school lists their interest in a recruit, that student will inevitably see a huge spike in fans and followers, in addition to a completely new, and potentially shocking, form of scrutiny. Coaches and recruiting specialists now have the ability to monitor EVERY SINGLE WORD that the recruit shares on social, to not only find a competitive advantage for the recruiting process, but even as part of the vetting process.
Just as any other brand must have a deep understanding of their target audience, athletic departments have to tailor their recruitment strategies to the kinds of students they want to attract. They need to adapt their efforts to meet the needs of the recruit.
Is the recruit interested in checking out the town? Are they most interested in state-of-the-art athletic and training facilities? Maybe what they really are interested in is going to a Fellowship of Christian Athletes meeting when on their campus visit. By doing a deep-dive into the recruit’s social conversations, athletic departments will have better insight into what the recruit is looking for in a program.
It’s no secret that many employers are now utilizing social to screen candidates before providing a job offer. Some schools have employed this same tactic as a sort of extra level of interviewing. Social provides another glimpse into the recruit’s character that can either help or hurt a prospect’s chances of attending their dream school.
In fact, numerous D-1 coaches have gone on the record saying that their recruitment programs take into account how a prospect conducts themselves on social, and have even passed on prospects with questionable content.
Social media has turned into the digital diary of Gen Y, and unfortunately, some student athletes forget just how public a forum it is. Every post is instantly public record, and since student athletes are easily the most visible representatives of their respective universities, it becomes that much more important for coaches and athletic departments to carefully vet recruits (and monitor the social interactions of their current student athletes.)
Social intelligence tools, like Intelligence, provide brands with the ability to filter through piles of social data to inform their social marketing strategy. For university athletic departments, they can provide a window into the conversations and interactions of top recruits, providing insights that will help shape the individual recruitment strategy, or help vet future student athletes that may pose challenges for the university.
For university athletic departments, it’s usually no secret as to which competing schools are actively pursuing the same top prospects. However, the recruiting strategies and tactics that they are employing may be harder to identify.
With the right social listening and analytics tools, coaches and athletic departments now have the ability to easily identify social conversations around top prospects to see how competing schools are interacting with the prospects and how the fans and followers of those schools are engaging with the prospects.
The current NCAA regulations around social media usage are much less restrictive than traditional recruiting guidelines. But with social beginning to assume a much larger role in the recruiting process, the restrictions and regulations could tighten…and soon.
What many universities and programs do not realize is that the regulations go beyond how coaches and programs are utilizing social to interact with recruits. Any individual acting on behalf of the school, whether they are a booster or have some other affiliation, face the same regulations. And it is the university’s responsibility to monitor contact between boosters and prospective student athletes, which has led some schools to hire full-time staffers to monitor the social media accounts of prospects for any suspicious interactions. For University compliance departments, this can be extremely time-consuming.
Adding additional complexity, some universities, whose social recruiting practices have come under question, may be required by the NCAA to provide a full audit trail of all interactions. For programs that are publishing content and interacting with recruits natively through the social networks, pulling a log of all interactions can be a challenge. Having a social relationship platform like Spredfast (now Khoros) in place can allow universities to quickly export all social interactions for compliance and audit purposes.
Recruiting through Social: A Fad?
I don’t think so. With Gen Y spending more and more time on social networks, it only makes sense that universities should communicate with those prospects where they are most likely to engage, and where they are most comfortable. Social is now such a huge and integral part of our culture. It’s the way most people communicate.
For coaches and athletic departments, it’s now about finding the right, individualized strategies for targeting top recruits, and uncovering the technology tools that will help provide them with a leg up over the competition.
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College Recruiting Help Beyond An Online Profile
College Recruiting Help
Choosing which college to attend is one of the biggest decisions a teenager will have to make, especially when there are scholarship offers on the table. How do recruits get to the point of making an educated decision on their college search? Better yet, how do high school athletes secure athletic scholarship offers? Using a trusted college recruiting service is the first step, and that is where RecruitLook comes in!
RecruitLook Scouts work one-on-one with high school athletes throughout the entire college recruiting process. It is the personal attention that athletes/parents like about using RecruitLook.
Jaboree Williams, Wake Forest Commit
“I needed assistance with trying to get more recruiting exposure, and trying to figure out what the college recruiting process was all about. The RecruitLook staff was there for me every step of the way,” said Jaboree Williams, a 2014 Wake Forest University football commit.
High school recruiting services typically operate with two different styles. They are either an email blast network with web technology, or they are a do-it-yourself company where athletes pay for an online profile and monitor their page for any “profile views” from college coaches. Both services usually leave the athlete/parent with the same common question: How do I get recruited?
Getting recruited to play college sports is not something that just all the sudden happens because an athlete demonstrates good athletic ability. The college recruiting process takes time, persistence, and an understanding on how the recruiting game works. As an athlete, you’ll need more than an email blast and online profile. You’ll want someone in your corner that has experience to help get you to your end goals.
“We were not impressed with other recruiting services. The other services made us feel like we were just another statistic for their website. If we hadn’t used RecruitLook, I’m not sure my son would be playing Division One football,” said Dave Godsey’s dad. Dave Godsey, Jr. signed to play football for Missouri State University on a full-ride athletic scholarship.
Other recruiting services will promise athletes recruiting exposure through email blast; basically these types of services will send your info out to as many schools as you are willing to pay for. There are some serious marketing strategy no-no’s with this tactic. First, college coaches view it as spam when they get thousands of emails from recruiting services that promise a “can’t miss recruit.” Secondly, athletes are relying on an automated email blasting system to land them a college scholarship. Finally, how do athletes know that the recruiting service isn’t sending similar athletes to the exact same schools?
RecruitLook operates in a different manner. Our Scouts evaluate an athlete’s playing abilities, and then work with them to build a target list of schools to contact. RecruitLook can evaluate recruits in several different ways: watching game film, talking with high school and club coaches, and/or watching a game in-person…something other services routinely fail to do! RecruitLook will assist the family and recruit on the different marketing strategies that will help bring the most recruiting attention. College coaches like this approach much better. Instead of getting email blasted, college coaches are hearing directly from the recruits.
“At the end of the day a college coach is going to offer a scholarship to the athlete not the recruiting service. We like to preach that to recruits from day one, and this encourages them to start building relationships with college coaches early on in the recruiting process,” said RecruitLook Scout, Jim Delaney.
Using a recruiting service is becoming more and more common these days, and most of them have athletes signing up for an online profile. This will act as the recruit’s resume when seeking scholarship offers. However, this leaves families asking the same question still – how do I get recruited? Online profiles are great and almost a necessity in the recruiting world, but don’t expect recruiting results if you are simply paying just for an online profile. College coaches do not typically scour over internet recruiting services for their next big recruit. No, they use the service to help verify information on the prospect. In short, recruits need to do more than just having an online presence if they want to get scholarship offers.
“Do-it-yourself recruiting services that promise recruiting exposure from an online resume still are not delivering what families are most in need of, which is the guidance,” says Jim Delaney. “Families need help understanding recruiting dates, recruiting rules, financial aid process, connecting with the right college coaches, breaking down scholarship offers, and much more. And, that is exactly what RecruitLook can offer,” adds Delaney.
RecruitLook has carved out a good niche within the college recruiting world by creating an interactive recruiting network with the option to work directly with experienced Recruiting Coaches. This technique is helping athletes/families find success when it comes time to make a college decision.
“I highly recommend RecruitLook to any family looking to help their son or daughter. RecruitLook was there to help find my son the best college, and they were always there to answer all my questions. Thanks for helping my son reach his dreams,” says Kyle White’s mom. Kyle received a basketball scholarship to Trinity College.
If you are an athlete or parent of an athlete and you need help navigating the college recruiting process, please contact one of the RecruitLook Scouts.
90,000 College Admission Rules – 2021 – Ucheba.ru
IThub college is an international college of information technology. The key advantage of the college is an intensive training program designed to meet the requirements of the leading IT companies in Russia and the world. Students receive a practice-oriented education: they learn through business roles (a set of relevant competencies), building a development trajectory on an interactive online platform.
The only college in Russia where international certification is built into the educational process.During their studies, students receive international certificates from Microsoft, Adobe, Autodesk, Cisco, Oracle, etc. and begin a career in IT with a portfolio of projects and a strong resume.
College admissions are already open. To enter, you need to write an application and submit documents. Before enrollment, testing is carried out in Russian, mathematics and English to determine the level of training.
“In 2021, we are waiting for students who are ready for a new generation of education. The main feature of the college is practice-oriented learning.Students solve real business problems. We cooperate with QIWI, CROC, Rosreestr, Rostelecom, Mildsoft, Astra Linux, etc. Everything works out when teachers are practitioners, multi- and mono-specialists with experience in mentoring in a business environment.
Current knowledge and methods . In college, blended learning: we build a development trajectory on an interactive skills map. The program provides enhanced English: 6 lessons per week. We accept applicants with any initial level of knowledge of a foreign language, freshmen are divided into 5 groups.
Developing comfortable environment . Classes start at 10:00. The college consists of two campuses: an agile office on Kurskaya and a technological space in the VDNKh park.
Student benefits . Everything that is required by law: a state diploma, deferral from the army, payment by maternity capital, reduced fare.
International certification . Certificates are an advantage when hiring.
Partnership programs with universities .Continuing studies after college on an accelerated program at universities such as PRUE. G.V. Plekhanova, RANEPA, Moscow Polytech, etc.
Global connections . Opportunity to undergo an internship abroad and participate in international projects (Germany, China).
We are enrolling 600 students in 2021. Acceptance of documents will end on August 25, but now there are 400 places left. Until May 1 – a simplified interview set. After – according to the results of the average score of the certificate and entrance testing.I advise you to submit your documents as soon as possible. See you at IThub! ”
Dear doctors, what was previously rumored has now become our reality – in
links with complex
the epidemiological situation, the government temporarily
changed the procedure for extending license terms for 2020.In accordance with
by decree of 3 April
No. 440, in areas of activity requiring
compulsory permitting control, licenses are renewed for one year,
accreditation, registration. This rule applies to
for permits that expire or have expired between March 15th and December 31st
WHAT DOES THIS MEAN?
Until the end of the year, a moratorium has been introduced on obtaining a certificate of a specialist or
accreditation. Every medical doctor has the right to use it.
an employee whose permitting documents expire in the period from 15
March to 31
It is important to clarify that the order of the Ministry of Health No. 327n only provides an opportunity
for certification and accreditation of a specialist for one year.
But after the set time has passed, the health worker will have to fulfill his
IT WOULD LIKE GREAT NEWS FOR MEDICINES IN THE CURRENT DIFFICULT TIME.PARTS – YES, BUT IT IS IMPORTANT TO CONSIDER THE FOLLOWING:
1 Guaranteed getting into the accreditation system.
Refusing to study in 2020, you are guaranteed to get into the system
implementation of a new system for assessing competencies no one
canceled and did not tolerate.The first doctors to test the work of the new system on themselves
turned out to be soft
speaking, dissatisfied with her work and inconsistency of actions
2 Huge queues and paralysis of the educational system.
The consequence of this delay will be the collapse of the educational system.
accreditation centers.For example, on April 1 you have
the validity of the certificate extended by the moratorium expires. You have a certificate with which
You can not
work. You contact the DPO center, but they tell you that
the nearest possible date is July-August, that is, 3-4 months you will not be able to work.
that the entire accreditation system has not been worked out
in the accreditation centers themselves and the influx of trainers can simply paralyze
the work of the centers.
3 Price increase.
As you know, when demand rises, the price rises. In the context of universal
centers will start raising prices, not only for profit,
but also in order to reduce the load.Many will have to cut staff in this difficult
time and to
in excess of the volume, many will simply not be ready.
To reduce demand, they will be forced to raise the cost of their services. Right now,
centers on the contrary are lowering prices, trying to somehow
to support medical workers.We do this and we will introduce you to our
SO WHAT DO YOU CHOOSE?
MORATORIUM NOW AND TRAINING AFTER OR GOING TO TRAINING NOW?
Yes, the moratorium now is a small respite and an opportunity to completely
concentrate on work.
The only question is, at what cost in the future? Will there be later
also loyal to doctors when the epidemic subsides and the order is no longer valid
their strength or thousands of doctors, overnight, find themselves without the right to work?
OBTAINING A CERTIFICATE
Training now is a certificate renewal for more than one year, as suggested by
Ministry of Health, but for five years! And this is guaranteed 5 years, not an ephemeral year,
which could end with a pandemic.Having received the certificate now,
you will need to undergo accreditation only in 2025, by that time
the process of work of accreditation centers will already be worked out and all
procedures will take place as usual, in contrast to 2021, in
which will be total confusion and huge queues of doctors,
who took advantage of the moratorium of the Ministry of Health.We predict a delay from
passing certification in 2-3 months
Another non-obvious and important advantage of obtaining a certificate
now is the right to work in 2020 only for
based on documents. That is, if the doctor undergoes a professional
retraining, he can immediately start practical activities,
without compulsory accreditation! You can take the PP course and
start practicing almost immediately! Perhaps, such an opportunity is not
will never be again.If your specialization is not so in demand in
current realities – this is an excellent chance for you to give your career a new round!
90,040 TOTAL 90,041
Summarizing all of the above, every healthcare provider can take advantage of the proposed
deferral if in
current life circumstances for him is
the most optimal option.But, if your certificate expires in
2020 – 2021
whatever one may say, the best option for you would be
obtaining a certificate in 2020.
Admission committee – Pedagogical College N 8 of St. Petersburg
The admissions office and acceptance of documents for the day department is located at:
STR.IVANOVSKAYA, D. 16
- From April 1, 2021, the acceptance of applications for the part-time department in the specialty “Preschool education” begins on the basis of secondary general education. Training and acceptance of documents will take place at the address: Mozhaiskaya str., 49. Phone: 246-29-87.
1) Personally to the admissions office of St. Petersburg GBPOU PC No. 8 by appointment tel: +79313824955, 560-27-47
- Education certificate
- 4 photos, size 3 * 4
2) Through Personal account of the applicant – service of the electronic admissions committee ;
3) Through public postal operators (hereinafter referred to as by mail ) by registered mail with acknowledgment of receipt:
Documents are sent to the address:
192131, St. Petersburg,
Admission committee SPb GBPOU PC No. 8
Acceptance of documents through the personal account of the applicant.
When submitting documents for admission to colleges of St. Petersburg GBPOU PC No. 8 using the service of the electronic admissions committee, the applicant attaches scanned copies of all documents to the application.
Reception of documents by mail
When submitting documents for admission to colleges of St. Petersburg GBPOU PC No. 8 through public postal operators (by mail), the application and the necessary documents are sent by registered mail with a notification and a list of attachments.The notification and a certified inventory of the attachment are the basis for confirming the receipt of the applicant’s documents. The date of filing the application is the date of registration of the letter in the document management department of St. Petersburg State Budgetary Educational Institution PC No. 8.
The applicant must attach photocopies of all documents to the application.
Documents sent by mail are accepted upon their receipt at the admission committee of SPb GBPOU PC No. 8 no later than the deadlines established by the Rules for admission to SPb GBPOU PC No. 8, before the documents are received.
In this case, the applicant can familiarize himself with the license, certificate of accreditation and other regulatory documents on the website of SPb GBPOU PC No. 8 -http: // www.pedagog8.ru/infooy/documents
90,000 Admissions campaign 2021
Apply through the applicant’s personal account
To the attention of applicants for the programs of Secondary vocational education!
The submission of original documents on education to the selection committee will be carried out from 11 to 19 August 2021, from Monday to Friday from 09:00 to 18:00 Moscow time at the address of St.Moscow st. Trubetskaya, 8, building 2. The number of places under contracts for the provision of paid educational services in all areas of open source software has been increased.
To draw up an Agreement on the provision of paid educational services, you need:
1 step – pass authorization in the applicant’s personal account
Step 2 – go to the section “Request for contracts”
Step 3 – click “Create a request for the formation of a contract”
4 step – choose an educational program (specialty) (specialties for which you applied for training on a paid basis are available to you)
5 step – select the payment period
6 step – select the number of parties (bilateral Agreement – an agreement between the University and the Student or tripartite Agreement – an agreement between the University, the Student and the Customer)
7 step – fill in all the fields provided for by the form
8 step – click “Send request”
After changing the status of request , you must press “Go to ” and read the terms of the agreement.
If you agree with the terms of the contract:
– for bilateral agreements (agreement between the University and the Student), you need to press the button “Sign with a simple electronic digital signature” .
– for a tripartite agreement (agreement between the University, the Student and the Customer) – copy is signed by the applicant and the customer with his own hand, the signed copy of the agreement is attached via the form for attaching files to the Agreement.
Payment for educational services is made according to the details specified in the Agreement, in accordance with the terms of the Agreement.
After successful payment, it is necessary to attach payment documents to the Agreement through the form for attaching files to the Agreement.
You can apply to Sechenov University in 3 ways:
1) In electronic form through EPGU (only for applicants for undergraduate and specialist programs) for this:
You need to log in to the State Services portal (https: // www.gosuslugi.ru/) through the applicant’s account. Go to the section “Applying to a university online” https://www.gosuslugi.ru/10077/1 (services – education – Applying for admission to a university – fill out an application) fill in all required fields.
2) Through the personal account of the Sechenov University Applicant (hereinafter – LCA). To do this, you need to: Register with the LCA and confirm the registration using the link that will come to you on the specified e-mail. Your profile will not be active until you confirm your registration.Go to your personal account. Fill in personal data and attach copies of documents, namely an identity document, SNILS (if any), a document on education (with an attachment). After completing the filling of the information, you must sign it with a simple digital signature. After that, in the left menu, click “Apply” and select from the list the level of education where you want to apply. Further – it is necessary to fill out a questionnaire step by step, indicating the competition groups.
3) By mail, the set of documents must contain: an application for admission (which you can download in the section printed forms 2021/2022), copies of documents (identity document, SNILS (if any), an educational document (with an attachment), and the following documents, if any: confirming individual achievements, a copy of the target agreement, documents confirming special rights.
For the main professional educational program of higher education – the residency program, documents are accepted only through the LCA.
Admissions office phone: +7 (495) 622-98-20
To contact the admissions committee, please use the feedback form in the applicant’s personal account
Order on the establishment of an admissions committee
DEAR APPLICANTS AND PARENTS!
Omsk College of Professional Technologies is one of the oldest educational institutions in the city.Omsk, founded in 1955 and actively developing at the present time.
The college implements 14 educational programs from various fields of activity, in full-time and part-time forms of study, at the expense of the regional budget and individuals.
Since 2021, recruitment has been opened for new specialties included in the TOP 50 list of the most demanded professions in our country:
· 23.02.07 Maintenance and repair of engines, systems and vehicle units;
· 43.02.14 Hotel business.
The college has created conditions for high-quality education in all areas of training, including training and support for citizens with disabilities. On the basis of the college, there is a student support center, cultural, leisure and sports and health centers, a center for promoting the employment of graduates, and a center for inclusive vocational education. Students are given the opportunity to actively participate in public life and research activities of the college and the region.
If you want to be confident in the future, if you dream of a bright student life, do not hesitate and go to our college.
Our doors are open for each of you!
address: st. Dianova, 33 office 16
email: [email protected]
phone: 8 (3812) 73-06-11
|Chairman:||Ugryumov Sergey Viktorovich|
|Vice-chairman:||Strekalina Tatiana Nikolaevna|
|Executive Secretary:||Nesterenko Violetta Vladimirovna|
|Monday||9: 00-16: 30||lunch break from 13:00 to 14:00|
|Tuesday||9: 00-16: 30|
|Wednesday||9: 00-16: 30|
|Thursday||9: 00-16: 30|
|Friday||9: 00-16: 30|
Deadline for submission of documents