TITLE Coordinator for Web Recruitment
CLASSIFICATION NUMBER 1224
IMMEDIATE SUPERVISOR Assistant Vice President and Director of Admissions
MAJOR ADMINISTRATOR Associate Vice President for Enrollment Management
The Coordinator for Web Recruitment utilizes the web, social networking media, and emerging technologies to engage, communicate, and enhance the prospective student experience and increase admissions and enrollment yields.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree is required.
Experience: At least one year of experience in web page design and development is required. Experience working in higher education is preferred.
Skills: Experience coding with HTML and CSS is required. Effective verbal and written communication skills are required. An understanding of flash fundamentals, graphic design software, Java scripting, and streaming technologies is preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Utilizes graphic design skills, invention, and originality to design the layout, visual appearance, and usability of recruitment web sites by using graphics, copy, photography, and multimedia technologies.
2. Ensures that Admissions and recruitment web sites comply with University guidelines, are engaging and well-structured, and provide current information by regularly reviewing web content, comparing MSU web pages with competing university pages, updating or deleting outdated information, adding new information, current and periodic events (receptions, Showcase, freshmen and transfer surveys, and other periodic events), and maintaining content, such as the scholarship and admissions eligibility calculator.
3. Uses web development technologies to design and develop online forms, multimedia, and web page functionality.
4. Designs, develops, and manages HTML email campaigns to support print communications and promote recruitment events.
5. Assists with the implementation of online social networks such as Facebook and the EYOp program to engage and communicate with prospective and admitted students.
6. Organizes, shoots, edits, and uploads digital video for use on admissions web pages and the University’s YourTube channel and iTunes U area.
7. Develops and administers staff and student blogs as part of the strategy to expand the channels through which recruitment communication and engagement takes place.
8. Tracks and reports recruitment web site usage, visitors and trends and provides recommendations for increasing web site visibility and effectiveness.
9. Works to understand the prospective student audience and recommends online recruitment strategies to help accomplish enrollment goals.
10. Maintains contact with prospective students and high school counselors by making assigned school visits and assisting with Showcase registration and check-in.
11. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Assistant Vice President and Director of Admissions.
12. Contributes to the overall success of the Office of Admissions by performing all other duties as assigned by the Assistant Vice President/Director of Admissions.
The Coordinator for Web Recruitment is supervised by the Assistant Vice President and Director of Admissions.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 3
Factor 1: Educational/Experience Requirements of the Job
Level 6 - 1182 Points: A combination of education and experience equivalent to a Level 6 as indicated by the Equivalencies Chart, when permitted by the Minimum Acceptable Qualifications.
Factor 2: Supervisory Responsibility
Level 2 - 598 Points: Irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. At this level are jobs in which the incumbent may be asked to supervise small numbers of student workers, graduate assistants, or part-time employees, but the supervisory work is irregular or infrequent. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities.
Factor 3: Skill, Complexity, and Technical Mastery
Level 4 - 1300 Points: Knowledge of information technology such as could be acquired through experience or classroom-based course work in either vendor-focused or technology specific training such as Oracle, HTML, Java, or Extensible Markup Language. Knowledge permits the employee to carry out routine assignments and to gain familiarity with operating systems, equipment, software, and business goals of the University. Alternatively, knowledge of established processes, methods, and techniques, as well as practical knowledge of a few specific technical and scientific principles. Alternatively, advanced knowledge of a skilled trade to solve unusually complex problems. Knowledge permits the employee to schedule and carry out the steps of a limited operation or project to complete important stages in a multi-step project.
Factor 4: Budgetary Control
Level 1 - 193 Points: Jobs at this level involve no budgetary control except for the normal responsibilities associated with monitoring and reporting everyday expenses.
Factor 5: Work Environment and Physical Demands
Level 1 - 25 Points: The work environment has only everyday discomforts associated with an office or commercial vehicle. The work area is adequately lighted, heated or cooled, and ventilated. Work is largely sedentary involving mostly sitting with occasional walking, standing, bending, or carrying of small items. No special physical demands are required of the work.
Factor 6: Work Impact and Effect
Level 2 - 1620 Points: Work products or services impact the accuracy, reliability, or acceptability of further processes or services. Work activities may be complex, but normally involve addressing conventional problems or situations with established methods to supply departments, programs, classes, or units with information, software, or equipment they use to perform their work. Improperly performed work and/or equipment or software failures affect performance, create delays, and/or otherwise affect the welfare of programs or individuals. While improperly performed work and/or equipment or software failures have significant effects, the effects are more often inconvenient rather than severe and impact relatively few people. Improperly performed work and/or equipment or software failures are normally correctable in the short-to-medium term with relatively minor costs and delays, but emergency repairs are typically unavailable.