TITLE Marketing and Recruitment Specialist, International Education and Training
CLASSIFICATION NUMBER 2612
IMMEDIATE SUPERVISOR Assistant Vice President, International Programs/Director, International Leadership and Training Center (ILTC)
MAJOR ADMINISTRATOR Associate Vice President, International Programs
The Marketing and Recruitment Specialist plans, organizes, and implements the marketing, communications, recruitment, and community outreach efforts of the MSU Foreign Language Institute (FLI), the English Language Institute (ELI), and the ILTC. The Marketing and Recruitment Specialist studies target market conditions to identify learning needs and to direct marketing efforts to support the growth of FLI, ELI, and ILTC programs. The Marketing and Recruitment Specialist assists in the development of curriculum to meet identified learning needs and identifies existing for-credit courses and non-credit programs that might be of interest to targeted markets. The Marketing and Recruitment Specialist provides translation services and recruits students from China, Japan, and other countries of East Asia. Continuation of this position is dependent on sufficient revenue being generated by ILTC programs.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree in Communications, Marketing, or a related field is required.
Experience: At least three years of living in China and/or Japan is required. Experience in international student recruitment and/or admissions is required. Experience teaching a language is required; experience teaching Chinese or Japanese is preferred. Experience in translation and interpretation is required.
Skills: Verbal and written fluency in English as well as Mandarin Chinese and/or Japanese is required. Effective interpersonal skills are required. Knowledge of both U.S. and East Asian culture and customs is required. Strong analytical, communication, and critical-thinking skills are required. Demonstrated skill in the use of Microsoft Office applications is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Represents Missouri State University internationally (with an emphasis on China, Japan, and other countries of East Asia) in establishing and maintaining relationships with universities, high schools, businesses, recruiting agents, and professional associations that are current or potential sources for program participants in MSU international education and training programs.
2. Develops and implements marketing and communication plans for international education and training programs offered by ELI, FLI, and ILTC.
3. Leads student recruitment and community outreach efforts of FLI by promoting existing for-credit courses and identifying learning needs and assisting in the development and promotion of non-credit programs.
4. Facilitates access by supporting the application, admission, enrollment, and orientation of international students participating in ELI and ILTC programs.
5. Provides expertise in developing culturally appropriate messaging for marketing and promotional materials produced by MSU’s Office of International Programs and provides Chinese and Japanese language translation of marketing and promotional materials and content for print, website, and social media channels.
6. Develops curriculum and delivers instruction in Chinese and Japanese language courses offered by FLI.
7. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
8. 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 directed by the supervisor.
9. Helps to ensure the overall success and growth of Missouri State University by performing all other duties as assigned.
The Marketing and Recruitment Specialist, International Education and Training is supervised by the Assistant Vice President, International Programs/Director, ILTC.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in familiarity with the University's policies and goals, business practices and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project to complete stages of a multi-phase project. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of related work experience.
Factor 2: Supervisory Responsibility
Level 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.