2021 CPTSC workshop

“Invitation Stories: Program profile as recruitment tool.” Co-presentations Andrew Fiss, Kailyn Shartel Hall, Karen Kuralt, Eric Leake and Matt Moberly. Workshop. Council for Programs in Technical and Scientifical Communication, Virtual, October 28-30, 2021. 

See the footage here:

Read the transcript below:

Closed Captioning: MDCWSS Graduate Recruitment Workshop


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So if you’d rather your face not be on and you want to like blank, go for it. And then as soon as we break into small groups, we’re actually talking. We will turn off the recording so if that sounds good to everyone.

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I just wanted to say hi I’m going to really quickly turn it over to the wonderful Karen Corolla.

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My name is Jen on delta and I’m one of the CO chairs Karen and I co chair the consortium, and awesome. it’s telling me that we’re recording.

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And we’re so excited to see everybody and for the last couple of years we’ve really been thinking about ways, the consortium can encourage great program directors to talk to each other a little more it’s so hard, especially during pandemic weirdness.

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And also, that we can find a space to build some resources. So this is one of the first steps for us in gathering resources and talking to each other about recruitment, which is a pressing need.

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And then what we’ll do is try to gather stuff and get this up on our website so we’ll talk you through all that but in the meantime thanks so much for being with us.

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We’re so excited to talk with you. And I’m going to let Karen kind of officially introduce us and get us started.

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Hey, thank you Jim.

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Actually I thought I would have each of us say briefly, where we’re from and how we got interested in the master’s degree Consortium. I’m Dr. Karen crawl, I’m at the University of Arkansas, Little Rock where I am currently the associate dean of the graduate

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school, private, previous to that I was the coordinator of our master’s program and professional and technical writing for 12 years, and I actually did not know that master’s degree consortium existed until my chair said, there’s the consortium it sees

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and you should go to that. And so I wandered into the room where I met many lovely people and they were accepting new board members and that’s how I started to get involved.

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So Jen did you want to say something briefly about your affiliation as well and then we’ll work through the rest of our presenters. Awesome. I’m a James Madison University and I had a very similar situation I was a brand new grad director had no idea

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what I was doing. And I saw a standing meeting for this wonderful master’s degree consortium it’s very long I usually just say the consortium. And I think Karen and I were maybe at the person that meeting, and we were we mountain sure will be on the board.

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And so here we are and it’s been really great to get to know each other and to get to know the rest of this team who I think all of them are serving as board members for the consortium and we’re hoping some of you guys might get interested in joining

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us too. So, thanks.

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Okay, I’ll take the presenters in the order they appear on my screen so Caitlin your next fabulous.

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I have the lovely and wonderful role of being the one graduate student representative on the exact board right now.

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I am currently a third year PhD student at Purdue University, but because I see some representation here today, I did complete my masters at Missouri State.

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Lots of love for my bears back home in Springfield.

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I got involved with the consortium. This past year, at the virtual sees.

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Because my dissertation work focuses primarily on how we train teachers and how we train graduate students in masters only granting programs, because those contexts are very, very different.

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So I’m really interested in how that context kind of shapes the experience that our graduate students have.

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And we needed a graduate voice here so I was like hey, sure, I’ll hop on.

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Thanks so much Caitlin Andy your next on my screen.

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Alright, thanks. So yeah, I’m Andy this also go by Andrew so I’m at Michigan Technological University. I’m a new Director of Graduate Studies and similar to the stories from Jen and Karen, I happen to come to a meeting because I heard about it at the

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virtual sees.

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And it seemed like a really great group and it seemed like there were a lot of people who are handling some very similar issues.

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Also, in particular I’m, I’m involved from Michigan Tech in part because we.

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I wanted to sort of make everybody aware like sort of were the graduate programs that we have has renamed. This actually happened in 2014.

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And this is still something that we’re sort of dealing with so we were a rhetoric and technical communication program as I’m sure everybody here is aware.

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We are now called rhetoric theory and culture. And so partially I’m involved in groups like this to just spread that word, so we are still here, slightly different name same acronym.

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So, thanks.

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Thank you, Matt, you’re next.

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Everyone, I am at Moberly, I’m from California State University scan slots.

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And I got interested, because I one. I didn’t know this existed and so when I discovered it existed, I was like, Oh my gosh, That’s probably really useful, they’re probably so many resources.

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And so it’s been.

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I’m excited to be a part of it. And, yeah, it’s been a good experience. So, yeah, that’s me.

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Cool, thank you and that leaves Eric.

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Hi everybody, my name is Eric leak, I am at Texas State University here in San Marcos Texas, and I’m also a new graduate program director so that I am now.

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I think like like some of the other people here I started in the really odd year of last year and I’m now in my second year of directing your program and just, you know, so happy to be involved with this because it’s nice to have the community and and

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have that help I’ve been working with the Consortium for a few years now the the previous director of my graduate program was involved and kind of, you know, Shepherd me in and so um so yeah happy to continue that work.

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Thank you so much. It’s been a pleasure to work with all of these folks. I’m going to take just a couple of minutes to get us started to talk about how we became aware that recruiting was an important issue and lay some groundwork from data that we received

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from our recent survey that can kind of give us some context on how people are thinking about recruiting right now, so I’m going to go ahead and share.

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Okay, so in 2012, our co presidents at the time Derek Muller and john donne send out a survey to 196 programs with master’s degrees in writing to assess the state of programs in our field.

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This past year, Jen and I attempted to replicate this survey with slightly updated questions, but because of as you know the pandemic and general craziness.

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Our response rate was not quite what we had hoped for.

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Really, we only got 14 responses back.

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This suggested das that we may need to use different contact methods, the next time we try to do something like this and we’re also thinking about maybe making several shorter surveys rather than trying to do this one monster survey exam a lot of questions

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and as Derek pointed out on our website. He told me expect to take 60 to 90 minutes for folks to fill it out which to be honest, a lot of folks do not necessarily have readily available.

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So you may see coming from us in future years, a series of shorter surveys to get little snapshots of different aspects of program development, rather than a giant survey like this one.

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But even with the limited response rate we still got interesting and useful feedback from the programs that responded to us.

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Okay, so the top three concerns that were reported by programs that responded to us for, not surprisingly a need for more ga funding so everybody’s looking for financial resources and, obviously, this is in a way of recruiting issue too because it would

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be easier to recruit people if you could tell them, Look, we can cover the finances part it’s a big investment.

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Many mentioned, especially because of the pandemic as online writing instruction continues to grow.

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They expressed a need for support and resources for online writing instruction.

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Interestingly among our respondents, most of them we’re not fully online, most of them only taught. A few of their courses online.

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But that number obviously has been increasing as the pandemic has forced people to be online.

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And then finally in that top three was the need for help with recruiting and enrollment so we had several people who said, We are fewer face to face people enrolling that’s certainly a trend up my campus where, if you look at our enrollment numbers our

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total number of master students has remained pretty steady over the past decade, but the proportions of them have changed so we do have a fully online program, and I would say we’ve reached the point where when we started we had three quarters of our

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students were face to face and one quarter were fully online by this year. We’re now looking at two thirds of them are online, and only one third of them are attending face to face on campus.

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So, in programs where they don’t have that online option they were expressing some anxiety about the fact that they were having trouble recruiting face to face students.

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Other said that they had trouble recruiting the right kinds of probably because many of our respondents were still located in English departments, I think there were only three respondents in the survey that were not located in English departments.

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And so while their programs were recruiting plenty of literature graduate students this these respondents mentioned that it was difficult for them to recruit rhetoric and writing or technical communication graduate students, and others just mentioned

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that because of lack of funding.

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The number of students who could actually afford to come to the program was a problem. So all of these created. And then some of them so we just, we don’t know exactly what we’re doing with our recruiting and sadly the the universities are not necessarily

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stepping up to provide that support your programs are kind of left on their own to figure it out.

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So we took a look at who’s being recruited we asked people about what kinds of recruiting practices they were currently using. And for 11 of the 14 respondents nearly 70% of each year’s cohort was recruited either locally, which is literally within 50

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miles of the campus or from in the state. So the amount of recruiting at least at the Masters level on say the regional and national level was much smaller.

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They are recruiting mostly English majors or writing studies majors there’s a little bit of recruiting going on from other bachelor’s degrees, for example, but not a very substantial amount.

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Most of the new graduate students they’re recruiting are either recent college graduates so they’re going straight from their bachelor’s into their masters, or they have gone to work full time and are now coming back to do the Masters as the step.

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the next step in their career.

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So we then ask them what kinds of tools they were using to recruit and how they felt about them, of the different things we asked them about the two most popular word of mouth and alumni referrals.

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Those were rated as moderately or highly successful by approximately 80% of the programs that responded.

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But interestingly only two of 14 respondents rated their program website as a highly effective recruiting tool.

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Seven out of 14 said social media was moderately effective but only one said it was highly effective, and almost everybody was on the same page that printed documents and recruiting fairs are largely ineffective.

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That’s certainly been true in our experience, I’ve gone to many many recruiting fairs and part of the challenge is that the undergraduates that we’re trying to recruit don’t necessarily come from schools where they’ve even heard of technical communication

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so they don’t come to the fair expecting a technical communication person to be there. So, meeting me at the fair might be the very first time they even hear that there’s such a thing as a master’s degree, and they’re not usually ready to make the jump

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at that point so understand how that goes.

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It was a little bit surprising to me that people did not feel better about how their website was performing as a recruiting tool for us it’s one of the number one ways that people find us.

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And also a little bit surprising that social media was not considered to be more effective and this may Jenna I really think that this is an opportunity this is an area where our consortium could provide support.

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I felt that was particularly important because, as I was going through new dean training and we attended have some meetings with the Council of graduate schools, one of the things they pointed out is that increasingly today applicants are searching for

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their graduate programs online, and that those model that some of us had when we were approaching.

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Looking for graduate schools is not necessarily the way that today’s students do it so for example, many of us like looked at our graduate programs we were going to a year in advance we scoped out multiple schools we send out multiple applications.

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According to the counter to the CGS. Most students looking for masters programs today, search online, and they fill out an application within two weeks of finding a school that appeals to them and they do not necessarily apply to multiple schools.

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That means if we’re not ready for them like we have a window where it is their moment to find a graduate school, and if they do not find you. At that moment, that they are looking for graduate school.

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They may either not go to graduate school or go to a competitor who was easier to find. So we thought what a huge opportunity. We have to capture some of these students who are looking at online spaces for programs but then we need to figure out what

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kind of a strategy would be best to do that. So, this should be an area that is one of our natural strengths as a field.

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If strong line online presence is important in recruiting students and effective storytelling is the key to building a strong online presence we as the word people should be great at this, we should have all kinds of awesome stories to tell people, and

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so that’s what the purpose of this session is today is to think about. Who is it that we are trying to invite to our graduate programs. And how do we tell the kinds of stories that are compelling, not just to us, but to those people what do they need.

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What stories will make them feel assured that they are welcome here. And how can we build that in a sustainable way into our programs because always also another thing that we realized is anytime you’re doing web building and social media building, that’s

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a huge amount of labor that sadly is frequently uncompensated in our departments, it’s just an extra thing you’re expected to do just like the fact that you don’t get much support from your university to do recruiting.

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So this session is all about how to craft an appealing invitation to your program, Jen is going to talk next a little bit about our strategies for that and then we’re going to break things into breakout rooms based on different approaches that might interest

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you and you’ll get to pick the interests that you find most appealing to talk about how you might craft these kinds of stories for your own program

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me turn my unmute and let me share really quickly I’ve got three quick little things to share with you guys. I’m going to do the same and see if I can figure out you present.

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There we go.

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I want to tell

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So doing this kind of like storytelling and figuring out what the story of your program is I think takes a minute.

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More than a minute. And I think also needs a lot of hands, so I just thought I would share really quickly kind of what we’ve done before we have a chance to kind of break up but the first thing we did was kind of rebrand because we were, we are still

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w RTC which sounds like a radio station, it’s not. And what we realized is rhetoric that word has very little resonance.

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Besides anyone in this room on it.

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So we’ve started kind of doing these mini tracks public and professional writing and Health and Science writing so once we started playing around with that I was like oh we need to kind of really think about how did that work out.

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Kind of like, I think Andy was saying about their program, you know, trying to make sure people knew. So the big thing we noticed is we had very sporadic social media.

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Sometimes we had it sometimes we didn’t. We’re lucky to have a Web and Digital kind of person in our department that really runs the ball on this, but what I realized is, I had to get a lot more involved to figure out what I needed to be saying about

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our program what kind of invitation stories I wanted us to tell. So we did a digital audit. And this was conducted with a class. So if you’re looking for a way to do this and not lose your mind.

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I had another faculty member that was teaching interfaces and design were renaming it, and she have used this book by Halverson, it’s digital available free in our library, and it really walks you through how to look at kind of what’s already there.

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We’ve been created a social media team, because I think this is hard work to do on your own. And so we have the grad director, the undergrad director, our department chair, our social media web person, and a couple other faculty that were interested,

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kind of talking about what kind of stories we wanted to tell and how we wanted to get out there. So we were able to really engage faculty at a bunch of levels we brought in three graduate students, and are able to give them five of their 20 assistantship

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hours every week is creating content from their point of view and it’s been amazing I mean we’re not doing it perfect but it to me it’s making our, our story a lot more compelling.

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So just some things to consider and this is our students have gotten really great about doing like little Insta stories.

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I’m an old lady I never do an Insta story. I do an Insta pic. And I realized my grad students were like, do we need stories. So this is some of they’ve been kind of building, we’re experimenting with student spotlights, and, you know, just a little more

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that you can see humans, because I think too often we do a picture like this, you know, here’s our bell tower and the trees that doesn’t tell me much about our story.

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So some things that we’ve been thinking about just overall strategies, thinking about the time days that post hit best, and what channels seem to work best.

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And those are things you can run pretty quickly and analytics that can let you know like who’s posting and re sharing and what time of day is working best.

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I’m thinking about voice has been really interesting and I think that’s part of what we’ll talk about today like what is your story. What’s your programs authentic voice.

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We’re not.

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I’m, we’re not Purdue, we’re small we’re not a huge program we’re not tech like we’re Jamie’s like we usually bring in on a really good year 10 students right.

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This year we got four because pandemic.

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So we’re like a niche and we’re trying to kind of figure that out and I’m really aware of trying to tell a real story about the kinds of things we can do for students that we want to do for students and that we’re good at, rather than just like, hey,

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send me all your writers, um, the other thing we’re trying to do is kind of assess as we go, we’ve been doing some posts on weekends. And I think that’s dumb.

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I don’t know, we’ll see I’ll keep you posted. Because it seems like they’re getting less traction. So we’re going to kind of hit the reset button again.

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In December, early January, just kind of see where we are, see what’s kind of working and what isn’t and try to pivot a little bit.

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And then the one thing that’s here and I’ll share this later is, I’ve got some resources that I’m happy to share with people about doing mail merges and virtual info sessions and some other social media how to do a social media audit stuff like that.

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We’ve got a Google Doc that we’re kind of starting, and that we will invite you to share your resources on and then hopefully this Google Doc will end up on our consortium website so that’s just I think that’s all I have to make sure okay, I can stop

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my share now.

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And so then I guess we will at this point, what we thought we would do is have.

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We have six kind of areas to focus on as far as like who you might want to target, and for students and who might be your, your people that you want to reach out to so Karen’s going to take it over and talk to us about which sessions and how to break

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in two different groups.

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Okay, so we have lots of different types of stories that we can tell, and we realized that the folks here probably have lots of different interests. So we’ve set this up so that will spend 20 minutes in these first three groups and you get to pick which

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group that you want to be a part of. And then we’ll come back to the main room again. And we have another set of groups in fact I’ll flip to that slide so you can see, briefly, these are those ones that are going to be discussed in the second half.

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But so for these first three we’re going to have Kaitlin our graduate student representative. Talk to us about advocating for and including grad student voices in your recruiting.

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Matt is going to talk about making sure that we don’t forget to recruit our own internal students that, in fact, sometimes, well you a little rock we’re talking about this all the time the fact that there is a surprisingly low number of our own students

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with bachelor’s degrees, who were recruiting directly into our graduate programs. So, the assumptions that we have the graduate school have made about how much coordinators are talking to their bachelor’s graduates.

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We’ve discovered that we were wrong and that that’s a conversation that we might actually need to take the lead on.

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And then in the third area I’m going to talk, I’m going to lead a group talking about discussing careers as a reason to join your programs.

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I’ve obviously looked at this from the graduate level but really I think the stuff that we’re talking about with respect to how we educate people about their career options with our programs applies whether your undergrad, or graduate, obviously one of

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And I don’t think and I think I saw Corey in here as well.

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To see PTSD people so so thanks to those who organized.

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I’m going to be quiet. I’m going to restart the restart the recording.

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And it’s back to you, Karen Caitlin Andrew others.

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Great, thank you so much, and I was just realizing I think for the next 1015 minutes, however long we want to chat, I don’t really think we have slides, we would just love to hear.

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If anybody came up with a new recruitment story to tell.

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And we’re recording again which is awesome so welcome.

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So I can share like one that I was thinking about.

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And we had a great faculty member whose name, whose name is not in front of me. Oh, it was so young, is that correct Lee today.

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Maybe. Okay, awesome. Um, was mentioning the idea of certificate programs and telling them as a recruitment story for first generation students, and I was like my mind was blown.

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Because I always think about selling certificate programs, if you have them, there’s a big push at our university to have more.

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But I think about that for like part time working professionals, it had never occurred to me that that’s a great bridge opportunity for first generation students who may not feel comfortable saying like, I’ll come for two years or three years and study

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with you, but maybe you could tell that story. So that’s just one example I have but we would love to hear ideas you have will be gathering these to kind of sharing resources and that kind of thing so jump in, folks.

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I’m going to

00:26:33.000 –> 00:26:49.000

jump in, I just posted a question that came to mind I know there’s been some conversations at see PTSD in the past about badging. And I’m curious as anyone explored or tried things with badging as a recruitment tool.

00:26:49.000 –> 00:26:58.000

I’m so glad you brought this up because I, I hear about it all the time too and we haven’t done it anybody done it or tried it or what.

00:26:58.000 –> 00:27:12.000

I can actually step in here at my program I’m not sorry I’m not really supposed to be part of your conversation but here in Colorado. We actually now have multiple badges that work with credibly and and so what they basically are for us is a series of

00:27:12.000 –> 00:27:25.000

courses or compilations of courses that our regular courses put into groups and so for example we have a UX badge, and the UX badge is three courses that we already teach.

00:27:25.000 –> 00:27:35.000

But if if the students complete those three courses, then they automatically get this UX badge that you expected and goes flows through to LinkedIn.

00:27:35.000 –> 00:27:41.000

The trick. The trick with that though is that the student has to enroll as a non degree grad student.

00:27:41.000 –> 00:27:57.000

And so we just launched those and we’re going to launch two or three more when editing for example technical editing in the next couple of months, and we’re building now with our Extended Studies Program, the, The mechanism to promote that.

00:27:57.000 –> 00:28:09.000

So first we build the programs, got them aligned with credibly. Now we’re going to now we’re going to start promoting them and part of the idea there is that we’ve got our undergrad, we don’t have a grad degree, but we have an undergraduate degree, and

00:28:09.000 –> 00:28:19.000

we’re going to build an ecosystem of certificates badges Extended Studies lunch and learn things around, around the core program.

00:28:19.000 –> 00:28:22.000

I love that Sean thank you for jumping in.

00:28:22.000 –> 00:28:30.000

Because I think for me badges I’ve always been like, what are we going to do with those. But I love this connection to LinkedIn, that makes perfect sense to me now, Amber Go for it.

00:28:30.000 –> 00:28:43.000

I was just gonna ask about critically I’ve never heard of that could you post a link to to that organization site. Sure, I can post a link to to wear our UX badge.

00:28:43.000 –> 00:28:54.000

And we also, we have a little bit of money that we got so we pay the $5 so somebody gets the badge, we get charged five bucks but that’s fine because the students paying tuition.

00:28:54.000 –> 00:29:06.000

So we’re, we’re a resource model University and so that money flows back into college, But I will happily do that right now.

00:29:06.000 –> 00:29:13.000

Marjorie has a good comment in the chat. That was from the session, Andy was leading.

00:29:13.000 –> 00:29:39.000

We did talk about accelerated masters and kind of the four plus one model and the different ways that those because that also feels very connected to the conversation we were having about like the certificate programs and different ways to leverage those.

00:29:39.000 –> 00:29:49.000

and our other team leaders should jump into if you like heard great people in your group say stuff go for it.

00:29:49.000 –> 00:30:05.000

I will say well you guys are thinking of your great thing, we had a wonderful graduate student in our group, thanks Aaron, and he really was talking to us about the importance of online presence, whether it’s your website or you know other ways that a

00:30:05.000 –> 00:30:08.000

lot of times that’s where grad students are going.

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So, if there’s ways for you to think in your program about finding, believe me the time and energy is a nightmare and I’m so lucky that we have a person who can kind of coordinate, but if you can tie it to a grad class, if you’re doing any like Social

00:30:23.000 –> 00:30:26.000

Media Production content management.

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We found that was a great way to get a ton of like evergreen posts and content that we could then use Hootsuite to kind of push out. And so it was a thing where somebody didn’t have to jump on all the time to recruit online, you could kind of schedule

00:30:40.000 –> 00:30:42.000

out your massive free time.

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So anyway, I’m going to push you guys go.

00:30:48.000 –> 00:30:52.000

Well, one of the things that we were talking about in our session.

00:30:52.000 –> 00:30:57.000

And I am going to say your name, Tim. If you want to jump in, you’re more than welcome to.

00:30:57.000 –> 00:31:15.000

One of the things that we talked about was different ways of getting graduate students involved. And one of the ways that I kind of positive was, I mean, I’ve served on graduate committees and such in the past, but there is sometimes maybe a breakdown

00:31:15.000 –> 00:31:31.000

Maybe a breakdown in communication with other faculty in the program in terms of how the graduate students can be involved in ways that are useful for both the graduate student and the program, and not just kind of like tokenized.

00:31:31.000 –> 00:31:41.000

So, I know Tim we were having a really good conversation about that during our session in the first round.

00:31:41.000 –> 00:31:50.000

Yeah, thanks yeah I don’t claim to have all the answers for sure I just don’t like some student community committees that, and we would like why isn’t there a graduate student here so we recruited one on that’s been good.

00:31:50.000 –> 00:31:52.000

The one thing I didn’t really bring up.

00:31:52.000 –> 00:32:03.000

Caitlin I’m still struggling with is like sort of the tokenism, because they want to being RGA that we’re serving in those positions we didn’t have like, I mean we put the call out to everybody but they’re the only ones who responded.

00:32:03.000 –> 00:32:14.000

So, yeah, trying to figure out how we can reach all of our graduate students especially like we have, you know, high school teachers were kind of chipping away at the degrees but in an odd way they provide consistency because they’re there for like four

00:32:14.000 –> 00:32:26.000

or five years, you know, in a way that that are traditional, you know, two year graduate students aren’t so anyway yeah just trying to think about ways to keep them involved an A and like, like you said like give them something to do that looks good on

00:32:26.000 –> 00:32:38.000

a resume, but also keeps them actively like involved in the life of the department and helps contribute to like collective decision making. So honestly it’s kind of pragmatic like how can we plan a social hour that they’ll actually come to right like

00:32:38.000 –> 00:32:47.000

because it the one thing we were struggling with, like how much did they want the faculty there right like how much do they desire that at all and they were like, you guys can show up when we do trivia, but otherwise we want to do just graduate students

00:32:47.000 –> 00:32:58.000

for the socials and we’re like great, we wouldn’t have known that if you hadn’t told us. So, yeah, better turn out better in quotes because Kobe but still more people showed up when there weren’t faculty, it was just like a half hour for the graduate

00:32:58.000 –> 00:33:07.000

students so kind of trusting them to make those decisions I think is turned out pretty well for us and that’s just been like a 12 months, getting in little pilot.

00:33:07.000 –> 00:33:12.000

Oh and I do want to clarify token was my word, not Tim’s.

00:33:12.000 –> 00:33:22.000

My son’s I was a graduate student is sometimes when we asked graduate students to take part in committee work in these things that are kind of the business of the program.

00:33:22.000 –> 00:33:27.000

Sometimes its activity or presence in name only.

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Which doesn’t really get it kind of the spirit of the graduate students being represented in those spaces.

00:33:34.000 –> 00:33:37.000

My work not 10s.

00:33:37.000 –> 00:33:52.000

Well I love what Tim was saying about this idea of really building community. And I’m wondering if telling the stories of the communities. Like, how do we tell stories to potential students that like our grad students are fun and they hang out at happy

00:33:52.000 –> 00:33:57.000

hours and they do trivia night like I feel like sometimes I focus too much on the curriculum.

00:33:57.000 –> 00:34:10.000

And it’s two years at least of your life that you know should be kind of fun, and I think a lot of times, our students who get recruited through that powerful word of mouth, it’s because of some of this off the book stuff, and like how we can capture

00:34:10.000 –> 00:34:14.000

that and recruitment story

00:34:14.000 –> 00:34:28.000

that point ties in really nicely to something that was being talked about during Eric’s session which is that when we’re trying to involve alumni we need to be really aware of our tone and make it clear that this is an invitation not a demand that this

00:34:28.000 –> 00:34:44.000

and to try to make sure that the ways that we involve them are not stuff that just adds extra labor, but that genuinely makes them feel like they have a voice that they matter so if you invite them to do stuff like be on an advisory board or to come,

00:34:44.000 –> 00:35:02.000

like if their voices aren’t actually heard or acted on, then you’re just creating extra work for them with no real incentive and they also we’ve mentioned that they really resent it when the only time their program talks to them is when they want money.

00:35:02.000 –> 00:35:12.000

Hey, Karen, I’m noticing it’s about five minutes to do you have those last couple slides that we can encourage us all to keep building community.

00:35:12.000 –> 00:35:21.000

This has been, it’s been so great for me to be able to just see all the awesome program directors and students out there so thank you guys for showing up.

00:35:21.000 –> 00:35:30.000

We just want to keep you because there’s other events. Yeah, no, I thank you very much for keeping an eye on the time for us, island with keeping me straight to so thank you Caitlin.

00:35:30.000 –> 00:35:42.000

So in the, in the spirit of inviting that this session is set up with, we would like to invite all of you to become involved with a master’s degree consortium of writings studies specialists.

00:35:42.000 –> 00:35:50.000

We would like to support your recruiting by providing you with resources and also featuring your program on our website when there’s the link for you there.

00:35:50.000 –> 00:35:58.000

Our website is very much a work in progress right now so we welcome your feedback and and help with building it.

00:35:58.000 –> 00:36:12.000

We want to make sure that we include your perspectives in future surveys and presentations and if you are interested in becoming a part of our board we welcome that as well our single best way to bring in new members into the organization has been the

00:36:12.000 –> 00:36:17.000

cool people that we met at conferences, so.

00:36:17.000 –> 00:36:33.000

So, you can contact us to get involved one way you can contact us is we will be doing a half day workshop at four seas. In Chicago, on content marketing and social media strategy so if you want to start taking the ideas we built here and start building

00:36:33.000 –> 00:36:43.000

them into actual posts that you can then use for your program that would be a great place. You can also email either Jenner I directly.

00:36:43.000 –> 00:36:48.000

And our email addresses are there.

00:36:48.000 –> 00:36:50.000

Thank you, Karen.

00:36:50.000 –> 00:36:58.000

Great. And one other thing I think Kalan just dropped in a kind of keep in touch with us, a link in the chat.

00:36:58.000 –> 00:37:08.000

So if you want to, you can also drop your info there and we’ll kind of reach out and then there’s, if I can get back to

00:37:08.000 –> 00:37:12.000

the screen here for a second. Can we stop share for just a second, Karen.

00:37:12.000 –> 00:37:20.000

Awesome. I think we dropped in there we’ve got kind of a working resources document Did you drop that in yet Caitlin.

00:37:20.000 –> 00:37:34.000

I dropped it but I can drop it again. He’s looking at, that’ll be awesome. Um, and I can pull it up to and kind of show you guys do do do do do, because I think Karen shared with you that, definitely.

00:37:34.000 –> 00:37:38.000

Our website is still a work in progress you know it’s finding time to get all these things done.

00:37:38.000 –> 00:37:53.000

So we opened up a Google Doc, that if you have the link which you do, you can add stuff, and we’re happy to send this out to people. I’m going to be moving some of this into the website but right now there’s ways to do social media audit.

00:37:53.000 –> 00:38:05.000

There’s some couple national recruitment lists that I just found through our grad school, the McNair Scholars if your school is a part of that organization, you should have that list.

00:38:05.000 –> 00:38:18.000

The National name exchange is actually new, apparently, and that’s coming out to us from our grad school soon, but you might reach out and find out if your grad school is one of the university members, or your, your university.

00:38:18.000 –> 00:38:25.000

I also put a little information on here about mail merge. I’ve just finished it, it’s a nightmare.

00:38:25.000 –> 00:38:38.000

But I’m happy to walk anybody through it so there’s some information at the plugins and my email, send me an email, I’m happy to help. But, so this isn’t stuff that’s on there that will move to the website, please add any cool stuff that you’ve got, because

00:38:38.000 –> 00:38:51.000

I think that’s the thing that Karen and I and the rest of the board was really interested in is like making us more visible organization and just sharing and helping each other so I’m going to stop sharing.

00:38:51.000 –> 00:38:55.000

Any last stuff from any of our team

00:38:55.000 –> 00:39:00.000

or any of you wonderful people.

00:39:00.000 –> 00:39:05.000

Awesome. Well I think big things we’re going to let you out two minutes early like any good teachers do.

00:39:05.000 –> 00:39:11.000

Have a great rest of your day and go recruitment. When is the conference in Chicago.

00:39:11.000 –> 00:39:14.000

Once a day.

00:39:14.000 –> 00:39:16.000

It is in March.

00:39:16.000 –> 00:39:26.000

March Okay, um, they’ve announced a hotel but they also sent out a survey recently about whether or not we want to go virtual so that hasn’t been announced yet.

00:39:26.000 –> 00:39:31.000

We’ll see yeah the date I show our March 9 to the 12th.

00:39:31.000 –> 00:39:32.000


00:39:32.000 –> 00:39:55.000

We have a business meeting to for the consortium that will share widely that you know everybody should come to, we’d love to see you.