POSITION IDENTIFICATION
TITLE Recruitment Coordinator - COAG
CLASSIFICATION NUMBER 1181
GRADE 42
CLASSIFICATION Nonexempt
IMMEDIATE SUPERVISOR Dean, College of Agriculture
GENERAL FUNCTION
The Recruitment Coordinator coordinates the daily operations related to recruitment
for undergraduate and graduate programs and special events for the College of Agricultures
(COAG) academic programs. The Recruitment Coordinator helps to achieve the college
enrollment and recruitment goals and objectives by establishing and maintaining effective
communication with targeted high schools and community colleges and prospective individual
and group sessions during campus visits. The Recruitment Coordinator develops and
manages a competent student recruitment team and maintains a high level of personal
correspondence with prospective and admitted students.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Master’s degree preferred. An equivalent
combination of years of experience and education may be considered for substitution
of educational requirements.
Experience: At least one year of work experience in higher education or public relations
or related area is required. At least one years of work experience in college admissions
and recruitment at an accredited institution is preferred.
Skills: Strong verbal and written communication skills are required. Excellent interpersonal
skills, including conflict management, are required. Computer literacy, including
word processing and database management skills, are required. Superior organizational
and time management skills are required. Extensive knowledge of University, its requirements
and regulations, is preferred.
Effort: This position transports and sets up unassisted recruitment and display materials
and media equipment. Some data entry and computer work is required.
License: Must have a valid driver’s license.
Other: The scope of this position requires occasional weekend and overnight travel
and transportation of materials and media equipment. The position requires working
at trade shows, giving presentations, attending job fairs, local and state fairs,
and national conventions. Must be able to lift 50 lbs.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Serves as the COAG recruiter at local, regional, state, and national recruitment
events.
2. Plans, coordinates, and executes on-campus, regional, state, and virtual recruitment
events and maintains local, regional, state, and national contacts for student recruitment.
3. Establishes and maintains partnerships with high schools and community colleges
throughout the region, including with counselors and career and technical education
instructors.
4. Contributes to local and regional awareness of COAG by making informational presentations
to high schools and community colleges and at other recruiting events.
5. Assists with the development of recruitment materials such as brochures and special
projects and assists with data collection related to COAG applicant and student demographics
and success predictors.
6. Promotes scholarships and incentives to students and agencies.
7. Provides ongoing communication (e.g., phone calls, scheduled appointments, walk-ins,
email, and virtual sessions) and guidance to prospective students.
8. Advises prospective and admitted students on questions related to admission requirements,
academic programs, scholarships, and student organizations.
9. Coordinates on-campus tours with Enrollment Services and independent tour requests.
10. Supervises the Ag Ambassadors (student employees), directs their travel responsibilities,
and coordinates special recruitment activities such as the Agriculture Exploration
Day.
11. Coordinates with faculty and student involvement in recruitment events
12. Keep accurate financial records and adhere to the recruitment budget as directed
by the dean.
13. Contributes to the overall success of the COAG by performing all other duties
and responsibilities as assigned.
SUPERVISION
The Recruitment Coordinator does not have any bonified supervisory duties.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2.0 - 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 1.0 - 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 4.0 - 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 3.0 - 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 2.0 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.
