Blog

Most enrollment leaders struggle with labor-intensive and error-prone qualification processes.  As the final installment of our residency and qualifications series, we will go into more detail on how our solution addresses these needs.

Determining residency is often the most intensive area where students need to be qualified.  In this article, we will discuss the specifics by which institutions must evaluate and prove in-state residency; and how this drives up admissions processing effort.

In our first article in this series, we described how central the qualification process is to an institutions’ ability to meet enrollment, productivity, and responsiveness goals.  We then provided an overview the general process and approaches.  In this article, we will discuss the systems involved in this process and how they may be limiting an institution’s success in this area.

In our first article in this series, we described how central the qualification process is to an institutions’ ability to meet enrollment, productivity, and responsiveness goals.  In this article, we will describe the key steps involved in this process as well as the overall approaches institutions take as they tackle this.

Preventing fraud is a significant challenge for most higher education institutions.  In order for a bad actor to attempt student-related fraud, he/she must enter through the admissions process.  In this article, we will discuss the impact of fraud, the costs, and how good (or bad) processes can affect an institution's success in this area.

Most institutions spend well upwards of $250,000 per year on digital advertising to recruit new students. Yet, most marketing and admissions leaders have no visibility into the effectiveness of those campaigns -- which prevents them from making key decisions affecting their success.

Diversity and Inclusion.  Whether your institution's goal is to attract new students to offer new experiences and world views or expand enrollment numbers, moving the needle can be a challenge.  Fortunately, there is one thing you can do to engage these candidates and achieve your diversity goals. 

What do OKTA, Veeva, and the company that would eventually become Workday have in common?

If you were to say that founding members of each of these $20+ billion dollar companies all worked for Baer Tierkel at PeopleSoft, you would be right. I was fortunate to be part of this team, the AKTT (Ass-Kicking-Tools-Team), where I also met Brian Sparling and Chris Heller who both co-founded companies with me. 

Over the past several months, we've talked with a number of institutions about their plans to implement competency-based education (CBE), and how these plans will reduce barriers, reach new students, and improve student success.