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Rebranding the RA Selection Process: Why I RA

Rebranding the RA Selection Process: Why I RA. Eric Dunker Tara Riker Dawn Snyder. Goals For Selection Process . Rigorous process + comprehensive marketing = stronger applicant pool Diversify the pool without necessarily increasing the #’s of applicants. Removing barriers Transparency

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Rebranding the RA Selection Process: Why I RA

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  1. Rebranding the RA Selection Process: Why I RA Eric Dunker Tara Riker Dawn Snyder

  2. Goals For Selection Process • Rigorous process + comprehensive marketing = stronger applicant pool • Diversify the pool without necessarily increasing the #’s of applicants. • Removing barriers • Transparency • Usability

  3. Overall Process • Subcommittees • Marketing • Outreach • New RA applications and interview process • SRA and returning RA applications and review process • Utilization of student staff

  4. Marketing and Outreach Plan Marketing Outreach • WHY I RA advertising campaign. • Action oriented • Personalized • Posters/table tents • Pens • TV/Newspaper Ads • Newsletters • Classroom white boards • Facebook • Web-site • Nomination form • Increased focus on reaching out to underrepresented groups • Student organizations • Professional staff, departments • Interest sessions • RA training

  5. Budget • Pens- $244.00 • Posters and table tents- $349.07 • 4 Barometer Ads- $99.00 • MU room for info session: $51 • Catering beverages/snacks for interviewers: $592.60 • MU rooms for placement meetings: $86.00 • Photocopies of interview materials: $180.00 Total: 1601.67

  6. Application and Interview Process • Making the application count all the way through the process. • Case study (performance-based assessment) • Interview • Scoring and evaluation process

  7. Outcomes • Diversified applicant pool • Total applicants and hirable pool • 20% students of color, 7 international students • 80 (47%) applicants identify as women; 90 (53%) applicants identified as men  • 180 total new applicants (plus 80 returner applications) • 140 interviewed • 98 hirable • Diversified hireable pool • 98 placed in hirable pool (for either placement or as alternates) • 20% students of color, 7 international students • 47 (48%) applicants identify as women; 51 (52%) applicants identified as men  • Increased staff satisfaction with the process 

  8. Recommendations and Lessons Learned • Prior relationships or lack of relationships with campus partners • Budgeting • Utilizing student staff

  9. Small Group Activity

  10. Questions?

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