Key Takeaways:
- The pandemic exacerbated staffing challenges in higher education graduate enrollment management, leading to increased demands for flexibility, better pay, and improved work-life balance among staff.
- GEM leaders need multifaceted strategies, including refined hiring practices, professional development, and technology adoption, to stabilize and support their teams.
- Staffing shortages have operational and morale impacts, such as burnout, knowledge loss, and turnover, which hinder enrollment goals and team cohesion.
- Leveraging technology like Liaison’s tools can automate administrative tasks, enabling staff to focus on high-value work and improving both productivity and job satisfaction.
Staffing challenges in higher education graduate enrollment management (GEM) have long been a concern for institutions, but the pandemic intensified these issues. COVID-19 shifted the dynamic between staff and their institutions, with many employees seeking increased flexibility, better compensation, and improved work-life balance—demands that are difficult to meet within limited higher education budgets.
As GEM leaders navigate these pressures, finding effective strategies to stabilize and support their teams has become crucial. Addressing staffing difficulties requires a multifaceted approach that includes refining recruitment practices, investing in professional development, and leveraging technology to boost efficiency and reduce workloads. By implementing these solutions, leaders can better position their teams for long-term success and create a more sustainable work environment.
Understanding the Impact of Staffing Challenges in Higher Education
Staffing shortages in GEM departments have far-reaching consequences that affect daily operations and long-term institutional goals. As staff numbers dwindle, the workload placed on remaining employees often becomes overwhelming. This increased pressure can lead to burnout, higher stress levels, and, ultimately, job dissatisfaction. When front-line recruiters and administrators frequently find themselves stretched thin with more responsibilities than they can handle effectively, it inevitably affects their ability to perform at a high level.
Turnover, particularly in leadership roles, also results in the loss of valuable institutional knowledge—knowledge that is essential for maintaining the smooth running of graduate enrollment operations. Frequent changes in personnel can disrupt workflows, slow down processes like application management, and hinder the ability to build relationships with prospective students. Without stable leadership and a consistent team, achieving enrollment targets becomes even more difficult.
The impact of these shortages is evident not only in operational slowdowns, but also in a less cohesive team dynamic, making it harder to maintain morale. Leaders must contend with an ongoing cycle of recruitment and training, which further stretches the capacity of an already overburdened team.
Strategies for Improving Hiring Practices in Higher Education
To address staffing issues in GEM, institutions need to reimagine their hiring practices. One of the most effective ways to attract and retain qualified team members is by providing flexible work arrangements. The pandemic demonstrated that much of the work in higher education can be done remotely without sacrificing quality, and many prospective employees now prioritize flexibility when evaluating job offers. Leaders who advocate for hybrid or remote work models may find it easier to recruit talent, especially in a competitive labor market.
Compensation is another critical factor. With private sector roles often paying higher salaries for comparable skills, higher education institutions must explore ways to offer more competitive pay. When budget constraints make salary increases an impractical option, institutions can focus on enhancing benefits. For example, professional development for higher education staff can add significant value for employees. Investing in employees’ growth through ongoing training programs increases job satisfaction while improving the team’s overall capability.
An efficient onboarding and training process is equally important. New hires must be integrated quickly and effectively, so they can contribute to the team’s success as soon as possible. Well-structured onboarding programs that emphasize both the technical and cultural aspects of the job can make a lasting difference in retaining staff long term.
Creating a positive and cohesive team culture is also essential. Leadership plays a central role in building an environment in which employees feel valued, supported, and connected to the institution’s mission. Regular communication, transparent decision making, and recognition of achievements all contribute to building trust and loyalty within the team.
By aligning daily tasks with the broader goals of the institution, leaders can help team members see the impact of their work. This sense of purpose boosts morale and strengthens team cohesion, ultimately leading to higher retention and overall job satisfaction.
Leveraging Technology to Enhance Efficiency and Morale
In the face of staffing shortages, technology can be a powerful tool for alleviating pressure on overworked teams. By automating routine administrative tasks, such as processing applications and managing student data, technology allows teams to focus on higher-value activities like relationship building with prospective students. This shift improves operational efficiency and fosters greater job satisfaction by freeing employees from monotonous, time-consuming duties.
Liaison’s suite of tools, including its Centralized Application Service (CAS) and Othot AI-driven analytics platforms, can play a pivotal role in supporting enrollment teams. CAS streamlines the admissions process by managing tasks such as document verification and data entry, giving staff more time to focus on strategic initiatives. Othot helps institutions make data-driven decisions so that enrollment strategies remain effective even when key personnel change. By leveraging such technologies, leaders can ease the burden on their teams and enhance both morale and productivity.
Charting a Path Forward
GEM staffing challenges are complex, but they are not insurmountable. By refining hiring processes in higher education, offering flexible work arrangements, investing in professional development, and leveraging technology, leaders can build more resilient and efficient teams. Creating a positive organizational culture in which staff feel valued and connected to the institution’s mission will also help reduce turnover and improve job satisfaction.
As the challenges and opportunities facing higher education continue to evolve, GEM leaders must remain adaptable and forward thinking, making sure their teams are well-equipped to meet the obstacles of today and tomorrow.
Liaison has a comprehensive suite of solutions designed to support higher education institutions in optimizing operations, improving staff efficiency, and achieving enrollment goals. Contact us today to learn more about how our technology can empower your team and position your institution for long-term success.
About the author
Written by Stephen Taylor, Vice President, Graduate Enrollment Strategy at Liaison. With over 20 years of experience leading and supporting large grad teams and a leadership philosophy focused on culture building, Stephen brings a unique perspective to the trends shaping higher education.