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Enrolment Specialist Job Description

How to Hire an Enrolment Specialist

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Enrolment Specialist Job Description

We are recruiting for a responsible Enrolment Specialist to advise and guide candidates in the enrolment process. Working as an Enrolment Specialist you will be responsible for assessing applications, handling documentation, collecting information, entering data and providing customer service.

To succeed as an Enrolment Specialist you should be able to assess the eligibility of candidates for specific programmes, make recommendations and maintain meticulous records. An outstanding candidate will demonstrate exceptional communication skills and have a high standard of accuracy.

Enrolment Specialist Duties and Responsibilities

  • Experience in the relevant field.
  • Customer service experience is beneficial.
  • Excellent communication skills, both verbal and written.
  • Strong organisational and time management skills.
  • High level of accuracy and attention to detail.
  • Ability to multitask and prioritise.
  • Excellent administrative skills.
  • Strong computer skills and knowledge of database and relevant software programmes.
  • Degree preferred.

Enrolment Specialist Skills and Requirements

  • Handle questions, issues and provide detailed information on requirements, processes, and policies.
  • Collect information and qualify candidates for programmes, services or courses.
  • Ensure that applications are completed correctly and that the required supporting materials have been provided.
  • Enter, updating and reviewing data and records.
  • Provide guidance and recommendations to applicants and prospective candidates.
  • Correspond with applicants and prospective candidates.
  • Process enrolments and diss-enrolments.
  • Assist with billing and payment processing.
  • Conduct information sessions.
  • Experience in the relevant field.
  • Customer service experience is beneficial.
  • Excellent communication skills, both verbal and written.
  • Strong organisational and time management skills.
  • High level of accuracy and attention to detail.
  • Ability to multitask and prioritise.
  • Excellent administrative skills.
  • Strong computer skills and knowledge of database and relevant software programmes.
  • Degree preferred.

Personalising Your Enrolment Specialist Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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