Strategic Planning - August  2017

Strategic Planning for Tutors & IECs - August 2017

Because there is an SAT test administration on August 26th, we expect August 2017 to be far better than August 2016.   For that reason, is ideal for Test Prep Tutoring , Short Courses, and Bootcamps. 

Test prep companies are likely to offer discounts on SAT/ACT Private Tutoring Bundles and we recommend that boutique firms follow suit.   If you don't currently have Tutoring Bundles or Packages of Hours, this is an ideal time to test market.  

In terms of college admissions, The College Search Process  is well underway.  A rising seniors will have their school lists made, have the majority of the common application complete, and will be looking for essay guidance as well as instruction on Early Admissions, Early Decision candidacy.   Juniors may be weighing ACT vs. SAT, how many administrations, etc. 

Independent tutors should be business than in the past as a result of the test prep overflow.  Key in on areas of strength and specialize ahead of the SAT.  For example, consider offering SAT Math Only Tutoring or SAT Reading & Writing Tutoring Packages.

If you are not an SAT or ACT tutor,  helping Students Avoid the Summer Slide should see an uptick in the weeks before schools start.  

Based on the reasons above  we suggest adding or amending the product mix to include:

    •    College Essay Workshops
    •    SAT  Math or Reading & Writing Only (don't go overboard with these)
    •    SAT  Bootcamps not later than two weeks before the test

    •    August Weekend-Only SAT Bootcamps
    •    Summer Personal Statement, Essay, and Rising Senior College Counseling Programs.

Beyond the Product Positioning mentioned above, one should take note that industry giants will focus heavily on converting leads captured earlier in the year.  Expect discounts and special program offers from the heavy-hitters.

Regional firms should look to follow the "industry giant" example and use an aggressive pricing strategy as a means to increase market share.   If you are uncomfortable discounting, try a value-add such as a free hour of tutoring. 

We recommend the following  Free Events:

    •    Free ACT or SAT Practice Testing (schedule multiple dates and promote) - August & September

    •    SAT or ACT Scores Back Seminar (From your July, August  Practice Test Events).  

    •    SAT vs. ACT - Which Test is Best?  Once per month, August & September

    •    Free Personal Statement Workshops and SAT/ACT Essay, Writing Workshops

If you need additional information about any of the above, feel free to  set up a time to speak.

Warm regards,

Kevin

Method & TPAPT Team Up! White Label LMS for SAT, ACT Schedule Demo TPAPT Membership Information View Browse Materials Service Catalog

6 Tips for Hiring Exceptional Tutors

Recruiting and then retaining exceptional talent is foundational to an organization's success. Large companies have the benefit of designated human resource departments which are often segmented into units such as sourcing, screening, on-boarding, and training. Small educational service firms have less infrastructure and rarely have a designated human resource department.

Although small firms are less well equipped, they must ostensibly oversee the same functions. Generally, owner-operators, lead tutors, or administrative support staff wear multiple hats in order to cover the human resource process.

Having participated in this general-management style approach to human resources, I found it to be hit or miss with regard to candidate quality, professionalism, and sense of duty (at least in the context of recruiting top tutors). What I learned then is that a careful assessment of candidate intangibles (soft skills) was critical. 

Here are some tips for assessing these intangibles:

1. Have a baseline standard and stick to it. Typically, this involves test scores, degrees earned, and experience tutoring. If the minimum standards are not met, immediately generate a "regrets email."
2. If a candidate has the requisite background, dig more deeply into the experience piece. There are vast differences in experience levels. For example, a tutor who tutored a family member or worked at a drop-in center at a college or who tutors through a tutoring-market place is generally not as well-positioned as a tutor who trained with and worked for a local, regional, or national firm. The key is to ask specific open-ended questions about specific tutoring assignments.
3. Review didactic vs. socratic experience. The majority of folks whom I have interviewed have accumulated a great many socratic contact hours. Said differently, they are Homework Help experts who go over lessons taught in high school but who generally don't have to prepare much for the tutoring session. The student brings a book and her/his questions and the tutor dutifully answers some and asks some. In contrast, didactic specialists have material they prepare before a session, a plan for what will be covered during the session, and a homework assignment in mind for after the session.
4. Be as realistic as possible when discussing the role. Discuss number of hours, days & times required, commute, parking, expense reimbursement etc. The goal is to create a mutually beneficial relationship built on trust and transparency. This should help with tutor retention.
5. Professionalism. This is critical since the tutor is a representative of your brand. During the recruitment process, take note of response time between emails, meeting punctuality, comportment over the phone, and appearance in the interview.
6. Cultural fit. A little more difficult to decipher but perhaps the most important quality needed for a successful hire; fitting in with the brand of your organization's tutors can be easily overlooked -- particularly when there is a tutor shortage. Questions designed to elicit degree of empathy, self-awareness, and authenticity work well. Here are a few standard questions to get you on your way:

• "What would you say is your biggest weakness?" This is designed less to surface a weakness and more to help determine how forthcoming, self-aware, and honest the candidate is.
• "What led you to this particular job-post?" Again, this is less about why they think your company is superior to the others and more about what the candidate says and how it is said. Look for a genuine answer.
• "What are the top three things that have lead to your success as a tutor?" Listen for the "I-I-I" syndrome and contrast that with what a team player may say. One can learn a good deal from hearing a candidate recount his or her success.

Ultimately, good hiring practices are not difficult to implement and require little more than a bit of time and thoughtful preparation.

Learn more about Test Prep & Tutoring Professionals (TPAPT)