Enrollment management in higher education is a critical field that shapes the future of institutions by overseeing recruitment, admissions, retention, and financial aid strategies. However, little is often known about the professionals behind the scenes—those who work tirelessly to meet enrollment goals while navigating an ever-evolving educational landscape. Our recent Enrollment Management Staffing Survey sheds light on these professionals, offering comprehensive and measurable insights into their roles, compensation, benefits, professional development opportunities, training, onboarding, job satisfaction, and demographics. The findings provide a clearer picture of the challenges and opportunities facing these professionals today.

Key findings from the higher ed enrollment management staffing survey

In the summer of 2024, enrollmentFUEL distributed a survey to 4,106 contacts from enrollmentFUEL and NACCAP (North American Coalition for Christian Admissions Professionals) databases, achieving a 5.9% overall completion rate with 242 fully completed surveys. The survey was distributed via email and social media channels and the data was collected through multiple-choice, Likert scale, and open-ended questions. Below are a few notable results.

1: 75% have held more than one higher ed position.

Among the questions asked, the survey revealed that most enrollment management professionals are experienced and versatile, with 75% having held more than one position in higher education. This suggests a significant level of adaptability and a deep understanding of the complexities involved in enrollment management. These professionals bring a wealth of experience to their roles, often transitioning across different functions and departments within their institutions.

2: 37% feel their workload is unmanageable.

Despite their experience, many enrollment professionals face challenges related to workload. According to the survey, 37% of respondents feel their workload is unmanageable within their working hours, and a substantial 65% report performing tasks outside their primary job description multiple times a week. This finding highlights the reality of overwork in higher education, where professionals are expected to wear multiple hats, often without adequate support, training, or recognition.

3: Benefits are valued more than compensation.

While salary is a crucial factor in job satisfaction and retention, the survey identified several key benefits that enrollment management professionals find most important: vacation time/PTO, health insurance, retirement plans, professional development opportunities, and flexible or hybrid work arrangements. The emphasis on flexibility and professional development suggests that these professionals are looking for more than just financial compensation—they seek a work environment that supports their growth and well-being.

4: 52% feel professional development opportunities are crucial.

Professional development emerged as a critical factor for job retention, with 52% of respondents citing it as high-priority when considering whether to stay in their current role. This finding underscores the importance of offering growth opportunities to retain top talent in enrollment management. Institutions that offer up-to-date and accessible professional development are more likely to keep their staff engaged, motivated, and committed to their roles.

5: 64% feel they would benefit from better-organized training programs.

Training and onboarding are areas where significant improvements could be made. A striking 64% of respondents believe a more structured training program would be beneficial. This suggests many professionals feel inadequately prepared for their roles, which could contribute to job dissatisfaction and turnover. By investing in comprehensive training and onboarding programs, institutions can help new employees feel more confident and capable, ultimately enhancing job satisfaction and retention.

6: The average stress level is 7.44 out of 10.

The survey highlights a concerning level of stress among enrollment management professionals, with the average stress level reported at 7.44 on a 10-point scale. This high stress level is likely due to the combination of heavy workloads, role ambiguity, and the pressure to meet institutional goals. Addressing these stressors through better workload management, clearer job descriptions, and supportive work environments could help reduce burnout and increase job satisfaction.

7: 67% have considered leaving their position.

Perhaps the most alarming finding is that 67% of respondents have considered leaving their position in the past 10 months. This high percentage brings acuity to the retention crisis in enrollment management that appears to be driven by factors such as the ones outlined in this article. Institutions that wish to retain their enrollment management staff must address these concerns proactively with tact and structure.

Conclusion

The Enrollment Management Staffing Survey conducted by enrollmentFUEL provides valuable insights into the experiences of professionals working in this critical area of higher education. While many are seasoned experts who bring diverse experiences to their roles, they face significant challenges, including unmanageable workloads, high stress levels, and a lack of systemized training and professional development. Addressing these issues is fundamental for institutions seeking to retain talented staff and maintain effective enrollment strategies. By recognizing and responding to the needs of enrollment management professionals, higher education institutions can create a more supportive, satisfying, and sustainable work environment.

If you’d like to see the full review of the survey results to further strategize improving your institution’s staffing retention and satisfaction, download the PDF here.