Farquhar Jessica Anderson, Jewell Angela
University of Georgia Graduate School Outreach and Diversity Office, 320 E. Clayton Street, Suite 400, Athens, GA 30602-4401, USA.
J Vet Med Educ. 2009 Winter;36(4):370-4. doi: 10.3138/jvme.36.4.370.
There are multiple levels of involvement and influence in the process of recruiting minority students. The tiers of communication between an institution and a potential applicant can be visually depicted by the "recruitment funnel," where a large pool of prospective students is narrowed, by specific outreach efforts, to represent those who actually inquire into your program, submit an application, and eventually enroll. Ultimately, those who are admitted must first apply. This article offers four specific strategies for success that pertain to the growing need for diversity in the future population of veterinary students. These four, ranging from composing your recruitment team to prioritizing line items for your budget, can serve to increase the quantity and quality of your next pool of high-quality minority applicants.
在招收少数族裔学生的过程中存在多个参与和影响层面。机构与潜在申请者之间的沟通层次可以用“招生漏斗”直观地描绘出来，通过特定的外展努力，将大量潜在学生缩小范围，以代表那些实际询问你的项目、提交申请并最终入学的人。最终，那些被录取的人必须首先申请。本文提供了四条成功的具体策略，这些策略与未来兽医学学生群体对多样性日益增长的需求相关。这四条策略，从组建你的招生团队到为你的预算确定优先项目，都有助于增加你的下一批高质量少数族裔申请者的数量和质量。
