The Importance of Building Consensus for Holistic Admissions

November 7, 2024

The world of higher education is changing, with more institutions taking a holistic approach to admissions than ever before. Holistic approaches ensure applicants are evaluated for qualities like leadership, resilience, and community involvement, alongside their grades. 

However, moving to a holistic admissions process is no small feat—it takes planning, collaboration, and a commitment to change.

This week, we welcomed Jenna Downey to the Holistic Success Show. Jenna is the Holistic Success Advisor at Acuity Insights and a former admissions professional at Dalhousie University. Jenna and Anju discussed strategies for building consensus on holistic admissions, emphasizing the importance of engaging all stakeholders, addressing resistance to change, and ensuring ongoing education for admissions committees.

Why is early stakeholder engagement important?

When implementing holistic admissions it’s important to involve stakeholders early in the process. Identifying what needs to change in the admissions process is just the first step, but it’s the human aspect of this change that must be managed very closely. 

Educational programs often involve multiple groups in decision-making—from those who develop the admissions policies to those who carry them out. Each group brings different insights and concerns, so engaging them early can ensure smoother transitions.

By involving faculty, staff, and institutional leaders at the outset, programs can gain valuable feedback on what needs to be adjusted, whether it’s incorporating new criteria or re-evaluating existing ones. Mapping out who will be affected and whose approval is required for any changes is essential to achieving a more holistic admissions process.

How can programs educate and engage different groups?

Educating stakeholders about the benefits of holistic admissions is another key challenge. Every institution has its own change structure, meaning each program may require a slightly different approach when it comes to educating key players. Whether it’s faculty members, admissions staff, or even students, everyone involved needs to understand why the changes are necessary.

From her own experience, Jenna highlighted the importance of clear communication and timelines. Admissions teams run on cycles, so it’s important to plan how and when different groups need to be informed and trained. For instance, when Jenna’s team at Dalhousie University decided to remove the GMAT requirement, they worked closely with the faculty to ensure everyone was on board. It wasn’t just about showing data to support the decision; it was about gaining faculty buy-in and making them part of the process.

How can programs overcome resistance to change?

Resistance to change is natural, and Jenna stressed that it should be seen as an opportunity, not an obstacle. Often, resistance comes from a lack of awareness or understanding of the changes being proposed. 

This is where education plays a crucial role. 

It’s critical to take the time to explain why the admissions process is changing and make sure everyone understands how it impacts them.

Some people need more direct communication, while others prefer a higher-level explanation. Tailoring the messaging to different audiences helps ensure everyone is on board. It’s also important to note that champions—people within the institution who support the changes—can be invaluable in spreading the message and getting more people to buy in.

How do admissions committees fit into the process?

Admissions committees present a unique challenge when it comes to making changes. 

Committee membership often rotates, meaning programs must continuously educate and re-educate new members. To mitigate the challenges this poses, set aside time each year for a half-day training or workshop where everyone involved in the admissions process is brought up to speed on any changes. Whether it’s through virtual sessions, videos, or written modules, keeping everyone on the same page is essential.

Implicit bias training and other educational methods ensures committee members are equipped to evaluate applicants holistically. It’s not just about understanding the admissions criteria, but also about ensuring fairness in the process.

Final thoughts

In closing, Jenna shared that the most important takeaway for any admissions professional looking to implement change is to listen and gather feedback. Whether through surveys, one-on-one meetings, or focus groups, allowing space for input ensures everyone feels heard. This feedback can then be used to make adjustments to the process, ultimately creating a more effective admissions system.

Holistic admissions is about more than just numbers; it’s about finding students who will thrive in the program and beyond. By engaging stakeholders early, educating committees regularly, and listening to feedback, institutions can make meaningful changes that benefit both students and faculty.

To learn more about implementing holistic admissions in your program or institution, schedule a call with one of our experts today.