23.07.2018

Recruitment in the Higher Education sector

1. In terms of recruitment, is the HE sector more difficult than other sectors? Why is this? What are the challenges?

As each institution has different characteristics (strategic plans, teaching and research profile, organisation operating model, physical environment, location, approach to student experience etc.) a specific approach bespoke to the individual needs of each institution is definitely required. We have seen briefs from University selection panels vary greatly (e.g. differences in view around searching for candidates inside versus outside of the sector) therefore as a search consultancy we have to apply tailored search strategies to meet the specific needs of each individual HEI and indeed the post they are appointing too.

It is this diversity that we believe makes the sector so successful, but also very interesting and demanding from a search and recruitment perspective.

There are also significant regional variances around cost of living. HEIs generally offer national standardised pay scales outside of executive level positions so these regional variances (particularly when seeking to secure professionals from the private sector for professional services roles) should be considered with market supplements if required.

2. How has recruiting for the HE sector changed in recent years? What are the key current trends?

The main change has been the shift towards creating a customer focused environment since the implementation of tuition fees. This has seen a marked shift to attracting candidates from the private sector who are viewed as possessing the commercial skills required. Salaries however have not always met expectations so the wider benefits of HE such as the generous pension schemes and holidays are becoming more important.

3. Have universities responded well to sector changes in terms of recruitment? Or could they be doing more?

The employment market place is hugely competitive and you have to engage with talent on so many platforms now amongst the deluge of daily information and you can no longer rely upon posting adverts in the national printed press. We have moved into the digital age and candidates want to consume information whilst on the move and in bite size chunks. Yet for us whilst the advertising mediums have evolved you can never replace the human part of the recruitment process and assessing behaviours in addition to competencies.

4. Do you think a once-size-fits-all approach will work for all universities, or is a more holistic approach needed for each institution?

There are many factors to consider when trying to attract the best in class candidates in the market, most importantly is that the recruiting institution needs to make the applicant feel that the role is an important part of their core business. This would give applying candidates the confidence that the recruiting institution understands the role, understands the candidates skills and moreover, is taking the recruitment process seriously. Campus tours and engaging candidates in the long-term prospects of a role is becoming more prevalent and is proving to be very successful.

5. What tools are out there to ensure universities recruit the right people for them?

Recruitment of senior level professional services staff in HE remains a challenge industry wide, particularly sourcing and incentivising individuals currently operating outside of the HE sector. For universities to compete in attracting and retaining staff, Universities should maximise their capability to attract professionals by offering clear career development and continued personal development programmes.

The benefits offered by HEIs are compelling, and more should be made to publicise the working environment and staff benefits that an HEI can offer.

To ensure each institution are employing professionals right for their organisation, it is fundamental for key credentials of each post to be critically analysed prior to launching any recruitment campaign. This covers not just the core competencies for the role, but how the interpersonal approach and motivations match up to the organisation and team culture. We offer psychometric and aptitude testing which helps you to recruit, retain and develop staff.

6. How will Brexit impact HE staff recruitment?

We have yet to see any Brexit related impact. I think many are waiting for the political and economic settlement to be reached and then the impact can be assessed. At the moment it seems individuals are adopting a ‘wait and see’ approach

Written by Michael Hewlett and Ben Duffill – The Management Recruitment Group. Senior level recruitment by senior level recruiters.

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