The post-pandemic era has changed the hiring landscape for colleges and universities.
Employees at all levels of higher education are leaving jobs in the wake of the Great Resignation. This means that colleges and universities are left with the difficult work of quickly hiring an influx of new faculty.
Despite the sense of urgency, university hiring teams need a strong succession plan that looks beyond simply replacing people who left during the pandemic. Now more than ever, higher education leaders must be prepared to hire the right faculty members - those who will advance the organization.
There has been a great deal of discussion about reinventing university life post-pandemic. Students are wondering: What is the return on their investment and how can they maximize it? To keep up with the demands of evolving student expectations, the skills and attributes of university leadership and faculty must change, too.
So, what should institutions look for when hiring the right leaders and faculty members? What are key attributes that make a candidate invaluable in this new climate?
1. Bridging the gap between faculty and administration
In higher education, tension can arise between faculty members and administration. This might be due to differing opinions on how to best run an institution or simply because communication is limited or siloed between colleges, departments, or individuals.
When hiring faculty members, particularly those in leadership roles, look for candidates who are skilled at genuinely listening to and acting upon the interests of a variety of stakeholders. Their experience should demonstrate that they strive to acknowledge and understand the challenges and opportunities that exist for various constituents.
This skill set helps build bridges and ease tensions across the institution, which leads to more rewarding experiences for students and other stakeholders.
2. Bringing people to consensus
Candidates must have strong experience in cooperation and team building.
Faculty members may not have had extensive experience in collaboration or developing cooperative programs unless they have actively sought out opportunities. Faculty members who have assumed a leadership role and who have successfully brought people together and inspired them to work toward a common goal will be great assets to your organization.
These candidates are more likely to initiate the creation of connections between groups of people, programs, disciplines, and colleges—connections that are becoming more essential to the success of colleges and universities.
3. Integrating across programs and disciplines to offer more value to students
With so many competing institutions offering virtual and in-person education programs, universities must be very mindful of what they can offer that will entice students to enroll despite the rising cost.
In this new integrated world, prospective students realize that expertise and skill in a single discipline no longer make them competitive. This is why faculty who value interdisciplinary work, whose experience demonstrates collaboration across colleges and campuses, and those who engage in programs offering dual degrees, are particularly invaluable.
Make sure candidates are willing to consider how their program or discipline can be coupled or integrated with others. Those candidates who understand their responsibility to add value for students will bring the most value to your institution.
In Conclusion
The landscape of higher education is changing more rapidly than ever before, and both administration and faculty must evolve in order to operate on the leading edge.
While the rush to hire new faculty to replace people lost in recent years may tempt leaders to cut corners, it is important to thoroughly research and connect with candidates to ensure their experience elicits the traits vital to success in this new environment.
Hiring key leaders is an important task. It takes time, energy, and the resources necessary to identify the individuals who will be a great fit for your institution. Dreading the impossible task of searching for, vetting, and evaluating the fit of hundreds of candidates? Visit www.leadexec.com to learn about how LeadExec’s targeted and thoughtful executive search strategy can make the process simple and successful for you.