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Collaborative RecruitingHow to promote your consortium, save money and fill jobs
Presented by
Kathlene Collins, Publisher
Inside Higher Ed
Return on collaboration
Academic excellence Great student service Innovation and development
ALL DEPEND ON HIRING GREAT
FACULTY AND STAFF
Recruiting is a key investment but your member institutions do it badly
A quick test:
1) Visit a member institution’s home page
2) Click the link for “prospective students
3) Go back and click the link for prospective employees
If what you see makes you wince,
you’re not alone!
Recruiting in a tough economy
Every hire counts Passive candidates – still the best hires Rethinking old habits
Centralized efforts Coherent branding Better outcomes for less
Opportunity for leadership
How do your members recruit?
Most recruiting targets great candidates rather than great hires.
Even in today’s economy, the best hires require a little more effort.
The best candidate
Has a great resume – it gets updated often! Is determined to get your job and won’t be
discouraged by poor communication Will enter lots of data (has the time, after all) Views a job as the END of a long search
process
The best hire
May NOT be job hunting – even in today’s economy
Comes to explore, not to apply Must be persuaded, not processed Views a job as the START of a great new
opportunity
How do your members define the employment value equation?
Value = job
“With the job market tight, applicants will jump through our hoops. And be grateful
if they get the job.”
Value = talent
“Hiring a top performer is worth
a little extra effort in the
recruiting process”
The employment brand
Job advertising is HIGHLY visible.
WHAT ARE YOUR MEMBERS COMMUNICATING?
Where would you rather work?
Think online dating, not online tax filing
93% of online job seekers use the Web to research potential employers*
Overwhelming % of job applications come via the Web
Institutions mistake efficient for effective
The data in a job system isn’t advertising!
* Wet Feet
Great people like you work here.
Future employees are a key constituency!
We’re unique and wonderful – like you
The elements of a great recruiting strategy for a tough economy
A compelling employment brand A Web site that transforms prospects into
applications A candidate-centric focus from start to finish Cost effective Efficient
What do consortia do?
Promote and administer long-term forms of cooperation that benefit faculty, students, and staff
advance academic missions, generate unique opportunities for students and faculty, and serve the common good by sharing expertise, leveraging campus resources, and collaborating on innovative programs
develop and share ideas, information, programs and resources to achieve its goals
seek innovative methods of investing in new services and containing the costs of higher
education
What do consortia do, short version
Cost savings, cost avoidance, time savings Develop people and increase academic
opportunities Impact and recognition
All three well served by
a smart recruiting strategy!(Paper? Not so much.)
Filling jobs – an opportunity for collaboration One-stop shopping – why aggregation works
Institutional benefits Community benefits
Powerful draw to organizational Web site Dual career couples Adjunct hiring Better candidate experience Improved hiring outcomes for all institutions
Build traffic to your consortium site
Jobs are second
most popular form of content
on the Internet;
adding jobs = adding traffic
For many institutions, jobs constitute 1/3 – 1/2 of all site traffic.
Create a coherent “employment brand”
The “trailing spouse” issue
Geographically-based consortia benefit from aggregating job content
Dual-career couples most interested in jobs together, rather than specific locations
Search indexing allows jobs at multiple institutions to be found easily
Better outcomes for hiring institutions
Adjunct hiring
Growing reliance on adjuncts Part-time faculty typically work at multiple
institutions Facilitating searches for part-time slots
improves outcomes for both sides
Practical benefits
COST SAVINGS Volume buying means lower cost for each
institution Promotion of consortium site = boost to
recruiting efforts of all member institutions TIME SAVINGS
Normalizing job content to consortium site allows for easy cross posting to other recruiting venues
Collaborative recruiting
Play to the strengths of consortia Raise profile of consortium site Aggregation benefits recruiters and job
seekers Strong branding Dual career and adjunct hiring Group purchasing power Efficient data delivery
Contact
Kathlene Collins
Publisher
Inside Higher Ed
1320 18th Street, NW, 5th Floor
Washington, DC 20036
http://insidehighered.com
Phone: 202-659-9208, x 103
Fax: 202-659-9381
E-mail: [email protected]