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: kathlene.collins@insidehighered.com