1. Securing University Talent:
Is there a better way?
Academic and leadership recruitment for European Universities Competing on a Global Stage
Dr Graham Little & Dr Sinead Gibney

2. Background to Perrett Laver
Higher Education, Science and Research, Healthcare, Secondary Education, Non-Profits & the Arts
100 colleagues, based in offices in Amsterdam (opening Autumn), Chicago, Hong Kong, London, San Francisco, Sydney, Vancouver
Leading global firm working with research intensive universities; recent President / VC appointments for Oxford, Cambridge, Imperial, Warwick, Monash, UNSW, Alberta, KAUST
Perrett Laver | Annual IUA HR Conference | October 2016

3. A selection of our clients in Europe

4. A selection of our clients outside Europe

5. Academic Appointments
Perrett Laver | Annual IUA HR Conference | October 2016

6. Diversity in Appointments
Perrett Laver | Annual IUA HR Conference | October 2016

7. Candidate Identification
Perrett Laver | Annual IUA HR Conference | October 2016

8. International Candidate Movement
candidates placed in European Institutions are from outside the client country
Perrett Laver | Annual IUA HR Conference | October 2016

9. Securing University Talent
The pressure on the academic talent ‘market’
Funding concentration and context
Flows of Resource and Capital
Ageing Professoriate
Investment by BRIC countries
(OECD Science, Technology and Industry Outlook)
Perrett Laver | Annual IUA HR Conference | October 2016

10. Securing University Talent
Hiring advantages being deployed by universities in various global contexts
Salary
Global cities
Growth and investment
Innovation in higher education delivery
Redefining the institution
‘From national industry to global system’
Perrett Laver | Annual IUA HR Conference | October 2016

11. Securing University Talent
The changing mind-set and aspirations of a 21st century academic
Millennial generation want to live lives on the global stage; increasingly important in any successful academic career
Increasing importance of impact and translation agenda; loyalty to discipline and institutional calibre ahead of country
Technology reduces barriers
Emphasis on h-index?
Mobility (UG/PG cohort and culture)
Perrett Laver | Annual IUA HR Conference | October 2016

12. Combined budget of top 5 research-intensive Universities
Europe: What are the Areas of Competitive Advantage?
Collective funding capacity
Building research partnerships
Historical centres of learning and culture
Global cities
Developing student and talent market
Internationalisation
Stable Economies
Work-Life balance
Combined budget of top 5 research-intensive Universities
Perrett Laver | Annual IUA HR Conference | October 2016

13. Non-Academic Lead-Driven
Methods for Recruitment
External Input
Current recruitment models
Strengths and limitations
Risk and reward
e.g. Government appointed leadership roles
e.g. sourcing externally
Academic Lead-Driven
Non-Academic Lead-Driven
e.g. personal networking
e.g. advertising, open calls
No External Input
Perrett Laver | Annual IUA HR Conference | October 2016

14. Where can Executive Search add value?
Global reach
Methodology of search
Identification of measurable indicators
Reach and triangulation
Advocacy
Identification of ‘Rising Stars’
Deep assessment of leadership qualities
‘Movability’ factors
Relationship building
Capacity
Perrett Laver | Annual IUA HR Conference | October 2016

15. Process Consultation Search Consultant Interviews
Candidate Identification
Shortlist
Candidate Engagement
Formal Interview
Longlist
End game
Perrett Laver | Annual IUA HR Conference | October 2016

16. Global Searches: Approaches - Identify
Effective search work can best be done in the context of deep long-term partnership
Building trust
Benefit of real time feedback from ongoing searches and hence greater learning
Flexibility / different service models (not applying one size fits all)
Comprehensive, global candidate identification
Analytical methods, “academically-informed and led”
Always assume that the person is to be found, and not known already
Informal advocates for the University elsewhere in the world
Identify next generation superstars, as well as more visible existing leaders
Perrett Laver | Annual IUA HR Conference | October 2016

17. Global Searches: Approaches - Engage
Precise, persuasive, nuanced advocacy
Careful and professional relationship-building with candidates
Tactical use of conversations between prospective candidates and University point of contact
Early stage discussions about the personal and family issues that will be material for the candidate
Serious academic discussion – ability of search firm to engage in serious conversation about research fit and research infrastructure/academic community at the University
Assisting candidates in the gathering of information and data that they will need in order to commit
Brochure containing information produced describing City information, tax and family considerations etc.?
Perrett Laver | Annual IUA HR Conference | October 2016

18. Global Searches: Approaches - Secure
Truly professional process and relationship-management helps to secure world-class candidates
Opportunity for candidates to build a relationship with a trusted and professional third-party
Consistent communication – single point of contact
Attending to candidates’ questions and needs at earliest possible stages to avoid problems emerging at final stages of the process
Logistical support for candidates’ visits
Support with negotiations – conveying seriousness of the offer and willingness to negotiate
Perrett Laver | Annual IUA HR Conference | October 2016

19. Future Innovations Harnessing technology – web presence
Building the ‘Employer Brand’
Build a strong talent pipeline of future potential hires – manage these relationships proactively
Engage people who cannot move through opportunities as visiting professors; fractional appointments
Informal advocates for the University elsewhere in the world
Advise on candidate transition (“onboarding”)
Leadership coaching and culture shaping (identify, engage, secure, develop)
Leadership assessment and audit (developing cohesive leadership teams)
Ongoing market awareness
Web presence stat
Perrett Laver | Annual IUA HR Conference | October 2016

20. ‘As all the case studies systematically illustrate, a key success factor in building a top research university is the ability to attract, recruit, and retain leading academics. ‘
(The Road to Academic Excellence: The Making of World-Class Research Universities eds. Philip G Altbach and Jamil Salmi)