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We identified three main ways higher ed job descriptions fall short compared to out-of-sector competitors.
To compete in today’s cutthroat IT labor market, higher ed leaders need to understand the latest labor market trends from higher ed and across industries to inform how they advertise jobs and recruit talent. Read EAB's analysis of nationwide IT job postings in higher ed and explore our five key takeaways from this data.
How one institution transitioned from transactional to strategic HR—and what all business leaders can learn from their story
Given the unprecedented impact of COVID-19, university leaders are increasingly turning to HR as a strategic partner for planning and executing on institutional goals. This has posed a challenge for many HR leaders and their teams: they want to provide more strategic support, but they are bogged down by transactional work. The University of Virginia (UVA) tackled the challenge of strategic human resources through a multi-year HR transformation project called “Ufirst”.
The last few years have uniquely burdened chief human resource officers, from the intensity of hiring and turnover to the scope creep caused by the pandemic – CHROs have more transactional responsibilities all while being increasingly relied upon by the cabinet for strategic partnership. Here are three competencies your future or current CHRO must possess as a first step to transform your HR unit into a strategic function.
Employment websites serve as a gateway to the application and hiring process at your institution. And given heightened competition for talent, especially with out-of-sector organizations, it is more critical than ever to proactively articulate why applicants should choose your institution over other employers.
This infographic shares 50+ high-impact tactics to help colleges and universities meet higher ed employee needs around caregiving, housing, food, and transportation.
What 70+ higher ed leaders are saying about staff recruitment and retention in today’s competitive labor market
This blog identifies ways leaders can improve their staff recruitment and retention practices to compete in the current higher ed talent market.
This self-diagnostic will help higher ed leaders assess their HR department’s maturity and prioritize areas for investment.
This white paper provides specific, detailed advice for how to accelerate the presidential transition process and create immediate impact for the college from day one.
Eight out-of-industry-inspired best practices to get the most from your performance management process, supplemented by seven downloadable tools your staff can use to put our recommendations into practice.