Use these tried-and-true strategies to start building effective employer partnerships

University leaders are increasingly seeking employer partnerships to help with everything, from easing financial pressures and attracting students to boosting local economies and driving innovation. But higher ed hasn’t always been great at building these partnerships, often struggling to keep up with fast-changing industry needs.

And it’s only gotten harder over the last few years. Companies are experiencing upheavals in their industries and struggle to articulate (or even understand) their workforce needs. While there’s no one-size-fits-all fix, schools can use smart strategies to close the gaps and create strong, lasting employer partnerships.

Strategy #1: Pursue Best-Fit Partners

Many institutions lack a clear strategy for choosing employer partners and often feel overwhelmed by external pressures. For example, new legislation and federal policies have eye-catching dollar figures or training opportunities tied to them. But not all of these opportunities are created equally from an employer partnership standpoint. A good starting point to finding the right opportunity for your university is to focus on best-fit partners who align with your mission and can help advance strategic goals. This approach cuts through the noise and ensures partnerships that truly benefit both sides.

Strategy #2: Make Sure You Have a (Speedy) Communications Plan

Let’s say a company reaches out and proposes a partnership. You’re excited and ask what they have in mind. Then they ask the truly stumping question: “Well, what is your university good at?”

A company will know your school and know that it’s good at a lot of things. What they’re actually asking is what you’re great at, known for, or specialize in. But this question leaves a lot of leaders stumped since they don’t do a great job of strongly stating their areas of unique strength. This eventually means an institution will take too long to respond to the employer, letting a prospective partnership go cold.

To stay on top of partnerships, make sure you have a streamlined communication approach and answers to common questions from employers. Ensure these communications center on student perspectives (like job opportunities) to keep all parties interested.

Strategy #3: Create a Single Point-of-Access

A prospective partner (or even a current one) can be overwhelmed by the many ways they could engage with your university. Here are some popular examples of the different ways an employer could work with a school:

• Expensive suites in stadiums through the athletics department
• Booths at career fairs deal with career services
• Sponsored scholarships coordinated with advancement
• New lab with an employer name through a specific college

Yet the siloed nature of higher ed fails to help potential partners identify a solid entry point which can limit the value of the partnership for both parties. A single point of access ensures the institution maximizes the partnership’s potential by offering a coordinated, university-wide approach. Without this coordination, an employer might commit to a small opportunity, like a career fair booth, when they are willing to invest significantly more if presented with a broader range of options.

Successful employer partnerships can play a key role in any higher education strategy, helping institutions stand out in a competitive market while fostering mutually beneficial local economic development. However, building these partnerships from scratch can be daunting for leaders. Our Strategic Advisory Services supports institutions through today’s challenging market with one-on-one guidance and a library of research-backed strategies tailored to higher education strategy and planning.