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Winning the Race for Top Research Talent

A Blueprint for Provosts, VPRs, and Deans

October 30, 2024, By Brynna Morgan, Associate Director

Recruiting and developing research superstars is increasingly complex in today’s competitive higher education landscape. The shift in funding priorities toward large, complex grants has created a ‘winner-take-more’ dynamic, concentrating resources among the top 50 research institutions in the Higher Education Research and Development (HERD) rankings. Ultimately, the ability to increase research expenditures hinges on the faculty.

It's Harder Than Ever to Be in the Research Business

29%

increase in total NSF funding obligations while number of awards remained stagnant (FY2014-2023)

60%

growth in research dollars concentrated among the top 50 institutions in HERD (FY2010-22)

Over the past year, EAB spoke with over 100 provosts, VPRs, and deans to gain insight into effective recruitment and development strategies for superstar researchers. Here’s what we learned.

  • “”

    What Makes a Faculty Researcher a Superstar?

    A faculty member who possesses, at a minimum, the following attributes:

    • Recognized leader within their field
    • Recipient of prestigious awards, honors, and memberships in professional associations
    • Experienced researcher with a track record of securing grants exceeding $1M

1. Align Internal Stakeholders, Vision, and Funding Before Recruiting Stars

Real-World Stories of Getting It Wrong

  • At a large private university in the Midwest, the VPR and provost were impressed by a superstar candidate’s past grant funding but failed to assess whether the star’s research aligned with emerging fields. The university wasted millions in start-up costs by hiring someone past their prime and missed the chance to invest in a rising star in a priority research area.
  • The deans and provost at a large public university in the South didn’t coordinate on available funds before starting recruitment. When they were ready to make an offer to a star candidate, they scrambled to pull together the necessary resources at the last minute, ultimately losing the candidate to a competitor who presented a well-coordinated package early in the process.

After identifying potential superstars, provosts, VPRs, and deans should proactively assess their institutional competitiveness and the potential ROI of these candidates to ensure they invest in researchers who can meaningfully contribute from day one. This approach not only ensures alignment with priority research goals, but it also fosters collaboration, allowing leaders to identify candidates whose expertise complements existing strengths within the institution. To minimize the risk of misaligned investments, the University of Ottawa established a formal evaluation grid to gauge alignment with university goals, past funding performance, and future potential.

In addition to evaluating the potential ROI of candidates, universities also face uncertainty about funding responsibilities for recruiting star faculty due to the infrequency of these hires and the absence of formal processes. Superstar faculty typically require competitive salaries and substantial investments in research infrastructure, lab space, and graduate student support. To manage these high costs, the provost, dean(s), and VPR should proactively agree on their shared financial commitments before recruitment begins. By collaborating early, institutions can distribute the financial burden, establish a framework for long-term success, and clarify funding expectations and responsibilities. Below is an example of how institutions could collaboratively allocate resources among stakeholders.

Sharing the Costs, Sharing the Benefits

Who Pays for Research Superstars at Your Institution?
  • “”

    50%

    Provost’s Office

    • Aligns hires with institution-wide priorities instead of departmental needs
    • Funds research support staff salaries
    • Provides support for lab renovations, equipment
  • “”

    30%

    Department and/or College

    • Factors hires into capacity planning, academic programming
    • Funds stars’ salary, office, personal costs (e.g., travel, parking)
    • Provides support for lab renovations, equipment
  • “”

    20%

    Research Office

    • Gut checks superstar needs with current infrastructure, capabilities
    • Funds lab renovations, core facilities, shared equipment

2. Build a Compelling EVP and Candidate Experience to Woo Top Research Talent

Real-World Stories of Getting It Wrong

  • The dean and provost at a selective private university in the Northeast focused heavily on the monetary value of the candidate’s start-up package but failed to highlight the unique opportunity for interdisciplinary collaboration, research administrative support, or job opportunities for their spouse. The candidate, who had several competitive offers, chose a different institution that made the intangible benefits of collaboration and work-life support a central part of the pitch.
  • The dean and provost at a selective private university in the Northeast focused heavily on the monetary value of the candidate’s start-up package but failed to highlight the unique opportunity for interdisciplinary collaboration, research administrative support, or job opportunities for their spouse. The candidate, who had several competitive offers, chose a different institution that made the intangible benefits of collaboration and work-life support a central part of the pitch.

To attract top talent, universities must move beyond basic offerings like lab space and endowed positions. Institutions should highlight overlooked tangibles, such as dedicated research administration support, while emphasizing powerful intangible benefits like access to top collaborators, influence over university goals, and autonomy to shape their research vision. These elements create a compelling offer that can attract top talent, even when competing schools offer similar perks.

 

The recruitment experience is equally important. From initial outreach to campus visits, every interaction should reflect the institution’s commitment to the candidate’s success. This includes tailoring visits to the star’s interests, gathering intel from faculty networks, and curating personalized campus visit agendas. Schools like the University of Missouri have invested in dedicated HR teams to manage logistics and arrange meetings with top university leaders, providing multiple opportunities to make a personalized pitch to win top talent.

3. Develop Future Research Leaders with Interdisciplinary Funding in Mind

Real-World Risks of Getting It Wrong

  • A renowned researcher at a large public university in the South, known for their impressive individual funding record, was selected to lead a large interdisciplinary grant project. However, the project quickly encountered challenges due to their inexperience in managing a diverse team across multiple disciplines. Without formal leadership training, they struggled with team coordination, leading to missed deadlines and frustrated collaborators. The project’s delays cost the institution a potential follow-up grant.

While superstar recruitment is important, institutions cannot rely solely on external talent. Developing emerging talent on campus to lead interdisciplinary initiatives is essential for long-term success, as funding agencies prioritize research that addresses complex global issues which transcend departmental boundaries. Institutions like the University of Texas at Austin recognize the need to foster leadership among faculty engaged in large-scale, interdisciplinary research. The Provost and Research offices partnered to launch the Research Leaders Academy in 2023, equipping promising researchers with essential leadership, communication, and management skills necessary to run research center and manage collaborative teams. This initiative not only aims to build a robust pipeline of interdisciplinary research leaders but also enhances UT Austin’s ability to secure funding for groundbreaking research initiatives. Beyond institution-wide programs, see the checklist below for how to enhance interdisciplinary research in individual colleges.

Enhance Interdisciplinary Research in Your College

  • “”

    Include Interdisciplinary Goals in Unit Strategic Plan

    • Set targets for collaborative publications, projects
    • Allocate resources for cross-departmental initiatives
  • “”

    Facilitate Faculty Networking Opportunities

    • Host interdisciplinary events to encourage idea sharing
    • Establish partnerships across academic units
  • “”

    Incentivize Participation in Interdisciplinary Projects

    • Provide seed funding for interdisciplinary research
    • Embed interdisciplinary participation into criteria for dean-funded programs
  • “”

    Leverage Provost & Research Office Expertise, Resources

    • Establish joint faculty appointments, fellowships
    • Share resources between units (e.g., core equipment)
Brynna Morgan

Brynna Morgan

Associate Director

Read Bio

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