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Show me an academic department that hires beyond expertise, and I’ll show you a department on the rise. Right now, faculty searches are happening across the country - And unfortunately, many will simply maintain the status quo instead of moving toward an intentional future. But here’s what department chairs and deans can do about it: Lead conversations to identify the values and skills your department truly needs in future colleagues. It’s about more than research or teaching—it’s about how candidates will enrich your community. Here are 9 examples to consider: 🔹 Adaptability and continuous learning 🔹 Collaboration and interdisciplinary work 🔹 Expertise in emerging fields 🔹 Prioritized student engagement and mentorship 🔹 Leadership potential 🔹 Community involvement 🔹 Embracing digital tools 🔹 Flexibility in teaching formats (hybrid, online) 🔹 Industry connections Bottom line: Hiring with intention leads to mission-driven outcomes. The difference? 👉 Filling a gap vs. fulfilling a mission. Question for you: What has your department defined as really important in future new colleagues? ----------------- ♻️ Repost this to help other academic leaders. 💬 Follow for posts about higher education, leadership, & the arts. #LeadershipGoals #HigherEdSuccess #HigherEducation #departmentchairs #deans #programmanagers #academicleadership #LeadershipSkills #HigherEd #FacultyHiring #AcademicLeadership #Collaboration #StrategicHiring #HigherEducationLeadership #TeamBuilding #UniversityCulture #FutureOfEducation
Great post! Hiring beyond expertise is how departments (and universities) position themselves for long-term impact. Too often, risk-averse hiring replicates the past instead of building for the future. Prioritizing adaptability, collaboration, and student engagement ensures new hires don't just "fit in" but actively elevate the department. The best teams aren’t just a collection of experts, they’re dynamic, forward-thinking communities. Well said! 👏
I so fully agree with this. And these ideas can be further promoted by basing faculty evaluation to some meaningful extent on their impact on the department, beyond just their research productivity. I think a lot of organizations tend to under-appreciate and under-reward the systemic impact workers have...and academia is no different.
Absolutely agree. There is so much critical work that needs to happen in terms of program management, curriculum design, etc. People will get at mad at me for saying this, but the truth is that we have reached a point where research ability as a skillset matters to me more than research productivity. We need enthusiastic program builders and maintainers.
Thank you for this post! Hiring people who are engaged in building a better world beyond the Ivory Tower is critical for higher education to survive.
Put those desired competencies in the job descriptions with clear explanation of work and performance that is sought. It demonstrates culture, work values, and strategic direction
In healthcare academia, I think “TEDx licensee/curator” on CV’s should scream community engagement. But because so few health professionals are willing to take on that type of role, I feel that I am unfairly bypassed in my applications even though I know I don’t have FT experiences.
Well said - there's a difference between filling a gap vs fulfilling a mission! It's important to hire intentionally to move your department forward.
Absolutely!
Dean of Students and Associate Vice Chancellor University of Wisconsin-Milwaukee
2wI’ve always thought that we should try to hire for what we want and need and value, and can teach skill and technique. It’s strange (or telling) how many folks want to fight me on that.