Across Canada’s post-secondary sector, change is the new constant. From shifting student demographics to evolving funding models and growing competition for top talent, institutional leaders are navigating increasingly complex hiring landscapes. Institutions are being asked to do more with less, often within tighter timelines and under greater scrutiny.
At a time when candidate pools may appear abundant, confidence across the sector remains uncertain, making recruitment as critical, and as nuanced, as ever. In a sector where institutional reputation and student outcomes hinge on leadership and faculty strength, recruitment decisions are foundational to long-term success.
Reflections on a Shifting Sector
Our team of experienced consultants understand the challenges facing the sector and the leaders within it, having worked with institutions across Canada to support their talent strategy. Though recent headlines point to layoffs, enrolment pressures, and reduced funding, the reality on the ground is more nuanced. Many institutions are seeing an increase in applicants, particularly as experienced professionals seek new roles following internal restructuring or program closures. But a higher volume of applications doesn’t necessarily translate to ease or success in hiring.
Internal HR teams often find themselves overwhelmed. Managing large pools of candidates, aligning internal stakeholders, and ensuring timely, thoughtful communication can strain even well-resourced teams. The risk of process delays, inconsistent feedback, or unclear role expectations increases, which can negatively impact candidate experiences.
Simultaneously, candidates from outside academia may hesitate to pursue roles in the sector, citing perceived instability. Those already in higher education may also feel cautious about making a move. The result is a recruitment landscape that looks busy on the surface but requires a more intentional and informed approach to navigate effectively.
When Good Recruitment Efforts Fall Short
In many cases, hiring responsibilities fall to staff who are managing recruitment alongside other pressing duties. Whether it’s coordinating a faculty search or leading an administrative hire, recruitment can become a secondary priority, leading to missed opportunities.
Without a structured and timely process, even highly motivated candidates can lose interest. Delays in interview scheduling, vague communication, or a lack of clarity about role expectations can lead to confusion or frustration. These breakdowns affect not only individual hiring outcomes but also broader perceptions of the institution as an employer.
Additionally, the prevailing public narrative around higher education can dampen candidate enthusiasm. Institutions must be thoughtful in how they communicate their vision, the impact of the role, and why joining now still represents an exciting and meaningful career opportunity.
Why Recruitment Is About More Than Finding Candidates
At first glance, a robust applicant pool might suggest the hard part is over. But effective recruitment involves much more than identifying qualified individuals. It’s about aligning institutional needs with the right candidate’s motivations, ensuring mutual understanding, and building trust throughout the process.
Once a strong candidate is identified, thoughtful engagement is key. This means having honest conversations about expectations, clarifying role responsibilities, and maintaining a steady line of communication. Success is measured not just by a signed offer, but by how smoothly the new hire transitions into the role and how well they integrate into the institution’s culture and priorities.
As automation and AI take on greater roles in talent acquisition, the importance of human connection becomes more pronounced. Candidates are evaluating your institution throughout the process. Even small missteps in communication or process can have a significant impact on their decision to accept an offer.
