Searching for talent in a competitive higher education market
Our Head of Membership & Development, James Hunt, offers some key points for clients and candidates to consider when recruiting in HE.
Developing diverse talent in a fast-developing higher education sector
As the Development & Alumni profession grows and evolves, talent plays a vital role.
Experienced development professionals are in high demand, but availability is decreasing. Here lies a problem as the sector can be wary of recruiting from outside. This, in turn, has a negative effect on the diversity of talented people in higher education.
Attracting overseas professionals is still seen as the next logical step. And, on the other end of the spectrum, graduates are being drawn in and trained up – an important step but a very time consuming one too.
These strategies won’t be enough to meet future demands. Attitudes will need to change around the prospect of individuals with transferable skills. Transferable skills are an excellent solution and something I see as an extra string to your bow when developing diverse talent.
Don’t restrict higher education recruitment to only people in the sector
Senior professionals from the wider non-profit sector can bring valuable experience. Areas like wealth management, commercial sales, fundraising and membership organisations come with people who encompass the technical abilities that work well in higher education.
There’s an age-old fear that bringing someone from outside brings risks. Sometimes the working culture and values clash and expectations vary on the realities of making the move across. You can address this by assessing a person’s motivation from the beginning. It’s important to invest in support, training and development. This is crucial in the first six to twelve months to make their transition smoother.
Recognise that there are successful professionals with transferable skills in other sectors too. People who can assist in the increase of success. Once you’ve made that leap, it’s up to the candidate to think about how their transferable skills can benefit your organisation.
In some cases, employers can meet them half-way. Knowing that there will be some time required for development and cultural change.
Considerations when recruiting in higher education from client and candidate perspectives
Four key things for employers to consider when hiring in higher education:
Category:Education
Written by
James Hunt
Director | Membership & Development
James Hunt is a senior executive search specialist with over two decades of experience connecting exceptional leaders with purpose-driven organisations. As Head of Not for Profit Appointments at Peridot Partners, he has led 300 specialist, senior and board-level searches across the UK's charity, membership and higher-education sectors.
His portfolio spans appointments for organisations as wide-ranging as the Chartered Insurance Institute, Stonewall, University of London, IOSH and Migrant Help. James is trusted for his insight, rigour and empathy when working with boards navigating complexity or transition.
Inclusive recruitment is central to his approach. As a proud member of the LGBTQ+ community, neurodivergent and an immigrant who has made the UK home, James draws on lived experience to embed fairness and belonging into every search. He is a Trustee and sits on two Committees of a large charity, and is a member of Peridot's EDI, L&D and People Committees. He actively challenges assumptions, opens space for underrepresented voices and builds transparent, psychologically safe recruitment journeys.
James believes that great leadership is grounded in vulnerability, creativity and empathy. These values shape his work with candidates and clients alike, helping to build long-term relationships and leadership teams that reflect the societies they serve.
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