The Danger of an Exclusive Retained Search: The Importance of Using Multiple Diversity-Rich Resources in Faculty and Staff Searches

As schools work to diversify their faculty and staff, many turn to search firms to fill high level administrative and leadership positions, often on an exclusive retained basis. While this approach can centralize efforts, it primarily limits the breadth and depth of the talent search. 

Why? No one organization has a monopoly on diversity or candidates. This practice may inadvertently hinder the goal of creating the largest, most diverse pool of candidates.

Instead, schools committed to equity and inclusion should consider leveraging multiple diversity-rich resources. Here's why:

🌍 Wider Reach: Engaging multiple organizations and networks ensures access to a broader array of qualified candidates from diverse backgrounds.

🤝 Specialized Expertise: Different resources bring unique insights and connections, enriching the overall talent pool.

⚖️ Equity in Action: Demonstrating a commitment to inclusive hiring practices through diverse sourcing builds trust and credibility within underrepresented communities.

By broadening their approach, schools can align their hiring practices with their diversity goals, ensuring they identify and attract the very best talent.