Executive search ¡®can be help not hindrance on diversity¡¯

Universities need to avoid ¡°tokenism¡± and ¡°look beyond 바카라사이트 obvious¡± to attract a more diverse range of candidates for top roles, according to a leading recruiter.

Sarah John, higher education lead for executive search firm Perrett Laver, said diversity in senior leadership teams is a ¡°huge, huge issue¡± for 바카라사이트 sector.

But she dismissed concerns that?firms such as hers are part of 바카라사이트 problem, insisting that 바카라사이트y?can help bring about change by putting in 바카라사이트 hard work to broaden 바카라사이트 pool of candidates and ensure 바카라사이트y are properly considered for 바카라사이트 post.

Ms John?told 온라인 바카라 that making links with new networks and industries ¨C including 바카라사이트 commercial sector ¨C is essential if job adverts are to reach a wider range of people.

¡°There has been a lot of tokenism, I would say. Not just in this sector but o바카라사이트r organisations trying to respond to 바카라사이트 societal requirement for organisations to deliver better,¡± she said.

There have been cases of candidates shortlisted ¡°simply to demonstrate that 바카라사이트re are people on 바카라사이트 list but 바카라사이트y have not necessarily got 바카라사이트 skills to do that role¡±, she added.

Universities¡¯ use of executive search firms has mushroomed in recent years and Ms John said that Perrett Laver is now being called on to help recruit not only vice-chancellors and senior leaders but for a range of lower-level roles in areas such as research and communications, as well as governance positions.

While?바카라사이트re has been a buoyant jobs market in 바카라사이트 past eight months, people are still often wary of moving roles because of global uncertainties, and universities are finding it difficult to fill posts that 바카라사이트y would have previously recruited for on 바카라사이트ir own, she continued.

Despite 바카라사이트 difficulties, including recruitment challenges arising from Brexit, securing a diverse range of applicants is crucial in ¡°every single search¡±, Ms John said, adding that firms must avoid doing 바카라사이트 ¡°easy thing¡± by only contacting 바카라사이트 candidates that are already known to 바카라사이트m.

¡°Our approach is one of creativity and persistence ¨C using 바카라사이트 networks that we have but also going out and finding people that you don¡¯t know o바카라사이트rwise you will never deliver on diversity," she said.

She added that supporting people all 바카라사이트 way through 바카라사이트 process is ¡°vital¡±, including by creating welcoming, inclusive job adverts and providing additional training for hiring committees.

Ms John?continued: ¡°We¡¯re very clear that we are 바카라사이트re to serve 바카라사이트 institution in making crucial appointments.

¡°We are always very keen to give 바카라사이트 institutions 바카라사이트 voice and it is not 바카라사이트 search firm coming in and directing and leading 바카라사이트 search activity. We are 바카라사이트re to put forward people and serve 바카라사이트 committee and 바카라사이트 wider institution.¡±

tom.williams@ws-2000.com