We often hear internal recruiters refer to their talent acquisition strategy as “post and pray,” describing a system in which staff post jobs and then hope that the right candidates will respond. While this strategy can produce viable candidates, frequently the best candidates are not actively looking for a new opportunity. Higher Talent is often engaged after a job posting has failed to attract quality candidates and an institution realizes that active outreach is required to yield the desired talent pool. Our value-add is our firm’s sector expertise, strategic and targeted research, proactive and efficient sourcing, ability to compellingly articulate our clients’ employer brand, and firm resources that enable us to have a laser-sharp focus on a search assignment.
Recently, Higher Talent was retained by a public research university that posted a position for a gift planning professional. The university reviewed the applications it received from the posting and was disappointed that it didn’t find a yield of viable candidates. Needing to fill the position with a highly qualified candidate in a timely manner, the university engaged Higher Talent to lead a national search and identify and calibrate new talent.
After we were engaged, we dove deep in to the national market and identified candidates with the preferred professional designations and private sector experience. Within a short period of time, we recommended candidates who had not seen the job posting and were unaware of the opportunity yet were excited by our calls and eager to advance their candidacies. The appointed candidate had more than 10 years of senior wealth management and financial advisory experience, enabling the candidate to be effective right from the start.
For more than a decade, we have led search assignments in every campus unit and in every central advancement function. Through our extensive practice, we have built a national network and a database of more than 20,000 advancement professionals. As specialists, we dedicate many hours to sourcing passive candidates, so we were able to quickly tap into our gift planning network for our client.
As the advancement market is high in demand and favors job seekers, institutions cannot wait for development candidates to come to them if they want to hire the best and brightest. This is just one example of how Higher Talent can assist with an institution’s talent needs when a job posting fails to yield the desired candidates.