Marcie Glenn on Amplifying Higher Ed Staff Recruitment

Higher ed has a staff recruitment problem, but our guest this week is here to help fix it. Marcie Glenn shares perspectives from her work at Another Source, on how hiring dynamics have changed for higher ed in recent years and how leaders can better adapt their staff recruitment strategy. She also gives some advice for applicants navigating this current job market.

Marcie Glenn, CEO and Chief Talent Strategist of Another Source, is revolutionizing the recruitment process by focusing on the front end of the recruitment process, thus setting up hiring teams to do what they do best: interview and select.  Marcie has a BA in Accounting from Seattle University and began her career at Ernst & Young before joining Another Source in 2000 because of her desire to make a more substantive impact. 

Marcie worked her way up from Sourcing Guru to Sourcing Manager, to Director of Business Development, to VP of Operations, and now to her current role, CEO and Chief Talent Strategist. Marcie and her team specialize in higher ed recruiting for mid-level up to AVP-level staff/administration roles. Marcie is a Certified Diversity Sourcing Specialist and leads a team of 18 committed to dismantling systemic inequality in recruiting while building awesome candidate pools.

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Key Takeaways

• Changing Workforce Dynamics Are Shaping Recruitment
  • Nearly 30% of the higher ed workforce is over 55, with retirements looming.
  • Younger workers under 25 perceive higher ed culture and compensation negatively, creating recruitment hurdles.
  • Skilled trades workers—critical for running campuses—are aging, with limited pipelines to replace them.
• The Hybrid Work Debate is Far from Over
  • The desire for hybrid or remote work options is reshaping how candidates evaluate higher ed positions. Institutions must clarify and communicate their approach to work flexibility early in the hiring process.
• Breaking Barriers in Recruitment
  • Eliminate cover letters as a requirement at the application stage to encourage more candidates to apply.
  • Move diversity statements to later in the hiring process to align candidates’ responses with institutional values.
  • Streamline communication during hiring to keep candidates engaged and prevent them from dropping out of lengthy processes.
• Engagement and Storytelling are Essential
  • Institutions need to better market higher ed careers by telling their unique story, emphasizing mission-driven work, career mobility, and the benefits of working on campus.
  • Departments can leverage alumni networks and community connections to build robust pipelines of potential candidates.

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Episode Summary: FAQs Answered

What are the key challenges facing higher ed recruitment today?

Higher education recruitment is grappling with an aging workforce, negative perceptions among younger workers, and increasing competition for talent. Nearly 33% of higher ed staff are considering leaving their roles, with voluntary turnover at its highest levels in years. Additionally, the demand for hybrid and remote work is creating new tensions in the hiring process.

How can institutions attract younger talent to higher ed?

Marcy Glenn highlights the importance of storytelling and marketing higher ed as an appealing career choice. Institutions need to showcase the mission-driven nature of their work, career growth opportunities, and the unique benefits of working on a college campus. Partnering with alumni networks and improving job descriptions can also help attract fresh talent.

What are simple steps institutions can take to improve their hiring processes?

1. Remove Cover Letter Requirements: Asking for cover letters upfront can deter qualified candidates. Instead, focus on collecting writing samples or relevant deliverables later in the process.
2. Engage Candidates During the Process: Frequent updates, even brief check-ins, keep candidates interested and invested in the role.
3. Reduce Hiring Barriers: Streamline job applications and simplify internal processes to avoid losing candidates to faster-moving organizations.

How can higher ed institutions better retain staff?

Retention strategies must include improving workplace culture, increasing flexibility with hybrid work options, and addressing staff concerns about compensation and workload. Institutions should also invest in career development opportunities to help staff grow within the organization.

What advice does Marcy have for job applicants?

1. Create a Clear and Informative Resume: Ensure your resume provides all relevant details about your experience, including budgets managed, team sizes, and accomplishments. Answer questions upfront to avoid leaving hiring managers guessing.
2. Address Concerns About Transitioning to Higher Ed: Be proactive in interviews by asking hiring managers about potential hesitations they might have regarding your background. Use this as an opportunity to provide examples that address their concerns.
3. Stay Engaged: Follow up during lengthy recruitment processes to reaffirm your interest and show commitment.

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Addressing Recruitment Challenges in Higher Ed

1. The Erosion of Higher Ed’s Allure

Marcy explains that higher ed, once viewed as a stable and prestigious career path, has lost some of its appeal due to perceptions of inflexibility and outdated processes. Institutions must work to rebuild their reputations by modernizing hiring practices and highlighting the unique value of higher ed careers.

2. The Power of Storytelling

A recurring theme in the conversation is the importance of storytelling. By partnering with alumni and external relations teams, institutions can share compelling narratives about the impact of working in higher education. This not only attracts talent but also builds emotional connections with potential candidates.

3. Removing Barriers to Entry

From outdated job titles to overly complicated application requirements, Marcy emphasizes the need for institutions to remove unnecessary barriers that deter applicants. Simplifying processes and engaging candidates throughout the recruitment cycle can lead to better outcomes.

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Why It Matters

The Cost of Inaction

Failing to adapt hiring processes to meet current workforce expectations can have dire consequences for higher ed institutions. Roles left vacant for too long can lead to burnout among remaining staff, stalled initiatives, and a diminished ability to serve students.

Seizing the Opportunity for Change

Marcy’s insights highlight the urgent need for institutions to act. By embracing modern recruitment strategies, streamlining processes, and investing in marketing their value as employers, higher ed can position itself as a competitive and desirable career option.

Building for the Future

Recruitment is about more than filling open roles—it’s about building a sustainable pipeline of talent that will drive innovation and success in higher education for years to come. Institutions must take a proactive approach to ensure they’re ready for the challenges ahead.

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