Navigating DDaT Talent Acquisition & Retention in Higher Education: A Strategic Approach

In today's rapidly evolving higher education landscape, universities face unprecedented challenges in recruiting and retaining top-tier digital, technology, and data talent. As the Higher Education Partner at Global Resourcing, I am acutely aware of the financial hurdles institutions are grappling with, from changes in dependent spousal visa legislation to reduced government funding. Despite these obstacles, there are innovative strategies that universities can employ to bolster their talent initiatives.

Leveraging Fractional Working Models

One promising approach for universities is the adoption of fractional working models. This flexible arrangement allows institutions to access high-calibre professionals on a part-time or project basis, effectively maximising limited resources. By embracing fractional working, universities can:

• Tap into a diverse pool of experienced professionals
• Reduce full-time employment costs while maintaining quality
• Adapt quickly to changing project needs and priorities

Embracing User-Centred Transformation

To attract and retain top talent, universities must focus on user-centred transformation. This approach not only enhances the student experience but also creates an environment that appeals to digital professionals. Key strategies include:

• Implementing cutting-edge technologies that challenge and engage staff
• Fostering a culture of innovation and continuous learning
• Developing clear career progression pathways for digital roles

Prioritising Cybersecurity and IAM Capabilities

With the increasing importance of cybersecurity in higher education, universities must prioritise building robust Identity and Access Management (IAM) teams. This focus can:

• Attract security-minded professionals to critical roles
• Demonstrate a commitment to protecting institutional and student data
• Create opportunities for cross-functional collaboration and skill development

Enhancing the Employee Value Proposition

In light of financial constraints, universities can focus on non-monetary aspects of their employee value proposition:

• Emphasise Mission and Impact: Highlight the meaningful work and societal impact of higher education roles
• Offer Flexible Working Arrangements: Provide options for remote or hybrid work to attract a wider talent pool
• Invest in Professional Development: Create opportunities for continuous learning and skill enhancement

Partnering with Global Resourcing

As your Higher Education Partner at Global Resourcing, I can support your institution by:

1. Tailored Talent Solutions: Developing customised recruitment strategies that align with your specific needs and budget constraints
2. Market Insights: Providing up-to-date information on talent trends and salary benchmarks in the higher education sector
3. Diverse Candidate Pools: Leveraging our commitment to diversity and inclusion to connect you with a wide range of qualified candidates
4. Consultancy Services: Offering expert advice on optimising your talent acquisition and retention strategies

By adopting these approaches and partnering with Global Resourcing, universities can and will navigate the current financial challenges while still attracting and retaining the digital, technology, and data talent crucial for their continued success and innovation.