The primary problem with position searches is that institutions view them as episodic and discrete activities. When a position becomes open, the response is to conduct a search.
This doesn’t match a reality in which there are so many opportunities and benefits that employers are willing to offer and so few capable people. These opportunities/benefits may be:
- Virtual work full-time or more often;
- More pay;
- More flexible work schedules;
- Enhanced title;
- A change in responsibilities.
As an advancement leader today, keeping your most capable and compatible team members is as important to your institution’s success as searching for new members. In fact, continually recruiting your current performers is a “must-do” leadership activity.
If you aren’t regularly spending time with your best team members asking how you can support them, how you can assist along the path of their career aspirations, and how you can help relieve pain points that may occur between their professional and personal lives, you may end up conducting more position searches than you should and wondering, “where are all the good people?”
People tend to go (or stay) where they feel wanted.