The Brief
ARU retained Veredus to recruit a new Director of Research & Innovation Office (RIDO). Reporting to the Deputy Vice-Chancellor (Research and Innovation), the postholder will lead the RIDO to support the development and delivery of impactful Research, Innovation and Knowledge Exchange.
Veredus were briefed by senior stakeholders including the ARU Deputy Vice Chancellor and tasked with generating a strong and diverse field of candidates for the post. Veredus worked closely with ARU HR colleagues to develop an effective attraction strategy for the role including the advertising campaign, candidate briefing pack and innovative, bespoke executive search methodology.
The process
We launched the advertising campaign, liaised with the media via our advertising agency, and handled all candidates’ responses and queries.
We undertook an in-depth analysis of the global HE market, identifying relevant institutions and candidates. We targeted high-performing, research intensive universities in the UK, Canada, Australia and New Zealand, focusing on those that have demonstrated significant improvements in research and knowledge exchange performance. We contacted over 250 individuals, engaging both with our existing networks and candidates that we have identified through desk research. We highlighted the unique benefits and opportunities of the position and ensured that our messaging resonated with candidates’ career goals and values.
ED&I were central to our approach, and we designed a recruitment process that was inclusive, unbiased and proactive in engaging the broadest possible pool of suitable candidates. We also engaged with equality and diversity networks, such as Association for Women in Science, Cambridge Association for Women in Science, Diversity Works, Black Women in Science Network.
We updated ARU weekly during the search campaign including the candidate pool, level of interest, market feedback and any issues which we then addressed as soon as possible.
We elicited 25 applications comprising both UK and overseas candidates. We presented a Longlist Report to the ARU panel to help select candidates for interview, and feedback points for the unsuccessful candidates. Seven candidates were progressed to Veredus preliminary interviews, and we conducted rigorous, competency-based assessments, producing detailed appraisal reports highlighting candidates’ strengths and areas to consider, motivation and relevant logistical factors such as salary expectations, location, notice period etc. We prepared appraisal reports on each candidate and presented the shortlist to the ARU panel, who selected three candidates. We provided comprehensive feedback to all candidates that were not progressed at this stage.
The final selection process included meetings with the university leadership and staff groups and informal discussions with the vacancy holder, and we handled all arrangements. The candidates attended formal interviews with the selection panel, and we conducted referencing and due diligence. Due diligence on included ID/nationality check, internet trawl, media and social media activity checks, flagging any issues identified to the university. As a result, two appointable candidates were identified. The preferred candidate was from a leading Australian university and Veredus helped with the arrangements for her visit to ARU before the offer was finalised.
The results:
We offered the preferred candidate who was then counteroffered by her employer and subsequently withdrew. However, as we had an imminently appointable runner-up candidate, we were able to re-engage him. He delightedly accepted and we successfully filled the role.
All the longlisted and shortlisted candidates applied for the role as a result of our direct approach as opposed to advertising. ARU were very happy with the diversity of the shortlist where we had two female candidates and one male.