Why hiring for academic roles requires careful consideration

Your academic institution’s success depends on its ability to attract and retain talented professionals. Each hire can shape your organization’s future as you work to fill gaps in teaching, research, leadership and institutional strategy.

What is an associate professor vs. a professor?

Associate professors are mid-career academics, often with established records in research, teaching and institutional service. Most hold tenure, granting them the flexibility to pursue innovative research and long-term projects. However, tenure policies vary, so you should outline specific expectations for this role.

Hiring an associate professor allows your university to benefit from their experience while supporting their continued professional growth. They could contribute actively to their department with room to expand their influence and expertise.

Attributes of an associate professor

When assessing candidates for an associate professor role, it’s important to focus on their teaching and research contributions and potential to drive future success.

Consider the following:

• Teaching experience that demonstrates an ability to engage students
• Research publications that reflect contributions to their field
• Service to previous institutions, such as leading committees, organizing events or contributing to curriculum development
• Mentorship capabilities, as they may guide students and collaborate with colleagues
• Innovative thinking, especially in addressing contemporary academic challenges, such as interdisciplinary work or community partnerships

For example, in an engineering department, you may seek an associate professor with published work in cutting-edge technologies and proven experience guiding students in capstone projects. This balance of innovation and hands-on teaching experience could strengthen your program and inspire your students.

What is a professor?

Professors hold the highest academic rank, often achieved after years of contributions to their institution and academic field. They typically have extensive experience in research, teaching and leadership roles.

Hiring a professor may bring prestige to your institution. Professors generally attract high-caliber students, help secure research funding and mentor other faculty members, making them integral to the growth and reputation of their department.

Attributes of a professor

Professors should bring academic achievements and leadership skills to the role. Factors to evaluate include:

• An established research record with publications in high-impact journals and ongoing projects
• Proven leadership experience, such as managing large research teams, leading academic programs or serving as department chair
• A demonstrated ability to secure funding through grants, partnerships or other resources
• A commitment to mentoring junior faculty and students, helping them develop their academic and professional paths
• Vision for the department’s growth, with the ability to guide strategic initiatives and enhance the institution’s standing

For example, in a humanities department, you might seek a professor who has authored influential books, led international research collaborations and developed programs that connect students with cultural organizations. Their broad influence could inspire interdisciplinary partnerships.

Strategic differences between associate professors and professors

Hiring for professor and associate professor positions often requires different strategies as their levels of experience and impact differ. Recognizing what each brings to your teaching staff may help you tailor your hiring process and select the right candidate for your goals.

Balancing experience and growth

Associate professors typically have fewer years of experience than professors, which gives them room to grow within your institution. When hiring an associate professor, focus on their potential for development and how they can contribute to your institution’s success over time.

Professors, on the other hand, are often expected to arrive with an established reputation. They have a proven track record of research and leadership. Hiring a professor is typically about selecting someone who can immediately contribute to your school’s stature.

Leadership expectations

Associate professors and professors contribute to leadership within their departments, but professors often take on more responsibility, such as serving as department chairs, leading research teams or spearheading institutional initiatives. Associate professors serve in more focused leadership roles, such as chairing committees or leading projects, while building leadership skills.

Related: 10 Characteristics of Authentic Leadership

Influence on research and curriculum

A professor may lead the department’s research agenda, securing funding for major projects and shaping long-term strategic goals. Associate professors are more likely to focus on personal research programs and support broader department goals.

Professors may also introduce new programs or revamp existing ones, while associate professors may be tasked with improving existing curricula.

How to build a robust hiring strategy for an associate professor

A well-constructed hiring strategy can help attract associate professor candidates who bring expertise and career aspirations.

1. Define the responsibilities and expectations

Your job description should clearly outline the teaching, research and service expectations. Be transparent about the potential for tenure, promotion and professional development opportunities.

2. Expand your search methods

Traditional academic networks can be effective for finding candidates, but you might also consider contacting nontraditional sources. Look for individuals with industry connections or interdisciplinary experience as they can offer fresh perspectives that benefit students and your institution.

3. Offer competitive compensation

Compensation packages play a critical role in attracting top talent. In addition to providing a salary, consider funding research and offering access to professional development opportunities or leadership training programs. These additional incentives help position your institution as a desirable place for ambitious academics.

4. Focus on long-term potential

When reviewing candidates, look beyond their immediate qualifications and assess their growth potential. Consider how their research could evolve. Hiring with long-term potential in mind allows you to build a faculty that grows alongside the institution.

How to develop a robust hiring strategy for a professor

Because professors typically have vast experience, you can focus on interviewing individuals who can make an immediate impact and guide the department’s long-term vision.

1. Align with institutional strategy

Before beginning the hiring process, identify how a new professor could contribute to your institution’s broader strategic goals. You might consider whether they could expand research capabilities, build new academic programs, foster external partnerships or strengthen your institution’s industry connections. Aligning the candidate’s skills and experience with these goals may help you find a well-suited professor.

2. Leverage your institution’s strengths

Highlight what makes your institution unique when attracting top-tier professors. Cutting-edge research facilities, industry partnerships and leadership pathways are desirable benefits.

3. Tailor the interview process

When interviewing candidates for a professor position, focus on their vision for the department and their ability to take on leadership roles. Ask for specific examples of how they’ve led previous initiatives, secured funding or influenced their field. Discussing the future of their research and the department’s trajectory can reveal their strategic thinking and long-term fit.

4. Emphasize opportunities for collaboration

Professors often look for opportunities to collaborate within and outside their departments. Highlight potential opportunities that would allow them to expand their impact.

Develop a comprehensive faculty hiring plan

Hiring the right academic leaders influences the future of your institution. Each role comes with expectations and potential, and your hiring strategy should reflect the unique contributions required for each position.