Future Research Leaders Booklet (Society US Inc)

Future Research Leaders

“Achieving international
excellence in research requires
exceptionally high-quality
people, yet the competition for
academic talent has become
increasingly fierce. Attention
often focuses on identifying
and attracting a few ‘big
names’. But the institutions
who truly prosper are those
that are continually on the
lookout for future research
leaders. These people might be
harder to identify right now,
but they are the ones who will
help to shape their fields of
study in the years to come.”

Introduction
Executive research is now increasingly
used for senior academic appointments
such as named Chairs and Professorships.
However executive search firms often
don’t fully grasp the distinctive nature
of pure academic positions, leaning too
heavily on their familiar experience of
managerial and administrative positions,
which are qualitatively different.
At Society we believe that a flexible,
adaptable and client-centric way of
working can have a transformative impact
on recruitment success across the full
spectrum of purely academic roles.
Our model is focused on helping
institutions identify the next generation
of talent. We call this our Future Research
Leaders Practice.
Universities are
competing more fiercely
than ever before to
attract the brightest talent
from across the globe.
We have an extensive track record working
across a wide array of disciplines, from
the Economics of the Built Environment
through to Neurorehabilition, and from
Forensic Computing through to Theology.
These appointments span the full range of
academic positions from Lecturer upwards.
We target candidates from all over the
world, and have handled searches for
clients on five different continents.

The Process
2. Identifying Targets
We approach every search as a blank sheet of paper. Guided
by the parameters you set, we use a range of techniques to
identify exceptional talent:
1. Taking the Brief
The starting point of any assignment The more deeply we understand the
involves a thorough set of briefings and institution, the department, and the needs
background conversations. We want to of the role, the more persuasive we can be
understand the brief in detail so that we on your behalf.
are well placed to articulate the role (or
roles) in question to potential candidates. The outcome of the briefing stage is not
only our additional knowledge but the
We seek to communicate opportunities to design and production of an attractive
potential candidates in a compelling yet Candidate Pack to be shared with
candid way.
individuals and, where appropriate, the
advertisement to run alongside the search.
i) Fresh name ID
This will form the core part of our search
strategy. We use a variety of sources to
identify potential candidates. As well as
consulting those publishing in respected
academic journals within the given field,
we also explore editorial boards, those
holding research grants, and members of
learned societies and relevant advisory and
academy boards.
From this starting point we tailor the
search depending upon the discipline. For
instance, Chemical Engineering could
see us looking into major research-based
companies globally for academic talent,
Pharmacology into large pharmaceutical
companies, or Econometrics into large
think tanks and central banks.
ii) Our database
We have an extensive database of contacts
which spans all academic disciplines and is
fundamentally global in its reach. We work
with clients all over the world and deliver
fields of international candidates.
Beyond this, our work in other sectors
brings us into contact with those who
span the industry-academia spectrum.
iii) Recommendations
By building lasting and meaningful
relationships with key individuals, we are
able to ask for insightful recommendations
and guidance from those with expertise
in the fields we explore. However, whilst
recommendations are important, we do
not rely solely on them. They add depth
to our search rather than being a starting
point. Crucially, by employing these
techniques, we will uncover candidates
who are not actively looking for their next
role – passive candidates.
By directly approaching individuals
who are otherwise busily engaged in
their current roles, we generate a wider,
higher calibre and more diverse field
than an advertisement alone would
typically deliver.

The Process
3. Advocating
The strongest candidates often require
a degree of courtship. There are things
they will need to know about the role in
order to consider it seriously. They may
have professional or personal concerns
that they will need to work through
before deciding to apply. We can act
as a trusted intermediary to field their
questions and offer advice.
We can pick through potential
problems on your behalf with
attentiveness and precision,
providing information, correcting
misconceptions and offering
reassurance when required until the
candidate is thoroughly enthused.
In a marketplace where universities
are competing for the best early career
researchers, our team’s advocacy
and support can be instrumental
in helping a candidate choose one
institution over another.
4. Delivering Candidates
At the end of the search we present to you We will also conduct an initial sift of the
a field of candidates. We feel the value of candidates based on our assessment of
our approach is to present individuals who their suitability, and we will meet with you
have gained an understanding and interest to explain our rationale and help you decide
in the institution and position. From there, who to take forward.
you take over.
Once you have decided upon a shortlist of
Throughout the search phase, we ensure candidates, responsibility for arranging
that we are gathering information from formal interviews with them will revert
candidates that will be useful to you later to you, and all subsequent candidate
on. This includes clarifying their salary communication would usually come
expectations, their contractual obligations, directly from yourselves.
and their willingness to relocate.
That said, we retain a personal investment
At the conclusion of the search, we will in making sure that you get the right result
collate all of the candidate documentation at the end of the day.
and supply this to you electronically.

Fees & Timescales
With this model, we are providing a depth
and breadth of candidate field that allows
you to then run a robust and tailored
interview process. Our fee is invoiced
in two equal instalments – one upon
commencement and one upon shortlisting.
Large-Scale Campaigns
We are very comfortable running
programmes of multiple appointments
at different levels and across a variety
of disciplines.
There’s no additional
fee payable upon the
appointment of your chosen
candidate, and our fees
don’t vary in relation to
salary levels. Furthermore,
there are no additional fees
to pay in the event that you
choose to appoint more than
one of the candidates we
introduce to you.
Advertising a series of appointments at
once can create a splash in the marketplace
and signal intent. This can be powerful
as an advocacy tool and be appealing to
potential applicants.
By running multiple searches at once,
we can leverage economies of scale, and
this is reflected in our fee level.
Timescales
The precise timescales for conducting
a search will depend upon a variety of
factors. Searches are usually spread
out over four to six weeks, however this
can usually be shortened if necessary,
and we are always happy to agree
timescales up-front.
Delivering
on Diversity
Here are some of the
practical, concrete steps
that Society takes to
ensure that we deliver
on diversity:
• Encouraging clients to think not just
about individual appointments, but the
spread of skills and backgrounds across
their academic community;
• Proactively discussing diversity issues
at the briefing stage, so that we can
understand your priorities, aspirations,
and the potential obstacles you have
encountered;
• Ensuring that the Candidate Pack we
draft focuses on underlying competencies,
capabilities and values, rather than simply
on prior experience;
• Continually challenging our team to find
creative ways of expanding our networks;
• Trying to ensure that at least 30% of
the candidates we produce for any search
are women;
• Pushing back and advocating for less
conventional candidates if we believe they
should be given ‘the benefit of the doubt’;
• Offering extra help and support to
candidates with less experience of formal
recruitment processes;
• Referring to the agreed criteria at the
assessment stage, so that subjective
considerations aren’t allowed to take over;
• Offering advice on how to structure
interview processes, so that they minimize
the scope for unconscious bias.

About Society
Society is a global executive
search firm. We solve recruitment
challenges for an international
client portfolio of responsible
businesses and purpose-driven
organizations. 10% of our profits
go towards funding the work of
The Society Foundation
(www.society-foundation.org),
an independent charity
dedicated to tackling issues
of workforce inclusion.
We’re a team of skilled search
professionals. We enjoy headhunting
talented people and placing them into
exciting new roles where they can have a
really positive impact.
Our team possesses particular expertise
in higher education, schools, retail and
consumer goods, hospitality and leisure,
technology, health and social care,
charities, and NGOs.
Society’s clients come from a range of
different industries and niches across
the private, public and not-for-profit
sectors. We work broadly across many
different functional areas, tackling
everything from CEO and Board-level
appointments, through to mid-level roles,
and programmes of recruitment resulting
from expansion or restructure.
Society is a signatory of the Voluntary Code
of Conduct for Executive Search Firms. We
are passionate supporters of equality of
opportunity, and genuine believers in the
value and importance of diversity.

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10% OF OUR PROFITS GO TO CHARITY VIA THE SOCIETY FOUNDATION