The Hidden Backbone of Higher Ed: Why Your Next Great Hire Isn’t a Professor

When you think about the staff needed to run a university, your employee list extends well beyond professors. There is a hidden backbone of higher education…academic support staff, janitors, cashiers, and more that are essential to having a university system that runs efficiently.

These non-faculty staff should not be overlooked because of the vital services they offer daily. As we take a closer look at the benefits these staff members bring, you can see why filling these vacancies now is more important than ever.

The Importance of Non-Faculty Staff in Higher Education

When we talk about non-faculty staff, we’re talking about a variety of positions. Let’s take a look at what these include and why they’re so important.

Academic & Student Staff Positions

Non-academic staff like counselors, advisors, and financial aid officers are necessary because they help students secure the right financial aid and navigate the many challenges that surround college life. Without these staff members, students would be lost when it comes to course selection, financial aid, and even work-study options.

IT Staff

We all know the importance of technology staff in higher education. Without people to troubleshoot computer and technical problems, many universities and the students they serve would be lost.

Janitors & Food Service Staff

Janitors and food service staff are crucial to making a university run smoothly. Without a staff of dedicated workers to maintain the university and its grounds, it won’t have the curb appeal that is essential for students to want to come to the school. This can hurt school enrollment and have damaging effects.

Food service staff are just as important. Without them, students would not receive the meals they need. This includes cooks and cashiers. These roles can’t be vacant because, without them, students would not be able to eat on campus.

Security Officers

A college university without security officers is unsafe and will not appeal to any incoming students. Having qualified security officers is vital to maintain the safety of the campus and everyone on it. Background checks on these officers are important to ensure that they are safe for the job.

Event Coordinators

College events help to make college life fun for students. Event coordinators know how to plan gatherings that will draw students in and bring excitement to the campus. This helps to maintain a positive campus culture and to draw in new students, both of which are important to a thriving college campus.

Student Life Staff

Residence life coordinators and similar staff members are also an important part of the staffing puzzle at any university campus. These staff members ensure that students have what they need in their residence halls. They work to make sure that students are safe and help them have a positive experience.

Administrative Specialists

These staff members support academic departments, giving them the help they need to provide a quality education to students.

Research Associates

Many people don’t realize the importance of research associates. A research associate works under a faculty member to collect and analyze data, design experiments, and contribute to the development of grant proposals and research publications.

Coaches

Coaches are also an important part of the university staff. These staff members lead different sports teams year-round. Having people who are qualified and experienced can truly elevate a university’s athletic program.

As you can see, there is a variety of staff members needed to make higher education a success. If you are looking to fill these types of roles, Summit Careers can help. We receive resumes daily from people looking to fill these roles in higher education. Let us match you with your next hire so that you can have an experienced and committed employee on your team. Reach out to us today to learn more!

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The Real Cost of Unfilled Manufacturing Positions and How to Reduce It

March 31, 2026

When it comes to filling manufacturing positions, companies are feeling the pinch of vacant positions. Data shows unfilled manufacturing roles could cost the U.S. economy $1 trillion by 2030. For an individual plant, the hidden costs of a vacancy often outweigh the salary of the person who should be there. What Vacancies are Really Costing Companies Vacancies are costing companies more than you would think when you break down the dollars and cents of it all. Experienced Workers With 26% of the manufacturing workforce aged 55 or older, every unfilled role next to a veteran worker is a missed opportunity for mentorship. When those veterans retire without a successor who has shadowed them and learned the ropes, decades of expertise are lost. Overtime Costs To meet production quotas, existing staffers must pick up the slack. This can lead to massive overtime costs and employee burnout. This can be extremely dangerous. Fatigued workers are statistically more likely to make errors or suffer injuries, driving up insurance and rework costs. Operational Costs If a maintenance job goes unfilled and machines stop working, it can lead to longer downtime, costing the company money. If a line is down for four hours instead of one because you’re short a technician, the loss can exceed thousands of dollars. Competitive Disadvantage Production delays can give competitors an advantage. While you’re taking longer to complete tasks, they’re surging ahead and taking your customers. How to Close the Gap Reducing the cost of unfilled positions requires moving from reactive hiring to proactive employee retention. 1. Data-Driven Training Instead of searching for the perfect candidate, start building them in-house. Many high-performing plants are using skill matrices to identify their gaps. By training current employees to do other tasks, you can create a more resilient, cross-trained floor. 2. Invest in Labor-Augmenting Technology In 2026, automation isn't about replacing people; it's about making the people you do have more effective. AI Resources: New AI systems can now help less experienced operators by providing real-time, natural-language troubleshooting guides based on the plant’s own historical data. This can help employees get the information they need when they need it. Collaborative Robots: These handle the more mundane tasks, allowing your human talent to focus on quality control and complex assembly. 3. Structured Onboarding Program Data shows that 30% of manufacturing departures happen within the first 90 days. To reduce this at your company, implement a structured onboarding process: Day 1: Safety-first orientation. Day 30: A "stay review" to identify friction points before the worker looks elsewhere if they are unhappy. Day 90: A clear path to the next skill level or pay grade. By showing you are taking time and effort to retain employees, they will feel valuable and will not look for a quick out. Let Summit Careers Fill Your Manufacturing Roles If you’re feeling the cost of unfilled manufacturing positions, let Summit Careers help. We work with qualified individuals seeking their next career move. Reach out to us today so we can help!

Why Universities Struggle to Compete for Administrative Talent

March 24, 2026

Universities are facing a troubling trend as they work to find and retain administrative talent. Many schools looking to fill IT professional, HR director, and mid-level manager positions are finding it difficult to compete with the private sector for the same positions. Why is this happening, and what can universities do? Let’s take a look. Salary Differences The most obvious hurdle is the paycheck. According to 2024–2026 labor data, while public universities have recently outpaced private universities in salary increases for senior administrators, median raises are barely keeping pace with inflation, let alone with private-sector competition. While a university may offer a stable career, the private sector may offer more money. This can steer quality talent in that direction. Universities may not be able to do much in this department, so it will remain an issue that keeps top talent away. Remote Work Options Many private-sector jobs can offer employees remote or hybrid work options. These days, this is very appealing. People want the flexibility that private sector jobs can offer. Universities are often bound to in-person jobs only. Leadership often feels that for a campus to be alive, staff must be physically present. This can deter some quality employees from these positions. Many favor remote options and will gravitate toward companies that offer them. If the private sector offers higher salaries and remote work options, universities may not be able to compete. Increasing Complexity The job of a university administrator is becoming more difficult. New financial rules and delays in federal aid have made it more difficult to work in some university departments. There are also some demands to be more AI-savvy to manage enrollment and student engagement. Some of these tasks are unappealing, leaving candidates to look to the private sector, especially if the salary is higher. How Can Universities Compete? To win back administrative talent, institutions have to change. These are some suggestions: Embrace Flexibility: Consider allowing remote work for roles that don't require face-to-face student interaction. This can be for data entry and similar tasks. Modernizing Benefits: If the base salaries can’t compete with the private sector, they can, and should. Universities can consider offering tuition help, superior health benefits, and excellent retirement options. Streamlining the Search: Academic hiring is notoriously slow. A corporate recruiter can hire an accountant in two weeks; a university search committee might take six months. By the time the offer letter arrives, the talent is gone. By speeding up the process, universities can avoid losing talent. Are you Looking to Fill University Jobs? Contact Summit Careers At Summit Careers, we hear from candidates daily looking to fill university jobs. When you partner with us, we will sort through resumes and present you with only the best candidates. Contact us today to learn more about our university staffing program and how we can help you fill your vacancies. We have helped countless universities find their top employees; let us do the same for you.

What Today’s Blue Collar Workforce Actually Wants From Employers

March 9, 2026

Today’s blue-collar workforce wants more than a job to pay the bills. They want a career that respects their time and gives them a future. They are looking for employers who can offer benefits that extend beyond the workday. Let’s take a look at several things that the blue-collar workforce wants in 2026 and what employers can do. A Clear Path to Growth Many blue-collar workers want a clear path to growth. They don’t want to stay stagnant in their jobs. They want opportunities for promotion, regular performance-based raises, tuition reimbursement, and more. If you can provide some of these, you may be more likely to attract quality workers to your company. Stability with Hours While blue-collar workers can’t work from home, they want something different when it comes to the hours they work and their stability. Many do not want to be “on-call” 24/7. They want to know their schedule in advance. This can lead to a better work-life balance. This can make a huge difference in keeping workers happy. Tangible Security Job security is extremely important. Workers want a guaranteed minimum number of hours. They also want equitable pay. They know how important their skills are in a tight labor market. They want to have a paycheck that reflects the rising cost of living and their skills. Restful Time Off These days, workers want long weekends and paid holidays. They want the extra paid time off for long weekends or reaching milestone employment levels. Parental leave and paid sick time are also important. Some companies also offer mental health days. These are all things that do not go unnoticed with the blue-collar workforce. Long-Term Financial Security Workers not only want to be taken care of now, but they also want to have long-term financial security. This includes retirement matching or pension contributions. Budgeting help and financial education are important as well. Any seminars or resources to better help them understand their options early are also appreciated. If they know their employer is looking out for their long-term financial goals, they will greatly appreciate it. Appropriate Inclusivity The face of the blue-collar workforce is changing. More women are entering trades like construction and transportation. They are seeking inclusion in every aspect of this workforce. Inclusivity also extends to workwear, ensuring it encompasses all body types. Workers are also seeking mentorship that establishes clear career pathways for underrepresented groups in the trades. The Bottom Line The current job market is one in which blue-collar workers want to stay in their current positions but ensure they fulfill their needs. But there are those who don’t feel like their needs are being met. This group is quietly waiting for an offer that respects all of their boundaries. If you want to attract the best-quality employees, you need a more human-centric operation. At Summit Careers, we work with employers who are seeking the best-quality employees who also possess the skills they are looking for. To learn more about our program, reach out to a Summit Careers team member today.