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.
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.
It is estimated that approximately 25% of skilled trade workers are nearing retirement . This is expected to create numerous job openings in the field, which is already beginning to happen. The problem is that companies are struggling to attract young workers to these skilled trades. The applicants of today differ greatly from those of 50 years ago. Companies need to sell the jobs in a different way, focusing on how to demonstrate the complexity and innovation of the role. Highlighting high-tech, high-paying careers is key. There is no need to make jobs look easy to get them in the door. Younger applicants need to be drawn in by digital outreach and clear advancement opportunities. Let’s take a look at how you can attract the next generation of skilled trade workers without minimizing the integrity of the job. Focus on Applied Engineering Younger workers are tech-savvy. They know how to use complex systems. Use this to your advantage when trying to sell the job. For example, an HVAC tech is not fixing an AC unit. Rather, they are managing complex thermodynamics. Using different languages validates your applicants’ intelligence. It also highlights the use of other tech skills needed to get the job done. Engage Them with Active Job Listings The so-called “laptop life” is becoming very unappealing to many younger people. They want to stay active on the job. Taking a job in the skilled trades industry is one way to do that. Promote the idea of getting out into the community, interacting with others, and being on the move. Skilled trade workers won’t be sitting in a cubicle all day. They will be out and about, making a difference by providing services that people need daily. They can also see tangible results of their labor as they work to fix problems. Modernize Recruitment Efforts If your recruiting methods are outdated, you are not going to attract a younger applicant pool. If your flyers look like they were printed 30 years ago, applicants may assume that all other aspects of your company are also dated. This is easy to fix. Consider this: Show real people on real job sites versus old stock photos. Highlight modern tools and advanced machinery. Use social media to advertise. Take advantage of TikTok and Instagram reels for an authentic look at the positions you want to fill. This approach will give your recruitment efforts a fresh look as you attract new candidates. Focus on Being an Entrepreneur Many of those in the younger generation have an entrepreneurial spirit. They are looking for business ownership. Being part of a skilled trade can help to provide them with the path to business ownership that they seek. You can sell this as you attract candidates. Show them that while you are honing their skill, they will also learn how to run a business where they can showcase those skills. Show the Environmental Impact Younger generations are very concerned about the environment. If you can show them how a skilled trade is taking an eco-friendly approach, you may have an easier time bringing them in. You can show them how plumbers are managing water conservation systems or how electricians are installing EV infrastructure. These types of projects will help to attract younger workers to skilled trades and level up the jobs you want to fill. Remember, attracting younger workers isn’t about making the job easier. You want to make the value clearer and highlight the intelligence needed. This way, you will attract candidates who respect the craft and all that goes into making it possible. If you’re looking to attract skilled trade workers, Summit Careers can help. Reach out to us today to learn more about our services.
Burnout can impact all aspects of your manufacturing team. From the people on the shop floor to those working in the human resources department, everyone can face burnout when it comes to their jobs. High turnover rates, the constant pressure to fill specialized technical roles, and the sheer volume of entry-level applications can create major stress for a manufacturing HR department. But there are ways to create a hiring process that works with your production needs without burning out your staff. Consider these ways you can prevent your HR staff from burning out while still getting the job done. Don’t Wait Until Someone Leaves to Start Looking for New Workers HR teams feel the burn when they’re forced to panic hire. When a vacancy suddenly occurs, HR must push to fill it right away to avoid halts in production. This can be stressful and can lead to hiring people who are really not qualified for the job. Instead, work on having a pool of available talent whom you can go to when a vacancy opens. While they may not be available, you may be able to find someone who is extremely qualified and has already shown interest in the company. This releases the stress and is a more efficient way of hiring. Streamline the First Round of Screening Instead of manually going through all resumes to see if they meet the basic requirements, use “knock-out” questions to eliminate those that don’t meet the basic requirements. This can include things like shift availability and having certain certifications. If an applicant does not possess these things, then you can weed them out right away. This allows HR to only spend time screening candidates who are eligible for the job. More Efficient Interviewing Process Implement a more efficient interviewing process. Every hiring manager may have a different process that inevitably slows things down. Establish one process that everyone agrees on. This can include a structured scorecard to rate candidates based on their interview answers. Rather than send emails back and forth to candidates, use a self-service booking link that allows the candidates to see available slots and sign up for them. Instead of having to track down different managers for their thoughts on a candidate, use digital notes in a file so everyone can have access to the different opinions and reach a decision quicker. Focus on Finding the Right Fit for the Work Culture While skills are undoubtedly an important part of finding the right employees, you don’t want to forget about screening to find someone who fits the job culture. Look for the right attitude and reliability. This can help to avoid high turnover rates. Some people may have the right skills, but may struggle in the work culture, resulting in them leaving even before they really get started. This puts you right back at square one. Work with a Recruiting Firm When you work with a recruiting firm, they will do all of the legwork and only leave you with the best candidates. They’ve checked skills and basic requirements and know who the right fit will be. They will give you these applicants to interview and choose from. Recruiting firms use the most efficient practices to help streamline the hiring process. They can sift through resumes and vet candidates, so your HR team doesn’t get burned out. At Summit Careers, we utilize only the best hiring practices so that our manufacturing clients have a pool of qualified candidates. We are here to get the job done for you so that your HR team is energized to find their next employee. Reach out to us today to learn more!
