Strong candidate pools today look different than they did even a few years ago. It’s not just about volume, it’s about perspective, adaptability, and alignment with what the role actually requires now.
A few indicators we look for:
- Diversity of institution and industry – In a rapidly changing environment (AI, budget pressures, leadership transitions), bringing in candidates with different perspectives and experiences is critical. Coming from a similar institution doesn’t always equal the right experience for your structure, environment, or culture.
- Generational diversity – Today’s teams are often multi-generational, and strong leaders need to navigate and lead across different expectations, communication styles, and approaches to work.
- Adaptability to change – Many of the challenges institutions are facing today require skills that weren’t prioritized even a few years ago. Search committees benefit from defining early how they will assess adaptability, learning agility, and comfort with change.
- Clear alignment—not just qualifications – Strong pools show consistency in capability and fit, not a wide gap between highly qualified and misaligned candidates.
What to keep in mind:
We’re operating in a period of rapid change. The pace of the fourth industrial revolution is unlike anything we’ve experienced before, technologies like AI have gone from new to embedded in less than a few years.
Strong candidate pools reflect this reality. They prioritize the ability to lead through change, not just replicate what has worked in the past.
