Project Lead: Keith Becker

Funding Approved: Fiscal Year 23
Project Status: In Progress  
Funded amount: $315,000 over three years

Colleges report that when recruiting faculty and senior-level staff into priority areas and hard-to-fill positions, deans and other staff expend considerable effort researching and connecting with external employers to assist in the job placement of partners.

The External Job Placement Services P3 project allows the university to leverage experts for whom this is a core business function while also conserving resources and promoting consistency across campus. 

Activities to date:

  • Established an advisory committee to provide guidance and support for requests  
  • Completed an RFQ and selected Corridor HR Solutions as the vendor of choice  
  • Communicated updates of the program and vendor selection to Senior HR Leaders, the broader HR community, Associate Deans for Faculty, and Staff Council 
    • Continuing to work directly with these leaders to advertise services and collaborate on the recruitment and referral process
  • Began receiving requests in Jan. 2023 and collaborated on five recruitments of faculty or senior leaders
  • Expanded the use of funds to include partners of current faculty to support retention efforts
  • Piloted expanded use of funds to support job search efforts of medical residents and fellows within the Carver College of Medicine. 
  • Allocated funds to expand the existing Dual Academic Career Fund to support salaries for partners of candidates being recruited for faculty positions. 
  • As of spring 2025, 26 partners had been referred to the program with 17 successful placements. 

 Next Steps:

In the third year of the External Job Placement Service Project, the team has continued to work with the Provost Office and search committees to ensure the success of existing and new strategies. To ensure stakeholders are aware of the program, they are reaching out to collegiate leaders and gain an understanding of their unique needs, analyzing hiring data to identify peak hiring periods, integrating information about the program into Jobs@UIOWA and other stages of the recruitment processes, and including details about the program in onboarding materials for new deans.