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University Presidential Searches: An Empirical Examination of Internal Versus External Hiring

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  • James Monks

    (University of Richmond)

Abstract

It is a persistent phenomenon that internal candidates for university leadership positions are rarely hired. Approximately, one-quarter of US college and university presidents were hired internally. This paper reports the results of an analysis of presidential search outcomes, from a sample of US tertiary institutions. Search consultants and faculty representation on presidential search committees are associated with lower probabilities of hiring internally. Additionally, institutions with self-reported cooperative governance climates, versus conflict-ridden climates, are less likely to hire internally. This implicit bias against internal candidates may lead institutions to make suboptimal hiring decisions, and prevent qualified candidates from pursuing leadership positions.

Suggested Citation

  • James Monks, 2022. "University Presidential Searches: An Empirical Examination of Internal Versus External Hiring," Eastern Economic Journal, Palgrave Macmillan;Eastern Economic Association, vol. 48(4), pages 580-601, October.
    • Handle: RePEc:pal:easeco:v:48:y:2022:i:4:d:10.1057_s41302-022-00223-0
    DOI: 10.1057/s41302-022-00223-0
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    References listed on IDEAS

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    More about this item

    Keywords

    Recruitment; Selection; Employee retention; Academia; University presidents;
    All these keywords.

    JEL classification:

    • I21 - Health, Education, and Welfare - - Education - - - Analysis of Education
    • J40 - Labor and Demographic Economics - - Particular Labor Markets - - - General

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