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Why culture matters so much in hiring for scholarly publishers
Scholarly Publishing
When it comes to finding the best people for research and publishing teams, there are certain caveats to consider, from an in-depth understanding of the sector to prior experience working with a range of academic stakeholders. However, one element that absolutely cannot be overlooked when hiring within scholarly publishers is culture.
We know from the successes of our retained solutions that the fit between a scholarly publisher and its people is crucial in the modern world, here are five core reasons why:
1) Maintaining academic integrity and ethics
Ethical standards are, and have always been, crucial in the world of research and scholarly publishing. Plagiarism, biased peer reviews, incorrect citations and data manipulation are all challenges that have plagued publishers; and sophisticated technology is making this easier for individuals to do.
While there are ways for publishing teams to protect against this (largely through the use of the tools that are aiding unethical practices, including AI), hiring individuals whose values align with the organisation is a significant benefit. This may be challenging to assess for in an applicant, but that’s where a broader cultural fit is valuable.
2) Driving cohesion and collaboration
Of course, in the world of academic publishing, collaboration with multiple stakeholders is key, which makes it difficult to ensure a cultural alignment when there are so many different groups in the mix. However, this does, in itself, offer an insight into why culture is so important for hiring.
Building teams of highly engaged and motivated people who are aligned with supportive, communicative and collaborative values will better enable publishers to not only drive more effective working practices, but also build credibility as a cohesive and reliable partner.
3) Aligning with scholarly values
While every brand has its own unique culture, there are arguably three core values that scholarly publishers prioritise; rigour in editorial processes, support for underrepresented disciplines and tailored support for specific fields. This requires publishing teams that are, themselves, committed to delivering against these practices.
Misalignment of cultural values linked to this, could result in a negative reputation for publishers, which, in severe cases, has the potential to create the perception that brand prioritises profit and scale, at the expense of quality and academic relevance.
4) Creating an environment conducive to innovation
In the modern world of academic publishing, where artificial intelligence, open science and preprints are altering traditional approaches, adaptability and innovation are key. Creating a culture that nurtures this will require a rethink for some.
That is likely to mean building teams that are more adept at utilising new technologies or experimenting with new models for peer review or dissemination. This will increasingly bring ethical debates to the fore, however, an environment that welcomes and supports innovation and creativity will be a core strength for publishing teams.
5) Diversity, equity and inclusion (DEI)
Building diverse teams is not only morally and ethically the right thing to do, but it also has significant influence in the world of academic publishing. Diversity of thought, for example, is hugely valuable amongst authors, editorial boards and peer reviewers. From a publisher’s perspective, though, a strong DEI culture – driven by its people – helps shape the right research topics, elevate diverse voices and ensure broader scholarly representation.
Driving the right values in scholarly publisher hiring.
The right culture clearly has its benefits, but it’s not something that just happens or that can be developed overnight. It is driven, influenced and lived by people, which is why it is so important to ensure the hiring process is aligned with the values that publishers need. Bringing the wrong person on board can have a lasting impact on more than just academic relationships. It can dissolve the strong ethical and morale ties that have been so heavily invested in and protected over the years. It can create a level of distrust within the team and between stakeholders.
That’s why the team at Telfer Partners is committed to being fully aligned with the publishers and research teams we work with on a retained basis, allowing us to ensure cultural fit between new recruits and the companies we partner with.
We take the time and care to understand the unique needs and cultures of our retained clients so that we can truly become an embedded partner for publishers. This allows us to convey and reflect the right values at every stage of the recruitment process on their behalf. But we don’t stop there. We adopt this approach with all of our candidates too. We’re not just placing them in a role; we’re putting them in the right job. And that requires getting to know them individually; what their motivators and values are, and then aligning this with the publishers we work with on a retained basis.
Interested in finding out how our retained solutions can improve the cultural fit in your hiring? Contact the team today.
