Tackling The Faculty Crunch

Faculty crunch in recruiting and retaining top talent has been a topic of discourse for decades in India. An audit report by the Comptroller and Auditor General (CAG) in December 2021, released in 2023, about the Indian Institute of Technologies (IITs), showed inadequate infrastructure and faculty shortages as the pace of recruitment did not match student enrolment, resulting in faculty vacancies. Therefore, as of 2021-22, no IIT met the 1:10 faculty-to-student ratio. However, experts were in a difference of opinion about the faculty crunch, especially about tier II and tier III cities at a panel discussion.

Experts believe that times have gone when only passionate ones used to join the business. Now, several folks are coming to secure their lives, not because of bringing change. Mini Thomas, Dean, Faculty of Engineering and Technology, Jamia Millia Islamia, shared her experience, “During my era many of the toppers opted for teaching but now if I go to a class of 100 and ask how many of you want to teach I may find none or maybe one. So this clearly shows the crunch in faculty especially in engineering where there is a problem.”

Rajeev Tiwari, Dean of the School of Computer Science and Engineering at IILM University, emphasised the evolving role of faculty in higher education. He noted that the industry dynamics are shifting away from traditional teaching towards a more facilitator-driven approach. "In the past, we referred to educators as facilitators; I prefer to call them enablers," Tiwari said. "Faculty members are no longer just disseminating information or knowledge. Their role now involves connecting students with industry perspectives, helping them understand the pace at which the industry is evolving."

He highlighted that today's faculty must also navigate social pressures and mentor students, making their role multifaceted. Reflecting on his two decades of experience, Tiwari observed that the expectations of faculty have changed significantly. "While it's possible to meet industry requirements, finding faculty with the right attributes is a challenge," he said. "There's a shortage of talent, and organisations need to shift their mindset. They may hire top talent from tier-one institutions, PhD holders and research scholars—but the dynamics of each organisation are different."

Tiwari stressed the importance of organisational leadership in providing the necessary training and skills to new faculty members. "It takes time—usually three to five years, for these faculty members to transition from just having a job to building a career. However, with proper training, they can become valuable assets to the organisation," he added.

Though experts were in of opinion that it is not only new joiners but the recruiting organisation is also responsible for the shortages of talent. In Abhay Bansal, Dean, School of Computer Science Engineering and Technology, Bennett University, words, “For retaining the best talent one have to be the best university, must have the best infrastructure and flexibility.”

Experts opined that now a days strict regulations, biometrics, and 9 to 5-time-bound jobs have dampened the flexibility and work culture. Everyone wants to see career growth, freedom, respect and regular increments and if one does not find it, will leave. Bansal stated, “I have seen in many universities, that faculty is free after five but still they are just standing in front of the biometric machine that it should become six. If it is 5:45 they are going to get a half day. So these are the policies which I feel, there has to be full respect to the faculty and if it is not in any kind of institutions, always there will be a crunch.”

Experts said the reality is that big corporations usually offer much higher amounts to students. Tier 1 has a common trend to go to big corporates, though there is no faculty crunch as not only freshers but industry experienced are also interested in teaching and they are being paid hefty amounts. But the case is different for Tier 2 and Tier 3 and for boys and girls. Shalini Gupta, Former Vice Chancellor, Desh Bhagat University, said that non-metro cities attract more girls and other talents facing some kind of constraints. She added, “In tier two and three companies and cities the girls or women, would like to go in teaching because while some people are passionate but for some, it is a convenience part that they want to go in teaching.”

Though notably, industries are not as creamy as they seem. Experts highlighted the scenario when an industry joined wants to come to academics due to work culture. There is a lot of flexibility, autonomy, respect and regard that has been given in academics, which they still find very difficult to get into the industry. Though industry gives them 20 per cent 30 per cent extra, they still are finding very difficult to manage their personal and professional life and they always feel that there could be an option if they can get with industry background they can come into academia. So now it has been changed because private university are fixing their fees with that they can always pay a better salary.

Experts agreed to fill the enthusiasm in students to teach. They cited new education policy (NEP) documents that want to bring back teachers as the most respected people in society which was the case when they were young. Thomas said, “How many of us communicate to the students that teaching is a good option? I tell them to become teachers because teaching is the best profession because with youngsters all the time you are innovating and you are responsible to only to your only to your students. Nobody else, not in the industry.”

This discussion took place at an industry meet themed ‘Tackling the Faculty Crunch: Recruiting and Retaining Top Talent’, moderated by Ruhail Ameen, Senior Editor, BW Businessworld.

Navneet Singh

BW Reporters The author is a trainee correspondent with BW Businessworld