Recruitment

Based on feedback received from the search committee and designated constituent groups, we will actively recruit individuals with superior qualifications and encourage them to become candidates.

In addition to our direct recruitment efforts, we will place announcements in traditional national outlets and in specialized publications. We will also identify new advertising venues, particularly on-line postings and other cutting-edge networks, which will increase the visibility of our recruitment efforts and assist in locating highly qualified candidates.

We will place calls to individuals who are well-positioned to serve as sources. These individuals usually include leaders of national associations and institutions, representatives of groups focused on particular constituencies (i.e. women and minorities), and other public, private, and not-for-profit organizations. One of our most significant strengths is our extensive national professional network.

A key aspect of our approach is to undertake original “research” in each of our engagements and committing substantial staff time to this activity. Oftentimes the best candidates for a search are not considering a move from their administrative post and will not respond to an open advertisement for a new position. However, given the very rich portfolio of our past searches and placements, we bring to this critical stage strong networks of both potential candidates and sources-- people who will have excellent suggestions of other candidates.

We have a solid track record of providing candidate pools in which women and people of color are well-represented. We believe that these special recruiting and outreach efforts are worthwhile, desirable and quite productive. As a women and minority owned firm, we ensure that our candidate and placement lists are diverse.

All of our Partners and Principals are actively involved in professional associations that bring them in contact with emerging leaders in higher education. We are regularly invited to give presentations and workshops on professional development issues which give us the opportunity to learn about prospective candidates and observe them first-hand.

Managing Information in Support of the Search

Throughout the search process, we will assist the search committee in developing accurate information systems to track the status of candidates. We recommend the use of a database system that tracks the arrival and status of all candidate applications and nominations. This database can be used to generate current logs of all prospective, active and inactive candidates as well as to generate communications to inform each candidate of his/her status from the beginning to the end of the entire process.

We also make use of an on-line, secure client portal, which allows each committee member to log on confidentially to a website where all candidate materials and committee support documents are housed. In this way, we eliminate the need for paper copies of documents, allowing for a more environmentally friendly approach and greater flexibility and access for the committee.