SUPPORTING PRESIDENTIAL AND EXECUTIVE LEVEL SEARCHES Concurrent Session NAPAHE 2012 National Conference and Annual Meeting Julie E. Tea Consultant AGB Search March 10, 2012

OUR AGENDA FOR TODAY Timing the search Life cycle of a search Creating the search committee Partnering with a search firm Advertising and outreach Documenting and facilitating Interacting with candidates Designing off- and on-campus interviews Announcing the appointment Planning for the transition Searches as a professional development tool for you Q and A

TIMING THE SEARCH Can occur any time of year - Fall through early spring most typical - Summertime start date for most hires Average search length: 4-6 months; longer for prez searches Allow 6-8 weeks to build a pool, if possible

LIFE CYCLE OF A SEARCH MONTH 1 Search committee and liaison are identified Determination about search firm is made Organizational meeting of search committee is held If desired, search Web site is launched (typical for prez-level) Pre-search study is conducted

LIFE CYCLE OF A SEARCH con’t. MONTH 2 Search prospectus/position description and ad are finalized and disseminated Advertising and outreach begin

LIFE CYCLE OF A SEARCH con’t. MONTH 3 Recruitment continues Candidate deadline passes - (LOI, cv, refs) Pool is narrowed for 1 st -round referencing Initial reference calls are made Pool is narrowed for 1 st -round interviews Background “Google” checks commence

LIFE CYCLE OF A SEARCH con’t. MONTH 4 Neutral site (“Airport”) interviews are held Finalists are identified Permission for formal background checks is secured Checks commence and “off-list” references are contacted Compensation guidelines are drafted

LIFE CYCLE OF A SEARCH con’t. MONTH 5 On-campus/finalist interviews are held Constituent feedback is sought Recommendations to the Board/hiring officer are crafted The appointment is negotiated The appointment is announced The transition commences

CREATING THE SEARCH COMMITTEE Think inclusively but reasonably Go for balance (constituencies, perspectives, gender, race and ethnicity) Who are your most effective ambassadors? Attendance matters – choose accordingly HR to have a presence? Liaison to attend all meetings

PARTNERING WITH A SEARCH FIRM Multi-month partnership on all phases of the search Deep and broad networks for recruitment, referencing and deep background checks Draft correspondence and guides Management of all paperwork/applications Dedicated contact person to field questions from most serious candidates Expert advisors

ADVERTISING AND OUTREACH Multi-pronged approach Advertising Sourcing Community’s own networks Consultant’s networks (if applicable)

DOCUMENTING AND FACILITATING Prospects and Nominators: Sourcing letters “You’ve been nominated” Candidates: Acknowledgements of materials received Next steps for advanced “Thanks but no thanks”

DOCUMENTING AND FACILITATING con’t. Search Committee: Agendas and minutes Access to candidate files Campus Community: Periodic search updates from the chair HR: Maintenance of search files per institutional policy

INTERACTING WITH CANDIDATES Be prompt and responsive Ambassador for the institution It’s a mutual selection process! No time with candidates is inconsequential Tailor experiences to their needs (more on that)

DESIGNING OFF-CAMPUS INTERVIEWS National search = airport location Hiring officer to attend? 6-9 candidates over two days Determine finalists after last interview

DESIGNING ON-CAMPUS INTERVIEWS 2-4 finalists for 1 ½- to 2-day visits each Spouse or partner to attend? Showcase the campus Broad exposure – inclusive process Maintain confidentiality as best as possible Hosts, escorts and thoughtful touches

ANNOUNCING THE APPOINTMENT Craft draft release with appointee’s final approval Time announcement with appointee’s home institution Develop an outreach plan for key constituencies (trustees, donors, community leaders) to share good news Follow up with all candidates and nominators

PLANNING FOR THE TRANSITION Thank committee! Prepare the appointee to assume office (transition meetings, documents, minutes) Assist with the relocation/housing needs Transition the outgoing executive Coordinate introductions (campus, donors, community, and legislature) - “Listening Tour,” print and online pieces? Inaugurate the new leader (for prez searches)

SEARCHES AS A PROFESSIONAL DEVELOPMENT TOOL FOR YOU Develop partnerships across campus and in the community Gain exposure to “mini-consultation” visits See best (and worst!) practices in interviewing Learn tips from search firms to enhance processes Increase your own visibility on campus

QUESTION AND ANSWER Thank you for your time!