| Tips & Pointers
Here are a few suggestions: |
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- Determine the availability and
interest of internal candidates first
- Start early - at least 9 months in
advance if possible
- Engage the staff and community in the
process
- Develop qualities and characteristics
of the new leader and obtain an agreement that these will be
followed
- Seek outside expertise to assist in
the process
- Determine an appropriate timeline for
advertising, screening, interviewing and selection
- A unanimous vote is a must
- Have a clear understanding of legal
and illegal processes and questioning strategies (get outside help)
- Establish a reliable system/method for
checking references beyond those submitted
- Develop a connection with a network to
help identify potential candidates
- Don't depend on applications
only. Recruit.
- Develop an internal method of
leadership succession
- Determine appropriate salary and
benefits (consider survey of local and state data)
If you would like information
about putting together an RFP for search firms, please contact us.
We have developed a series of questions you might want to include as you
begin to screen various consultants and firms.
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