Search Committee selects finalist candidates
Normally, six to eight "A" list candidates are presented for the Committee's consideration. The "A" list candidates most closely align with the School's identified challenges. "A" list candidates, those whose credentials are close to the identified competencies, are also shared with the Search Committee. In a full and open exchange, the candidates to be pursued are identified.
Preliminary interviews are always an option, but the information gained through video clips and complete reports on each candidate often allows the Search Committee to eliminate this step.
Second-round of referencing
On campus interviews
These visits to campus are important and therefore are carefully choreographed with the help of IES to ensure both the candidates and spouses (or significant other) have successful visits. A successful visit is when the candidate leaves wanting the job and the Search Committee and Advisory Groups have a good understanding of the candidate‚Äôs strengths and weaknesses as well the cultural fit to the institution.
Report to Search Committee
We help the school structure interviews, visits, and reference checks to ensure that these meet the candidates' and the Committee's needs. We also facilitate the flow of feedback from the Advisory Groups, the candidates and the Search Committee.
Criminal background check is completed by a third-party.
Selection submitted to the Board for approval
IES brings extensive experience to this important part of a successful search. Too many times misunderstandings arise at this point that can color the relationship between the Board and the Head-elect. We take care to ensure there are no surprises and that areas of disagreement are ironed out before the contract is finalized.