Search Components

pic5The mission of Collegiate Counsel, Inc. is to enable its clients to make better decisions based on professionally developed information. We work diligently to provide experienced guidance throughout every phase of the search.

Defining the Opportunity -It is important to have a written description of the unique opportunity and culture of your institution. This profile should include pertinent information on the institution, the opportunity, the candidate and the qualifications.

Identifying Prospective Candidates and Referral Sources – Start with a comprehensive and targeted list of prospective candidates and referral sources. Communicate quickly and personally with established relationships around the country to identify and attract prospects for your consideration. To assure that you have a well qualified pool of candidates it is wise to identify and contact undeclared candidates. Experience has proven that some of the best candidates will not be in your pool unless a personal contact stimulates their interest.

Candidate Document Vault –As prospects express formal interest in exploring the opportunity, their documents are posted online for evaluation by members of the search committee. To assure confidentiality, this information should be password-protected and may be accessed at any time by members of the committee.

Reference and Reputation Evaluations - Effective background investigations are critical to the success of your search. Collegiate Counsel, Inc. offers invaluable assistance in this effort. It is very prudent to talk with unlisted as well as listed references aftert obtaining permission from the candidates. Our established relationships and knowledge of the marketplace enable us to provide candid and accurate information on the reputation and accomplishments of your top candidates.

Candidate Selection Meeting of the Search Committee – After extensive research and communication with prospects, the search committee meets to evaluate the pool and select a short list of candidates for further consideration. During this meeting, the committee discusses its rankings of the prospects. Remaining questions may be answered prior to confirming the invitations for personal interviews.

Personal Interviews with Selected Candidates – Normally, the top four to six candidates are invited to meet with the search committee for in-depth discussions. Effective logistics and followup are key elements of this process and special attention will assure effective communications - and the reputation of your institution.

Campus Visits – After the personal interviews are completed, finalists are invited to campus for interviews with members of all constituencies. These visits should be carefully coordinated to prevent awkward or unprofessional situations.

Appointment – For a presidential search, the appointment is confirmed by the board of trustees. For cabinet level searches, the appointment is typically made by the president. Maintain close communication with the candidates to make sure the announcement is made at the same time for the institution and the appointee.