Devoting the time necessary to thoroughly understand the mission, philosophy, vision, and strategic and long-range plans of the institution, and, as a result, identifying and attracting optimally qualified candidates.
Implementing with the Search Committee a tailored, all-inclusive process that ensures confidentiality, draws together the institution’s constituencies, and creates a mandate for the new leader.
Conducting unusually stringent due diligence that affords the Search Committee and Board of Trustees comprehensive information on which to base a more considered judgment in the final recommendation and selection process.
Maintaining our outstanding track record of placing leaders who not only meet, but often exceed, the expectations of their communities.
Search Counsel conducts a Pre-search Study to assess the needs of the College community by meeting with all campus constituencies in focus groups, open forums, or individually, to discuss the strengths and areas of growth of both the institution and the position; develop a comprehensive Executive Search Profile and advertising strategy; and implement a targeted networking and sourcing initiative.
Search Counsel implements a nationwide, inclusive sourcing initiative to market the opportunity, solicit nominations, and identify outstanding prospects. RHPA manages candidate communications and applications; and activates its web-based Secure Client Suite, which facilitates efficient review of candidate materials and other key documents.
Search Counsel assists the Search Committee in reviewing the entire candidate pool; selecting a group of top candidates; narrowing that group of top candidates to a smaller group of semi-finalists for interviewing at an off-site location. Following its interviews, the committee selects a group of finalists for campus visits.
Search Counsel conducts in-depth due diligence for each finalist, including a full background check and extensive reference checks; Search Committee may opt to conduct home campus visits and/or utilize psychological assessments.
Search Counsel meets with the Committee to review the due diligence and the results of on-campus interviews; Search Counsel provides Recommended Compensation Report to the Board (presidential searches) or to the President (senior administrator searches); and assists in extending the offer (if desired), and post-appointment follow-up.