Search firms charge a fee, and institutions generally decide to incur this expense only when the stakes are high enough to justify the cost. Search committees gain several things from the use of a search consultant. Most important, we bring candidates into the search who would not apply on their own. Many of these candidates are quite successful and fully engaged in their current positions. When consultants learn about such a candidate from other leaders in higher education, they phone the candidate to evaluate his or her suitability, and to try to make a convincing case that this would be a great opportunity.
Consultants can give candidates an inside view of the institution and the position.
We can try to help candidates decide whether they would be a good fit for the position. In addition to adding strong candidates to the pool, search consultants can do a great deal to enhance the search process. We have worked out effective ways of organizing the process, structuring the search committee, writing the position description, responding to nominations and applications, checking references, organizing interviews, verifying degrees, and the myriad other important details that are part of any search. We can help the chair provide leadership for the process so that committee members feel involved, confidentiality rules are understood and respected, communication with the campus is frequent and appropriate, and deadlines are met. And as the process comes to a close, we can help to craft a mutually satisfactory agreement between the candidate and the institution.