The search committee probably won't find someone who meets every criterion. Job histories and glowing but superficial recommendations do not provide a well-rounded view of the candidate. Evaluating insiders is relatively easy, but familiarity can be deceptive. But their knowledge of the candidate may be incomplete. Search committee members must reflect on whether they have a total picture of the individual, and they should thoroughly discuss the candidate to test whether their impressions of the person are correct.
Familiarity can be deceptive.
Evaluating outsiders is more challenging but not impossible. Reference checking is paramount. The search committee must tap the headhunters' knowledge of the candidate without depending too heavily on that one source of information. Young directors, in particular, should not be intimidated by big-name headhunters. Ask the headhunter to give a full picture of the person, including personality traits and potential shortcomings.