Generally speaking, search consultants are engaged by institutions only for higher-level administrative searches. There are several reasons for this. Faculty searches rarely involve consultants, because most professors view the selection of their colleagues as a privilege they are reluctant to share with outsiders. But in senior administrative positions, the stakes are high enough that search firms provide a level of confidence in a successful outcome. 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.