Executive Recruitment

Search Process Methodology

The ELS Group's approach to all executive searches is disciplined and comprehensive. We spend quality time with our clients getting to know their organizations, and creating, through a collaborative process, a profile of the ideal candidate. We employ a six step process that emphasizes in-depth reference checking of candidates along with a thoughtful analysis of the appropriate fit of the client and the candidate. Many of our clients and past candidates are part of our extended network. Thus, they share our goal of working to strengthen the talent pool of higher education leadership and help us to identify those individuals who are ready to assume the role of upper and mid-level leadership. They know our capacity to match the individual to the job is exceptional and that our searches attract the best possible candidates.

Step 1
ELS consultants spend considerable time at the outset of the search learning about the client organization and helping to shape and define concrete objectives for the new executive. Among the questions we ask are: "How will you know that you have chosen the right person? What will this person have accomplished? What can and will you do to help the person become a success within the organization?”

We meet with management, board members, key staff, union leaders, academic senators and others to understand the mission, vision, values, history and culture of the organization and to understand the attributes needed by the candidate. We also use this time to discuss the organizations objectives both short- and long-term for the incoming candidate.

We work collaboratively with the client organization during our research and consultation phase to shape the job description that outlines not only the duties, required professional experience, reporting relationships, but the challenges she/he will face once selected.

Step 2
The ELS Group consults closely with our clients to identify industries, fields, target groups, and organizations where we might find candidates who match the requirements set out in the job announcement. Rather than waiting for candidates to respond to the job announcement, we creatively pursue and recruit special talent well suited to the role. We conduct extensive telephone networking by drawing upon our rich and diverse network of contacts around the country and our diverse database of women and people of racial and ethnic heritages across the country. We recognize that our clients have excellent networks themselves; therefore we carefully and systematically pursue their suggestions. We recommend position advertising in targeted publications, Internet postings on relevant websites and through mailing lists.

Step 3
ELS casts a wide net to assemble a pool that has both depth and breadth of experience needed to succeed in the position. Many of the people we identify are successful leaders in their current positions and so, we consciously work closely with our client to protect the confidentiality of their interest. We systematically keep prospective candidates advised of their status, handle rejected candidates with respect and consideration, and inform our client of the progress of the search on a regular basis. In some searches, there are strong internal candidates and we ensure those individuals follow the same screening and assessment process as outside candidates.

Step 4
ELS participates in the interviewing process at every level which allows us to provide on-site consultation related to concerns and issues that might arise regarding a candidate’s application. We operate as “on board” consultants to minimize any confusion pertaining to such things as the candidate’s personal career path, successive role, challenges undertaken, milestones achieved, mistakes made along the way and any other relevant information. We work closely with the candidates in each round up to and including the final selection by providing them with information regarding the district, answering personal questions, and affirming the clients intentions.

Step 5
ELS manages the pool of applicants in accordance with the client’s policies. We begin by mutually reviewing the challenges of the position as originally outlined in the job announcement. We review the protocols recommended for effective interviewing, cover issues related to equity and fairness, and offer guidance on both the substance and the logistics of the interview process.

After the preliminary interviews are complete, we work with the Screening Committee as a team to structure the review and discussion of candidates. While the choices are always our client's to make, we are fully prepared to offer our opinions and specific recommendations.

When finalists are invited back for subsequent interviews, we work to structure their return visits to give them an opportunity to learn more about the organization and the position, and for our client to obtain a deeper understanding of the candidates’ qualifications and potential “fit” for the organization.

As candidates move through their final interviews, we begin an intensive and thorough process of checking references. We speak directly with each candidate's supervisors, peers, and subordinates over the course of his or her career, asking questions and obtaining information relevant to the job functions. We prepare a comprehensive document of reference material for easy use in decision-making by the hiring organization.

We provide an extensive personal self assessment for the finalists through one of our affiliates, the Assessment Technology Group (ATG), a consultant firm that specializes in a scientific approach to identifying candidates for positions that are most compatible with their skills and personality. The finalists will be asked to take the “OPQ” (Occupational Personality Questionnaire) and “EQI” (Emotional Intelligence Questionnaire) on-line.  The assessment process will identify candidate’s preferred leadership and reporting styles.  ATG will compile the data received from the questionnaire and provide an executive summary supported by a 36 page detailed assessment.  This report is named the “Head Line News Report”.  The results will assist the Board with the final interviews and selection.

Step 6
ELS remains active through the final phase of the search, helping our client make well-informed decisions and staying in close contact with the finalists to address their questions and concerns. The client will make the final decision based on the Screening Committee’s recommendation of three to five strong candidates whose strengths and weaknesses will be reported along with the results of extensive reference checks, and the data included in the Headline News Report.

ELS is available for final negotiations between the candidate and our client organization.