8 Steps to Your Next Hire

The principals of The Brooke Group are wholly aware of the search committee process as applied to the search and recruitment of qualified professionals to fill leadership, managerial, faculty, faculty-equivalent, and/or non-classified positions at U.S. universities and similar institutions.  Additionally, we are familiar with guidelines provided by Offices of Social Justice for use by search committees, hiring authorities, committee members, administrators, and staff when conducting searches to fill opportunities at both public and private universities and other institutions.

Therefore, and more specifically, the following search/recruitment process steps provide a summary of the guidance and assistance usually requested of us - in whole or in part:

Step 1: Complete a Needs Analysis Profile (NAP)

We will meet in person or virtually with the hiring official(s) and members of the search committee and/or Department Chair/Dean/Director and/or other school/department professionals to gain a complete and thorough understanding of the ideal candidate profile, as well as an understanding of the particular features that will attract highly qualified candidates.

Information to be collected includes:

  • Structure/organization of pertinent elements/units of the Department, School, Medical Center, University
  • Need/urgency for position(s)
  • Hiring efforts to-date
  • Position information
  • Working environment - past, present colleagues, other 
  • Compensation - base, incentives, other benefits
  • Proposed/tentative recruitment package
  • Hiring process particulars
  • Hiring authority/leadership biographies
  • Position, institution, school, department, and other selling points
  • Other department, school, and/or insitutional information
  • Other services requested

Step 2: Develop a Communications Plan

Complete and accurate information communicated with simplicity is a necessity and indeed a distinct advantage of any search and recruitment process. Therefore, it is advantageous to confirm and delineate the communications channels between The Brooke Group and its partner recruitment institutions, as well as with prospects and candidates for opportunities for/from which assistance is requested (e.g. our liaison, client liaison/s).

Establish a public candidate communications plan

A coordinated, yet personalized, process of communications with candidates is established for each search for which assistance is requested, with responsibilities of all involved parties delineated.  This plan includes the following areas:

  • Printed/electronic media
  • Personal communications (telephone/email)
  • Public/press announcements
  • Hiring Authority/Search Committee communications throught the search process

Step 3: Identify highly qualified candidates

Expanding the the candidate and applicant pools through the creation of additional recruitment resources is the greatest advantage of utilizing our services.

Proactive Sourcing

With only 15% of all qualified persons actually "looking" at any one point in time for another professional opportunity, traditional means of promoting a position limits the total number of candidates a hiring authority or search committee might be able to consider...simply because qualified professionals do not know about it.  Therefore, we seek for each and every position to identify "passive" candidates - that very large percentage of qualified professionals who will explore opportunities when a potential "fit" is introduced to them.  And, our specialty is identification of academic scientists with funded research agendas and strong publication records.

Traditional Sourcing

While a lower priority for action, candidates with credentials qualifying him/her for a position may identify themselves in response to traditional position advertisements (e.g. journal announcements or job boards), or he/she may be found by searching "resume/cv banks."

Step 4: Assess candidate qualifications and motivation

We can/will first advise the Search Committee Chair (hiring authority or designee), and the Client Affirmative Action/Equal Opportunity Representative to the search committee, if applicable, to develop/affirm and discuss "DOs and DON'Ts" during a search process (with pre-employment inquiry discussions/guides, as necessary).

In this regard, The Brooke Group can/will advise, and/or be active with the Search Committee Chair and the Search Committee with regard to the following:

  • Collecting Candidate data/information for "right fit" evaluation - credentials; skill set; achievements; experience; institutional resources available to support his/her research agenda; institutional priorities alignment with candidate's research, service, and/or teaching foci; realistic expectations; motivation(s).
  • Establishing and utilizing a Candidate Comparison Matrix/Candidate Qualification assessment instrument.
  • Assessing a candidate's motivation and willingness to consider a career move.
  • Conducting preliminary reference checks - and, subsequently in the search and recruitment process, requesting and presenting formal references - and background checks as may be required by client policy.  (In this regard, The Brooke Group can/will advise and/or facilitate steps in the client background process, as well as completion of the standard institutional employment processes.)
  • Consider/schedule/conduct regional travel for preliminary prospecting and cultivation of candidates.
  • Create a list of candidates for further consideration/review.

Step 5: Interview candidates

Thoroughly prepared and pre-screened candidates with completed application process materials leads to greater organization and efficiency at the interview stage.  Therefore, we will advise staff, and (if requested) assist with advising the hiring authority and/or search committee, with regard to establishing best interview practices.

Step 6: Process a decision

We can/will advise and assist in all ways possible to select and facilitate action necessary to process a request for approval to hire a candidate for each and every position.  Included could be assistance with regard to the following:

  • Conducting "formal" reference checks (and background checks, if requested)
  • Compiling information necessary for authorization to hire, to include data for completing EEO search and appointment reports
  • Advising on and reviewing draft candidate offer terms and letters
  • Pre-disclosing offer considerations/terms for feedback, and/or brokering/negotiating an offer

Step 7: Assist search closure by collecting and presenting search information

We can/will provide information pertinent to closing the files of the search process, and will serve as a conduit for the purpose of "closing" communications between the search committee, the search committee chair, and/or the hiring authority, and candidates/inquiries during the search process.

Step 8: Assist with the transition of the new hire into the institution

By request, we can make ourselves available for assistance with the relocation of selected candidates.  In this regard, we will advise, and/or on request provide, on-board assistance as is available through its affiliate status with the MRINetwork.  These services may include the following kinds of tools provided to candidates: searching prospective community options and geographic/economic criteria; cost of living analysis; salary comparison; crime comparison; moving cost estimate; and discounted moving rates available through a contract relationship through the MRINetwork; and, access to a mortgage calculator.