Leader Recruitment

Every school is unique and has its own specific needs from an incoming leader. Their recruitment is the most pressurised and significant decision that governors and trustees will ever make.

It must be de-risked as far as possible while commanding attention in a competitive and crowded market-place.

Focus on the long-term strategic objectives of the school or college …

… while addressing any short-term/immediate needs that require rapid resolution by the successful candidate

Fathom the culture of the institution as a precursor to devising the recruitment strategy

Clear-eyed vision of the ideal candidate

Responsive sign-off process for all key documents

Authoritative selection panel (with reserves)

Objective, challenging support for panel

Critical milestones, with Plan B if not met

Easy-to-use and well-managed application process

Job Ad created with a clear image of the ideal candidate in mind and written in a stand-out style

Person Specification clearly emphasises indispensable attributes and experience

Job Description affords candidates clear insights into scope of role and priorities

Recruitment Pack provides all key data and background information to allow prospective candidates to decide whether to apply

Agree and adhere to a critical path

Don’t compromise on the key documents

Only place ads when ready to respond to interest

Factor into timeline the need to plan for shortlisting

Design and develop inputs to interview process in plenty of time

Ensure ‘Safer Recruitment’ protocols are in place

If an appointment is made, secure appointment speedily

Allow candidate to notify employer before announcement (although the fact of an appointment can be disclosed to stakeholders)

Begin plan for introducing new leader to the community

If no appointment is made, rapidly – and frankly analyse reasons and enact any Plan B previously considered