uga search group
TRANSCRIPT
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University of Georgia Executive & Faculty Search
Group
Presentation by:Tom Gausvik, Associate Vice President for Human Resources Frank DiGiacomo, Senior Managing Director, UGA Search GroupUniversity of Georgia
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“In the U.S. the demand for externally sourced
talent is increasing while traditional means of
acquiring such talent—primarily executive
search firms—are becoming less favorable
options.”
Corporate Leadership Council
Trends
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Difficulties in partnering with external
search firms 30 to 60 percent failure rate Dispersion of resources over client base Duration of searches often longer than 6
months Lack time and incentive to immerse
themselves in interests of UGA Lack understanding of UGA culture and
source unsuitable candidates
Past UGA experiences with external searches
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Improve the quality of externally sourced
candidates
Reduce spending in searches
Improve efficiency in sourcing quality candidates Intended to enhance performance outcomes,
retention of externally hired candidates through our superior understanding of our culture, and job requirements.
Reasons UGA Implemented Internal Executive Search
Capability
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Dedicated attention to internal constituency removes
conflict of interest and responsiveness to problems common to external search firms; internal unit knows UGA needs intimately, unfettered by “off-limits” agreements or need to spread best candidates across multitude of client relationships
Specialization in executive-level and key faculty talent, focus on individuals not currently seeking jobs distinguish our internal search group from methodology of other university/employer recruiting functions in general
UGA’s internal executive search group has vested interest in any new executive or key academic leader or faculty member they help to hire; likelihood executives will (or will not) become future clients increases accountability
Key Differentiating Features of the UGA Executive & Faculty Search
Group
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Unit Organization: EFSG located within UHR, reporting
to Associate Vice President for Human Resources
Unit Mission: EFSG focuses on vacancies in top 5% of UGA management, including vice presidents, their top reports; target population includes executives and academic leaders at peer and aspirational institutions, organizations with complementary core competencies
Search Processes: EFSG typically takes 100 days to complete search; major process steps include search specifications, target identification and research, candidate assessment and presentation, client interviews, offer negotiation and closing
Internal Executive Search Group’s Practice Elements
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Organization Structure
Senior Director, University Search Group
Sr. Executive Recruiter
Sr. Executive Recruiter
USG OperationsManager
EFSG Coordinator
Assoc VP/HR
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Pros and Cons to Internal Search
Pros: Proximity to Client &
Search Chair Knowledge of
University culture Dedicated resource
to UGA Cost effectiveness Relationship building
for HR
Cons: Abbreviated prep
time New staff New process Limited resources
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Advantages of Internal Executive Recruiters
• Candidate Sourcing
• Advertising/Marketing
• Candidate Screening
• Client & Chair Contact
• Reference & Background Checking
• Recruiting Events
• Reporting/ Metrics
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Understanding parameters of search
Staying abreast of trends and sources
Knowledgeable of candidate pools
Communicating w/ client & chair
Maintain top talent lists
Track and/or monitor search process
Keep candidates informed at various stages of the process
Knowledge of talent pools
Internal Accountability
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Cold sourcing of top talent “not-in-play” at peer &
aspirational institutions
Advertise (print and internet)
HigherEdjobs.com; Chronicle of Higher Ed; Diverse;
Hispanic Outlook; Women in Higher Education; HRweb
Identify former leaders & top faculty who may qualify
Initiate direct mail & e-mail campaign
Search Strategies
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Source subject matter experts
Utilize key professional associations
Identify and participate in related events
Liaison with Alumni Career Services
Liaison with Development Office
Search Strategies
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Internal Process
Aggressive 100-Day Search Timeline
Search Specification and Strategy Development
Candidate Identification
and Assessment
Evaluation and Search
Status
Search Committee Interviews
and Follow-up
Final Interviews and Hiring
Initial Search Meeting
Weeks 2 - 8Week 1 Weeks 9 - 11
Weeks 12 -14
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Overview of position duties, responsibilities, expectations, salary range,
benefits and perks
Discussion with client, stakeholders, search chair
What must the ultimate/successful candidate possess?
Identify core competencies
Outline process and timeline for search
Identify role of the internal executive recruiter
# of candidates deemed sufficient
Pre-screening; video/teleconferencing
Feedback mechanism to client & search chair
Internal Requirements
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Resources
Access to appropriate senior decision makers
Search committee availability
Staffing
Budget/Financial
How will we handle the additional costs associated with search?
Advertising
Travel, Lodging, Meals for Candidates
Telephone Calls (800 # & Long Distance)
Questions & Issues for Search