Selected’s Post

There are 227 open school leadership jobs! If you are trying to transition out of the classroom, the first step (before going into remote or consulting) may be to try out school leadership and get that on your resume. I expect this to be the peak right now. As you can see, once the school year starts the number of vacancies drops significantly.

Executive search firms frequently help CEOs and boards find the best leadership talent, but at elite U.S. universities, lengthy searches for presidents are often steeped in tradition and the interests of stakeholders can vary wildly. Take, for example, Harvard, Penn, Stanford, and Yale, where searches for the top jobs are underway as the schools must confront an unprecedented number of challenges. Three of the vacancies came about rather suddenly as presidents bowed out due to scandal or political pressure. (Yale’s president is just retiring.) “Given the fact that the stakes are so high now in being a university president—such a highly visible position—and then you’re in a hyper-sensitive environment that has simply turned up the pressure cooker, it just requires greater expertise and outside help in the hiring process,” Mark T. Williams, a master lecturer in the finance department at Boston University’s Questrom School of Business, told Fortune.  Read more: https://lnkd.in/gVifjmvG

Challenges in Recruiting As seen in Hunt Scanlon Media's recently released 2023 Higher Education Recruiting Report, #recruiting senior leaders in the higher education sector has become a dynamic and evolving process. As #universities face numerous challenges, including financial constraints, enrollment declines, and the need to prioritize diversity and inclusion, the demand for visionary and transformational leaders has never been higher. "A major issue for state systems – especially where demographic forces are resulting in declining enrollment and associated tuition revenue in rural areas – is how to maintain some access to higher education in those locations with fewer resources,” said Jim Johnsen, VP of executive search at Greenwood Asher & Associates. “In response, schools are seeking #leaders who have a stomach for making decisions that involve tradeoffs between competing public good where some in the community might experience loss in the pursuit of what others see as a sustainable path forward.” To read more, and download the full report, please visit: https://lnkd.in/eBtqtuRc #HigherEducation #ExecutiveSearch

I’d be interested to hear the thoughts of my connections on the below ⬇️ What are the challenges when hiring new employees? Do you feel there are particular skills gaps? And what should young people be focused on developing in order to stand out from the crowd? #transferableskills #personaldevelopment

A lot of upset college football fans today (and some rightfully so) but this conversation drags on year after year - and while the NCAA has made some changes to try and fix it.. there’s still a lot to be desired in the selection process. The same can be said for hiring in general. When I think about the selection process - maybe some parallels can be drawn to this years college football playoffs. - candidates have lied or been dishonest in the process (alleged in CFB case) - legacy hires - candidate selected came from college X, which is a better school than Y college - exclusion for reasons of race, gender and others. Probably a few more than could be thrown in, but what’s to be done? When can we expect a governing body or a try culture shift to come in and influence TA to choose the right candidate for each job. Far too many misinformed or “bad “ hires occurring in companies that could be easily resolved with a more comprehensive selection process.

Opportunity in the Midwest

Hiring and Retention of a Great Principal- A good school needs a great principal to back it up. Hence it is very important to hire and retain a great principal for a school to emerge and exist. What makes School Principals great or efficient? How can we rate a school principal as great? What is the benchmark?... to read more - A good school needs a great principal to back it up. Hence it is very important to hire and retain a great principal for a school to emerge and exist. What makes School Principals great or efficient? How can we rate a school principal as great? What is the benchmark? #PrincipalHiring #SchoolLeadership #EducationalLeaders #PrincipalSearch #PrincipalRecruitment #PrincipalRetention #LeadershipInEducation #PrincipalTalent #schoolserv #SchoolLeadershipSearch #PrincipalRecruiting #EdLeadership

Hiring and Retention of a Great Principal- A good school needs a great principal to back it up. Hence it is very important to hire and retain a great principal for a school to emerge and exist. What makes School Principals great or efficient? How can we rate a school principal as great? What is the benchmark?... to read more - A good school needs a great principal to back it up. Hence it is very important to hire and retain a great principal for a school to emerge and exist. What makes School Principals great or efficient? How can we rate a school principal as great? What is the benchmark? #PrincipalHiring #SchoolLeadership #EducationalLeaders #PrincipalSearch #PrincipalRecruitment #PrincipalRetention #LeadershipInEducation #PrincipalTalent #schoolserv #SchoolLeadershipSearch #PrincipalRecruiting #EdLeadership

Signing the top recruits in your industry means nothing without development. Sorry to pick on OSU, but if you watched any of the Cotton Bowl , it was embarrassing. Top QB leaves, backups unable to do anything but hand the ball off, offense stalls, defeat. It's a great example of what happens to an organization when they fail to develop talent. We all celebrate signing day, but keeping and developing recruits into the talent you envisioned is the real challenge. As managers, are you getting your interns, trainees and new hires the reps they need to develop? I can't tell you how many times in my career I lost new recruits because their manager refused to bring them into the fold. If you're a leader who banishes new hires to the boot pit or the shop for weeks at a time, I have a question, why recruit? Why waste the resources only to have them walk when they realize there's no future. Today's talent is a whole new beast. Trust me when I say, they aren't sticking around long if they don't see opportunity for growth. They need a plan, and that plan needs to be clearly communicated. Not sure where to begin, message me. #recruittowin #development #Agcareers