Find the Ideal Candidate for your School, College or University Faster with a Streamlined Hiring Process

Our Candidate Identification Search process focuses on providing just back-room search support– securing qualified candidates for our clients in an expedited fashion and costing about half as much as a traditional search process. Unlike a traditional search, the client determines the job description, job classification, and desired salary range for the open position, manages its internal search decision-making process, conducts on its own offsite or campus visits with the semi-finalists and finalists, addresses candidate negotiations and is responsible for the appointment process. By taking institutional ownership of these elements of the search process and relying on Stevens Strategy for back-room search support, considerable savings are realized.

More About our Educational Job Recruiting Services

The first step of the process is to develop announcements and advertising copy for the position. Unlike traditional searches, Stevens Strategy will not conduct campus interviews to develop the job description, job classification, and desired salary range for the open position. We rely on your materials, and with this information, Stevens Strategy drafts for the client’s approval an announcement and advertising copy for the position. In consultation with the client, we then determine with whom announcement and advertisements will be placed and whether the market will be local, regional or national. Then through email blasts and one-on-one calls, we pro-actively and systematically contact individuals in similar positions within our client’s markets to find a group of qualified candidates.

All search correspondence and candidate filings are prepared and managed by Stevens Strategy.  As applications are received, Stevens Strategy analyzes each candidate’s application materials in terms of the qualifications required for the position and scores them on a five-point rating scale. Stevens Strategy screens the most promising candidates to determine a group of qualified candidates to be presented to our client to interview and to choose one for possible appointment. When presenting a candidate, we provide our client with a comprehensive package of materials, which includes the candidate’s cover letter, resume and references, as well as our rating report and a summary of our screening conversation.

Unlike a traditional search, the client determines the job description, job classification, and desired salary range for the open position, manages its internal search decision-making process, conducts on its own off-site or campus visits with the semi-finalists and finalists, addresses candidate negotiations and is responsible for the appointment process. By taking institutional ownership of these elements of the search process and relying on Stevens Strategy for back-room search support, considerable savings are realized.

Once the client determines one or two candidates to whom it may wish to make an offer, Stevens Strategy conducts reference and deep background checks for those candidates only. By saving this step for the end of the search, additional time and money is saved. The end result is a streamlined, expedited and inexpensive search.

Of course, our full search process is still available to our clients. That process provides our clients with a short list of candidates for review and screening. We present plausible candidates whom our clients may choose to interview in the initial confidential round of interviews. The finalist(s), whom our clients approve, make campus visits organized by Stevens Strategy and participate in interviews with the appropriate campus constituencies.

The full search process usually flows as follows: