The faculty recruitment process from the candidate's point of view

Because of the fewness of candidates, most searches are now rolling searches, candidates trickling through one by one.

A forecast of the issues that will resonate through the 2023 - 2024 school year.

Very few jobs in an independent school can accommodate alternative work schedules.

To retain students and faculty, independent schools should remove uncertainty when and wherever possible.

Teacher retention and recruitment should be at the center of heads' thinking all year.

A lasting change from the pandemic: schools will need dedicated communication and recruitment leaders.

Some counsel on hiring independent school consultants. . . from a consultant.

A year-round networking approach to hiring is important in any season, crucial in the sellers' market that the pandemic has created.

Independent school leaders should expand their definition of ideal candidates for positions in their schools.

Employee retention and hiring will be the front-burner operational challenges for independent schools in the New Year.

Hiring is a year round job. You'll need a great process to evaluate candidates, but first you'll need a deep network to find them.

In their employment and enrollment decisions, heads balance compassion with their duty to protect the school's mission and bottom line.

Too many head search committees believe that they're buying when, in fact, they should be selling.

Independent schools consistently hire consultants to assist with head searches--for very good reasons.

Boards should provide first year heads with dedicated mentoring on Day One.

The ideal independent school Director of Business should have the equivalent of an MSW to go along with a CPA.

Hiring is the head's most important task. How you go about it should reflect the highest values of the school.

It's essential for boards to have a carefully designed transition program for new heads.