Executive Search: Selecting Your CEO

Selecting Your CEO: Strategies for Library Boards Dr. Ken Haycock 2011 For related resources, visit our website: www.kenhaycock.com

A Million Dollar Responsibility!
Consider the salary/benfits you will pay
Consider the number of years you expect
Consider the investment
Compare to the time and money you invest in selecting a million dollar automation system
Which can do you the most damage?

Preparation: Roles
Board Roles and Responsibilities
Board/Chair/Selection Committee
Degree of Autonomy/Trust/Training
Role of the Incumbent and of HR
Related Roles and Responsibilities
Expectations: Time and Costs…

Consider a Search Firm
Whether to use a search firm…
Expertise, Connections, Time (ROTI)
Role in the Industry and Sector
Detailed Proposal with References
Essential Traits: honesty; ethics; problem solver; agree to position salary and fee plus ceiling on expenses; work as team member; liaison rather than gatekeeper; expert resource; respect time
Know the system: annual reports; strategic plans; Board and senior staff interviews or consultations
Regular reports throughout process

Preparation: Profiles
Developing the Position Profile (Board Consensus) assess the organization and its needs define job requirements; determine candidate requirements
Key Questions
What are the primary objectives for the position?
What are the essential competencies and qualities?
What are the barriers to success?
What are the bottom-line criteria for evaluating success?
Key Informants Interviewed
Developing the Community Profile

Preparation: Reviews
Reviewing the Job Description
different from position profile
reflects current expectations
reflects more than just tasks…
Reviewing the Compensation Package
industry comparisons (sector)
geographic comparisons
municipal comparisons

Legal Issues
Know (and abide by!) the laws
Understand privacy regulations: collect information for stated purpose and use only; demonstrably job-relevant
Written authorizations for reference checks
Maintain all appropriate records

Advertising/Recruiting
Advertising (the profile not the job description)
Options and Costs
Sources of Additional Information
Succession Management
Recruiting (the people who aren’t looking)
Flexible closing dates

Predicting Success: Research
What has predictive value?
What has limited predictive value?
Interviews if poorly designed and implemented
Reference checking if poorly designed and implemented
Change the process!

Narrowing the Slate
Short-listing I: Match cover letter and resume to General Position Requirements
Acknowledge all applicants
Short-listing II: In-depth telephone interviews matched to Profile (generally two hours)
Short-listing III: In-depth reference checking matched to profile and interview notes (generally 30-45 minutes each; three minimum) before on-site interview

Selection: On-Site Assessment
each of the finalist candidates will be able to do the job and to do it well according to their application, their preliminary interviews and their references—and be ready to accept the position if offered
Briefing Book and Candidate Profiles
Interviews
Presentations to Staff
Meetings with Senior Staff
Other Options and Opportunities

On-Site Assessment
role of consultants and assessors
use an assessment instrument matched to objective measures for notes
use structured and planned approaches for the interview…

Making the Recommendation
Focused Discussion and Deliberation
Developing Priority Rankings
Reaching Consensus
Making the Recommendation to the Board

Making the Decision
Recommendation to the Board (Formal Motion)
Criminal, Credential and Credit Checks
Negotiating the Contract
Maintaining the Records

Orientation and Training
Role of the Board/Chair (and others) to ensure smooth entry and early successes
Introductions and liaison
Regular Board/Executive discussion and interaction
Connections to community and mentors
Support for training with municipal staff, community leaders and other library leaders—building connections
Build into Executive/Board meetings

Assessment and Evaluation
Position Description
Position Profile
Annual Goals and Objectives
Self-Assessment; Board Assessment
Annual Reviews
Systematic, Comprehensive, Ongoing
Implications of Conflict Avoidance

To your success…

Executive Search: Selecting Your CEO

by Ken Haycock & Associates Inc. on Mar 06, 2011

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Executive Search: Selecting Your CEO — Presentation Transcript