TROUBLE IN THE SEARCH PROCESS

Many individuals on search/transition committees feel an affinity for a particular candidate in the application review stage – often based on what they have in common – whether it is hometown or the same college or rooting for the same sports team. Having a diverse search committee can balance that tendency.
Another time that an individual search committee member, or the whole committee, can “fall in love” is during and after an interview. I have seen committees want to stop interviewing after they meet someone they believe is perfect.
One time sticks out in my mind. The search was for the Dean of an Ivy League College; the candidate came from another Ivy League College so, there was the feeling of having much in common. The committee was also attracted to the candidate’s responses to questions.
I urged the committee to continue the process and began conducting telephone references. The first name on the candidate’s list was a well-known public figure who served on the Board of the candidate’s college. I had barely introduced myself when the reference said “I owe an allegiance to our field (higher education).” He began telling me all the reasons why this person was not a good candidate for any college or university. To be fair I called other references and while the response was not as strong, it confirmed everything the first reference had said. The committee was relieved that it had not made a hasty decision.

Advertisement