We’ve listed some of the questions we hear most commonly. If you have any questions you do not see listed and answered here, please send us an email at [email protected] or call 401-965-8345. We are happy to field any questions you may have.
The Bryan Group Advantage: Our Search Success Factors
People in your organization or district know what is required for success. What The Bryan Group can bring to the table is the behavioral science background to prioritize and create criteria that is detailed and measurable.
Our team is highly skilled in creating detailed measures of unique qualities that will ensure success. We are experts in creating measures of role, competency, and leadership proficiency, as well as factors that did not fit your organization in the past. With these details identified, we can evaluate each candidate’s ability to demonstrate these qualities.
At The Bryan Group we are happy to work with clients to determine exactly what they need and provide a proposal based on those needs. We understand you may have someone in mind that checks the important boxes. We challenge you to make objective and data-based decisions when it comes to this worthwhile candidate as well.
Using services to evaluate an internal candidate would include the following:
We would set performance criteria to include employee or community data (interviews, focus groups, and surveys) and search committee input (criteria setting exercises and findings from our past research). In addition, we would create a set of failure factors that leaders in your organization’s past have encountered.
We would conduct an interview with the internal candidate using a Guided Storytelling Interview™ which is the gold standard for qualitative capability evaluations. This interview takes 3-3.5 hours and is recorded so all search committee members can review and score it against performance standards.
If the candidate seems to be a good fit, meet-and-greets are scheduled with key stakeholders. These stakeholders evaluate the meetings, and internal reference checks are conducted.
Once each of these steps are complete, each evaluative input is reviewed and a recommendation and decision is made.
Even if the candidate is not selected, you will have completed this process and have select tools you need to conduct a full search.
The lack of a guarantee can be an intimidating factor when considering using a search firm to select your next leader. Across sectors, the percentage of successfully finding and hiring a qualified candidate runs a big range, from 40%-90%, so it is important to do your homework about the capabilities of the firm you are considering hiring.
The search process expertise and candidate-sourcing strategies make all the difference in optimizing your chances of a successful hire. However, even the best firms present candidates that are not perfect for the organization on occasion, often due to one of the following circumstances:
The search firm finds you a qualified candidate, but …
By the time an offer is made they have accepted another position.
They do not feel they fit your requirements.
Due to the specific district or board, they feel the position does not feel that the circumstances of that organization are the right fit when it comes to the unavoidable obstacles that go along with the job.
See the Search RFP Development document for a more detailed discussion on this issue.
Searches require extensive consultant time when done well. Depending on the type of search firm you employ, costs will vary.
Typically, all large search firms charge 1/3rd of the first year’s salary in addition to any potential bonuses and an administrative fee. Smaller firms will often charge a flat fee. It is also likely that a smaller firm will unbundle their search services so the process is customized to your needs.
See the Standard Search Process document for more information.
There are several advantages to consider when deciding to use a search firm:
Effective searches take time and your HR department may need to direct their focus to other critical tasks they have on their plate.
Selecting the right leader takes a specific kind of experience and skills, and we want you to have confidence in your new hire.
The Bryan Group’s processes are designed to build your organization’s skills to help you conduct searches on your own in the future.
The Bryan Group pool of candidates were selected strategically and will allow you to feel confident in the selection of your next potential leader.
The team at The Bryan Group has the skills to do in-depth candidate research, identifying highly qualified candidates who are not actively seeking a new position. This is particularly important if your search is not being conducted in the timeframe when the best candidates are typically available and actively searching for positions.
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Join Our Candidate Pool
Contact us for an Appointment
Join Our Candidate Pool