Recruiting

The key to a successful search is to attract a wide and diverse candidate pool. Therefore, the purpose of the recruiting process is to generate a large enough pool to include a viable number of qualified candidates for the position.

Position Profile Development

Pauly Group begins all recruiting projects by consulting with the various constituency groups on the development of the position profile. This profile frames the direction of the recruiting efforts. The position profile becomes the keystone for the entire search process. It contains the specifics of the position as identified by the campus, the search committee, and the college leaders.

Print Advertising

The Pauly Group president will review all advertisement copy and will identify any “stops” or “blocks” that interfere with a smooth application process. Again, recruiting focuses on generating the greatest possible number of applicants. Keeping the application process simple, will add significantly to the number of applications received.

Database Management

The Pauly Group database is the most comprehensive, up-to-date list of its kind.

At the beginning of each recruiting process, the Pauly Group proprietary database of around 20,000 database entries is sorted on the basis of position profile criteria, and condensed by re-sorting to around 6,000 potential applicants and nominators.

An e-mail of the position profile is prepared and distributed. A specialized software tracks the number of e-mails delivered, opened, and forwarded. Undeliverable and changed e-mail addresses are continually updated throughout and after each recruiting project.

Individual Recruiting Calls

First, a team of Pauly Group consultants is assembled and briefed on the client college, community, and position particulars. Next, up to 1,000 individuals from the Pauly Group database are selected for contact by a Pauly Group consultant. Finally, consultants begin to telephone possible applicants and nominators and provide position information, search dates, and answer any questions anyone may have about the search. Those individuals who have expressed interest in the position are carefully tracked throughout the recruiting process.

Follow-up Calls by PGI President

While the college is receiving applicant packets and the search committee begins reading the material, the PGI president works very closely with (1) the consulting team to identify who has expressed interest, (2) the college to identify those who have applied, and (3) those potential applicants who have expressed interest in the position but have not yet applied. All the while, the group president is carefully monitoring the depth and breadth of the applicant pool.

As the deadline date for applications nears, follow-up calls are placed to all of those who have expressed an interest in the opening. Additional questions are answered, the deadline date is given as a reminder, and applications are encouraged.