The appointment procedure can be long and time consuming – advertisements to be placed, lists drawn up and interviews held and this may well prove unreasonably demanding on individual governors. It is also true that while many governors have wide experienceof appointments, their in-depth knowledge of education may well not be extensive. Interviewing a dozen long-listed candidates may well take two or three days and there will have to be close liaison with the school at all times to ensure smooth administration. They will also be faced with managing internal applications and determining a fair and open process for their evaluation, not always resulting in their successful appointment, which can have internal ramifications.

When choosing senior staff the world of industry and finance frequently appoint professional Executive Search companies to support them in an increasingly competitive marketplace for talent – this is also true in the education sector. Leading schools are recognising the value of working with Executive Search organisations, particularly those who employ consultants with first-hand experience of running similar schools and delivering internationally.

Greenings International brings a unique blend of international resourcing experience combined with deep knowledge of private education and proven methodologies that are directly relevant to current school operating procedures. We bring to bear our significant experience in Governance, Inspection, Financial Management and Marketing to assist schools in shaping what they need whilst minimising the distraction and workload for the school’s management in delivering the solution.

Time will be spent with you to establish what you are looking for. Once the full specification details are determined we will write and place advertisements. We will then carry out a proactive research process to ensure you have the depth and breadth of experience to select from in your shortlist.

We believe in a rigorous due diligence process to help you decide on the final candidate. Whether taking direct references and/or placing candidates through high quality psychometric evaluations, we lead you through the tools and indicators that will help you make a more reliable choice of candidate.

A well made appointment not only enhances your school’s reputation, but gives the wider world of education a strong message that you have given this task the most serious consideration possible. Even unsuccessful candidates will be well looked after and they will talk positively about the process and your school – it is a small world and who knows when you will come across them next!

ADDING VALUE TO YOUR APPOINTMENT PROCESS

Briefing & Environmental Study Take an in-depth brief from the Chairman and the Board of Governors on the role required to be filled, the culture of the school and a description of the characteristics of the person being sought. It is also recommended Greenings International meets with a limited number of senior staff in order to capture as much information as possible, ensuring clarity on the main requirements of the school. Planning & Launch Advise on the most effective selection methodology both with Greenings International and from the client's internal process perspective and co-ordinate the time table of events. Ensure a job description is in place, write and place the press advertisement and, where considered appropriate, engage the research process. Qualifying Target List Match CVs with job description and take into account other factors (current salary, location, experience etc). Review list of target candidates (internal and external) with the Chairman of the Board of Governors and any selection sub-committee that might have been formed. Selection & Delivery The consultant interviews candidates to produce recommendation for a short list with detailed and standardised interview reports. Present findings to the Chairman of the Board of Governors and attend shortlist day at school as required. Due Diligence If it is considered appropriate psychometric tests will be used. Verbal and written references will be sought and a full information pack will be prepared for the Board of Governors to assist them in making the final decision. Completion & Communication Assistance will be given in ensuring clear and successful communication with the preferred candidate. Those on the short list who have been unsuccessful will be de-briefed.