Specifications include, but are not limited to: Search Planning 1. Search Planning Meeting: Assoon as possible after execution of a contract,the selected executive search firm will hold a conference call with key KU stakeholders, as designated by the University’s Search Committee - tolaunch the search, introduce key participants,review the overallsearch plans and timeline, address questions, identifymaterials and documentsforthe search firm to review, and plan subsequent virtual stakeholder meetings. ‣ The selected executive search firm will work with the Assistant Vice Provost of Strategic Planning, Talent, Total Rewards and Operationsto ensure that the application processis conducted in accordance with the University’s policies and procedures, including the collection of voluntary self-identification information from candidates. ‣ The selected executive search firm will provide guidance and regular updates throughout the recruiting process. 2. Stakeholder Meetings: The selected executive search firm will engage virtually with the KU Search Committee and otherstakeholders. These important interactions provide an opportunity for the selected executive search firm to review and discussthe required set ofskills and competenciesforthe position; more sharply define the required experience and other characteristics necessary forthe position; further tailor the recruitment process; develop a robust perspective on the desirable qualities of applicantsfor the position; and have another firsthand experience with the University, which will enable the search firm to respond to applicants’ questions about the institutional context and this position with credibility. 3. Position Announcements and Advertising Text: The selected executive search firm will collaborate virtually with the KUSearch Committee and otherstakeholders to thoroughly review the job description to provide insightsfrom their broader experience. Final versions ofthe position description, approved by the University, will be the foundation for documents used in outreach and advertising. The selected executive search firm will develop announcements and a position profile document (meeting all accessibility documents) to be approved by the KU Search Committee and otherstakeholders which will be used for advertising and extensive distribution throughout their network. Note: Once the Universitymakes decisions aboutrecommendedadvertising placements, the selected executive search firm will place the advertisements and submit invoice for payment as a straight passthrough with no mark up to the University for review & approval for reimbursement payment. The University will also place specific advertisements with appropriate vendors under existing contracts. Recruitment and Development of Candidate Pool 4. Recruiting Strategy and Work Plan: The selected executive search firm will engage with the KU Search Committee and otherstakeholdersto develop a comprehensive, customized recruitment plan forthe search encompassing processtimetables, templates, deliverables, and recommended national advertising plans in relevant publications. The selected executive search firm will coordinate with KU Human Resources Management on advertising posting locations leveraging University existing subscription services as appropriate. 5. Research, Identification, and Contacting of Potential Candidates: The selected executive search firm will: ‣ Draw on their extensive national networks of contacts, clients, and partners in higher education legal affairs and corporate legal teams to identify and mobilize potential applicants who meet the requirements for the position. ‣ Identify distinctive sources of qualified candidates that are nationally based or knowledgeable about required areas of specialization. ‣ Actively recruits for a highly qualified, diverse applicant pool. Access networks, databases, engages with the search committee for potential applicants or nominees to build a robust candidate pool. ‣ Contact individuals who are well-versed in the specific areas of this position who would be knowledgeable about interested candidates, including candidates who will enhance the diversity of the pool in order to maximize nominations and recommendations. ‣ Respond personally to qualified candidates who submit interest or application materials. ‣ Review lists of potential candidates provided by the University or its colleagues and collaborators; and ‣ Send customized email messages and make personal telephone calls to high- priority individuals who may themselves be potential candidates, offer nominations of other candidates, or agree to promote the position among their colleagues. In identifying and motivating candidates, the selected executive search firm will pay particular attention to affirmative action/equal opportunity requirements and the importance of developing a diverse pool of candidates. They will coordinate with the University to address the collection of voluntary data from applicants, and they will provide summary updates about the candidate pool to the Chair of the KU Search Committee.
