following is an outline of the points provided during the “What Executive Directors are Looking for in a Music Director” panel from the 2012 Conductor’s Guild Conference, Thursday, January 5, 2012. Panel: Stephen Burns, Drew McManus, Donald Schleicher, Jeff vom Saal (Moderator)
Do An Internal Audit Before Creating Job Descriptions
- Identify institutional strengths and weaknesses in areas where Md duties and responsibilities might overlap.
- Determine probability of retention for administrators attached to each characteristic.
- Embed results into Job Description and interview process.
There’s Due Diligence And There’s Due Diligence
- Everyone (yes, even the professional recruiter/headhunter/consultant you hired) has an agenda; make sure you know what it is.
- There’s no such thing as “the truth” – learn how to use data convergence.
- Apply double blind test conditions to due diligence; ask an equal number of subjects on every side of the fence.
- You’re going to need help; hire someone to check up on your headhunter.
Find Easter Eggs
- MD candidates ask to see the collective bargaining agreement and/or express an interest in learning about your work environment and why certain clauses exist.
- The candidate knows s/he applied for the position.
- Candidates express interest in creating quantifiable set of performance evaluation guidelines for administrative duties and responsibilities.
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