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.
[ilink url=””https://adaptistration.com/hi-lets-talk” style=”note”]Questions about anything above? Then get in touch :)[/ilink]