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GLS outlines national recruiting, surveys and thorough vetting for Vernonia search
Summary
GLS consultants told the Vernonia board their search approach emphasizes a broad applicant pool, stakeholder surveys, rigorous background checks and finalist "advanced insights" to assess fit. The firm said it aims to reduce surprises during hiring.
GLS presented a multi-step superintendent search process the board could use, emphasizing broad recruitment, stakeholder input and extensive vetting of finalists. Trent (lead consultant) told the board GLS's recent averages include roughly 14 applicants per search and an increase in internal candidates; the firm also favors community surveys and focus groups to build hiring criteria.
"Number 1, you see, 14 candidates is our average number of applicants, across multiple states right now," Trent (GLS lead consultant) said, outlining the firm's applicant pool statistics. GLS described stakeholder surveys (including a QR-code-enabled anonymous survey), candidate tiering, reference checks and a finalist package that includes resumes, letters and a one-page summary for each applicant.
Trent also described GLS's finalist vetting: "We run national criminal background, we run a state licensure check ... we back up their education ... We run a public social media check for the last 7 years on them," he said, and noted GLS uses a contractor called 3rd Degree for some checks. The firm also said it provides an "advanced insights" instrument on finalists (a behavioral/values profile) and post-hire coaching through a national program for new superintendents.
