Executive Search Services

The Vendor is required to provide to conduct a full executive search for the next agency.
- Reporting to the vice-president, academic and provost, and serving as an officer of the university within city senior administration, the dean of health has the dual role of making independent judgments on university matters and representing the faculty’s policies and points of view.
- The incumbent will lead the continued advancement of the Faculty’s strategic priorities, supporting an integrated and evolving approach to planning that emphasizes ongoing engagement, evidence-informed decision-making, and continuous improvement in research, teaching, and community impact.
- Services for each search including but not limited to:
• Conducting initial consultation and needs analysis with the search committee/lead to determine university needs and organizational context, and identifying key stakeholders to be engaged;
• Providing advice to the search committee regarding executive search best practices, talent sources and communities, the search process, and effective selection strategies;
• Leading the search committee/lead to develop the search methodology, approach and timelines;
• Assisting with drafting and refining the detailed job description, outlining the key responsibilities, required skills, experience, qualifications and leadership qualities needed;
• Clarifying and identifying the cultural fit, leadership style, and values the ideal candidate must embody to align with the vision for the role and to advance the university’s strategic direction and institutional priorities;
• Determining and designing tools to be used in the recruitment and assessment (e.g. Behavioral interviews, job-related competence and leadership competency models to gauge their skills and leadership style or other assessments) including interview questions for use by the search committee;
• Working with the appropriate university resources and their respective offices (e.g. Human resources, equity, diversity, inclusion and anti-racism, and indigenous relations) to ensure appropriate employment equity practices and monitoring in the recruitment process per relevant university policies and procedures;
• Collaborating with the search committee/leads and the appropriate university resources and their respective offices as appropriate (e.g. Human resources, marketing and communications), to develop a communication strategy for the position advertisement, including a strong electronic media presence;
• Attaining final agreement on the search process from the search committee (including sourcing, attraction, and assessment strategies);
• Creating advertisements, marketing materials, a final position profile and interview guides that incorporate feedback from the search committee;
• Strategically promoting the position in external and internal talent markets through multiple channels and platforms (including digital and social media platforms);
• Leveraging networks, referrals, and talent markets, and directly sourcing/reaching out to potential applicants;
• Pre-screening candidates to assess the candidate’s background, motivation, and potential fit for the role and presenting, with recommendations, a long-list and short-list of potential candidates for the search committee’s consideration.