SPEC Kit 344: Talent Management · 59
We do this on a more informal basis. As leadership opportunities arise the management team will suggest
possible candidates.
We don’t overtly identify these individuals and make it known, however the senior leadership does identify individuals
as those potential to move into management/leadership roles.
We have not yet taken the opportunity to formalize a program that would have value.
We try to apply opportunities to all interested staff. For HIPO employees, the opportunities may be greater and more
frequent, however.
37. How does your library typically hire senior/executive management positions (i.e., Director/
University Librarian/Dean, Associate Director/Associate University Librarians, or Assistant Directors/
Assistant University Librarians)? N=50
Mostly hire from within our organization 12 24%
Mostly hire from outside our organization 25 50%
Other 13 26%
Comments N=13
A mix of both. Post re-org we filled our new Program Director roles internally, after one year we had an opening for one
of the PD roles, which we recently filled externally.
Actually, we hire from both within and outside our organization. We are looking for the most qualified candidate.
Anticipate that there will be more hiring from outside in order to get skills and expertise not currently held.
At the associate UL level, searches are internal first, and only go external if unsuccessful at the internal level. At the UL
level, the internal and external search is simultaneous with internal candidates having some advantage.
Both (2 responses)
Both. Deans are hired mostly from outside the organization, Associate Deans and Directors from inside.
Combination of both
Equally from within and from outside
For these positions, the typical pattern is to do a national search. In most, but not all, cases, hires have been from within
the organization.
Have not had any positions in the last three years.
It depends on the position supportive of internal hire for senior positions, but with a limited pool often go outside.
It is a mix there may be people internal that are suitable, and if not, then we recruit externally.
It is about 50/50, based upon merit of both internal and external candidates.
Mixture of internal and external hires. We conduct national searches and select the best candidates, regardless of
internal/external status.
Most positions from within, but not the director
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