The brief
previously, the University of Manchester retrained Veredus to assist with the recruitment of a new Vice Dean for Teaching & Learning for the Faculty of Biology, Medicine and Health. Reporting to the Faculty Vice President, the postholder will lead the development and delivery of the Faculty’s strategy for Teaching, Learning and Students, ensuring that pedagogical research, innovation and applied practice is recognised in pursuit of an outstanding student learning experience.
Veredus were briefed by several senior stakeholders including the Faculty Vice President and Vice-President for Teaching, Learning and Students. We also worked with HR to scope out the process, agree the timeline, key milestones and deliverables, and reporting arrangements. We created the candidate brochure for the post, led the advertising campaign and managed responses.
The process
We undertook an in-depth analysis of the global HE market, targeting high-performing, research-intensive universities in the UK, Canada, Australia and New Zealand (we did not target other countries as their health systems were deemed too different from the UK). We identified and contacted over 230 individuals as sources and targets. Our approach involved personalised communication that highlights the unique benefits and opportunities of the position, ensuring it resonated with their career goals and reflected positively on the university.
EDI was central to our approach, and we designed a recruitment strategy that was inclusive, unbiased and proactive in engaging the broadest possible field of suitable candidates. We engaged with a range of diversity focused networks to identify suitable candidates such as Association for Women in Science, Cambridge Association for Women in Science and Engineering, Diversity Works, BMA’s Women in Academic Medicine Group, Women in Science, the Black Women in Science Network, the Group on Women in Medicine and Science.
We provided Manchester with weekly updates on the executive search progress outlining who was engaged, market feedback and any issues, and diversity make-up of the candidate field.
As a result of our activities, we elicited 20 applications, which we assessed against the role criteria. We presented the longlist to the client selection panel, and seven candidates were progressed to interview with Veredus. We conducted rigorous, structured, competency-based interviews, producing detailed appraisal reports which outlined candidates’ motivation, strengths and areas to consider, relevant housekeeping factors and any risks. We met with the panel to present the shortlist and agree on the next steps. As a result, four candidates were shortlisted.
We provided comprehensive feedback to all candidates that were not progressed and held detailed de-briefings with the shortlisted candidates including feedback from preliminary interviews and panel’s feedback to help them prepare for the final interview. We also conducted due diligence on shortlisted candidates which included an internet trawl, media and social media activity checks.
The results
The final selection process included a tour of the university, stakeholder panel interviews and the selection panel interviews. Veredus assisted the University with making all the arrangements, communicating these to the candidates. Following the final selection process, two appointable candidates were identified, and the preferred candidate accepted the offer. Veredus took references for the successful candidate enabling the University to confirm her in post.
Veredus provided feedback to all candidates, ensuring they had a positive experience of the recruitment process. All external shortlisted candidates applied as a result of our direct approach and included 3 female candidates, one of whom was successful.