At ASI we often hear that Universities are keen to make an international appointment but are disappointed when their own internal recruitment process leads to complications or difficulties that seem to put road blocks in place of a smooth negotiation with the successful candidate.
In one recent instance, a recognised leading international candidate was shortlisted for a prestigious position at a high ranking Australian university. The Selection Committee was thrilled to get this esteemed person to the interview phase. This anticipation turned to disappointment when, due to the complexity of getting them to Australia for the interview at a time that worked for both parties, the candidate withdrew saying it had all become “too difficult”.
In another instance, a candidate felt so rushed and exhausted by traveling a great distance for an interview and the many appointments that had been arranged for them that they didn't feel like they were able to present themselves at the level they normally would and no appointment was made.
In both cases great opportunities were regrettably lost to all parties.
In order to minimise the chance of this happening at your university we have come up with 4 top tips to maximise your ability to secure an international appointment:
1. Set realistic time frames
If the intention is to invite overseas candidates to attend an interview, allow enough time between the short listing process and interview for international candidates to be able to arrange or rearrange their schedule (the same can apply to candidates within Australia)
2. Allow time to make the most of your candidate visiting your University
We recommend allowing somewhere between 2-4 days for candidates to participate in a range of activities such as meeting key Faculty and University stakeholders; visiting the respective Discipline or Department, presentation seminar to staff, a tour of the University and city, attend a lunch or dinner with key stakeholders.
3. As with all candidate interviews allow plenty of time for the interview itself
Whether the candidate is local or international the cost of rushing such an important part of the process can be costly with potentially a poor appointment being made. Whilst it is essential for a Selection Committee to garner information from a candidate such as their experience, credentials, appropriateness and suitability for the role, it is equally important to ensure that the candidate also be assessed around fit for the organisation.
4. A two way street
Remember that whilst the Selection Committee may be assessing the Candidate….the Candidate is also assessing the organisation.
At ASI we work with many Universities and without question the ones that take this approach with their candidates have a considerably higher success rate with their appointments.
ASI is ready to assist in helping your university secure the very best candidates so please contact us.