Selecting the next superintendent or business administrator is one of the most important responsibilities a Board of Education faces. The right leader can shape your district’s vision, enhance student outcomes, and strengthen the community’s trust. A thoughtful, structured approach ensures that your Board identifies a candidate who aligns with your district’s unique goals and culture. At PorzioCS, we routinely help boards navigate this process with a research-based, highly individualized approach.
Here are seven best practices we recommend for finding your next district leader:
1. Define Your District’s Vision and Priorities
Often when the time comes to seek new leadership for a school district, either in the position of the Superintendent of Schools or the Business Administrator/Board Secretary, one of the most important elements of securing the right candidate is to make certain that the chosen candidate reflects the district’s vision and priorities as espoused by the various stakeholder groups – students, parents, faculty and community members. The very first step in the process should be to engage the Board, faculty, community, and stakeholders to identify the skills, values, and objectives desired in a new leader.
This is most effectively accomplished by referring to the district’s current Strategic Plan, which encompasses the hopes, dreams, and goals of the larger community for their children. However, if the Strategic Plan is not current, this goal can also be reached by holding a number of listening sessions throughout the district for each of these groups. To be even more thorough in capturing the voices of all, surveys can also be employed to ensure that everyone has the opportunity to ensure that they are heard and involved in this important process.
2. Establish Clear Candidate Criteria
Through this careful work, the Board and its consultants will determine and name the essential qualifications, experiences, and leadership qualities they are seeking in a new candidate for the role of Superintendent of Schools or the Business Administrator/Board Secretary. This thoughtful alignment of the districts’ required leadership criteria evaluated against each candidate’s strengths and weaknesses will ensure that there is a good match to build a strong foundation upon as they move into this new era of district leadership.
3. Conduct a Comprehensive Outreach
In order to attract the most qualified candidates available who represent a diversity of experiences, successes, and viewpoints, the district must advertise widely and leverage professional networks to identify a pool of highly qualified candidates. It is important to have an open mind in seeking where and when to advertise to truly secure the best candidates in the field. Seek to search throughout the country in a wide, geographic area, and most critically of all, actively seek out successful candidates. Do not sit and wait for available candidates to apply. Make a strong concerted effort to find the right candidates and convince them that they want to apply for this attractive opportunity to grow and expand their own leadership practice.
4. Partner with an Experienced Search Firm
A professional search firm can help accomplish this goal of seeking out sitting Superintendents of Schools and Business Administrators/Board Secretaries through their vast network of connections with successful professionals. A highly effective search firm will also help streamline the process by managing administrative tasks, conducting targeted outreach to potential candidates, coordinating interviews, and performing thorough background checks. They also bring valuable expertise in compliance and best practices, helping ensure your search is efficient, fair, and aligned with state regulations. For Boards seeking additional support and guidance throughout the process, firms like PorzioCS offer tailored assistance to make every step seamless.
5. Implement a Structured Interview Process
One of the greatest benefits of using a professional search firm is that the consultants will create, schedule, and guide the members of the Board of Education through a structured interview process. In designing a comprehensive process that employs consistent evaluation methods, interview questions tailored to district priorities, and a multi-round approach to assess top candidates, a Board can rest assured that they are operating according to the very best practices in recruitment and hiring, thereby increasing their chances of a successful search to find their next district leader.
6. Check References and Conduct Background Reviews
At first glance, checking references and reviewing a candidate’s background may seem straightforward, but a comprehensive and thorough approach is critical to avoid potential challenges down the road. Beyond confirming professional accomplishments and leadership experience, it’s important to assess for any red flags that could impact the district or Board. This is where a deep dive into a candidate’s professional, public, and even less visible digital footprint becomes invaluable.
PorzioCS’s Open Source Intelligence services go beyond standard reference checks by scouring public records, social media, and even deeper layers of the web to uncover information that might otherwise be missed. These advanced investigative techniques help ensure that Boards have a complete and accurate understanding of a candidate’s background, minimizing the risk of surprises after hiring. Leveraging these services provides a higher level of confidence, allowing Boards to move forward in their selection process with greater assurance that they’ve identified the best and most trustworthy leader for their district.
7. Plan for a Smooth Transition
In addition, working with a professional search firm and all of the various experts they have available will allow for a seamless transition from choosing your next district to welcoming them into the district. This carefully crafted process can lead to much greater success for you, the Superintendent of Schools, and/or Business Administrator/Board Secretary. A search firm can prepare a transition plan to onboard the new superintendent or administrator effectively, aligning them with strategic goals and minimizing disruption.
Choosing the right leader is a multi-step process that requires focus, expertise, and thoughtful planning. By following these best practices—and with the support of experienced partners like PorzioCS—Boards can confidently identify a superintendent or business administrator who will drive student success and strengthen the district for years to come.