Unit Leadership: Best Practices for Recruitment

Introduction

Unit-level leadership positions within Virginia Cooperative Extension (VCE) carry a wide range of responsibilities. This publication draws from an online seminar series featuring unit leaders from across the state who share their insights, experiences, and guidance on key issues they manage as Unit Coordinators (UCs) or Unit Extension Directors (UEDs).

The content presented here - and in the accompanying tipsheets - is distilled from the UC Best Practices seminar series. It is intended to provide practical recommendations and strategies for individuals serving in unit leadership roles.

One key responsibility of VCE unit leader positions is working directly with the College of Agriculture and Life Sciences (CALS) Human Resources office to develop and post advertisements for classified staff and wage employment positions.

Unit supervisors support District Directors (DDs) in recruiting qualified candidates for both classified and faculty roles. Their involvement helps ensure that hiring efforts align with VCE’s standards and attract individuals who are well-suited to serve the needs of the local community.

Best Practices

• Meet with the DD to develop a recruitment plan and clarify your role.‌
• Set interview dates early with your panel.
• Share the job posting widely: social media, community partners, volunteer networks, Extension foundations, VT professors and specialists, Urban Extension leadership, UCs in neighboring units, AmeriCorps/Peace Corps.
• Use tailored interview questions for different VCE positions, including state vs. local.‌
• Clearly communicate the recruitment timeline to potential applicants and provide updates.
• Include a community partner, Master Volunteer, or ELC member to serve on the interview panel.
• Highlight the full benefits and impact of a career in Extension.
• Ensure PageUp search committee training is up to date for each member of the interview panel.
• Keep unit volunteers, local officials, and ELC members informed throughout the process.

Challenges

• Wide salary range for state positions; lacking details of the full package and lifestyle benefits.‌
• Position descriptions may not accurately reflect the role.
• Local housing challenges can deter applicants from outside the area from applying for certain units.
• Raising awareness of and advocating for a needed position with your DD.
• Certain periods of the year have significant HR delays that often result in losing applicants.

Practices to Avoid

• Losing hope during the recruitment process.‌
• Settling for a candidate who is not the right fit.
• Not following the steps outlined by DD and HR.‌
• Poor planning slows down the process and risks losing quality candidates.
• Starting recruitment before receiving the required approval from HR and the DD.
• Using past employees as benchmarks, avoid comparison or using phrases like ‘big shoes to fill’.

Support Needs

• Mentorship; pair first-time UCs/UEDs with experienced supervisors to walk through the recruitment and hiring process.

References