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<br />TECHNICAL APPROACH - THE DETAILS <br /> <br />Technical Approach - The Details <br /> <br />Task One: Develop a Profile of the Ideal Candidate and Compensation Package <br /> <br />Our first task will be to meet with the City Commissioners to finalize our work plan and <br />schedule. We will also work with the Commissioners to determine the characteristics of the <br />ideal candidate. <br /> <br />During these interviews with the Commission, our lead consultant will develop a stronger sense <br />of the City of Sunny Isles Beach, its issues and its leadership. An important aspect of the <br />recruiter's work, and one that should not be overlooked, is to sell the City to the very best <br />candidates while also providing an accurate portrayal of the City and its environment. CB&A <br />has, over the past few years, found this approach leads to finding and retaining the best <br />candidates. <br /> <br />Finally, our consultant will work with the Commissioners to determine an appropriate <br />compensation package (salary, insurance, leave, car allowance, moving expenses, etc.) for the <br />new Manager and to determine the dates of the final interviews. As an aside, CB&A maintains a <br />database of city manager salaries, benefits and contracts for many of Florida's managers. As <br />such, the Commission will know what it should expect to pay the new Manager. <br /> <br />Armed with this information, as we identify candidates, our recruiters will be able to tell them <br />what to expect in terms of compensation and inform them when the interviews will take place. <br />This approach minimizes the possibility of surprises. Should a candidate decide to apply, he or <br />she will know what level of compensation to expect and when they need to be available for the <br />formal interview. <br /> <br />Task Two: Recruit Candidates <br /> <br />CB&A firmly believes the best approach to identifying the top candidates is to search diligently <br />for them, to approach them and to request that they apply. Many excellent candidates are <br />reluctant to respond to advertisements because they know their applications will be a public <br />record and that making application may alienate their current employers. By being approached, <br />the candidate's credentials are enhanced, rather than diminished, in the eyes of their current <br />employers. We also propose to move quickly as possible since some of the better candidates <br />will find other jobs if the process lingers. <br /> <br />-20- <br />