Reso 2010-1638 - Laserfiche WebLink

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I IlL Search Methodology/Work Plan (continued) Task Three: Recruit Candidates CB&A uses a number of approaches to identify the right people for your jurisdiction. We say people, and not person, because our goal is to bring you three to five excellent finalists, all of whom will do the job extraordinarily well and who are so good that you will have a difficult time choosing among them. Then you can select the one who is the best fit with you and your community. These approaches are: · Networking. The best approach IS diligent outreach. We will network with our colleagues and consult our data base. As we identify outstanding candidates (many of whom are not in the market), we will approach them and request that they apply. Many excellent candidates are reluctant to respond to advertisements because doing so may alienate their current employers. When we approach them, their credentials are enhanced rather than diminished. · Advertising. While we will seek out the best, we will not ignore the trade press which sometimes yields strong candidates. Depending on the position, we would contact the members of organizations through organizations such as the International City/County Management Association (lCMA), Florida League of Cities, the Florida City and County Management Association, American Public Works Association, American Planning Association and so on. We will also post it on our Website, www.cb-asso.com and at Govtjobs.com. We generally do not use newspapers or generic websites because while they produce large numbers of applications, they generally do not produce the type of candidates we are seeking. · Email. We will also e-mail the recruitment profile to our list of over 7,000 professionals who are interested in local government management. One of the advantages of email is that if the recipient is not interested, he/she can easily forward the recruitment profile to someone else who may be. The Private Sector. Some of our clients ask that private sector candidates be included among our recommended finalists. While we do not routinely recommend candidates with no experience in government, we have been very successful in finding highly qualified and capable private sector people to bring forward. Phase III: Screening and Finalist Selection Task Four: Gather Information and Evaluate the Candidates Based on our most recent recruiting efforts, we often receive resumes from 80 to 120 applicants. Narrowing the field to six to ten candidates we will present for the City requires a mix of in- depth research and subjective evaluation. Our process follows. Step One. Initial Screening. CB&A will evaluate all resumes and identify the top 10 to 20 candidates. Some of these may be in-house candidates or individuals who have held high level positions in other governments but who have never been the manager. -12-