CCP 03-10-2003 - Laserfiche WebLink

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. Page Three City of Arden Hills Step Two: Recruitment. MDA would develop and propose a comprehensive recruitment effort for review and approval by the City of Arden Hills. The components of the recruiting plan could include: . . Mailing the position prospectus to a targeted list to announce the position and selection process. . Mailing to professional associations and organizations identified with the help of City of Arden Hills. . Advertising in appropriate publications (newspapers, magazines, and journals), including those targeted for senior public sector professionals and managers. . Advertising in publications for and with appropriate associations/organizations of pubic sector professionals who may be members of a protected class. . Advertising in local newspapers and other publications as appropriate. . Announcing the position opening through appropriate job lines, info lines, and other sonrces, including those available through the Internet. . Announcing the position at appropriate state or national conferences or association meetings, depending on timing. . Personal phone calls to recognized professionals and association execntives to solicit candidate nominations. . Annonncing or advertising the position opening in or through any other channels recommended by the City of Arden Hills. MDA would conduct all research necessary to provide detailed costs, deadlines, and other information to the City for final approval before implementing any plans. In this step, it will be important to incorporate the expertise and judgment of the City of Arden Hills to ensure that the final recruitment plan is comprehensive, but cost effective. Step Three: Initial Applicant Screening. Once applications have been received by MDA, the resumes would be screened through a systematic rating process. Using a resume rating form targeted to the position requirements, each resume would be evaluated and rated independently by two MDA staff members. Additional ratings could be made by City of Arden Hills, should they have the time and interest. These ratings would lead to a tentative rank-ordered list of candidates, which would become the basis for determining which and what number of applicants would be identified for further consideration. MDA would recommend narrowing the applicant pool to a group of no more than 15 candidates who would be invited to participate in the next step ofthe process. Decisions regarding selection of candidates to continue in the process would be made by the City of Arden Hills after a careful review ofthe applicant pool and screening process conducted by MDA. . Step Four: Iu-Depth Screeuing. Following the initial screening process, MDA would work with the City to determine the way to proceed to best meet their needs and interests at this step in the process. In this step, the objective would be to assist the City to narrow the pool of candidates to small pool of highly qualified and interested final candidates for the position. Depending on the composition of the initial pool, how many candidates are selected by the City after the initial screening process, and timing concems; the City may wish to pursue different options. Flexibility for the City is critical at this point in the process.