CCP 03-10-2003 - Laserfiche WebLink

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. . . , Once the position specification has been developed and approved, it then serves as the document for which a targeted search can be initiated and the guide used to evaluate each candidate's skills and abilities for the position. STEP THREE: RESEARCH AND CANDIDATE IDENTIFICATION Stone Murphy will use a research strategy to identify the most qualified talent. We will target government entities and other organizations as appropriate. Stone Murphy will directly recruit qualified personnel from those targets. Other research tools utilized will include our internal computerized database, directories and association lists, rosters and personal contacts from previously conducted searches. Several of our past searches may be of interest because of a similar research component. . City of Minneapolis, Finance Officer . City of Minneapolis, Communications Director . Minneapolis Public Schools, Director of Facilities Please see Addendum A for additional information. The experience of these searches gives us confidence that a research-driven strategy will yield both a broad pool of potential candidates and a qualified" short list" of recommended candidates. Stone Murphy will provide a research report at the time of Presentation and Recommendation of Candidates (Step Five), allowing the City of Arden Hills to monitor our progress and ensure that an aggressive search is being conducted. Stone Murphy will recruit and present candidates for all searches without regard to race, color, religion, sex, national origin, age, disability, Vietnam Era or disabled veteran starns, and ensure that the recruiting process is administered in a nondiscriminatory fashion. STEP FOUR: CANDIDATE ASSESSMENT Stone Murphy will interview and assess candidates according to their professional and personal qualifications in a lengthy personal interview . We assess candidates according to a demonstrated track record of successfully meeting goals and objectives in their past work history. In the interview, we measure that work history against the key professional and performance criteria, which is outlined in the position specification. We evaluate the personal and culrnral fit, which is equally as important as the technical qualitications. We also identify critical information such as compensation and career expectations. STEP FIVE: PRESENTATION AND RECOMMENDATION OF CANDIDATES We meet with the City of Arden Hills and present a report, roughly 30 days after initiating the search, that outlines the backgrounds and qualifications of the recommended candidates. This" short list" typically includes three to six candidates and summarizes our search strategy, findings and other issues relevant to the assignment (please see Addendum B). An additional report also includes documentation of all individuals contacted during the search. Stone Murphy will then facilitate arranging interviews for selected candidates. There should be no surprises at this meeting, as regular updates will have been previously provided. STEP SIX: REFERENCE AND BACKGROUND EVALUATION Once a mutual interest is demonstrated between the City of Arden Hills and the candidate(s), reference checking and background analysis are done. We personally conduct three to five references in addition to issuing a background check that identifies criminal and credit risk, and verifies academic credentials. 2