CCP 03-10-2003 - Laserfiche WebLink

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I I ,. City of Arden Hills Page Three PHASE II I Place Announcements - Recruit Candidates I After the Profile is approved, we will conduct a comprehensive program to contact candidates and determine sources of candidates. In addition to placing announcements in the appropriate professional and trade journals, we will announce the position on appropriate web sites and the Profile will be featured on The Brimeyer Group web site with a link to your web site. We will utilize our local, statewide, and regional contacts to identify potential candidates. We will identify comparable organizations from which key individuals can be contacted. Often we are able to identify candidates from similar assignments who may be appropriate for the position. Because the most qualified candidates are often not in the job market and do not respond to traditional advertising, we will directly recruit specific individuals with established patterns of talent, stability, and success. I I I Review Resumes and Screen Candidates -- I Following t11e application deadline, we will screen each applicant's experience and background against the Position Profile. After evaluating and comparing each application, we will compile a list of candidates for further consideration. We will conduct one-an-one interviews with the most promising individuals_ Our staff will make every effort to conduct face-to-face interviews with these candidates. Our in-depth evaluation and appraisal techniques will cover issues such as work experience, education, professional development and achievement, career objectives, accomplishments, suitability, and specific interest in the position. We will pay particular attention to behavior patterns and management style that most closely reflect the needs of t11e Arden Hills community and the city organization. I I Progress Report I From these interviews, we will select the most qualified individuals to present to t11e City. We will prepare a Progress Report that will provide information on eight to ten candidates whose backgrounds most closely meet the requirements of t1,e position. This Progress Report will provide specific information on educational and work history, accomplishments and growth potential, strengths and possible limitations. We will personally deliver and review this report with the City Council. On the basis of this review, four to six candidates will be selected for furtl1er consideration. At this time we will propose a schedule for interviewing t1,e candidates and discuss t11e compensation expectations of the City for the new City Administrator. I I PHASE III I Reference and Credential Checks I , Prior to t11e interviews, we will conduct discreet reference checks on the finalist candidates. We will talk with peers and former associates of these candidates. We will speak with individuals who are, or have been, in positions to directly evaluate the candidates' job perforn1ance. We will verify the finalist candidates' credentials through educational, criminal, and credit checks. We may conduct a print/media search of the candidates' local newspapers for specific recent articles. I