2025-01-08 CC Packet - Laserfiche WebLink

Home Browse Search

RELEVANT LINKS: If not, the city should have a trained person who is not a decision maker conducting the reference checks and any additional searches, so in the event protected class information is found, it will not be passed along to the decision makers. It is important to make sure the reference check process is objective, professional, and completed the same way for all candidates being given final consideration. Work with your human resources staff and city attorney regarding what are 10 and what are not allowable topics to be discussed during those reference checks. It is also a good idea to make sure candidates have signed an Release for Employment Reference Checks, LMC authorization and release form allowing you to verify the information they Model Form. provided — i.e., their backgrounds and employment references. LMC Flit Reference Manual, It is best to check with multiple references, including some who the Chapter 2, Section VII Background checks and candidate has not listed, to make sure you are getting a true, complete, and bonding. accurate picture of past performance. Then carefully evaluate and balance what you are being told. Remember, any one reference you talk with may have really liked, or really not liked, the candidate; you need a broader picture. Also, be on the lookout for inconsistencies in what the references shared and the candidate shared in his/her application and interview responses. Inconsistencies are something to check on but don't necessarily mean you shouldn't hire a candidate. Often there is a good reason for an inconsistency. It is good to check with both elected officials, and trusted staff in the candidate's current city or county. And it is fine to talk with others, such as the Chamber Executive Director, or even professional peers from nearby cities. LMC information memo: As with any position, it is also a good idea to complete a criminal history Background Checks: The ABCs ofBCA Data. and financial background review. Many cities have also started to undertake a simple public Google search on all finalists for city employment. Again, ideally, the city will have a trained person conducting this search who is not a decision maker, so in the event protected class information is found under this public search, it will not be passed along to the decision makers. C. Making an offer Once everything looks good for your preferred candidate, a contact should be made to tentatively offer him or her the position. If you are using a professional recruiter, they will handle this for you. If not, it should probably be done by the mayor. The administrator will be working for the mayor and council, so you owe it to him or her and yourself to establish that relationship right from the beginning. You may or may not choose to include a specific salary and benefit package in that initial discussion; however, both parties should be aware of the range you are considering. League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 10