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ExecutiveSearch | 8 <br /> <br />The Position Profile serves as th e primary recruitment tool as a <br />means of identifying the scope of the position and highlighting the <br />unique characteristics and qualities of the community. Once the <br />Profile is approved, we will prepa re and conduct a comprehensive <br />program to contact candidates and determine sources of <br />candidates. <br />In addition to placing announcements in the appropriate <br />professional and trade journals, we will announce the position on <br />appropriate web sites and the Profile will be featured on the <br />Brimeyer Fursman web site with a link to the City of Roseville <br />official web site. We will utilize our local, regional, and national <br />contacts to identify potential candidates. We will identify <br />comparable organizations where key individuals will be <br />contacted. <br />Often times we are able to identify candidates from similar <br />assignments who may be appropriate for the position. Sometimes <br />the most qualified candidates are often not in the job market <br />and do not respond to traditional advertising: therefore, we will <br />directly recruit specific individuals with established patterns of <br />talent, stability, and success thro ugh direct visits, calls, and <br />mailings. <br />Brimeyer Fursman will take all responsibility for accepting and <br />collecting applications and acknowledgments. We will maintain <br />transparency and provide continual updates to the city and <br />candidates as each step in the process proceeds. We take great <br />care to treat all candidates with the greatest respect on behalf of <br />the firm and Roseville. <br />Following the application deadline, we will screen each <br />applicant's experience and background against the Position <br />Profile. After evaluating and comp aring each application, we will <br />compile a list of candidates for further consideration. We will <br />conduct one-on-one interviews with the most promising <br />individuals. Our staff will make every effort to conduct face-to- <br />face interviews with these candidates. Our in-depth evaluation <br />and appraisal techniques will cover issues such as work <br />experience, education, professional development and <br />achievement, career objectives, accomplishments, suitability, and <br />specific interest in the position. We will pay particular attention <br />to the management style that most closely reflects the needs of the <br />organization. <br />PHASE II <br />Develop and <br />Implement an <br />Approved Recruitment <br />Plan <br />Place Announcements <br />Recruit Candidates <br />Recruitment Ads <br />ICMA: International City <br />Managers Association <br />Gov’t Jobs <br />Linked-IN <br />Brimgroup Web Page <br />League of Minnesota <br />Cities <br />Neighboring Leagues <br />Accept and Acknowledge <br />Applications <br />Review Resumes and <br />Screen Candidates