2013_0708(part 1) - Laserfiche WebLink

Home

City of Roseville, Minnesota. Proposal to Provide Executive Search Consulting Services to Select a City Manager 3 Springsted sets up a special e-mail for each search and encourages an electronic submission of applications. Applications received by mail or by fax are scanned to ensure that we have an electronic record of all materials received. The City receives timely updates on the status of the search. We also maintain open and professional communication with the applicants to keep them informed about the status of the search and their candidacy for the position and to track developments in their job search activities. Cost to include this step in the process: $2,000 5.Applicant Screening —Applicant screening is based on position requirements and hiring criteria established by the City in the position description and position profile. Once we have identified the top candidates, we ask them to complete a questionnaire that addresses their professional and personal qualities so we can assess their fit with the characteristics identified in the position profile. Along with substantive information provided in the answers to the questions, we evaluate the candidates’ writing and comprehension skills. Once that is complete, we conduct telephone screening interviews with the top candidates to expand upon each candidate’s background and experience, particularly in those areas important to the City. We determine the candidate’s level of interest and motivation for seeking the position. We identify the candidate’s management and leadership style and learn about their personal experiences and professional expectations for the position. 6.List of Top Candidates —We meet with the City Council to present the written candidate reports and a list of the top candidates. Each candidate report includes a summary of the screening interview and relevant information from an Internet search and the candidate’s resume and completed questionnaire. The City Council selects the candidates who will be invited to interview. In a professional and respectful manner, Springsted informs all applicants of their status in the selection process, in particular those that are not moving forward to the interview stage. 7.Reference Checks — We contact references and provide a thorough reference outline for each candidate participating in the interviews. It is our practice to contact at least four references per candidate: an elected official, a professional peer, a direct report and a community member. We believe that a more comprehensive reference profile can be compiled if we seek input from a representative of each of these areas. Cost to include steps five through seven in the process: $6,000 8.Interviews — We work with the City Council and designated staff to design and coordinate the interview process. We find that each City is different, so before we organize an interview process, we meet with the City to seek your expectations and desires. Based on City preferences, we develop a structured interview process that maximizes the input of all participants (elected officials, staff and community members) and we coordinate the interview schedule with the candidates. The interview process is structured in a way that helps the City Council assess the candidates’ ability to communicate, their approach to making decisions, their interpersonal skills and other preferred qualifications. We also provide a template to help