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