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<br /> <br />3. External recruitment utilizing an outside consultant (i.e., an executive search firm) to <br />manage the process. <br /> <br /> Advantages: <br /> <br />- Provides professional expertise in organizational profiles or candidate analysis (e.g., <br />60 – 120 days). <br />- Timelines can be managed better with a consultant focused on the effort. <br />- Large candidate pool can be accessed, increasing the probability of getting a <br />candidate with the “perfect fit” for the organization. <br />- Would provide external candidates to weigh against internal candidates <br />- May be combined with work by City staff to reduce some costs. <br /> <br /> Disadvantages: <br /> <br />- This is the most expensive option ranging inn price from $7500 to $15,000, and up <br />(see attached proposals). Cost savings from staff vacancies could be used to fund <br />the position. <br /> <br /> <br />Discussion <br /> <br />At the September Work Session, Staff recommended option three. Option three would be the <br />most desirable because of the current workload and staffing of city departments. Due to these <br />staffing levels, Staff feels it will be difficult to keep on schedule in the hiring process of such a <br />high level position. <br /> <br />Staff will be meeting with the Human Resources Committee prior to this meeting to discuss the <br />hiring process further. Staff would like guidance from the City Council at this Work Session on <br />how to proceed with the recruitment process. <br /> <br />Respectfully submitted, <br />Desaree Crane <br /> <br />