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2. Understanding and approach <br /> <br />City of Hugo, Minnesota Page | 3 <br />As such, we will creatively collaborate with your organization to provide you with access <br />to critical information you may need to make your hiring decisions. Additionally, we can utilize <br />our capability for video conferencing during meetings, candidate interviews, etc. <br />When the time arrives for the City Administrator and others as designated to interview <br />candidates, we may encourage and support the steps established or recommended by <br />local, state or federal guidelines, public health and medical professionals, including social <br />distancing guidelines and protocols. <br />Baker Tilly has successfully organized several successful virtual and on-site interview <br />processes following the prescribed social distancing protocols and best practices. As <br />such, Sharon Klumpp and Patty Heminover are able to provide corresponding on-site <br />support and assistance, if requested. <br />Proposed solution to meet Hugo’s needs <br />The recruitment will be conducted out of our St. Paul office. Sharon <br />Klumpp and Patty Heminover will serve as the project team co- <br />leaders. Our proven process includes five major tasks: <br />1. Recruitment brochure development and advertising <br />− We schedule and meet with Hugo’s designated elected and/or appointed officials and key <br />stakeholders, as requested, to understand your desired needs, strategic directions, overall <br />candidate expectations and to develop a candidate profile <br />2. Execution of recruitment strategy and identification of quality candidates <br />– Using the approved profile, we develop a colorful, appealing brochure and embark on a <br />national or regional targeted recruitment campaign <br />– Additionally, we simultaneously launch a direct applicant outreach campaign targeting eligible <br />prospects identified via our extensive searchable applicant database <br />– Using our proprietary applicant tracking system, we communicate and update applicants on <br />key processes and corresponding search progress <br />3. Screening of applications, recommendation of semi-finalists and selection of <br />finalists <br />– Once we identify the most promising applicants, we ask them to complete our due diligence <br />questionnaire and a candidate questionnaire while the project team conducts a comprehensive <br />web and social media scan to elicit information that could be relevant to employment <br />– These applicants also complete a recorded, one-way video interview of selected questions <br />designed to secure a different perspective on the applicant’s overall qualifications <br />– We provide you with a Semi-Finalist Report of the top candidates, which includes resumes, <br />cover letters and due diligence questionnaire responses <br />– Selected finalists complete a management and leadership style and strengths assessment <br />(personality and behavior analysis) to provide us with important information about their styles, <br />temperament, preference, etc. <br />4. Conducting background checks (criminal, civil, credit and driving record), <br />reference checks and academic verifications <br />– Background records checks and academic verification <br />– References <br />5. Final interview process <br />– Once the City identifies its top 3-5 finalists, we work with you and the finalists to coordinate all <br />aspects of the interview process <br />– Employment offer – assistance and feedback