2021.06.07 CC Packet - Laserfiche WebLink

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2. Understanding and approach City of Hugo, Minnesota Page | 5 Project milestone Deliverables Timeline Position profile and recruitment brochure development − Interviews with the City − Baker Tilly receives information on Hugo’s budgets, organizational charts, images, logos, etc. − Develop draft documents (recruitment brochure, advertisement, marketing letter and timeline) 2 weeks Approve brochure, commence advertising and distribute marketing letter − Brochure sent to the City for final approval − Commence advertising and distribution of recruitment brochure 1 week Task II. Execution of recruitment strategy and identification of quality candidates Utilizing the information developed in Task I, Baker Tilly will identify and reach out to individuals who will be outstanding candidates for the position of Finance Director. Often, well-qualified candidates are not actively seeking new employment and will not necessarily respond to an advertisement. However, if a potential candidate is presented with the opportunity directly and in the proper manner, he or she may apply. We take pride in our ability to locate highly qualified candidates across the nation based on the professional contacts and relationships we have developed and maintained over many years. These efforts will be supplemented by the creation of a customized database utilizing our extensive, interactive applicant database for the Finance Director position. This will provide the Baker Tilly team with the ability to customize applicant flow and tracking, communication with applicants and conduct database inquiries for candidates based on characteristics important to the City such as geographic location, particular experience, expertise and credentials. While recruitment is under way, the project team will work with a team of up to 10 subject matter experts (SMEs) who know what successful performance in the Finance Director position looks like to reach consensus on the desired leadership and management style for the ideal candidate. We ask the SMEs to complete a 30-minute, on-line questionnaire. When aggregated, these responses generate a benchmark that prioritizes the key competencies, work values and leadership/management style attributes for this position, creating a framework for assessing candidate fit with Hugo. Later in the process, finalists for the position are asked to complete a companion questionnaire that allows us to match candidates’ competencies, work values and leadership/management style to the benchmark. [See sample excerpt of TTI report in Appendix II.] Each candidate submitting a resume is sent a timely acknowledgement by our team, including an approximate schedule for the recruitment. Throughout the recruitment process, communications are maintained with each candidate regarding information about the recruitment progress and their status in the process. We take pride in the many complimentary comments made by candidates regarding the level of communication and the professional manner in which they are treated during our recruitments.