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2. Understanding and approach <br /> <br />City of Hugo, Minnesota Page | 8 <br />Project milestone Deliverables Timeline <br />Final Report prepared <br />and delivered to the City <br />− Final Report is prepared; including brochure, interview <br />schedule, cover letter, resume, candidate questionnaire, <br />suggested interview questions, candidate assessment <br />form and management style probing questions <br />1 day <br />On-site interviews with <br />finalists <br />− Interviews are scheduled <br />− Recruitment project team co-leaders attend client <br />interviews and are available to participate during <br />deliberations of candidates <br />1-2 days <br />Offer made/accepted <br />− If requested, Baker Tilly participates in candidate <br />employment agreement negotiations <br />− Baker Tilly notifies candidates of decision <br />− Baker Tilly confirms final process close out items <br />with the City of Hugo <br />1-2 days <br />Our strategy for recruitment of diverse candidates <br />Our corporate core values and work environment reflect our broader social aspirations for <br />a diverse workforce, equal opportunity and cross-cultural respect. We have established <br />strong and credible networks with minority and female leaders nationwide. In addition, we <br />are corporate members of the National Forum for Black Public Administrators (NFBPA) <br />and the Local Government Hispanic Network and are on their National Corporate Advisory <br />Council. We participate in their membership events on a regular basis. <br />To that end, we take responsibility for diversity in our organization, our recruitment strategy <br />and our candidate pools. In this recruitment, we will use our established networks to make <br />direct and personal contacts with prospective minority and female candidates and encourage <br />them to consider the City of Hugo’s Finance Director position. Because of our performance <br />record in presenting a diverse applicant pool, these prospective candidates know they will <br />be fairly considered in the process. <br />Baker Tilly is committed to ensuring equitable participation in our business and employment <br />opportunities without regard to race, color, religion, sex, national origin, age, disability, <br />veteran status, marital status or sexual orientation. As a leader in the executive recruitment <br />industry, we take positive actions to prevent and to remedy any discriminatory effects of <br />business and employment practices. <br />Commitment to Diversity, Inclusion and Belonging for <br />Success (DIBS) <br />At Baker Tilly, diversity, inclusion and belonging is <br />who we are rather than what we do. Creating an <br />environment where all team members are valued <br />empowers us to bring our authentic selves to <br />work each day. When our contributions reflect <br />our individual best, we achieve better results <br />for Hugo. <br />Belonging is a core Baker Tilly value. We foster a <br />deep level of mutual respect where each one of <br />us feels seen, heard, valued and connected. Each <br />team member commits to upholding a diverse and <br />inclusive workplace driven by fairness, compassion <br />and equality. <br /> We choose to embed DIBS into all aspects of our business – from strategy to operations. From how we recruit, develop and promote team members, to the way we serve clients, manage projects and treat each other. Day in, day out.