Ralph Andersen & Associates -- executive recruitment, management, finance, and personnel resources -- primarily serving local government

Key Steps
(The Search Process > Key Steps)

This describes the key steps we typically use in the recruitment process.

Review Project Management Approach

The search consultant (also known as the "project director") meets with the hiring authority (i.e. city manager, city council or board of directors) and others, as appropriate, to discuss the project management for the search. Discussions include reviewing the work plan, confirming timing, and establishing communication methods.

Develop Recruitment Brochure

The recruitment brochure developed for the specific position is the guide for the entire search process. Developing the profile includes collecting technical information and recruitment criteria.

Technical Information

The search consultant meets with the hiring authority or other staff, as may be necessary. The purpose of these meetings is to gain an understanding of the experience and professional background requirements desired in the placement. These meetings also help the search consultant gain an understanding of the work environment and the issues facing the public sector agency.

Recruitment Criteria

The recruitment criteria are those personal and professional characteristics as well as experiences desired in the placement. The criteria should reflect the goals and priorities of the agency. The search consultant meets with key staff in the agency and others, as appropriate, to facilitate identifying and articulating that criteria.

Subsequent to developing and adopting the candidate profile, the search consultant documents the technical information and recruitment criteria in an information brochure. The hiring authority reviews the brochure in draft format and makes appropriate revisions before the brochure is published for use throughout the search.

Outreach and Recruiting

This task is among the most important of the entire search. It is the focus of the activities of the search consultant and includes specific outreach activities briefly described below.

Outreach

We develop an outreach and advertising campaign that includes placing ads in various professional publications specific to the area of expertise being sought. We extend the outreach campaign to several sources related to government to reach a wider, more diverse audience.

The advertisement and full text of the position profile (the recruitment brochure) are also placed on our Web site, which is accessed by a large number of qualified candidates. This method of outreach to potential applicants provides a confidential source that is routinely monitored by many key level executives.

Candidate Identification

We use our extensive network of contacts to focus the recruiting effort on attracting qualified candidates. In making these contacts, the search consultant targets those individuals who meet the hiring authority's criteria. Each of the candidates identified through the recruiting efforts receives a recruitment brochure that personally encourages them to apply for the position. We also contact candidates personally via telephone and through one-on-one meetings to discuss the position and to solicit their interest in being considered.

The combined outreach and recruiting activities result in applications and résumés from interested candidates. We acknowledge résumés as they are received, and advise candidates of the general timing of the search process. The following tasks involve the actual selection process, once all résumés have been received.

Candidate Evaluation

Following the closing date for receipt of résumés, we move through the following activities:

Screening
We carefully review all applications to identify and evaluate those that meet the recruitment criteria and minimum qualifications. This evaluation includes consideration of such factors as professional experience, and size and complexity of the candidate's current organization as compared to the candidate profile.

Preliminary Reference Review
Our search consultant conducts preliminary reference reviews for those candidates identified during screening as the most qualified. We make direct contact with references to learn more about the candidates' experience, past performance, and management style.

The screening portion of the candidate evaluation process typically reduces a field of applicants to approximately eight to ten individuals. We review those individuals with the hiring authority prior to proceeding with the individual interviews.

Conduct Preliminary Interviews
Next, our search consultant conducts preliminary interviews with the top group of candidates identified through the screening and preliminary reference review, and approved by the hiring authority. The extensive interviews are designed to gain additional information about the candidate's experience, management style, and "fit" with the recruitment criteria.

We provide the results of reference reviews and interviews to the city council or other hiring authority. From this meeting comes a confirmed group of finalist candidates (typically six).

Search Report

After completing the screening and review, our search consultant meets with the city council or other hiring authority to review the search report on the candidates to be interviewed. The report divides candidates into three groups including 1) the top group of candidates recommended for interviews; and 2) a backup group to the first group. The search report includes candidate résumés.

Selection

The final selection process varies depending on the desires of the hiring authority. The services we typically provide in the selection process are described briefly below. The search consultant coordinates the selection process for finalist group of candidates. This includes handling the logistical matters with candidates and with the hiring authority.

Our search consultant prepares an interview booklet that includes the résumés and candidate report (with interview comments, reference checks and other relevant information about the candidates). In addition, the booklet contains suggested questions and areas for discussion based upon the recruitment criteria. We provide copies of the interview booklet in advance of the candidate interviews.

A search consultant attends the interviews to assist the hiring authority through the selection process. This assistance includes providing an initial orientation, introducing candidates, and facilitating the discussion of candidates after all interviews have been completed.

Additionally, we conduct verifications on the top candidates, including verifying education, professional credentials, Department of Motor Vehicles check, wants and warrants, civil and criminal litigation search, and credit check. At the appropriate time, we discuss the results of these verifications with the hiring authority. Also, in compliance with the Federal Fair Credit Reporting Act (FCRA) enacted to safeguard against identity fraud, a copy of the credit report is sent to the candidate's home within ten (10) days.

Our search consultant is available to assist the hiring authority in the final selection, as desired. This assistance may include providing or obtaining any additional information to assist in making the final selection decision.

Negotiation

Our search consultant can assist the hiring authority in negotiating a compensation package with the selected candidate. This may include recommendations on setting compensation levels. If desired, we assist and coordinate supplemental services to conduct a salary survey for the position. This level of service is provided through Johnson & Associates (www.johnson-associates.com).

Search Close Out

After the hiring authority has reached agreement with the individual selected for the position, our search consultant closes out the search. These activities include personally advising all finalist candidates of the status of the search in a timely fashion following the on-site interviews with the client. All other candidates, would have been previously notified via written correspondence.

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