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PROJECT APPROACH & METHODOLOGY <br />surveys, and a review of relevant information. This information is reflected in a polished marketing piece <br />that showcases the organization and the area it serves. <br />INFORMATION GATHERING <br />• One-on-one or group interviews with stakeholders identified by the City. <br />• Community forums (in -person or via video) can be used to gather input and feedback. <br />• Surveys can be used for department personnel and/or the community to gather feedback. <br />• Conversations/interviews with department heads. <br />A combination of the items listed above can be used to fully understand community and organizational <br />needs and expectations for the position (this proposal includes 12 hours of meetings —additional meetings <br />can be added for a fee of $150/hour plus actual expenses if incurred). One organizational survey is <br />included. A Community Survey can be conducted for $2,500. Community Forums are conducted as an <br />optional service. <br />Development of a POSITION ANNOUNCEMENT to be placed on websites and social media. <br />Development of a thorough RECRUITMENT BROCHURE for City review and approval. <br />Agreement on a detailed RECRUITMENT TIMETABLE — a typical recruitment takes between 90 to 120 <br />days from the time you sign the contract to the appointment of the finalist candidate. <br />Activities <br />We make extensive use of social media as well as traditional outreach methods to ensure a diverse and <br />highly qualified pool of candidates. Our website is well known in the local government industry — we <br />typically have 17,000+ visits monthly to our website and career center. Additionally, our weekly jobs <br />listings are sent to over 8,000 subscribers. <br />Phase 2 will include the following: <br />• MGT consultants will personally identify and contact potential candidates. <br />• Develop a database of potential candidates from across the country unique to the position and to <br />the City, focusing on: <br />— Leadership and management skills. <br />— Size of organization. <br />— Experience in addressing challenges and opportunities also outlined in Phase 1. <br />— The database will range from several hundred to thousands of names. An email campaign will <br />be sent to each potential candidate. <br />• Placement of the Position Announcement: <br />— Public sector online Career Centers. <br />— Social media: Linkedln (posted on MGT Executives Linkedln news feeds to reach over 50,000 <br />connections), Facebook, and Instagram. <br />— MGT will provide the City with a list of advertising options for approval. <br />in, <br />USN ♦♦ MGT CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 PAGE 8 <br />�GovTEMPS U',. POLICE CHIEF RECRUITMENT SERVICES <br />Page 358 of 430 <br />