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PROJECT APPROACH & METHODOLOGY <br />government. Additionally, we provide a list of DEI resources on the homepage of the website at <br />GovHRusa.com. <br />MGT's GovHR has formally partnered with the National Forum for Black Public Administrators' consulting <br />arm, i4x, and in several recruitment and selection processes throughout the country including Toledo, OH; <br />Fort Collins, CO; Ann Arbor, MI; Oakland, MI; and Arlington, TX. Our partnership reflects our mutual <br />commitment to advancing DEI values and increasing the diversity of local government leaders at the <br />highest levels of local government organizations. <br />MGT/GovHR's Recommendations to and Retain Top Talent <br />ESPONSIVE: ROLL OUT THE WELCOME MAT! Candidates may struggle with relocating for a new <br />position as well as being concerned about the "fit" with a new team. It is important to include costs for <br />your top candidate(s) to travel to your location for the final interview process. Our team will work with <br />you to create a welcoming, informative experience for both you and the candidate(s). <br />ENCOURAGING: Employee development is a must -have in today's market. Candidates appreciate their <br />employer investing in them as much as they are investing themselves in the job. Consider "up and coming" <br />candidates who may lack one or two preferred skills and assign a mentor or invest in a course to encourage <br />their professional development. A mentor/training program will also help establish a peer -to -peer <br />connection and make them feel more comfortable about the transition to a new job. <br />OMPETITIVE: Our team will guide you in offering a competitive market rate compensation and <br />competitive benefits package attractive to today's candidates. Competitive employers must include <br />relocation expenses and should consider signing bonuses and temporary housing. <br />ESOURCEFUL: Review your job description — do you need public sector experience? Are the years' <br />experience you list essential, or can that be preferred? Consider a more resourceful approach when <br />reviewing candidates' experience. Carefully assess requirements such as Certified Public Accountant <br />(CPA), Professional Engineer, and others that will limit your talent pool — consider using the word "ideally" <br />or "preferably." <br />NDERSTANDING: These past few years have, without a doubt, changed the work environment. <br />Competitive employers have recognized this and are offering flexible/hybrid/remote work options. Those <br />positions that offer this type of flexibility consistently receive a better candidate response rate. <br />NNOVATIVE: Think about what is unique and attractive about your community and organization and <br />highlight that in your recruitment efforts. Talk about organizational culture and what your values are with <br />respect to your employees. MGT will assist you in being as innovative as possible in your outreach. <br />RANSPARENT: Some states now mandate listing salary ranges in any job advertisements or postings. <br />More and more companies are showing at least a salary range in their postings to promote pay <br />transparency and equity. Post the salary range you will use for hiring — it is public information. If we make <br />it too difficult for candidates to find out the salary, they will move on to the next opportunity. <br />GovHR USA ** CITY OF ELK RIVER, MINNESOTA I MAY 15, 2024 <br />GovTEMPSUSA ..®MGT POLICE CHIEF RECRUITMENT SERVICES <br />PAGE 12 <br />Page 362 of 430 <br />