Agenda - 05-05-2009 - 4t - Laserfiche WebLink

Browse Search

We will be responsible for screening the applications received. This initial screening will be conducted by telephone with both the prospective candidate and through documents, on-line information and, very discretely, with individuals who are familiar with each candidate's background and expertise, in order to establish their bona fide credentials. Once the initial screening is completed, we will select the most qualified prospective candidates who most closely match the criteria established by the Commission. We will interview those candidates in order to verify their qualifications and other favorable characteristics. We will provide the Commission with the results of our interviews and inquiries, along with each candidate's own words describing their experience as it relates to each of the issues facing the position. One contingency here is that the Commission may not approve of any of the candidates. If that should occur, we would, of course, keep searching until the Commission's needs are clearly met. We will review the information with the Commissioners and request that the identify the three to five candidates that will continue in the selection and hiring process. 0 After the decision by the Commission, we will contact the candidates selected and personally seek a signed release so that we may begin background investigations. We examine candidates' qualifications based upon your selection criteria and evidence of their continuing professional education and upon verifying their particular accomplishments. 5. Background Investigations As part of our process in evaluating finalists, we make detailed and extensive reference checks. In conducting these, it is our practice to speak directly to individuals who are now or have previously been in positions to evaluate the candidate's job performance. We complete professional reference checks rip or to the Commission's interviews. That allows the Commission to target the questioning more effectively, based upon what we have learned about each finalist's performance and style. We ask each candidate to provide us with a few references. We then network to other persons who know the candidate. In this way, we thoroughly evaluate each candidate with a 360 degree perspective. We have talked to as many as 23 references concerning a single finalist candidate. These references and evaluations are combined to provide frank and objective appraisals of the top candidates. We also verify past employment difficulties, if any, including any legal action filed against former employers. The Mercer Group, Inc. County Manager Search Methodology Orange County, North Carolina Page 4 O = Conunission input requested