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Experts in Emotional Intelligence to Develop Individuals and Organizations 10 <br />STEPS IN THE RECRUITMENT, <br />SCREENING, AND SELECTION <br />PROCESS <br /> <br /> <br />PURPOSE OF THE PROPOSED STEPS <br /> <br /> <br />TIMELINE <br />Step 9: Facilitate thorough <br />background investigations <br />1) Both legally and due to the sensitive and <br />highly public nature of the position of County <br />Tax Administrator, we recommend thorough <br />reference checks and background <br />investigation. <br />2) Someone outside the County should conduct <br />the background investigation to ensure <br />confidentiality. <br />3) We would coordinate the investigations and <br />report detailed findings to the Commissioners. <br /> <br />TBD <br />Step 10: Provide executive coaching <br />to the successful candidate and to <br />any internal candidate <br />• Review the challenges facing <br />the community and <br />organization <br />• Analyze the results of the <br />selection process <br />• Analyze the findings of the EQi <br />• Develop a plan of action <br />• Provide developmental <br />feedback to internal <br />candidates who are not <br />selected. This feedback <br />includes a review of EQi and <br />assessment center results <br />1) The assessment process provides rich <br />information suitable for executive coaching. <br />2) The new County Tax Administrator will face <br />exciting but formidable new challenges. They <br />can benefit from professional guidance in <br />developing a plan of action to meet those <br />challenges. <br />3) Feedback to internal candidates not selected <br />often helps them develop personal skills and <br />accept the decision. This feedback also paves <br />the way for greater support for the selected <br />candidate. <br />TBD <br /> <br />Docusign Envelope ID: DE8441AA-E59C-82BA-8112-C2D52F2C60C1