Okaloosa County BOCC — November 4, 2012 — reading text

6.1.a.i THE RECRUITMENT PROCESS Bob Murray & Associates’ unique, client-driven approach to executive search will ensure that Okaloosa County has a pool of high-quality candidates from which to select the new County Administrator. Outlined below are the key steps in our recruitment process. STEP 1 – DEVELOPING THE CANDIDATE PROFILE Our understanding of the Board’s requirements will be the foundation to a successful search. We will work directly with the Board, staff and others involved in the process Attachment: Bob Murray 1 (1222 : Search Firm for Position of County Administrator) in order to learn as much as possible about what the organization expects of a new County Administrator. We can also meet with other key staff or community members to gather input. We want to learn about the values and culture of the organization, as well as to understand the current issues, challenges and opportunities that face Okaloosa County. We also want to be fully acquainted with the Board’s expectations regarding the knowledge, skills and abilities sought in the ideal candidate, and we will work with your organization to identify expectations regarding education and experience. Additionally, we want to discuss expectations regarding compensation and other items necessary to complete the successful appointment of the ideal candidate. The profile that we develop together at this stage will guide our recruitment efforts. STEP 2 – ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE After gaining an understanding of the Board’s needs, we will design an effective advertising campaign that is appropriate for the recruitment. We will focus on professional journals that are specifically suited to the County Administrator search, utilizing venues that will ensure a diverse pool of applicants including qualified minority and women candidates. We will also develop a professional recruitment brochure on the Board’s behalf that will discuss the community, organization, position and compensation. Once completed, we will mail the brochure to an extensive audience, making them aware of the exciting opportunity with Okaloosa County. A sample brochure has been included for your review. STEP 3 – RECRUITING CANDIDATES After cross-referencing the profile of the ideal candidate with our database of thousands of candidates and our contacts in the field, we will conduct an aggressive outreach effort that includes making personal calls to prospective applicants in order to identify and recruit outstanding candidates, including qualified minority and women candidates. We realize that the best candidate is often not looking for a new job, and this is the person that we actively pursue to become a candidate. Aggressively marketing the County Administrator position to prospective candidates will be essential to the success of the search. BOB MURRAY & ASSOCIATES The Recruitment Process PAGE 3 Packet Pg. 469  6.1.a.i STEP 4 – SCREENING CANDIDATES Following the closing date for the recruitment, we will screen all resumes using the criteria established in our initial meetings to narrow the field of candidates. STEP 5 – PERSONAL INTERVIEWS We will conduct personal interviews with the top 10 to 12 candidates in order to determine which candidates have the greatest potential to succeed in your organization. During the interviews, we will explore each candidate’s background and Attachment: Bob Murray 1 (1222 : Search Firm for Position of County Administrator) experience as it pertains to the County Administrator position. In addition, we will discuss the candidate’s motivation for applying for the position and make an assessment of his/her knowledge, skills and abilities. We will devote specific attention to determining the likelihood of the candidate’s acceptance of the position if an offer of employment is made. STEP 6 – PUBLIC RECORD SEARCH Following the interviews, we will conduct a review of published articles that reference each candidate. Various sources will be consulted, including Lexis- Nexis™, a newspaper/magazine search engine, Google, and local papers from the communities in which the candidates have worked. This brings to our attention any further detailed inquiries that we may need to make at this time. STEP 7 – RECOMMENDATIONS Based on the information gathered through meetings with your organization and personal interviews with candidates, we will typically recommend three to five candidates for your consideration. We will prepare a detailed, written report on each candidate that focuses on the results of our interviews and public record searches. We will make specific recommendations, but the final selection of those to be considered will be up to you. STEP 8 – FINAL INTERVIEWS Our years of experience will be invaluable as we help you to develop an interview process that objectively assesses the qualifications of each candidate. We will adopt an approach that fits your needs, whether it is a traditional interview, multiple interview panel or assessment center process. We will provide you with suggested interview questions and rating forms, and we will be present at the interviews to facilitate the process. Our expertise lies in facilitating the discussion that can bring about a consensus regarding the final candidates. We will work closely with your staff to coordinate and schedule interviews and candidate travel. Our goal is to ensure that each candidate has a very positive experience, since the manner in which the entire process is conducted will have an effect on the candidates’ perception of your organization. BOB MURRAY & ASSOCIATES The Recruitment Process PAGE 4 Packet Pg. 470  6.1.a.i STEP 9 – BACKGROUND CHECKS/DETAILED REFERENCE CHECKS Based on final interviews, we will conduct credit, criminal, civil litigation and motor vehicle record checks for the top one to three candidates. In addition, those candidates will be the subjects of detailed, confidential reference checks. In order to gain an accurate and honest appraisal of the candidates’ strengths and weaknesses, we will talk candidly with people who have direct knowledge of their work and management style. We will ask candidates to provide the names of their supervisors, subordinates and peers for the past several years. Additionally, we will make a point of speaking confidentially to individuals known to have insight into a candidate’s abilities, but who may not be on his/her Attachment: Bob Murray 1 (1222 : Search Firm for Position of County Administrator) preferred list of contacts. At this stage in the recruitment, we will also verify candidates’ educational backgrounds and any required certifications. STEP 10 – NEGOTIATIONS We recognize the critical importance of successful negotiations and can serve as your representative during this process. Our experience provides us with insight into current industry standards and expectations in negotiating contracts, and we will be available to advise you regarding current approaches to difficult issues such as housing and relocation. Working to secure the appointment of your chosen candidate, we will represent your interests and advise you regarding salary, benefits and employment agreements. We have the expertise to turn a very sensitive aspect of the recruitment into one that is viewed positively by both you and the candidate. STEP 11 – COMPLETE ADMINISTRATIVE ASSISTANCE Throughout the recruitment, we will provide the Board with updates on the status of the search. We will also take care of all administrative details on your behalf. Candidates will receive personal correspondence advising them of their status at each critical point during the recruitment. In addition, we will respond to inquiries about the status of their candidacy within 24 hours. Every administrative detail will receive our attention. BOB MURRAY & ASSOCIATES The Recruitment Process PAGE 5 Packet Pg. 471  6.1.a.i ASSIGNED STAFF Our team at Bob Murray & Associates is comprised of a diverse group of individuals who have extensive experience in the recruitment of public sector executives. Ms. Narloch will be the lead consultant for the County Administrator recruitment for the Board, with assistance from Mr. Bob Murray and Ms. Rachel Hanselman as needed. S. RENÉE NARLOCH, VICE PRESIDENT Ms. Narloch is the Vice President and Director of our East Coast practice which is located in Tallahassee, Florida. She is recognized as one of the nation’s leading Attachment: Bob Murray 1 (1222 : Search Firm for Position of County Administrator) recruiters. She has more than 20 years experience conducting public sector recruitments and has participated in more than 400 searches nationwide. She was formerly employed by DMG and MAXIMUS as a Senior Recruiter with sole responsibility for the firm’s executive search practice in the Southeastern, Mid- Atlantic and Mid-Western states. Prior to her recruitment career, she was Senior Consultant for the DMG cost plan and revenue enhancement divisions. She also worked for three Fortune 500 companies in their sales, marketing and financial accounting divisions. Ms. Narloch received her Bachelor of Science degree in Information Studies, summa cum laude, from Florida State University, Tallahassee, Florida. BOB MURRAY, PRESIDENT Mr. Murray has over 25 years experience as a recruiter. He has conducted hundreds of searches for cities, counties, and special districts. Mr. Murray has conducted searches for chief executives, department heads, professional and technical positions. Mr. Murray has taken the lead on the firm’s most difficult assignments with great success. His clients have retained him again and again given the quality of his work and success in finding candidates for difficult to fill positions. Prior to creating Bob Murray & Associates, Mr. Murray directed the search practice for the largest search practice serving local government in the country. Mr. Murray has worked in local government and benefits from the knowledge of having led an organization. Prior to his career in executive search he served as the City Manager for the City of Olympia, Washington. He has also served as an Assistant City Manager and held positions in law enforcement. Mr. Murray received his bachelor’s degree in Criminology from the University of California at Berkeley with graduate studies in Public Administration at California State University at Hayward. RACHEL HANSELMAN, CONSULTANT As a consultant with Bob Murray & Associates, Ms. Hanselman is responsible for research, candidate recruitment, screening, reference checks and background verifications. She focuses on client communication and works closely with clients to coordinate candidate outreach and ensure a successful search. Ms.