Specifications include, but are not limited to: 1. Candidate sourcing The recruiter shall source and identify qualified candidates using the Authority’s recruiting system (Paychex) and other active and passive sources. 2. Candidate Assessment and Selection This is a basic process outline. RWSA would like the recruiter’s input on the final interview and selection process. a. The recruiter shall review all resumes submitted to identify the most qualified candidates. b. The recruiter shall screen qualified candidates by telephone to determine readiness, skill match, and general compatibility for the position. c. The recruiter shall facilitate a meeting with the selection committee to review and select candidates who will move forward to a behavioral interview phase with the recruiter. d. The recruiter shall conduct those interviews once the selections have been made. These interviews should be in person for local candidates if possible and by telephone/virtual with out-of-town candidates. e. The recruiter shall provide in-depth candidate summaries for each of the semi-finalist candidates. f. The recruiter will, with input from the selection committee, create a customized interview guide for use during the final interviews with the candidates. g. The Authority will give the recruiter dates for in-person final interviews at the RWSA Moores reek Administration Building in Charlottesville, VA. The recruiter shall schedule those interviews, as well as facilitate them and assist with the final decision making. h. The recruiter shall conduct up to three reference checks on the chosen candidate. i. The recruiter will assist with all candidate negotiations.