A. Schedule: Create a schedule of the recruitment process with the time line of development of recruitment material, screening, interviews, etc. B. Development of Candidate Profile: The successful respondent will meet with City Council members and, when applicable, City staff and members of the public to determine the position expectations to include desirable training, experience, and other pertinent qualifications. This information will be used to create a position profile assessing prospective candidates. The successful respondent will gather and review relevant information about the City of Clermont, such as applicable budgets and organization charts. This meeting can be done in person, by telephone, or by other means of communication. C. Recruitment: The successful respondent will develop a recruitment brochure for approval by the City’s Contract Administrator. After approval of the brochure, the successful respondent will actively seek individuals with qualifications consistent with the City’s requirements and invite and encourage such individuals’ interest and participation. The successful respondent will place announcements in professional journals, on association websites, on social media, and other relevant sources, relying on their own experience, contacts, and file data for the identification of potential candidates. D. Preliminary Screening: The successful respondent will review, acknowledge, and evaluate all resumes received and gather information related to the position profile. Preliminary screening will be based upon established criteria from the position profile and successful respondent knowledge of the people and organizations with which the candidates work. E. Candidate Evaluation: The successful respondent will interview those candidates whose qualifications most closely match the criteria established by the City. The successful respondent will examine the candidates' qualifications and achievements in relation to the selection criteria. The successful respondent will also verify degrees and certifications and gather newspaper articles and any other information (if applicable and available) about the candidates. As part of the process of evaluating candidates, the successful respondent will speak directly with individuals who are, or have been, in a position to evaluate the candidate’s performance on the job. Based on the reference checks and evaluations, the successful respondent will provide the City with a frank, objective appraisal of each candidate. F. Final Reporting: The successful respondent will prepare a detailed report and evaluation of each candidate most closely meeting the City's established criteria. Provide recommendation of shortlisted candidates. To facilitate discussion, copies of this report will be provided to the designated city representative and individuals serving on the interview panel.
