Item C: Report from City Council Subcommittee on City Manager Recruitment

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from council, reference checks, and any additional information gathered in the search process. These tiers include: A) Top Tier- these are well-suited candidates who are considered as potential finalists for the interview process. B) Strong candidates who might have a slightly different background and may potentially be from the private sector. C) Candidates who don’t quite match the criteria, but are interesting. 5. How much work do you do with the candidates in terms of familiarizing them with the community? Bennett Yarger gives everyone a copy of the general brochure material and perspectives of the job. The firm advises candidates that it is their responsibility to research the community and suggests individuals visit, look around the community, and talk to individuals within the organization and community. The candidate is interviewing us as well. Bennett Yarger feels it is important for the candidate to be informed and comfortable with the community as well as the role they are taking on. They also invite participation from spouses or significant others to make sure that the whole family is on board with the move or change. In addition, the firm would follow up on providing networking opportunities for the spouse/partner in their career field, if desired. They will also facilitate the contract negotiations with the finalist in order to maintain the feelings of goodwill about the position and the community. 6. Tell me more about how your firm digs deeper in looking for and recruiting for a CM instead of just placing an advertisement on your website. Some of the strategies that Bennett Yarger would use to get the word out about this position include: - Local and regional advertisements. - Networking within similar sized communities. - Extensive networking by calling individuals, sending materials, getting referrals to other individuals, etc. Sometimes it takes 3-6 calls to get to the right person. - Develop a brochure and materials, such as a job description, that can be distributed in hard copy as well as via e-mail. Note: Will provide due diligence for the short list of candidate(s). This includes checks for educational background, reviewing newspaper articles, licenses and preliminary references. The final candidate will have a more thorough background check, including a credit and criminal records check. No announcement should be made until all of these have cleared and there is a written acceptance by the finalist. Bennett Yarger, Page 3