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<br />DESCRIPTION OF !(EY TASKS <br /> <br />l11e.l()lloJ-ving bt~ intelltled to tle,ycribe the k{!J~ ta,\-k.\' (l,(,,'socialetl <br />lpith our ajJproach to eJ:ecutlve recruitrnent" <br /> <br />TASK I <br />RECRlTIT~'iENT BROCIIURE DE'lELOPl\'lENT i\l~D ..:\D'lER.TISING <br /> <br />The important first step in the recruitment process involves the development of a comprehensive <br />recruitment brochure with a profile of the ideal candidate, including the required qualifications, <br />professional experience, personal characteristics, and other factors related to success in the position of <br />Police Auditor. The recruitment brochure will also have a profile of your community and organization. To <br />prepare the recruitment brochure, the Lead Consultant will come on site to meet with your leadership team <br />to discuss the required background and experiences for the new Police Auditor. We will also request <br />organizational charts, budgetary information, operational reports, and other documentation describing the <br />commun~ty, organization, current issues, and responsibilities of the position. <br /> <br />The draft recruitment brochure will be presented to you -for review and final approvalJedits prior to its <br />publication and distribution via online and regular mail to prospective candidates. <br /> <br />In order to conduct an open recruitment and to encourage applications from a diverse pool of candidates, <br />Waters-Oldani will work with you to develop an advertising and marketing strategy to no~ify potential <br />candidates about the vacancy. Advertisements will be placed in appropriate professional publications, local <br />newspapers of record and web sites as approved by you. Draft ads will be submitted to your organization <br />for approval prIor to publication. Waters-Oldani has a highly-accessed \veb site, <br />www.watersconsuIting.com. and targeted e-mail (search(Zv\vatersconsulting.coIn). We will use all available <br />resources to communicate directly with prospective candidates. The aggressive advertising and marketing <br />campaign for top talent will include national, state, regional, and local elements as determined during our <br />initial meetings with your organization. Our presence at appropriate public sector conferences will be used <br />to further promote the position. <br /> <br />An effective advertising strategy will help to ensure that we conduct an open recruitment with appeal to a <br />diverse array of candidates. Waters-Oldani will take all necessary steps to protect against discrimination in <br />the screening and selection process. <br /> <br />T-,~SK II <br />EXEClTI'ION ()F RECRlTITl\lENT STR~.\.l'E(;\:? <br />f\NI) 1,Df~-N1IFIC'l\'rIO-N OF A.IJ'f',\/ (~/\.N])ID::\.-rl(S <br /> <br /> <br />Using the information developed in Task I, Waters-Oldani will identify individuals who would be <br />outstanding candidates for the position of Police Auditor. Often, well-qualified candidates are not actively <br />seeking new employment and will not necessarily respond to an advertisement. However, if a potential <br />candidate is presented with the opportunity directly and in the proper manner, he or she may apply. We <br />take pride in our ability to locate highly qualified candidates across the nation based on our professional <br /> <br /><<J 2008-The Waters Consulting Group, lnc.. Page. 4 <br />THIS PROPOSAL CONTAINS PROPRIETARY fNFORivLJ\TION AND IS THE SOLE PROPERTY OF \\'CG. INC. <br />THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITI.IOLlTTHE 'NRfTTEN CONSENT OF WCG.lNC. <br />