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<br />2. Recruitment Process <br /> <br />Because we have recently completed similar searches, we will first review our database to <br />determine those candidates whom we may already know and/or already have on file who may <br />meet the City's specifications. <br /> <br />Although this process is valuable, we will rely most heavily on our own contacts in the city <br />manager field and on our own experience. In other words, through "networking", we will <br />conduct a nation-wide professional search for the best qualified candidates and invite them to <br />apply for the position. <br /> <br />We will provide the Mayor and City Council with several advertising alternatives with varying <br />degrees of cost and their associated benefits. Based on our discussions with the Mayor and City <br />Council, we will place ads in professional journals, in national, in-state and local newspapers, <br />and in various minority and women's publications to encourage applicants to apply. <br /> <br />3. Resume Review <br /> <br />We will review and analyze each applicant's background and experience against the position <br />description criteria. <br /> <br />We will acknowledge all resumes received and keep candidates informed oftheir status. <br /> <br />4. Candidate Screening <br /> <br />Criteria for the preliminary screening will be contained in the approved "Recruitment Profile". <br />They may include such items as education, technical knowledge, experience, accomplishments, <br />management style, personal traits, etc. Screening of candidates against those criteria will be <br />based on data contained in the resumes and other data provided by the candidates and on our <br /> <br />6 <br />