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<br />. Position Dimensions Analysis - We use a technique which allows for the <br /> <br />determination of dimensions that are important in a city manager's position and then, <br />through a computer program, determine specific questions that we should ask <br />prospective candidates that will allow us to systematically determine whether or not <br />those individuals have those characteristics. (For example, one dimension might be <br />negotiating skills; leadership skills might be another, etc.) <br /> <br />. Dimensions Matrix - We also use a matrix approach to display the candidates <br />along a number of dimensions and then review the top 12 or so of those individually <br />with the Mayor and City Council to get its involvement and feedback prior to us <br />spending City resources to interview a large number of candidates. This helps better <br />target the search and produces a much more effective result. <br /> <br />. Videos - We also use videos of the top 1 0 or so candidates to allow the Mayor and <br />City Council to get a sense of the candidates prior to spending City resources to <br />interview them. <br /> <br />. Group Process Techniques - In addition, we use a number of group process <br />techniques to assist the Mayor and City Council and the new City Manager to better <br />settle in and focus on a set of mutual performance criteria once the new person has <br />been selected and comes on board. <br /> <br />. Automated Approaches - We use more modern automated approaches to <br />developing, analyzing and displaying data about our prospective candidates than <br />does any other firm. <br /> <br />. Never Say "No" - We almost never say "no" to our clients. <br /> <br />29 <br /> <br />T----'--"- <br />