06-D Waters-Oldani Executive Recruitment

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TASK lll- PRELIMINARY SCREENING AND INITIAL INTERVIEWS Our recruiting efforts generally identify a significant number of applicants, depending upon the position and the availability of skills in the marketplace. From this group we review the credentials of each applicant, including internal candidates, based on his/her resume, referral source comments, and when appropriate, telephone interviews. We compare this information to the requirements developed in the recruiting profile and generate a spreadsheet list of qualified candidates whose backgrounds and experience most closely fit the requirements of the position. We believe that one of the strengths of the Waters-Oldani recruitment process is our handling of candidates for a position. Each candidate submitting a resume is sent a timely acknowledgement letter by Waters-Oldani giving an approximate schedule for the recruitment. Further communications are maintained with each candidate regarding information about the recruitment progress and, at the conclusion of the project, rejection letters are sent by Waters-Oldani. We take pride in the many complimentary comments made by finalists and non-finalists regarding the level of communication and the professionalism with which they are treated during a recruitment. After obtaining authorization from the City, Waters-Oldani conducts face-to-face in-depth interviews (either by phone, in person or via video conference) with each semi-final candidate. Our interviews are conducted with a set of questions developed by Waters-Oldani to measure management skills, interpersonal traits and characteristics deemed most important to the City. These inquiries are combined with a list of questions developed specifically for the position using issues identified in the profile development. As part of our thorough screening of candidates, The Waters Consulting Group, Inc. now offers a powerful proprietary tool, CareerNavigator™, to assist municipal governments in city manager selection. This new approach features a validated competency model that measures the core competencies of city manager candidates against the core competencies of successful city managers in large (pop. 100,000+), medium (pop. 15,000 - 100,000) and small (pop. 15,000 or fewer) cities. When used in conjunction with our psychological assessment, CareerNavigator™ helps cities of all sizes identify the best candidate for the job. The CareerNavigator7M Competency Model and Assessment System go far beyond the core competencies most municipalities use to assess candidates in city management. It compares innate, behavioral characteristics with the full range of core competencies our research identified to predict with greater accuracy a candidate's likelihood of success on the job. This approach reaches well beyond the scope of interviews, to provide insightful, statistically reliable <i) 2007-The Waters Consulting Group, Inc. Page · 7 THIS PROPOSAL CONTAINS PROPRIETARY INFORMATION AND IS THE SOLE PROPERTY OF WCG, INC. THIS PROPOSAL IS NOT TO BE REPRODUCED FOR ANY REASON WITHOUT THE WRITTEN CONSENT OF WCG, INC r'- '