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<br />City of Paris, Texas <br /> <br />page 3 <br /> <br />5. Screen all applications received, matching all Applicants' credentials with the specific <br />criteria qualifications stated in the Recruitment Profile. <br /> <br />6. Interview prospective Final Candidates and make background inquiries and reference checks <br />with current and past employers and verify claimed educational achievement. <br /> <br />7. Present a written report on applications received for the position, including résumés and <br />background infonnation on those individuals considered to be most qualified and best suited for <br />the position, recommending approximately 8 - 10 such persons for personal interview <br />consideration. <br /> <br />8. Facilitate the selection of Candidates to be invited for personal interview and appointment <br />consideration; we recommend that no fewer than five Candidates be interviewed. <br /> <br />9. Arrange for additional background inquiries of Candidates selected for interview, to include <br />criminal court, credit, and motor vehicle records checks and print media searches, as desired. <br /> <br />10. Provide, if desired, personality "type" profiles of the Finalist Candidates utilizing the <br />recognized Myers-Briggs Type Indicator@ (MET!@) Test and analysis. The MBT! results <br />provide a means to assist Ci ty Officials in making distinctions and understanding differences of <br />management and personal style among Candidates. The MET! has been employed by a wide <br />variety of users in business, government, and training services for 40 years as a recognized tool to <br />assist organizations to appreciate the differences of individuals and their approaches to work <br />and interaction. MET! results are also used in organizations to help understand and adapt to <br />different management styles and approaches to work methods, assist in making the most of <br />human resources, and facilitate more effective communications with peers, employees, and <br />supervisors, <br /> <br />11. Prepare interview questions and procedure for use by the City's Interview Panel, developing a <br />process which will ensure that the same questions are asked of each Candidate and that each <br />interview is thoroughly and consistently evaluated. <br /> <br />12. Coordinate arrangements for Candidates' travel to Paris for interviews, be present during <br />interview sessions to facilitate effective discussion and deliberation toward the City's <br />selection of a Final Candidate, and also assist in employment negotiation between the Final <br />Candidate and City Officials, as desired, <br /> <br />13, Notify all Applicants of the final appointment action by City Officials, including professional <br />background infonnation on the successful Candidate. <br /> <br />Timing <br /> <br />We are prepared to undertake your assignment in a timely manner. The Recruitment Profile will be <br />submitted for review and approval promptly following our on-site interviews of Paris Officials and <br />Staff. We would be in a position to recommend Candidates for personal interview consideration within <br />60 days following approval of the Recruitment Profile. Personal interview of Candidates could be <br />conducted approximately ten days following the selection of Candidates for interview. Overall, the <br />recruitment process-from the beginning to the date of appointment of a Candidate-should take no <br />more than 90 days, <br /> <br />. <br />