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and other relevant employment expectations. The Consultant will identify any "litmus <br />tests" that are absolute prerequisites to the City before starting the recruitment process. <br />B. Advertising and Recruitment <br />1) Ad Placement /Marketing. Work with the City to determine the best way to advertise and <br />recruit for the City Manager position. In addition, the Consultant will place ads in <br />various state and national publications, targeting the most effective venues for reaching <br />qualified candidates for this position. <br />2) Email Distribution and Marketing of Position Profile. Distribute the position profile <br />brochure to key opinion leaders and potential prospects across the country and announce <br />the position in the Consultant's "10 in 10" e- newsletter, which reaches over 60,000 local <br />government professionals, in addition to a targeted email announcement to specific <br />professional categories and /or areas of the country which will result in a very high <br />penetration rate at minimal cost. The Consultant will utilize FaceBook, Twitter, personal <br />phone calls, personal emails, and Linkedln to promote the position. This communication <br />will solicit high potential candidates and encourage key local government professionals <br />to share information within their professional circles. <br />3) Ongoing Communication with Applicants and Prospects. Communicate with all <br />applicants on a frequent and ongoing basis to ensure applicants stay enthusiastic about <br />the opportunity. Answer prospective candidate's questions, with fast, accurate, and <br />complete information, in a warm and personal manner. <br />C. Initial Screening and Review <br />1) Management of Applications. Handle the flow of resumes including tracking resumes <br />and promptly acknowledging their receipt. In addition, the Consultant will provide <br />timely and personal responses to all questions and inquiries. <br />2) Triage and Scoring of Resumes. Use a triage process to identify high probability, <br />medium probability, and low probability candidates that is focused on overall assessment <br />based on interaction with the applicant, qualifications, any known issues regarding <br />previous work experience, and evaluation of cultural fit with the organization. <br />In contrast with the triage process described above, which focuses on subjective <br />assessment of the resumes and how the candidates present themselves, the Consultant <br />will also evaluate each candidate to make sure that the minimum requirements of the <br />position are met, and which of the preferred requirements are net. This sifting process <br />assesses how well candidates' applications fulfill the recruitment criteria outlined in the <br />position profile. <br />3) Search Committee Briefing/ Selection of Semifinalist Candidates. At this briefing, <br />provide a comprehensive progress report via PowerPoint presentation and facilitate the <br />selection of approximately 10 -12 candidate semifinalists. In this presentation, the <br />CITY HALL • 630 EAST HOPKINS • SAN MARCOS, TEXAS 78666.512.393.8150 • FACSIMILE 512.393.3983 <br />CI.SANMARCOSTX.GOv <br />4 <br />