Public Sector Executive Search

Collaboration and Needs Assessment

No one will invest more energy into learning your strategic goals, unique organizational culture, and objectives than Citygate. We first meet with the key stakeholders as requested. With a nuanced understanding of your goals and the position requirements, we collaborate with you to develop a comprehensive candidate profile that identifies the key qualities necessary for superior performance. Additionally, Citygate’s Practice Leader, Steve Harman, provides advice on the requirements for this position based on his experience, and he advises you regarding a competitive compensation package in light of geography, community size, and job requirements. Mr. Harman personally performs all of these critical tasks.

Collaboration

Working in close consultation with the key stakeholders and/or community leaders, Citygate will develop a comprehensive recruitment strategy.

Value Proposition

Our recruitment strategy is based on a number of factors that attract a diverse pool of highly qualified candidates. However, one factor Citygate emphasizes is the “value proposition.” Each position has a unique value proposition that qualified applicants will find uniquely compelling. In today’s competitive job market, motivated leaders are looking for new challenges – opportunities to enhance their skills and to add to their record of achievement. Our recruitment strategy appeals to that individual using a value proposition that is prominently advertised.

Recruitment Brochure

Mr. Harman will work closely with the search team to develop an attractive recruitment brochure. The brochure includes a description of your organization, emphasizing its positive and desirable qualities; a description of the values and organizational culture that drives the agency; the ideal candidate profile; job qualifications and requirements; compensation and benefits; and details about the application process. The draft recruitment brochure will presented to the stakeholders for review, comment, and approval before publication.

Outreach

Citygate’s approach is designed to attract and recruit both active and passive candidates. We achieve this goal by using multiple methods of outreach. Our approach includes the following elements:

• Developing a targeted applicant list based on our extensive contacts within local, regional, and national government agencies.

• Soliciting referrals from our extensive personal fire services network.

• Identifying and contacting potential applicants who are qualified but are not actively seeking employment.

• Developing and strategically placing advertisements in appropriate journals, periodicals, and websites.

• Using professional associations’ mailing lists and websites to reach the targeted audience.

• Distributing the recruitment brochure widely.

• Soliciting a diverse applicant pool.

Prospect Identification

Steve Harman is a nationally recognized expert in applicant assessment. Every application received is acknowledged within 24 hours. Each applicant’s qualifications are personally evaluated by Mr. Harman. The most qualified applicants are scheduled for a screening interview.

Mr. Harman’s meetings with the selected candidates are comprehensive interviews designed to obtain critical information about their achievements, motivation, personality, organizational fit, and management and leadership style. In the event that it is not possible to conduct a face-to-face interview due to logistical challenges, a telephone or video interview is conducted.

We then conduct a preliminary reference check on those candidates determined to be the most qualified. We also conduct a review of public information, such as newspaper articles and public records. We are sensitive of the need for confidentiality and respect the wishes of applicants regarding contact with their current employer.

Presentation of Candidates and Candidate Evaluation

We provide you with a detailed written report that includes our recommended finalists, a narrative describing the results of our extensive applicant interviews, and a summary of the reference checks. We also include copies of the application materials we receive from the candidates and a complete description of our recruitment outreach efforts.

Mr. Harman will meet with the search team to review each recommended finalist.

Once you decides whom to consider further, we coordinate and schedule final applicant interviews, assist in developing an interview process (including job-related interview questions, rating forms, and other material as necessary), and keep the finalists informed of their status in the selection process.

Final Candidate Interviews

At your request, we design a final interview process. Mr. Harman is present for that process and plays either a facilitating or supporting role. We can prepare interview questions and rating forms for your use, if desired. We also notify all applicants, including the non-selected applicants, in a professional and dignified manner.

Final Reference and Background Investigations of Candidates

Prior to the final appointment, Citygate Associates coordinates the final background check. This may include motor vehicle license check, verification of educational qualifications, employment history, and criminal conviction record check. Citygate utilizes the services of a third-party, licensed firm. We recommend this approach because of the restrictive legal requirements pertaining to the conduct of such investigations. This service is billed separately and is not included in our fees and expenses.

Notification

Once a final appointment has been made, we provide written notification to all the applicants who were not selected.