1. Recruitment of Upper Management: An Interactive Discussion Michele Puiggari Puiggari & Associates

2. Cost  SHRM estimates.5-2x employee’s annual salary  Lost productivity  Advertising and recruitment costs  HR staff and others time for process  Orientation  Training costs

3. What do employees want?

4. Community is at least as, if not more important, than the job Challenging interesting work continuous learning excellent management alignment with personal values flexible work environment technologically savvy Ability to use initiative Diverse Workforce Be part of team

5. More than One Right Answer: Strategies  Open Recruitment  Internal or External  Headhunter  Outreach strategy: Direct Contact

6. Internal  Quickest way to fill position  Allows employees to advance  Can save money  Can open up promotional opportunities  Way to reward top employee  Employee must be ready for move and it must be good long term solution for organization NOT MUTUALLY EXCLUSIVE: DO INTERNAL AND EXTERNAL

7. External  All applicants on level playing field  Applicants customers of process, must sell community  May attract more skilled applicants with demonstrated abilities

8. Headhunters/Outside parties  Head hunters  Organization Must still  Play active role  Develop job profile  Approves selection applicants  Interviews  Makes decision  Pool of talent

9. Outreach Strategy: Direct Contact  Know of person qualified for job  local or not  Networking  Reach out: personal contact (call, meeting, etc.)  Encourage person to apply

10. Posting  National  Local  Mt Job Service  Local paper  Job bulletin  Internet  Linked In---where the techies go

11. Other advertising venues  National league of Cities  International City Managers Association  National Association of Counties  National Association of County Administrators  National Forum for Black Public Administrators  American Society for Public Administration  State associations  newsletterss

12. Regardless of Strategy  Must go through selection process

13. Selection Process  Goal: person skilled and good fit for organization  Must develop good job profile  Clearly define job responsibilities  Ascertain needs of organization  Identify skills  Define organizations values  Have formal and informal interactions