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Recruiting Key Leaders

Recruiting Key Leaders. SUPERINTENDENT RECRUITMENT Presented to: Twin Rivers Unified School District. Pam Derby, Executive Recruiter CPS HR Consulting. About CPS HR Consulting. Established as a Joint Powers Authority in 1985

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Recruiting Key Leaders

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  1. Recruiting Key Leaders SUPERINTENDENT RECRUITMENT Presented to: Twin Rivers Unified School District Pam Derby, Executive Recruiter CPS HR Consulting

  2. About CPS HR Consulting • Established as a Joint Powers Authority in 1985 • By charter, CPS HR serves only public sector and non-profit agencies • CPS HR is a self–sustaining revenue-driven organization • The CPS HR eleven member Board of Directors represents diverse public sector organizations from across California and the nation • Our mission is to transform human resource management in the public sector • Our vision is enabling people to realize the promise of public service

  3. Talent Acquisition and Executive Recruitment Experience • Chief Executives • Chief Operating Officers • Executive Directors • General Managers • City/County Managers • Departmental Directors (Examples) • Police Chiefs • Fire Chiefs • Chief Engineers • Chief Auditors • Directors of Finance • Directors of Human Resources • Various Department Leaders

  4. Overview of CPS HR Experience • Our experience has been with organizations in the following sectors: • Local Government Services • State Government Services • Federal Government Services • Non-Profit Organizations

  5. Pam Derby • 15 years executive recruitment experience • Seasoned Team Leader • Direct experience with local government recruitments • Local government experience as County Board ofSupervisors’ sole Aide • Extensive managerial experience in non-profits andthe private sector

  6. Our Methodology • Phase 1: Prepare Organizational Needs and Candidate • Conduct information gathering meetings with Board and Community • Develop Advertising and Candidate Procurement Strategy • Set Profile and Parameters for Applicant Screening • Define Application of Search Criteria • Establish Strategic Plan for Identifying Applicants • Phase 2: Refine Recruitment Strategy and Identify Quality Applicants • Access Professional Associations • Reach Out to Stratified Groups within Associations • Launch e-mail and Social Media Campaign • Access Personal Contacts and Special Interest Groups

  7. Methodology (continued) • Phase 3: Screen Applicants, Prepare Applicant Profiles and Findings • Apply screening criteria • Conduct Assessment Interview • Structured Presentation of candidates • Client selects Finalist candidates • Phase 4: Conduct Reference Checks, Background and Academics Records Verification • Explore job and personal reference checks • Conduct online character documentation and research • Conduct credit, criminal and driving history • Verify degrees claimed and certifications

  8. Methodology (continued) • Phase 5: Final Candidate Recommendation • Present detailed summary of finalists • Provide administrative support for final interviews • Guide employment negotiation • Provide follow-up consultation at one year

  9. Community Outreach • Recommended Approach • Meet with community group comprised of individuals • appointed by Board (3-5 each) • Provide survey on several forums accessible to public • Report findings to Board

  10. Questions & Answers

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