Page 7 - RFQ - City of Hayward - Deputy City Clerk 06 14 19

Executive Recruitment Proposal
City of Hayward

WORK PLAN, TECHNICAL APPROACH, and DELIVERABLES

Following are our detailed work plan, technical approach, and deliverables to be completed for this
executive-level recruitment for the City of Hayward (“City”):

Phase 1: Kick-off, Brochure Design, and Advertising

Deliverable 1. Ideal Candidate Profile Developed by Meeting with Key Decision Makers

Working closely with key stakeholders, K&A will assist in identifying the specific needs of the City and the
key competencies and characteristics of the “ideal candidate.” We will obtain an understanding of the
City’s goals and priorities with regard to selection criteria, selection process, timeline and evaluation
process.

The creation of a candidate profile is a crucial step for the recruitment of this executive level position. We
will meet with the Director of Human Resources, City Clerk, and City Manager to discuss and refine the City’s
needs and resulting position requirements for the Deputy City Clerk position. We recommend also
partnering with other leaders associated with the City Clerk’s Office and the City, to gain an understanding
of what they are looking for in the position, and to develop an ideal candidate profile.

Deliverable 2. Brochure Design

In collaboration with the City and working closely with our professional design team, a visually appealing
and mobile friendly recruitment brochure will be designed. The brochure will create excitement around
the Deputy City Clerk opportunity by highlighting the City organization, the community, strengths and
challenges, upcoming projects, goals, culture, extracurricular activities associated with the region, and
additional pertinent factors.

Before moving ahead with posting, we will prepare two different samples of the brochure design layout,
a recommended ad list, and a Word version of the copy for review and editing by your team.
Deliverable 3. Advertising and Marketing Strategy

We will use our own resources and coordinate with the City to identify relevant national, state, and local
government and industry sources where prospective candidates are likely to be found. We will compile
our recommendations into an Ad List and share it with your team (please refer to Table 1.0 on the next
page) for easy collaboration.

Advertisements will be prepared and placed for publication in appropriate newsletters, job bulletins,
websites, professional magazines, industry trade journals, professional organizations, public sector
newsletters, etc. Finally, we will post ads on appropriate social media outlets, such as LinkedIn and
Indeed, some of the more prominent recruiting tools in the current labor market.

Our team will also use our social media presence, such as Twitter and LinkedIn to promote the opportunity
and to ask our network for referrals. Once the job is live, a designated member of the K&A Recruiting

2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com/Recruitment

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