Page 35 - City of Calistoga - Chief of Police - Recruitment Proposal 02

RECRUITMENT PROPOSAL DIVERSITY RECRUITING STRATEGY:

Having conducted countless executive search efforts has made K&A an expert in identifying, tar-
geting, recruiting, and successfully placing women and minority candidates in many of our re-
cruitments. Being a State-registered small business, our firm has a vast pool of resources at our
About K&A Recruiting fingertips when designing a successful advertising campaign that targets women and minorities.

These resources include a network of diverse professionals from whom we can request referrals,
job boards geared toward minorities and women, and a pool of candidates from prior recruit-
ments that includes a diverse set of candidates. In addition, we have worked with other clients
who value diversity and have requested specific strategies such as assembling interview panels
that include diverse populations.

We dedicate ourselves to recruitment excellence All candidates are afforded the full opportunity to submit applications in response to each open-

ing and are not discriminated against on the grounds of age, ancestry, color, race, gender, gender
identity, gender expression, transgender status, genetic information, marital status, medical con-

off & Associates (“K&A”) is a full spectrum, public-sector human resources and recruitment ser- dition, military and veteran status, national origin, religion, sex, sexual orientation, or disability
Kvices firm that was founded by Gail Koff in 1984, and has been assisting cities, counties, special in consideration of any application.
districts, other public agencies, and non-profit organizations with their human resources needs for
thirty-five (35) years. CONFIDENTIAL SAFEGUARDS:

e are a private California corporation, #2785458, and our legal name is Kaneko & Krammer The advantage of hiring a recruitment firm is that the bulk of all documentation and recordkeep-
WCorp. dba Koff & Associates, Inc. Our headquarters are in Berkeley, CA, and we have satellite ing will be done by us and only very specific information and documents will be shared with the
offices in Southern California, the Central Valley, and the Sacramento Region. We are a California key stakeholders. Our main contact person and channel of communication with the City will be
State-certified Small Business Enterprise (#58366); and through the County of Alameda, we are the H.R. department or designee as specified. In addition, we will conduct orientation and brief-
also a locally certified Local, Small Local, and Very Small Local Business Enterprise. ing sessions with other stakeholders during which we will discuss how important confidentiality is
when it comes to the recruitment and that documentation should only be shared with the recruit-

e are familiar with the various public sector organizational structures, agency missions, op- ing manager and current Executive Director or other designee, etc., not third parties.
Werational and budgetary requirements, and staffing expectations. We have 35 years of expe-
rience working in both union and non-union environments (including service as the management We understand that confidentiality is one of the utmost important values when it comes to all
representative in meet-and- confer and negotiation meetings), working with City Councils, Coun- things HR-related. We also understand the potential sensitivity of job applicants’ information,
ty Commissions, Boards of Directors, Boards of Commissioners, Boards of Supervisors, Boards of especially when they are currently still employed and don’t want their employer to learn about
Trustees, Merit Boards, Advisory Committees, Agency and District leadership team members, and their job search activities, or cases where job candidates potentially know each other. Of course,
Joint Power Authorities. we will never share job candidate information or application documents with any third parties.
We will only contact job candidates’ current employers with their express permission (although
we typically require such during the final background and reference checking, at the latest when
&A’s areas of focus are executive search, hard-to-fill positions, and staff recruitments; classifica-
Ktion and compensation studies; organizational development/assessment studies; performance a conditional job offer has been made).
management and incentive compensation programs; development of strategic management tools;
policy/procedure development and employee handbooks; training and development; public agency INNOVATIVE PRACTICES:
consolidations and separations; Human Resources audits; and serving as off-site Human Resources
Director for our smaller public agencies that need the expertise of a Human Resources Director but K&A’s proprietary Recruitment Process provides the foundation of our holistic approach and
do not need a full-time, on-site professional. workplace first mentality. This system ensures thorough, thoughtful and strategic sourcing, eval-
uation, selection and vetting of applicants who fit the organization’s requirements and preferenc-
es. Our recruitment team develops a big picture, third party understanding of the candidate mar-
ithout exception, all of our recruitments have successfully met all of our intended commit-
Wments; communications were successful with client agencies and job candidates; and we ket unique to each position. Armed with that perspective, we can tailor our search and outreach
were able to assist each agency in successfully placing highly qualified candidates. All recruitments to the characteristics of your agency and, more specifically, to your team. By taking the time to
were brought to completion within stipulated time limits and proposed fees. Many of our clients study the successful qualities of candidates in each niche, we understand which backgrounds are
use our recruitment services year in, year out because of their satisfaction with our success in pro- relevant and why, enabling us to effectively secure the right placement for your team. We tai-
viding placements for the positions they seek to fill. lor our outreach according to the specifics of the position using a variety of sourcing techniques
across different social media sites, and across the web. We are experienced with organizations of
various cultures, and of all sizes and stages. Our goal is to guide placements that create a better
workplace for your team.

34