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Proposal to the City of Santa Ana Executive Recruitment Services for Director of parks and Recreation Phase 11- aggressive, Proactive, and Robust Recruitment Task T - Identify and Contact Potential Candidates This very crucial task will Include a variety of activities, CPS HR will: III Contact respected and experienced industry leaders to identify outstanding potential candidates on a referral basis. CPS IiR maintains a comprehensive, up-to-date database of such professionals; however, we do not rely solely upon our current database. We also conduct specific research to target Individuals relevant to your specific needs and expectations to ensure that we are thorough in our efforts to market this position to the appropriate audience and to garner a diverse and quality pool of candidates, ■ Select top quality candidates for consideration from past recruitments. ■ Provide each potential candidate with a copy of the recruitment brochure, ■ Contact potential candidates to explain the career opportunity, answer questions, and encourage them to submit a resume, As a consulting firm that interacts with hundreds of public sector executives during engagements, we have a cadre of individuals who we Inform of recruitments, both to Increase the visibility of the opening and to attract appropriate Individuals who fit the special needs of our client. Communication with these professionals ensures that an accurate picture of the requirements of the job is apparent and proliferated throughout their professional networks. The approach utilized by CPS HR employs the following techniques: ■ Communicating to candidates a strong sense of the purpose and strategy of the City, For many talented individuals, understanding these aspects is one of the key motivators to compete In such an environment. ■ Providing guidance and resources to candidates regarding the area's cost of living, mean and median housing prices, higher education opportunities, K-12 education Information, and other aspects of interest to those who are considering relocating to the area. We have found that potential candidates sometimes make the decision not to apply based on rumored information, rather than facts and research. It is our job to ensure the candidates we are in communication with have accurate and helpful information, CPS HR CONSULTING Paola ( 5