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Supplemental Questions <br />DPSS, ISD, CSS and otEbr Count❑departments Eland continues to upCbld tEeir confidence b❑deli❑erin❑ <br />successful projects, protectin❑ assets and inteFiatin❑ t❑e inCbIE�ment of Count[] staff. ❑s sucq fell <br />Condors E-a Eb as broad and deep understandin ❑ of t E� s Estems, staff, business protocols, policies, and <br />practices of t Ce State and ❑ocal ❑o Cbrnments as does ❑ ❑ CJ. ❑ ❑ C11 maintains a co Cesi Cb team t C-t is <br />s Filled in citi Can and emplo Cbe-facin ❑ applications and infrastructure, t C31s pro Odin ❑ e C�ertise across a <br />broad ranCb of disciplines, li Cb Cloud ❑nablement, Responsi Cb ❑ ebsites and applications, Business <br />Intelli Once, S Ekem Moderni Cktion, ❑RP Implementation, S atem Inte Ckation, Proj ect Mana Cbment, and <br />Securit❑for public sector aCbncies and enterprises across diCbrse industries. <br />X. Description of Proposer's methods used to identify potential candidates. <br />Our account mana❑ers ❑ill ❑or❑ closel❑ ❑if❑ Cif❑ leadersEip to understand tE� eE�ectations. Bein❑ an <br />establis Ced ser Cices pro Oder for local Cb Cbrnments for o Cbr 22 Gars, ❑ ❑ CA E s all t Cb s Cills a El ilable <br />in Cbuse as needed for t C� Cit ❑ In fact, ❑ e E C� o Cer 40 consultants li Cin ❑ ri CIt in ❑os ❑n Coles Metro <br />area. In an unli E0 ❑ e Cent of C- Cin ❑ to recruit resources from outside, our Cibrant HR teams and C-ast <br />emploCbe net❑or❑ [present and past❑can C31icC1❑identif❑most C31alified talent and onboard tCbm upon <br />selection b❑tlb Cit❑ <br />Staff Selection <br />Staff and Inter Lie ❑ <br />Performance Process <br />Mana❑ement <br />Staff <br />Acquisition <br />Plan Staff <br />❑c C3aisition <br />Staff <br />❑rac ❑ ❑ <br />Mana Cb <br />Staff tl <br />❑rainin ❑ <br />Figure 2: WATI's Hiring Process <br />Candidate Sourcing Strengths <br />• 360 ❑ ❑ ❑ C1 consultants Gast <br />and present[] <br />• 3 ❑eCbls of Screenin❑ and <br />Inter C3e❑ process <br />• Professional bac mound c C�c ❑ <br />and fin Ebrprintin ❑ <br />• 10 Dedicated Recruiters <br />• 10,00011 resource pool dra❑n <br />from emplo Coe referrals, <br />recruitin❑ databases, job fairs <br />and social media net❑orE� <br />❑ ❑ ❑I ❑ill le Cora Cb its best practice processes, State and [local Cb Cernment Cortical focus and tec Eholo CI7 <br />speciali Cations to deli Cer carefull ❑ screened candidates on a timel ❑ basis for t Ce Cit ❑ ❑ ❑ ❑I C� applied <br />processes ensure tEiA consultants pro Eided b❑us brin❑bot❑tEb tecEhical C3xalifications as El ell as tCb ❑or❑ <br />etEic and cEiiracter to delilbr lonC:term Glue to t1b Cit❑ ❑ 11111 folio❑s tCb processes tEat enable us to <br />Response to REP 1120-124 - Information ❑ecCholom [Is-❑eeded Professional Ser[Aces 20 <br />