BOB MURRAY & ASSOCIATES - Laserfiche WebLink

Bob Murray & Associates Proposal for the City of Pleasanton Page 5 Bob Murray & Associates maintains all search records for a period of seven (7) years following each recruitment, and we are happy to forward cover letters and resumes for each applicant by postal mail or email as soon as the recruitment closes to new applications. SSTEPP 8 FACILITATEE PANELL INTERVIEWS Our years of experience will be invaluable as we help you develop an interview process that objectively assesses the qualifications of each candidate. We will work with the City of Pleasanton to craft and implement an interview approach that fits your needs. This may include panel and/or individual interviews by the City Council; key stakeholders, community/employee interview panels; writing and presentation samples; meet-and- greets; or other specialized process elements your Recruiter helps the City of Pleasanton to design. Ms. Gaeta Phillips or Mr. Phillips will be present on-site during the panel interviews to facilitate as necessary during the process and to guide discussion to consensus regarding final candidates. Bound interview books will be provided for each interview panel member containing: Recruitment brochure with candidate profile Interview schedule Suggested interview questions Experience summary, cover letter, resume, and rating form for each candidate Ranking forms for use during the panel interview process We will work closely with your staff to coordinate and schedule interviews. Our goal is to ensure that each candidate has a positive experience, as the way the entire process is conducted will influence the final candidates’ perception of your organization. STEPP 9 CONDUCTT BACKGROUNDD ANDD REFERENCEE CHECKS Ms. Gaeta Phillips or Mr. Phillips and your Recruitment Coordinator will conduct detailed reference checks for up to two (2) final candidates. To gain an accurate and honest appraisal of the candidates’ strengths and weaknesses, we will talk candidly with people who have direct knowledge of their work and management style. In addition to gaining a 360-degree view of candidates from the perspective of their supervisors, subordinates and peers for the past several years, we will make a point of speaking confidentially to individuals who may have further insight into a candidate’s abilities but who may not be on their preferred list of contacts. Page 6 Docusign Envelope ID: 33DD6030-E12D-8B89-826E-364D640F8EFD