E XE CUT IVE RE CRUIT ME NT SE RVICE S He llo! Abo ut CPS - PowerPoint PPT Presentation

E XE CUT IVE RE CRUIT ME NT SE RVICE S

He llo! Abo ut CPS HR Je rry Gre e nwe ll, CE O E stablishe d as a CA Joint Powe r s Author ity in 1985 By c har te r , CPS HR se r ve s only public se c tor and non- pr ofit age nc ie s CPS HR is a se lf- sustaining or ganization

CPS HR 8- me mbe r Boar d of Dir e c tor s r e pr e se nts public age nc ie s ac r oss the nation Our mission is to tr ansfor m human r e sour c e s manage me nt in the public se c tor Our vision is to e nable pe ople to r e alize the pr omise of the public se c tor T he Guiding Va lue s of CPS HR Ca re fo r o ur c usto me rs • Ca re fo r e a c h o the r • Ca re fo r the o rg a niza tio n •

Whe r e CPS HR Doe s Se ar c he s = E xe c utive Se a rc h Pla c e me nt = Bo a rd Me mb e r = Re g io na l Offic e

Re c e nt Plac e me nts Agency Title Date City of Berkeley Director of Health, Housing and Community Service Current County of Monterey Deputy Directors, Community Benefits & Services Current Desert Healthcare District Chief Executive Officer 2019 County of Imperial Director, Social Services 2019 County of Nevada Director, Health and Human Services Agency 2019 Orange County Health Care Agency Chief Deputy Director, Social Services 2019 County of Inyo Assistant Director of Health and Human Services 2018 County of Sierra Director of Social Services 2017 County of San Bernardino Health Information Manager 2016

T he Be ne fits of a CPS HR Re c r uitme nt  F ull-se rvic e HR firm with 16 ye a rs o f e xpe rie nc e c o mple ting o ve r 1,700 re c ruitme nts fo r mo re tha n 600 c lie nts  F ull-time e xe c utive re c ruite rs (no t c o ntra c to rs) with a c tive c a ndida te ne two rks  Ro b ust a nd a g g re ssive pro mo tio n with o rig ina l re se a rc h a nd a we e kly o utre a c h re po rt  40% o f o ur pla c e me nts a re dive rse c a ndida te s a nd 91% o f o ur pla c e me nts a re still in pla c e a fte r 3 ye a rs  360-de g re e re fe re nc e c he c king (supe rviso rs, sta ff, pe e rs)  Be st-in-c la ss se rvic e fo r c a ndida te s a nd c lie nts (4.6 o ut o f 5 c usto me r sa tisfa c tio n ra ting )

DE F INE T HE AGGRE SSIVE SE L E CT ION IDE AL RE CRUIT ING PROCE SSE S CANDIDAT E  T he full duratio n o f a pro c e ss take s 90-120 days. A re c ruitme nt time line /wo rkplan will b e de ve lo pe d to me e t e ac h c lie nt’ s ne e ds.

PHASE 1 – DEFINE THE IDEAL CANDIDATE  Establish a recruitment timeline and communication expectations with agency liaison  Conduct information gathering meetings with the governing body, staff, and community leaders  Draft the ideal candidate profile and advertising materials

PHASE 2 – AGGRESSIVE RECRUITING  Launch outreach efforts through professional groups, social media networks, and personal leads  Screen applications using the ideal candidate profile and conduct thorough screening interviews  Present a short list of recommended semifinalists for in-person interviews

Using Data Analytics to Reach Candidates Candidate Sources 9% 10% E-Blast Direct Ads 58% 23% Referrals

PHASE 3 – SELECTION PROCESS  Determine agency selection process, coordinate logistics, and facilitate interview process  Conduct thorough reference and background checks  Assist with employment negotiations as desired

T ha nk You! Any Que stio ns? c pshr.us Ma y 2, 2019