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SGR's goal is to zero in on the specific attributes you want and need, both tangible and intangible. SGR will evaluate the responsibilities, organizational and cultural demands, technical background, personality, and potential required. SGR will also develop a clear understanding of salary range, benefits, and other relevant employment expectations. Of particular importance is to identify any "litmus tests" that are absolute prerequisites to you before starting the recruitment. Step 2: Advertising and Recruitment The Advertising and Recruitment stage includes distribution of the position profile, advertising the position, contacting prospective candidates, responding to inquiries about the position, and communicating with prospective candidates. Ad Placement The Project Manager and the client work together to determine the best way to advertise and recruit for the position. Ads are typically placed in various state and national publications, targeting the most effective venues for reaching qualified candidates for that particular position. Email Distribution of Position Profile SGR's preferred strategy is to rely on electronic distribution of the position profile brochure. SGR will typically send 300-500 one -at -a -time personal emails to key opinion leaders and potential prospects across the country. By utilizing an email distribution strategy, these brochures tend to "get legs" of their own, reaching 4-5 times the number personally sent out and resulting in a very high penetration rate at minimal cost. Phone Contacts SGR may have the largest private database of local government officials in the nation, with several thousand contacts on file. Ron Holifield will personally "work the phones" with approximately 100 key opinion leaders in the local government profession from around the nation. Some of these calls are for the purpose of soliciting high potential candidates, while other calls are to encourage key opinion leaders who know their states/regions to share information on high potential prospects in their professional circles. Ongoing Communication with Prospective Candidates SGR communicates with all prospective candidates on a frequent and ongoing basis to ensure they stay enthusiastic about the opportunity. Outstanding prospects often will not submit a resume until they have done considerable homework on the available position. A significant number of inquiries will be made, and it is essential that the executive search firm be prepared to answer those questions with fast, accurate, and complete information, and in a warm and personal manner. This is one of the first places a prospective candidate will develop an impression about organization, and it is an area in which SGR excels. These interactions will encompass email, phone, and face-to-face correspondence. 23