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<br />U-l <br /> <br />Sathe Executive Search <br /> <br />Introduction by Mavor <br /> <br />Mayor Gamec explained the interview process, which will include a presentation by the <br />executive search firm and prepared questions from the Council. <br /> <br />Presentation <br /> <br />Mark Salhe and Greg Albrecht of Sathe Executive Search provided a brief presentation on the <br />company and their interest in conducting a city manager/administrator search for the City of <br />Ramsey. <br /> <br />Q&A <br /> <br />Mark Sathe and Greg Albrecht provided the foHowing answers to the questions asked by the <br />Council: <br /> <br />1. Sathe Executive Search has done over their history about 60 city manager/city administrator <br />searches. Each one is unique, looking for a different type of personality and individual. <br />depending on what the Council tells them they arc looking for. The process will include an <br />interview with the Council with a survey that asks a numbcr of questions. <br />2. No. <br />3. Mr. Albrecht indicated he will be the lcad scarch consultant. lie is a senior partner with <br />Sathe Executive Search, and has been in this business for 13 years. 7 of those years with <br />{I.-lark Sathe. Prior to Ihis he \vorked 18 years as an human resources director for a couple of <br />Fortune 500 companies. Mr. Albrecht provided his education background. lle indicatcd Mr. <br />Sathe, who has 36 years of experience. will be his number two person. <br />Mr. Sathe provided his education background. He stated over the course of time he has <br />worked on 2,&00 engagements. and currently does about 40 searches per year. <br />4. Mr. Albrec111 stated there are three things. First. during the interview process they ask <br />behavioral bascd interview questions. Second. they conduct a 360-degree reference check, <br />including peers and staff. The third too! is through profiles international. which is a testing <br />tool where they have tested thousands of government officials and zeroed in on city <br />managers for administrative positions with a municipal environment. With this profile <br />individuals are matched against the profile for the City. This provides a good tool of whcther <br />(he individual would be a good fit. <br /> <br />FollOW-liP question: As far as the reference checks, some people are nervous about saying <br />something negative. I low do you sift through that? <br /> <br />Mr. Sathe replied this is a hard area. and it is not fail-safe. Part of tile skill of that is to dcvelop <br />questions that are not yes and no qucstions, possibly behavioral qucstions. You start gelling at <br />weaknesses that way. By the time they get to the 360 degree reference check therc is a sense if <br />they arc all on the same wavelength. <br /> <br />Follow-up question: With the 360 degree reference check, who selects the reference pool? Do <br />you ask for specific people that might not give the glory reference? <br /> <br />City Council \Vork Session I FchnllJry 6, 2007 <br />Page 3 of l.t <br />