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<br />Follow lip question: Do you feel that public networking would be the best starting position? <br /> <br />Ms. OiMenna replied Harry is clear about bringing in the best candidates right a\vay. In saying <br />he has a wide net, it is wider than anything she has ever seen because he has been in this business <br />for so long. A lot of people call Harry when looking for a job. POI sees people all the time that <br />come from out of state. <br /> <br />5c. Ms. OiMenna replied POI has 15 offices around the country and 14 offices around the world. <br />They arc a global firm. POI has a strong local presence, but also in other cities around the <br />country. <br />6. Ms. DiMenna replied POI has been doing this a long time. They have the methodology other <br />organizations do not have. POI really has a name around the country. lIarry is a prolific <br />public sector person, and PDI has many resources available to them. They have been doing <br />this for 40 years and they are good at it. <br />7. Ms. DiMcnna stated there was a situation about one year ago where PDl went through the <br />process, and it was a good process. They made a recommendation and the individual ended <br />up not staying in the position long because it wasn't the fit they thought it was. POI had <br />done their due diligence and put the candidate through the process, and made a good fit with <br />the community, but the individual decided it was not the place for them. With all the picces <br />of POI's process, including the personality assessment, the interview process, and the <br />background check, they have a lot of data about people, but no one can know another <br />individual that \\'ell, and the city probably felt they were left high and dry. <br /> <br />Follow up question: Did POI then find another candidate for the city, and was that free of <br />charge? <br /> <br />Ms. OiMenna replied they found ana (her candidate, bUI it was not free of charge. It \vas a <br />situation where POI had made a recommendation on three candidates. The city chose the <br />individual where it didn't work out. <br /> <br />Follow lip question: Did you find out why the individual decided not slay? What follow up did <br />you do to ensure this docs not happen? <br /> <br />Ms. OiMenna replied given this situation, the individual said they had a differcnt sense of the <br />council and the organization, and when thcy got involved there were some personal conflicts <br />they could not resolve. The individual decided they did not want the position. Everyone was <br />likely on their best behavior, and when they started \vorking together the styles didn't work. It <br />was just v....ith a couple of people and the individual said he could not manage those relationships. <br /> <br />Follow up question: What failures have you had as an organization in a placement you <br />rccommended, other than a failure of the candidate to get along with the council? <br /> <br />Ms. OiMenna replied they usually inform the council of the best candidate with potential <br />deve10pment areas and strengths, and may say this seems like a good fit given \vhat lhe city told <br />PDI. At the end of the day this may not always turn out 10 be true. While there is a science to <br />this, there is an art to it as well. This type of situation docs not happen often; there is almost too <br />much data to make bad decisions. <br /> <br />City Council Work Session / FehrU:lI)' 6, 2007 <br />Page 7 of 14 <br />