HomeMy WebLinkAboutItem 5c. Authorize Executive Recruitment Firm Contracts Item 5c
Department: Human Resources
Cost Center: 3001
For Agenda of: 11/16/2021
Placement: Consent
Estimated Time: N/A
FROM: Nickole Domini, Human Resources Director
Prepared By: Brittani Roltgen, Senior Human Resources Analyst
SUBJECT: AUTHORIZE RECRUITMENT FIRM CONTRACTS
RECOMMENDATION
Authorize the City Manager to enter into contracts with three recruitment firms through
June 30, 2023, for a combined total not to exceed $300,000.
DISCUSSION
Background
The 2021-23 Financial Plan included 53 new positions and classification-related requests,
including 39 regular positions, six (6) supplemental, and eight (8) reclassifications. Human
Resources staff identified and onboarded a consultant to work on classifi cation work
associated with these requests, asked the hiring departments to prioritize their requests,
and received authorization for a Temporary Assignment Opportunity (TAO) in April of
2021 for a second Human Resources Specialist to support hiring the ne w positions. The
additional Human Resources Specialist has proven very effective in their position and has
dramatically increased the capacity of active recruitments.
Employers nationwide have noticed a trend now coined the “Great Resignation”: record
numbers in resignations and retirements, regardless of state, industry, or position. In an
effort to recruit the 53 new positions and continuously fill newly opened positions due to
resignations, promotions, and retirements, the Human Resources Department i ssued a
request for proposals and contracted with three recruitment firms to offer a variety of
services in talent acquisition. Historically, the City has utilized recruitment firms
exclusively for department head recruitments. Due to the current hiring climate,
recruitment firms are being utilized for a variety of services, from advertising plans up to
a full recruitment search. Benefits of utilizing a recruiter for hard to fill positions include
their recruitment focused marketing expertise, having access to their applicant database
and targeted outreach approach, and implementing new and innovative recruitment
strategies.
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Item 5c
Requests for recruitment firms began recently, and five requests have already been
received totaling approximately $92,000 worth of work. Human Resources staff asked
departments to forecast recruitment needs over the next two years, and received eight
additional anticipated recruitments, which are projected to cost an estimated $172,000.
Due to continued uncertainty and a challenging recruitment environment, staff is
requesting authority to enter into contracts with the recruitment firms for a combined total
not to exceed $300,000 over the remainder of the 2021-23 Financial Plan.
Policy Context
The City Manager has authority to approve contracts for consulting services up to
$100,000 annually per the City’s purchasing policy. Since the anticipated total need is
over $100,000 per year over the next two fiscal years, Council approval is needed.
Public Engagement
This item is on the agenda for the November 16, 2021, City Council meeting and will
follow all required postings and notifications. The public may comment on this item at or
before the meeting.
CONCURRENCES
Human Resources staff asked department representatives to provide a forecast of
recruitments that will be hard to fill and could benefit from a recruitment firm.
ENVIRONMENTAL IMPACT
The California Environmental Quality Act does not apply to the recommen ded action in
this report, because the action does not constitute a “Project” under CEQA Guidelines
Sec. 15378.
FISCAL IMPACT
Budgeted: No Budget Year: 2021-2023
Funding Identified: Yes
Fiscal Analysis:
Funding
Sources
Estimated Cost
FY 2021-22
Estimated Cost
FY 2022-23
Total Project
Cost
General Fund $150,000 $150,000 $300,000
State
Federal
Fees
Other:
Total $150,000 $150,000 $300,000
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Item 5c
The Human Resources Department budgeted $40,000 for a potential department head
recruitment in fiscal year 2022-23. The remainder of the cost for the recruitment firms will
be paid from salary savings from the vacant positions departments are recruiting for.
ALTERNATIVES
Do not approve the purchasing authority for the recruitment firm contracts. This is not
recommended because a lack of recruitment firm support may lead to delayed or failed
recruitments that could impact the timeline of important work programs.
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