Posted Date : September 03,2020
Product (RFP/RFQ/RFI/Solicitation/Tender/Bid Etc.) ID : HR-2888
Government Authority located in Rhode Island; USA based organization looking for expert vendor for employee search and recruiting, salary and consulting services.
[A] Budget: Looking for Proposal
[B] Scope of Service:
Vendor needs to provide established, qualified and experienced human resources consulting and executive and managerial search firm knowledgeable in issues related to human resources, administration and operations of airports. The consulting and search firms selected to provide services will play a key role in assuring that the diversity and inclusion goals set for agency within its affirmative action program are given full consideration and attention in the course of completing a search and consulting assignments. If a final interview pool does not produce a diverse candidate pool of prospects and requirements, the search firm may be required to redo a portion of or restart the search from the beginning. Firms must also provide salary benchmarking when requested by agency and be able to conduct training, research, benchmarking and other HR related activities.
- Developing the position announcement;
- Developing and implementing a recruitment plan (e.g., advertising, posting and, intentionally committing to RIAC’s diversity by aggressively seeking out qualified candidates of all backgrounds);
- Recommending top candidates for interview and selection;
- Reference checking and phone interviews;
- Developing questions for interviews and conducting interviews;
- Notifying candidates who have been eliminated from further consideration;
- In general, one (1) individual Point of Contact organizes the Search Committee’s efforts and communicates with RIAC;
- Provide additional training to RIAC staff;
- Provide research and benchmarking services
- Pre-Recruitment Phase: Provide assistance and work with Human Resources/Search Committee contact to define and develop written position descriptions and supporting materials that will be used in marketing executive/managerial level positions.
- Contractor must work with Human Resources to ascertain required information regarding ideal candidates for the position.
- Develop a candidate profile, including the knowledge, skills, and abilities required to become a successful candidate for each position. Coordinate with Human Resources to ensure the list meets RIAC’s requirements/desires.
- Evaluate the competitive strengths and weaknesses of the national market for the position opening(s).
- Develop a strategy specifically designed to attract a diverse pool of highly qualified and competitive candidates, including women, men, and members of underrepresented groups, and review the strategy with Human Resources.
- Market executive/managerial level position and identify a qualified and diverse pool
of talent for each position.
- Recruitment Phase: - Screen potential applicants for the specific positions identified; identify those meeting minimum qualifications and follow up with telephone interviews to clarify each applicant’s credentials. Keep Human Resources apprised of screening activities, screening activities that will be completed at a later time, and screening activities that the executive search firm does not intend to complete and why.
- Assist candidates with submitting an appropriate resume for the position as required and develop candidate profiles, including, a comprehensive background (education and work experience) and relevant reference information for Human Resources to review.
- Post-Recruitment Phase: Debrief with the Search Committee and Human Resources following interviews and consider additional candidates, if required.
- Assist Human Resources in negotiating offers of employment and transitioning new employee into the position.
- Salary Benchmarking and other HR-Related Consulting Services: Establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions with comparable airports, municipalities, geographical area, profession, and industry, as required. - Assist the HR department on an on-call basis to supplement strategic and project initiatives relating to all aspects of talent management.
- For more information describe in document.
[C] Eligibility:
- Onshore (USA Organization Only);
[D] Work Performance:
Performance of the work will be offsite. Vendor needs to carry work in their office location.
Budget :
Deadline to Submit Proposals: September 30,2020
Cost to Download This RFP/RFQ/RFI/Solicitation/Tender/Bid Document : 5 US$
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Product (RFP/RFQ/RFI/Solicitation/Tender/Bid Etc.) ID : HR-2888
Government Authority located in Rhode Island; USA based organization looking for expert vendor for employee search and recruiting, salary and consulting services.
[A] Budget: Looking for Proposal
[B] Scope of Service:
Vendor needs to provide established, qualified and experienced human resources consulting and executive and managerial search firm knowledgeable in issues related to human resources, administration and operations of airports. The consulting and search firms selected to provide services will play a key role in assuring that the diversity and inclusion goals set for agency within its affirmative action program are given full consideration and attention in the course of completing a search and consulting assignments. If a final interview pool does not produce a diverse candidate pool of prospects and requirements, the search firm may be required to redo a portion of or restart the search from the beginning. Firms must also provide salary benchmarking when requested by agency and be able to conduct training, research, benchmarking and other HR related activities.
- Developing the position announcement;
- Developing and implementing a recruitment plan (e.g., advertising, posting and, intentionally committing to RIAC’s diversity by aggressively seeking out qualified candidates of all backgrounds);
- Recommending top candidates for interview and selection;
- Reference checking and phone interviews;
- Developing questions for interviews and conducting interviews;
- Notifying candidates who have been eliminated from further consideration;
- In general, one (1) individual Point of Contact organizes the Search Committee’s efforts and communicates with RIAC;
- Provide additional training to RIAC staff;
- Provide research and benchmarking services
- Pre-Recruitment Phase: Provide assistance and work with Human Resources/Search Committee contact to define and develop written position descriptions and supporting materials that will be used in marketing executive/managerial level positions.
- Contractor must work with Human Resources to ascertain required information regarding ideal candidates for the position.
- Develop a candidate profile, including the knowledge, skills, and abilities required to become a successful candidate for each position. Coordinate with Human Resources to ensure the list meets RIAC’s requirements/desires.
- Evaluate the competitive strengths and weaknesses of the national market for the position opening(s).
- Develop a strategy specifically designed to attract a diverse pool of highly qualified and competitive candidates, including women, men, and members of underrepresented groups, and review the strategy with Human Resources.
- Market executive/managerial level position and identify a qualified and diverse pool
of talent for each position.
- Recruitment Phase: - Screen potential applicants for the specific positions identified; identify those meeting minimum qualifications and follow up with telephone interviews to clarify each applicant’s credentials. Keep Human Resources apprised of screening activities, screening activities that will be completed at a later time, and screening activities that the executive search firm does not intend to complete and why.
- Assist candidates with submitting an appropriate resume for the position as required and develop candidate profiles, including, a comprehensive background (education and work experience) and relevant reference information for Human Resources to review.
- Post-Recruitment Phase: Debrief with the Search Committee and Human Resources following interviews and consider additional candidates, if required.
- Assist Human Resources in negotiating offers of employment and transitioning new employee into the position.
- Salary Benchmarking and other HR-Related Consulting Services: Establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions with comparable airports, municipalities, geographical area, profession, and industry, as required. - Assist the HR department on an on-call basis to supplement strategic and project initiatives relating to all aspects of talent management.
- For more information describe in document.
[C] Eligibility:
- Onshore (USA Organization Only);
[D] Work Performance:
Performance of the work will be offsite. Vendor needs to carry work in their office location.
Budget :
Deadline to Submit Proposals: September 30,2020
Cost to Download This RFP/RFQ/RFI/Solicitation/Tender/Bid Document : 5 US$