3:47:34During the meeting, a portion of the discussion revolved around selecting a recruitment firm, with council members expressing varying preferences. The firm Colin Basinger was praised for its comprehensive approach, including a well-organized spreadsheet from a previous hiring process, which contained 108 applicants. This was noted as more thorough than what other firms had provided, contributing to the council’s decision to favor them.

Colin Basinger and Associates stood out for their local presence and detailed presentation, which resonated with the council members. The firm’s strategy includes a clear focus on community engagement, an aspect for the council, which is considering organizing town hall meetings to gather input from residents. A council member articulated a preference for a town hall over a survey, emphasizing that direct community engagement would provide more immediate and interactive feedback. The inclusion of a town hall meeting was debated, with opinions favoring its inclusion to enhance community outreach efforts and ensure a successful search process.

2:21:27Community involvement was further emphasized as a key component of the recruitment process, with discussions about the importance of engaging residents and other stakeholders early on. The council expressed a desire to incorporate community feedback into the recruitment strategy, aligning with the firm’s approach to involve various stakeholders and boards in the process.

3:47:34The selection process also involved a detailed examination of the proposals from other firms, including SGR and Slaven, which were recognized for their past contributions and experience. However, the council leaned towards Colin Basinger due to their perceived advantages, including their local knowledge and the depth of their proposal. The firm’s local background, particularly in Daytona Beach, was seen as an asset, contributing to the council’s decision to favor them over other candidates.

2:43:53The council also discussed the significance of background checks in the recruitment process. There was a consensus on the importance of conducting thorough background checks early on to ensure the integrity of candidates. This was deemed essential for maintaining a high standard in the recruitment process and avoiding unnecessary costs. The council considered the efficiency of conducting extensive background checks early versus waiting until finalists were identified, ultimately deciding on a phased approach to balance thorough vetting with cost management.

Residency requirements for the new city manager were another point of discussion, with several council members expressing a desire for the candidate to live within Cape Canaveral. The council acknowledged that a city manager residing in the community would foster a vested interest in local issues and enhance decision-making. There was a proposal to include a clause in the recruitment contract stipulating that the selected candidate would either reside within the city or within a certain radius, possibly up to ten miles. This requirement was seen as beneficial for both the city manager and the residents.