2-Staff Selection.pdf

PROPOSAL FOR Acquisition and Relocation On-Call | SOLICITATION NUMBER BPM006797

Staff Selection To assure ADOT that CEI has sufficient personnel available to provide acquisition and relocation services on any project, CEI’s recruitment and selection process includes the following:

• We utilize our full-time in-house recruiting team to proactively seek the best candidates for each of the position classifications required by ADOT, as identified in the BPM006797 Request for Proposal, to ensure we have the most qualified staff to assist on any project for ADOT. We maintain ongoing job postings/advertisements on Indeed, CEI’s LinkedIn page, our website, the IRWA’s website, and various other industry-related websites. In addition to job postings, we regularly approach viable candidates that we identify through social media and professional job board sites to communicate our current employment opportunities. This process helps us to further develop our relationships with right of way (ROW) professionals who can become our advocates and open doors to others who may be seeking employment in the ROW field now or in the future.

• Networking is critical to hiring the talent we need. As part of our recruitment process, we also receive daily alerts through company email regarding the latest responses to all our job boards and other site postings. Our recruiting process entails a soft but broad approach to make our name and the services we provide known and to network in and out of our state to capture talent and build a strong and steady pipeline of candidates.

• We screen applicants to ensure they meet or exceed the requirements of each position classification and acquire documentation that the applicants have functioned in a similar role.

• We also validate that they possess a stellar record of performance on past projects of similar size and scope by utilizing a stringent vetting process in interviewing and assessing each candidate’s ability and skills. This process includes phone screens, several in-person interviews with members of our professional staff as well as reference checks.

• We focus exclusively on individuals who demonstrate the necessary expertise, competencies, and qualifications required to fulfill our organization’s internal staffing requirements.

All of the licensed staff members we are proposing are Licensed Senior ROW Agents. All have experience in all manner of ROW work, including but not limited to acquisitions, relocations, property management, condemnation support, and market valuations. In addition, they are proficient in interpreting design plans and legal descriptions. Each are problem solvers, adept at acting as a liaison with multiple stakeholders, facilitate consensus, and drive projects forward. Known for their attention to detail, they maintain meticulous records and consistently update the central database to ensure seamless communication and real-time project tracking.

CEI Referral Program: CEI has implemented a referral program that monetarily compensates a CEI employee for any qualified referral that we hire. While the recruiting tools previously mentioned are a systematic and routine function in growth, employees also serve as a valuable source for discovering new talent. Employees typically have their own personal network and connections. We have found that when these personal networks are tapped into, we often find candidates (who may be passive or hesitant to respond to an ad), but will more likely apply for a position when referred by a personal acquaintance. We encourage our employees to network in their own circles, and can create a positive domino effect in a small niche community such as ROW. It has been proven that widening our circle and increasing the visibility of our brand has consistently proven effective in raising awareness of who we are, what we do and are inquisitive about career opportunities.

At CEI, we maintain a rigorous hiring process to ensure that every candidate not only meets but often exceeds the qualifications required for each role. Our screening protocol includes a minimum of two interviews conducted by multiple staff members, allowing for a well-rounded evaluation of each applicant. In addition, we conduct thorough reference

PROPOSAL FOR Acquisition and Relocation On-Call | SOLICITATION NUMBER BPM006797 checks and require documentation to verify that candidates have experience in comparable roles and possess current, valid licenses or certifications as outlined in their resumes. As a final step in the hiring process, all selected candidates must successfully pass both a background check and a drug screening before officially joining the team.

• We validate that candidates possess a stellar record of performance on past projects of similar size and scope by utilizing a stringent vetting process when interviewing and assessing each candidate’s abilities and skills.

CEI’s Real Estate Services Division Manager and staff are committed to maintain a strong network of professionals within the ROW industry and are open to receive referrals and employment inquiries regularly. The majority of our staff is senior level and have a strong reputation for outstanding service in the industry. As mentioned previously, our senior-level and management staff are, at times, the best resource for recruiting. Over their careers they have surrounded themselves with people who have similar qualifications and customer service traits and their referrals have proven positive over the years. Whether it’s a response to an ad or a network referral, our Real Estate Division Manager quickly makes contact with the applicant and conducts in-depth interviews. This process creates a roster of candidates who could potentially fill new positions on short notice.