Page 192 - NRH FY20 Approved Budget

DEPARTMENT / DIVISION FUND
HUMAN RESOURCES – ADMINISTRATION GENERAL
PROGRAM NAME
RECRUITMENT / ASSESSMENT
DESCRIPTION / MISSION
With the City’s Core Values as our selection standard, ensure that the recruitment and assessment process is fast, efficient, and
fair giving us the ability to attract and retain the best qualified workforce to serve and protect the visitors and citizens of North
Richland Hills.

GOALS
• To promote, recruit and hire the best qualified people. (Preserve Positive City Image)
• To provide applicants with an easy to understand pre-employment process and the necessary information when exploring the
potential employment opportunities with the City of North Richland Hills. (Efficient and Effective Delivery of City Services)
• To consult with hiring departments in an effort to coordinate effective recruitment strategies by identifying key characteristics
needed for each job. (Efficient and Effective Delivery of City Services)
• To consider all relevant recruiting sources having the best chance of reaching qualified candidates when determining the
appropriate recruiting strategies for open positions. (Financial Stability)
• To effectively utilize job specific pre-employment testing to assist with matching applicant skills to available employment
opportunities. (Efficient and Effective Delivery of City Services)
• To continue expanding the use of innovative technology in the recruitment and assessment of applicants. (Financial Stability)
• To successfully market the City of North Richland Hills as the community to live, work and play. (Preserve Positive City Image)
OBJECTIVES
• Maintain a score of 4.7 or greater on the “Applicant Satisfaction Survey”.
• Through a targeted recruitment strategy, effectively utilize new technology to find qualified applicants such as advertising on
social networks.
• Through training, educational opportunities and on-the-job work experience, provide employees with the skills necessary to
compete for open positions within or outside of their department.
2017-18 2018-19 2019-20
PERFORMANCE MEASURES ACTUAL REVISED ESTIMATED
Goal: Efficient and Effective Delivery of City Services
# Of full-time positions devoted to recruiting efforts (FTEs) 2.00 2.00 2.00
# Of full-time positions filled (external)* 53.00 66.00 64.00
# Of full-time positions filled (promotional) 47.00 52.00 50.00
# Of part-time positions filled (external) 67.00 75.00 71.00
# Of annual visits to the City’s Human Resources webpage 53,528.00 50,000.00 50,000.00
Total # of applications processed ** 7,070.00 6,800.00 5,100.00
Average # of applications per filled position 40.00 30.00 30.00
Average time to fill a position (posting date to start date) 72 Days 70 Days 72 Days

* Fewer positions filled in FY 17/18 due to a number of positions
being vacated in 17/18, but not filled until 18/19. 80 vacancies in
17/18, 18 not filled.
** Number of applications increased due to changes in hiring
process for Public Safety

188