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CEO/GM Recruitment Strategies in Hingham

Expert insights on filling the General Manager vacancy at Hingham Municipal Lighting Plant with practical lessons learned and selection tips.

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CEO/GM Recruitment Strategies in Hingham

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  1. Recruiting Your Next CEO/General Manager 2005 APPA National Conference Disneyland Hotel Anaheim, CA June 21, 2005 Presented by Kevin J. Bulman Chairman, Hingham Municipal Lighting Plant

  2. Town of Hingham, MA • Located 15 miles south of Boston • Population of 22,000+ people • Covers 22.5 square miles • Ranks 10th in the State for desirable Town to live • Medium average yearly income $109,000

  3. Hingham Municipal Lighting Plant • Established in 1894 • Three-person elected Board of Commissioners • 11,000 meters • Mix of 80% residential/20% light commercial • Company has 30 FTE’s • Peak Load of 40 MW • Experiencing 30% load growth in next 3 years

  4. Filling the General Manager Vacancy • Unplanned vacancy of GM position • No succession planning at HMLP • Executive Search fell to the Commissioners • Reviewed recent searches by other municipal light plants • Decision to hire Executive Search firm with Power industry experience • Reviewed Search firm experiences and references

  5. 6 Questions to Ask Before Search • What is the business environment going to be like for us over the next 5 to 10 years? • Given that environment, what are our goals? • What do we need to do to reach our goals? • What must the CEO/GM be able to do extremely well for us to succeed? • What is the culture here? • What personality traits must the CEO/GM have to succeed in this culture and get the company moving in the right direction?

  6. Selecting an Executive Search Firm • Industry Knowledge and Specialization • Geographic Scope • Overall Track Record • Guarantees and Liabilities • The Search Process • Qualities of the Search Manager • Communication

  7. The Hiring Process • Identify qualities necessary in the next CEO/GM • Select candidates with experience in business and labor relations • Create desired Job Profile for position • Identify a candidate pool • Develop a time-line for process • Develop, with search firm, evaluation criteria • Narrow Interview List (5 candidates) • Consistent Interview of Final Candidates

  8. CEO/GM Selection Criteria • Strong Management/Business Background • Industry Background • Communication Skills • Labor Relations Experience • Proven Leader • Community Oriented

  9. Interview Session • Candidates screened by Search Firm • Short List of Candidates for Board Interviews • Specific list of Questions for each candidate • Short time frame for interviews • Open Public process

  10. Lessons Learned • Time Consuming Process • Set a Realistic Timetable with the Search Firm/Committee and stick to it • Constant communication with Search Manager • Commissioners were the Weakest Link in the process • Use a wide candidate pool • Keep the process transparent

  11. Questions?

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