Fort Lauderdale HR seeks $33,000 recruitment module and staff to handle union and compliance workload
May 07, 2026 | Fort Lauderdale, Broward County, Florida
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Jerome Post, director of Human Resources, told the Fort Lauderdale Budget Advisory Board that the department has selected a vendor to perform a classification and compensation study and is advancing two decision packages for FY27.
Post said the first request is for a NeoGov Attract applicant‑sourcing module that would let HR proactively reach candidates from a public‑sector database rather than passively wait for applicants; the decision packet lists a cost of about $33,006.62. “It will provide the pool of candidates that we can actively reach out to rather than passively wait for them to apply,” Post said.
The second, Post said, is an additional professional position to support employer relations. Post described employer relations as staffed by two professional employees who spend considerable time on clerical duties — including coordinating the city’s federally‑ and state‑regulated random drug‑testing program for safety‑sensitive positions — and asked for a dedicated hire to preserve the professionals’ time for higher‑level work. The packet lists the annual cost of that position at about $93,005.48.
Post flagged broader pressures on the unit: “We do have two large unions, Teamsters and FOP, that contain combined about 1,200 employees. If those unions go away, those employees will then be subject to the civil service board for grievance processing,” he said, linking possible state‑level changes to likely additional workload.
Commissioners asked how the NeoGov module’s impact would be measured. Post and HR staff said the primary metric would be time‑to‑hire and improved retention and lower probationary termination rates, and that HR would follow up with sourcing research and data from earlier Attract implementations. HR staff also noted the system would provide recruitment analytics and an ERP interface to reduce manual entry.
Why it matters: the HR requests aim to shift recruiting from reactive to proactive outreach and to protect professional staff time amid union and compliance work, changes the department says will improve hiring speed and accuracy while reducing error and overtime.
Post said the first request is for a NeoGov Attract applicant‑sourcing module that would let HR proactively reach candidates from a public‑sector database rather than passively wait for applicants; the decision packet lists a cost of about $33,006.62. “It will provide the pool of candidates that we can actively reach out to rather than passively wait for them to apply,” Post said.
The second, Post said, is an additional professional position to support employer relations. Post described employer relations as staffed by two professional employees who spend considerable time on clerical duties — including coordinating the city’s federally‑ and state‑regulated random drug‑testing program for safety‑sensitive positions — and asked for a dedicated hire to preserve the professionals’ time for higher‑level work. The packet lists the annual cost of that position at about $93,005.48.
Post flagged broader pressures on the unit: “We do have two large unions, Teamsters and FOP, that contain combined about 1,200 employees. If those unions go away, those employees will then be subject to the civil service board for grievance processing,” he said, linking possible state‑level changes to likely additional workload.
Commissioners asked how the NeoGov module’s impact would be measured. Post and HR staff said the primary metric would be time‑to‑hire and improved retention and lower probationary termination rates, and that HR would follow up with sourcing research and data from earlier Attract implementations. HR staff also noted the system would provide recruitment analytics and an ERP interface to reduce manual entry.
Why it matters: the HR requests aim to shift recruiting from reactive to proactive outreach and to protect professional staff time amid union and compliance work, changes the department says will improve hiring speed and accuracy while reducing error and overtime.
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