This action might not be possible to undo. Are you sure you want to continue?
November 6, 2007
3:45 p.m. – 5:00 p.m.
COPYRIGHT NOTICE The copyright law of the United States (Title 17, United States Code) governs the making of photocopies or other reproduction of copyrighted material. Under certain conditions specified in the law, libraries and archives are authorized to furnish a photocopy or other reproduction. One of these specified conditions is that the photocopy or reproduction is not to be "used for other purpose than private study, scholarship or research." If a user makes a request for, or later uses, a photocopy or reproduction for purposes in excess of "fair use," that person may be liable for copyright infringement.
DISCLAIMER The opinions of the contributors expressed herein do not necessarily state or reflect those of the National Association of Convenience Stores. Reference herein to any specific commercial products, process, or service by trade name, trademark manufacturer, or otherwise, shall not constitute or imply an endorsement, recommendation, or support by the National Association of Convenience Stores. The National Association of Convenience Stores makes no warranty, express or implied, nor does it assume any legal liability or responsibility for the accuracy, completeness, or usefulness of any information, product, or process described in these materials.
Susan W. Stang, Ph.D.
Performance-Based Selection, Ltd.
The Challenge • • • • Fewer candidates Broad-based jobs Brief career cycles Fluid market .
Perspectives to Keep in Mind • What is recruiting? – Communication – Marketing .
Innovative? • • • Tried and True Tried and New Cutting Edge .
Benchmark Your Recruitment Programs • C-store Industry • Trendsetters in Other Industries .
6. 8. 7. 5. 3. Share the News Define the Target Capitalize on Technology Use Networking and Referral Programs Get Aggressive Share Your Values Build a Brand Share the Burden Be Ahead of the Curve .Nine Strategies 1. 9. 2. 4.
Share the News Advertising Resources • • • • Newspaper ads Notices with purchase Stamping receipt Signage .
Toot Your Own Horn • Promote your benefits – “advertise” what differentiates you Empower your employees – encourage interaction with applicants Provide a job preview – give them a clue Why Us? • • .
Cast a Wider Net Consider • • • • • • • • Retired Previous Employees Previous Applicants Partially Qualified Families Interns Temp to Perm Current Employees .
bordersgroupinc.Sample Websites www.com – Recruiting the “mature” worker Link to AARP – .
Define the Target • • Identify Ideal Candidates Court Top Talent .
Capitalize on Technology • • • • Major Job Boards Social Networking Recruitment Blogs Corporate Website .
Recruitment Blogs Advantages • • • • Fast Interactive Brings the Company to “Life” Builds a Community .
wirelessjobs.Sample Recruitment Blogs • www.com • .com (T-Mobile) www.honeywellblogs.
Get and keep them engaged • 15 to 20 seconds to capture their interest • Nested information .The Corporate Website • Attracting the Passive Job Seeker 1.
Include interactive features • • • • Surveys and polls Games Refer a friend Tailored searches .2.
Examples: www.com – – – – – Day in the Life Refer a Friend Work Hard. Play Hard Online Game Poll .enterprise.
– “Let us search for you”
Tell us about the job you want we will email you when available
3. Encourage sharing
Make it easy to share your website and their ideas
4. Design for ease of use – – – – – Get to the point Organize by step Keep visitor expectations in mind Group content Include relevant data .
Use Networking and Referral Programs Employee Referrals .
..Jump the walls . Open referral programs to: – – – – vendors customers employees’ friends new hires .
Advantages of Employee Referrals • • • Prescreened candidates Fast – immediate access Closer to Closing – primed to listen Ease/Speed of Onboarding – familiar with company and employees • .
Important Considerations • • • Simplicity of rules Ease of use Make it worthwhile to all involved .
Get Aggressive • • • Contact Competitors Indicate an Interest Contact Companies Downsizing Ask Referrals for Referrals • .
Build a Brand • • • As an Employer Communicate Your Culture Employ Marketing Techniques .
Create a Checklist for Recruiters • • • What differentiates you? Why do employees stay? Why should top talent be interested? .
The Recruitment Process Itself What message are you sending? .
not requirements Make the descriptions compelling! • .Rewrite the Job Postings • Focus on opportunities.
Share the Burden • Recruitment is Everyone’s Job Ongoing. Continuous • .
Share Your Values • • • Community Involvement “Green” Recruiting Corporate Citizenship .
Be Ahead of the Curve Long Range Focus • Where’s the Growth? • What Will the Jobs Be Like? • What Are Our Talent Supply Risks? .
Be Ahead of the Curve An Old-Fashioned Idea • Hire Good People When You Find Them .
Key Factors for Success • • • • Fit – the recruitment process should reinforce the culture Speed – fast is your competitive edge Execution – A good idea poorly executed is bad Metrics – Measure your success .
Fit • Capitalize on your Unique Opportunities/Characteristics Consider your Target Audience – What is the best way to reach them? • .
Move Fast • Push the Best to the Top of the List Contact Immediately Communicate Often • • .
Communicate! • Percent Who Fail to Acknowledge Job Applications 94% Take Advantage – Differentiate Yourself .
Develop Metrics • • • • Number of Candidates Length of Time to Fill Acceptance Rates Quality of Hire .
Inc.Recruiting & Retaining the Best Employees Susan Schwaderer Manager of HR Administration Sheetz. .
Today’s Topics • • • • • • • About Sheetz Sheetz DNA Find the right fit Realistic Job Preview Other recruitment ideas Conclusions Questions .
Pennsylvania .About Sheetz Sheetz is a family owned convenience store chain based in Altoona.
per day than a Burger King. Taco Bell or Kentucky Fried Chicken! .About Sheetz • 340 convenience stores throughout 6 states • Employs more than 11.000 dedicated people • Attract 3 times more customers than the average convenience store • Sell more prepared food per store.
.About Sheetz Store managers are responsible for their own hiring/staffing.
Sheetz DNA Employee Profile .
inspired. adventurous .Sheetz DNA Employee Profile Connected Team player. customer focused. outgoing Driven to Win Be the best at all you do Pioneering Innovative.
hard working. friendly. dedicated Real Genuine. passionate . honest High Energy Fun. energetic.Sheetz DNA Employee Profile Dependable Reliable. helpful. enthusiastic.
Sheetz DNA Employee Profile Respect – Earn the respect of others – Value others diversity and contributions – Genuine caring and appreciation Customers Co-workers Management Company .
Find the Right Fit Keep ‘fit’ in mind every step of the way – – – – Recruiting Interviewing Assessing Pre-hiring .
sheetz. the less we lose to ‘job shock’ www.com .Recruiting Realistic job preview – Key word – realistic – Engaging – Share the culture – The more the applicants know ahead of time.
Realistic Job Preview Tracking Report: September 2007 Total Users Who Accessed Program Total Users Who Completed Program Total Users Who Accessed Application Link Percentage Who Passed Survey Percentage Who Failed Survey Total Percentage Who Adandoned Survey Survey Abandonment 1234 517 291 92% 7% 2% Percentage Who Abandoned Survey By Position: Sales Associate Facilities Shift Supervisor Beverage Host/Hostess Assistant Manager Associate Manager Percentage Who Abandoned Survey By Area: Abandoned Appearance Questions Abandoned Attitude Questions Abandoned Scheduling Questions Abandoned Work Habits/Customer Service Questions Abandoned Management Questions 75% 13% 6% 3% 0% 20% 13% 17% 10% 17% 20% .
Interviewing Know the profile you’re looking for – Train hiring managers – Be selective Don’t settle for less .
– Skills (tasks) – Characteristics • Trust your tool – no exceptions .Assessing • Assessment content relevant to position.
17% fallout .Pre-Hiring • Employment Verifications • Drug/Background Screening – Approx.
– Look for trends and indicators • • • • • • • RJP statistics Applicant flow Turnover statistics Exit interviews Employee feedback Customer feedback Absenteeism – Example – change to appearance policy .Measure and React Know what’s changing and react.
Other Recruitment Ideas • Referral Rewards • Tuition Reimbursement .
Thank you! .
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue reading from where you left off, or restart the preview.