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Successful Recruiting Fundamentals

Successful Recruiting Fundamentals. Janice Webster August 2009. A bit about Hiring at WestJet – Awarded “Most Admired Culture” Four Consecutive Years. Number of aircraft 76 Number of destinations 66 Number of hires in 2008 2,106 Number of resumes received in 2008 120,000+

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Successful Recruiting Fundamentals

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  1. Successful Recruiting Fundamentals Janice WebsterAugust 2009

  2. A bit about Hiring at WestJet – Awarded “Most Admired Culture” Four Consecutive Years • Number of aircraft 76 • Number of destinations 66 • Number of hires in 2008 2,106 • Number of resumes received in 2008 120,000+ • Number of phone interviews in 2008 16,951 • Number of in-person interviews in 2008 5,055 • Number of referrals in 2008 1,517 • Number of WestJet employees 7,705

  3. People Mission • People Mission • To enrich the lives of every WestJetter by providing a world class employment experience

  4. Top 5 Recruiting Fundamentals • Know what you need – Plan • Know your story • Have a strong sourcing strategy and never stop the search for the perfect hire • Have a quick process to evaluate/test the market • Have a continuous improvement philosophy

  5. Top 5 Recruiting Fundamentals • Know what you need – Plan:

  6. Top 5 Recruiting Fundamentals • Know your story: • Create a unique recruiting brand for external candidates and live it! • Know your audience • Market your story to each demographic group • Market your story to fit individuals directly Brand External Why do WestJetters care so much? Because we’re also WestJet owners Internal Brand

  7. Top 5 Recruiting Fundamentals • i) Have a robust sourcing strategy that fills the pipeline with potential candidates: High school College/University Special Interest groups Associations Career Fairs Commercial resume database Advertising/Newspapers Various Partnerships Multi media, Social media/networking, Web Word of mouth Referrals Recruiting Process = Sourcing Strategies Quality Hire

  8. Top 5 Recruiting Fundamentals • ii) Never stop the search for the perfect hire: • The funnel / pipe needs to be constantly fed High school College/University Special Interest groups Associations Career Fairs Commercial resume database Advertising/Newspapers Various Partnerships Multi media, Social media/networking, Web Word of mouth Referrals Recruiting Process = Sourcing Strategies Quality Hire • Three to five year process

  9. Top 5 Recruiting Fundamentals • Have a quick process to evaluate and test the best – Do not lose the best: High school College/University Special Interest groups Associations Career Fairs Commercial resume database Advertising/Newspapers Various Partnerships Multi media, Social media/networking, Web Word of mouth Referrals Recruiting Process Process & Evaluation to Match your Story Quick & Timely Tests & Programs to Find the Best = Sourcing Strategies Quality Hire

  10. Top 5 Recruiting Fundamentals • Have a continuous improvement philosophy: • Evaluate recruiters through metrics / scorecards • New hire survey 30 to 90 days after hire • Implement changes to stay competitive High school College/University Special Interest groups Associations Career Fairs Commercial resume database Advertising/Newspapers Various Partnerships Multi media, Social media/networking, Web Word of mouth Referrals Recruiting Process Process & Evaluation to Match your Culture Quick & Timely Tests & Programs to Find the Best + = Sourcing Strategy Quality Hire

  11. Having a Continuous Improvement Philosophy

  12. The Value of Using Competitive Recruiting & Retention Practices • Strong Recruiting Process • Great recruiting practices allow you to attract the best talent • By focusing on top attraction and retention strategies you build your future partners • Developing and retaining great talent helps your business achieve its strategic objectives • Attracting More Referrals • Referrals help keep the talent pipeline full of candidates that are interested • Steady stream of talent contributes to the 3 to 5 years sourcing strategy • Retention statistics are better with referrals • More people telling your story to people that would be interested Strong Recruiting Process AttractingMore Referrals Candidates~Retention • Recognition within the Industry: • Great retention because of partnerships • Career advancement opportunities • Strong referrals • Great industry partners supporting the candidate increases retention and attraction • Bringing in the Best • If you can select and retain the best, you will be known a great partner • Best employees improve your visibility in the market • As employees evolve through their career you get more partners within the industry • You will attract better people Recognition within theIndustry Bringing in the Best

  13. How to Partner Successfully within the Industry • Clear communication with employers to avoid frustration for individuals • Policies are important, but the relationship is more important • Relationships need to be at all levels in an organization • Never stop selling the value of your programs to industry leaders (training, leadership development discipline) • Start recruiting early and keep sourcing – Don’t let someone like me beat you! • Focus on being proactive versus reactive – Don’t get caught hiring ‘B’ players because you’re not prepared

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