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Successful Recruiting Fundamentals. Janice Webster August 2009. A bit about Hiring at WestJet – Awarded “Most Admired Culture” Four Consecutive Years. Number of aircraft76 Number of destinations66 Number of hires in 20082,106 Number of resumes received in 2008120,000+ - PowerPoint PPT Presentation
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Successful Recruiting Fundamentals
Janice WebsterAugust 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+• 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
People Mission
• People Mission– To enrich the lives of every WestJetter by providing a
world class employment experience
Top 5 Recruiting Fundamentals
1. Know what you need – Plan
2. Know your story
3. Have a strong sourcing strategy and never stop the search for the perfect hire
4. Have a quick process to evaluate/test the market
5. Have a continuous improvement philosophy
Top 5 Recruiting Fundamentals
1. Know what you need – Plan:
BU Roll Up BU Roll Up Internal External Internal External1,059 1,074 1637 2 36 6 14325 346 444 1 4 1 9129 133 144 1 0 2 0
1,926 1,926 1,966 1,966 2242 0 0 1 8859 863 887 0 0 0 2217 223 254 1 0 0 3321 349 327 0 2 0 1104 105 108 0 0 0 0571 431 (a) 815 2 18 1 849 64 (a) 51 0 1 2 076 170 (a) 83 0 0 0 1173 173 190 190 178 0 2 0 0149 144 151 0 0 0 086 89 90 0 0 1 1141 141 102 (b) 102 147 7 0 0 3119 119 126 126 125 0 0 0 318 18 22 22 18 0 0 1 1
7701
Unit K
Operations
FinanceUnit M
Unit D
Human Resources Unit O
Unit GUnit H
CommericalDistribution
Unit IUnit J
Total
Marketing Unit PCorporate Projects Unit Q
Business Unit
Unit A
May Attrition
WFP Summary
Division
1,076
235
Unit L
Unit F
Unit BUnit C
Unit E
Unit N
May Current FTE Current Headcount
1,513 1,553
Actual Hires MayScrubbed Year End 2009
FTE Budget
6,322 6,397
1,086
425 454
696 665
77 69
233
6100
6150
6200
6250
6300
6350
6400
6450
1 2 3 4 5 6 7 8 9 10 11
2008
Top 5 Recruiting Fundamentals
2. Know your story:i. Create a unique recruiting brand for external candidates
and live it!ii. Know your audienceiii. Market your story to each demographic groupiv. Market your story to fit individuals directly
Why do WestJetters
care so much? Because we’re also WestJet owners
Internal Brand
External Brand
Top 5 Recruiting Fundamentals
3. i) Have a robust sourcing strategy that fills the pipeline with potential candidates:
=
Quality HireSou
rcin
g S
trat
egie
s 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
Top 5 Recruiting Fundamentals
3. ii) Never stop the search for the perfect hire:
Quality Hire
=
Sou
rcin
g S
trat
egie
s
Recruiting Process
• The funnel / pipe needs to be constantly fed
• Three to five year process
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
Top 5 Recruiting Fundamentals
4. Have a quick process to evaluate and test the best – Do not lose the best:
=
Quality HireSou
rcin
g S
trat
egie
s
Recruiting Process
Process & Evaluation to Match your Story
Quick & Timely
Tests & Programs to Find 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
Top 5 Recruiting Fundamentals
5. Have a continuous improvement philosophy:
=
Quality Hire
So
urc
ing
Str
ate
gy
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
+
• Evaluate recruiters through metrics / scorecards
• New hire survey 30 to 90 days after hire
• Implement changes to stay competitive
Process & Evaluation to Match your Culture
Quick & Timely
Tests & Programs to Find the Best 4%
Number of students placed or hired at WestJet through our Student Hiring initiatives
Delivery to plan percentage open roles
Cost per hire
First year attrition / Division
35%Increase in Internal Mobility numbers consistent with organizational growth
20%Percentage of Referrals Hired
GoalKPI
4%Number of students placed or hired at WestJet through our Student Hiring initiatives
Delivery to plan percentage open roles
Cost per hire
First year attrition / Division
35%Increase in Internal Mobility numbers consistent with organizational growth
20%Percentage of Referrals Hired
GoalKPI
Having a Continuous Improvement Philosophy
KPI Goal
Percentage of Referrals Hired
50%
Increase in Internal Mobility numbers consistent with organizational growth
99%
Number of students placed or hired at WestJet through our Student Hiring initiatives
50%
Delivery to plan percentage open roles
0
Cost per hire $100
First year attrition / Division 0
Recruiter Scorecard
1. Client Experience– Account Management, Business Partnership– Ability to deliver within expectations– Subject Matter Expert on issues related to staffing and recruiting
2. Candidate Experience– Communication, onboarding process, follow up post recruit– How effective did the recruiter deliver on WestJet’s value proposition
3. Recruiter Performance– Frontline
Delivering complete number of candidates on class dates Percentage of offers vs. declines Percentage of external attrition in first 6 months Variety of sourcing methods
– One-off Contact with hiring manager within 24 hrs of receiving RFT/communication Posting position within 48 hrs of initial contact Percentage of offers vs. declines Percentage of external attrition in first 6 months Variety of sourcing methods
4. Strategic Effectiveness– Leveraging programs (% referrals hired, %internals hired, % students hired)
The Value of Using Competitive Recruiting & Retention Practices
Candidates~
Retention
Bringing in the Best
Recognition within theIndustry
AttractingMore
Referrals
Strong Recruiting
Process
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
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
Recognition within the Industry:
• Great retention because of partnerships
• Career advancement opportunities
• Strong referrals
• Great industry partners supporting the
candidate increases retention and attraction
Strong Recruiting Process
• Great recruiting practices allow you to attract the
best talent
• By focusing on top attraction and retention strategies you build yourfuture partners
• Developing and retaining great talent helps your business achieve its strategic objectives
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