How to Hire and Recruit Your Best Employees

Jeannette RhodundaASI’s employment manager extraordinaire and a certified ninja of employee retention. She has a trained eye for recruiting the best and the brightest -- with an staff of talented individuals to prove it. She’s adored by her colleagues and envied by HR managers everywhere.

Colin Roth A branding and marketing

expert specializing in digital promotions. He incorporates the latest

marketing trends and research into his campaigns, often

performing A/B tests and analyzing the results,

maximizing conversions

Welcome toHow to Hire (and Retain)

Your Best Employeeswe will be starting in a few minutes

How to Hire and Retain Your Best

EmployeesHow to Hire and Retain Your Best Employees

Ask us questions!(we won’t bite,

promise)We will try to answers them in real time, any we

don’t get to in the webinar we will answer

after.How to Hire and Retain Your Best Employees

Colin Roth Digital Marketing [email protected]

who are we?Jeannette Rhodunda

Employment Manager, HR

[email protected]

How to Hire and Retain Your Best Employees

Before we get started…


Poll: What is the first method you use to recruit candidates?1.LinkedIn/Zip Recruiter/Some other

online tool2.Recruiting Agency3.Referrals4.Internally5.We take out a classified ad


Agenda:


• Finding the best candidates• Making new employees feel at

home• How to keep your best employees• Conducting constructive exit

interviews• Open Q & A

How do you find the best candidates?


What it looks like when you post a job

online

• Promote from within• Referral bonus system• Use Social Reach

Jeanette’s Jackpot


Okay, we got a bunch of candidates, now what


How to Make Sure You Get the Best Candidate

• What would their commute be like?

• Have testing for certain jobs• Hire for personality



Now We Have the Perfect Candidate, How do We Make

Them Feel at Home?


Putting Your Best Foot Forward



• Let new employees feel welcome• Have a group lunch• Connect with friends

This is all great information, but how do we know what

we are doing wrong?





Take Exit Interviews Seriuosly




Recruiting vs Retention


That’s all folks!

We will spend the remainder of the time

answering your questions!


Example: A Great Job Posting


Why It’s Good


• Clear explanation of the company• Showing off the awards ASI has won• Indepth look into what the job would entail• Concise requirements HR is looking for

Example: Bad Job Postings


Why It’s Bad


• No explanation of the company• Why would I want to work for this company?• Are they recognized by any outside

companies?• No real job description, interviewee has no

clue if they are qualified or not