successful recruiting fundamentals janice webster august 2009

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


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


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


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


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


Associations

Career Fairs





Word of mouth

Referrals


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


Associations

Career Fairs





Word of mouth

Referrals


5. Have a continuous improvement philosophy:

=

Quality Hire

So

urc

ing

Str

ate

gy

High school

College/University


Associations

Career Fairs





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


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%


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

successful recruiting fundamentals janice webster august 2009

Documents

number of referrals

recruiting fundamentalshave

recruiting fundamentalsknow

number of students

number of resumes

recruiting fundamentalsii

number of westjet employees7

social medianetworking