Walking Peru

1. Walking Peru Staffing Strategies Kelly Youngkrantz Recruitment and Retention

2. Introduction • Walking Peru: • Recreational tourism company focused on a differentiated business strategy • Recognized growing tourism industry in Peru and found competitive edge with activities • Beginning with Airwalk hang-gliding excursions guided by flight instructors and assistants • Hang-Gliding Flight Instructors: • Must have completed hang-gliding program at European school • Critical to the success of Walking Peru’s excursions and safety of customers

3. Staffing Process Walking Peru’s staffing strategies are critical to the success of hiring and retention high quality employees • Elements of Staffing Process: • Job Analysis • Sourcing and Recruiting • Assessment Plan • Selection Process • Onboarding and Socializing Strategy • Evaluating Success of Staffing Plan

4. Job Analysis • Flight Instructor Responsibilities: • Guide customers through entire Airwalk experience • Follow safety precautions • Communicate safety steps to customers • Consistently test flight equipment • Guide the tour process with information on Peru’s attractions

5. Job Analysis (cont.) • Necessary Qualifications: • Completed hang-gliding program at European school and obtained certification • Knowledge of safety and equipment used during hang-gliding process • Experience hang-gliding and tandem flying • Ability to maneuver hang-glider • Ability to quickly and effectively react in emergency situations • Desired Qualifications: • Knowledge of Peru’s attractions and natural landmarks • Ability to communicate well and identify with diverse customers • Ability to innovate and suggest creative ideas for Walking Peru • High passion for flying

6. Sourcing and Recruiting • External Sourcing Strategies: • Job fairs (at school and surrounding establishments) • Advertisements on Walking Peru career website • Advertisements on major internet job boards • Include initial screening assessment • Attend hang-gliding schools and communicate openings to generate interest *Continually evaluate sourcing and recruiting efforts and change as necessary

7. Assessment Plan Which candidates will be a good fit and which will qualify? • Assessment Methods: • Weighted application forms • Followed by quick telephone screening call • Cognitive ability test • Tests logic and perceptual abilities of candidates • Physical abilities test • Tests physical capability of carrying out job • Job knowledge tests • Tests whether candidate possesses required knowledge • Structured interview process • Include behavioral questions • Job simulations • Evaluate demonstration of hang-gliding • Background checks and drug testing • Employment contingent upon passing these tests • Crucial to providing safe experience for customers *Evaluate assessment methods periodically to determine effectiveness of each test

8. Selection Process • Compensatory Approach: • Which applicants have most attractive scores • Possible to compensate high scores on more critical tests for low scores on less important outcomes • Quickly and efficiently contact top performers • Lessen chance they will be lost to competitors or disinterest • Hiring Decisions: • Operations Zone Heads involved • Flight instructors report to this position • Line Supervisor involved • Continually assess and evaluates performance of flight instructors • Human Resource Director knowledge required • Inform of employment regulations and laws

9. Onboarding and Socialization Ultimate Goal: Assist new hires in feeling comfortable and confident with their new position • Orienting: • Familiarizing employees with company’s practices and culture • Completing mandatory employment paperwork • Touring facilities • Socializing: • Incorporating norms and values from all at Walking Peru directly to new hires • Assisting in understanding and adapting to company policies and procedures

10. Evaluating Success of Staffing Plan *Crucial step in the staffing process* • Evaluate methods along the way to determine effectiveness • Manage these steps and change as necessary • Track progress and keep detailed evaluation forms • Receive feedback after flight instructors’ 6-month contracts expire • Questionnaire regarding opinions of entire staffing process • Measure: • Turnover rates • Successful hires from which recruits and methods

11. Conclusion • Completion of staffing strategy is a significant factor assisting in the success of high-quality hires committed to carrying out the company’s business strategy. • Each step of the process must be thoroughly described and continually evaluated to measure success and determine whether any changes or additions must be made.