Recruiting the RIGHT People

1. Develop your own sources [community colleges, tech schools, high schools, related businesses] within a 30 mile radius Always use ‘candidate friendly’ ads and run them in the right places. Recruiting the RIGHT People Recruiting the RIGHT People First, you must Attract the best in your city Know and be able to communicate ‘who you are’ u Magnetize your company by building your local image [civic groups] u Dedicate more time to the ‘people search’ u u Recognize recruiting as building relationships u u Identify sources ‘beyond the classifieds’ u u Referral programs turn employees into recruiters

2. Effective Recruiting Sources Intra-Unit Inst. of Internal Position Source Classifieds Referrals Transfers Higher Ed Development Reg. Mgr. Branch Mgr. Office Mgr. Prod. Mgr. Sales Mgr. T/S Mgr. Lawn Tech. T/S Tech. Sales Rep. CSR

3. Identifying the ‘Best Candidate” • Is everyone clear about WHO it is we • are trying to hire?? • Describe the ‘Best Candidate” • Thinking about your two best team members ever! • Experience at time of hiring • Skill set at time of hiring • Personal style/attitude on day one!

4. 2-Year College 30 mile radius High School Branch Friends of employees Tech School Vendors Recruiting Target Zone

5. How To Attract More Winners • To attract the kind of people who care about commitments, goal achievement, quality, career advancement and success, you and your company must be known as the kind of people with whom WINNERS would like to be associated. • Achieving this is tough but possible if you “MAGNETIZE” your operation: • Public view of your company is positive from the job candidate’s point of view.

6. How To Attract More Winners • Your employment advertising is consistent in content and emphasis with the values and comfort level of the best candidates. • Ads for aerators usually attract aerators. • Ads emphasizing aggression and short term gain with slick verbiage, attract people who feel good about those things and find them desirable. • Ads promoting quality, reputation and career growth attract a different sort of candidate.

7. How To Attract More Winners • Understand…your employees talk! • What are your core values? • What is your company know for locally? • What do you teach your staff about quality? • Do you, the leader, practice what you preach? • Are you consistent [actions/communications]?

8. Recruiting…Beyond the Newspaper We have reached the point at which classified ads in the paper will not deliver the number of acceptable job candidates you need. Below, after discussion in your group, list six things you believe will help you find additional candidates. 1. 2. 3. 4. 5. 6. Now the hard part…a plan to execute. After discussion in your group, answer the following: - Who will be responsible for executing the plan? - What resources do I need? - How much time will be involved? - Can you realistically prioritize this activity?

9. Recruiting…Beyond the Newspaper • Improvement ideas: • Postcard to certified applicator list (State Department of Agriculture). • Yellow pages list of technical schools, career centers, community colleges (call for instructor list). • Hiring notice at vendor locations. [Lesco, gas station, etc] • Internet recruiting sites like “Monster”, “Career Builder” and Ferrell’s Jobs in Horticulture and “hortjobs.com” internet site. Can you name more? • Emphasize ‘referral bonus’. $CASH to find candidate…must last the season. • Test Spanish speaking newspaper/radio. • Let those who can help know [customers, neighbors, churches]. Are you using these “people magnets”?

10. People take jobs that look good from the outside • People keep jobs that feel good from the inside • Job #1 - Make it look good! • *Minimal experience required • *Full paid training provided • *Minimum supervision…work on your own • *Work outdoors not in an office or factory setting • *Job and work schedule flexibility, minimum Saturday work • *Comfortable, friendly team atmosphere • *Opportunity to grow within organization • *Competitive compensation with outstanding benefits “Magnetize” Ad Copy

11. Candidate Phone Screen • Candidate: _____________________ Phone/Fax: _____________ • Address: _____________________________ e-mail: __________ • Phone contact date: _____________________________________ • 1. How did you hear about our company? • What is your major reason for considering our company? • Describe any previous industry experience. • Do you have a valid driver’s license? • What are your base salary requirements? • Do you understand our pre-hire drug screen policy? • Phone Screen Evaluation: I recommend ( ) further, ( ) no further activity with this candidate. • Comments/next Steps: ______________________________________________________ • _________________________________________________________________________ • _________________________________________________________________________

12. ‘Never Stop Recruiting’ Name Address Phone Contact Record ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ Notes/Actions I Need to Take:

13. Are You Ready? • Recruiting Plan • Staffing time line [allow plenty of hiring and training time]! • Identify recruiting sources/locations/key people • Set up employee referral plan • Clear position descriptions written and ready • Ad copy ready for each position and each media choice • Think ahead to interview location and set aside specific times

14. This information provided by Bill HoopesGrass Roots Training/Consultingwww.trainandkeeppeople.comBlog: www.trainingchamp.wordpress.com