Attracting, Hiring And Retaining DRIVERS

1. Attracting, Hiring And Retaining DRIVERS Building a next generation workforce to sustain and drive your business forward Presented by

2. How to Attract the Caliber of Talent You Need and Want…. Brand Your Company as "THE Place to Work” Can Advertising to Job Candidates Be the Future of Hiring? Writing a Job Posting that “Sells” Treat Your Recruitment Process Like a Good Customer Service Experience Evaluating Candidates How a Video Culture can Attract New Talent and Boost Productivity Targeting “Millennials” Retention… Driving Continued Success 2 3 1 4 5 6 7 8

3. 1 Brand Your Company As “The Place To Work”

4. Brand Your Company As “The Place To Work” PERCEPTION is EVERYTHING BUILD IT AND THEY WILL COME You want your customers to perceive your company as Trustworthy-strong values and clear mission Committed to safety- equipment, technology, knowledge, experience Committed to their needs-comfort and convenience You want prospective employees to feel the same way… to think of your company as a great place to work.

5. Brand Your Company As “The Place To Work” PERCEPTION is EVERYTHING BUILD IT AND THEY WILL COME • Stand out with a great website – Use big visuals, slideshows and video • Is the Careers Section of your website updated and engaging? • Are you appealing to prospective employees with your job postings,your brand and your culture?

6. Brand Your Company As “The Place To Work” PERCEPTION is EVERYTHING BUILD IT AND THEY WILL COME Do you share profiles of key employees that present your company in the best light? Do you reward and highlight driver success stories that illuminate outstanding careers and safety records? Do you tout the milestones, awards and accolades that your team has achieved? Are you in tune with employee morale? Don’t ignore it.

7. 2 Can Advertising to Job Candidates be the Future of Hiring?

8. Can Advertising to Job Candidates Be the Future of Hiring? • Rethink How You Recruit- Develop a Marketing Strategy • HOW, WHY and WHERE Candidates Search for New Jobs • Recognize that Job Seekers are MOBILE • Expand Your Reach with Social Media • Messaging- Your Chance to Stand Out • Building a Bench- Playing the Long Game with Passive Candidates • Performance-Based Recruitment Marketing • Recruitment ROI

9. 3 Write a Job Posting That “Sells!”

10. Write a Job Posting That “SELLS!” A Common Job Posting 1. • Not visually appealing • Is this full-time or part-time? • How much experience? Contradicts. • Limited opportunity to apply. • What about the opportunities? Why should anyone apply? • PLEASE DO NOT CALL UNLESS YOU ARE AN EXPERIENCE COACH DRIVERemployment type: part-time • MUST HAVE CLEAN CDL LICENSE WITH BP ENDORSEMENT • MUST HAVE AT LEAST 5 YEARS PRIOR EXPERIENCE AS A COACH BUS DRIVER(NO TRUCK DRIVERS PLEASE, MUST HAVE AT LEAST 3- 4YRS EXPERIENCE DRIVING A COACH BUS) • MUST BE FLEXIBLE TO WORK FULL-TIME OR PARTIME HOURS • MUST BE ABLE TO DO MULTIPLE DAYS OVER THE ROAD TRIPS AS A FULLTIME DRIVER. • MUST BE ABLE TO TRAVEL TO CANADA. • MUST BE COURTEOUS, FRIENDLY, CAUTIOUS, VERY RESPONSIBLE AND HAVE KNOWLEDGE OF NYC AREAS AS WELL  • MUST BE ABLE TO UNDERGO FULL BACK GROUND CHECKPlease Send Your Current Resume With Copy Of Your Current Abstract Or Fax Resume And All Inquiries To xxx-xxx-xxxx or Email To Support SERIOUS INQUIRIES ONLY. MUST HAVE CLEAN LICENSE WITH NO VIOLATIONS,(WE WILL MAKE NO EXCEPTIONS)****PLEASE NOTE****CALLS TAKEN ONLY ON MONDAY TO THURSDAYS 12:00PM-5:00PM 2. 3. 5. 4.

11. Write a Job Posting That “SELLS!” A Better Job Posting 1 • Explains who is the ideal candidate • Touts the benefits • Grabs your attention • Showcases the company 2 3 4

12. Write a Job Posting That “SELLS!” How to Craft a Compelling Job Posting CaptureTheirAttention-Present the Most Important Information Front and Center! Don’t Be So Generic- Be Creative toMake Your Opportunity Stand Out! Provide Ample Details- Pay, Hours, Requirements, Benefits, Job Duties Describe Your Ideal Candidate- Attract the Best Describe Why Your Company is a Great Place to Work –Showcase Awards, Opportunities, Perks, and Incentives

13. 4 Treat Your Recruitment Process Like a Good Customer Service Experience

14. Treat Your Recruitment Process Like a Good Customer Service Experience.. Here's How… Make Use of Technology Give Them a Window Be the One in Charge Know Your Price Point Know Your Product 2 1 3 4 5

15. 5 Evaluating Candidates

16. Evaluating Candidates Helpful tips to select the best of the bunch: • Utilize Personality and Career Assessment Tools • Review Job Description with Candidate • Use an Interview Template of Targeted Questions • Reevaluate Your Interview Process TAKEAWAY: Revamp Your Job Interview Questions Use specific questions for each type of position.

17. 6 Build a Video Culture to Attract New Talent and Boost Productivity

18. Build a Video Culture to Attract New Talent and Boost Productivity • Demonstrate Your Company in a Cool Way- Be Quirky, Fun, Informative • Explain Job Opportunities with Specifics - Improve Applicant Quality • Include Information about How to Apply • Share Candid Interviews with Current Employees • ImproveProductivity-Use Video for Initial Interviews and Onboarding

19. 7

20. Targeting Millennials First, understand your audience. Millennials by the numbers… • 40 million - The number of millennials currently in the workplace • 75% - The percentage of millennials in the workforce in the year 2025 • 89% - The percentage of millennials who prefer to choose when and where they work • 45% - The percentage of millennials who will choose workplace flexibility over pay • 56% -The percentage of millennials whowon’t accept jobs from companies that ban social media • 2 years - The average tenure for millennials • $24,000 - The average cost to replace each millennial employee

21. Targeting Millennials What Appeals to Millennials? • In order to attract millennials to driver jobs, consider offering: • Signing Bonus • Paid Training • Performance and Safe Driving Incentives • Flexible Schedule • Gym Membership Reimbursement • Paid Vacation and Holidays • 401 K -Company Matching • Company-Paid Medical, Dental, Vision, Life Insurance • Competitive Salary with Guaranteed Work • Community Service Opportunities • Team Events • Meal Reimbursement

22. Targeting Millennials How to Attract, Hire and RetainMillennials • Focus on Work-Life Balance • Treat Them Like Family • Mentor • Millennials are Goal-Oriented –Offer Advancement Opportunities • Incentives • State-of- the- Art Technology • Create Teamwork-based Culture of Recognition

23. 8 Retention… Driving Continued Success

24. Retention… Driving Continued Success Key Ingredients for Success: • CULTURE • What To Do: • Define • Implement • Cultivate • Emphasize • The Result: • More Invested and Engaged Team • Better Customer Service • Positive Impact to Your Company’s Bottom Line

25. Retention… Driving Continued Success Key Ingredients for Success: Driver- Supervisor Relationships What To Do: • Examine the Department’s Dynamics, Strengths and Challenges • HR and Leadership Visits to Depot • Listen to Driver Feedback • Driver Surveys- Bi-Annual or Quarterly • Offer Training Support The Result: • Learn-What Company Does Well- What Requires Improvement • Strengthens Driver-Supervisor Relationship • Improves Driver Job Experience • More Cohesive Team=More Productive Workforce • More Employee Referrals • Improves Retention

26. Retention… Driving Continued Success Key Ingredients for Success: • Career Development • What To Do: • Develop Leadership and Career Development Programs • • Offer Tuition Reimbursement for Industry-related Courses (Safety, First Aid) • • On-site Continuing Education Training • • Develop Comprehensive New-Driver Orientation Program • • Mentoring Programs • • Annual Performance Reviews • • Establish Goals • The Result: • Makes New Drivers Feel Welcome • • Develops Driver Skills • • Improves Customer Experience • • Develops Careers-Creates Workforce Longevity • • Drivers Focus on Their Personal and Professional Development • • Builds Loyalty and Employee Referrals • • Shows Drivers Their Potential For Advancement to Leadership Roles

27. Retention… Driving Continued Success Key Ingredients for Success: • Compensation and Recognition • What To Do: • Determine What Your Competitors Are Paying • • Identify Turnover and Inefficiencies –Reallocate Resources • • Compensate Adequately and Fairly • • Include Performance Incentives as Part of Compensation • • Create Recognition Programs • • Offer Non-Financial Rewards-Trips, Prizes • The Result: • Motivates and Improves Productivity • • Boosts “Employer Brand” • • Drives Retention • • More Referrals • • Improves Customer Service

28. Get on the Road to Driver Recruitment CareerCocan help! Contact ABA@careerco.com Maryellen Adams Director of Association Partnerships madams@careercocorp.com 718.307.6258 Presented by