Hiring & Retaining Top Performers

2. Hiring & Retaining Top Performers

3. Talent Mindset Replace Marginal Performers Always Be Recruiting Hiring & Retaining Top Performers

4. The most important corporate resource over the next 20 years will be TALENT And even as the demand for talent goes up, the supply of it will be going down. Hiring & Retaining Top Performers 70 million baby boomers No more ‘trades’

5. Four kinds of recruiting messages that the best people respond to: • "Go with a Winner." It's for people who want a high-performing company, a company where they're going to get lots of advancement opportunities. • "Big Risk, Big Reward." The people who respond to it want an environment where they're challenged either to do exceptionally well or to leave - where there's considerable risk but good compensation, and where they can advance their career rapidly. • "Save the World." It attracts people who want a company with an inspiring mission and an exciting challenge - a pharmaceuticals, high-tech, or green energy company for instance. • "Lifestyles" message. These people seek companies that offer them more flexibility and better lifestyle benefits - such as a good location or exciting product. Hiring & Retaining Top Performers Source: ‘The War for Talent; Charles Fishman

6. Step 1: Needs Analysis Profile Title Reports Duties & Responsibilities Hiring & Retaining Top Performers Qualifications Priorities & Challenges Compensation Search Strategy

7. Step 2: Write A Compelling Job Description Boat Rigger A Boat Rigger at BadAssBoats must have their own tools and a mechanical background with emphasis in stereo installs. This position will require experience in the use of power tools- drills and saws. To fill this position, the person must be patient, be able to read assembly and electronic drawings, and be personally meticulous with pride in craftsmanship. They mustbeadaptable to new techniques that set our high performance boat company apart from the rest. Successful candidates mustcommunicate well, interface with quality assurance personnel and other assemblers as well as work well in a cooperative team environment. Hiring & Retaining Top Performers

8. Step 2: Write A Compelling Job Description Position Profile Located just 15 miles northeast of beautifulSan Diego, BadAssBoats (www.badassboats.com) is a world leader in the design and production of high performance racing powerboats. Our state-of-the-art facility has sustained the most significant and ambitious new model development and tooling program in the industry, encompassing six new boat models in just 7 years.In just over a decade, Dave and the BAB crew have redefined the boundaries of the custom boat world. This is the result of endless dedication to "state of the art" boat production, a desire to be forerunners in the industry and attaining a level of quality workmanship that is unparalleled.Unlike most conventional boat builders, every boat produced at BAB is treated as an individual, unique creation, customized to the precise wishes and desires of each intended owner. Every model is an original, created in-house by BABfactory trained technicians, using the latest and most advanced design and construction technologies available today.From concept to delivery, every boat produced at BAB is a project of passion; a passion for endless self-critique, re-evaluation of design, and refined production techniques. Each BABis the newest "work of art" complementing our ever-growing gallery of boats. BadAssBoats is the company striving to make the difference between ordinary and extraordinary in all aspects. Hiring & Retaining Top Performers Company Profile BadAssBoats seeks a Boat Rigger to join out team of expert technicians. This person will be charged with interpreting assembly and electronic drawings to perform mechanical and electrical installations. Special emphasis will be placed on the installation of custom stereo and related electronic components. As a true professional, this Boat Rigger will be expected to provide their own tools, have a strong mechanical aptitude and should strive to be personally meticulous with particular pride in craftsmanship. BadAssBoats is looking to add team members who can bring new techniques that set our high performance boat company apart from the rest. Successful candidates will communicate well, interface with quality assurance personnel and other assemblers and work well in a cooperative team environment.

9. Step 3: Meet With Employees to Solicit Referrals Hiring & Retaining Top Performers

10. Step 4: Post the Position Hiring & Retaining Top Performers craigslist

11. Step 5: Search Your Database Hiring & Retaining Top Performers electronic database keyword searchable purge annually

12. Step 6: Rank Your Candidates high priority need more information let down Hiring & Retaining Top Performers

13. Step 7: Telephone Interview Set a phone appointment Be prompt! Hiring & Retaining Top Performers Reintroduce yourself, your company & the position Walk through the resume: confirm dates, titles, education, reasons for leaving Why are youinterested in the position? What do you believe are your strengths? If you had to ask your boss…? Compensation history How easy or difficult would relocation be? What do you do for fun? Hobbies & personal interests? Timing? Immediate projects? Other positions you’re considering?

14. Step 8: Face-to-Face Interview Detailed itinerary; limit downtime Book flight early; select hotel carefully Prep the candidate Schedule multiple candidates in successive days Start with a facility tour Hiring & Retaining Top Performers Assign each interview with specific questions/topics Avoid the ‘interview by committee’ Don’t neglect the spouse!! Stick to behavioral-based interview questions Work the candidate ‘up’ the organizational chart Build in time to see the area; guided tour Close with the

15. Step 9: Reference Checks Hiring & Retaining Top Performers Name, working relationship, daytime phone number, e-mail address Give the reference a heads-up Ask tough questions Recruit the reference??

16. Step 10: The Offer Hiring & Retaining Top Performers Get it right the first time; verbal, then written Cover the counter-offer Acceptance date, notice date, start date Keep other candidates warm Touch base weekly

17. September 14, 2011 Mr. Joe Bloe 117 Anywhere Street Pleasantville, NC, 28403 Dear Joe: I am pleased to confirm our employment offer to you for the position of (Title) at Rybovich. I am confident that you will make an immediate contribution to our outstanding team! In your capacity as (Title), you will report directly to (Name), Director-Project Management. As we discussed, your weekly pay will be $________, less applicable withholding and benefits elections. You will also participate in our management incentive plan for 2012. The plan for 2012 is comprised of two independent periods of financial performance (January through June and July through December) In each period, the Plan funds at Base performance and provides compensation of $______. However, at the “Stretch” performance level, the Plan will provide you a $_______ bonus. The second period for 2011 likely will not be available to you, based on your service entry point though you would participate fully in 2012. The position of Project Manager is exempt from the overtime provisions of the Fair Labor Standards Act. In addition, Rybovich will also provide the following relocation benefits (subject to your acceptance of the Relocation Repayment Agreement): • Temporary housing for up to two (__) months at ___________ located in (City), Florida or equivalent depending upon availability; • Reimbursement of expenses (mileage, food, hotel) for the movement of one vehicle from your home to the West Palm Beach area; and • Reimbursement for the cost of a U-Haul or related vehicle to move household goods from your current residence in (City) to the West Palm Beach area and will include any associated costs (i.e., boxes, fuel, hotel in transit, etc.). You will have access to our benefit programs on the first day of the month, on or after 60 days of employment. You will also be eligible to participate in our 401(k) on the first day of any calendar quarter, on or after 60 days of employment. Our company match is __% on up to ___% of deferred compensation. Our company benefits and your specific obligations as an employee will be discussed during your orientation. Hiring & Retaining Top Performers This offer is not meant to constitute an employment contract or guarantee of compensation or employment for any specific period of time, as all of our team members are considered “at will”. Please sign this offer letter and return it to me via fax, email, or mail. (Name), the above is the essence of our offer. Perhaps more importantly than the specifics of this offer is our belief that this truly will be a win-win for all of us. We believe you are going to bring a much needed resource – namely yourself – to our team. Again, I am delighted that you are considering joining Rybovich. I look forward to working with you as we drive this company to the highest levels of performance. Sincerely, Accepted by: ___________________________ ___________________ CandidateDate

18. Best Practices Regular Employee Reviews Training & Development Internships & Apprenticeships Hiring & Retaining Top Performers Embrace Technology Customer Service Going Green Employee Recognition

19. Hiring & Retaining Top Performers • neal@brooksmarinegroup.com