Generating a Powerful ROI From Your Online Hourly Recruitment Strategy

1. Generating a Powerful ROI From Your Online Hourly Recruitment Strategy May 7, 2010

2. Agenda • Overview of SnagAJob.com • Hourly hiring by the numbers • Components of a successful hourly recruitment strategy • Summary of benefits of online hourly recruitment • Campaign to Hire Virginia

3. Overview of SnagAJob.com We are the number one source for hourly employment. • Founded in 1999 • 22 million+ registered hourly job seekers • 8 million site visits per month • Twice selected (2008 & 2009) by the Great PlaceTo Work Institute as a Best Small Company to Work For in America • Regularly featured as industry experts by national media, including the Today Show, CNN, Good Morning America and USA Today

4. The hourly hiring universe Your hourly workers are the face of your company. • Your hourly workers are what differentiates you from your competition. Successful companies know this. • Starbucks CEO Howard Schultz says his partners’ “passion and devotion is our number-one competitive advantage.”

5. Hourly hiring by the numbers Replacement costs for the average hourly worker have a major bottom-line impact. Sources: People Report, 2008; The Society for Industrial and Organizational Psychology; Center for Retailing Excellence; Coca Cola Retailing Research Council: New Ideas for Retaining Store-Level Employees, The Hay Group

6. Building the basics Four elements of a successful hourly recruitment strategy: • Brand everything consistently • Sell your company in job descriptions • Be thorough in your screening • Send applicants a speedy response

7. Brand all your recruiting efforts • Your employer brand reflects your customer brand. • Your customer brand is strengthened by your employer brand. • Talk to the unique advantages of your brand. • Reassure job seekers they’re in the right place.

8. Brand consistency case study: AMF AMF retains control over branding of recruiting efforts across all platforms. #1 Job board #2 Social media #3 Company website

9. Building the basics Four elements of a successful hourly recruitment strategy: • Brand everything consistently • Sell your company in job descriptions • Be thorough in your screening • Send applicants a speedy response

10. Make your job descriptions sell Common mistakes in job descriptions: • No powerful words to grip attention at the beginning of each line • Starting with “Our company’s story begins in 1939, when….” • Neglecting to include all perks and benefits – things like free uniforms or flexible hours can make a significant difference • Be specific about what you are looking for in a candidate to eliminate unqualified candidates

11. Don’t do this!

12. Job descriptions case study: Build-A-Bear Posting template is consistent with company brand Language illuminates company culture Use of pictures and clear job overview to set expectations

13. Job descriptions case study: Build-A-Bear Comprehensive details on the company and the role in easy-to-read format Don’t be afraid to brag – you are selling your company to potential job seekers AND potential customers

14. Best practices: Video in job postings Best Practices when producing an employment video • Keep it brief – average time is 2:20 minutes • Keep it real – real employees, expressing real opinions • Keep control – HR/Recruiting should have strong voice in project • Keep it fresh - A properly crafted video will have shelf life • Don’t just sell, educate - Give an honest representation of the job • Don’t skimp on quality - A high quality video will present your company in the best light • source: Mad Dash

15. Building the basics Four elements of a successful hourly recruitment strategy: • Brand everything consistently • Sell your company in job descriptions • Be thorough in your screening • Send applicants a speedy response

16. Best Practices: Screening/Assessing Two levels of screening questions • Pre-screening questions cover the basics, like: • Availability/flexibility, experience and attitude • Detailed assessments give more insight into candidates’ characters: • Scores for initiative, judgment, frustration tolerance, energy 2 buckets of screening: • Standardized from corporate: • Minimum age requirements for certain positions, legally authorized to work in the US, etc. • Customized in field (limited in scope): • Availability, reliable transportation (public transportation issues, etc.), experience

17. Screening questions case study: Tractor Supply Company Questions about specific skills and knowledge Long-form questions that give managers enough detail to select top candidates Overall assessment is not too long – applicant should be able to answer all in 10 minutes or less

18. Screening questions case study: Tractor Supply Company • Without detailed and store level screening, 60%+ of store managers did not want to continue to receive applications • Added screening based on store manager feedback: • Averaged 95 screened applications per store in 60 days • After that 60 days, 92% of hiring managers said they saw a significant increase in quality of applications • 90%+ of hiring managers prefer to receive online applications to any other source

19. Building the basics Four elements of a successful hourly recruitment strategy: • Brand everything consistently • Sell your company in job descriptions • Be thorough in your screening • Send applicants a speedy response

20. Why is a quick response so crucial? • Seekers apply to 3 jobs per online session, on average • 56% of job seekers expect some kind of response within 48 hours • Getting hired quickly was the most important factor for 37% of job seekers • Result: The best candidates are snapped up quickly Source: SnagAJob.com

21. Summary: The benefits of online hourly recruitment • Additional source of quality candidates • Keep the funnel full to build the bench • Brand building & consistency • Opportunity to sell the company and the job • Time efficiencies • Cost efficiencies • Measurable results Quality hires at a lower cost per hire 21

22. Campaign to Hire Virginia Free 60-day Job Posting • Offer begins May 11, 2010 • No credit card required • New accounts only • Unlimited job postings for up to 10 locations.  • Offer expires on July 31, 2010 Source: SnagAJob.com

23. Questions?