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

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

Overview of SnagAJob.com We are the number one source for hourly employment. Founded in 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

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.”

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 PositionCost to Replace Food Service Employee$2,000 Retail Employee$8,000 Food Service Manager$19,000 Supermarket Manager$35,000

Building the basics Four elements of a successful hourly recruitment strategy: 1.Brand everything consistently 2.Sell your company in job descriptions 3.Be thorough in your screening 4.Send applicants a speedy response

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. Brand all your recruiting efforts

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

Building the basics Four elements of a successful hourly recruitment strategy: 1.Brand everything consistently 2.Sell your company in job descriptions 3.Be thorough in your screening 4.Send applicants a speedy response

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 Make your job descriptions sell

Don’t do this!

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

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

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

Building the basics Four elements of a successful hourly recruitment strategy: 1.Brand everything consistently 2.Sell your company in job descriptions 3.Be thorough in your screening 4.Send applicants a speedy response

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 Best Practices: Screening/Assessing

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

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

Building the basics Four elements of a successful hourly recruitment strategy: 1.Brand everything consistently 2.Sell your company in job descriptions 3.Be thorough in your screening 4.Send applicants a speedy response

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 Why is a quick response so crucial? Source: SnagAJob.com

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 21 Summary: The benefits of online hourly recruitment

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 Campaign to Hire Virginia Source: SnagAJob.com

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