1. Welcome, Everyone! Retention is Hard Work And FUN!!

2. Pilot Study 5/00 - 9/01

3. Compelling Need  Continuous turnover  Vacancies unfilled  New competition for talent  Lack of competitive salaries  Limited resources for marketing/advertising

4. Our Approach  Identify economic impact & build resolve  Develop targeted sourcing strategy  Redesign recruitment and selection process  Create a compelling value proposition  Implement measurement system

5. Five Highest Rated Tactics (Mercer) Challenging Work Career Development Opportunities Leadership Work Environment Incentives

6. Identify economic impact & build resolve... Cost of Turnover Termination and Hiring Costs Replacement training Job vacancy Lost productivity

7. Identify economic impact & build resolve... Starting salary = $33,000 Turnover Costs as Percent of Salary 25% 50% 100% Per Person $8,250 $16,500 $33,000 Staff of 30 with 33% turnover $82,500 $165,000 $330,000

8. Develop targeted sourcing strategy… Education Level Sourcing Personal Success Characteristics

9. Develop targeted sourcing strategy... Desirable Characteristics Innovative approach to work Tolerance for change/ambiguity Procedural/efficient operation Motivation to help people Knowledge motivation Teamwork orientation

10. Redesign recruitment and selection process... Job Requisition On-line Recruiting Selection On Board

12. Create a compelling value proposition… Brand (Organization Mission) Products (Challenging Jobs) Price (Rewards)

13. Create a compelling value proposition... Deliverables: Value Proposition Statement Reward and Recognition Program

14. Create a compelling value proposition... Salary Increases 15% increase in MSW starting rates Up to $6,000/year per person 23% increase in BA/BS starting rates Up to $4,680/year per person

15. Implement a measurement system…

17. Results  Dramatic reduction in turnover  Quarterly visibility on results/trends  Able to attract more desirable candidates  Increased affiliation to agency  Improved retention  Better accountability and supervision

18. Overall Perspective on Recruitment Know exactly the kind of talent you need Be able to answer the question, “Why should a really good person want to work here?”

19. Overall Perspective on Recruitment Be data driven  Know the type of individual most suited to positions  Understand where to find your best employees

20. Overall Perspective on Recruitment Develop creative solutions Be selective Provide competitive salaries

21. Remember….. WORK HARD AND HAVE FUN! Questions? drice@hillside.com