1. The Seven Attributes of Radio Recruitment & Retention Marketing 1)Recruitment Advertising 2)Creation of a public relations message for the company/school 3)Creating a true employee recognition program 4)Increasing retention rates 5)Increasing employee morale 6)Driving qualified applicants to a company’s job line 7)Driving qualified applicants to a company’s recruitment website Additional Advantages of Radio Recruitment Marketing:  Radio allows a company to reach into the employed sector  Radio allows a company to recruit away from your competitors  Radio reaches people numerous times with your message  Radio allows a company to recruit 24 hours a day  Radio creates a networking effect  Radio is cost effective and produces track-able results  Radio is a proactive means of recruiting  Radio doesn’t charge for commercial production or changes If your company is searching for the best way to reach qualified candidates, it’s time you discovered radio. Radio….the new recruitment tradition.

2.  Radio enables you to recruit from your competitors  50% of the people who respond never “hear” the commercial  Reach behind competitors’ walls  Dramatically lowers non-qualified applicants  Lowers your cost-per-quality lead  Eliminates moving expenses  Fast turnaround time  An aggressive means of locating applicants  Targeting of applicants  Impulse job changing decisions  Competitively priced with the newspaper  ADA, EOE, age discrimination compliance issues  No charges for production, creative work, or changes

3. Choose a station that fits your opening (s) Don’t choose a station because you like it Don’t disregard a station because you don’t like it Radio stations have pertinent information regarding their audiences If someone tells you they are #1, forget about it

4.  Setting realistic expectations for the program  The number of weeks you’ll need to run  Quantifying and qualifying the results of radio  Results will vary from time to time and with the difficulty of the position  Nothing works every time  Results from the radio will end by the time the newspaper leads start  Should end up with less applicants, but better quality  You get discounts with radio, just like the newspaper  Be realistic  Help in outside markets  Grand openings  Student recruitment  Temporary, permanent, contract or technical recruitment

5.  Run the commercials throughout the day  Run the commercials as many times as your budget will allow  The station will tell you when the ads are running within a five to ten minute period  You can receive an affidavit for your radio recruiting schedules

6. Nearly One-Half of American workers say their company’s brand or image played an important role in their decision to apply for a job at their respective workplace 90% of those who were influenced to join their company, because of its brand or image, consider their company’s products and services better than those of its competitors 43% of those who joined their company due to brand image were extremely satisfied with their jobs Source: Maritz Poll Your Company’s Strong Brand Image can Attract and Retain Employees!

7.  Five Key Elements:  Company Name  Phone Number  Position(s)  Requirements/Benefits  EOE  Name and phone number two to five times  Commercials run Sunday, Monday and Tuesday  Ads are directed  Telephone response  Two to three positions per ad  Hear the commercial before it runs  Make sure the ad is accurate

8.  Recruitment advertising (posting service)  Creation of a superior PR campaign  Creation of a “true” employee recognition program  Service awards  Longevity  Employee/former student voiced ads (possible monthly sales reward)  Ads voiced by people recently coming over from a major competitor  Increased employee morale  Increased retention rates  Fast food, telemarketing, customer service, retail convenience stores  Drive qualified applicants to a company’s job line  Drive qualified applicants to a company’s recruitment website The Cost of Turnover: Many of you have asked how to calculate the cost of turnover. And until I saw a formula in Success in Recruiting and Retaining, I did not know myself. Now we all will know. Here are the steps for the formula: 1.Annual wage: ___________ x.25 = ___________ 2.Annual wage: ___________ x.30 = ___________ x.25 = ________ 3.Total turnover cost per employee (add lines 1 and 2) : ____________ 4.Total number of employees who left: __________ 5.Total cost of turnover (multiply lines 3 and 4): ___________________ Formula from Saratoga Institute and Keppner-Tregoe Inc.