Hiring Retaining Top Performers Hiring Retaining Top Performers

Hiring & Retaining Top Performers

Hiring & Retaining Top Performers

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’

Four kinds of recruiting messages that the best people respond to: 1. "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. 2. "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. 3. "Save the World. " It attracts people who want a company with an inspiring mission and an exciting challenge - a pharmaceuticals, hightech, or green energy company for instance. 4. "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

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

Step 2: Write A Compelling Job Description Boat Rigger Hiring & Retaining Top Performers A Boat Rigger at Bad. Ass Boats 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 must be adaptable to new techniques that set our high performance boat company apart from the rest. Successful candidates must communicate well, interface with quality assurance personnel and other assemblers as well as work well in a cooperative team environment.

Step 2: Write A Compelling Job Description Position Profile Located just 15 miles northeast of beautiful San Diego, Bad. Ass Boats (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. Hiring & Retaining Top Performers 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 BAB factory 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 selfcritique, re-evaluation of design, and refined production techniques. Each BAB is the newest "work of art" complementing our ever-growing gallery of boats. Bad. Ass Boats is the company striving to make the difference between ordinary and extraordinary in all aspects. Company Profile Bad. Ass Boats 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. Bad. Ass Boats 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.

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

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

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

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

Step 7: Telephone Interview Set a phone appointment Hiring & Retaining Top Performers Be prompt! Reintroduce yourself, your company & the position Walk through the resume: confirm dates, titles, education, reasons for leaving Why are you interested 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?

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 Hiring & Retaining Top Performers Start with a facility tour 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

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? ?

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

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. Hiring & Retaining Top Performers 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. 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: ______________ Candidate __________ Date

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Hiring & Retaining Top Performers neal@brooksmarinegroup. com