Hiring & RetainingTop Performers

Hiring & RetainingTop 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.

70 million baby boomersNo more ‘trades’

Hiring & RetainingTop Performers

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, high-tech, 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.

Source: ‘The War for Talent; Charles Fishman

Hiring & RetainingTop Performers

Priorities & Challenges

Step 1: Needs Analysis Profile

TitleReports

Duties & Responsibilities

Qualifications

Compensation

Search Strategy

Hiring & RetainingTop Performers

Step 2: Write A Compelling Job Description

Boat Rigger

A Boat Rigger at BadAss 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.

Hiring & RetainingTop Performers

Step 2: Write A Compelling Job Description

Located just 15 miles northeast of beautiful San Diego, BadAss 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.

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 self-critique, re-evaluation of design, and refined production techniques. Each BAB is the newest "work of art" complementing our ever-growing gallery of boats. BadAss Boats is the company striving to make the difference between ordinary and extraordinary in all aspects.

BadAss 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. BadAss 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.

Company Profile

Position Profile

Hiring & RetainingTop Performers

Step 3: Meet With Employees to Solicit Referrals

Hiring & RetainingTop Performers

Step 4: Post the Position

craigslist

Hiring & RetainingTop Performers

Step 5: Search Your Database

electronic database keyword searchable purge annually

Hiring & RetainingTop Performers

Step 6: Rank Your Candidates

high priority need more information let down

Hiring & RetainingTop Performers

Step 7: Telephone Interview

Walk through the resume: confirm dates, titles, education, reasons for leaving

Set a phone appointmentBe prompt!Reintroduce yourself, your company & the position

Why are you interested in the position?What do you believe are your strengths?If you had to ask your boss…?Compensation historyHow easy or difficult would relocation be?What do you do for fun? Hobbies & personal interests?Timing? Immediate projects? Other positions you’re considering?

Hiring & RetainingTop Performers

Hiring & Retaining

Top Performers

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

Start with a facility tourAssign 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

Hiring & Retaining

Top Performers

Step 9: Reference Checks

Name, working relationship, daytime phone number, e-mail addressGive the reference a heads-upAsk tough questionsRecruit the reference??

Hiring & Retaining

Top Performers

Step 10: The Offer

Get it right the first time; verbal, then writtenCover the counter-offerAcceptance date, notice date, start dateKeep other candidates warmTouch base weekly

Hiring & Retaining

Top Performers

September 14, 2011

Mr. Joe Bloe117 Anywhere StreetPleasantville, 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.

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

Hiring & Retaining

Top Performers

Best Practices

Regular Employee Reviews

Training & Development

Internships & Apprenticeships

Embrace Technology

Customer Service

Going Green

Employee Recognition

Hiring & Retaining

Top Performers

neal@brooksmarinegroup.com