How to recruit, manage, and retain top talent -- breaking the cycle of high turnover.

1. Five Things You Have to Have
1. Process for Social Hiring
2. Website Pages for Workforce
Management
3. Employee engagement
program
4. Social Media Policy
5. An Open Mind

2. Find the Right Person
• Dealerships report they spend
less than 4 hours in the hiring
process
• Cost of bad hire is 2 to 3 times
the annual salary
• 95% of a managers time is
spent on 5% of the employees
Bad hires cost you money, and even worse –
they keep you up at night!

3. Five Tools
1. Effective application
2. Behavioral interview
3. Reference checking
4. Background checking
5. Candidate scorecard

4. Five Habits
1. Follow a defined process
2. Use the five tools
3. Always be recruiting
4. Include others in the process
5. Never talk yourself into saying yes

5. Spread the Word
1. Sponsor your jobs
Sponsored jobs are highlighted
and only appear when they are
a close match to the job seekers'
queries. They are displayed on
indeed.com or other boards,
reaching millions of qualified
candidates.
(click to enlarge)
2. Create keyword ads
Create advertisements for your open positions. Your ads appear when
job seekers' queries match your keywords. Job seekers click through to
a page on your website.

6. Use Analytics
Job boards offer analytics for
paid spots.
Google Adwords offers tools for
tracking the reach and success
rates of your paid ads.
Keep track of them and make changes to improve your
competitive performance.

7. Make Sure You Screen For:
1. Digital dirt
2. Terrible troll
3. Big mouth
4. Copious contacts and
comments
5. Positively negative
Check out this infographic for more on social screening.

8. Reach the Passive Job Seeker
Passive Job Seeker- This person
is currently employed and not
actively seeking a new
opportunity. He may or may
not be happy in his current role.
Nonetheless, job hunting
consumes 0% of his time.
Tip: Use Twitter and Facebook to post job openings to
catch the attention of passive job seekers.

9. Sell the Job
Making the right hire is a lot like selling
a car. Know your target audience and
market the job to them. Use the right
language, tone, and attitude to get your
ideal candidate excited about this
position. Think about where they are
and market on those channels.
Check out:
Maximizing Millennials
Generational Workplace Characteristics
Generational Personal and Lifestyle Characteristics

10. What Works for Everyone
• Establish objectives, goals and
work plans
• Provide education and training
in multiple formats
• Give on-going coaching and
feedback
• Offer promotional and career development opportunities
• Provide freedom
• Balance, 9-5 doesn’t cut it anymore

11. Employee Engagement = ROI
1. Employee perceptions of job
importance
2. Clarity of job expectations:
Career advancement/
rewards & incentives
3. Regular feedback and dialogue
with superiors
4. Quality of working relationships with peers, superiors, and subordinates
5. Perceptions of the ethos and values of the organization
Satisfaction and Engagement are not the same measurements

12. Return to
the November 2012 KPA Newsletter