Employee Recruitment & Onboarding by Michelle Wiering

Employee Recruitment and Onboarding

Michelle Wiering Treasure Island Resort & Casino Talent Acquisition Manager

The Basics: according to the Cambridge Dictionary Employee Recruitment:

Employee Onboarding: Noun

Noun

The act of finding people to work for a

The process in which new employees gain

company or become a member of an

the knowledge and skills they need to

organization. ★ ★ ★

Advertisement Employ Retain

become effective members of an organization ★ ★ ★

Acquire Assimilate Teachable

EMPLOYEE RECRUITMENT

Recruiting Methods

Most Popular: ★ Company Websites ○

85% of companies recruit new employees through their company website

★ Employee Referrals ○

90% of companies recruit new employees through referrals from current employees

★ Free Job Boards ○ ○

71% of companies recruit new employees via free job boards Ex. Indeed, LinkedIn, Handshake

According to LinkedIn HR Statistics February 24, 2023

Let’s not forget about: ★ Community Events ○

Sponsor a booth or a portion of the event

★ Career Fairs ○

Hiring Events & Hire on Bonuses

★ College and High School ○ ○ ○ ○ ○ ○ ○ ○

Host a table Mock Interview events Resume review events Host a lecture on your industry Lunch and Learns Attend Meet & Greets Handshake / Symplicity Offer a scholarship

★ Internships ○

Job shadowing

★ Behind the Scenes Events ○

High school/College tours of organization

★ Networking Events ○ ○

Host your own, or attend others Casual Mixers ■ company themed beverages and appetizers ■ Trivia on the organization, help candidates get to know your company values

Team Work Makes the Dream Work!

But wait… THERE’S MORE! ★ Hot Job Flyers ○

Partner with teachers and local organizations

★ Talroo or Appcast ○

Job advertising platforms

★ Jobiak ○

Harness Google Jobs

★ Paid Advertisement ○

Google, Glassdoor/Indeed, TV/Radio Commercials, Newspaper

★ Sponsored Jobs ○

Indeed, LinkedIn, CareerBuilder, etc.

★ Cold Calls ○

Resume searches via Indeed, CareerBuilder, LinkedIn, MinnesotaWorks, etc.

★ Billboards ★ Postcards ★ Geofencing ★ Social Media ○

TikTok, Facebook, Twitter

★ Gaming Floor Signage ★ Offer career transitions for company’s planning a layoff

Hot Job Flyers

Advertising Treasure Island Resort & Casino vs our competitors

https://Treasure Island Resort & Casino Commercial

https://youtu.be/7a0xeIF3Nqc

https://youtu.be/cU9r4LxG29s

TikTok ★ Advertise Your Business ○ ○ ○ ○

Behind-the-scenes content Office Tours Interview with employees ‘A day in the life’

○ ○

Business niche Recruitment process

★ Educate Your Candidates

★ Create a Hashtag Challenge

Arapahoe Basin, thanks your employees: https://www.tiktok.com/@arapahoe_basin/video/7 245785113202756910?is_from_webapp=1&sender _device=pc&web_id=7279500232042333742

McDonald's behind the scenes: https://www.tiktok.com/@mcdonaldsmauritius/vid eo/7273860380588248325?is_from_webapp=1&se nder_device=pc&web_id=7279500232042333742

Walmart’s #skipchallenge: https://www.tiktok.com/@walmart/video/7237582 807701163306?is_from_webapp=1&sender_device =pc&web_id=7279500232042333742

86% 50% 30%

Of employees look at company reviews and ratings before applying to a job.

Of employees won’t apply to a company with a bad reputation ★ 86% Women ★ Respond to bad reviews to tell your side of the story ★ Ask satisfied employees to leave positive reviews

Of new hires leave within 90 days:

★ 43% say the role doesn’t meet their expectations ★ 34% leave because of a specific incident ★ 32% don’t think the company culture is a good fit According to Forbes Advisor May 17,2023

Indeed & Glassdoor

Indeed & Glassdoor Branded Profile Pages

Employer Brand Advertising

Four different assets to run in a campaign across Indeed, Glassdoor and off-site mobile and desktop browsing experiences.

LinkedIn Recruiter An all-encompassing hiring platform for talent professionals that helps find, connect with, and manage the people you want to be on your team.

Up-to-date insights on more than 770 Million members, advanced search filters, and recommended matches.

https://www.linkedin.com/products/linke din-recruiter/

LinkedIn Hiring Solutions ★ LinkedIn Recruiter ○ ○

○

Unrestricted access to search and send messages Spotlight tabs - see members open to new opportunities Run searches and organize into project folders for your team

★ Sponsored Jobs ○

Job post with targets based on location, industry and title

★ Life/Career Page ○

Upgraded landing page, including recruitment ads

★ Dashboard Managers ○ ○ ○ ○ ○

Admin can help manage job postings View reporting View shared project folders View recommended matched in the Talent Pool tab Send messages to profiles with 1st degree connections, job applicants, and members with open profiles

★ Job Wrapping ○ ○

Pull all your roles into LinkedIn Fully automated posting process

Questions

ONBOARDING

Onboarding is more than orientation!

88% 58% 24%

Of employees believe they aren’t given a good onboarding program ★ 58% of organizations onboarding programs are just processes and paperwork

Of employees will stay with a company for at least three years if they have a structured onboarding program ★ 77% will hit their first performance milestones

Of companies have no strategy to onboard internal promotions According to Forbes Advisor May 17, 2023

★ $4,700 is the average cost per hire ○

Cost Per Hire = Total Recruitment Cost / Total Number of Hires

○

Cost per hire includes all HR and recruiting costs, including advertising, software, employee salaries, referral bonuses and all onboarding processes.

★ It takes 36 - 42 days to fill the average position

★ It takes on average three to eight months for a new hire to become fully productive at work According to LinkedIn HR Statistics: February 24,2023

Onboarding a new hire can last up to 12 months when done well. Laying the foundation for long-term success.

Program Components: ★ Preboarding ★ Orientation ★ Foundation Building ★ Mentoring & Buddy Systems ★ Reboarding

Understanding Employee Onboarding, SHRM.org

Preboarding ★ Starts after the offer is made and before the actual start date. ★ Invite the new hire to tour the facility ★ Mail or e-mail information to the new hire regarding the organization, including benefits information, organization chart ★ Send a care package to the new hire, like cookies, coffee and a branded coffee mug, or other branded wear. ★ Match the new hire with a buddy who connects with them prior to their first day to answer basic questions.

Orientation ★ A formal event introducing the new hire to the organization's structure, vision, mission and values: ○ ○ ○ ○

Review the employee handbook Highlight major policies Complete required paperwork Provide mandatory training

★ Best to be conducted over a few days or a week

★ Best Practices ○ ○ ○ ○ ○ ○ ○

Workstations set up with appropriate equipment and supplies Introductions to co-workers Tour of the facilities Lunch with the hiring manager An overview of the departments key policies A buddy assigned to coordinate onboarding activities Swag Box

Care package or Orientation swag boxes examples

Foundation Building Each organization has unique pillars of culture, mission, values and brand that should be conveyed consistently. This takes months to learn and apply. ★ 30-day one-on-one follow up (Warm & Fuzzy meetings) ○

What do you like so far? What’s been going well? Surprises? Anything that you don’t understand?

★ 60-day one-on-one follow up (More in depth meetings) ○ ○

Do you have enough, too much, or too little time to do your work?

How does it go when your supervisor offers constructive criticism or corrects your work?

★ 90-day one-on-one follow up (Performance review, for them and us) ○ ○

Who do you go to with questions? Do you feel comfortable asking questions?

How would you grade us in terms of our onboarding program? Any suggestions to make our program stronger?

Mentoring and Buddy Systems ★ Mentors and buddies may be volunteers or selected by the department manager or HR. ○

Some companies have recent hires assigned to be buddies, they have first hand knowledge of what has helped them most.

★ Role is to be a connection, a guide of sorts, but is not in a position of direct authority ○

Help with basic company wide things, like directions to the cafeteria, parking guidelines, nuances of working in the organization.

★ May accelerate the productivity of new hires and enhance job satisfaction. ★ Builds personal connections and helps the new hire feel a part of the organization.

Reboarding ★ Refers to updating the employee on current and new projects ★ Happens when an employee returns from an extended time off, experiences an internal transfers or promotion. ○ Acclimating them to their new team ○ Helping them understand the different expectations for success on the job ○ Allows team members to reconnect socially and emotionally to their new teams

The Three I’s for Onboarding 1. Interactions: Fostering personal connections - internally and externally - to socialize and engage

2. Intelligence: Delivering need-to-know information, data and resources to ensure early success 3. Impact: Establishing a baseline for success and a vision for future opportunities Onboarding is an on-going, interactive process that follows an employee throughout their tenure. There is a constant need to build interaction, intelligence, and impact. https://turningpointexecsearch.com/

Questions

Thank you Michelle Wiering Treasure Island Resort & Casino Talent Acquisition Manager