'RECRUITING 101'
How many people are on the East recruiting team?
10
NHS - Karen & Selina
Recruiters: Ben, Brittany, Caitlin, Kay, Mariana, Melissa, Megan
Manager - Susie
What is the primary goal of employee onboarding?
Making them feel welcomed, ready to contribute, and excited to be a part of the team.
This is a very impressionable time and the experience they receive is critical for setting them up for success & ensuring them they made the right decision to join our company.
Intro turnover is considered the first ___ days of employment.
90
Having regular '____ ______' is critical with your employee(s).
stay conversations
This is a discussion between the supervisor and each employee to learn the specific actions they must take to strengthen that employee’s engagement and retention with the organization.
Where is our school located that we can send our employees to obtain their CDL?
Gastonia, NC - right here in the ER!
Who needs to approve a rehire before an offer is extended?
DM, DVP, HR, & Scott
What is a common challenge with onboarding?
Not having a well thought out plan.
Don't wing it...be prepared!
There are two types of turnover ________ & _________.
Involuntary & Voluntary
Involuntary is them failing our expectations, falling below the bar we set.
Voluntary is us failing their expectations, painting the wrong picture of the job &/or promising more than we truly give.
At what time intervals do the '5 First' occur?
1st hour - start building connection / share values / share your WC story / learn more about them / review 1st day agenda
1st day - supervisor or DM touching base at the end of the day for a 10-15 min check in to answer questions on their mind.
1st week - meet w/ the trainer and new EE together to ensure both hear the feedback & offer solutions if needed. Hearing the new hire talk about how they are feeling is key. (EX: training progress, recognition on what they are doing well, ask for referrals)
1st paycheck - 1st pay can be a stressor in a household. Take time to help your EE navigate their pay...where to find payslips & understand them.
1st month - prepare before meeting w/ new EE. Analyze if they are meeting our criteria or not, we need to ensure we have given them all the tools they need to succeed & clear expectations have been set.
Get their point of view on how they are progressing - share what you are seeing from your perspective: praise & recognize. How is their family adjusting to the changes? identify any concerns they may have and gauge how they are feeling.
Waste Connections has partnered with this school _____________ to offer the NextGen & Career Assistance Program(s).
Wyotech
NextGen program: corporate funded; 9 months paid tuition, housing, snap-on toolbox. Must be 18-26 yrs old WC EE dependent. After graduation, hired at WC w/ a 4 yr commitment.
Career Assistance Program: District funded; tuition reimbursement, sign on bonus, tool allowance, relocation assistance. After graduation, hired at WC w/ a 2, 3, or 5yr commitment.
Name one stat that recruiters are measured on
Openings as % of HC = <3.25% 12-month average of active openings as it pertains to total HC
Retention = YOY improvement of >15% new hire retention & Intro TO.
Compliance = dispositioning candidates / offer letters & NC / PE due diligence w/ DT, MVR, backgrounds / onboarding WD packets & i9 completed on time.
Phenom = Superstar status
Who should the employee meet on their 1st day?
Direct Supervisor
but also their trainer/mentor, dispatch, csr team, DM , OM, Maint Mgr, etc. The more people they can be introduced to the better!
The average cost of turnover is ____% of the hires annual base salary.
30%
recruiting costs (advertising, referral fees)
time spent interviewing & training
Increased labor/OT
Lost productivity & reduced efficiency cost while new EE learns job
Increased risk (w/ new EE safety, accidents, workers comp, injury)
Beyond Numbers: morale, lost institutional knowledge, & productivity
On an employee's first day, what are examples of best practices to ensure a great new hire experience?
Training plan & agenda is ready
Trainer / Mentor is ready & prepared
Introduce to district leadership, other EE's and departments & give a site tour
Complete WD packets & i9
Lunch date
Swag bag
New User Form (if applicable) completed & email, logins, access, equipment, workspace, etc. is set up and ready to go.
What is the Eastern Regions turnover goal for 2025?
<23% TO
*ER*
12-mo rolling TO is 25.4%
12-mo rolling INTRO TO is 21.9%
What is the difference between exempt and non-exempt?
exempt = salary roles
non-exempt = hourly roles
Prior to a new hire starting, what must be completed to get them into WorkDay
Hire Event
HM, Controller, payroll, then back to HM for 1st day welcome message.
*After HireRight starts, these need to be completely approved by noon on the day prior to starting. Ex: Friday at 12 for a Monday start*
What are some of the top reasons for voluntary terminations?
Pay, schedule, lack of training, lack of support, poor communication
(Really there are no wrong answers here...what are you seeing at your district?)
What would be one of the questions you would ask during a stay conversation?
1. When you drive into work each day, what things do you look forward to?
2. Why do you stay here?
3. When was the last time you thought about leaving our team? What happened?
4. What can I do to make your experience at work better for you?
BONUS QUESTIONS:
*Do you see yourself here at least one year from now?
*Can I have your commitment that you will talk with me if that changes?
Name one of the top three job types with the highest VOLUNTARY turnover in the ER currently?
Sales - 69% voluntary TO
CSR - 67% voluntary TO
Maintenance - 61% voluntary TO