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Mastering Recruitment for Success at WestJet

Learn the key fundamentals of successful recruiting at WestJet, including strategies to attract top talent, continuous improvement philosophy, and the importance of referrals. Discover how to partner effectively within the industry and enhance your recruitment process.

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Mastering Recruitment for Success at WestJet

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  1. Successful Recruiting Fundamentals Janice WebsterAugust 2009

  2. A bit about Hiring at WestJet – Awarded “Most Admired Culture” Four Consecutive Years • Number of aircraft 76 • Number of destinations 66 • Number of hires in 2008 2,106 • Number of resumes received in 2008 120,000+ • Number of phone interviews in 2008 16,951 • Number of in-person interviews in 2008 5,055 • Number of referrals in 2008 1,517 • Number of WestJet employees 7,705

  3. People Mission • People Mission • To enrich the lives of every WestJetter by providing a world class employment experience

  4. Top 5 Recruiting Fundamentals • Know what you need – Plan • Know your story • Have a strong sourcing strategy and never stop the search for the perfect hire • Have a quick process to evaluate/test the market • Have a continuous improvement philosophy

  5. Top 5 Recruiting Fundamentals • Know what you need – Plan:

  6. Top 5 Recruiting Fundamentals • Know your story: • Create a unique recruiting brand for external candidates and live it! • Know your audience • Market your story to each demographic group • Market your story to fit individuals directly Brand External Why do WestJetters care so much? Because we’re also WestJet owners Internal Brand

  7. Top 5 Recruiting Fundamentals • i) Have a robust sourcing strategy that fills the pipeline with potential candidates: High school College/University Special Interest groups Associations Career Fairs Commercial resume database Advertising/Newspapers Various Partnerships Multi media, Social media/networking, Web Word of mouth Referrals Recruiting Process = Sourcing Strategies Quality Hire

  8. Top 5 Recruiting Fundamentals • ii) Never stop the search for the perfect hire: • The funnel / pipe needs to be constantly fed High school College/University Special Interest groups Associations Career Fairs Commercial resume database Advertising/Newspapers Various Partnerships Multi media, Social media/networking, Web Word of mouth Referrals Recruiting Process = Sourcing Strategies Quality Hire • Three to five year process

  9. Top 5 Recruiting Fundamentals • Have a quick process to evaluate and test the best – Do not lose the best: High school College/University Special Interest groups Associations Career Fairs Commercial resume database Advertising/Newspapers Various Partnerships Multi media, Social media/networking, Web Word of mouth Referrals Recruiting Process Process & Evaluation to Match your Story Quick & Timely Tests & Programs to Find the Best = Sourcing Strategies Quality Hire

  10. Top 5 Recruiting Fundamentals • Have a continuous improvement philosophy: • Evaluate recruiters through metrics / scorecards • New hire survey 30 to 90 days after hire • Implement changes to stay competitive High school College/University Special Interest groups Associations Career Fairs Commercial resume database Advertising/Newspapers Various Partnerships Multi media, Social media/networking, Web Word of mouth Referrals Recruiting Process Process & Evaluation to Match your Culture Quick & Timely Tests & Programs to Find the Best + = Sourcing Strategy Quality Hire

  11. Having a Continuous Improvement Philosophy

  12. The Value of Using Competitive Recruiting & Retention Practices • Strong Recruiting Process • Great recruiting practices allow you to attract the best talent • By focusing on top attraction and retention strategies you build your future partners • Developing and retaining great talent helps your business achieve its strategic objectives • Attracting More Referrals • Referrals help keep the talent pipeline full of candidates that are interested • Steady stream of talent contributes to the 3 to 5 years sourcing strategy • Retention statistics are better with referrals • More people telling your story to people that would be interested Strong Recruiting Process AttractingMore Referrals Candidates~Retention • Recognition within the Industry: • Great retention because of partnerships • Career advancement opportunities • Strong referrals • Great industry partners supporting the candidate increases retention and attraction • Bringing in the Best • If you can select and retain the best, you will be known a great partner • Best employees improve your visibility in the market • As employees evolve through their career you get more partners within the industry • You will attract better people Recognition within theIndustry Bringing in the Best

  13. How to Partner Successfully within the Industry • Clear communication with employers to avoid frustration for individuals • Policies are important, but the relationship is more important • Relationships need to be at all levels in an organization • Never stop selling the value of your programs to industry leaders (training, leadership development discipline) • Start recruiting early and keep sourcing – Don’t let someone like me beat you! • Focus on being proactive versus reactive – Don’t get caught hiring ‘B’ players because you’re not prepared

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