The CleanAir Recruiting System

 

Recruiting Philosophy

Secret of a successful HS Volleyball coach, "Every year I visit the 7^th grade volleyball coaches at my feeder schools and ask that they not cut the tall lanky players".

In other words we need to recruit not just for our needs today but also for tomorrows needs. Look for high draft choices that can grow well beyond the current openings.

CleanAir Recruiting Aim:

Staff the company with the best possible people for our long-term aim of delivering highest value.

Progress toward this aim will be hard to measure directly in the near term One possibility is set minimum scores on pre-employment standard tests for each job classification.

The CleanAir Recruiting Process:

1.     Each team defines recruiting as a team responsibility and selects a Recruiting Leader.

2.     CleanAir corporate overhead teams provide corporate mentors who works with the recruiting leaders and other leaders of each team.  Team 90 funds the summer intern recruiting effort at Universities.

3.     Annually the CleanAir Board identify 5, 10 ans 15 year leadership staffing requirements, schedule and profiles for future hiring needs.

4.     Quarterly identify immediate and near term vacancies.

5.     Develop profiles for candidates that meet immediate need and also long range needs.

6.     Creatge a position when we identify a superstar and make a quick hiring decision.

7.     Recruiting Leaders project a positive quality image for Clean Air in all our hiring activities.

8.     Recruiting Leaders drive the recruiting process using testing, predictions and data.

9.     Recruiting Leaders promote our values.

10.   Make sure that Recruiters and Recruiting Leaders do recruiting ONLY, and NEVER do other HR!

Recruiting Projects

• Setup Partnerships with Universities, Community Colleges, Technical Schools and High Schools.
• Experience what we do, first hand on the job training by doing.

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Feedback and suggestions:

Overhead Team Leader

We need a multi talented identification approach. Besides academics we need to look at the profiles of what makes a successful CleanAir employee. Look for hobbies and interests such as rock climbing, auto mechanics and outdoors types.

People who are a good fit for large companies are not our targets.

Look for initiative and self motivated individuals.

Administrative Assistant

The new interns seem good. How did we select them?

Answer

We had a very good pool of about 24 students applicants at a University Intern Job Fair and Resumes recieved.

Administrative Assistant

It is important that we identify traits that make them a good fit at CleanAir, especially intrinsic motivation, flexibility and comfortable at a small company.

Bill Ansell

When visiting schools take a recent graduated of the school if possible.

Eric Campbell

We really need a hiring pack we can give to the applicants that looks professional.