Recruiting Thoughts

Secret of a successful HS Volleyball coach, "Every year I visit the 7^th grade volleyball

Suggested CleanAir Recruiting Aim,

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

Thoughts on a Recruiting System:

1. Set up recruiting as the responsibility of each team. Recruiting Resource to be a full time corporate mentor whom works with the recruiting specialist and other leaders of each team.
2. Continuously define long range leadership staffing requirements, schedule and profiles for future hiring needs.
3. Identify immediate and near term vacancies.
4. Develop profile for candidate that meets immediate need and also long range need.
5. Make a position when we identify a superstar and make a quick hiring decision.
6. Project a positive quality image for Clean Air.
7. Drive processes using testing, predictions and data.
8. Promote our values.
9. Make sure that Recruiter Resource and Recruiting Specialists do recruiting ONLY, and NEVER do other HR!

Recruiting Projects

Hire a full time Recruiter Resource.

Setup Partnerships with Universities, Community Colleges, Technical Schools and High Schools.

Experience what we do, first hand on the job training by doing.

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.

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

Bill Walker

We had a very good pool of about 24 students applicants at a Intern Job Fair at U of I. The quality of this pool may have been due to the fact that it was during mid-term exam week and it was before the spring break.

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.

What seem to work in Pittsburgh is the $500 internal finders fee.

Bill Ansell

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

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

We have a need for a full time recruiting mentor. We need to post all positions internally per our Internal Job Opening Posting Policy. If no major objections Team 90 will fill this position in next 3 months. We will advertise internally, in local papers and on Internet boards.

Stated she knows someone who would be a good candidate. She will get resume.

Stated he would like to apply for the Recruiting Mentor Position.

Bill Walker will visit Pittsburgh May 30, 2001 and talk to Jim about the position.