NameTitleDate

CREATING A RECRUITING & ONBOARDING ROADMAPPresented by Michele Ebenhoch & Samantha Ferrin, LaBella Associates

MICHELE EBENHOCH, Director of HR

Master of Science in Strategic Leadership 4 years of experience with a focus on recruiting, onboarding,

and retention

SAMANTHA FERRIN, HR Generalist

Bachelors in HR, pursing Masters in Human Resources Management

20+ years of experience in various industries

Meet LaBella.

• 4 person HR department

• Full service

• 18 office locations

• 750 employees

• 30% growth each year since

2010.

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What are some of the challenges you’re facing regarding recruitment,

onboarding, or retention?

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R E C R U I T I N G

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LET YOUR CULTURE DO THE WORK.

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CREATE AN AWARD WINNING CULTURE

Culture is about more than employee perks. While perks are initially enticing, what makes employees stay is genuine

appreciation for the work that they do.

#1

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LEVERAGE YOUR MARKETING TEAM

Showcase on your websiteo Benefits, perks, trainings

Celebrate employee accomplishments and employee wins

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ONE LINKEDIN POST SPARKED…

553 Views | 41 Likes | 3 Comments | 15 Shares

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CONSIDER NON-TRADITIONAL CANDIDATES

Non-immigrant Status Past Interns OWLs

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RECRUITING IS EVERYONE’S JOB Encourage employee’s to be Brand / Culture Ambassadors Incentivize & reward efforts through referral program

o Referral Families – Garver, Wren Ward (2018 HR Summit)o Revamped referral program led to higher quality & quantity of referrals

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EFFECTIVE REFERRAL PROGRAMS

1. Educate on why referrals matter2. Incentivize3. Run campaigns4. Recognize efforts

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1. Educate on Why Referrals MatterBest form of recruitingRetention skyrockets

Use of external recruiters is costly

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2. IncentivizeTier One - $500

Entry Level

Tier Two - $750Mid-Level

Tier Three - $1,000Senior/Executive Level

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3. Run CampaignsSpotlight your hard to fill positions.

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4. Recognize EffortsCelebrate top refer-ers with rewards and

recognition.

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O N B O A R D I N G

Keys to Successful Onboarding

1. Begin early

2. Create a robust orientation

3. Create an inclusive environment

4. Communication

5. Continued engagement

6. Feedback

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1. Begin Early “If we don’t worry about onboarding before the employee starts, then we’re way behind.”

– Ben Peterson, CEO of BambooHR

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• Send paperwork as soon as the

signed offer is received

• Notify key individuals

• Put yourself in the new hire’s

shoes – little details matter

2. Create a Robust Orientation

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1. Tour & Introductions

2. HR/Benefits

3. Accounting

4. IT

5. Employee Headshot

6. Administrative

7. CAD/Revit

8. Safety

9. Marketing

3. Create an Inclusive Environment

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• New hire lunches (frequency dependent on how

often you have new hires)

– Director of HR, President, CFO

• Roundtable Check Ins with CEO

• Consider setting the new hire up with a buddy or a

“sidekick” to help them during their first six months

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4. Communication

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• New Hire Board

• Monthly New Hire

Announcements

• Spotlight on Personnel

5. Continued Engagement

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• Encourage professional development through internal training programs

– “LaBella University”

• Create internal engagement committees for promoting

– Social Events

– Community Service Opportunities

– Wellness Initiatives

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SUNSHINE COMMITTEEThe goal of the sunshine committee is to optimize in-office morale and make LaBella a fun environment to work in.

Plans and executes the social events for the firm. Representatives in each of our office locations. Monthly committee meetings. Events occur 1x per month.

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LINC COMMITTEELINC (LaBella in the Community) is an

initiative at LaBella designed to promote and provide community

service opportunities for employees.

Ultimately, LINC’s vision is to use our collective skills and talents to improve

the lives of others.

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WELLNESS COMMITTEELaBella’s wellness committee is comprised of reps from each office and division.

Each month focuses on a different health or wellness observance around the topic.

Typically, an event & lunch-n-learn.

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Encourage and track employee’s wellness efforts. Goal is to improve levels of physical activity and overall wellness, while also increasing

social networking and team building.

6. Feedback

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• Feedback is important in maintaining an effective onboarding program

• Encourage new employees to review their experience on sites like Glassdoor

• Survey’s are your best friend

– New hire experience

– Specific programs within onboarding

– Annual engagement survey to all employees in all offices

Recap

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1. Let your culture do the work

2. Leverage your marketing team

3. Recruiting is everyone’s job

4. Effective Referral Programs

5. Keys to building a successful

onboarding program

1. Begin Early

2. Robust Orientation

3. Inclusive Environment

4. Communication

5. Continued Engagement

6. Feedback

Session Evaluation

https://www.surveymonkey.com/r/MicheleandSamantha

All evaluations are available on the HR Summit Cloud Website which can be found

inside the back cover of your event guide.

Thank you for joining our session!

Questions?

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