The Seven Attributes of Radio Recruitment & Retention Marketing 1)Recruitment Advertising 2)Creation of a public relations message for the company/school 3)Creating a true employee recognition program 4)Increasing retention rates 5)Increasing employee morale 6)Driving qualified applicants to a company’s job line 7)Driving qualified applicants to a company’s recruitment website Additional Advantages of Radio Recruitment Marketing:  Radio allows a company to reach into the employed sector  Radio allows a company to recruit away from your competitors  Radio reaches people numerous times with your message  Radio allows a company to recruit 24 hours a day  Radio creates a networking effect  Radio is cost effective and produces track-able results  Radio is a proactive means of recruiting  Radio doesn’t charge for commercial production or changes If your company is searching for the best way to reach qualified candidates, it’s time you discovered radio. Radio….the new recruitment tradition.

 Radio enables you to recruit from your competitors  50% of the people who respond never “hear” the commercial  Reach behind competitors’ walls  Dramatically lowers non-qualified applicants  Lowers your cost-per-quality lead  Eliminates moving expenses  Fast turnaround time  An aggressive means of locating applicants  Targeting of applicants  Impulse job changing decisions  Competitively priced with the newspaper  ADA, EOE, age discrimination compliance issues  No charges for production, creative work, or changes

Choose a station that fits your opening (s) Don’t choose a station because you like it Don’t disregard a station because you don’t like it Radio stations have pertinent information regarding their audiences If someone tells you they are #1, forget about it

 Setting realistic expectations for the program  The number of weeks you’ll need to run  Quantifying and qualifying the results of radio  Results will vary from time to time and with the difficulty of the position  Nothing works every time  Results from the radio will end by the time the newspaper leads start  Should end up with less applicants, but better quality  You get discounts with radio, just like the newspaper  Be realistic  Help in outside markets  Grand openings  Student recruitment  Temporary, permanent, contract or technical recruitment

 Run the commercials throughout the day  Run the commercials as many times as your budget will allow  The station will tell you when the ads are running within a five to ten minute period  You can receive an affidavit for your radio recruiting schedules

Nearly One-Half of American workers say their company’s brand or image played an important role in their decision to apply for a job at their respective workplace 90% of those who were influenced to join their company, because of its brand or image, consider their company’s products and services better than those of its competitors 43% of those who joined their company due to brand image were extremely satisfied with their jobs Source: Maritz Poll Your Company’s Strong Brand Image can Attract and Retain Employees!

 Five Key Elements:  Company Name  Phone Number  Position(s)  Requirements/Benefits  EOE  Name and phone number two to five times  Commercials run Sunday, Monday and Tuesday  Ads are directed  Telephone response  Two to three positions per ad  Hear the commercial before it runs  Make sure the ad is accurate

 Recruitment advertising (posting service)  Creation of a superior PR campaign  Creation of a “true” employee recognition program  Service awards  Longevity  Employee/former student voiced ads (possible monthly sales reward)  Ads voiced by people recently coming over from a major competitor  Increased employee morale  Increased retention rates  Fast food, telemarketing, customer service, retail convenience stores  Drive qualified applicants to a company’s job line  Drive qualified applicants to a company’s recruitment website The Cost of Turnover: Many of you have asked how to calculate the cost of turnover. And until I saw a formula in Success in Recruiting and Retaining, I did not know myself. Now we all will know. Here are the steps for the formula: 1.Annual wage: ___________ x.25 = ___________ 2.Annual wage: ___________ x.30 = ___________ x.25 = ________ 3.Total turnover cost per employee (add lines 1 and 2) : ____________ 4.Total number of employees who left: __________ 5.Total cost of turnover (multiply lines 3 and 4): ___________________ Formula from Saratoga Institute and Keppner-Tregoe Inc.