2. Successful Recruiting Fundamentals Janice Webster August 2009

3. A bit about Hiring at WestJet – Awarded “Most Admired Culture” Four Consecutive Years Number of aircraft76 Number of destinations66 Number of hires in 20082,106 Number of resumes received in 2008120,000+ Number of phone interviews in 200816,951 Number of in-person interviews in 20085,055 Number of referrals in 20081,517 Number of WestJet employees7,705

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

5. Top 5 Recruiting Fundamentals 1.Know what you need – Plan 2.Know your story 3.Have a strong sourcing strategy and never stop the search for the perfect hire 4.Have a quick process to evaluate/test the market 5.Have a continuous improvement philosophy

6. Top 5 Recruiting Fundamentals 1.Know what you need – Plan:

7. Top 5 Recruiting Fundamentals 2.Know your story: i.Create a unique recruiting brand for external candidates and live it! ii.Know your audience iii.Market your story to each demographic group iv.Market your story to fit individuals directly Why do WestJetters care so much? Because we’re also WestJet owners Internal Brand External Brand

8. Top 5 Recruiting Fundamentals 3.i) Have a robust sourcing strategy that fills the pipeline with potential candidates: = Quality Hire Sourcing Strategies 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

9. Top 5 Recruiting Fundamentals 3.ii) Never stop the search for the perfect hire: Quality Hire = Sourcing Strategies Recruiting Process The funnel / pipe needs to be constantly fed Three to five year process 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

10. Top 5 Recruiting Fundamentals 4.Have a quick process to evaluate and test the best – Do not lose the best: = Quality Hire Sourcing Strategies Recruiting Process Process & Evaluation to Match your Story Quick & Timely Tests & Programs to Find 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

11. Top 5 Recruiting Fundamentals 5.Have a continuous improvement philosophy: = Quality Hire Sourcing Strategy 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 + Evaluate recruiters through metrics / scorecards New hire survey 30 to 90 days after hire Implement changes to stay competitive Process & Evaluation to Match your Culture Quick & Timely Tests & Programs to Find the Best

12. Having a Continuous Improvement Philosophy KPIGoal Percentage of Referrals Hired 50% Increase in Internal Mobility numbers consistent with organizational growth 99% Number of students placed or hired at WestJet through our Student Hiring initiatives 50% Delivery to plan percentage open roles 0 Cost per hire$100 First year attrition / Division0

13. The Value of Using Competitive Recruiting & Retention Practices Candidates ~ Retention Bringing in the Best Recognition within the Industry Attracting More Referrals Strong Recruiting Process 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 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 Recognition within the Industry: Great retention because of partnerships Career advancement opportunities Strong referrals Great industry partners supporting the candidate increases retention and attraction 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

14. 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