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FINDING, RECRUITING AND
RETAINING A PLATINUM TEAM
Mike Gamble, President, SearchWide
Video & Audio Links
Power Point Presentation With Audio
https://corporateconcerts.ilinc.com/join/vbxbtxp
SearchWide: Bill Hardman, Video
http://www.creativeillusions.biz/hardeman.html
SearchWide: Pre-Conference, Video
http://www.creativeillusions.biz/searchwide-opening.html
SearchWide: Cherokee, Video
http://www.creativeillusions.biz/cherokee-video.html
SearchWide: Credits, Video
http://www.creativeillusions.biz/searchwide-credits.html
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Green Screen Filming:
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Guest Speaker:
Mike Gamble, President & CEO, SearchWide
Finding, Recruiting and Retaining
a Platinum Team
www.SearchWide.Com
Gamble@SearchWide.Com
(P) 651.275.1370
Our time together
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Introductions
Session
Objective
Session
Outline
The Hiring
Journey
Q&A
My Background
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Marriott
Philly
CVB
SearchWide
Session Objective
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Hire Well!!!!
Session Outline
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• Before you start recruiting
Prep • Internal assessment
Find
• How and where to find people
• Interview process
• First 90 Days
Keep • Retention
Pre – Recruiting Preparation
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Feedback from
stakeholders (Prior to
rolling out a position
description)
Position description – More
on this later
Salary Range, including
potential incentives
Diversity – It should
always be a priority
Be prepared to outline
the performance review
process as well as
professional development
and growth potential
Be prepared to discuss
your expectations and
management style
Position Description
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Ideal background preferred
Degree requirements
Top characteristics and skill sets desired
Detailed goals and objectives
Job duties and responsibilities
Top 3 priorities for the first 12 months
Organizational chart
How to recruit the best talent
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The ongoing recruiting process – 24/7/365 – Create target list
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Educate all stakeholders about the type of people you are searching for
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Define the process and develop a time line and share the position
description
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Who receives and responds to resumes? Should be within 24 hours
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Proactive approach vs. reactive
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Electronic resumes should only be accepted
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Treat the recruiting process like a sales process
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Treat all candidates like customers
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How you handle this process will reflect on you and your organization
Where to Recruit
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A connection to the destination or company is
always favorable
 People are happiest and most productive
when their personal life is in order
 Hotels, attractions, restaurants, well respected
high performing companies
 How to handle recruiting from a member
 Staff referrals
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How about the internet?
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“There's a lot of talk about recruiting with social media
sites, but it really is just talk.” So says Steve Williams,
director of research at the Society for Human
Resource Management. “Just 3 percent of
organizations currently use social media for
recruiting”
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Extremely time consuming and hard to cut through the clutter
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Be very specific regarding background and qualifications
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Designate one person to sort through and respond to all
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LinkedIn is a very good resource
Finding New and Non Traditional Talent
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Experiment with entry or mid level jobs
Identify which skills are transferable
Hiring a person from outside of our industry requires more time
and training
Experiment with internships (For DMO’s partner with a hotel
and/or convention center)
Look for experience in another service related industry
Confidentiality
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Staff
Stakeholders
Candidate
Press/Clients
References
The Interview Process – Pre-work
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If this is really a priority, treat it as such
Be careful about changing scheduled interviews or being late
Everything you do to alter the process will send a message to
the candidate
Develop a detailed interview agenda if the candidate is
meeting with more than one person
Make sure other interviewers clearly understand the position
that the person is interviewing for
Develop a list of detailed questions for each person conducting
the interview
The Interview
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Remember, for the best and the brightest this will be a two
way interview
If the person is the star performer that you hope they are, they
will want to make sure that this is the right company and
position for them
Let them sit in the lobby for a bit and interact with others
The first 10 minutes of the interview – Yes, you will know
Allow time for their questions
Be sure to explain the process and time line
Follow up when you promised that you would (our industry is
horrible at this)
On-Boarding / Assimilation
Aligning Strategy, Culture & People
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First impressions powerful – feel accepted from day one
First week / Month Orientation
Consider behavioral / personality profiles – DiSC & MyersBriggs
Build winning coalitions for early support
Help to secure early wins to build momentum fast
Meet weekly for the first 2 months
Retention
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Set realistic performance expectations:
 What are major results / outcomes you expect?
 What impact of these results / outcomes have on the overall
organization?
Empower People to make decisions – do not over manage
Regular communication – informal and formalized (rap
sessions)
Qualify their needs
Crossroads Career Model vs. Traditional Ladder Model
Recognition
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Become a detective and look for clues to give recognition
Celebrate small, everyday successes, not just big
accomplishments
Do it correctly – specifically and immediately and describe the
impact it has on you and the organization
Make five, ten, fifteen and 20 year service anniversaries an
event
Know everyone’s recognition hot buttons and customize it –
training, time off, plaques, window office, bonus upside, added
responsibility, etc.
Conclusion
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Pick 2 items from this presentation and implement them on
Monday
Let us know how it is going and share successes and
disappointments
Thank you for your time today