SlideShare a Scribd company logo
“Create Opportunities For Our Employees
and Value For Our Clients”
1
By Leslie-Ann Moore,PHR
Why Am I Interested in LAZ Parking?
• Talent Acquisition and Development job
description
• Company started by three friends
• Agree with Mission Statement- (“create
opportunities for our employees and value for
our clients”)
• Shark Tank episode
• Love that the company is philanthropic
2
What Is My Recruitment Style?
I try to ask a lot of open ended and competency based
questions.
•Mix of a hunter, very consultative in my approach, and
relationship builder
•Diligent and Tactful
3
What Methods/Platforms Have I
Used To Recruit And Develop Top
Talent?
• Social Media Sites such as:
• Job Sites: The Ladders, Ziprecruiter, Bullhorn
• HRIS/ATS and other system:ADP, Jobvite, Beeline,
Skype, 4d system
• Associations: IAVM, ISACA, Chamber of Commerce,
FENG, IAPTI
• Personal network(referrals) and colleges 4
The Parking Industry Experiences High
Turnover, What Strategies Or Training Would
You Implement, Develop Or Suggest To Mitigate
This Issue And Better Retain Employee?
5
Employee’s Job Satisfaction Aspects
• Top Five Aspects of Job Satisfaction Most Important to
Employees
Source: 2012 Employee Job Satisfaction and engagement: A Research Report by
SHRM
6
2012
Opportunities to use skills/abilities 63%
Job Security 61%
Compensation/pay 60%
Communication between employees and senior management 57%
Relationship with Immediate Supervisor 54%
The Parking Industry Experiences High Turnover,
W what Strategies Or Training
Would You Implement,
Develop Or Suggest To Mitigate This Issue And
Better Retain Employee?
•Understand current interviewing process and types of
questions being asked
•Do Intakes with hiring managers and create a checklist
for them that includes S.M.A.R.T. Goals
• Understand current on-boarding process when
someone starts. Does it include blended learning?
•LAZ University Program effectiveness and does it need
tweaking
•Have managers do stay interviews with their staff
7
Suggestions For On-Boarding Process
• Have a written agenda of expectations of employee
and employer
• Create a lunch and learn; Make it interactive by
including games
• Have a sponsor/mentor program from same
department
• Give tour of location
• Prepare an organizational and departmental chart
Cont’d
8
Other Strategies To Mitigate Retention
• Making sure that employees review the employee
handbook on a regular basis; Understand their role
• Reiterating the daily practices and core values
• Emphasize the growth potential within the company
• Recognizing employees for their hard work-Awards,
spa certificate, dinner, or a stay at a hotel for the
weekend.
9
Based on LAZ’s employee population and industry it
o operates in, what recruiting strategies would you
would implement to develop and maintain a strong pipeline
of talent to fit business needs?
Target area is NYC/NJ For Recruiting
•Understand Fast recruiting.net capabilities
•Suggest making the site more mobile friendly.
•Reach out to applicants who applied in the past
•Keep candidates informed during recruitment stages
•Collaborate with Workforce1,provided by SBS-Has various specialty services
•Suggest creating a referral program
•Campus recruiting at 2 year, 4 year colleges and hospitality institutes, job
fairs at hotels, attend networking events such as Meetup
•Suggest installing a Kiosk at at managed or own place for candidates to apply
•Become apart of associations geared towards the industry: National Parking
Association, American Hotel &Lodging Association and National Valet Parking
Association
10
What metrics would you use to measure the
effectiveness of our current or future learning
programs?
• Types of employees being trained( ex. New hires, sales, valet
attendants)
• Engagement-Obtain reaction surveys from employees that were
trained
• Semi-annual performance appraisal of new vs. prior year
• Training cost and number of hours
• How was training accessed and success ratio?
• # of promotions for a certain time period
• ROI
• Observe efficiency of current processes done by employees and
results
• Assessing the trainer and line managers involved with employees
11
L LAZ’s Brand and company culture holds a strong
importance, how woul how would you promote and
uphold our mission and values through your recruiting and training efforts?
Like LAZ Parking I am a brand!
•Believing in what I am doing and constantly researching
things taking place in the industry
•Mentioning personal stories of individuals within the
company who started and worked their way up.
•Post on Linkedin and Twitter on various things going on
internally within the organization such as November 15th
2015
going back to where LAZ began, recognizing employees that
are doing extremely well (LAZ’s Parking’s Best).
•Having LAZ Parking employees interact on Blogs or Forum for
employees( set guidelines)
•Post videos that there is a work-life balance in the company
12
References
• LAZ Parking.com
• LAZ Linkedin
• Leslie-Ann Moore’s background and knowledge
13
Thank you!
14

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Laz parking presentation

  • 1. “Create Opportunities For Our Employees and Value For Our Clients” 1 By Leslie-Ann Moore,PHR
  • 2. Why Am I Interested in LAZ Parking? • Talent Acquisition and Development job description • Company started by three friends • Agree with Mission Statement- (“create opportunities for our employees and value for our clients”) • Shark Tank episode • Love that the company is philanthropic 2
  • 3. What Is My Recruitment Style? I try to ask a lot of open ended and competency based questions. •Mix of a hunter, very consultative in my approach, and relationship builder •Diligent and Tactful 3
  • 4. What Methods/Platforms Have I Used To Recruit And Develop Top Talent? • Social Media Sites such as: • Job Sites: The Ladders, Ziprecruiter, Bullhorn • HRIS/ATS and other system:ADP, Jobvite, Beeline, Skype, 4d system • Associations: IAVM, ISACA, Chamber of Commerce, FENG, IAPTI • Personal network(referrals) and colleges 4
  • 5. The Parking Industry Experiences High Turnover, What Strategies Or Training Would You Implement, Develop Or Suggest To Mitigate This Issue And Better Retain Employee? 5
  • 6. Employee’s Job Satisfaction Aspects • Top Five Aspects of Job Satisfaction Most Important to Employees Source: 2012 Employee Job Satisfaction and engagement: A Research Report by SHRM 6 2012 Opportunities to use skills/abilities 63% Job Security 61% Compensation/pay 60% Communication between employees and senior management 57% Relationship with Immediate Supervisor 54%
  • 7. The Parking Industry Experiences High Turnover, W what Strategies Or Training Would You Implement, Develop Or Suggest To Mitigate This Issue And Better Retain Employee? •Understand current interviewing process and types of questions being asked •Do Intakes with hiring managers and create a checklist for them that includes S.M.A.R.T. Goals • Understand current on-boarding process when someone starts. Does it include blended learning? •LAZ University Program effectiveness and does it need tweaking •Have managers do stay interviews with their staff 7
  • 8. Suggestions For On-Boarding Process • Have a written agenda of expectations of employee and employer • Create a lunch and learn; Make it interactive by including games • Have a sponsor/mentor program from same department • Give tour of location • Prepare an organizational and departmental chart Cont’d 8
  • 9. Other Strategies To Mitigate Retention • Making sure that employees review the employee handbook on a regular basis; Understand their role • Reiterating the daily practices and core values • Emphasize the growth potential within the company • Recognizing employees for their hard work-Awards, spa certificate, dinner, or a stay at a hotel for the weekend. 9
  • 10. Based on LAZ’s employee population and industry it o operates in, what recruiting strategies would you would implement to develop and maintain a strong pipeline of talent to fit business needs? Target area is NYC/NJ For Recruiting •Understand Fast recruiting.net capabilities •Suggest making the site more mobile friendly. •Reach out to applicants who applied in the past •Keep candidates informed during recruitment stages •Collaborate with Workforce1,provided by SBS-Has various specialty services •Suggest creating a referral program •Campus recruiting at 2 year, 4 year colleges and hospitality institutes, job fairs at hotels, attend networking events such as Meetup •Suggest installing a Kiosk at at managed or own place for candidates to apply •Become apart of associations geared towards the industry: National Parking Association, American Hotel &Lodging Association and National Valet Parking Association 10
  • 11. What metrics would you use to measure the effectiveness of our current or future learning programs? • Types of employees being trained( ex. New hires, sales, valet attendants) • Engagement-Obtain reaction surveys from employees that were trained • Semi-annual performance appraisal of new vs. prior year • Training cost and number of hours • How was training accessed and success ratio? • # of promotions for a certain time period • ROI • Observe efficiency of current processes done by employees and results • Assessing the trainer and line managers involved with employees 11
  • 12. L LAZ’s Brand and company culture holds a strong importance, how woul how would you promote and uphold our mission and values through your recruiting and training efforts? Like LAZ Parking I am a brand! •Believing in what I am doing and constantly researching things taking place in the industry •Mentioning personal stories of individuals within the company who started and worked their way up. •Post on Linkedin and Twitter on various things going on internally within the organization such as November 15th 2015 going back to where LAZ began, recognizing employees that are doing extremely well (LAZ’s Parking’s Best). •Having LAZ Parking employees interact on Blogs or Forum for employees( set guidelines) •Post videos that there is a work-life balance in the company 12
  • 13. References • LAZ Parking.com • LAZ Linkedin • Leslie-Ann Moore’s background and knowledge 13

Editor's Notes

  1. Need to create own chart