1. Conduct Current Staff Interviews
1.1. MA Test/Maintenance Test
1.2. Run background for ones we are interested
1.2.1. Would hate to really like one and then they fail BG; rather get this information ASAP
1.3. Decide on what positions are staying filled with current employees and which ones Recruiting needs to start working on
1.4. This should be done ASAP
1.4.1. Will help us focus on the ones that truly need to be filled
1.5. For the ones that we are keeping, communicate that they will see generic ads about as far us expanding in Dallas
1.5.1. Want to make sure they won't feel threatened about their job that we promised to them-they need to know that these are only for the vacancies
2. Career Fair @ Zang Triangle
2.1. Conduct Career Fair for all openings we need to fill at Ilume/Ilume Park
2.1.1. This event should be done as soon as we finish the current staff interviews/communication
2.2. Boost Career Fair by reaching out to comps (bring gifts), normal ads, local HVAC schools/colleges and social media
2.2.1. Hiring Managers need to get involved with spreading the word on their SM sites and SM groups
2.2.2. Increase Indeed sponsored ads budget
2.3. Create a blog about how we are hiring in Dallas and to respond directly to Recruiting
2.3.1. Add in the blog how important it is to participate in the Dallas Career Fair
2.3.2. Tie into the blog how Dallas is a growing city; find an article that showcases the growth
2.3.3. Send out the blog to Dallas Talent Pool and Vendors
2.4. Reach out to former CMs/MMs (i.e., Ary Salas) to let them know about our Career Fair and openings - send referrals or maybe they'd be interested
3. Ongoing Recruiting
3.1. After Career Fair, open ads for positions we still need candidates
3.2. Post "Now Hiring" banner at Zang
3.2.1. For walk-ins, Zang should inform them about the Dallas openings and direct them to Recruiting
3.3. Post "Now Hiring" message on stand in Zang's leasing office
3.3.1. Zang should inform the interested ones about the Dallas openings and direct them to Recruiting
3.4. CallMax messages to all DFW communities
3.4.1. You never know who knows someone that would be interested in working in Dallas
3.4.2. Create messages on their online rent due reminders - for all DFW communities
3.4.2.1. You never know who knows someone that would be interested in working in Dallas
3.5. Repost Hiring in Dallas blog on a weekly basis
3.5.1. Send the message out to Talent Pool & Vendors on a weekly basis
4. Internal Recruiting
4.1. Send internal email about Dallas openings
4.1.1. Give deadline to respond to RMs if interested
4.1.2. Resend email after a couple of weeks
4.1.3. Perhaps give option to do position for 6 months instead of permanent transfer
4.1.4. Create video about it-make it more attractive
4.2. Weekly Community Huddles
4.2.1. CMs of DFW should ask employees "who do they know" for Ilume/Ilume Park
4.2.2. Ask every week-provide an update of what positions are still open
4.3. Post messages on Yammer
4.3.1. Repeat messages every week
4.4. Post now hiring messages on Venterra's SM sites
4.4.1. Send an email out to field with links to these messages, so all can share to their SM's friends/followers
4.5. Remind RMMs on weekly Friday call
4.5.1. Ask them to reach out to their top Vendors and friends that are in the business for referrals
5. Organizing Process
5.1. Create Excel spreadsheet on OneDrive
5.1.1. All Hiring Managers of Ilume/Ilume Park will have access
5.1.2. Spreadsheet to keep track of submitted candidates/interview activity/top candidates/etc.
5.1.2.1. Very important that all HMs are active on this spreadsheet; best way to keep communication in line
5.2. If we find someone very early (not close to closing date), hire and train them until closing
5.2.1. This is beneficial to get the new candidate up to Venterra standards while filling a position at Ilume/Ilume Park
5.3. Offer Sign-On Bonuses for most challenging positions
5.3.1. Include in advertisement the amount of the bonus as well