Luxury Coach & Transportation

March 2015

Magazine for the professional limousine, charter and tour industry.

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52 LIMOUSINE, CHARTER & TOUR MARCH 2015 WWW.LCTMAG.COM HR/ TRAINING raphy test to see if they know the back roads to get from Manhattan to Kenne- dy airport, and they'll take the George Washington Bridge (the opposite direc- tion), which is an automatic disqualifca- tion," Rosario says. Adds Radford, "I can move through applicants pretty quickly and some- times a candidate may not qualify as a chauffeur, but be right for another posi- tion in the company. "In fact, one air- port shuttle bus driver saw our sign and attended the fair and I loved him." Because Rad- ford sees job fairs as a tar- geted approach to recruiting chauffeurs, she suggests hold- ing them more often. "We held them every oth- er month but I think it can be cost-effective to do them once a month or every six weeks." Re- garding hours, she is cutting back times from 8 a.m. to 5 p.m., deciding to end the fairs at 1 p.m. because there is little traffc in the afternoon. It's also important to set a profession- al atmosphere during the fair. "We have a conference room in the hotel set up where people sign in and a waiting area, a place where the interview takes place, and another spot for people to fll out paper- work," Rosario explains. "It runs smoothly. Job fairs are limited to fve hours. "I'm lucky I have the support of our COO who understands not every re- cruiting initiative we do is going to be fruitful every single time, but over time, they pay off." — Tom@LCTmag.com site, and through social media are the go-to market- ing sources. Because job fairs can be feast or famine, the goal is to not only use the normal marketing ven- ues above, but to get as creative as possible to lure people to attend. For example, Radford placed signs near the air- port and at two services stations, fguring they would catch the eyes of chauffeurs and other paid drivers making runs. Try New Things In addition, Radford advises that to make a job fair succeed, it's important to keep trying new things to attract people. "Everybody in the offce has ideas and I welcome their input. Next time, we are going to place signs in the airport short- term parking lot at Dulles where drivers can see it on their runs, and I'm think- ing about doing a fair at a hotel near Reagan Airport. I know people driving through see the signs because they have attended our fairs." Luis Rosario, operation manager at Pegasus Worldwide Limousine, Carlstadt, N.J., recently held job fairs seeking chauf- feurs following the company winning a major contract. Not fnding much success posting ads on job boards coupled with the cost, Rosario said the fairs averaged about 25 to 30 attendees. Out of that, maybe one or two are hired. Also located in the competitive New York/New Jersey region, Rosario said the fairs are not drawing as well as antici- pated. "Maybe out of 15 guys that come, we get two. I know that when some of the bigger companies hold fairs, the aver- age seems to be out of 100 individuals, maybe six end up being hired." However, one job fair resulted in 12 new hires, al- though the goal was 25. Creative Ads In addition to traditional job board ad- vertising, the company also runs a con- tinuous red ticker stream on its website that says, "We Are Hiring." Located in a multicultural region, the company adver- tises openings and job fairs in Spanish and Asian newspapers. Radford and Rosario can quickly weed out people at fairs who lack the necessary qualifcations, personality and professionalism to be trained as chauf- feurs. "I'll give somebody a basic geog- Even with the lure of guaranteed hourly wages, benefts, a signing bonus, and other perks and incentives, it's a challenge to fnd anybody with the credentials, personality and basic skills to be trained as a professional chauffeur. Luis Rosario, operation manager at Pegasus Worldwide Limousine, Carlstadt, N.J., makes sure he gives applicants a basic geography test to see if they know the alternate back roads to all major airports. TIPS FOR A SUCCESSFUL JOB FAIR The following tips and suggestions can help your job fair be a success: • Location: Choose a hotel that is accessible and convenient, preferably in an area where chauffeurs, TNC drivers and other people in the transportation industry are likely to notice your signs. • Timing: Afternoons tend to be slow, so plan your fair in the morning through lunch time to draw the most traffic. Some operators prefer Saturdays; others during a slow business day such as Tuesday or mid-week rather than weekends when chauffeurs are not so busy. • Budget: Plan a budget that incorporates all of your advertising and marketing costs, hotel rental, signage and other materi- als in order to calculate your return on investment. • Staff: Make sure you have enough staff to manage the event to move people through the sign-in, interview process, filling out paperwork, and answering any questions. • Marketing: Be creative. Use social media, Craigslist, and your website to lure potential candidates. However, make sure you measure the results for paid job sites and newspaper advertising to get a return on your investment. Reston Limousine employee recruiter Mary Radford relies on job fairs as part of her tool kit to fnd and hire qualifed people to fll chauffeur and driver positions.

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