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14 Strategies to Attract and Retain a Capable Transportation Workforce 2.4 Recruitment and Retention Industry Strategies "Strategies" refer to the methods and solutions being used across organizations to address workforce challenges. In each chapter of the guidebook, major workforce strategies being implemented at transportation agencies related to the topic area under consideration are presented. An overview of the workforce strategies presented across all chapters is given in Exhibit 2-4. This exhibit organizes the strategies under the recruitment and retention topic areas. In addition, it indicates the chapter where more information about the particular strategy can be found in the guidebook. Exhibit 2-4 Summary of Major Recruitment and Retention Strategies and Chapter Location Recruitment Strategies by Topic Areas Retention Strategies by Topic Areas Chapter 3: Developing applicant skills Chapter 8: Reducing voluntary turnover - Developing internship or fellowship - Removing obstacles to employee growth programs - Rewarding citizenship behaviors - Partnering with schools for youth - Keeping former employees close development - Rewarding employees - Developing student curriculum and - Taking care of employees educational academies - Focusing on retention early and learning - Sponsoring scholarships from mistakes Chapter 4: Increasing the number of Chapter 9: Anticipating and managing applicants performance issues - Expanding the recruiting horizon - Providing meaningful performance - Hosting career days feedback - Implementing employee referral - Evaluating organization and job fit in the programs recruitment process - Tailoring advertising efforts - Implementing workforce planning and - Considering non-traditional hires hiring the best people - Advertising in foreign languages - Utilizing realistic job previews (RJPs) - Partnering with source organizations to - Mentoring and coaching employees increase numbers Chapter 10: Developing internal staff skills - Integrating with source organizations - Using job rotation - Harnessing technology - Offering off-site and higher education - Utilizing social networking training opportunities Chapter 5: Screening applicants - Offering certification-type programs - Preparing hiring managers to screen - Tailoring training opportunities to build - Using multiple interviewers competency - Integrating human resources in the hiring - Using technology to support training process Chapter 11: Improving culture/climate - Screening for eligibility - Improving the work environment - Screening for competency - Engaging the community - Screening for "fit" - Surveying and interviewing Chapter 6: Promoting existing staff - Engaging the employees - Recruiting existing employees Chapter 12: Leadership development - Developing employees and maintaining - Providing leadership training employee career paths - Implementing leadership development to - Creating a job rotation program support specific demographic groups - Developing a staffing plan - Emphasizing follower development in leadership training - Mentoring and coaching leaders