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From page 3... ... . The recruitment strategic recommendations are presented in the following tables: • 2.1: Advertise Job Openings through Transit-Specific Channels • 2.2: Use Online Recruitment Techniques • 2.3: Match Recruitment Source to the Type of Candidate Desired • 2.4: Conduct a Compensation Study • 2.5: Highlight Employee Benefits • 2.6: Recruit Internally for Management Positions • 2.7: Recruit Nontraditional Applicants • 2.8: Use a Panel or Multiple Interviewers • 2.9: Utilize Structured, Behavioral-based Job Relevant Interview Protocols • 2.10: Incorporate Realistic Job Previews (RJPs) Read the entire page →
From page 4... ... • Some transit systems mail out managerial job announcement recruitment letters to peer transit systems, either nationally or regionally, as a way of soliciting candidate response. Examples of Innovative and Effective Transit Practices • The Port Authority of Allegheny County, Jefferson Transit, Golden Empire Transit, and Capital Transit all use Passenger Transport to advertise manager job openings. Read the entire page →
From page 5... ... Basic Steps for Transit Implementation of this Strategic Recommendation 1. Determine the importance of transit-specific experience in filling managerial job openings. Read the entire page →
From page 6... ... Employers can often submit job postings directly to job aggregator websites. Some examples are: – Indeed.com – SimplyHired.com – TheLadders.com – LinkUp.com • Social Networking Websites. Read the entire page →
From page 7... ... After posting vacancies internally, the Port Authority of Allegheny County uses its own website, job search websites, and social networking sites to recruit external applicants. The authority's website, www.portauthority.org/ PAAC/CompanyInfo/JobOpportunities/tabid/70/Default.aspx, provides available positions and job descriptions with job requirements and preferred qualifications. Read the entire page →
From page 8... ... Impact of the Practice • The benefit of online recruitment tools for transit systems is that they can easily reach a large audience at a relatively low cost. Further, social networking may be especially useful for agencies that are having trouble recruiting because they can target job postings to specific industries, job functions, and geographic areas. Read the entire page →
From page 9... ... 2. If it is determined that the transit system desires to recruit candidates with no transit experience but with strong leadership skills, consider utilizing general, non transit-specific job search, job aggregator and social networking websites to advertise managerial vacancies. Read the entire page →
From page 10... ... Transit systems can recruit retirees and seniors by advertising job openings via organizations for retired persons (e.g., AARP) , senior centers, retirement communities, and job fairs that target this population. Read the entire page →
From page 12... ... 12 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Read the entire page →
From page 13... ... Examples of Innovative and Effective Transit Practices • Port Authority of Allegheny County. In order to remain competitive, the Port Authority of Allegheny County conducted a benchmarking survey of compensation practices. Read the entire page →
From page 14... ... Potential Barriers Potential Facilitators 14 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems • Established relationships and contacts with other transit agencies will help facilitate a system-driven salary survey. • Gaining support from top management and administrators that determining and providing equitable compensation for jobs is an important recruitment and retention strategy. Read the entire page →
From page 15... ... Basic Steps for Transit Implementation of this Strategic Recommendation 1. Conduct a formal or informal salary and benefits survey to compare how the compensation your system offers to managerial candidates compares to other organizations. Read the entire page →
From page 16... ... 16 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Read the entire page →
From page 17... ... 3. Highlight the benefits that have been determined to be attractive recruitment tools in all modes of advertising for managerial job openings. Read the entire page →
From page 18... ... who have strong leadership skills but who lack technical transit skills. 18 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Read the entire page →
From page 19... ... Mass Transportation Authority encourages its employees to apply when positions open within the system. The system first seeks internal applicants and if there is no response internally, the Authority recruits external applicants. Read the entire page →
From page 20... ... 20 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Read the entire page →
From page 21... ... – Transit agencies could make use of local community colleges or trade schools that offer related programs (KFH Group, Inc. Read the entire page →
From page 22... ... 22 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Read the entire page →
From page 24... ... 24 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Read the entire page →
From page 25... ... • The Port Authority of Allegheny County. The Port Authority uses a one-hour structured interview with at least two people interviewing all candidates. Read the entire page →
From page 26... ... Potential Barriers Potential Facilitators 26 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems • If system management and administrators believe in a more objective interview process, the use of panel or multiple interviewers will likely be permitted. • System employees interested in their potential coworker or manager will probably be willing to take part in a panel or multiple interview process. Read the entire page →
From page 27... ... Basic Steps for Transit Implementation of this Strategic Recommendation 1. Identify both the positive and negative aspects of managerial job positions that your system is planning to fill. Read the entire page →
From page 28... ... Interviews take at least one hour and are typically conducted by a representative from HR along with the hiring manager. 28 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Read the entire page →
From page 29... ... Then interview questions can be formed based on this information. (Note: For legal defensibility of the selection process, we suggest caution when using this approach as job descriptions may be based on out-dated or person-specific information if the job descriptions were created without first conducting job analyses.) Read the entire page →
From page 30... ... 30 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems Read the entire page →
From page 31... ... RJPs should be incorporated into all recruitment sources, job postings, and advertisements. How to Implement this Recommendation • Realistic job previews should be provided early in the recruitment process because they have little effectiveness if provided after hiring (Breaugh 2008) Read the entire page →
From page 32... ... Potential Barriers Potential Facilitators 32 Guidebook for Recruiting, Developing, and Retaining Transit Managers for Fixed-Route Bus and Paratransit Systems • Gaining buy-in from administrators and employees about the importance of sharing realistic information about the job and the organization. • Encourage employers and managers with 5–10 years experience with the system to assist with RJP development. Read the entire page →
From page 33... ... . Basic Steps for Transit Implementation of this Strategic Recommendation 1. Read the entire page →

From page 3...

... . The recruitment strategic recommendations are presented in the following tables: • 2.1: Advertise Job Openings through Transit-Specific Channels • 2.2: Use Online Recruitment Techniques • 2.3: Match Recruitment Source to the Type of Candidate Desired • 2.4: Conduct a Compensation Study • 2.5: Highlight Employee Benefits • 2.6: Recruit Internally for Management Positions • 2.7: Recruit Nontraditional Applicants • 2.8: Use a Panel or Multiple Interviewers • 2.9: Utilize Structured, Behavioral-based Job Relevant Interview Protocols • 2.10: Incorporate Realistic Job Previews (RJPs)