COMPLETE THE FOLLOW CHECKLIST TO IDENTIFY AREAS IN WHICH YOU CAN NO IMPROVE YOUR RECRUITMENT & RETENTION TECHNIQUES YES

Staffing Analysis Spreadsheet is filled out on regular basis to help asses hiring needs Managers are speaking to walk in applicants - even when current staffing levels are adequate. Shift leaders are trained to screen applicants Applicants are contacted with 24 hours of receiving resume to set up interview Hosts and hostess are trained in how to treat walk in candidates and how to do a “pre-screen”. All interviewers have a clear and consistent vision of what to look for in a potential candidate. Candidates with potential are encouraged to fill out application forms on site and are interviewed on the spot. An adequate supply of good quality application forms is easily accessible. Quick professional contact is made with all job offers. Job offer is made within 24 hours of hiring decision. Training for new employees starts as soon as possible. Don't lose them. Staffing Level Analysis is done on a regular basis to project FUTURE hiring needs. Staffing levels for seasonal changes in schedule (back to school, summer, patio season) are projected 3 months in advance. Including new availability sheets from all existing employees for the upcoming season. If ever a candidate with potential cannot be hired, they are recommended to another store in the region. Ambassadorship - management and team member always speak well of the company. Job opportunities are professional advertised. (ie: Kijiji, Jobbank.ca) Current job openings and staffing needs are posted internally. This allows us to connect with our internal staffing networks through staff friends and family. If staffing levels are below par levels, all staff should been asked to recommend potential candidates. Job opportunities are advertised and promoted on store specific social media sites. Managers are always recruiting - When managers meet great candidates outside of work they are inviting them to learn about opportunities at Famoso. Always handing out business and recruitment cards.

1 | P a g e COMPLETE THE FOLLOW CHECKLIST TO IDENTIFY AREAS IN WHICH YOU CAN NO IMPROVE YOUR RECRUITMENT & RETENTION TECHNIQUES YES

Contacts are established with local trade schools, universities, high schools & work placement agencies. These are great places to advertise, as they will often let you display posters and post on their websites. School councilors can often recommend work place candidates. All interviewers are trained on proper interviewing techniques & questions. Interviewers probe to determine fit and match expectations. Minimum of 2 interviews done with all candidates Reference checks performed on all new hires All new employees receive the Famoso Company Orientation All new employees completed the appropriate training program and have performance expectations clearly communicated before being put on the schedule. Performance reviews are conducted on a regular basis Pay raise and scheduling decisions are based on performance, productivity, attitude and leadership. Managers are creating a positive and fun work environment through exceptional, upbeat leadership. RESOURCES FOR FINDING EMPLOYEES Former employees Legal Immigrants Contact: Churches, youth centers, health centers & gyms, laundry matts, childcare centers - Look for opportunities to post your openings. Flyer cars in parking lots Make contacts at immigrant settling centers Consider offering a Friends & Family Incentive for staff referrals Train your best employees to recruit inside your 4 walls. Sometimes your best candidates are your guests. Be a presence at local job fairs.