Corporate Web Selection Tools Scott Read Maria Code Senior Manager Systems Data Specialist Global Recruiting North America Recruiting Marketing & Technology Global Talent Supply Procter & Gamble

Today’s Topics Overview of P&G’s Recruiting Operation How/why are we using technology? Dispelling the “Black Hole” myth A look “behind the scenes” -- what happens after you submit

P&G Overview $40 Billion Global Consumer Products Company “Hire at Entry, Promote from Within” ~70% Campus Sourced “School Team” Approach Qualify Large Pool of Candidates Historical Hiring Avg ~ 4,000 managers per year globally – Now and for the future ~ 1,200/year Highly Selective!

P&G Overview Process is transitioning to almost exclusively online – globally Over 3 million unique visits each year to P&G Recruiting sites – WetFeet #9 ranking; CareerXRoads Top 25 Generates ~ 250,000 applications annually Traffic currently tracking above normal – typical in down economy, because we still hire! Little or no use of big boards like Monster or HotJobs

P&G Recruiting Process Base Application/Initial Screening – online (approximately 80% move on) Managerial or Technical Assessment – online (approximately 50% move on) Campus/Initial Interview Selection & Matching with Open Jobs Day Visit Offer/No Offer Decision – Accept/Decline All based on “What Counts” attributes Standard Around the World

How are we using technology? Our Strategy: Integrate Systems ….and leverage the web!

P&G Intranet (Internal Staffing) P&G Employees Candidates Job Boards (Monster, Hotjobs, etc) P&G Firewall P&G Intranet (Internal Staffing) P&G Recruiting Specialists P&G Recruiting Site Generate email to Candidates Post Jobs Review Applications ASP Hosted System Pan Assessment Site Payroll On-boarding Logistics Benefits Enrollment, etc Scanning Center SAP P&G Firewall

Why are we following this approach?

The “Big Picture” 76MM retiring baby boomers – will be replaced by only 62MM new workers Gen X,Y – Technically savvy, well-educated & mobile – also highly selective and shrinking Gap already emerging in service, construction and healthcare industries Anyone’s guess as to what new jobs will emerge (e.g., “webmaster” didn’t exist 5 years ago) Moving from “bricks” to “brains” world economy where talent is the key company asset

Why are we following this approach? Global talent market – we’ll be ready Speed and better decision-making Broaden reach without adding staff Better focus on candidates most likely to be successful at P&G Challenge: Balance technology w/personal touch and build relationships

Dispelling the “black hole” myth – Just what do we do with your application??