Corporate Web Selection Tools A P&G Perspective

Global Talent Supply Marketing & Technology Manager North America Systems Administrator Scott Read Mike Ball

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 $50 Billion Global Consumer Products Company “Hire at Entry, Promote from Within” ~70% college-sourced; little use of big job boards Follow a “school team” approach Qualify a large pool of candidates

P&G is highly selective! P&G Overview Process almost exclusively online #9 ranking among 50 best recruiting web sites (WetFeet Research); Best-in-class rankings in CareerXRoads and Wall Street Journal 3MM+ visits to our Recruiting sites annually; generates ~250M applications globally ~4,000 managers hired per year historically; this year ~1,500 – and for years to come P&G is highly selective!

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

How are we using Technology? Straightforward Strategy: Integrate Systems …and Leverage the Web!

P&G Internal Job Posting (Planned) P&G Employees Candidates Job Boards (Monster, Career Builder etc) P&G Firewall P&G Internal Job Posting (Planned) P&G Recruiting Specialists P&G Recruiting Site Generate email to Candidates Post Jobs Review Applications ASP Hosted System (Taleo) Assessment Site (PAN) Payroll On-boarding Logistics Benefits Enrollment, etc Scanning Center SAP P&G Firewall

Why Follow this Approach?

The “Big Picture” Gen X – Technically savvy, well-educated, mobile, highly selective – and shrinking in population 76MM retiring baby boomers – replaced by 62MM new workers Gap already emerging in service, construction, and healthcare industries Anyone’s guess what new jobs will emerge “Bricks” to “Brains” world economy – talent is key

Why Follow this Approach? Global Talent Market – not there yet, but we’re ready Speed and better decision-making Broaden reach without adding staff Better focus on candidates likely to be successful at P&G Challenge: Balance technology with personal touch and build relationships with candidates

Dispelling the “Black Hole” myth – So, what do we do with your application??

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