Scott Read Recruiting Technology Manager North America Recruiting Procter & Gamble

Procter & Gamble Scott Read, Manager, Recruiting Technology Responsible for: developing and implementing technology strategy for P&G’s Recruiting. Research of new technology Managing technology projects Manages P&G’s IU recruiting team (and others)

Topics for Today... Overview of P&G’s Recruiting Operation How are we using technology? Why are we following this approach? Where are we headed? Demo and talk about OLAF biodata technology Questions

Procter & Gamble Overview $40 Billion Global Consumer Products Company “Hire at Entry, Promote from Within” ~70% Campus Sourced “School Team” Approach Qualify Large Pool of Candidates

Procter & Gamble Overview Previously -- Manual, paper-based approach Similar to a Manufacturing environment (we “produce” candidates by “assembling” candidate files) 150,000 resumes/yr; 50,000 applications/yr ~ 1 Billion total pieces of data collected/yr

P&G Recruiting Process Online Application Form (OLAF) Problem Solving Test Campus/Initial Interview Selection & Matching with Open Jobs Day Visit Offer/No Offer Decision All based on “What Counts” attributes

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

Why are we following this approach? Speed Better decision-making Broaden reach with out adding staff Better focus on candidates most likely to be successful at P&G Challenge: Balance technology w/personal touch

Why are we following this approach? The web changes everything Playing field is flat with the web; large company economies of scale are nearly eliminated Leverage biodata technology on the web Respond to demand for talent now

Where are we headed? Short Term: Decreased cycle times and faster decisions Tighter integration with internal staffing and career mgmt. processes Move from large campus pre-recruiting events to smaller, more personal

Where are we headed? Long Term: Change in mix of new hire vs. experienced candidates Campus as % of total sources will be less Pressure on “hire at entry” philosophy

Where are we headed? Out there…. Candidate “Self-Service” Selection “portals” More “free agency”

e-mail... read.sa@pg.com