1. 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

2. 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

3. 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!

4. 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

5. 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

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

7. 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 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

8. Why are we following this approach?

10. 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

11. 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

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