1. Corporate Web Selection Tools A P&G Perspective

2. Scott Read Tammy Deaton Recruitment Marketing & Technology Manager North America System Administrator Global Talent Supply

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

4. P&G Overview $67 Billion Global Consumer Products Company With Gillette acquisition – 22 Billion-dollar Brands “Hire at Entry, Build from Within” - grow and develop tomorrow’s leaders ~70% college-sourced; little use of big job boards Follow a “School Team” approach Qualify a large pool of candidates

5. P&G Overview Application/Assessment almost exclusively online #9 ranking among 50 best recruiting web sites (WetFeet Research); #1 ranking (Electronic Recruiting Exchange) 3MM+ visits to our Recruiting sites annually; generates ~250M applications ~4,000 managers hired per year historically; trend has been down, this year up a bit at ~2,500 P&G is highly selective!

6. 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 “Success Drivers” attributes Standard Around the World

7. Why do we use Assessments?

8. Assessments Are… Fair Objective Personal – reflects who you are, your skills and abilities more accurately than interviews alone Essential – to the success of a build-from-within Company AND for long-term survival when recruiting on the Internet! Used by over 80 Fortune 500 Companies

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

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

11. Why Follow this Approach?

13. The “Big Picture” Today’s Generation – Technically savvy, well- educated, mobile, highly selective, grew up with the Internet – 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

14. Why Follow this Approach? Global Talent Market – not there yet, but we’re ready Speed and better decision-making early 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

15. What’s Coming? Personal Career Portals Recruiting Blogs – Ever heard of Heather Hamilton? Viral Networks as recruiting tools

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

33. XXXXXXXX XXXXXXXXXXXXX XXXXXXXXXXXX XXXXXX

38. If you would like to learn more, Career Planning Strategies textbook will supply additional information on this topic.