Corporate Web Selection Tools

A P&G Perspective

Scott Read

Tammy Deaton

Recruitment

Marketing &

Technology Manager

North America

System Administrator

Global Talent Supply

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

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

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!

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

Why do we use Assessments?

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

How are we using Technology?

Straightforward Strategy:

Integrate Systems…and Leverage the Web!

Candidates

P&G Recruiting

Site

Scanning Center

ASP Hosted System

P&G Intranet (Internal Staffing)

P&G Employees

SAP

Post JobsReview 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

Why Follow this Approach?

The Job Market

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

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

What’s Coming?

• Personal Career Portals

• Recruiting Blogs – Ever heard of Heather Hamilton?

• Viral Networks as recruiting tools

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

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