Global HR Update Recruitment Process Optimization (RPO) The word Optimization was decided to be used after negative feeling was collectively received around the word “outsourcing”.

Global Recruitment Process Global Recruitment Umbrella Leader Name Strategy Operations Acquisition Leader Africa Australia Brazil China Europe India Mexico NE/SE Asia U.S. Global Recruitment Process 1. Prepare 2. Kickoff 3. Source 4. Screen 5. Present 6. Mgr Interview 7. Select 8. Offer 9. Hire 10. Post-Hire Global Partners Global Platforms (Managed Service Provider – MSP) Vendor Management System (VMS), CWK Program Process Design, Supplier Cost Control, Program Management (Recruitment Process Optimization – RPO) Recruitment Process Design, Applicant Tracking System (ATS), Resources, Sourcing Strategies, Targeted Candidate Messaging (Employment Brand) Career Website, Collateral, Go-To-Market Strategy, EVP, Brand Strategy

What Changes Will We See in the Requisition Initiation Process? Before RPO – Manual Process Hiring Manager informs Line HR of vacancy and details Line HR manually sends an email to recruiting with position details Someone in corporate recruiting receives a message in their inbox (not always apparent who the right person is) After RPO – Technology Enabled Process Hiring Manager informs Line HR of vacancy and details Line HR enters requisition details into iRecruit The right person in corporate recruiting is routed the vacancy

How Will the Technology Support the Process? Requisition Integration Scenario 1: Requisition Integration Scenario 2: iRecruit and Taleo OneSource and Taleo OneSource/iRecruit Taleo Applicant Tracking System(ATS) iRecruit Originated Requisitions (with Job Profile) Candidates Approved For Hire Foundation Data Integrations: • Organization Locations Departments Req. (Job) Templates Employee Names & WWIDS Users (Recruiters , Managers, HR) LUDS (Large User Defined Selections) Requisitions entered into iRecruit by HR and posted internally Decision Point for HRLT Fully integrated Job Profiles are loaded to iRecruit A feed sends requisitions ATS to be sourced externally when internal process is complete automatically New hire details flow from ATS into HRIS automatically Integration exists Internal posting continues to be performed manually, as in current state A feed sends requisitions ATS to be sourced externally when internal process is complete automatically New hire details flow from ATS into HRIS automatically

What Changes Will We See in the Sourcing Process? Before RPO – Communication Gaps Exist Communication gaps may make Hiring Manager or Line HR feel they’ve entered a black hole Line HR or Hiring Manager sends an email to inquire about vacancy status, must manage recruiting through the process Candidates presented may not meet expectations due to lack of hiring manager and recruiter interaction After RPO – Engagement with Hiring Manager and Sourcing Strategy Improve the Process Recruiter holds intake meeting with Hiring Manager Recruiter will use a multi-pronged sourcing strategy tailored to the vacancy The Hiring Manager is satisfied with the quality of resumes/CVs

How Will our Sourcing Strategy be Improved to Find the Right Talent? We’ll take a targeted, multi-pronged approach to finding the right candidate Today, Recruiting primarily looks to large job boards like Monster.com, 51jobs.com, etc. We spend thousands of dollars each year on job board contracts, and find that we may only get about 2% of hires from a given board* In the future, we’ll look to industry and function specific sources, market research, competitor/ complementary companies, niche boards, and a host of other sources depending on the particular vacancy Diagram provided by RPO vendor *Estimate based on one particular job board

How will the Candidate Experience Improve? Before RPO – Low Awareness Around Jobs and Cumbersome Application Process Candidate may only find jobs through limited Channels (mainly Careers. .com) Candidates in numerous countries around the globe cannot apply via mobile, often their only means of accessing the web Candidate is required to fill out numerous paper forms when they come in for an interview, often with repetitive data After RPO – Jobs Accessible Through Many Channels and Process Streamlined Candidates may access jobs through multiple channels or be referred to jobs Candidates across the world may search for vacancies through their mobile devices Candidates complete application online* reducing manual work for the candidate, Line HR and the recruiter *A few manual forms remain in exception cases where it was impossible to do away with a particular form

Change Management / Communication RPO Project Implementation Progress Discovery Design and Build Cutover and Go-Live Conduct in-region process sessions to map current state process and provide future state recommendations Gather technical requirements from each region RPO Subcommittee meetings - ongoing Determine future state resource allocation Develop sourcing strategy Position EVP Complete ATS configurations Integrate systems (as determined during discovery) Conduct RPO emersion training Conduct training with stakeholders Prepare facilities Migrate data (as determined during discovery) Deploy change control process Global process, accounting for regional variation Interim resources identified - ongoing Completed business requirements workbooks Recruiting team structure Robust, targeted sourcing strategies Global Applicant Tracking System (ATS) Completed integrations Reports enabled Appropriate understanding of process and technologies Integrated recruiting teams in-regions ATS supporting external recruitment Change Control Process Activities Outcomes Change Management / Communication Project Management Key: Complete In Progress Ongoing

Key Program Launch Dates The RPO project will be launched in 3 phases APAC Region Americas Goal for US to Go-Live prior to the college recruiting season The EMEA Region

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