1. Scott Read Recruiting Technology Manager North America Recruiting
Procter & Gamble

2. 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)

3. 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

4. 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

5. 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

6. 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

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

9. 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

10. 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

11. 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

12. 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

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

14. ...