NEW STRATEGIES & SOLUTIONS IN THE GLOBAL WAR FOR

TALENT April 8-9, 2014

u p s t a r t 3 6 0 . c o m / l i v e

THE PURSUIT OF HAPPINESS Finding/Sourcing + Developing Talent: Issues & Solutions

Moderator: Kathy Rapp Senior VP, hrQ

Kevin Spain Senior Corporate Recruiter, Fugro

Liz Thomas Recruiting Director, CDI

Lijo Joseph HR Supervisor, Noble Energy

Michael Cashin Recruitment Lead, Shell Oil Company - US Downstream

Kevin Spain, Senior Corporate

Recruiter – Fugro

US Navy Retired

www.fugro.com

Top 100 Employer - Veterans

- Fugro provides Engineering Services to O & G Industry

- Top 100 Military Friendly Employer 2010 - 2014

(G.I. Jobs) www.militaryfriendly.com

- Best of Best Veteran Friendly Companies (US Veterans Magazine) 2012 - 2013 www.usveteransmagazine.com

• Reasons to Hire Military Veterans

• Building your Company Brand in the Military Community

• Resources & Solutions to Hire Veterans

• Retention of Veterans

• Core Values: Army: Loyalty, Duty, Respect, Selfless Service, Honor, Integrity, Personal Courage Navy: Honor, Courage, Commitment Marines: Honor, Courage, Commitment Air Force: Integrity, Service, Excellence Coast Guard: Honor, Respect, Devotion to Duty

• Leadership Skills, Team Oriented, Respect for Protocol & Procedures, Diversity & Interpersonal Skills, Technology Skills, Integrity & Ethics

• US Military has Largest Technical Training System Worldwide: 600+ courses

• Educated: 36% have college degrees

• Second largest renewable workforce: 200,000+ a year transition into civilian jobs.

• Be Authentic – If you say “We hire Veterans”, be committed.

• Develop a Strategic Plan

• Focus on Internal Resources

• Establish an Aggressive Hiring Process

• Extremely Important: Hire dedicated full-time Military Recruiting Staff

• Transition Assistance Program (TAP): on every med –large installation worldwide.

• Start with largest military installations by branch –

most transitions • Brand your Company Website as a “Veteran Friendly

Employer”. Join Military Social/Professional Networking groups online

• Military Career Fairs: www.military.com

www.talonline.com www.hiringourheroes.org • Student Veterans of America:

www.studentveterans.org

• Make it personal - Hold your own hiring event

• Set Veteran up with a Mentor, focus on Training & Development

• Establish Veteran affinity & networking groups within Company

• Sponsor Veteran Employee memberships to local & national vet organizations

• Connect with Local Veterans Rep at Employment Office – Programs for retention

• Have Veterans represent company in local Holiday/Corporate events/programs. (Veterans Day, Memorial Day, etc.)

• Veterans Core Values, Education, and Experience will be an asset to your Company

• Hiring a Veteran is good for business

• Transitioning Veterans: Second largest renewable workforce available

• Get your Brand name in the Military Community and be “Authentic”

• Key to success of your Veteran Recruiting: “Hire Military Recruiting Staff”

• Showing you care for veterans future within your company will be key to their Retention.

Bridging the Gaps Hiring Managers and HR/Recruiting Presented by Elizabeth (Liz) Thomas CDI Recruiting Director Global Engineering Technology Services

Bridging The Gaps

“Disconnect Happens”

Examples of Causes from the Recruitment Perspective

Bridging The Gaps • HR Processes and Work Flow • Outdated Job Descriptions • Recruiting Structure and Head Count • Unrealistic and/or misaligned expectations • Insufficient Recruiting Resources/Budget • Lack of Workforce Planning • Inadequate Recruiting Strategy • Recruiting Initiatives - Roles undefined • Absence of Management/Executive Support • Antiquated Technology • Resistance to Change • Lack of Recruiter Management, Ownership,

Partnerships and Communication

Bridging The Gaps

Consequence to Business A Snap Shot

When HR Process & Hiring Needs

are not on the same page

Bridging The Gaps • Hiring Manager needs not met- Large # of open positions • Communication disconnect- Skills needed • Department morale suffers • Cost per hire and Time to Fill metrics increase • Company Employment Brand deteriorates • Poor candidate experience • Competition gains edge • Lose or never attract top Candidates • Candidate compensation issues arise • Recruiting’s reputation as a strong business partner

diminishes • Projects lost or slow down

Bridging The Gaps

Solutions Recruitment Perspective

Bridging The Gaps

• Understand Business Needs • Talk, Communicate, Face time- Include in Metrics • Define Expectations- Level of Customer Service • Orientation – Introduction • Supervisor Training – Role Definition & Process • Recruiter time- Administrative Functions • Realign Recruiting Structure & redefine roles in HR • Recruiter Training – Review Strategy • Evaluate and Upgrade Job Descriptions & Postings • Enter WF Plan into ATS- Target Openings

Bridging The Gaps-Solutions Continued • Pilot new Recruiting Programs First • New Employee and Hiring Mgr. Surveys • Upgrade Recruiting Technology & Resources to

match level of hiring needs • Form Partnerships with Vendors • Consistently Evaluate Budget • Define Employee Value Proposition and

Communicate • Engage in Business Partnerships- Recruiting

Ambassadors/Champions

Bridging The Gaps

Thank you

PURSUIT OF HAPPINESS

April 9, 2014 HR Supervisor, Talent Acquisition Lijo V. Joseph

What are we looking at

22

Current State

23

Qualified technical staff A TON of competition

My managers know better Technical ability wins They can recruit better

How Are We Pursuing Happiness

24

I can control me Lost in the speed of execution

Recruiting for the Company instead of just the job Athletes Longer runway Prime for development Highest organizational impact The right stock Being in the middle of the process

How we do it

25

Evaluate the process Align the players involved Leadership Manager Recruiter

Make sure the person that’s talking knows what

to say Manager Recruiter

Tactics that work

26

Art of recruiting Resume evaluation Phone Screening Questions being asked What’s being dug into Close

The Art of Account Management Over communicate Live your commitment Concierge

TALENT RELATIONSHIP MANAGEMENT “ SHELL TALENT COMMUNITY”

OUR JOURNEY

29

Analytics heavily supports our relationship centric sourcing model

Analytics puts real intelligence into recruiting

Relationships + analytics = competitive advantage

The era of big data

Putting relationships at the heart of our sourcing strategy

Aggressive focus on low cost sourcing channels (employee referrals, social media, alumni)

Advanced data gathering

Focus on reactive sourcing, i.e. ‘Post & pray”

Heavy reliance on agencies and search firms

Recruiter focused on process management

“ Post & Pray”

Preparing our recruiting organization for the era of big data …

Relationship centric

We are here at the moment

AN INTERCONNECTED CANDIDATE LANDSCAPE

30

Talent/ Campus Ambassadors Kenexa 2xB Events

Landing Pages Job sites et al. Social Media

Talent Relationship Management „ Shell Talent Community“

RENEWABLES WELL ENGINEERING

SOURCE – Shell Talent Community (STC)

STC (Avature) helps to discover talents, to build a talent database and to engage with suitable prospects. W hen ready to be matched to an open requisition, invite the prospects to apply in 2xB

RECRUIT – 2xB

Application Tracking System (Kenexa 2xB) supports the application process, from apply to hired/ rejected. W hen an applicant is rejected and not yet in STC, he/ she will be invited to STC.

2 TOOLS – 1 GOAL

C A B A

Applicants (ATS)

Shell staff

Prospects (STC)

Fitting talents are activated to apply

Semi-fitting talents might turn into fitting talents in the future

Even non-fitting talents can utilize their network to ‘deliver’ hires. C

B

A

Discover &

engage w

/ prospects M

anage & select

applicants

31

SHELL TALENT COMMUNITY AT A GLANCE

External talents can join the Shell Talent Community by clicking a banner and register via an entry portals (Portals: General, Students, Events, Wells Engineers, Military Veterans, Talent Ambassadors)

Automatic initial engagement email is sent out (most of these emails ask for further profile information)

Prospect will fill out field of interest, which will connect them to pipeline (24 job areas)

W ithin the STC Tool sourcers & recruiters can:

1. search for talents a. in the database b. through interlinked external websources (e.g. Monster, Rigzone etc)

2. add talents to the database 3. invite prospects in database to apply for an open position in 2xB 4. build a relationship (supported by easy workflow steps)

Global and regional marketing will run an email program to keep talent up to date about latest developments in their field of interest or interesting events

Banner on Shell.com pages

STC Tool for recruitment/ marketing staff

Entry portal

Applicants (ATS)

Prospects (STC)

Shell Talent Community

32

ENTRY PORTAL EXAMPLE – DRAFT VERSION

33

June 19th WEBINAR Identifying High-performing Candidates That Will Succeed In Your Organization Sponsored by: SkillSurvey July 24th MICRO SUMMIT The Westin Houston, Memorial City

• Recruiting And Workforce Analytics • Hiring High-performing Candidates • Oil & Gas Salary Benchmark Survey

Sponsored by: Ascende, SkillSurvey

Fall 2014 WORKFORCE NEXT SUMMIT Premier event focused exclusively on recruiting/talent acquisition, retention and energy workforce management for Upstream, Mid-Stream and Downstream.

UPCOMING EVENTS

u p s t a r t 3 6 0 . c o m / l i v e

WORKFORCE NEXT brings together a high-level community of HR executives, talent and workforce management professionals, and stakeholders focused on labor demand issues and challenges in the energy industry.

• How to find & recruit great people in a hyper-competitive market • How to retain current employees • How to train, grow, motivate your teams • How to transfer knowledge from a rapidly retiring workforce • And how to keep up with ever-growing employment regulations

There are unique differences market-to-market and WORKFORCE NEXT focuses exclusively on challenges in the oil & gas and energy industries via live solution-based events where you’ll network with industry leaders.

U p s t r e a m ● M i d - S t r e a m ● D o w n s t r e a m

Learn More: WFN360.com

WORKFORCE NEXT

u p s t a r t 3 6 0 . c o m / l i v e

THANK YOU

Let’s connect SUBSCRIBE – Be the first to hear about upcoming events and read exclusive articles, blogs, and case studies.