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Paul Wolfe, Indeed@PWolfe67

Paul Wolfe serves as Senior Vice President of Human Resources for Indeed, with a focus on growing, developing and engaging Indeed’s talent and nurturing the company culture. In this role, Paul oversees a multidisciplined HR group that includes HR Business Partners, Talent Attraction, Employee Development, Total Rewards, Inclusion, HR Analytics, HR Operations and Employee Experience. Paul sets the talent strategy at Indeed to ensure that all current and future business needs are met. He is passionate about creating an environment where the business can thrive and where employees can be their true, authentic selves each day.

Prior to Indeed, Paul served as a Vice President and Senior Vice President at a number of well-known companies, including Match.com, Orbitz, Condé Nast and Ticketmaster. Paul holds a bachelor’s degree from Nova Southeastern University in Florida. He lives with his husband and their dogs in New York.

Thank you for joining us at the Leadership Forum at Indeed Interactive 2019!

It was an honor to spend our time together sharing new solutions and opportunities for retaining and engaging top talent. I hope you were able to grow your peer network throughout our three days of inspiring collaboration and can walk away with new perspectives on HR innovation and insight into emerging labor market trends.

Thank you for attending and making this year’s Leadership Forum a meaningful experience!

Paul WolfeSenior Vice President of HR, Indeed

The Leadership Forum kicked off on Monday, May 13, with an exclusive dinner and keynote session at the Pershing Club in Austin, TX. HR and talent leaders from companies large and small and spanning key industries — transportation, healthcare, financial, retail and tech — joined us for an evening of networking and an opportunity to share their perspectives, insights and expertise.

We have to be courageous enough to be vulnerable. We have to be invested enough to go deeper. Being able to disengage is a luxury many can’t afford. We have to breathe life back into D&I because our young people are depending on us.”

Michelle Kim, Awaken@mjmichellekim

Michelle Kim, Cofounder and CEO of Awaken, is an entrepreneur, activist, speaker and advocate for diversity, equity and inclusion who works with courageous leaders to create inclusive workplace cultures.

For decades, companies have relied on a programmatic approach to diversity and inclusion (D&I). On May 13, Michelle Kim, Cofounder and CEO of Awaken, joined the Leadership Forum to discuss the critical steps needed to level the playing field — transitioning beyond awareness to a leader-led focus where business leaders advocate, challenge and address barriers to inclusion.

In her session, Michelle shared the negative impact of Performative D&I and examples of how companies try to implement cultural change without real action — offering one-off trainings without any follow up, rolling out new policies without proper education or launching ERGs without support.

To set leaders on the right path toward building a more inclusive culture, Michelle offered attendees three critical steps to avoid Performative D&I:

― Integrate D&I into the business ― Understand intersectionality ― Do no harm

Michelle closed her session with one final bonus step: practice courage. She went on to explain how “courage is the necessary ingredient to change.” To be courageous, we need to practice vulnerability and humility, listen to underrepresented groups, push back on shiny Band-Aid solutions, practice accountability and follow through, and last but not least, when mistakes occur, apologize and own up to them.

To help you continue this important discussion, Michelle has recommended the following follow-up resources and materials:

― If your boss is still asking about the “business case” for diversity, your company’s in trouble

― “Diversity of Thought” without Diverse Representation is Status Quo

― Deloitte’s D&I Maturity Model

― BCG: Fixing the Flawed Approach to Diversity For additional questions, or to contact Michelle directly, please email her at michelle@visionawaken.com.

Aaron Kraljev, Wells Fargo@Kraljev

Aaron Kraljev is the VP of Employer Brand & Candidate Advocacy for Wells Fargo Bank. He has held this role for 10 years and has been with the bank for 22 overall, with roles in HR, marketing and the banking branches. Aaron is a born and raised Oregonian and lives outside Portland with his family and a menagerie of critters.

Everyone wants to make data-driven decisions, but what does that mean? How does that work? In his session at the 2019 Leadership Forum, Aaron Kraljev shared his insights on evolving from a decentralized budget based on gut instinct toward a centralized, data-driven, employer brand media attraction strategy.

Historically, Wells Fargo’s employer brand has been managed centrally and funded by the business, and ROI was not measured. Realizing this approach was not benefiting the organization, Aaron and his team at Wells Fargo improved their employer branding and media efforts by:

―Determining where and how resources are decked across the organization ―Tracking all media, content and online channels

Today, all branding efforts are executed and funded from one central budget, all vendors and contracts are measured centrally and all media efforts are tracked from attraction to hire.

The result: Cost per application decreased by 43%, cost per hire decreased by 35% and the number of applications needed to make a hire decreased by 37%.

Carmen Orr, eBay@CarmenOrr9

Carmen Orr is currently the Vice President of People for eBay’s Global Customer Support Organization, where she is responsible for the organization’s overall human capital strategy. With over 20 years of experience in human resources leadership, Carmen has an extensive background in leading recruiting functions at scale, including high-volume operational roles in highly seasonal businesses.

In today’s competitive hiring market, it’s often difficult to grow the organization without sacrificing candidate quality. In her session, Carmen Orr shared how to scale hiring while maintaining candidate quality and fit. With a three-fold increase in the company’s hiring plan, Carmen had to evolve the recruiting process to one enabled by technology to achieve scale and reach. To maintain eBay’s 20:1 candidate-to-hire ratio, Carmen implemented practical strategies so recruiters could spend more time with candidates and less time managing logistics.

Below is a recap of the key lessons shared during her session:

―Technology ― Enabled scale ― Embraced by candidates

―Partnership ― Change management matters ― Business ownership is critical

―Fit ― Technology can be used to build cultural connections ― Assess the right things

Together with Indeed, we believe we can help companies discover that their next great hire may not have a traditional background or career path, but that person has the skills and qualifications needed to make positive contributions.”

Steve Preston, Goodwill @StevenCPreston

Steve Preston is the President and CEO of Goodwill Industries International. Steve has led two federal cabinet agencies through responses to national crises and led several corporate transformations as a CEO and a CFO.

In an exclusive fireside chat at the Leadership Forum, Paul Wolfe, SVP of HR at Indeed, welcomed Steve Preston, the new president and CEO of Goodwill Industries International, to discuss the changing world of work and what it means for each of us in our efforts to find the right talent to help our companies succeed and help our communities thrive.

With local Goodwill® stores existing within 10 miles of more than 80 percent of the U.S. population’s homes, people are familiar with the retail side. But what many of us in the room didn’t realize was that Goodwill is the leading nonprofit workforce development organization in North America, serving more than 33M job seekers annually through in-person and online services.

In his session, Steve painted a picture of who Goodwill serves and how people who have been on the sidelines of the labor market use Goodwill services to build skills, connect with opportunities, gain credentials and certifications, go to work and advance their careers.

Leadership Forum attendees were also given a sneak peek of Indeed’s new partnership with Goodwill Industries International. At Interactive, Indeed announced a commitment to helping one million job seekers around the world find employment over the next five years, with Goodwill as our first signature partner in that effort.

For more information about how your organization can join Indeed and Goodwill in this partnership, please contact socialimpact@indeed.com.

While the Leadership Forum at Indeed Interactive has ended, you still have the opportunity to partner with Indeed by visiting the Indeed Idea Center in Austin or Dublin!

On Tuesday, May 14, Matt Berndt, Senior Manager of Indeed’s Global Idea Center Program, provided an overview of Indeed’s Idea Center, including what an Idea Center executive briefing is, who participates, where they take place, as well as how — and when — to schedule your visit. When you attend an Idea Center executive briefing, you’ll walk away with:

― Increased knowledge of how Indeed works and awareness of how we’re advancing our mission ― Insights to make more informed decisions about how you can maximize your investment with Indeed ―Greater understanding of Indeed as a strategic business partner

To learn more about the Idea Center, or to request a briefing, please contact your sales representative.

Matt Berndt, Indeed@MattBerndt

Matt Berndt is the Senior Manager of Indeed’s Global Idea Center Program. Matt and his team of recruitment evangelists and program managers in Austin, Texas, and Dublin, Ireland, host employers visiting Indeed’s Idea Centers for personalized executive briefings. With 20+ years in employment technology, university career services and staffing, Matt is known in the career and recruitment services space for his work in employment outcomes research, career services strategic planning and career coaching.

On Wednesday, May 15, attendees had the opportunity to ask Indeed’s Chief Economist, Jed Kolko, questions about the current and future state of the economy. In this engaging, hands-on session, Jed addressed top concerns around the skills shortage — specifically within the health-care and trucking industries — today’s educational system and Brexit.

To learn more about today’s market insights and emerging trends, visit theHiring Lab website.

Jed Kolko, Indeed@JedKolko

Jed Kolko is Chief Economist at the Indeed Hiring Lab. Previously he was Chief Economist and VP of Analytics at Trulia, the online real estate marketplace. He has also led research teams at the Public Policy Institute of California and Forrester Research. Jed specializes in using large-scale proprietary and publicly available datasets to uncover insights about labor markets, the future of work, demographics, housing markets and urban trends. He earned his B.A. in social studies and his Ph.D. in economics at Harvard University.

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