Ed Davis Managing Director Talent Acquisition

Kelly Penry Director Talent Acquisition

7 Steps to Successful Strategic Staffing

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United Airlines & Continental Airlines

•  The combination of United & Continental will bring together the most complimentary networks of any two U.S. based carriers

•  As one airline, we will serve more than 144 million passengers per year as they fly to 370 destinations in 59 countries

•  Together we will have 70,000 – 80,000 employees

•  Minimal domestic and no international overlap

•  Customers will benefit from: - World’s largest airline & most

comprehensive network - The most modern & fuel efficient fleet - Industry leading frequent flyer programs &

award winning customer service

Merger Pending

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What is Strategic Staffing?

Working Definition: Any large scale staffing project that has strategic importance to the business

Highly visible to senior leadership because they are driven by a strategic business imperative

It could be any important recruiting project -- from 10 to 5,000 employees

An Expansion • Relocation of a Business • Start-up • New Line of Business

A Greenfield • Talent Build-Out (ERP, Six Sigma, Lean, etc.) • Re-engineering a Function

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What do our internal clients expect when we have strategic staffing questions?

Results! Failure is not

an option

Measurement & Reporting

High Quality Hires

On-Time Delivery

Flawless Execution Low Cost per Hire

Quick Time to Fill

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The Seven Steps of Strategic Staffing

Plan

Develop Sourcing Strategy

Roles & Responsibilities

Optimize Resources And Technology

Project Management and Reporting

Manage Interviews and Offers

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•  Why it’s important

•  Why we don’t do it well

•  The trouble with moving targets

•  The 80% rule

•  Internal vs. external staffing decisions

•  Senior leader commitment & prioritization

•  Specification meetings by function (senior leader input)

•  Create a bottom-up sourcing strategy

•  “Kitchen Sink Sourcing”

•  Contract on costs (holistic approach)

•  Resource well: –  Internal recruiters –  Vendors –  Contract recruiters –  Coordinators –  Analysts

•  Remember…fast, high quality or inexpensive

Step 2: Develop Sourcing Strategy

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IT Sourcing Strategy Example Position Requirements: Various positions mainly Systems Engineers

Department: IT Hiring Manager: Various Department: IT

Websites Niche Sites: No Cost The ratio of industry specific hires will be

increased when posting to these recommended sites.

The estimated total cost to post to these niche boards is $690.00. General Sites:

Careerbuilder.com Estimate 1 hire Dice.com United.com We have national contracts with

Careerbuilder.com & Dice.com therefore there is no additional cost associated with posting to these sites. Contingency Hiring two and a half contract recruiters Estimate 50-60 hires Firms/Contractors for 10 weeks at $55-65/hr. $67, 500.00 NA

Professional Associations Technology Leaders Association (TLA) Posting to an Association Board will Enterprise Architect Executive Council (EAEC) target a specialized pool of candidates. Microsoft Certified Systems Engineer (MCSE) $1000 for posting Estimate 2-3 hires

Database Database searches will be conducted in No Cost Searching the database for existing Taleo (applicant tracking system) to identify candidate pools will increase ratios for hire potential candidates from our database from Taleo and reduce cost per hire. Estimate 25 hires

Research Research into airlines and other local companies $100.00 per hour (estimate 100 hours) 2 weeks to generate name list and to target candidates with industry experience. approach candidates.

Total estimated cost 100 x 100 hrs= $10,000.00 Estimate 5 hires

Furloughed Employees Letter dent to furloughed employees/post internally on Career Gateway No Cost Estimate 10-15 hires

Recruiting Vehicle Description of Actions to be Taken Estimated Costs Notes

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IT Sourcing Strategy Example con’t

Employee Referral Program All positions will be posted internally for employees No Cost Estimate 10 hires to be able to make referrals We have a national contract with LinkedIn and extensive networks with IT professionals.

Professional Networking Utilize search engines, LinkedIn, and professional networks to direct source candidates No Cost Estimate 1-2 hires

Social Networking Use United’s Facebook page to post position No Cost Estimate 5 hires

Outplacement Firms Post positions to top three outplacement firms No Cost These firms can provide a large pool of candidates who are immediately available. Most recipients of outplacement services are at a professional level. We will be able to search the databases.

Recruitment Team Members: Manager of Recruiting/Project Leader, Sr. Recruiter, 1 dedicated Staffing Support Rep, 2.5 Contract Recruiters Metrics: Total Average Cost per hire $523

Recruitment Goals: Cost per hire $523; Internet/Network hires 40%, Research 3%, Internal hires 27% ERP 6%,

1. Total cost is all strategies are adopted is estimated at $78,500, which will equate to $523 cost per hire. 2. Target data for commencement or recruitment project is TBD. Initial candidates will br presented within 2-3 weeks of start date of project. 3. Initial calibration sessions will be held during first two weeks of project to identify solid candidates profiles that can be used as benchmark for identifying viable candidates. 4. Weekly updates will be provided on recruitment activity via email with key stakeholders every Wednesday (schedule to be determined).

Support we need: • Financial support for 2.5 contract recruiters given tight timeline. • Participate in the spec meeting process………and calibration sessions. • Function as subject matter expert for technical questions. • Participate on weekly conference calls for status updates on recruitment activity. • Feedback on candidates submitted within 48 hours. • Participate in de-briefing sessions to access next steps for candidates. • Block off times on schedule for interviewing.

Recruiting Vehicle Description of Actions to be Taken Estimated Costs Notes

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Marketing Sourcing Strategy Example Position Requirements: Various positions

Start of Project: May 1, 2009 Hiring Manager: Various Department: Marketing

Websites Niche Sites: McKinsey $0 The ratio of industry specific hires will be BCG $0 increased when posting to these

Booz Allen $0 recommended sites.

Estimate 2-3 hires

General Sites:

Careerbuilder.com We have national contracts with United.com Careerbuilder.com; there is no additional associated with posting to this site.

Estimate 5-7 hires Contingency Hiring a contract recruiter for 10 weeks at $55-$65/hr.; $24,000.00 NA Firms/Contractors need request participation

1 Marketing Specialized Contingency Firm TBD

Professional Associations CADM - Chicago Association of Direct Marketing $170 membership fee Posting to an Association Board will Enterprise Architect Executive Council (EAEC) for unlimited posting target a specialized pool of candidates.

DMA - Direct Marketing Associations $255 per job posting Estimate 2 hires

Database Database searches will be conducted in No Cost Searching the database for existing Taleo (applicant tracking system) to identify candidate pools will increase ratios for hire potential candidates from our database from Taleo and reduce cost per hire. Estimate 2 hires

Recruiting Vehicle Description of Actions to be Taken Estimated Costs Notes

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Marketing Sourcing Strategy Example con’t

Employee Referral Program All positions will be posted internally for employees No Cost Estimate 2 hires to be able to make referrals We have a national contract with LinkedIn and extensive networks with IT professionals

Professional Networking Utilize search engines, LinkedIn, and professional networks to direct source candidates No Cost Estimate 2 hires

Social Networking Use United’s Facebook page to post position No Cost Estimate 2 hires

Alumni Sites Kellogg No Cost Chicago Booth Purdue Northwestern Bell - Integrated Marketing communication Program

Recruitment Team Members: Manager of Recruiting/Project Leader, Sr. Recruiter, 1 dedicated Staffing Support Rep, 1 Contract Recruiter Metrics: Total Average Cost per hire $1627

Recruitment Goals: Cost per hire $1627; Internet/Network hires 73%, Internal hires 27% ERP 6%,

1. Total cost if all strategies are adopted is estimated at $34,175, which will equate to $1627 cost per hire. 2. Target data for commencement or recruitment project is May 1, 2009. Initial candidates will be presented within 2-3 weeks of

start date of project. 3. Initial calibration sessions will be held during first two weeks of project to identify solid candidates profiles that can be used as benchmarks for identifying viable candidates. 4. Weekly updates will be provided on recruitment activity via email with key stakeholders every Wednesday (schedule to be determined).

Support we need: • Financial support for 1 contract recruiter given tight timeline. • Participate in the spec meeting process………and calibration sessions. • Function as subject matter expert for job related questions. • Participate on weekly conference calls for status updates on recruitment activity. • Feedback on candidates submitted within 48 hours. • Participate in de-briefing sessions to access next steps for candidates. • Block off times on schedule for interviewing 2 days per week.

Recruiting Vehicle Description of Actions to be Taken Estimated Costs Notes

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•  Manage the project

•  Lead the specification meeting

•  Lead weekly update calls or meetings

•  Ensure cross team coordination

•  Remove obstacles

•  Report results

Lead Recruiter

•  Obtain compensation & job description data

•  Participate in weekly calls

•  Help remove road blocks

•  Expedite internal selection

•  Where needed, help to understand business needs or candidate fit

Human Resources

•  Comprehensive specification meeting ASAP

•  Clear and consistent alignment on hiring with interview team

•  Prioritize and stick to interview schedules

•  Participate in weekly calls (mandatory)

•  Bi-weekly feedback meetings on candidates

•  Creative and expeditious offer process

Hiring Manager

Step 3: Roles & Responsibilities

•  Project Lead

•  Other Hiring Managers

•  Senior Leadership

•  Staffing Coordinators

•  Compensation

•  Referring Employees

Other Key Point Person Roles

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Step 4: Resource Optimization & Technology

•  Schedule interviews expeditiously

• Ensure details are communicated effectively

•  Engage HR support

•  Utilize research firm support

•  Research firms

•  Corporate communication

•  Don't “over interview”

•  Full utilization of ATS

•  Analyst can assist with weekly reporting, dashboard and metrics

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1.  Maintain a list of open positions by function in priority order

2.  Create functional dashboards with your Recruiter that include: •  Realistic hiring timeline •  Interview to hire projection •  Offer to hire projection •  Red, yellow, green status indicators

3.  Create a roll-up dashboard incorporating all functions

4.  Review the dashboard every week in your functional calls and update as needed

5.  Surface and resolve problems

6.  Review a diverse candidate slate

Step 5: Project Management & Reporting

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Marketing Functional Dashboard

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Marketing Functional Dashboard con’t

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Step 6: Manage Interviews and Offers

1.  Schedule interviews quickly

2. Make sure executives’ administration understands prioritization

3. Use creative approaches - interview days, interviews after or before work hours, weekends, etc.

4. Don’t forget “air traffic control” and logistics

5.  Provide a quality candidate experience, e.g. gift baskets, peer lunches, tours, follow-up letter, etc.

6. Don’t “over interview”

7. Make offers competitive & extend quickly

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Step 7: Metrics and Reporting

•  Report on: - Number of candidates, phone screens,

interviews conducted and total number of hires - Diversity mix - Positions filled (vs. goal) - Actual time-to-fill (vs. plan) - Actual costs / spending

(vs. planned budget) - Candidate sources - Acknowledge Project Lead & key team members - Quality of hire

•  Incorporate metrics into quality and year end reports

•  Use strategic staffing to recognize and develop team members

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IT Project, Sample Metrics Number of Positions Filled 149

Type / Level of Positions Sr. Systems Engineer Project Manger Regional Mangers (Field Serv) Manager Engineer Data Center Engineer Service Desk Manager Help Desk Assoc. Incident Manager Network/Info Security Specialist

Candidate Source(s) Employee Referral (13) Internet / Professional Networks (41) Agency (1) Internal Employees (24) Rehires (34) Other (34)

Cost Per Hire $1,523

Diversity Female - 45% Minority - 32%

Applications & Interviews Total applications received – 6,621 Total phone screens conducted - 578 Total in-person interviews - 289 Offer to Hire – 96%

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Marketing Project, Sample Metrics Number of Positions Filled 35

Type / Level of Positions Managing Director Sr. Manager Manager Project Managers / Product Mangers Analysts / Strategists Administrative

Candidate Source(s) Employee Referral (8) Internet / Professional Networks (17) Internal (9) Agency (1)

Cost Per Hire $1,108 [Includes contractor recruiter cost of $25K, internet job posting]

Diversity Female - 48% Minority - 35%

Applications & Interviews Total applications received – 4,504 Total phone screens conducted - 300 Total in-person interviews - 150 Offer to Hire – 95%

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2009 Strategic Staffing Projects

IT Sourcing Strategy 149 positions

Tech Support Re-Org 39 positions

Operations Division Re-Org 66 positions

Inflight Re-Org 36 positions

Marketing Re-Org 35 positions

Engineering 23 positions

Training Center Build-out 13 positions

0 50 100 150

361 Jobs Filled

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Senior Leadership Support –

it is a strategic imperative

Keys To Success

Team process - the power of “3”

Unique opportunity for high business

impact, diversity and quality

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Your Questions

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A Gift For You !

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APPENDIX

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Example: Specification Meeting Form

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Example: Specification Meeting Form con’t

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Example: Specification Meeting Form con’t