TOTAL’S APPROACH TO TALENT

ACQUISITION IN A HIGHLY

COMPETITIVE INDUSTRY

Jean-Marc Guiol, HRIS Vice-President - TOTAL

Duke Daehling, Director of Talent Management, Analytics, & Strategy - IBM

ATS IMPLEMENTATION AT A GLOBAL LEVEL

Design, deploy new practices recruitment / mobility and a tool worldwide in all subsidiaries of the Total Group

100,000+ employees

11 languages

220+ Affiliates over 90 countries

~750 daily HR users

3M+ visitors and 400,000+

applications/year

A Core Model, including:

4

Candidates & managers

dashboards

Video

Recruitment Accelerating

cycles

CRM

Social networks integration

Deployment plan

Core model Pilots

Wave1

Wave2

Wave5

May

2014

Sept

2014 2015

Wave3

Wave4

2016

THE PROJECT BRINGS US MARKET BEST PRACTICES:

IN PARTICULAR A BETTER CANDIDATE EXPERIENCE

5

Talent Brand & Job opportunities

Career site & Social networks

+ zapping

Browsing & looking for a fit

Seamlessly job apply

Prompt responses & updates

Keep in touch

Mobile recruiting through the candidate’s eyes

Applicant Tracking System: IBM Kenexa BrassRing

Identify and manage candidates

THE BUYING APPLICATION CYCLE

6

Awareness Research

Compelling Event Commitment

WHAT IF?

7

Welcome to Organic Markets, Elan! We saw you were looking at our Assistant Manager role, are you interested in applying at one of our in-store kiosks?

Elan is a chef looking to change careers. He has been searching for

potential roles at his favorite organic grocery store.

The next day, he needs to pick up

some groceries.

THANK YOU!

Jean-Marc Guiol, HRIS Vice-President - TOTAL

Duke Daehling, Director of Talent Management, Analytics, & Strategy - IBM