1.A Journey from Reactive to Proactive: Building an Integrated Recruitment Strategy Angela Farrelly Strategic Sourcing Leader Air New Zealand @AngelaFarrellySheila Delargy Senior Director, Global Recruiting Kelloggs @SheilaDelargy

2. Right HereRight Now#intalent 3. Dramatically changed landscape#intalent 4. #intalent 5. #intalent 6. #intalent 7. Online and all the time#intalent 8. #intalent 9. Accessibility of talent#intalent 10. Sourcing candidates has changed#intalent 11. #intalent 12. #intalent 13. #intalent 14. #intalent 15. Best candidate or the best applicant?#intalent 16. Talent engagement strategy#intalent 17. What we learned the hard wayResearch Business Strategy = Talent Strategy Collaboration BudgetAgile Technology#intalent 18. The seven deadly sins#intalent 19. #intalent 20. The future Mobile Gamification Industry Changers Augmented Reality Google Glass The Cloud & Big Data#intalent 21. Scene from a shopping mall#intalent 22. Key takeaways#intalent 23. Kelloggs 24. #intalent 25. The Kellogg CompanyOur Vision To enrich and delight the world through foods and brands that matterOur Purpose Nourishing families so they can flourish and thrive 26. Reactive to Proactive!YESTERDAY Limited global consistency Reactive recruiting High costs to the business Talent GapsTOMORROW Global consistency Proactive recruiting Growing our internal talent Winning the war for talent #intalent 27. Need new photo as this was taken from Google#intalent 28. And the World Had Changed Too Escalating War for Talent Competitor innovation in talent acquisition was raising the bar Changes in employee demographics meant skills shortages and increased competition Social Media in recruiting is a game changer 29. Changes: Next Exit#intalent 30. New Recruiting StrategyGrow & Develop More Talent From WithinRecruit the BestPosition Kellogg as a Global Employer of ChoiceImprove the Time & Cost to Hire#intalent 31. Our New Global Employer BrandGROW WITH US#intalent 32. 47 Different Global Sites 33. Presenting A Unified Face to the World 34. Launching A Global AssessmentWhatever success I have had in business has been a result of my good fortune in selecting employees who could do their jobs better than I could have done them myself. 35. Proactive Talent Attraction & SourcingPicture of talent , and or social media 36. New Global System & Process 37. Helping Recruiters to Succeed 38. Recruiting Scorecard 2013 Target Greater than 85% of managers agree "I am pleased with the quality of my new hire"Recruit the Best Retention of new hires = 95% in 3 Months; 90% in 12 Months (Salaried)Grow & Develop our Internal Talent# of Internal Promotions & External Hires are equal (excluding interns) # of Diverse Applications & Hires (Female, Ethnic Background, Veterans)Position Kellogg as an Employer of ChoiceIncreasing # of Unique Career Site Visitors & Social Media FollowersGreater than 85% Offer Acceptance Rate Greater than 85% satisfaction rate " I am satisfied with the Kellogg Recruiting Process"Q2 39. Lessons LearnedDont underestimate the Change Management! 40. Managing The Change 1. Bring the Future to Life 2. Inspire Deep Commitment 3. Show the Value4. Build Plans to Sustain Changes 41. Gr-r-reat Results Global Reach Significant Reductions in Cost to Hire Big Data Insights Happy Managers, New Hires & Candidates ! 42. Social Recruiting Success 93k+ FollowersCAREER SITE VISITORS HAIL FROM:211 DIFFERENT COUNTRIES/TERRITORIES% NEW CAREER SITE VISITORSUNIQUE CAREER SITE VISITORS73.8%1,003,437