Design. Build. Ship. Service.

Integrating Employer B di i i i i i hBranding initiatives into the Talent Acquisition Strategy

Andy LiAugust 2008Kuala Lumpur

Table of Contents

Overview of Flextronics1

Strategy Alignment2

Employer Branding Framework3

Maximizing Staffing Reach

4

5

Talent Acquisition Enablers

Maximizing Staffing Reach 5

Metrics6 Metrics 6

2

Overview of Flextronics: The Brand Behind the Brands

Service.Ship.Build.Design.

30 Countries

~ 200,000 Employees worldwide, 60% in Asia

~ 4,000 Design Engineers

20 000 i L i ti /S i~ 20,000 in Logistics/Services

11 Major Manufacturing/Product Technologies

~ 24M square feet

3

The Case for Building a Talent Pipeline

Workforce in Asia60,000

130,000Workforce in Asia

200,000US$16B

US$36B

US$60BRevenue (worldwide)

4

Flextronics HR strategy

Time toTime to

P f

Employer

Time to Acquisition

Performance

Brand

Time to E t

Time to Transformation

Engagement

5

Our Talent Acquisition Framework

EMPLOYER BRANDING

EXTERNAL SOURCING CHANNELSINTERNAL SOURCING CHANNELS

STAFFING POLICY APPLICANTTRACKING SYSTEMWFP TOOL TALENT

DATABASESELECTION

TOOLS

INTERNALAPPLICATN

JOBPORTALS

EXTERNALAGENCIES JOBFAIR PRINT

MEDIA

CAMPUSRECRUIT

MENT

FLEXCAREER WEBSITE

ERP STAFFINGCENTERS

SITEREGIONBusiness UnitsGLOBAL

6

Above-the-Line Branding

Posters

7

Below-the-Line Branding

Unify Unify Compensation Compensation philosophy and philosophy and

Practice of Practice of Management Management

TrainingTrainingCareer PathCareer Path

New New Employee Employee

ExperienceExperienceInternal Internal

CommunicationCommunication

Employee Employee Engagement Engagement

ProcessProcess p p yp p ypractices practices Training Training Experience Experience Process Process

Total Rewards Basic leadership coaching

Design and develop a career

Improve and Unify new employee

Cascading mission, goals, values,

Employee Engagement Survey

Build Global Comp Philosophy, strategy & Policies

Identify & certify trainers

path system

Communicate and train leadership

t it l l

experience

Study existing processes

Leadership Summit

leadership traits Design Survey

Implement

Design content

Identify participantsat site levels

Implement career path for critical

Design DMAIC process

Pilot run and

Town hall Meetings

Skip level meetings

pacross sites

Analysis of results& develop

action plans Road Shows and communications Implement

talenttraining in key sites

Implementation in

meetings

Webcasts/ Blogs

Newsletters

action plans

Monitor implementation

8

Implementation in all sites

Employer Brand Formation : Total Employee Experience

Perception Experience

Potential hireResign/ retire

Total Employee p oyee

Experience

New to JobContribute

9

Flextronics Employer Brand: Value Proposition

Career Team

• Career building

• Rewarding careers

• High performance teams

• Collaborative teamsRewarding careers

• Career options

Collaborative teams

• Caring teams

Limitless potential: my career, my team

10

Talent Acquisition Enablers – ATS / WFP

Online Applicant Tracking System•Centralized talent database and recruitment management system•Up-to-date real-time vacancies and online applications.•Automated Workflows (Requisition & Offering•Automated Workflows (Requisition & Offering process.)•Internal Career Portals/Employee Referral/Vendor Mgmt.

Workforce Planning Tool

11

Selection Enablers( )Predictive Index (PI) is a tool Flextronics has implemented to help us make better

informed, more objective, decisions about people. It measures work-related behaviors and motivating dives that impact job performance, answering questions such as:

Wh t ti t t ti ?•What motivates a person to action?

•What kinds of work is this person best suited for?

•What meets this person’s needs, and therefore

unleashes their greatest energy and best efforts?

•How does this person make decisions and approach

their interactions with people and tasks?p p

SDDI’s Targeted Selection is the most proven and accurate behavior-based selection system in the world. This system works by honing the three processes crucial to successful hiring and promotion:

Id tif i th i ht l ti it i th h j b l i•Identifying the right selection criteria through job analysis

•Gathering pertinent candidate information, and

•Evaluating the information gathered and making an accurate decision.

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Staffing Reach - Channels To Talent MarketEmployee Referral Program - Talent Express

• Up to 60% of successful hires

Campus Recruitment• 750 hires in China for 2007• Partnering with key Universities

Portals/Agencies/Job Fairs/Print Media• Over 60% in cost savings through centralizedOver 60% in cost savings through centralized vendor management

Staffing Centers• Over 80% reduction in search fees

Flex Corporate Careers Website

Job Portals:

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Centralized Staffing Centers

ChinaChinaJapanKorea

Shanghai

Taiwan

Chennai

IndiaGuangzhouZhuhai

Chennai

Penang

SingaporeIndonesia

14

Market Segmentation - Domain-Based Talent Acquisition Teams

Centralized TAResearch Team

NPI & Program

Process / IE HR/Fin/IT

EE / FE

Ops / Prod

S/W H/W

6-sigma/Lean

Logistics

QualityHiring Managers

Design

TALENT PIPELINE(e-Hire database)

S/W, H/W F/W.

Plastic/ Metal

Materials / SCM

Test EngTooling Test EngTooling

Executive Search

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Source of Hiring – 2007

Others, 6.0%Thirdparty/Agency/Head

Corporate website - www.flextronics.com,

0.5%

Walk-in, 0.3%Print Advertisement, 1.2%

Internal Transfer, 5.9%

hunter, 2.6%

Career Fair, 7.6%

Job Portals, 49.9%

Direct Sourcing, 9.6%

Employee Referral, 16.5%

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Q&A Design. Build. Ship. Service.Q&A Design. Build. Ship. Service.

Thank you

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