Talent Acquisition: Case Study Presentations

TALENT ACQUISITION: CASE STUDY PRESENTATIONS

Dora Rodriguez Manager Corporate Recruiting, Enterprise Products Partners

Industry Partner: Paul Carrillo LinkedIn Talent Solutions

Kristy Sidlar Executive Director, Human Capital Solutions, Allegis Global Solutions

Industry Partner: Mike Owcurz Avature

www.wfn360.com

TALENT MANAGEMENT, DEVELOPMENT & ACQUISITION STRATEGIES IN ENERGY SUMMIT

BREAKOUT SESSION

2

Talent Solutions

The Future of Recruiting and The Enterprise Products Story

+

Paul Carrillo, Relationship Manager, LinkedIn Talent Solutions Dora Rodriguez, Manager of Talent Acquisition, Enterprise Products

3

Agenda

Introduction Fun Recognition Dora Rodriguez – Enterprise Products strategies Paul Carrillo – LinkedIn, Brand, Data Wrap-up Q&A

IceBreakIn

Most Popular

Most Endorsed

Earliest Adopter

Most Connected

D. Scott Owen

Mike Demarest

This image cannot currently be displayed.

Ms. Tommie Divine-Alford

Cathleen Nickel, MBA,

SPHR

10 years from now, Recruiters will be preoccupied with marketing, PR, community building, and

employment branding. The ‘War for Talent’ will be a ‘War of Relationship Marketing’.

Matthew Jeffery Global Head of Talent Strategy & Innovation

HR Talent Acquisition, SAP UK Ltd.

6 6 Source: 2013 Social Recruiting Survey Results, Jobvite

ENTERPRISE PRODUCTS PARTNERS L.P.

© ALL RIGHTS RESERVED. ENTERPRISE PRODUCTS PARTNERS L.P. enterpriseproducts.com

PIPELINE FOR SUCCESS

Dora Rodriguez Manager, Corporate Recruiting

September 30, 2014

© ALL RIGHTS RESERVED. ENTERPRISE PRODUCTS PARTNERS L.P. 8

ENTERPRISE PRODUCT ASSETS IN 1998


CURRENT ENTERPRISE PRODUCTS ASSETS

Pipelines: 51,000 miles of natural gas, NGL, crude oil, refined products and petrochemical pipelines Storage: 200 MMBbls of NGL, refined products, petrochemical and crude oil, and 14 Bcf of natural gas storage capacity Processing: 24 natural gas processing plants; 22 fractionators Exports: added refined products export terminal; expanding World Scale LPG export facilities and adding ethane exports 2016

Connected to U.S. major shale basins Connected to every U.S. ethylene cracker Connected to ≈90% of refineries East of Rockies Pipeline connected to 22 Gulf Coast PGP customers Connected to the “First and Last Mile” for supplies and markets through extensive marine and trucking fleets

Asset Overview Connectivity

≈6,800 employees and growing


ENTERPRISE PRODUCTS WELL POSITIONED U.S. Shale Plays Overlaid On Existing Asset Map

Source: EPD Fundamentals


GROWTH DEMANDS = WAR FOR TALENT

Projected increase in midstream capital investments Heavy competition for talent • Engineers • Drivers • Operators /Technicians • IT Developers

Aging workforce Limited pool of talent with 3–15 years experience

Source: http://www.deloitte.com/assets/Dcom-UnitedStates/Local%20Assets/Documents/Energy_us_er/us_er_RiseOfTheMidstream_Nov2013.pdf


WHERE WE STARTED……BEFORE LINKEDIN 2012

Best-kept secret in the energy sector Critical hiring increased by ≈58% Time-to-fill average ≈74 days Agency usage ≈8% of hires Decentralized model Diverse asset base Targeted expansions in competitive shale play areas No social media presence


COMPOUNDED CHALLENGES – HIGHLY COMPETITIVE AREAS

Top 5 Recruiting Categories Top 5 Recruiting Locations


FOCUSED STRATEGY = EXPECTED RESULTS

1. Branding

2. Sourcing

3. Training

Increased Passive

Candidate Reach

Improved Candidate

Sharing

Decreased Time-to-Fill

Decreased Agency Usage

=


IMPLEMENTING THE PLAN…….

Social Media

Collaboration

Engagement Branding Sourcing

Training

LinkedIn, Facebook,

Twitter

SharePoint /ECM

Recruiting Roundtable &

Sourcing Notebook

LinkedIn Projects

AIRS LinkedIn

Messaging and Targeted Ads

Solutions

16

LinkedIn Building Blocks

CheckIn

Traffic Ads

12 Recruiter Seats

Targeted Ads

User Groups

Job Postings

LinkedIn Projects

Career Page

17

Followers increased by 625%

Passive Candidate Hiring Increased by

≈121.43%

Time-to-Fill Decreased by ≈8.11%

Agency Usage ≈3% of hires

Where we are today…Pipelining Success with LinkedIn

Best kept secret in energy industry

Hiring Needs Increased ≈58%

Time-to-Fill ≈74 days

Agency Usage ≈8% of hires

18

Talent Solutions

2M+ INDONESIA

2M+ PHILIPPINES

1M+ MALAYSIA

1M+ SINGAPORE

1M+ SAUDI ARABIA

16M+ BRAZIL

100M+ UNITED STATES OF

AMERICA

9M+ CANADA

24M+ INDIA

5M+ AUSTRALIA

1M+ NEW ZEALAND

3M+ SOUTH AFRICA

1M+ UNITED ARAB EMIRATES

15M+ UNITED KINGDOM

7M+ FRANCE

6M+ ITALY

1M+ BELGIUM

1M+ DENMARK

2M+ TURKEY

4M+ NETHERLANDS

1M+ SWEDEN

5M+ SPAIN

4M+ CHINA

Students & Recent College Graduates on LinkedIn

(Fastest growing demographic) 40M+

2,609 Members worldwide

In the past year you’ve hired LinkedIn has the talent

you’re looking for… 313M+ Members

worldwide +2 New members per second

186M Monthly unique visitors

LinkedIn: A global pool of talent

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For our Members

21

Oil and Energy Industry Influencers Oil and Energy Groups Oil and Energy Universities

Create economic opportunity for Oil & Energy

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What do these professionals value most in a job?*

44%

25%

18%

13%

Individual - Entry Individual - Senior

Manager Director+

17% 17%

8% 7%

7% 5% 5% 5%

3% 3%

OperationsEngineering

SupportSales

AdministrativeProgram Mgmt

ITResearch

FinanceAccounting

Top 10 Functions Seniority

66%

52%

45%

38%

36%

Excellent compensation &…

Good work/life balance

Challenging work

Strong Career Path

Job Security

*From LinkedIn’s 2014 Talent Drivers survey of professionals in Oil and Gas Industries (n=15,410) Note: Data as of Dec. ‘13

The Oil and Energy presence on LinkedIn

5M+

Professionals on LinkedIn work in Oil and Energy

Industry

Top 10 Countries

US 1,301K

Brazil 354K

UK 307K

India 274K

Canada 250K

Italy 145K

Australia 111K

Indonesia 108K

France 105K Spain 102K

23

Powerful Data: The LinkedIn Core Solution Creates A Virtuous Cycle

Candidates who have engaged with

your jobs and brand are 2.2x as likely to respond to your Recruiters

Promoting a full range of jobs and leveraging employee profiles can

more than double Career Page visitors

Strategic Sourcing and Pipelining

Metrics and Analytics

Personalized Job Targeting

Talent Brand Development

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Increases response rates to recruiter

messages by up to 2X

Source: What’s the Value of your Employment Brand? lnkd.in/valueofEB

Lower cost per hire by up to 50%.

Reduces employee turnover by up to

28%

1 2 3

Cost Response Rates

Retention

3 reasons companies invest in Talent Brand

25

Talent Acquisition Leaders recognize the importance of Talent Brand…

26

Best Practices on building a strong Talent Brand

27

LinkedIn Data Resources

Talent Pool Reports: – lnkd.in/plan

2014 Talent Trends Survey: – http://business.linkedin.com/talent-solutions/c/14/3/talent-trends/2014.html

Employer Brand Playbook: – http://talent.linkedin.com/employerbrandbook/

How to Do Status Updates: – http://lnkd.in/targetedupdates

Obtaining your Talent Brand Index and LinkedIn Impact score – Talk to your LinkedIn Account Manager or Paul

http://business.linkedin.com/talent-solutions/c/14/3/talent-trends/2014.html

http://talent.linkedin.com/employerbrandbook/

http://lnkd.in/targetedupdates


FORWARD–LOOKING STATEMENTS

This presentation contains forward-looking statements based on the beliefs of the company, as well as assumptions made by, and information currently available to our management team. When used in this presentation, words such as “anticipate,” “project,” “expect,” “plan,” “seek,” “goal,” “estimate,” “forecast,” “intend,” “could,” “should,” “will,” “believe,” “may,” “potential” and similar expressions and statements regarding our plans and objectives for future operations, are intended to identify forward-looking statements.

Although management believes that the expectations reflected in such forward-looking statements are reasonable, it can give no assurance that such expectations will prove to be correct. You should not put undue reliance on any forward-looking statements, which speak only as of their dates. Forward-looking statements are subject to risks and uncertainties that may cause actual results to differ materially from those expected, including insufficient cash from operations, adverse market conditions, governmental regulations, the possibility that tax or other costs or difficulties related thereto will be greater than expected, the impact of competition and other risk factors discussed in our latest filings with the Securities and Exchange Commission.

All forward-looking statements attributable to Enterprise or any person acting on our behalf are expressly qualified in their entirety by the cautionary statements contained herein, in such filings and in our future periodic reports filed with the Securities and Exchange Commission. Except as required by law, we do not intend to update or revise our forward-looking statements, whether as a result of new information, future events or otherwise.

September 30, 2014

How Recruiting Technology Enabled the Successful Hiring of Critical Talent for an Oil & Gas Company

A Culture for Talent

Kristy Sidlar Executive Director, Human Capital Solutions

Attract the Best Talent

Mitigate Risk Reduce Costs

Streamline process

Incorporate Best Practices

Develop Internationally

Attract the Best Talent

Oil & Gas Client Success Story


Oil & Gas Client Success Story

32 A Culture for Talent

Oil & Gas RPO Program Highlights


• Hired 240 bi-lingual accounting professionals to represent 14 countries

• Candidates were hired from across the US and Puerto Rico

• 40 employee referrals YTD 2014 • 1/3 of all hires were from direct recruiting

techniques • Very satisfied & technology enabled client!

Employee Referrals

A Culture for Talent 34

Managing Compliance


• Equal employee opportunity (EEO) • Race • Gender • Requisition number • Disposition • Source

Enhanced Digital Recruiting Tools






Why did our Oil & Gas client choose AGS?

• Companies achieve 20% more cost savings with AGS as their MSP

• AGS has the highest Net Promoter Score in the industry

• No MSP has experience with more VMS providers than AGS

• AGS clients realize a 30% faster time-to-productivity rate.

• AGS shapes our programs to each client’s specific needs and goals

Innovative Recruiting

Geographic Reach

Proven Process

Technology

Dedicated Team of Bilingual Recruiters Dedicated Team of Bilingual Recruiters

Innovative Recruiting

Geographic Reach

Proven Processes

Technology

Thank You Questions?


Kristy Sidlar| Executive Director, Human Capital Solutions [email protected]

THANK YOU

B e t he f i r s t t o hea r abou t upc om ing #W F NL I V E ev en t s ! S i gn up : h t t p : / / eepu r l . c om / W D2O H

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Recruiting & HR

Talent Acquisition: Case Study Presentations