Recruiting Trends and Best Practices: What's Hot in 2008

About Knowledge Infusion Global Company Founded in 2004 by Jason Averbook and Heidi Spirgi Leader in HCM and talent management consulting and advisory services Total Employees Approximately 50, Across North America Headquarters & Offices Minneapolis, MN; Offices throughout US Target Markets Fortune 2000, Mid-market, Public Sector Number of Customers Over 150 Areas of Expertise HCM and talent management, portals and self-service, performance, succession, recruitment, learning & development, workforce planning, analytics Notable Customers Nordstrom, MetLife, Yahoo!, Turner Broadcasting, Intuit, Safeway, Luxottica, Health Net, AAA Knowledge Infusion Proprietary and Confidential, Copyright 2008 3

2008 Trends Market Landscape 1. Recession Shift 2. Global Focus 3. Workforce Demographics Technology Landscape 4. TAS Consolidation 5. Technology Enabled Services 6. Unified Talent Management Recruiting Landscape 7. Emergence of Social Networking Strategy 8. Talent Intelligence 9. Volume Hiring 10. Free Agent Workforce Knowledge Infusion Proprietary and Confidential, Copyright 2008 5

1. Recession Shift Global markets plunge on U.S. recession fears (CNNMoney.com) (3 weeks ago) Goldman Sachs sees recession in 2008 (news.yahoo.com) (2 weeks ago) Recession 2008: Take the Offensive (businessweek.com) (last week) Consumer spending weak; jobless claims surge In another bad sign for the economy, the number of workers filing new claims for jobless aid jumped by a much larger-than-expected 69,000 last week to the highest in more than two years (usatoday.com) (today) Knowledge Infusion Proprietary and Confidential, Copyright 2008 7

Recession Shift in Recruiting External Forces Internal Forces  Increased volume of inquires  Reduction in resources related to opportunities dedicated to external recruiting  Increased applicants applying  “Freeze”, “Chill”, in mass hiring for opportunities they are not efforts Economic qualified for Downturn  Redistribution of work related to  Greater exposure to regulatory requirements HR, TM and TA Jobless Claims Upturn  Hesitation in relocation based  Prioritization and Process on global economy Analysis FUD Business Impact  Slower execution of business strategy and operating plans Election Year  Delayed and loner processes to make talent decisions  Increased transaction based activities with non-qualified applicants Knowledge Infusion Proprietary and Confidential, Copyright 2008 8

Workforce Demographics 3 The workers employed in a specific project or activity. All the people working or available to work, as in a nation, company, industry, or on a project. Knowledge Infusion Proprietary and Confidential, Copyright 2008 10

Less People in the Workforce Generations whose members are alive today by year of birth (in millions) 5 4.5 U.S. population alive today 4 3.5 (in millions) 3 2.5 2 1.5 Greatest + Baby Boom Generation Generation 1 Eisenhower Generation X Y 0.5 Generations 0 1900 1910 1920 1930 1940 1950 1960 1970 1980 1990 2000 Source: Based on data from the U.S. Census Bureau, 2000; U.S. Census Bureau, International Data Base, July 2003 Knowledge Infusion Proprietary and Confidential, Copyright 2008 11

Anyplace, Anytime People Working From Home (M) Location for work Home, 35% Office, 35% In Between, 30% • In the Office, on the road and at home • 24x7 • Work will take place in shorter “chunks,” down from months to weeks Knowledge Infusion Proprietary and Confidential, Copyright 2008 13

2008 Technology Evolution – Talent Acquisition Systems 1988-1998 1998-2001 2002-2003 2004-2006 2008 The Future? Applicant Tracking TAS – Total Solution Systems BPO/RPO (stand-alone) Hourly/Contingent On-Boarding Candidate Mgmt Workforce Mgmt Profiling/Job TMS – Total Solution Seeker Mgmt Global Platform Contact Mgmt Social Networking (linkage with performance mgmt, succession planning) Knowledge Infusion Proprietary and Confidential, Copyright 2008 15

2008 Talent Acquisition – Acquisition List • 2002 • 2005 • iJobs by Lawson • Hire.com by Authoria • Resumix by HotJobs • 2006 • 2003 • BrassRing by Kenexa • Personic by Unicru • Webhire by Kenexa • PureCarbon by Workstream • Unicru by Kronos • Icarian by Workstream • VirtualEdge by ADP • 2003 • 2007 • RecruitingSolutions by Ceridian • People Business Network by Vurv • HotJobs/Resumix by Yahoo! • Deploy by Kronos • 2004 • 2008 • Humetrics by Deploy • TBD • KnowledgePoint by Vurv Knowledge Infusion Proprietary and Confidential, Copyright 2008 16

Usability Most Important Factor When Selecting a Talent Management Suite Vendor Source: Knowledge Infusion & HR Executive ® Talent Management Suite Adoption Survey N = 267 Knowledge Infusion Proprietary and Confidential, Copyright 2008 17

Evolving the Buying Cycle Traditional Buying Cycle… …To Buying Software in 2008 Making the “Business Building a “Business Case” Plan” Focus on Functional Dedication to Business ROI Value & Impact Business Process- Focus on User Centric Experience & Unification Capital Expenditure Operating Expenditure Going from a 12 Month Cycle… …To a 3 Month Cycle Knowledge Infusion Proprietary and Confidential, Copyright 2008 18

Market Evolution, Segmentation, Differentiation • Buyers • Identify value of integration options • Define business outcomes and transform processes • Know your 3-year plan and select vendors accordingly • HR and business stakeholders must OWN requirements • Vendors • Know, market and sell to strengths • Build for the business • Build consumer-like apps • Integrate with operational systems • Answer metrics and measures need Knowledge Infusion Proprietary and Confidential, Copyright 2008 23

Companies Today Focusing on Integrated Performance, Development & Succession Planning Source: Knowledge Infusion & HR Executive ® Talent Management Suite Adoption Survey N = 313 Knowledge Infusion Proprietary and Confidential, Copyright 2008 24

Why Social Networks are Important to Recruiting • Sourcing • Contact Mgmt • Hiring • On-boarding • Engagement • Collaboration • Training • Re-hiring Knowledge Infusion Proprietary and Confidential, Copyright 2008 26

Web 2.0: HR’s Current Attitude • 64% of U.S. companies deny their employees access to social networking sites such as Facebook, MySpace • 54% of HR decision makers have encountered or have had to discipline employees for time-wasting on the Internet • 23% of HR decision makers are unfamiliar with Web 2.0 • 42% are familiar with the sites, but do not use them • 34% actively use Web 2.0 technologies Source: Clearswift, October 2007 Knowledge Infusion Proprietary and Confidential, Copyright 2008 27

Building a Talent Pipeline Workforce Planning Succession Management Talent Mobility Resource Management 18 months – 3 years 12 - 36 months Now – 12 months Now – 6 months Identify Define Identify Identify Future Critical Need Need Demand Roles Plan Profile Identify Advance Mobilize Source Mobilize Source Scenarios Current Talent Resource Talent Resource Talent Supply Pools Analyze Accelerate Manage Gaps Manage Development Mobility Mobility Talent Supply / Employee Profiles •Performance Ratings•Leadership •Interests •Sales Productivity •Work Experience •Location •Competencies Behaviors •Career Path •Experiences •Education •Languages Internal Talent Supply External Talent Supply Performance Learning ` Talent Talent Contingent Management Management Review Acquisition Management Knowledge Infusion Proprietary and Confidential, Copyright 2008 30

High Volume/Hourly Talent Acquisition Process High Volume Difference A. Continuous A. Continuous B. Job Seeker B. Job Seeker Open Positions & Open Positions & Management Management Sourcing Sourcing Position Need/ Position Need/ Applicant Applicant Applicant Applicant Requisition Mgt. Requisition Mgt. Selection Selection On-boarding On-boarding Identification Identification Management Management & Posting & Posting Knowledge Infusion Proprietary and Confidential, Copyright 2008 32

10 Free Agent Workforce Able to do something at will. Not joined to or in contact with something else. Unrestrained; casual; informal. Knowledge Infusion Proprietary and Confidential, Copyright 2008 33

Only 6% of Boomers Wants to Work Fulltime The Boomers Are Creating the “Free Agent” Workforce Source: Merrill Lynch “New Retirement Survey: “A Perspective on the Baby Boomer Generation”, 2-23-05 Knowledge Infusion Proprietary and Confidential, Copyright 2008 34

Recruiting Trends and Best Practices: What's Hot in 2008

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