Identifying the key skill groups required with a focus on criticality and scarcity • Building a stronger talent pool by developing networks that gathers internal and external market intelligence • Engaging “passive” candidates by sharing information and content around current developments, thought leadership and organisational culture • Managing skill shortage by keeping in touch with your losses

1. Resourcing in a competitive global market
| 15 May, 2013
Keith Wilkinson, General Manager People & Culture

2. Key challenges
• The Origin story
• Who should we be targeting?
• What needs to change?
• Getting business on side /Value of Market Intelligence
• The market is global
• Our core objectives / measuring success
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Origin is the leading energy company in the domestic market in
Australia
• Portfolio over 5,800 MW
• Gas-fired, coal-fired, and wind
power stations
• Peaking, intermediate and
baseload operation
• Located in all major regions of
the National Electricity Market
• 4.4 million electricity, gas and
LPG customer accounts
• Operates in all major regions of
the NEM
• Other energy solutions including
solar PV, solar hot water, electric
vehicle charging and trigeneration
• Over 5,000 PJe of gas and coal
reserves and contracts at legacy
prices
• Equity gas portfolio diversified
across Australian east coast
energy markets
• Large contracted coal position

4. APLNG
• FID 1 in July 2011, FID 2 July 2012
• $23bn from FID 1 to first gas from the second train
• Upstream Origin Energy; Downstream - ConocoPhillips
• Marketing agreements in place to underpin two trains
• Train 1 - Sinopec (4.3 mtpa)
• Train 2 - Kansai (1.0 mtpa)
• Train 2 – Sinopec (3.3 mtpa)
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• 6,000 direct jobs in construction;
create 1,000 during the operation
• On schedule and budget for Train 1
LNG mid-2015 (Train 2 early 2016)

5. Who should we be targeting?
Everything should be driven by data:
– Workforce plan
– Succession Planning
– Criticality & Scarcity exercise
Criticality
Scarcity

6. Combining data sources
Referral
Job Boards
Internet
Agency Panel:
Proactive Sourcing
Not Specified
Social media
External Hires: Source/Medium
1 originenergy.com.au / referral
2 (direct) / (none)
3 source.originenergy.com.au / referral
4 applydirect.com.au / referral
5 origintogether.com / referral
6 aplng.com.au / referral
7 linkedin.com / referral
8 indeed.com.au / referral
9 simplyhired.com.au / referral
10 jobseeker.com.au / referral

7. Three core components to a proactive
Resourcing function
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People
Technology
Processes

8. Getting Business on side/Value of Market
Intelligence
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9. Getting Business on side/Value of Market
Intelligence
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10. The market is global
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11. Our core objectives
To continue our vision we establish KPIs aligned with:
• timely hire of Candidates via the proactive identification of talent;
• ensuring a reliable pipeline of Candidates;
• Increasing hire of Candidates with Critical Skills;
• improving hiring quality;
• reducing recruitment costs;
• obtaining Market Intelligence;
• reducing time to hire;
• ensuring Hiring Manager satisfaction
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Questions?

13. Thank you