The Transforming Talent Needs at Deluxe

Identifying the Opportunity to Build and Engage in Talent

Community

> Agenda

Why Deluxe Saw a Need for a Talent Community Manager

Process to Make it Happen

Finding the Right Person

How is it Going

Perception

A New Normal Pioneer

Last 2 years were truly the

Great Depression

for us

Deluxe’s recession began more than a decade ago

CHANGE OR DIE… Pioneer a new normal or cease to exist

In 2010, Deluxe will go from Rodney Dangerfield to Bob Hope

– Beth Lilly, 12/31/09

Few businesses have as much of a dank buggy-whip

aroma… 9/21/09

Do you think they

understand no one writes

checks anymore?

12/30/09

A New Normal Pioneer

Did You Know?›› A few years ago, 14% of revenue outside checks; 37% today shifting to 55% over next few years

›› > 4 million active small business customers

›› Trusted advisor to 6,400 financial institutions

›› Host more than 400,000 small business Web sites

›› First and largest social network targeted exclusively at small businesses

Did you know?

The New Deluxe

Today

Yesterday Business Transformation

• Secular declining industry with commoditizing products

• Core competencies in manufacturing and printing

• Bloated structure – 65 plants

• More internally focused

• Slow, stodgy, inefficient

• Consistently miss guidance

• Suite of life-cycle-driven solutions in fast growing services

• Core competencies in lean manufacturing, business services

• Best-in-class structure – 3 plants

• Externally focused, strong customer relationships

• Pace, speed, focused velocity

• Consistently making guidance

Become the best at helping small businessesand financial institutions grow

Deluxe Transformation

Deluxe Five Most-Hired Positions in 2005

1. Press Operators

2. Pre-press Associates

3. Account Sales Reps

4. Customer Service/Sales Associates

5. Bindery Work

Shifting Talent Needs

Deluxe’s Most in-Demand Positions in 2010

Interactive Designer

Marketing Database AnalystTechnology Solutions Analyst

Experience Strategist

E-marketing Delivery SpecialistSearch Marketing Manager

Director of Analytics and Insight

Product ManagerEcommerce Director

Virtual Desktop Technology Engineer

Manager Technology Solutions and Support

Shifting Talent Needs

The Talent Pool

Absence of key talent is the #1 growth constraint facing companies over the

next 15 years.

The Talent Pool

Growth rate of U.S. Workforce Declining

U.S. Workforce Growth Rate by Decade

Source: U.S. Bureau of Labor Statistics

Talent pool going to get a lot tighter

Growth Rate of U.S. Workforce Declining

Source: Deloitte Research/UN Population Division (http://esa.un.org/unpp/) It’s 2008: Do You Know Where Your Talent Is? Why Acquisition and Retention Strategies Don’t Work, p.6

Mexico Brazil India China South Australia Canada US Netherlands Spain France UK Russia Italy Japan GermanyKorea

1970-2010

2010-2050

Global Workforce Decline

Boomer

Born 1946-1964

Traditionalist

Born 1928-1945

Generation X

Born 1965-1979

Generation Y

Born 1980- ~1995

The Talent Pool

Generation Y Born 1980- ~1995

MILLENNIALS

The Talent Pool

Source: "Changing Global Demographics," H.S. Dent Publishing, 2007, based on data from the United Nations.

1950

1960

1970

1980

1990

2000

2010

2020

2030

2040

2050

2060

2070

2080

2090

24,000

32,000

16,000

8,000

12,000

20,000

28,000

Today

22-24 year olds

Global Projection: Workforce Growth

Changing Talent MarketGo To Market (Demand Generation/New Channels)

• Online Delivery – Social Media• From Post & Pray to Integrated Multi-Media

Presence

Transform the Brand • Not Just Checks Anymore - Awareness• Customer Engagement/Customer Service• Easy to do Business With

“You cannot catch the next thing unless you open your hands and let go of what

you are holding now.”

— Joe Calloway

Deluxe needs to let go of how we do Talent Acquisition –

Dedicated online channel strategy

Navigating the New Normal

A Couple of Key Questions

What is our rallying point for an Online Strategy?

How Do We Integrate and Organize All This Online Stuff Effectively?

Our Answer –

Talent Community

• The Digital Experience

• Building the Infrastructure

• Create the message

• Gain support of HR Leadership

• Gain support from Executive Team – continuous process

• Massage budget

Building Business Support - Making It

Happen

OMG – I need someone to manage this!

Define the Job – Talent Community Manager

• Learn as much as I can - Participate in events around Talent Community

• Research – ere

• Go ask Doug and Josh

• Network

• Publicity

Select the Right Person

Three Qualities to Look for When Hiring a Community Manager

• Intellectual Curiosity – “That trait is pervasive throughout the entire job description. You need to have that intellectual curiosity to learn everything you can about the company/brand that you are working for.” (George Smith, Jr. – Croc’s social media specialist)

• Passion – “The most important aspect of any community or social media manager is passion for the company, the product and the people”. (Brad Nelson – Starbuck’s Official Tweeter)

• Knowledge of Your Business – “Social media acumen can be learned – and your customers will be more than happy to teach what they want, but what they need is someone with the knowledge and expertise in the subject that only you can provide.” (Morgan Johnston – JetBlue Airways’ Manager of Corporate Communication

Taken from an article by Jennifer Van Grove (Mashable)

> Stacy Van Meter

Deluxe’s Talent Community Manager

Learn the Business

CollaborateInternally

Establish Strategy

Create a Road Map

1. Research

2. Meet With Executives

3. Determine Internal Partners

4. Presentations

Understand the Business

Video

• Power shifts from employer to Candidate

• Recruiters must continually innovate

• Requires us to dramatically improve the candidate experience

• Constantly monitor our online sentiment

Competition for Top Candidates

Shift to a Market Driven Economy

1. PR/Brand; Communications; Marketing; IT

2. Social Media Steering Committee

3. Place at the Table

Collaborate

The most important strategy may be creating a hybrid structure to lead and manage social media initiatives. It’s imperative that individuals from around the corporation:

Meet, Talk & Act Together

Strategy

Create a Road Map

> Q&A