PowerPoint Presentation

Achieving World Class Onboarding Compliance for a Remote and Mobilized WorkforceLytana Kids VP, Global Workforce PlanningUPSIHRIM 2014 2nd Quarter Meeting Atlanta, GA1About Presenter:Lytana Kids oversees the staffing of employees for all UPS business units worldwide and is responsible for its management through multiple channels, including UPSJobs.com, contingent workforce programs, affirmative action, employment compliance, employee policies, workforce reductions, outplacement programs, and diversity programs.

IHRIM 2014 2nd Quarter Meeting Atlanta, GA2AgendaHiring statisticsOverview of awards and accolades for UPSBusiness case for changeEmployer lifecycleEngagement through social media and mobileOnboarding documentsIHRIM 2014 2nd Quarter Meeting Atlanta, GAToday I will begin by providing you a quick overview of who we are and the ups hiring activity, then I will take you on our journey on how we turned what some would say was a huge paper based nightmare into one that is fully automated. I will finish by discussing where we go from here..

3Hiring statisticsIHRIM 2014 2nd Quarter Meeting Atlanta, GAUPS Hiring Facts 2013 est. (US) Seasonal 70% IHRIM 2014 2nd Quarter Meeting Atlanta, GAIn order to understand the magnitude and scope of our hiring activity, lets begin by discussing the hiring stats. Annually we hire over 2000 professional positions, that may sound small, but we are a promotion from within company. We hire over 132,000 part-time employees to work in our hubs loading and unloading trailers, we have a large college student base, over 60% of our part-time employees are students. This model works well for us, so you might ask why do you hire so many, is it turnover, yes it is some of that, generally the college students stay with us during their four years of undergrad and then either get promoted or leave the company, therefore requiring a continue backfill. Many of the part-time and full-time hourly positions are also seasonal. 70% of the hourly employees are hired for our peak period within an 8 week period, this required significant automation.

5Overview of awards and accolades for upsIHRIM 2014 2nd Quarter Meeting Atlanta, GA

IHRIM 2014 2nd Quarter Meeting Atlanta, GASome of the Awards, Articles & Industry Recognition Of Work Performed Through UPS Workforce Planning & TMP Relationship2009: Forrester Groundswell Award: Excellence in Leveraging Social Media for a Desired Business Outcome (Recruitment). UPS is the only company to have earned a Groundswell award for recruiting using Social Media and earned the Groundswell award competing against many consumer brands.2008: Creative ExcellenceAwards: Grand Prize for Best Integrated Campaign for Temporary & Hourly Hiring2009: Mobile Marketing Association: Winner for Best Mobile Campaign overall Globally 2009: Mobile Marketing Association Winner for Best Cross-Media Integration North America2010: Social RecruitingAwards: Recruiting Excellence 1stPrize North America & 2ndPrize Globally.2010:Job-Hunt.org: Top 50 Employers Using Twitter to recruit2011: Creative ExcellenceAwards: 1stPrize for Recruitment Advertising Effectiveness2012: ERE Recruiting ExcellenceAwards, Winner Most Strategic Use of Technology2012: Web Marketing Association Outstanding Achievement In Web Development forUPSjobs.comJune 2013: UPS Workforce Planning asked to present to 50 Federal Agencies On How To Recruit More Effectively Using Social Media in Washinton D.C. at Partnership for Public Service2013: Workforce Optimas Gold Award for Recruitinghttp://www.workforce.com/articles/20123-ups-optimas-gold-winner-for-recruiting2013: Creative ExcellenceAwardsSpecial Award for Recruitment Advertising EffectivenessArticles:2010: Wall Street Journal Article appearing in the Management section about UPSs strategic use of Search Engine Marketing and Search Engine Optimization to drive hires when many other companies have yielded no or poor results2010: Electronic Recruiting Exchange, Tracking Social Media Recruiting at UPS http://www.ere.net/2010/09/13/tracking-social-media-recruiting-at-ups/2011: American Society for Training & Development Hot Topic: UPS Gets Social With Its Recruitment Efforts article 2011: ERE Media, UPS Says It Is Now Delivering Hires Through Mobile Twitter & Facebook, Not Just Fans and Followers! http://www.ere.net/2011/02/15/ups-says-its-now-delivering-hires-not-just-fans-and-followers/2011: Financial Times, UPS: Web recruitment speeds up the delivery of good workers http://www.ft.com/cms/s/0/d17f21fc-68a0-11e0-81c3-00144feab49a.html#axzz2tuHp3PIB2012: Recruiting Excellence Awards Finalists http://www.ere.net/2012/02/07/2012-ere-recruiting-excellence-award-finalists/2013: Workforce Magazine, UPS: Optimas Gold Winner for Recruiting http://www.workforce.com/articles/20123-ups-optimas-gold-winner-for-recruiting2013: Talent Management Magazine, Social Recruitment Delivers Results for UPS http://talentmgt.com/articles/view/social-recruitment-delivers-results-for-ups

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Three Companies Nailing Social and Mobile forH.R.Social Recruitment Delivers Results for UPSIHRIM 2014 2nd Quarter Meeting Atlanta, GAAugust 2013: Talent Management Magazine, Social Recruitment Delivers Results for UPS http://talentmgt.com/articles/view/social-recruitment-delivers-results-for-ups

July 2013 Forbes Magazine, Three Companies Nailing Social and Mobile forH.R.http://www.forbes.com/sites/sylviavorhausersmith/2013/07/09/three-companies-nailing-social-mobile-for-hr/

8Business case for changeIHRIM 2014 2nd Quarter Meeting Atlanta, GABusiness CaseReduce non-operations costs Improve efficiencies through technologyImprove applicant experience Need for a customized Applicant Tracking System Reduce HR Staffing by 162 FTEs Reduce costs by 14M annuallyIHRIM 2014 2nd Quarter Meeting Atlanta, GAPressure to continue to reduce non ops expense, as I am sure all of you can relate too, we needed to create an ATS that was not requisition based. (hourly) Planning done by Engineering, location and position. It would require significant technology to do this, and we needed to improve the candidate experience, prior took over an hour to complete basic application. Processing reduced 2-3 hours to less than 1 hour. (all at home now) No travel needed for candidate. this project ultimately reduced our HR staff by 162 FTEs, and ultimately reduced HR costs by 14 M.

10Engagement through social media and mobileIHRIM 2014 2nd Quarter Meeting Atlanta, GASocial Media and Mobile Recruitment StrategySocial media and mobile for recruitment is part of an overall integrated strategyCandidates are most comfortable in social mediaHow it all fits together

direct mail& emailjob boardsgooglebroadcastfacebookbloglinkedintwitterprintyoutubecareers sitemobileIHRIM 2014 2nd Quarter Meeting Atlanta, GAWe take special care to ensure our recruitment marketing strategy is fully aligned to our actual hiring plan. For UPS it is not just about branding and creating awareness but actual driving of applicant flows that efficiently and cost-effectively convert into hires.

I an intertwining the upsjobs.com journey with our social media strategy to show you that they are tightly bound together, we use social media to drive them to the site. we want to engage people wherever they live, we try to engage them into the platforms that they are already using.

12Engagement through Social Media

IHRIM 2014 2nd Quarter Meeting Atlanta, GAWe are trying to engage people through awareness, influence and action, we are not just trying to hire, but we are trying to influence, the person we talk to may not be the person we ultimately hire, we may hire their friend or family member. These actions will lead to a hire either directly or indirectly. We have learned social media is not a one time event, you must court the applicant. We have over 228,815 * number of followers on our social media sites

Facebook followers:64,380*Twitter followers: 24,446*Linked In: 139,898*

*number of followers as of 11/26 on UPS employment social media channels.

13Engagement at the Start of the Process

IHRIM 2014 2nd Quarter Meeting Atlanta, GASome examples of our Facebook, twitter, linked in and upsjobs.com.

All of our feeds from twitter, Facebook, Google plus can be accessed through our social media slider on our upsjobs.com web page.

In 2012, we hired 15,000 through social mobile channelIn 2013, on pace to hire 25,000 through our social mobile channel.

14Mobile and Social Play an Important Role in Recruiting at UPS

56% of American Adults In 2013 Own A Smart Phone 91% of American adults own a cell phone of some kind

- Pew ResearchIHRIM 2014 2nd Quarter Meeting Atlanta, GA56% of American adults own a smart phone.. As the current millennia's grow, that 56% will increase quickly. Many of our candidates do not own a pc. Especially as we begin to recruit in more urban areas.

15UPS Recognized as Leader in Social Recruiting

As of September 3, 2013 UPSjobs ranked #1 in Social Media influenceto recruit.

UPSjobs ranked higher than the 99 other top 100 firms using social media to recruit including Raytheon, XBOX, Google, NBC Universal, Microsoft, U.S. Department of State and Twitter.IHRIM 2014 2nd Quarter Meeting Atlanta, GA16Engagement at the Start of the ProcessLibrary of 25 videos that explain key positions, culture, and much more about UPSThe videos are viewed on average over one million times per month

IHRIM 2014 2nd Quarter Meeting Atlanta, GAAlso embedded on the home page of upsjobs.com are over 25 videos, we do this to give insight into the job that they might be interested, vignettes on culture, technology, because of the broad breath of jobs available, we try to give them a realistic viewpoint on the job, real employees, real day in the life

funnel all the inquires direct from the video directly to the application.

These videos are embedded into the social media links as well. We are able to track whether they viewed the video then applied, that is how we know the videos work. 17Innovative Push Notification

IHRIM 2014 2nd Quarter Meeting Atlanta, GA56% of American adults own a smart phone.. As the current millennia's grow, that 56% will increase quickly. Many of our candidates do not own a pc. Especially as we begin to recruit in more urban areas. 18Innovative Push Notification

IHRIM 2014 2nd Quarter Meeting Atlanta, GAThis is where the mobile device number would be entered and submitted for verification code which comes back from Syniverse. 19Mobile-Friendly Site For Full-Time & Part-Time Jobs

Mirrors the classic versionIHRIM 2014 2nd Quarter Meeting Atlanta, GAin 2012 we developed a mobile application that mirrors our classic desktop version. It is a full apply to hire process, you can search for jobs, watch a video, apply for a job, schedule interview, and fill out processing documents all through your hand held device. No other paper left, except state w-4, and union card.

The left screen shots shows candidates who have their lock feature on their phone meaning we are not able to tell where they are, they have to self select the location they want to search, the third screen shot is a shot of the phone where the phone knows the location where they are and we can provide jobs near them.

When I click into a job, I can then view a video and apply.

We use the IP Address, (general area), not coordinates. 20Mobile-Friendly Site For Full-Time & Part-Time Jobs

IHRIM 2014 2nd Quarter Meeting Atlanta, GAThe left screen is an example of someone coming to our site for the first time and allowing us to use their geo location to search for jobs, The other screen shots are showing the job information, such as job title, hours, location, and qualifications required, basically the start of the application process. There are more steps after this. Through most of our steps we allow candidates to share this position with their friends. As you can see in the second to left screen shot. 21Candidates Self Schedule After Completing Application

IHRIM 2014 2nd Quarter Meeting Atlanta, GAOnce they click on the schedule button, they can simple schedule themselves. 22Candidates Self Schedule After Completing Application

IHRIM 2014 2nd Quarter Meeting Atlanta, GAAfter they schedule their appt, the directions and what to bring and expect are provided to the candidate. They understand how long they will be there, there is a Google map provided. 23Onboarding documentsIHRIM 2014 2nd Quarter Meeting Atlanta, GASystem Linked in Real Time with Provider for Background Checks

IHRIM 2014 2nd Quarter Meeting Atlanta, GAAfter the interview, we are ready to make a job offer, we are linked real time to our background check provider. Which provides the HR rep the necessary information they need to proceed with the employment process. Comes back with the status.

First Advantage. 25Portal for All Onboarding Paperwork(Classic and Mobile)

IHRIM 2014 2nd Quarter Meeting Atlanta, GANow post offer, the candidate now goes back on line to complete onboarding paperwork electronically. Same place they accessed the application. Similar to the application process the forms listed are the base forms that everyone must complete. We have a total of 14 additional documents that can be assigned.These are all programmed to assign the form needed for the job the applicant applied for. Reference Request Minor Medical Release California Only Minor Medical Release Except California Colorado Affirmation (Colorado Only) Texas HCN Notice (Texas Only) PA Residency Certification Form (Pennsylvania Only) Colorado Works Program Credit (Colorado Only) Hawaii Vocational Job Referral Credit (Hawaii Only) Unemployed, Re-Entrant or First Time Drug Offender Credit (Louisiana Only) Utah Targeted Jobs Credit (Utah Only) Workers Comp Rights/Duties (Pennsylvania Only) Workers Comp General Info (Pennsylvania Only)Employee Proprietary Information and Innovation Agreement (California Employees) Employee Proprietary Information and Non-Solicitation Agreement (Non-California Employees)

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Status bar show progress until completePortal for All Onboarding Paperwork(Classic and Mobile)IHRIM 2014 2nd Quarter Meeting Atlanta, GAThis is the portal for the onboarding paperwork, you can see the status bar on the screen, candidate can track their progress and how much more time they have to complete the process, can be done either classic or mobile. 27People are linked to vendors processes from one location but the experience looks the same

Portal for All Onboarding Paperwork(Classic and Mobile)IHRIM 2014 2nd Quarter Meeting Atlanta, GAThis is an example of where we are accessing another vendor, here we are sending the wotc form to ADP, our tax credit provider, when the candidate links out, it is transparent to them, is still branded as ups. We get a result back from ADP on eligibility status and what forms need to be completed on day one.

We are best in class with WOTC tax credit verifications. 28Data is sent electronically to the proper department in the company

Portal for All Onboarding Paperwork(Classic and Mobile)IHRIM 2014 2nd Quarter Meeting Atlanta, GAHere is an example of a form that gets routed to payroll, We are collecting the information for another department, in this case payroll which is not part of HR, nothing the candidate or HR has to do. 29Thank you

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