Engaging talent today, thinking about tomorrow! David Batista Hamburg, 23 rd of March 2017

Transcription

1 Engaging talent today, thinking about tomorrow! David Batista Hamburg, 23 rd of March 2017

2 Our roadmap for today Meet Galp Once upon a time This is how we do it What we now know with cut-e What s next?

3 Our roadmap for today Meet Galp Once upon a time This is how we do it What we now know with cut-e What s next?

4 Meet Galp! An integrated energy player that sustainably creates value for its shareholders Exploration & Production 68 kboepd working interest Refining 2 refineries, installed capacity of 330 kboepd Marketing >1.400 service stations Client centric approach Gas & Power NG/LNG sales of 7.1 bcm Corporate Centre >400 people Business impact driven

5 Galp at a glance million Turnover million EBITDA RCA 639 million Net income RCA People

6 Sustainable value creation means a lot to us

7 Galp s value chain

8 What does this mean for recruitment? A great variety of profiles!

9 Transforming Galp VALUES Trust Partnership Agility Innovation Sustainability CULTURE Autonomy Responsibility Meritocracy Innovation Entrepreneurship

10 Talent acquisition

11 General profile Trust Partnership Agility Innovation Sustainability Logical reasoning Numerical reasoning Verbal reasoning Information management English Personal impact Openness to the world Team word Ability to adapt Initiative Communication Commitment to change Innovation

12 Have you heard of? 1998 > %» challenge young talent» challenge the Organization» create a cohesive team» get a sense of trainees fit to the different environments» map trainees competencies and their fit to company values and culture after the first year

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14 Our roadmap for today Meet Galp Once upon a time This is how we do it What we now know with cut-e What s next?

15 How we used to do it! STAGES HR internal survey of trainee vacancies Recruitment solely with universities no campaign! CV analysis HR individual interviews Assessment (paper tests + dynamic) highly time consuming! HR final decision and allocation Innovation and agility are not common words in the oil & gas industry X X _ A world perceived as gray and formal Rigor and reliability are key Low creativity and a conservative perspective

16 » Ability to analyze more candidates» Candidate experience in the R&S process» Internal client experience» Alignment between profiles and opportunities» Process focus on soft skills» Programme internal notability and perceived importance» Process costs reduction» FTE s needed effort reduction

17 Our roadmap for today Meet Galp Once upon a time This is how we do it What we now know with cut-e What s next?

18 Focus of our selection process Soft Skills (Behaviours and Attitudes) vs Hard Skills Personal Profile vs Cultural Fit Personal Values vs Company Values Personal Ethical Code vs Company Ethical Code Personal Hard Skills vs Company needed Skills

19 HR is not about HR! Hard vs. Soft Skills Diversity Alignment Referrals Agility Digitalisation Open criteria Internal client experience Candidate experience Innovation Shorten distance

20 Alignment» what are the plans and strategy for the department?» what competencies are needed and valued in the trainee?» what is the best behavioural and attitudinal fit?» 1-on-1 meetings with directors to understand

21 Put ourselves out there» Connecting with Universities» Leveraging LinkedIn» Leveraging our corporate website» Valuing referrals

22 Bring in top talent

23 Curricular Analysis Academic background (course, duration, institution) Merit awards Publications and Projects International academic experiences International experiences Volunteering and associative practices Hobbies and sports practice Extra curricular training

24 Online Assessment Personality / Behavioral Competencies Shapes:Inventory of competencies / personality (dimensions: relational, operational, intellectual and emotional) Squares: Evaluation of behavioral tendencies (dimensions: impulse control and ethical awareness) Aptitudes Numerical reasoning Verbal reasoning Logical reasoning Others Knowledge of English Management, organization and processing of information

25 In person assessment Aptitudes Cognitive flexibility Diagrammatic reasoning Personality / Skills BIP: Personality Inventory Pitch / Presentation Exercise "Time Management" Group dynamic Analysis: Individual exercise

26 HR interviews Pitch and Q&A Gather different opinions with different interviewers at the same time Exploratory interviews to address» Information collected in previous phases» Academic and personal journey» Motivation for the trainee program and Company

27 Technical interviews Each department receives around 10 candidates and meets around 5 per opportunity Based on the profile fit and candidates results in the process, HR made recommendations Most interviews were successful in the first round Quality of the candidates was reinforced by the departments

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29 Close follow-up with the trainees

30 Our roadmap for today Meet Galp Once upon a time This is how we do it What we now know with cut-e What s next?

31 Insights on the talent we recruit

32 The hard skills Numerical reasoning Deductive logical reasoning Inductive logical reasoning English

33 The soft skills Significantly higher» Persuasiveness» Ambitious» Competiveness» Energetic» Prudent» Organized» Conscientious» Analytical» Conceptual» Ambitious» Empathic» Innovative» Ambitious Significantly lower

34 » Strong analytical and conceptual skills» Ambitious and energetic youth» Willingness to make things happen, keeping in mind company rules and regulations» Good self-awareness and predisposition for self-development» Strong planning and organization skills

35 Our roadmap for today Meet Galp Once upon a time This is how we do it What we now know with cut-e What s next?

36 Where we are going with Generation Galp A preview of 2017

37 Recruitment and selection campaign Let s go digital with _! Digital Campaign, with mobile support Dashboard with live analytics for a more efficient management of a multi-channel campaign Applicant tracking system, with the possibility of integrating all the information of the selection process and massive interactivity with the candidates agile process management Improvement of the procedural phase of curricular triage, making it much faster

38 Recruitment and selection campaign What we expect to improve with Our brand s positioning Candidate experience Process Management

39 The big challenges Implementing an integrated top HR system with a state of the art recruitment module Focus on candidate experience

40 The trends to look out for Networking Referrals Innovative assessments and interviews Innovation Retention Diversity Talent Management People vs. technical skills Employer branding People strategy alignment

41 Thank you! We look forward to the future.