Talent Attraction

Expedia Jobs Traffic (Owned)− Over 68% of site traffic equates to new visitors

(holding steady since last dashboard)− Visitors duration down 4s at 00:01:33 on

average− Total unique visits is down another ~1k to

~41k /mo.

Expedia Jobs Visits by Geo (Owned)− 58% of visits are US-based; India and UK next,

but should yield higher % given HC proportion (1% increase since last dashboard)

− Need for greater global relevance across EI-domain external career websites (new Global Careers Website coming soon)

Targeted Marketing Traffic † (Paid)− Global marketing strategy via advertising

channels is producing expected results w/ slow decline trending

− Aug was a stronger month YOY netting over 120K external visitors which converts to applicants & hires

Targeted Pinterest Campaigns (Earned)− Global Digital Marketing initiatives, per

Editorial Calendar, to showcase Life at Expedia − Featuring content around different initiatives

(i.e. Go! Program & Working in Tech)− New channel, 82% female audience

Targeted Google+ Campaigns (Earned)− As a key pillar in our strategic search strategy;

targeting overall engagement with Technologists (core audience)

− Newer channel, over 200 +1’s (page engagement)

− Supports overall SEO strategy on google.com for Life at Expedia & is where we currently house our Videos

Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 1

Expedia Jobs | Traffic1

Expedia Jobs | Visits by Geo2

Targeted Campaigns | Pinterest4 Targeted Campaigns | Google+5

Targeted Marketing | Traffic3

1

2

4

3

5

† 7 Social Media Channels are utilized at least 3x per week to drive traffic. This is managed via an established Editorial Calendar with an integrated approach to digital marketing

Strategic Sourcing

Candidate Hires‐ 4 hires in August translating to an agency

cost avoidance of $70k with $867k YTD‐ 8 candidates scheduled for onsite loops in

September that were submitted in August

Candidate Funnel

‒ 448 prospects added into CRM from competitors in August for passive candidate conversion; YTD total is 3150-Increase due to Mobile SWAT and SEO/SEM initiative mapping

‒ Recruiter Accepted submittals at 66%; a positive increase from July

‒ Internal HC planning has impacted candidate acceptance-HM screen ratios as the teams await open headcount

‒ The HM screen–interview loop ratio decreased to 43% however can be aligned to the increased timeline for scheduling

Pipelining Source‒ LinkedIn continues to generate ROI; comprises

46% of pipelining source in August (incorporates Mobile Talent Direct Campaign)

‒ Talent mapping accounted for 34% of pipelining source aligned to intelligence cultivation for the CI Library and mapping requests

‒ Dice.com dropped in August to 6% due to support required for LinkedIn Mobile Talent Direct

Additional Support‒ CI research project initiated for SEO/SEM and

Mobile for the US, Market Management Thailand and Agent/Account Management for Egencia Canada

‒ Travelocity heat map provided to GTA for talent assessment

‒ Mobile LinkedIn “Talent Direct” campaign has successfully launched resulting in the pipelining of 65 development professionals and 2 mobile phone interviews thus far

Additional Support‐ Content

Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 2

Sourcing Generated Candidate Hires | YTD1

1

2

4

3Sourcing Generated Candidate Funnel

2 Pipelining Source3

Operations

ATS Implementation‐ GTA has arrived at an endorsement: Find.ly‐ Completing negotiations through

Procurement and final reviews with stakeholders

‐ 6-month extension with PeopleFluent finalized

‐ Business Process Reengineering (BPR) mapping of current process, initial redesign phases, and documentation of RACI completed

Global Contingent Workforce Program‐ US $30M YTD Total spend; represents a

16% increase YOY‐ $3.9M YTD Cost Savings ‐ 36% from Rate Card savings

Employee Referral Program‐ Number of referrals continues to drop;

referral to hire conversion ratio averaged 18:1

‐ US accounted for (67%) of ER hires, EMEA (16%) followed by APAC (17%)

‐ APAC experienced an increase in the number of referrals compared to EMEA for last month

Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 3

Applicant Tracking System (ATS) | Implementation1

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Contingent Workforce Program2 Employee Referral Program (ERP)3

January February March April May June July August

0

250

500

750

1000

1250

1500

47 63 63 62 64 66 48 47

Not Suitable Converted

January February March April May June July August

$(4,500,000.0)

$(4,000,000.0)

$(3,500,000.0)

$(3,000,000.0)

$(2,500,000.0)

$(2,000,000.0)

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-$3,305,068.00-

$3,608,699.00-$3,880,143.00

-$3,758,396.70

-$3,903,263.00-

$4,262,780.00

-$3,981,189.00

$470,744.00$478,201.00$529,792.00$530,576.00$491,464.34$415,224.00$501,153.00$498,227.00

Total Spend Total Savings

Jan Feb

March April May June Jul Aug

Sept Oct Nov

Dec Jan Feb

March

Planning

Business Process Review (BPR)

BPR Results Review

Vendor Contact

Contract Negotiation

Implementation

Data Migration

Testing

Comms

Training

Launch

University RecruitingHeadcount Targets‐ On-campus recruiting season begins early

September with events scheduled globally‐ Finalizing school-set, go-to-campus events,

interviewers, and leader engagements‐ HC targets remain unconfirmed; initial

2014 demand identified however not yet locked

Intern Conversion‐ 43 total 2013 interns

‐ 22 offers extended‐ 7 offers accepted‐ 1 offer declined (McKinsey)‐ 2 pending delivery of offer‐ 11 misc. (no hire/awaiting HM decision,

etc.)

Global Footprint‐ Expanding global footprint following

rigorous evaluation of past school-set; new universities identified with inclusion of “virtual” presence at greater number of universities regionally

‐ Events scheduled at close of August:‐ Technical – Cornell, University of

Houston, NYU, Penn State, Purdue‐ Market Management– UT Austin, CMU,

Cornell, UIUC, UW, Harvey Mudd

Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 4

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Headcount Targets | Status2 Intern Conversion | Status3

Global Footprint | Events and Engagements1

GLG

EWE

GTO

LPS

Egencia

0 2 4 6 8 10 12

10

Pending

6

4

Pending

Headcount Target

Tools Usage

LIR Weighted Usage Score †

‐ 30 August hires, 153 YTD at $1.8k CPH total

‐ EMEA (48%), Americas (42%, APAC/India (10%)

‐ Opportunity and need for RMT members to reevaluate/adjust LIR seat distribution in Q4

Dice Usage‐ 2 August hires, 8 YTD at $5k CPH total‐ Overall usage remains minimal, with only

3 of 5 accounts utilized continuously‐ 1 account currently remains unleveraged‐ Consider further divesting in 2014

Monster Usage‐ Usage continues to fall while overall CPH

rises‐ 4 August hires, 17 YTD at $19k CPH‐ Reducing purchased slots in Q4 and

piloting Monster SeeMore, semantic ATS search tool

‐ ROI does not indicate justification for consistent investment in 2014

‐ Evaluating alternatives to meet unique global needs under a consolidated vendor platform

Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 5

LinkedIn Recruiter (LIR) | Weighted Usage Score1

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2

3

Dice | Usage2 Monster | Usage3

† Weighted usage score includes InMails sent (40%), searches conducted (30%), profiles viewed (20%) and logins (10%)

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August

Project Portfolio

EI Careers Website Refresh‐ Schedule has slipped, now expecting a

November launch, due incorporation with expediainc.com WordPress site rollout

‐ Procured $50k of free video shoots, completed over two days with employees across EI

‐ RMT roadshow planned in September, with HRLT/GTAAB roadshow to follow in October

WW Social Channel Engagement‐ Early work underway to investigate at

Social Media expansion into APAC/China‐ Leveraged job shadow partnership with

eLong to research and recommend best practices

‐ Engaged TMP, who has offices in Beijing, to get a quote on supporting us locally as a vendor

‐ Launched “Social Media Wall” (monitor with live stream of 7 social channels) in HQ 10th floor

VMW/MSP WW Rollout‐ UK MSP transition to TAPFIN complete‐ Integration testing is complete and Phase

1 is on track to launch on 30th September

GUR Go-to-Campus‐ Fall campus recruiting is in full swing‐ Finalized structural model change within

GUR, including creation of a Talent Advisor role and differentiation between recruiters, enabling opportunity for efficient regional recruitment

‐ Current focus on full-time in Technology (Software Engineer in Test and Software Design Engineer) and Market Management (Market Associate) at US and EMEA universities

‐ 2014 headcount demand remains incomplete

Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 6

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Project Title Overall Health Schedule Scope Risks/Issues Budget

EI Careers Website Refresh

Summary: a complete refresh of the Expedia, Inc. careers website, upgrading content, enabling candidate experience, and highlighting EI, globally.

WW Social Channel Engagement

Summary: exploratory action, researching social media channels in APAC/China and how best to replicate results achieved in other regions.

Competitive Intelligence Library

Summary: design and implement a dynamic global catalogue of talent and market intelligence that is easily accessible and secure to the EI GTA community.

Applicant Tracking System

Summary: replace the outdated ATS in order to enhance customer experience, increase efficiency, and improve overall productivity.

VMS/MSP WW Rollout

Summary: enabling a competitive solution that enables consistent and consolidated management of the global contingent workforce population.

Employee Referral Program

Summary: re-launching the program to achieve greater global relevance, increase conversion rates, and align rewards with company culture.

Background Check Reengineering

Summary: consolidation of vendors (Accurate/Verifications, Inc.) update of EI-driven baseline requirements and preparation for New Country Deployment.

RED/RPS Survey

Summary: aligning the internal/external candidate, hiring manager recruiting surveys with CEB Talent Advisor Learning Academy and “Top 5” Experiences initiatives.

GUR Go-to-Campus

Summary: reengineering the Global University Recruiting (GUR) program, increasing footprint, and scaling to meet increasing demand, worldwide.

TBD Program1

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