Keynote Session – “Top Trends & Best Practices in Recruiting, David Williams, Director of Training & Organizational Development, Pacific Drilling

• Integrate recruiting processes with competency development processes by identifying competencies for roles and providing tools and resources with the hiring managers
o Reduce the overall candidate to hire ratio from an operational standpoint
o Increase the overall quality of the final candidate

Transcript

1. Finding the “IDEAL” Candidate David E. Williams, Director - Training & Organizational Development Pacific Drilling Services, Inc.
2. AGENDA Pacific Drilling: Who we are Recruiting Snapshot Talent Development (Project Origin) Bridging the Gap Talent Acquisition Goal towards the “IDEAL” candidate 2
3. Who is Pacific Drilling? Pacific Drilling is a growing offshore drilling company that provides global ultra-deepwater drilling services to the oil and natural gas industry through the use of high-specification drillships. 3
4. Who is Pacific Drilling? 4 • To be recognized as the industry’s preferred ultra- deepwater drilling contractor Vision • Pacific Drilling commits to be the employer of choice in the offshore drilling industry and to provide the tools and resources to enable our people to deliver consistently exceptional performance Mission
5. Overview: Offshore Recruiting Snapshot  Three key areas of operations / highly specialized positions: 1. Drilling: 13 positions / 50 POB (Drillers, Toolpushers, Mud Personnel, Pumphands, Floorhands, Roustabouts, Deckpushers, Crane Operators, Quality/Training) 2. Technical: 21 positions / 30 POB (Planning, Electrical, IT, Mechanical, Engineer, Motorman, Subsea, Materials, Welders) 3. Marine: 9 positions / 15 POB (Master, Chief Mate, Dynamic Positioning Operator, Able Bodied Seamen, Radio Operator, Medic, Bosun)  43 highly specialized positions (33 ‘Critical’ positions / 75 competency elements / 890+ competencies / 250+ ‘Critical” competencies) 5
6. Project Origin 6
7. Project Origin 7 The Origin represents our ultimate goal, to get to zero on our downtime and TRIF chart Total Recordable Incident Frequency (“TRIF”) Percent Downtime (0.00, 0.0%)
8. Project Origin 8 Defines the technical expertise required for each function Assesses employees through targeted evaluations Identifies current capability levels Develops specific core skills to increase performance TECHNICAL DEVELOPMENT PROGRAM: Technical knowledge is the foundation of our operational excellence (This is WHAT we do!)
9. Project Origin 9 Operational Leadership •Goal Setting •Management Systems •Network Building Leaders Developing Themselves •Feedback Process •Influencing Behaviors •Managing Conflict •Effective Meetings •Time Management •Cultural Differences •Trust Leaders Developing Others •Developing People •Succession Planning •Coaching •Appraisals LEADERSHIP DEVELOPMENT PROGRAM: Our leadership skills will differentiate Pacific Drilling within the industry (This is HOW we do it!) Leadership Competency Development
10. Bridging Talent Development and Talent Acquisition 10
11. Vacancy Received First Interview Rig Interview Offer Accepted On Rig Average Time it Takes to Fill a Position 11 Day HR puts requisition in the system. Day - 0 2nd Interview to be completed. On average day: 4 Training Complete and first day on your vessel. Average lead time: 30 days Shortest lead time: 9 days 1st Interview to be completed. On average Day: 0-1 3rd interview and BGC Completed. Offer is accepted. On Average day: 11
12. Technical Interview Technical Interview Emotional Intelligence, Previous Experience and Education 12 Current 3rd Interview Current Rig Interview Current HR Interview Three interview process: Current
13. Vacancy Received First Interview Rig Interview Offer Accepted On Rig Average Time it Takes to Fill a Position (Project Origin Inspired) 13 Day HR puts requisition in the system. Day - 0 2nd Interview to be completed. On average day: 4 Training Complete and first day on your vessel. Average lead time: 30 days Shortest lead time: 9 days 1st Interview to be completed. On average Day: 0-1 3rd interview and BGC Completed. Offer is accepted. On Average day: 11 Future Process Recruiting Checks with Project Origin to ID potentials areas the rig would want to strengthen. Recruiting will contact rig to get insight Recruiting will send candidate to rig, with questions from Technical Developmental Program.
14. Technical Interview Technical Interview Emotional Intelligence, Previous Experience and Education 3 Interview Process – Current Vs. Future Focus (Project Origin Inspired) 14 Current 3rd Interview Current Rig Interview Current HR Interview QHSE/Safety KSA Focus Leadership Focus Technical KSA Focus Future HR Interview Future Rig Interview Future 3rd Interview
15. Future Recruiting CandidateTarget Recruiting Process to Find THE Ideal Candidate 15 Crew Composition and specific KSA needed Leadership Style/Competency Customized candidate for rig’s unique needs 100+ 90 50 5 1 Training and Certifications Experience and background
16. Discussion & wrap-up