Workforce Planning

Matt MetzelaarsManager, Talent Acquisition Operations

EMSI Conference Coeur d’Alene, Idaho

October 16, 2013

Who are we?

Bridgestone Americas– Bridgestone Americas Tire Operations

• Manufacturing• Distribution

– Bridgestone Latin America– Firestone Industrial Products– Firestone Building Products– Firestone Polymers– Bridgestone Commercial Operations (300+ stores, Retread Plants)– Bridgestone Retail Operations (2,200+ Retail Locations)

• Firestone Complete Auto Care• Tires Plus• Wheel Works• Hibdon Tire• Credit First National

Challenges

• Understanding Applicants Tendencies– Where do they go to find jobs?– What are our most effective sources of talent?– How are we viewed versus the competition?

• Locating Candidates for Hard to Fill Positions– Automotive Technicians– Engineers– Information Technology

• Manage the “Retirement Cliff”

55% of key management bands are eligible for retirement in 2016

Internal Solutions

• Survey new/existing employees to find out why they chose us

• Perform talent reviews to uncover internal talent throughout our business units

• Create/Improve leadership development programs

• Establish succession plan models for key business roles

Good

External Solutions

• Introduced an online Applicant Tracking System (iCIMS)– Identify who our applicants are– Track where they came from– Advanced reporting and analytics

• Time-to-Fill• Source reporting• Cost per hire

Better

External Solutions

• Introduced EMSI tool along with Supply and Demand portal– Targeted recruiting to specific pockets of talent– Understand competitive pay– Identify trouble areas and pursue innovative solutions– Reduce wasted spend on recruiting– Improve time to fill

Best

Examples

Challenge: Minneapolis needed Automotive Technicians to work in the city yet they were barely getting any applications.

Solution: Using the EMSI tool we were able to identify counties outside of the metropolitan areas which had a much higher population of experienced technicians.

Examples

Challenge: Entered Las Vegas metro market with 16 new locations over a 3 year period. Needed to fully staff and train with local talent.

Solution: Using the Supply and Demand portal we created targeted advertising (digital, billboards, hiring events) for recruiting. Using EMSI tool we identified competitive wages in the marketplace.

Examples

Challenge: West Texas competition for talent was so high with the oil industry we needed to get a better understanding of what we had to pay to attract talent.

Solution: Using the data from EMSI we were able to compare our wages to that being paid in the oil fields and adjust accordingly.

Future Usage

• IT and Engineering shortage• Targeted university recruiting and understanding where we can get

the best bang for the buck• Competitive compensation strategies to attract talent to the

organization• Formulate our workforce management plan to overcome the

retirement cliff

Questions?