Recruitment Forecasting Guidelines for HRBP’s

(applicable to outsourced countries only)

Introduction

Recruitment forecasting is an important activity in enabling both Unilever and Accenture to plan for
upcoming recruitment needs.

Often referred to as “manpower planning” or “demand planning”, recruitment forecasting is about

looking at what vacancies may be required over a specified period, based on factors such as
previous trends, known organisational changes and seasonal work activity.

The new global recruitment forecasting process replaces what was referred to as “annual planning”
in the global resourcing process. A quarterly forecasting process will enable more accurate forecasts
in a constantly changing business environment.

The following benefits are associated with the implementation of a forecasting process:

• Enables Unilever to meet a contractual commitment to Accenture

• Accenture have the ability to ensure their recruitment teams are staffed appropriately in
terms of both amount and type of resource.
• Enables both Unilever and Accenture to track and monitor volumes
• Provides the potential to proactively source in the future (using forecasts to source applicants
for key roles before the requisition is completed and approved.)

Key Points About The Forecasting Process and Template

• All permanent and fixed term Unilever paid vacancies in outsourced countries, which are
managed via Unilever Peoplelink (Accenture) and the online recruitment tool, should be included
on the forecast. Only applicable to work levels 1-3.

• Contract vacancies (those where the individual is to be paid by a third party) and any other
vacancies out of scope should not be included.

• Vacancies for which requisitions have already been raised through Peoplelink should not be
included in the forecast as these will already have been accounted for.

• The sheet asks you to distinguish between replacement and new roles. Vacancies being
generated as a result of replacing leavers should be put under “replacement.” Any positions
which are additional headcount, but align with current vacancies (i.e. same position but additional
headcount is required) should be put under “new.”

• Any vacancies that do not align with current positions (e.g. brand new positions which have not
yet been created in peoplesoft and do not appear as pre-populated data on the sheet) should be
added at the end of the forecast and you should add “new position” into the comments section
against that position.

• Although vacancies that may be filled internally should be included, do not include vacancies that
have a clear successor via a formal succession plan. Only genuine vacancies should be
included.

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• The forecasting template will be send to you to complete four time per year as follows:

Template sent out for completion Forecast is For

First week of October Q1 of the following year

First week of January Q2 of the same year
First week of April Q3 of the same year
First week of July Q4 of the same year

It will be sent via the central mailbox recruitment.forecasting@unilever.com.

• The peoplesoft data will be accurate as of the 1st of that month.

• Recruitment history against the positions you support is provided in the blue columns. It is for a
period of 12 months. It is hoped that this recruitment information will help you see what you
recruited previously. This may help you forecast what you need going forwards.

• You can save a draft of your forecast at any time. Simply click the "save as draft" button and it
will give you the option to save to a location of your choice. Please do not change the filename.
Remember to go back into your saved version to complete and submit, it using the submit button.

• Check the "complete" column to see what you have left to do. Only submit your forecast once the
"complete" column shows green and says "YES."

• There is a comments section where you can add any comments you feel are helpful/important.
This includes where data is not accurate (although it is your responsibility to ensure that any
position data in peoplesoft is amended accordingly.)

• A set of key messages that you can share with line managers have been provided in the last tab
of the forecasting template. It may help to use this information when you ask the managers for
their upcoming needs.

• The key steps for completing the forecast are as follows:

o Open the template and go into the forecast tab

o Review the information within the yellow and blue columns. (This data comes from
both peoplesoft and the online recruitment tool.)

o Speak to the hiring managers within your area of responsibility about their upcoming
recruitment needs (for the next quarter as a minimum)

o Enter the forecast data into the columns shown in green. A value is required even if
this is 0.

o Click the "submit" button once complete. You will be prompted to provide a filename
but please just use the one that is already provided for you. Click save (it does not
matter where it is saving to.) An email to the recruitment.forecasting mailbox will be
created for you and the file will attach automatically. Press send. Please do not
create an email yourself or attach the file manually as this will affect the
automated process that is in place. If you have any issues, please notify us
using the recruitment.forecasting email address.

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The Process

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The Forecasting Schedule

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