b"ATTRACTING & ONBOARDING RETENTIONTALENT Following a multi-pronged recruiting strategy, which includes sourcing diverse candidate pools, new hires participate in an onboarding program that includes an introduction to the Banks culture.RETAINING TALENT NEW HIRE AMBASSADOR PROGRAMRetentionstrategiesincludeespousingaAt the time of hire, new employees receive culture that inspires loyalty and trust throughdetailed information regarding the New Hire ongoing communication of the organization'sAmbassador Program. New employees are strategic initiatives and executive roundtableassigned an ambassador who extends the discussions.TheBanksleadershipdevel- integration process beyond the typical new opment programs and opportunities offeredhireorientationexperience.Thisprogram throughOFBUniversityhelpensurethat RECRUITMENT RESOURCES AND STRATEGIES motivated individuals have the opportunity forfocuses on integrating new employees into the Bank by assigning them to an ambassa-A core tenet of the Banks talent system is to both develop talentcontinuousimprovement.Employeeseachdor. The ambassador will provide support to from within and supplement with external hires. Whenever pos- maintain a Professional Development Actionensure that new employees feel welcomed, sible,theBankseekstofillpositionsbypromotionandtrans- Plan and participate in regular performanceprepared,engaged,andareofftoagood fer within the organization. The Banks talent acquisition teamevaluation and growth opportunities. start.uses internal and external resources to recruit highly-skilled and talented candidates, and employee referrals for open positions are encouraged. Diverse candidate pools are required for open positions with-inOceanFirstBankbranchesandcorporateoffices.Inthepast SUMMER51%year, a partnership with the African American Chamber of Com-merce has provided increased connection with diverse candi- INTERNSHIP dates. Top employment platforms such as LinkedIn, Glassdoor, and Indeed are also utilized to connect with prospective new OF AVAILABLE POSITIONS hires. To ensure we acquire the best talent, external applicantsPROGRAMan initial interview via HireVue and a secondary interview either WERE FILLED INTERNALLY in person or via Microsoft Teams.IN 2021+ HIREVUE In 2021, OceanFirst Bank welcomed 14 interns to the Red Bank, NJ headquarters for a 12-week 2000 HireVue, a digital on-demand interview platform, allows hir- internshipexperiencespanningeightdepartments:Accounting,InternalAudit,Credit,Human ingmanagerstoscreencandidatesforminimumqualifica-ON-DEMAND INTERVIEWStions via a recorded video prior to conducting in-person in- Resources, Information Security, Risk Management, Project Development, and Treasury Manage-ment. Intern Managers provided interns with objectives and projects to complete throughout the terviews. HireVue was initially implemented to expedite the WERE COMPLETED THROUGHhiring process and mitigate turnover within the Customersummer.Internsparticipatedinorganizedactivitiessuchasorientation,executiveroundtables, HIREVUE Care Center. The use of HireVue was extended to positionsnetworking boot camp, volunteer events, and a conclusion ceremony. withinthebranchnetworkandbackofficeroles.Candidatesrecord video responses to pre-set questions, which gives32 INTERNS HAVE COMPLETED 78% DIVERSITY AMONG 50% OF INTERNS WERE them the opportunity to demonstrate their personality andOUR PROGRAM SINCE 2019INTERNS IN 2021 FEMALE IN 2021articulate their skills.14 OCEANFIRST BANK HUMAN CAPITAL REPORT15"