Reviewing the Hiring Process

1. Reviewing the Hiring Process Improving the Hiring Process for Growth and Success

2. In Today’s Session… • Hiring survey results • Overview of the traditional hiring process • Overview of the IdealHire system • Concept of Navy League Hiring Center • Logic of DHSC and IdealHire pulling on oars together • Potential correlation of this system to other capability matching for area companies • Q&A and next steps Objective of the presentation: Familiarization with an improved hiring process

3. Recent Hiring Survey Completed

4. Our findings showed… • 22% do not have a career link (Career Portal) on their website • Of the 78% that do… • 100% have candidates upload resumes • 4% have knock out qualifying questions • A few are “old school” - have a pdf application that a candidate completes by hand and faxes/mails to HR • Effectively, most companies source and select candidates in the same ineffective way No Career Link on Website Career Center on Website How is the traditional hiring process affecting your organization today?

5. The Big Picture • 98% of job seekers use the Internet in their search • CHALLENGE: Identifying who is right for you • Keyword searches cast a large net due to low inherent accuracy of the search • CHALLENGE: Management of resumes • Primary factor (capability) to perform a job is first based on obtained skills and depth of experience • CHALLENGE: Quick and accurate measurement of skill and experience • Nearly one-in-five employers report it typically takes two months or longer to fill open positions • CHALLENGE: Decrease time to hire The existing hiring process has not been optimized to the advantages obtained by the speed of the internet!

6. 31% 18% 10% 34% 7% The Traditional Hiring Process… • 1. Sourcing • Average-55 minute investment • Resources:Human Resources, Hiring Manager(s) and/or outsourced service • Tools:Career Job Boards, Corporate Websites, Employee Referrals Sourcing Step 1: • 2. Search • Average-180 minute investment • Resources:Human Resources, Hiring Manager(s) and/or outsourced service • Tools: Key word search tools, highlighter, skill Search Step 2: Over Half the effort (52%) • 3. Assessment • Average-95 minute investment • Resources:Human Resources, Hiring Manager(s) and/or outsourced service • Tools: Skill, Personal Interpretation Assessment Step 3: • 4. Interview • Average-165 minute investment • Resources:Human Resources, Hiring Manager(s) • Tools: Skill, Personal Interpretation Interview Step 4: • 5. Offer/Hire • Average-40 minute investment • Resources:Human Resources, Hiring Manager(s) Offer / Hire Step 5:

7. What is wrong with existing resume based recruiting systems? • Resumes are written in the style and terminology of the writer and must be interpreted by the reader (Accuracy) • Keyword searches can find thousands of resumes from numerous job boards – each must be read and interpreted (Time and Accuracy) • Quality of the selection decision is impaired (Cost and Organizational Performance) • Unstructured format increases: • Time-to-Hire • Inaccuracies • Cost • Organizational Performance

8. How the IdealHire System Addresses these Weaknesses • Focuses on skills, experience and education • Structured information using skills data base (>10,000 skills in data base) • Hiring entities create a “profile” of the job requirements • Candidates create a “profile” of their skills, experiences and education • PowerMatch, using a patented algorithm, matches and ranks candidates to job requirements in seconds

9. How the IdealHire System Addresses these Weaknesses • Results in fast, precise and accurate identification of the best candidates for the job • Web based software as a service – No IT support required

10. Selection Experience “Can Do” Motivation “Will Do” How the IdealHire System Addresses these Weaknesses TRADITIONAL IDEAL Step 1: Step 1: • The “Structured” Process focuses on improving the selection of candidates • Collapses the process to 4 steps • Savings in recruiter’s time – 30 to 50% • Reduces the time to hire down to as little as 1 week • Pushes the work back to the candidate • Improves quality of candidates by immediately identifying those who “CAN DO” the job • Improvement in selection quality - Reduced the average number of interviews per hire from 4 to 1.4 Sourcing Sourcing Step 2: Step 2: Search X Step 3: Assessment Step 3: Step 4: Interview Interview Step 5: Step 4: Offer / Hire Offer / Hire

11. Capture information in a structured way Candidate Pools HR/Hiring Managers CERTIFICATIONS HUNDREDS THOUSANDS MILLIONS Lots of guess work interpreting data EDUCATION Resumes---Unstructured Information INDUSTRY EXPERIENCE Candidate Pools HR/Hiring Managers PowerMatch • Education • Industry CERTIFICATIONS • Skills Job Profile • Years of Experience • Certifications HUNDREDS THOUSANDS MILLIONS Minimal effort selecting candidates EDUCATION Candidate Profile • Education INDUSTRY EXPERIENCE • Industry • Skills • Years of Experience • Certifications • Proficiency Profiles---Structured Information

12. Concept of the NLHC Enlisted Personnel Term of Duty Up for Renewal No Re-Up for Another Term Exit? Yes Company “N” Company “B” Company “A” Attend Transition Assistance Program Matches Matches Matches Job Requirements Job Requirements Job Requirements Military to Civilian Skills Translator Create Candidate Profile Military Talent Pool Thousands of New Candidates per Month Job Board Pricing or Free to PowerMatch Users

13. Logic of DHSC and IdealHire pulling on oars together • Improve the hiring process • Lower costs • Shorten the hiring cycle • Find the best talent • Increase quality of hire • Benchmark your current successful employees and mimic skills profiles in your open positions • Get candidates that match the skills required to be successful in the position • Tap into military talent pool • >25,000 people per year exit military in Hampton Roads Area • Enable long horizon look for support of proposals • First access to a constantly refreshing pool of talent • Leverage the speed and capability of the Internet • Source candidates from any talent source • Build ongoing company talent pool • Regional growth • Workforce Development • Abundant access to talent • Faster response to proposals • Prime to local sub contractor engagement

14. Potential correlation of this system to other capability matching for area companies • Future functional benefits in progress • Workforce Planning • Capture employee skills • Complete workforce skills inventory • Understand GAPs – take action • Company to company skill locator • Quickly identify potential partners • Advertise company capability based on skill sets • Keep business within the Hampton Roads area Use of Structured Data Increase the Opportunities for Application

15. Q&A and Next Steps

16. Thank You Don Redinius: dredinius@idealhire.com Contact us for a product demonstration or go to www.idealhire.com