How to Improve QualityofHire Using Online ReferenceChecking Skill

How to Improve Quality-of-Hire Using Online Reference-Checking Skill. Survey Pre-Hire 360™ Revolutionized Assessments for Business

1 minute 5 minutes 2 seconds 10 minutes

About Us: Skill. Survey • Providing Reference Solutions since 2002 • 23, 000 + Candidates in October – October 2010 – 13, 024 + – 150, 000+ people experienced the Skill. Survey process • 490+ customers • 220+ surveys in current inventory – Cynthia Hedricks, Ph. D, Chief Analytics Officer – 68 Surveys for Healthcare, 18 Surveys for IT roles, 12 for Sales roles, 9 for Customer Service roles, 19 for Finance roles • Inventor of web-based reference checking with a patent pending

Market Acceptance and Skill. Survey Usage 30, 000 25, 000 2008 2009 15, 000 2011 10, 000 5, 000 Jan Feb Mar Apr May June July August Sept Oct Nov Dec

Sample Clients Financial Services & Insurance Engineering & Construction Healthcare Consumer Products & Retail Gov, Non-Prof & Edu Energy & Utilities Services & IT HR Related Pharma & Medical Manufacturing

Customers for Today’s Audience

Traditional Phone Checking Quality of Hire Behaviors that = Success or ?

From Candidate Perspective – Today’s Approach Phone interview Recruiter Face to Face Resume Personality / Behavior Assessments I’m a Team Player Candidate I interview well I’m terrific I work really hard, weekends too!

From Reference Perspective – Today’s Approach Phone interview Recruiter She’ a Team Player Face to Face Reference She works hard Resume Personality / Behavior Assessments She’s terrific I would hire her again, yes!

A New Perspective – The New Paradigm Phone interview Recruiter Work Ethic Face to Face Dependability Integrity Teamwork Personality Resume Personality / Behavior Assessments References Interpersonal Skills

Comparison Skill. Survey Solution Typical Phone Check 5+ business references 50% of which are former or current Supervisors 2 to 3 1 to 2 days 3 to 5 days Guide Hiring Managers Previous managers assisting in leading interview No Pauses a hiring decision 5% - 10% of candidates < 1% of candidates Passive sourcing tools 5 references per candidate – warm leads 2 -3 on paper or in ATS – not utilized Compliant/Legal Risk Supports compliance with EEOC and OFCCP Uncertain/Inconsistent More references Faster

Why You and Skill. Survey? • Improve – – Quality of Hire Hiring Manager’s Interview Effectiveness Efficiency Passive Sourcing • Drive – Compliance and Consistency • Elevate Recruitment’s Role

Improve Quality of Hire Skill. Survey References Perceive That 5 - 10% or more of Candidates Have Great Developmental Need Avoidable, High Risk Candidates = over $400 k + in savings annually (see next slide) Great Developmental Need Coachable, Moderate Risk Candidates = Interview and on-boarding assistance Moderate Minimal 0 10 20 30 40 Percent 50 60 70 80

Hard ROI Example Johns Manville, a Berkshire Hathaway company, is a leading manufacturer and marketer of premium-quality building insulation, commercial roofing, roof insulation, and specialty products for commercial, industrial, and residential applications. q 293 Candidates entered in 2010 q 30. 33% with a moderate or great developmental need – medium or lower scoring q With Skill. Survey, avoided 6 hires at $70, 000 salaries q Bad hire avoidance of a little less than 5% of external hires q Approximate $420, 000 Cost Savings

Hard ROI Example § With Skill. Survey, Diversey avoided at least 4 hires in 2010: § Executive Level, $280, 000 § Legal Administrators & Account Managers: § 2 hires at $60, 000, 1 hire at $50, 000 and 1 hire at $40, 000 § Total Savings in 2010: $490, 000 “Diversey recruiters use Skill. Survey to check references so they can provide our managers with the most accurate information available regarding past performance, strengths, weaknesses and cultural fit. The information obtained will either support the hiring decision or it will require the manager to probe deeper into an identified area of concern. When fully optimizing the benefits of this tool a company can recoup it initial costs over a twelve month period. Kim Beckett, Global Talent Acquisition Programs Leader”

Hard ROI Example § June 30, 2010 Launch Date – 6 months of data § Due to Skill. Survey, Health. South avoided 10 hires in 2010 at an approximate $48 K Salary § Bad Hire Nurse Avoidance in 2010: RN’s, LVN’s, Nurse Tech’s § $480, 000 Cost Savings in 2010 “We utilize Skill Survey to help us prepare for interviews with applicants and during the on-boarding process. The tool allows us to capitalize on the applicant’s strengths, while giving us perspective on areas for improvement. Thanks! Jen Cherrnay, PHR, MBA Human Resource Director Health. South”

Improve Hiring Manager’s Interview Effectiveness • Lack of consistency for hiring managers • Managers looking for differences in candidates • Probing questions driven by previous managers’ comments

Low Scores Guide Targeted Questions

Improve Efficiency – Time and Money Recruiters Source Candidates Screen to top 3 candidates

Improve Efficiency – Time and Money • Improve efficiency – time and money • Six Sigma ü From 60 work weeks to 4. 8 Use of Skill. Survey Pre-Hire 360® Resulted in a 92% Reduction in Time Spent Reference Checking 60 50 Work weeks to reference check 2, 272 job candidates 40 30 20 10 0 Telephone Skill. Survey

Passive Sourcing by the Numbers 100 300 Job opening Talent Pipeline and Funnel • Multiplier Effect Based on Number of Candidates Screened • Builds Automatically 1, 500 Candidates Reference s Industry Professionals with Whom To Network and Source • “Great People Know Great People” • “Warm Lead” vs. “Cold Lead” 1 An organization has 100 job openings 2 3 candidates apply on average for each job = 300 candidates 3 3 candidates Skill. Surveyed and provide 5 references each = 1, 500 potential contacts 4 65% of the 1, 500 contacts opt in to learn about future career opportunities. 1, 500 x. 65 = 975 + passive candidates

Increase Compliance and Consistency • Skill. Survey reference feedback shows no differences between sub-groups – Helps support your efforts to remain EEOC and OFCCP compliant • Standardized process • Eliminates risk –In a decentralized environment, recruiters tend to do things their own way

Why You and Skill. Survey? • Clear ROI for Finance and Budgets – – Quality of Hire Turnover Efficiency Passive Sourcing • Elevate Recruitment’s Role

1 minute 5 minutes 2 seconds 10 minutes

Step 1: Enter Candidate Data

Step 1 a: Select Survey

Step 1 a: Select Survey Send email to candidate

Survey Availability Job Level ► ▼Job Family General Entry. Level Hourly Clerical Professional Supervisor Manager Executive Production Sales Marketing IT Operations Customer Service R&D Admin Finance Legal HR Engineering Education Healthcare

Sample Libraries: IT, Customer Service, Healthcare, Finance, etc

Other Libraries: IT, Customer Service, Healthcare, Finance, etc

Other Libraries: IT, Customer Service, Healthcare, Finance, etc

Other Libraries: IT, Customer Service, Healthcare, Finance, etc

Step 1 a: Select Survey Send email to candidate

Step 2: Candidate Enters References From: Your Company Name Recruiting Sent: Thursday, June 6, 2011 To: Patrick T Subject: Your Company Name Selection Process Information Automated Email From Recruiter to Candidate Explaining the Process Dear Patrick T, Thank you for your continued interest in the Major Account Sales position with your co name. As already explained to you, a critical step in the selection process is reference checking. org name uses web-based reference checking for this purpose. Please click on the link below. It will open a web page where you will input your reference. You will also be able to review a sample of the questions being asked and the email that will be sent to your references. Your references will be emailed a reference survey and their responses will be submitted directly back to Skill. Survey. No one will see your references' individual responses because all responses are electronically aggregated together to produce one summary report. Note that all references will be responding as individuals, not as representatives of any company or organization. Please click on the following link (URL) to begin: http: //eref. skillsurvey. com//Candidate. Utilities/EOC. aspx?

Step 2 b: Candidate Inputs References

Step 2 c: Candidate Confirms References and Signs Legal Waiver Proof of Consent “…I hereby release any such person, their company, and any affiliated officers, directors, agents, and employees from any and all claims I may have arising out of the disclosure of such information…”

Step 3 a: Automated Email Sent to All References From: Patrick T Sent: Thursday, June 6, 2011 To: Scott Davies Subject: Patrick T Reference Request Dear Scott Davies, I am pursuing a professional development opportunity and I'd like to use you, as well as several other individuals, as a professional reference. All you need to do is complete a short (less than 30 questions), confidential, web-based survey regarding my skills. No one will see your individual responses because the system averages the responses from all of my references together to produce one summary report. To further ensure confidentiality, no report will be produced unless at least 3 people respond. Please note that you will be responding as an individual, not as a representative of any company or organization. Also, I have executed a legally binding agreement that releases you as well as any organization with which you are now affiliated or have been affiliated in the past, from any potential liability for providing this information. The process is quick and easy. Please click on the following link to begin: http: //eref. skillsurvey. com/SS. Web. UI/Ref. Survey. Details. aspx? If you have any questions, you can email me at patrickt@gmail. com. Thank you for your time, Patrick T

Step 3 b: References Receive Automated Email Dear Scott Davies, Thank you for taking the time to respond to Patrick T’s reference request. Before you take the survey, please take a moment to review the information in the form below. If any information is incorrect, please select the appropriate field and make the desired changes. When you are finished, click the continue button at the bottom of the page to save your changes and access the reference survey.

The Surveys: Job-Specific, Behaviorally-Based Questions

The Surveys: Job-Specific, Behaviorally-Based Questions Would you like to learn more about job openings at Your Co name?

Drive Warm Candidates to Career Page

Skill. Survey Goes Mobile Skill. Survey Mobile • On-the-go access anytime, anywhere • Use your i. Phone, Black. Berry, Droid, or Windowsenabled Smartphone • No hassle for recruiters, candidates, or references

Step 4: Aggregate References into a Pre. Hire 360 IP Address Alert for Review Candidate and Reference Response Data Reference Information Corrected

Validated Candidate – Good Fit

Validated Candidate – Good Fit

Pause or Avoid this Candidate – Low Scoring

Professionalism

Interpersonal Skills

Problem Solving and Adaptability

Personal Values

Verbatim Comments

Verbatim Comments

Verbatim Comments

Candidate Comparison Report

Business Intelligence Dashboard

Passive Candidate Compiler

Integrated Link to Linked. In, Zoom info

Passive Candidate Compiler – Daily Sourcing Update

Quick Startup and ROI • Solution up and running in less than 2 hours – Setup, training, launch • No need for IT involvement • Not a long and complex project • Provides a quick and easy “win” for recruiting and HR

Why You and Skill. Survey? • Clear ROI for Finance and Budgets – – Quality of Hire Turnover Efficiency Passive Sourcing • Quickly Implement and Easy “Win” for HR • Elevate Recruitment’s Role in the Organization