Workforce Optimization Strategies for Recruiters Max Simkoff CEO

3 Overview • Why should I care about optimizing my recruitment and hiring process?

4 Case Study Background Well-established accounts receivable management outsourcer with over 250 agents, $1

5 Pre-Optimized Post-Optimized. Approach Step Source Screen/Track Approach Write, purchase and post each job

6 Employee Contribution Productivity Post. Optimized Pre. Optimized Breakeven Hire Onboard Ramp Up Time

7 Wrap Up Our experience has shown that the following best practices hold true:

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Workforce Optimization Strategies for Recruiters Max Simkoff CEO, Evolv On-Demand

3 Overview • Why should I care about optimizing my recruitment and hiring process? - US call centers: $2 Billion – $5 Billion spent annually on “fixing” broken hiring processes - Recent survey: 89% of companies that employ technology saw benefits in their hiring management of hourly employees; (1) better quality candidates and (2) shorter and less expensive hiring cycles • How can a technology-optimized recruitment and hiring process measurably affect my call center workforce quality? - Savings for company w/ 10, 000 applicants, utilizing electronic hiring management tools: (1) Average of $900 per new hire, and (2) time to fill vacant positions dropped by 50 -63% • What can I do in order to optimize my recruitment and hiring process?

4 Case Study Background Well-established accounts receivable management outsourcer with over 250 agents, $1 Billion in placements, and 100 clients nationwide. Primary gauge for workforce quality: “learning-curve”. Challenges • • • Lengthy Time-to-Hire Difficulty Tracking Applicants High-Value “Resource Drain” on Recruiting Ineffective Screening Processes High Annual Turnover Sub-Optimal Agent Productivity

5 Pre-Optimized Post-Optimized. Approach Step Source Screen/Track Approach Write, purchase and post each job separately across multiple & offline sources. Job online Posting Aggregator Check On-Board Total 15 min. per 15 min. total posting, per source Resumes manually screened for experience. Phone screens done by. Online recruiters forw/ potential fit Automated App candidates. Info stored in Excel. No resume 1 min. per screen, resume, 310 min. phone min. per screens phone screen Interview scheduling/tracking customized by Automated Online Intvwused, Scheduling, interviewer. Ad hoc questions notes stored Standardized Question Templates in Excel. 1 hr intvw ½ hr (incl. interviews scheduling) SSNOnline & DOB BG collected at interview, Check w/ Data paper-based Capture BG check used post-interview. from App 6 days (avg. 3 duration) Position-Specific Assessments Interview Time W 4/I 9/Onboarding forms completed manually, Automated Forms Pre-Population & data loaded manually into payroll/HRIS Payroll System Integration Manual process with heavy involvement/labor Automated Process with No Call Center cost from recruiters and call center supervisors. Supervisor Involvement Required 3 min. 10 min. per hire 32 75 hrs total, or 41 hrs/hire, hr/hire or days over 13 week Added Benefit ~$40 K in Cost Savings (575 hrs screening time saved) ~$200 K in Revenue Produced

6 Employee Contribution Productivity Post. Optimized Pre. Optimized Breakeven Hire Onboard Ramp Up Time Optimal Productivity

7 Wrap Up Our experience has shown that the following best practices hold true: • Optimize Use of Desktop Applications by Recruiters to Yield Significant Dollar Value - Today’s electronic hiring management tools can optimize most, if not all, stages of the recruiter workflow into a synchronized and automated process - Result: quantifiably more efficient process • Standardization = Reduced Subjectivity = More Control Over Outcomes - Using scientifically-validated standardized screening tools within the application not only provides legal defensibility for hiring decisions, it also reduces agent turnover and improves hourly agent productivity