1. http://www.herrmanngroup.com 60 Bloor Street West, Suite 1100 Toronto, ON | M4 W3B8

3. We depend on the experience and network developed by our leadership team over the past two decades.

4. We provide clients with fully comprehended and developed resources that are continually expanding.

5. We customize projects to your needs through our expertise in Human Resources and our proprietary database of over 75,000 networked professionals

6. About us Our Approach We work with you to gain an understanding of your organization and we identify distinct challenges and opportunities to meet your human resource goals. Then we apply our methodology and skills to tailor services, ensuring success. We pride ourselves on our communication methods, scheduling regular communiqués and updating clients with marketplace insights. Our Consultants Our non-commission based team of professionals possesses a range of experiences and competencies. Multilingual skills, combined with our international network, enable us to provide a global perspective on issues that impact the marketplace and your business.

8. Interim Human resources

9. Psychological Testing

10. Tailored Research

12. Pre-Retirement Interviews

13. Engagement Interviews

14. Continuance Interviews

16. Herrmann is also actively involved in industry-related and outreach initiatives, such as: Global Experts and Corporate Social Responsibility (CSR) Panels of the Society for Human Resource Management (SHRM); Youth Employment Service (YES) Advisory Board; Career Edge Diversity Board; Canadian Government Private Sector Working Group on Pandemic Influenza Planning; and is the Canadian representative on the Board of Frontplaces, France (a global diversity think tank). Past involvements include positions as Director on the Canadian Council of Human Resources Association; Director of NAHRMA (North American Human Resources Management Association); Advisor for George Brown’s HR program; Advisor on the Provincial Partnership (Passport to Prosperity); and Founder of the Toronto Chapter of HRPA. A much sought-after public speaker, Herrmann frequently guest speaks at national and international events and is a regularly published author of articles and editorials and has participated on ROB TV and Goldhawk Live. A graduate of Concordia University, Herrmann holds a Bachelor of Commerce degree in Economics, a Certificate in Industrial Relations, and holds the Certified Human Resources Professional (CHRP) and Global Professional Human Resources designations (GPHR) and earned Chartered Director (C.Dir.) designation from The Directors College (a joint venture of McMaster University and The Conference Board of Canada). Founder & PresidentGerlinde Herrmann

17. Privacy Policy We have earned a reputation for conducting business in an ethical manner and are in compliance with the Personal Information Protection and Electronic Documents Act. Information held in our extensive database is absolutely restricted to employees of The Herrmann Group, who have all signed confidentiality agreements. Personal information in our possession is limited to home address, home telephone, home fax or email address, employment history, education and income. That information is kept strictly confidential until such time as an individual agrees we may disclose the information. We do not collect personal information through our website. Individuals who wish to verify their personal information or have concerns about it, should contact The Herrmann Group Limited via email at info@herrmanngroup.com.

18. Respectful Treatment Guarantee We guarantee that we conduct business in an ethical, socially responsible manner. Our Clients Can expect to receive regularly scheduled and frequent communication. Can expect that their employees will not be solicited by us. Can expect to benefit from our breadth of knowledge and connections. Our Candidates Can expect to receive honest, constructive and informed feedback. Can expect to be informed of interactions made on their behalf. Can expect regular communication throughout the process.

21. Psychometric/Psychological Assessment We work with the client to select the most appropriate assessment tools. The selected questionnaire is then administered to the candidate in a controlled environment. In addition to a written report, the client and candidate are given personal feedback. The goal of the selection process is to predict superior job performance. It is vital to know whether a candidate has the skills for the position and the “fit” for your organization’s unique culture. A characteristic of psychometric assessment is the ability to learn a great deal of information that would otherwise be difficult to detect within the constraints of the selection process. This additional information provides vital insight about potential job performance. It has been conclusively demonstrated that personality profiling and ability testing can significantly improve human resource and business decisions, resulting in productivity gains. Psychometric Assessment

23. Objective measurement is a better predictor of job performance.

24. Identifies strengths and development needs of the candidate.

25. Highlights questions to be used for probing during interviews.

26. Rules out individual bias through objective scope.

28. Career Development

29. Promotion

30. Team Building

31. Appraisal

32. Succession Planning

33. Coaching

34. Career Transition ManagementPsychometric Assessment

36. Branding trends and initiatives

37. Innovative practices

38. Talent availability within specific fields

39. Competitive dataTailored Research

40. Talent Tracking Attraction and retention of top caliber talent is important to the success of every organization. We have created, designed and developed a software application tool, Human Capital Management System™ (HCMS™), in order to effectively identify and track talent. HCMS™ allows us to gather and pool information for your specific talent tracking requirements. We have the capability of tracking an individual or groups of related professionals for your organization’s short and long-term hiring needs. This includes the capability of identifying professionals with the specific skills, education and experience for your immediate and future needs. Our talent tracking tool equips an organization to ensure a greater success in achieving its goals through an effective proactive talent management program. Talent Tracking

41. Exit Interviews Organizations are increasingly concerned with the costs and impact of turnover, increasing talent competition and the challenge of effective employment branding. Our Exit Interview service was developed in response to clients requesting solutions to their growing concerns. The knowledge gained from our effective exit interviews will enable you to build quantifiable value propositions to attract and retain employees. Outsourcing exit interviews benefit your company by allowing for anonymous statistics and information that would otherwise be difficult. This frees up the productive time of your resource team to focus on other pressing needs. Without this valuable information, an organization is often merely speculating as to the nature and gravity of its turnover. Exit Interview

42. Pre-Retirement Interviews The changing demographics of the workforce create unique challenges for an organization. There is a dramatic increase in the number of employees soon eligible for retirement combined with competition for limited talent. This means that organizations will have to adapt. We provide pre-retirement interviews that afford your organization with valuable knowledge of work related intentions of the retirement-eligible workforce. Conducted prior to a departure, these interviews determine if employees might be interested in continuing their employment with an alternative work schedule such as flexible hours, part-time, contract and project work. This can form a part of an overall talent retention component crucial for your organization’s resource management. It will allow a better understanding of the motivations and desires of employees that are considering retirement. Pre-retirement interviews can influence talent management strategies and policy development for hiring, training, succession planning and management practices. Pre- Retirement Interview

43. Engagement Interviews Engagement interviews reduce the high cost of time and money spent on hiring and training new employees allowing your organization to better understand the needs and issues surrounding new staff. We can assist your business in retaining, identifying and developing your talented workforce by conduction independent engagement interviews when your new employees have reached the 3 – 6 month mark of their employment. Engagement interviews will allow you to comprehend the reasons why employees are disengaged and potentially exiting. They help you to develop new strategies in hiring and training processes, succession planning, communication, policies and procedures, on-boarding, etc. Engagement Interviews

44. Continuance Interviews Continuance interviews cater to your organization’s needs to effectively manage its talent. Often called ‘stay’ interviews they are designed to determine if one of your top performers is a risk to leave the organization. They are used to determine promotability, willingness to remain and your employees’ level of satisfaction. Usually conducted after your employee has been in the organization for a number of years, continuance interviews act as an important fact finding tool to assist your talent management and succession planning programs. They help determine the current and future value proposition of important employees and can provide information to help you design on-boarding tactics. Our consultants can assist you in developing and conducting continuance interviews that will provide your HR people with optimal information and value. The knowledge you receive from a continuance study will be used to implement beneficial approaches to talent retention. Continuance Interviews

45. Alumni Tracking Exit, pre-retirement, engagement and continuance interviews all be linked with alumni tracking. Alumni can return to your organization and add value after furthering their development. It is important in our global business climate of workforce mobility and limited talent supply that you track your alumni and keep in touch with their career development. As former employees and ambassadors for your organization, this provides an opportunity to maintain positive relationships. Alumni Tracking

46. http://www.herrmanngroup.com 60 Bloor Street West, Suite 1100 Toronto, ON | M4 W3B8