Presentation on the Assess integartion with Taleo\'s Business Edition

1. Talent Selection. People Development Taleo Business Edition TrainingAugust 7,2009

2. About Assess Systems Innovative Software and I/O psychology consulting firm Focused on Talent Selection and People Development Over 25 years experience Over 2000 clients—Millions assessed Small-Medium Businesses and Fortune 1000 clients across all industries Assessment solutions delivered in 42 countries in 16 languages 2

3. Our Solutions People Development Talent Selection Executive Assessment Competency Modeling Competency-Based Professional & Managerial Assessments Hourly Pre-employment Testing Interview Guides Professional & Leadership Development 360 Feedback Executive Coaching Succession Planning Performance Management Built from a Clear Definition of Success…..Streamlined with Technology 3

4. Representative Clients 4

5. Business Issues We Help Solve Increase Quality of Hire and Retention of Employees Identify factors that distinguish success Implement assessment and behavioral interviews targeted to the job role Identify candidates with high probability of success Identify fit with company’s culture and role Improve Hiring Manager Efficiency Target high potential candidates first Conduct high quality interviews using assessment results and interview guides Make better informed hiring decisions Increase Performance and Engagement of Employees Assessment solutions (personality and 360) for development and succession planning Identify those with highest potential for leadership Focus developmental efforts on right areas needed for business 5

6. TBE - Technology Selection Solutions An Integrated Selection Process Harvard Business Review study concluded that job match is the single, most important component of job success. Recruitment Message Each voice in the selection process should evaluate the candidate’s “fit” with the job. Realistic Job Preview Application & Pre-Screen Assessment Behavioral Interview Hiring Decision Goal: Increase quality of hire and decrease time to hire. On-boarding 6

7. The What, How, & Why of Talent What are the desired outcomes for this role? Productivity/Financial People Customer Process How do you achieve these results? Define the behaviors and competencies that lead to success in your environment Why are some people more successful than others? Possess the right combination of innate and learned capabilities for the role Our assessment focus is on innate capability Stable over time; difficult to train or change Personality: strong determinant of success 7 Why How What

8. Assessment Solutions Select Entry-level roles Industry specific (call center, retail, banking) Assess Professionals & Managers Selection & Development components 8

9. Select for Entry-level, Hourly Positions Pre-employment assessments validated for specific jobs Work-related Personality Integrity/ Work Ethic / Conscientiousness Counter-Productive Behavior (optional) Job Willingness (optional) Applicant completes the survey in 15-20 minutes Multi-language capability Results are immediately available Select Surveys for: Administrative Support Banking Call Centers Convenience Stores Customer Service Retail Healthcare Hospitality Leasing Agents Production & Distribution 2000 web launch; 1500+ client companies; available in 7 languages

10. Assessment ResultsRetail Sales Associate Example Report Overall indices with screening recommendations to enhance quality of hire Rule of thumb is to “Avoid the Avoids” Will screen out approximately 20% of candidates depending upon survey Performance Subscales Characteristics predictive of success based on criterion-validation studies Use interview guide to further understand the candidate’s strengths and potential weaknesses 10

11. Assessment ResultsRetail Sales Associate Example Report Dynamic Interview Guide A behavioral interview protocol specific to the role Candidate specific interview probes based on assessment results 11

12. Our Validation ResultsRetail Sales Associates 12

13. Our Validation Results Longitudinal Look at Retail Sales Associates Month after month, those who had the right talent for retail sales (shown in green) outperformed those who lacked the “right stuff” (shown in red) 13

14. Assess for Professionals and Managers A web-based talent assessment that provides in-depth assessment for candidate selection Developed by organizational psychologists and written in business language Reports incorporate work-related personality measurement, competency-based feedback and behavioral interviews to evaluate candidates Profile Assessment enables an organization to quickly measure potential, so they bring efficiency to today’s large applicant volumes and urgent hiring needs 14

15. Objective of Profile Assessments The assessment assists Hiring Managers to answer these key questions: Apart from skills and knowledge, what is this candidate really like? How does the candidate fit with the position (competencies) and the organization? How does this person compare to others assessed and being considered for the position?

16. Assess Reports - Graphic Profile Personality Graphic Profile Measures 23 work-related personality characteristics Displays candidate’s scores on each personality scale compared to the Assess norm database 50,000+ respondents Each box represents a decile Quickly see where the candidate “stands out” from the norm No good or bad result, depends upon the competencies needed for the job 5 pre-packaged competency models as part of TBE

17. General Competency Models

18. Assess Profile Match Summary Assess Profile Match In this example, the candidate’s personality will help him/her display good Decisive Judgment, and Relationship Management However, his/her personality may hinder performance of Managing Others Indicates candidate’s match to each competency Competencies with (*) indicate not measured by personality

19. Personality Feedback Personality Feedback Scores on Structured Thinking and Work Organization Hinder his/her Planning & Organizing. These scores fall within the desired range Candidate’s scores on Realistic Thinking and Multi-Tasking helps him/her to Plan & Organize well. These scores do not fall within the desired range Represents characteristics desirable and undesirable ranges for each competency Identifies how candidate’s personality may help or hinder performance

20. Behavioral Interview Guide Behavioral Interview Standard questions for Competency are listed first Follow-up questions based on candidate’s personality results for Competency Behavior-based Interview Guide provide questions for each competency. Conduct Interview or Forward to Hiring Manager

21. On-boarding Suggestions Guidance for the hiring manager Identifies areas of performance needs and what competencies impacted by personality Provides management guidance to help on-board new hire

22. Decision Matrix Decision Matrix Recruiter or Hiring Manager can use matrix to document overall evaluation of candidate at the end of the selection process to help make the decision.

23. Assessment for Selection in TBE Login to TBE Account Create/Edit Requisition and Assign Assessment ID Choose Candidate(S) to Invite to Take Assessment Send Email Using Email Template (edit as needed) Candidate Receives Email Candidate follows link to complete survey Review Status of Candidates (In Progress or Complete) Status Posts in TBE Review Assessment Report to determine fit with role Conduct Interview or Forward to Hiring Manager Demo Provide Feedback to Hiring Manager

24. Assessment for Selection in TBE Assessment results integrated into TBE Candidate Display (note Assessment Status incorporated into view) Demo

25. Our Value Proposition Active involvement of I/O Psychologists with extensive experience across industries including hospitality, retail, manufacturing, call centers, insurance, financial, etc. Well-developed, validated assessments with cross-cultural, multi-language capability Assessments tailored for specific job roles Criterion-based validation Adheres to APA Uniform Guidelines on testing ADA, EEOC compliant Innovative, flexible solutions with exemplary service and support to our clients Easy to implement within TBE Integrity in everything we do 25