1. E fficient Talent Identification M anaging Application Volume C onversion > App:Hire Success 2 E = MC

3. Managing Application Volume TRM Job Family Evergreen Reqs Talent Folders Map to Org Charts Smart Agent Talent Folders Pre-Screening Knockout Questions Automated Phone Pre-Screening Recruiting Network Events Automated Interview - Application Resume Review Feedback Process Search Opt. Vendor ATS DataMining Platform Talent Community Social Networking Employee Referrals Re-Recruiting Alumni Advertisement Platform Marketing Platform Talent Landing Pages Job Distribution Email/RSS Marketing Job Classifieds Job Boards

4. Processing Candidates For Volume Driven Positions Only Pre-Screening Knockout Questions Automated Phone Pre-Screening Recruiting Network Events Automated Interview - Application Resume Review Feedback Process ATS The goal is to disqualify those that do not meet “ minimum requirements” > Qualified candidates get invited to an on-line interview, the rest receive a decline letter & an invite to a specific talent community The recruiting manager reviews/approves resumes, forwards qualified candidates to hiring manager and secures feedback (all within 48 hours) . This will increase precision and reduce interview : hire ratio This step is reserved for volume driven positions to help recruiting managers qualify those with the highest communication skills and potential Invite qualified candidates and potential silver medalist to a networking event with our hiring authorities (Recruiting/HR/Hiring Managers) The application collects pertinent data and the on-line interview offers a comprehensive assessment of their qualifications. The goal is to build a pool of qualified candidates & map them against current/future positions

6. Resume Review / Feedback Process The recruiting manager reviews/approves resumes, forwards qualified candidates to hiring manager and secures feedback (all within 48 hours). This will increase precision and reduce interview : hire ratio Recruiting Managers Sourcing team pre-qualifies candidates & forwards their resumes to Recruiting Managers Hiring Managers Reviews resumes & reports detailed qualify/disqualified explanation back to Recruiting Managers within 24 hours Recruiting Managers Qualifies some candidates and forwards them to the hiring managers for further approval Recruiting Managers Disqualify some candidates & reports detailed explanation back to sourcers within 24 hours Recruiting Managers are responsible to secure timely candidate feedback from Hiring Managers. Staffing Directors are responsible for enforcing timely feedback from hiring Mgrs and Recruiting Managers. Recruiting Managers should provide full cycle resume feedback to the sourcing team within 48 hours. Junior Sourcing Team Hiring Managers

8. Conversion > App: Hire Success High Low Meet Business Objectives 20% $0 Savings 10% 15% Other High Medium Client Satisfaction 10% 5% Technology 20% 50% Search Firms High Medium Quality-of-Hire 20% 10% Marketing 20% 20% Advertisement $7,500 $12,000 Average Cost-Per- Hire 2 - 3 5 - 7 Number of Sourcers 12 - 15 20 - 30 Number of recruiters required B u d g e t 45 Days 100 Days Average Time-to-fill 1000 1000 Number of Yearly Openings Med - High Med - High Jobs: Difficulty Level Proposed Model Old Model Proposed Model Old Model

11. Invite qualified candidates and potential silver medalist to a networking event with our hiring authorities (Recruiting/HR/Hiring Managers) Recruiting Networking Events ATS