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

3. 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. 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 Approach StepApproachTimeAdded Benefit Source Write, purchase and post each job separately across multiple online & offline sources. 15 min. per posting, per source ~$40K in Cost Savings (575 hrs screening time saved) ~$200K in Revenue Produced Screen/Track Resumes manually screened for experience. Phone screens done by recruiters for potential fit candidates. Info stored in Excel. 1 min. per resume, 10 min. per phone screen Interview Interview scheduling/tracking customized by interviewer. Ad hoc questions used, notes stored in Excel. 1 hr intvw (incl. scheduling) Check SSN & DOB collected at interview, paper-based BG check used post-interview. 6 days (avg. duration) On-Board W4/I9/Onboarding forms completed manually, data loaded manually into payroll/HRIS 10 min. per hire Total Manual process with heavy involvement/labor cost from recruiters and call center supervisors. 75 hrs total, or 4 hrs/hire, over 1 week 5 Job Posting Aggregator Automated Online App w/ Position-Specific Assessments Automated Online Intvw Scheduling, Standardized Question Templates Online BG Check w/ Data Capture from App Automated Forms Pre-Population & Payroll System Integration 15 min. total No resume screen, 3 min. phone screens ½ hr interviews 3 days (avg. duration) 3 min. per hire 32 hrs total, or 1 hr/hire over 3 days Automated Process with No Call Center Supervisor Involvement Required Post-Optimized Approach

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

7. 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