1.  The need  The priority  The confidence to take action The Financial Ca$e for Online Staffing Online Assessment plus Tracking delivers outstanding financial returns for employers who have: Our Theme: Quantify the Opportunity

2. The Need Increased assessment power to pick Performers not Pretenders Behavior-based assessments that have high Face Validity Behavioral assessments that auto-confirm performance claims Short, focused, assessments that leave a positive first impression Do you need to turn this Into this ?

3. The Need Fast access to Viable Talent Pools shaves weeks from time to fill Removing resume sorting and screening shaves days from time to fill Sourcing costs decline as we accumulate pools of Viable Candidates  Unfilled positions cost thousands of dollars in unrecoverable revenue losses per day Do you need to turn this Into this ?

4. The Need Position postings that attract scores of resumes to review Large numbers of duplicate/automated resumes from casual clickers HR resources stretched thin and needed for higher value tasks Short lists running 4-6 candidates that soak up manager & HR time Do you need to turn this Into this ?

5. The Need Behavioral interviews that relax instead of intimidate candidates Onsite interviews that take 30-50% less time by getting started online Behavioral interviews where candidate Key Result Claims can be effortlessly confirmed by third parties prior to the interview Behavioral interviews that leave candidates feeling more positive about your organization by a ratio of 58:1 Do you need to turn this Into this ?

6.  Better new hire performance  Faster time to fill  Reduced staffing spend  Greater offer acceptance ratio  Positive online experience even among rejected candidates  Compelling financial analysis of the impacts of better performance The Need: Your Priorities Please rank your TOP THREE Staffing System Priorities:

7. To MEET the need: We combined the very best Expertise and Technology:  Nimble and portable tracking and CRM OR links to a major, innovative ATS vendor-- HR Logix.  The Power of Testing to assess the full range of job competencies via PAN.  Online Behavioral Assessment from BDT– the category leader (Featured in ERE, ERNIE, and Workforce Magazine) Could the very best technology in online assessment and tracking, deployed by certified recruiters, improve the speed and shape of your talent supply curve?

8. When you have many different position titles but only a few vacancies for each one, Automated Behavioral PROfiling generates a quick, powerful scored behavioral profiling solution directly from your existing posting text. When you have from 20-120 minutes to define the position competencies and culture, Pre-Qualified respondents complete scored screening and behavioral interview questions that collect confirmable achievements directly related to key position competencies. For high volume, mission-critical positions, A Behavioral Judgment Test probes confirmable candidate performance patterns in scenarios directly related to your strategic success. BDT Behavioral Assessments offer complete coverage from Automated Assessment for all positions to Behavioral Testing focused on specific roles and corporate cultures.

9. Tracking and Assessment STEPS Complete a Level 1 Talent Profile Qualified Prospects attracted by the Preview complete the Online Interview. Essessor scores the Profile, offering the opportunity to update it or apply it to other open positions. Recruiters view scored Talent Summaries, deciding who to place on the Level 2 Test List. Complete a Level 2 Profile Level 2 adds personality or ability based assessment of candidate competencies. Hirers review Assessment Results and form the Presentation List.Viable Competent Prospects view a Realistic Job Preview and log in to iRecruiter. Apply NOW Prospects click a link on your Careers page or Job Board.

10. Final Decision Steps E.ssessor generates a Personalized Interview Coaching KIT for candidates who agree to attend on-site interviews. Staffing specialists and hiring managers conduct site visits. Personalized Interview Coaching Kits guide the final interviews. Hiring managers rate the candidate’s answers, making offer decisions based on total score.Accomplished After a probationary period, new hire supervisors rate actual job performance to link back with pre-hire ratings so the system can be strengthened over time.

11. Most Importantly, QUANTIFY the Opportunity Review and analyze total monthly staffing spend. Simulate the impacts of Funnel Power and Decision Power for each step in the Staffing Value Chain on the new hire Talent Curve (% of stars, achievers, keepers, problems, and mistakes), Transform the Talent Curve Impacts for Current vs. Best Practice options into average annual performance value per hire.

13. The Impact on Performance Type Percentages

15. The Confidence to Act We guarantee to reduce your total staffing spend. (Quarterly review) We guarantee to hit our Performance Savings estimates OR adjust our fees proportionately either way. (Annual review) We guarantee your candidates will evaluate their E.ssessor experience positively.