Ascentii Executive Overview

“It’s About Time…”

The Causality of Making Better Hiring Decisions Faster:The Causality of Making Better Hiring Decisions Faster:The Causality of Making Better Hiring Decisions Faster:The Causality of Making Better Hiring Decisions Faster:Automating Job Applicant Screening Automating Job Applicant Screening

& &

©EPIC Software Corporation, 2010. Private & Confidential. All Rights Reserved.

Applicant Tracking ProcessesApplicant Tracking Processes

Who is Ascentii Executive Placement Solutions?Who is Ascentii Executive Placement Solutions?

• Ascentii Executive Placement Solutions is a Division of EPIC Software Corporation, a Canadian company, located in Toronto.

• In mid-2008, EPIC Software decided to dedicate a Division to providing valid, p greliable, legally defensible, web-based, on-demand tools, processes and programs to support Independent, Corporate and Agency recruiters to improve the quality of candidates and accelerate the time to hire.

• Almost 18 months later, Ascentii was created to meet the needs of recruiters through a suite of a la carte tools that could also be configured and branded for our clients’ use.

• Ascentii was formally launched at the January, 2010, Human Resources Professionals Association Conference and Trade Show in Toronto; the world’s second largest conference and trade show for HR Professionals.Th l h f d d lid li bl d l ll d f ibl i iti l• The launch of our on-demand, valid, reliable and legally defensible initial suite of Ascentii tools is currently being accessed by 125 – 150 new Recruiters per week.

© EPIC Software, 2006. Confidential. All Rights Reserved.

• So why consider Partnering with EPIC Software Corporation and Ascentii?...


Why Partner with EPIC Software Corporation & Ascentii?…Why Partner with EPIC Software Corporation & Ascentii?…

There are only 3 reasons why any organization should invest in anything business related:

1 The investment saves the organization time1. The investment saves the organization time.• Ascentii Solutions typically shorten the talent acquisition

process by as much as 50% and achieve a 100% ROI in less than 6 months… and the savings continue. ge.g., In one client, Technical Hiring Manager decision time has been reduced by 3 weeks.

2. The investment saves the organization money.• Selecting the right applicants, candidates and employees g g pp p y

means higher employee (and customer) retention, satisfaction and decreased costs to hire.e.g., In another client Annual Turnover has been reduced from 76% to 26% two years later.

3. The investment makes the organization money.

• Faster qualified hires results in faster time to individual employee and workforce competence; employees simply produce more profit for their organization faster


produce more profit for their organization faster.e.g., In another client, $11M has been saved in Hiring and an additional $40M in new sales was realized.


The Ascentii Suite of Recruiter Tools…The Ascentii Suite of Recruiter Tools…

• Individual and/or Bundled Business Solutions • A Comprehensive Menu of Systems & Professional Services;

Configured, Customized and Branded for our Clients…

© EPIC Software, 2006. Confidential. All Rights Reserved.©EPIC Software Corporation, 2010. Private & Confidential. All Rights Reserved.

Top Reasons Why Employees are Hired…Top Reasons Why Employees are Hired…

1 R l k d d1. Resume looked good:• Formal education• Previous work experience

2. Aced the interview

3. Primary References were Positive


Top 10 Reasons Why Employees are Fired/Terminated…Top 10 Reasons Why Employees are Fired/Terminated…

1. Could not get along with Manager;

2. Could not get along with co-workers;

3. Not a good fit for the culture of the organization;

4. Misrepresented education, skills or experience;

5. Was unreliable, too many days absent or late;

6 Used work time for personal business;6. Used work time for personal business;

7. Did not have acceptable appearance/grooming;

8 C ld t d th k8. Could not do the work;

9. Worked too slowly, made too many mistakes;


10. Refused to follow orders.


Th I d t A d St t QTh I d t A d St t Q

Traditional Recruiting Processes & What Isn’t Working…Traditional Recruiting Processes & What Isn’t Working…

The Industry Average and Status Quo:The Industry Average and Status Quo:

• ADP Screening and Selection Services (a unit of ADP payroll and benefits management company) says that in performing 2 6 million backgroundmanagement company), says that in performing 2.6 million background checks, it found that 44 percent of applicants lied about their work histories, 41 percent lied about their education, and 23 percent falsified credentials or licenses;

• Savvy job-seekers in a crowded market are “gaming” Job Application and Applicant Tracking Systems (ATS) systems – e.g. favourable keyword search t b i hidd i th ’ bl k i ti f t f hitterms are being hidden in the resume’s blank spaces using tiny fonts of white text on white background;

• Of course primary references are going to be positive;• Of course primary references are going to be positive;

• Fake reference and false job history services are readily available online (e g www CareerExcuse com www alibiHQ com etc)


(e.g., www.CareerExcuse.com, www.alibiHQ.com , etc)…


Traditional Recruiting Processes & What Isn’t Working …Traditional Recruiting Processes & What Isn’t Working …

The Industry Average and Status Quo:The Industry Average and Status Quo:

• Takes too long, typically 2 to 3+ months;

• Consumes too many resources and relies on complex manual processes;

• Is often based on erroneous applicant information (resume content isIs often based on erroneous applicant information (resume content is unvalidated Info);

• Poor Recruiting processes result in low employee satisfaction resulting in poor g p p y g pretention and performance; potential exposure, risk and liability; re-work & additional cost.

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Th DiffTh Diff

Value Added Recruiting Processes…Value Added Recruiting Processes…

The Difference:The Difference:

• Assess and score candidates against the specific job position to be filled;

• Screen job applicants according to the wellness of fit between them and our 54 Factor Job Competency Model and 100 behavioural proficiency levels within the RoleFit Survey® (RFS) – over 100,000 have already completed the survey;

• Use the RFS early in the process – send to individual applicants, use at job kiosks, include web link in electronic job board postings;

• The RFS can be used independently, with manual applicant tracking processes and/or in conjunction with any electronic Applicant Tracking System (ATS);in conjunction with any electronic Applicant Tracking System (ATS);

• A job applicants’ score on the RFS is causally related to predictive success in a specific job – over 1,200 jobs available in our database;

• Once a job applicant has completed an initial RFS they are in your data base and may be considered for numerous other/future job opportunities;


Th DiffTh Diff

Value Added Recruiting Processes…Value Added Recruiting Processes…

The Difference:The Difference:

• Take advantage of the Free 30 Day trial; Convert to a site license and have all the results of your Free 30-Day Trial ported over to your site license account;results of your Free 30 Day Trial ported over to your site license account;

• Integrate RFS output reports with job applicant accounts, files and resumes; attach digitally-signed RFS report to retained on-file resumes;

• Engage in resume searches using an Applicant Tracking System and rank order job applicants to present hiring managers with the best Candidates;

• The RFS has been developed and is supported by Industrial/Organizational Psychologists Statisticians Recruiting & Talent Management Experts EmploymentPsychologists, Statisticians, Recruiting & Talent Management Experts, Employment Lawyers and IT Architects;

• Software as a Service (SaaS) Requires NO Capital Expense budget;

• EPIC Software Corporation is a 100% Canadian owned and operated company;

• Clients as small as 7 Call Centre Reps in a local Utility company to as notable as The US Federal Reserve Bank and NASA.






So What do Recruiters Think About Our Approach?…So What do Recruiters Think About Our Approach?…

"Ascentii assessments have streamlined and revolutionized my recruitment business. I feel that I am now presenting the best and most qualified job applicants to my corporate clients. This tool has given me the competitive advantage and the client care I have been looking for Thanks Ascentii foradvantage and the client care I have been looking for. Thanks Ascentii for saving me time, money, and energy in my recruitment process. I will be a client of yours for life!"

Julia Cordray, Founder and Recruiting Director, Career Fox Inc.


So What do HR Professionals Think About Our Approach?…So What do HR Professionals Think About Our Approach?…

“One of the truly ingenious things about the way Ascentii approaches recruiting is that they have designed into their solution the ability for HR to use the same competency model used for recruiting to shape the backbone of all other HR processes and programs required to support the employee life cycleprocesses and programs required to support the employee life cycle. We are now using this same framework to include on-boarding, new employee orientation, learning and development, employee performance appraisals, career pathing, workforce planning, leadership development, strategic p g p g p p gsuccession management and even intelligent work force reduction… nothing short of brilliant!”

Senior Vice President Human Resources Major US BankSenior Vice President, Human Resources, Major US Bank


Validity & Reliability Second to None…

“It is the stated intent of the RoleFit Survey to serve the RoleFit

... “at work, test length is a widespread concern. The RoleFit Survey has attempted to balance practical utility with statistical soundness, preferring for every subtrait the lowest number of items to measure each construct yet still to have alphas in the range of .6 to .8.”

It is the stated intent of the RoleFit Survey to serve the RoleFit Survey user with minimum administrative cost (especially time) and maximum information (that is reliable and valid). We feel that, with five supertrait scores, 23 subtrait scores, coefficient alphas for the supertraits averaging .824, and an average 15-20 minute administration time, this objective has been accomplished.”

“Coefficient alphas for the short form are presented in Table 6.8. All five trait alpha values fall just under .80, with an average alpha value of .77, compared to an average alpha value for the long form supertraits of .82. “

In addition we have used the RoleFit Survey in a series ofIn addition, we have used the RoleFit Survey in a series of concurrent validity studies with other instruments that measure values, learning styles, and leadership styles, as well as other trait measures. The RoleFit Survey continues to show excellent discriminant and convergent validity throughout these studies.

With respect to predictive validity, and the ability of the RoleFit Survey to point towards future high performance in a specific job or role, several studies have provided excellent evidence. In one specific study in which the RoleFit Survey was used to profile a supervisory position in the entertainment industry that had been characterized by 76% annual turnover, using the RoleFit Survey profile associated with high performance in that job resulted in decreasing turnover to 26% two years later


decreasing turnover to 26% two years later.

Completed by The Center of Applied Cognitive Studies (CentACS).

RoleFit Survey – Recruiter View (Completed Sample Survey)…

• The RoleFit Survey is a• The RoleFit Survey is a Fine Screening Tool and can also be placed up front in the Job Posting Activity to obtain the best results faster.

• Our flexible pricing models will provide you with options to obtainwith options to obtain the highest Return On Investment possible.






The Literacy and Language Fit…

• At one time many people thought most of the smartAt one time many people thought most of the smart people in IT came out of Silicon Valley and that business leaders were made in Ivy League business schools…not any more.

• In our global economy talent comes from everywhere, and for some, literacy and language testing provides candid insight as to how well and how quickly they will transition into a new organization, minimizing their time to competenceorganization, minimizing their time to competence and providing a faster ROI to their employer.

• Anyone involved in recruitment will have seen many CVs/resumes where candidates describe th l b i fl t i ti lthemselves as being fluent in a particular language, or being bilingual. How does a recruiter measure the accuracy of this statement?

• By integrating our on-demand, web-enabled Bright y g g gLanguage Tests into the recruitment process in the same way as psychometric tests or IT tests are used, recruiters can optimize the time spent conducting interviews. The applicant’s language test scores can be consulted immediately after thetest scores can be consulted immediately after the test is taken. Our free trials make believers out of Recruiters and Hiring Managers alike.



(Mandarin, Russian and Canadian English & French in final testing.)





Correspondence of Scales of Values:Correspondence of Scales of Values:The table below makes it possible to compare the scales of values of other international language tests.

In order to insure and maintain the highest quality for our clients, Bright Language Tests are continually undergoing validation studies by Michigan University. Bright Language is also committed to aligning/mapping its test development operations and strategies with the principles of the UN Global Compact, the Common European Framework of ope at o s a d st ateg es t t e p c p es o t e U G oba Co pact, t e Co o u opea a e o oReference for Languages, the Center for Canadian Language Benchmarks, the Goethe Institute, and the TCF Standards.

Our tests are used today in over 180 countries for internal and external recruitment by many multinational corporations and organizations, such as Total Oil, Thales, NATO, Schlumberger, BNP Paribas, PetroKazakhstan, the Government of France, Areva, Valeo, KELLY Services, Adecco, Randstad/Vedior, and many, many more.






Gary Melling

7

1

Typical Traditional Recruiting Processes…Typical Traditional Recruiting Processes…

Post Job

Recruiter reviews and culls (many)

Recruiter and/or Hiring

Manager

(Optional) Short listed candidates

Conduct Critical

BehaviourPost Job on

Careers page or

job board

culls (many) resumes: keyword

search and resume

Manager manually

reads/reviews long list of resumes to

candidates complete third-party

assessment process and

Behaviour Interviews

by telephone or

on-site;job board resume reading to

produce long list

resumes to produce short

list

process and results are available to

recruiter

on site;Score and rank order Interviews

1 4 6 10 140

Elapsed time from start of process (in weeks)…


ValueValue--Added Recruiting Processes…Added Recruiting Processes…

Post Job Sort & Rank

ONLY Review

Resumes ofConduct Critical Present Post Job

including Link to RoleFit Survey

Sort & Rank Order

Applicants by RoleFit Survey

Resumes of Applicants

Scoring High on the RoleFit

Critical Behaviour

Interviews by telephone or

on-site;

Best Candidates

to Hiring Managers –Survey Survey

ResultsRoleFit

Survey to screen further

on site;Score

Interviews

Managers –FAST!!!

1 1 3 7 70

Ascentii Elapsed time from start of process (in weeks)…


RoleFit Survey (RFS) Supplementary Information…

• The RFS is a Five Factor Assessment that uses workplace and job relevant terms and• The RFS is a Five Factor Assessment that uses workplace and job relevant terms and examples in the questions asked;

• The RFS is a normative assessment and is now regarded by the psychological community in the same way the Table of Elements is widely accepted as thecommunity in the same way the Table of Elements is widely accepted as the foundation of Chemistry;

• The RFS has been analyzed for accuracy by a team of 30 Industrial/Organizational Psychologists, and all questions have also been approved by employment attorneys –y g , q pp y p y yeliminating exposure, risk and liability;

• The RFS has been certified as valid and reliable by a reputable 3rd party: The Center for Applied Cognitive Studies;

• The essence of the RFS is to identify whether an individual applicant is a good fit for a particular job/role, to rank order all job applicants for a specific job, and it is based on the science and predictive index of sound Industrial/Organizational Psychology;

• The RFS has been completed by over 100,000 candidates and the survey’s coefficient alpha, validity, and reliability are among the very highest of all premiere assessment methodologies (Validity & Reliability Report available upon request);


RoleFit Survey Supplementary Information – 2…

• The RFS measures an individual’s capacity to perform a specific behaviour in a given• The RFS measures an individual s capacity to perform a specific behaviour in a given role, on a consistent, day-to-day basis; allowing you and your organization to have an element of reliable predictability regarding new hires, anticipated job-relevant performance, career pathing and strategic succession planning and management;

• The RFS has been written at a 5th Grade reading comprehension level, and with only 107 questions typically takes an applicant 10 – 15 minutes to complete;

• Based on a rigorous 54 Factor competency model and 10 different proficiency levels g p y p yfor each of the 54 competencies, EPIC Software uses the 1,200+ Jobs within the O*NET job inventory and directly aligns and bridges the O*NET job inventory with the HOLLAND RIASEC theory of matching people to jobs based on competencies, preferences and intrinsic personality traits. As such, the RFS is the single most robust p p y , gtool available for matching people to jobs;

• In 2009, EPIC Software engaged in an ambitious project to define just how widely used the HOLLAND RIASEC theory is used in vocational assessments and career counselling and found 1,609 reference citations from 1953 to early 2007 on the application of Holland's theory.


In Summary…In Summary…

There are only 3 reasons why any organization should invest in anything business related:

1 The investment saves the organization time1. The investment saves the organization time.• Ascentii Solutions typically shorten the talent acquisition

process by as much as 50% and achieve a 100% ROI in less than 6 months… and the savings continue. ge.g., In one client, Technical Hiring Manager decision time has been reduced by 3 weeks.

2. The investment saves the organization money.• Selecting the right applicants, candidates and employees g g pp p y

means higher employee (and customer) retention, satisfaction and decreased costs to hire.e.g., In another client Annual Turnover has been reduced from 76% to 26% two years later.

3. The investment makes the organization money.

• Faster qualified hires results in faster time to individual employee and workforce competence; employees simply produce more profit for their organization faster

produce more profit for their organization faster.e.g., In another client, $11M has been saved in Hiring and an additional $40M in new Sales was realized.


The Next Steps Are Up to You… How Can we Help?The Next Steps Are Up to You… How Can we Help?

(A Division of EPIC Software Corporation)

Suite 151, 2025 Guelph Line,Burlington, ON L7P 4X4

[email protected]

Direct: +1.905.634.4357

“It’s About Time…”
