Resume Processing Technology PeopleSoft eRecruit & Talent Acquisition (Plus EHR Search Technology Overview: Slide 2

1. Resume Processing Technology PeopleSoft eRecruit & Talent Acquisition (Plus EHR Search Technology Overview: Slide 24-28) By Kevin C. Vondemkamp Business Development Director, Western Region kvondemkamp@resumemirror.com (408) 807-3557

2. 2006 Product of the Year To View Press Release: http://www.resumemirror.com/about/pressrelease-02-10-2006.html 2

3. What are your “pain points” and how do they affect your Recruiting efforts? • Recruiters do not enter resume data they received due to the high threshold of pain? • Recruiters stash resumes on their computer outside of PeopleSoft? • Contract recruiters are not providing us a copy of all resume data they receive? • Job Seekers prefer to provide an email than maintain a Job Board profile? • Job Seekers will not manually enter data on our apply online form? • Our apply online form is experiencing a high drop-off rate? • We are spending too much money and time processing resume data? • Klicks Kill – too many clicks are eliminating required processes. • Insuring “Legal Compliance” for the receipt of resume data in any form? • Search Technology is “Key Word Oriented” and does not produce adequate results. Do your pain points create new “unknown” processes? What are your Pain Points? 3

4. Resume Processing 101 4

5. The “Basic Rules” for data capture 10 years ago still apply today: • Garbage In – Garbage Out: Still applies today, accuracy is important. • Job Seekers want to differentiate themselves:There is no industry standard format for a resume. • Duplication Management is required:Job Seekers are tricky (i.e. 2 different emails). • Resume Source is important:Dictates where to spend marketing dollars. • OCR to Text Conversion is not a perfect science: Most misunderstood issue. • Job Seekers are Consumers: Apple sees a Job Seeker as a “Consumer”. • Job Seeker/ Recruiter Experience:If given an option, the lowest threshold of pain will be selected. • Passive vs. Aggressive Job Seekers:The “unemployed” are willing to spend more time. • Legal Compliance:Retention is still a requirement (image uploading vs. paper storage). • Resume Processing as a function, service or technological process:Mission critical. REPORT and SEARCH What has not changed…? 5

6. Applications Why do Companies put Resumes in a Database and Handwritten Applications in a File Cabinet? • Applications can be processed just like resumes – BOTH CAN BE PUT INTO THE DATABASE • Not all Job Seekers have a resume, and not all Job Postings require a resume. • Applications require indexing, for no text summary is available like a resume. • In addition, an image of the original application is uploaded to the candidate profile – NO MORE HARD COPY STORAGE REQUIRED. Don’t forget about Applications… 6

7. Are you thinking about the Job Seeker, Recruiter or Hiring Manager Experience? How much pain will your company inflict? No way, too much work! Force Job Seeker, Recruiter or Hiring Manager to use an online form requiring manual data entry. Very time consuming! What impression does this leave with the Job Seeker? • Volume Decreases (Passive?) • Quality Decreases • Hiring Cost Increase Very irritating Force Job Seeker, Recruiter or Hiring Manager to cut/paste resume text and manually enter all required fields. Extra work required by the Job Seeker. No email log or profile link to review. Not too painful Force Job Seeker, Recruiter or Hiring Manager to use an online form with extraction technology. Extraction Technology helps to alleviate the pain. The Pain Begins Quick & easy Accept or upload resume data in any form: Online form, Direct Mail, Email or Fax. Preferred method by Job Seekers Increasing the “Threshold of Pain” on the Job Seeker or your Internal Staff is not a successful data capture strategy! So what is your data capture strategy…? 7

8. Manual resume processing was a requirement in the early 1990’s, for newly developed ATS products depended on the indexing of data to work efficiently. Since this point in time, it has been a necessary evil, and the processing of email, fax and hardcopy resume data has been avoided at all cost.  Avoiding this need has created new processes in which both the “Job Seeker” and “Recruiter” experience has deteriorated, creating a non-passive candidate database or isolated sources of information outside the database of record. During a down economy this strategy may be successful, but as Job Seekers once again gain leverage, this strategy will fail and costs will increase. 1990 100% Hard Copy Resumes ($2.50 In-House) 1995 75% Hard Copy Resumes 25% Email Resumes 1997 75% Email Resumes 25% Hard Copy Resumes 2000% Online Self Service % Automated Processing Technology % Email Resumes (Referrals…) % Hard Copy Resume 2002 % Online Self Service % Automated Processing Technology % Kiosk (3 U’s) % Email Resumes (Referrals…) % Hard Copy Resumes % Hand-written Applications 2005eam – The Complete Solution Do you need a management solution…? How do you manage each gateway? 8

9. eam What’s the Difference? 9

10. MS IE add-in MS Word Doc add-in MS Outlook add-in No Spam No Viruses The Biggest Difference …! eam - Hosted Service ehr - Behind your Firewall Recruiter(Desktop) Email sent directly to the recruiter New! Verified Data Confirmation Review Fields Job Boards Custom Web Forms e-Mail Forwarding Applications or paper Data Migration Apply Online Upload Resume SOAP Call XML Customer Account Manager Web services Apply Online Form Port 80 or 443 Email, web forms i.e. 3rd Party Submission Listener Auto-reply Email Fax & Paper Extracted XML Resume Data • Mail • Fax • Digital • Sender Fax ATS Database Verified data Engenium HR Vendor Processing Center Scanning, OCR, Indexing, Verification… 10

11. Measurements eam Processing time: Per Oracle: “Over 28% improvement in performance” Data Capture Accuracy: Per Oracle: “Over 10% increase in accuracy results” Languages: Contact information extraction: French, Spanish, Portuguese, German, Dutch & Italian Contact information extraction plus work history, education, skills, resume text: English UK, US, CAD, AU. More language support for other languages and amount of data that can be extracted. Integrated Data: Core Applicant Data, Work History, Education History, Skills Inventory, Source Data, Applied Job Requisitions Core Applicant Data, Work History, Education History Processing Load & Scalability: EAM provides logical checking of resume content & extraction before passing to ERP Database. Largest client processing 5,000 to 10,000 submissions per day Mohomine forces resume data into the ERP applicant record and then determines if the data is valid. This results in additional load on the server. Single Vendor Solution for all sources: Yes No Installation/Implementation Cycles: Day/Weeks: Simple, enhances the TOE for the client. Months: Complex installation with specific hardware models and configurations MS Outlook, Word & IE Plug-in: Functionality enables recruiters and employees to initialize applicant processing from their desktop No tools Resume file formats: 80 file formats and styles 4 to 5 file formats and styles Workflow Configuration: Solution easily adapts to client business rules and processes thru workflow configurations. No workflow configuration capabilities forces client to adapt to application. ResumeMirror EAM vs. Mohomine Mohomine is a dead product, development ceased over 3 years ago! 11

12. eam How Can It Help You? 12

13. Does your company know where their resumes are coming from? eamKNOWS Log On Monthly reporting by Web Form, Email, Fax, Hard Copy… EAM – Customer Account Manager 13

14. Option Overview – Electronic Data Processing OPTION 1: Corporate Website Upload & Parse - When on the Corporate Website, you can allow a Job Seeker to create an online profile utilizing EAM’s Upload/Parse functionality to decrease the Threshold of Pain. Decreasing 45 minute process to 3 seconds. OPTION 2: Microsoft Outlook Add-in (Just click the “BUTTON”) - Recruiters can forward email resumes to PeopleSoft with the click of one button. - Hiring Managers or Outside Vendors can forward email resumes to PeopleSoft. - Employees or Executive Management can forward resumes as part of an ERP initiative. OPTION 3: Microsoft Word Doc. Add-in (Just click the “BUTTON”) - Forward a Word document to PeopleSoft with the click of one button. - Allows a Recruiter to view a resume and send forward immediately. OPTION 4: Microsoft Internet Explorer Add-in (Just click the “BUTTON”) - Forward a resume you see on the Internet to PeopleSoft with the click of one button. - Allows a Recruiter to view a resume and send forward immediately. OPTION 5: Email Auto-Forwarding: - Allows for direct forwarding of resume data to PeopleSoft (i.e. jobs@caterpillar.com mail box) - PeopleSoft provides option to have an email sent to the Job Seeker with instructions on how to access their profile: “Thank you for your interest in our Company, provided below is your User Name and Password to you profile…” OPTION 6: Job Board Postings Options - Allow Job Seekers to use Online Profile or apply by email. CareerBuilder is an excellent example of a Job Board that provides both options to the job seeker. OPTION 7: Hard Copy Resume or Application Processing Services - ResumeMirror provides off-shore hard copy processing services at fees that are “Affordable, not Avoidable”. 14

15. With the Resume Mirror EAM Parsing Technology, a resume can be converted to an online profile with just 3 simple steps: Step 1: Select your resume. Step 2: Upload (and parse) Step 3: Review and Submit Websites without Auto-Parsing technology can experience 75 – 90% drop off rates due to the high threshold of pain of manually entering resume data Option 1: Upload and Auto-parse 15

16. Microsoft Outlook Screen Shot: Button uploads to navigation bar With the ResumeMirror Outlook add-in, a Recruiter can send a resume to PeopleSoft in just 3 simple steps: Step 1: Select email (s). Step 2: Click eam “button” Step 3: Review and Submit - Select Requisition - Select Source - Select Disposition • Do your Recruiters or Hiring Managers receive resumes by email - i.e. Referrals, Unsolicited Data…? • Do your Recruiters or Hiring Managers have their own “stash” of resumes that never make it into PeopleSoft? Option 2: Microsoft Outlook add-in 16

17. Microsoft Word Screen Shot: Button uploads to navigation bar With the ResumeMirror Outlook add-in, a Recruiter can send a resume to PeopleSoft in just 3 simple steps: Step 1: Select email (s). Step 2: Click eam “button” Step 3: Review and Submit - Select Requisition - Select Source - Select Disposition Are you impressed with this resume? Send it to PeopleSoft NOW! with the click of one button. Option 3: Microsoft Word Doc. add-in 17

18. Microsoft Internet Explorer Screen Shot: Button uploads to navigation bar With the ResumeMirror Internet Explorer add-in, a Recruiter can send a resume to PeopleSoft in just 3 simple steps: Step 1: Find a resume. Step 2: Click eam “button” Step 3: Review and Submit - Select Requisition - Select Source - Select Disposition Did you finally find the perfect Candidate on the Internet? Send it to PeopleSoft NOW! with the click of one button. Option 4: Microsoft IE add-in (NEW!) 18

19. PeopleSoft Career Portal Form Job Seeker Response “PeopleSoft Generated Email” Staffing Inbox Andrea Johnson 2341 Oaks Court Clear Springs, GA 30127 Phone: 404-111-000 OBJECTIVE: Software Engineer seeking programming opportunity … Dear Andrea, Thank you very much for your interest in our Company. Provide below are your USER NAME and PASSWORD for access to your online profile for review: USERNAME: kvondy@aol.com PASSWORD: 6624 PeopleSoft Online Profile eam eam Listener PeopleSoft Email Auto-Forward Profile allows Job Seeker to review their information and self-identify. Job Seeker receives an email from PeopleSoft confirming their data has been received, along with password access information to their profile in the PeopleSoft. Mailbox receives an email resume and forwards to the designated EAM email address Rejected: Spam, Junk Mail, Viruses • XML File: • - Job REQ • Original Resume • Contact Information • Work History • Education • Skills Once submitted EAM uploads Job Seeker profile into PeopleSoft. Option 5: Email Auto-Forwarding Options 19

20. Which Data Capture Experience provide the “LOWEST” threshold of pain? What if the resume you want to use is not stored online? What if your online profile is outdated? Online Profile With eam, the designated email address will dictate SOURCE, and the auto populated subject line will define the REQUISITION. TO: monster.mckesson@resumemirror.eam.com SUBJECT: Software Engineer 051920 Email Attachment Candidates do not maintain online profiles, but they do keep their resume up to date. Option 6: Job Board Posting (apply by email…) 20

21. Careerbuilder.com Case Study When given the option between a profile or email, Careerbuilder.com has found that email is the preferred choice of resume data submission NOTE: Careerbuilder.com auto-populates the subject line with the job REQ ID which allows EAM to collect accordingly. • Job Seekers do not keep web profiles up to date. • Job Seekers maintain multiple resumes. • Recruiters want to see the original resume 21

22. Since 1990, we have seen a full circle with regards to accepting paper. After years of trial & error, specific business verticals have decided that paper is a job seeker preference. Provided below is each option for hard copy processing: • Bulk Shipment: • Cost: Fed Ex Shipments • Information delay (2+ days) Vendor Service Offshore or North America Mail eam eam • Digital Sender: • Cost: $2,500 Machine • 600 DPI image via email eam • Fax Machine: • Cost: $Machine + $Phone • 200 DPI (Quality Warning) $0.65 per Candidate Note: Image OCR to text conversion is not a perfect Science, expect character errors Affordable, not Avoidable Option 7: Got Paper…! 22 22

23. EAM Implementation Project Schedule: Fastest implementation to date is 2 Weeks 23

24. ehrDemonstration “Pre-screening Database” 24

25. PAINPOINT: Verity is Key Word Limited • Make the most of your candidate data The Goal • One candidate skill or attribute can be expressed many different ways reflecting inaccurate results. • Many search solutions hampered by reliance on literal keyword matching. Pain Point • EngeniumHR uses a new method called conceptual searching, which finds all relevant candidates. Not candidates who use a particular keyword the most…. The Solution • Combines “conceptual” queries with “must-have” criteria for best-of-both worlds precision • Results assigned precise scores and ranked according to relevance, therefore streamlining review process. • Compare “Resumes against a Job” or “Jobs against a Resume” Precision ResumeMirror Client Quote: “In the past few months, Corporate HR lost out 8 times to recruiting agencies.  $130K in fees were paid to those agencies, and all 8 candidates were in the system, just not found by the search agent” 25

26. 1. Search by Job Description 2. Instant Results 3. Review Candidate Data 4. Forward PeopleSoft 1 3 2 DEMONSTRATION: Candidate Search 26

27. Add Link to EHR INTERGRATION: Recruiting Landing Page • Where do you want the link? • Navigation Bar • Sub-option of Find Candidate Link? • Separate Window Link 2 1 • Having EHR as a PeopleSoft Window Link allows………… • Individual Company to decide what • experience and process flow they want • to provide to their Recruiters. • Recruiter to sign-on once, and not to • another application outside of • PeopleSoft • Recruiter to maneuver within • PeopleSoft, even though EHR is a • stand alone application. • Recruiter to attach a resume within • EHR to a Requisition within • PeopleSoft. 3 27

28. EHR Server Stand-alone Solution Window Link within PeopleSoft Add Link to EHR Add Link to EHR Upgrades only affect link access PeopleSoft Server EHR Window Link INTERGRATION: EHR Window Link 2 1 3 “Feels like your are in PeopleSoft” 28

29. The leading provider of resume processing tools, technology & services…. • Resume Mirror provides technology that will allow a Corporation to leverage their PeopleSoft investment with tools that enhance the recruiting process. • 10 years ago, Job Seekers only supplied Hard Copy Resumes. Today, resume data is received in many forms: Email, Fax, Handwritten Forms, On-line forms, Kiosks, CD’s….. • Resume Mirror is the only company that provides The Complete Solution. Our eam platform can handle resume data in any format, from any interface. • Resume Mirror eamtechnology focuses on improving the JOB SEEKER, RECRUITER and HIRING MANAGER EXPERIENCE, decreasing the steps to create the record in PeopleSoft. • Resume Mirror eamprocessing technology allows a RECRUITER or HIRING MANAGER to download a resume into PeopleSoft in just 3 simple steps, which reduces/eliminates the need for Recruiters or Hiring Managers to “stash” resume data outside of PeopleSoft. • Resume Mirroreamprocessing technology allows a Job Seeker to upload their resume data in seconds, without having to manually enter their information, decreasing your website drop off rate. • Resume Mirror eamtechnologyis PeopleSoft certified , proven to be faster, with a higher degree of accuracy and more efficient than previous offerings. • Resume Mirror provides resume processing services that are “Affordable, Not Avoidable” Business Summary 29

30. Corporate Clients Who is Resume Mirror…? • Founded in 1999, Corporate Offices Vancouver, Canada • Developers of innovative recruiting tools since 1991 • 2006 Product of the Year • Core Purpose: • Package deep, specialized functionality as “easy to deploy” components that provide a functional boost for staffing, HR and recruiting applications. • Compelling Proposition: • Enable our Clients the ability to further "leverage" the value of their investment with tools that enhance the recruiting process. Job Board Partners Technology Partners ATS Partners BPO – HRO Partners RPO - Staffing Partners 30