Online Talent Assessment

1. Online Talent Assessment Achievements Inside™ from e.ssessor Technology for confirming Top Talent online. Tom Janz, Ph. D CEO, Human Asset Systems LLC

2. My Goals Today • Explain WHY Achievements Inside™ delivers superior talent FASTER. • SHOW you the tools that recruiters and hiring managers use to find Top Talent. • SHOW you the candidate path to completing an Achievements Profile.

3. Previous attempts at finding Top Talent • Recruiter training on building resume text search strings. • Career sites and job boards add eligibility questions. • Artificial Intelligence matching of postings to resumes. • Personality and Motivational Fit testing. FOR MORE INFO... Go to www.essessor.com and click: About E.ssessor -- Staffing Savings GUARANTEED

4. The Decision Power of common screening methods • .00 - .05 Graphology, Numerology, Astrology • .05 - .15 Resume Ratings • .15 - .20 Unstructured 1-on-1 interviews • .20 - .24 Traditional reference checks • .15 - .35 Validated Personality Scales • .30 - .35 Panel Interviews • .50 - .55 Cognitive Ability Tests • .50 - .55 Structured Behavior-based Interviews • .60 - .65 Ability Test plus Validated Personality Scale • .60 - .65 Ability Test plus Structured Interview

5. Why Behavioral Interviewing is going online. • Increase in Candidate Comfort: • Online Interviews rated as less stressful • Online Interviews leave a better first impression • Online Behavioral Tests are quick and highly job related • Increase in Decision Power: • Research finds increased Decision Power for the Online Interview: .69 vs .48 (Campion & Mueller) • Reduction in Staffing Spend: • Fewer finalists needed for on-site interviews • Interviews started online take 30-50% less time

6. Sample Talent Summary: Junior JAVA Developer

7. Sample Talent Summary: Junior JAVA Developer

8. Sample Talent Summary: Junior JAVA Developer

9. Sample Talent Summary: Junior JAVA Developer

10. Sample Talent Summary: Junior JAVA Developer

11. Sample Talent Summary: IO Psychology Intern

12. Candidate path to an Achievements™ Profile.

13. Candidate path to an Achievements™ Profile.

14. Candidate path to an Achievements™ Profile.

15. Candidate path to an Achievements™ Profile.

16. Candidate path to an Achievements™ Profile.

17. Candidate path to an Achievements™ Profile.

18. Candidate path to an Achievements™ Profile.

19. Candidate path to an Achievements™ Profile.

20. Candidate path to an Achievements™ Profile.

21. Candidate path to an Achievements™ Profile.

22. Candidate path to an Achievements™ Profile.

23. Candidate path to an Achievements™ Profile.

24. Candidate path to an Achievements™ Profile.

25. What do candidates think about our Online Interview? Here are the questions we asked:

26. What do candidates think about our Online Interview? We graph the ratings from over 10,000 Restaurant Manager, 5600 Pharmaceutical Sales, and 70 Mine Management candidates who completed a profile.

28. Reasonable skeptics can argue that --- • Too few candidates will provide Achievement Descriptions • Too few candidates provide email confirmation contacts or get confirmed But PrincetonONE will likely exceed BDT on the five key numbers, delivering valuable Talent quickly to Steria for a competitive advantage. • % of respondents who Add Achievements • Average N of Achievements per candidate account • % of Achievers who Add Confirmation via Email • % of Confirmation requests that are Confirmed • % of Confirmations that contain confirmation detail 49% 3.66 36% 54% 84%