Company founded in 2002 One goal – Improve reference checking

2. Company founded in 2002 • One goal – Improve reference checking Most Innovative Company Best New Product or Service

3. Funding • First round of funding in late 2005 • Two additional rounds … 2007 and 2008 • Cash flow positive since 2009

4. Our growth • Bookings in 2006 = $430k • Bookings for 2012 = $14M • Over 2.25M people will be entered this year

7. Technology Fast 500 #4 in Philadelphia #116 Nationally 2011 and 2012

8. Building Your Dream Team

11. Culture Skills Behaviors

12. 20-70-10

13. The Current Process Phone interview The Candidate References Source Interview Screen Assess

14. The Current Process - Sourcing Phone interview The Candidate Source

15. LinkedIn – Advanced Search

16. Save your Searches

17. Posting a Job

20. Job Boards - Aggregators

21. The Current Process - Screening Phone interview The Candidate Source Screen

22. Video Interviewing • Employer: • Client branded • Save time and money - Quicker and better decisions • Collaboration across all hiring stakeholders • Candidates: • Showcase skills and experiences on their time • Opportunity to re-record • Easy-to-use

23. Montage

24. Montage

25. HireVue

26. HireVue

27. The Current Process - Assessing Phone interview The Candidate Source Screen Assess

28. It only takes …. 7 seconds! Terrific eye contact Firm handshake Seems very friendly

29. Everyone’s a Star I’m the best manager ever! Everyone loves reporting to me. I always under-promise and over-deliver. My accounting skills are impeccable. I never make errors.

30. Assessments - Behaviors All Positions Sales Positions Development

31. Assessments - Skills

32. Can They? Phone interview The Candidate Negotiate? Persuade? Forecast? Empathize? Team Player?

34. The Current Process – The Interview Phone interview The Candidate Source Interview Screen Assess

35. S.T.A.R • Situation: Ask the candidate to describe a specific situation that they were in that would most likely occur in the role they’re applying for … sales, IT, finance, etc. • Task: What was their specific task/role? • Action: What actions did they take to address the situation? Have them share the appropriate amount of details. What specific steps did theytake? What was their particular contribution? • Result: What was the outcome of their actions? What happened? How did the event end? What did they accomplish? What did they learn?

36. The Current Process – The References Phone interview The Candidate References Source Interview Screen Assess

37. A Different Perspective Can they? Did they? Hiring Process Online References

38. The Evolution of Reference Checking

39. The 70s and 80s Phone interview Occasionally stopped a hiring decision Managers would talk to previous managers They’d offer some good insight

40. The 90s and Early 2000s • Defamation concerns • Negligent hiring lawsuits • Compliance issues – adverse impact, bias • Consistency

42. Last 10 Years Phone interview Rarely stopped a hiring decision Strict HR policies Dates of employment Less references called – 1 or 2

43. Making it Relevant Again SkillSurvey Making it relevant again Actionable Information 1970’s 1980’s 1990’s 2000 2010 Reference Checking Past 40 Years

44. Getting Better Information

45. Improving the Interview Source: GlaxoSmithKline: The Corporate Executive Board

46. Culture Skills Behaviors

47. Getting rid of the Wrong People

48. Steps • Offer letters and/or employee agreements should contain … “Nothing in this offer letter will alter the at-will employment relationship between you and SkillSurvey.” • Document, document, document • Severance – x week(s)/year served • Separation letter

49. Thank you