Introduction to HireIQ Solutions

Market Challenges
× Hiring volume remains high
× Recruiters have a challenging job
®  Constant pressure to produce the right number of highly-
qualified candidates
®  Often difficult to reach candidates for live phone
interviews
®  Phone interviews compete with other tasks on a recruiter’s
calendar
®  Results of phone interviews are rarely shared with key
stakeholders
®  Uneven compliance with compulsory interview questions
× Difficult to correlate pre-hire profile with
post-hire performance

Personality assessments
Typing tests
Navigation tests
Which of these are forward-looking indicators of:
•  Tenure?
•  FCR/CSAT attainment?
•  Sales performance?
•  Delivering an exceptional customer experience?
•  Job satisfaction?
•  Job fit?
•  Culture fit?
•  Employee engagement?
•  Flight risk?
Cognitive assessments
Behavioral assessments
Call simulation
Conventional Recruiting Tools
Psychometric interviewsGroup interviews

Inductive Reasoning
Deductive Reasoning
Written Comprehension
Written Expression
Problem Sensitivity
Near Vision
Speech Recognition
Speech Clarity
Oral Expression
Oral Comprehension
Source: O*Net OnLine
Top 10 CSR KSAs

Cost of Turnover
Agents 2,000
Annual Turnover 25%
New Hires/Year 500
Average New Hire Cost (1) $6,500
Cost of Replacement Hiring $3,250,000
(1) Industry cost to recruit, screen, hire and onboard.
Does not include training.
Consider collateral effects of attrition:
•  Lowered morale
•  Reduced customer satisfaction/retention
•  Reduced sales conversion
•  Increased AHT
•  Lowered FCR

HireIQ: Outcomes-Driven Selection
Multimedia Digital Interviews
•  Capture the voice of the applicant
•  Collect actionable data
Performance Feedback
•  Collect observed performance
•  Report quality-of-hire
Predictive Analytics
•  Model excellent performers
•  Recommend candidates for hire

Predictive Selection Analytics

✓
✗ ✗ ✗ ✗ ✗
✗ ✗ ✗ ✗ ✗✗
✗ ✗✗
✗
Shorten Time to Fill
✓✗ ✗

Reduce Time per Interview

Always On – Always Available
Over 45% of candidates complete
their interviews outside of
normal working hours.

Case Study: Short-term and Long-
term Agent Retention
One-YearRetentionRate
26% 0%13%
Before
Moneyball
90-day“SurvivalRate”
87%56%
Before
Moneyball
60%
Improvement
17%

Case Study: Operational Performance
FCR
67%43%
Before
Moneyball
56%
Improvement
33%
CSAT
85% 28%62%
Before
Moneyball
37%

Typical Hiring Process
Process
Step
Phone
Screen
Assess.
Test
Phone
Int.
HR Int.
Supv.
Int.
Backgr.
Check
Job Offer Onboard
Number 1,000 800 520 234 145 102 78 70
Pass Rate 80% 65% 45% 62% 70% 76% 90% ---
Duration
(Biz Days)
10 4 6 5 5 3 2 35
$ Per $15 $35 $30 $35 $35 $100 $20 $1,195
Total $ $15,000 $28,000 $15,600 $8,190 $5,075 $10,200 $1,560 $83,625
Add to this:
Cost to Source (typ. $750/1,000)
Cost of onboarding (range: $2,000 - $6,500 each)
Onboarding interval (range: 2 – 6 weeks)
Time to proficiency (> 4 weeks)
Impact:
Cost of Hire: $3,195 - $7,695
Effective Interval: 13 – 17 weeks

Hiring Process with HireIQ
Impact:
Cost of Hire reduced by 58%
Time-to-hire reduced by 50%
Qualified hires increased by 37%
Event HireIQ
Phone
Int.
In-
Person
Int.
Job Offer
Backgr.
Check
Onboard
Number 1,000 500 235 141 113 96
Pass Rate 50% 47% 60% 80% 85% ---
Duration
(Biz Days)
2 6 5 2 2 17
$ Per $6 $25 $65 $20 $100 $498
Total $ $6,000 $12,500 $15,275 $2,820 $11,300 $47,895

Select Customers

HireIQ
Solutions,
Inc.

Headquarters
1101C Cambridge Square
Alpharetta, GA 30009 USA
Tel: +1.678.279.2830
@hireiqinc

HireIQ
Solutions

www.hireiqinc.com

info@hireiqinc.com

HireIQ Applicant Process
Click link to start
Answer basic
qualification
questions
Respond to open-
ended voice
questions
Receive immediate
feedback regarding
next steps
Simple, 4-step Process
Candidates conduct their interviews when it is
convenient for them.
Web-based, media-rich experience.

Customizable and brandable
by the client to suit the specific
requirements of the position.
Embed a video to describe the
company or provide a realistic
job preview.
Details about the job
description before the
candidate begins their
interview.

Client configurable introduction
to advise the candidate what is
required to complete the
interview.

Text-response Qualifier
Questions establish
candidates’ basic qualifications
for the position
Client configurable “knockout
questions” can eliminate
unqualified candidates without
expending recruiter labor.

Optional Dependability Survey
assessment identifies
candidates that are more or
less likely to be reliable in call
center or retail positions.

Further detail about the
interview process can be
provided to the candidate.
Each interview is conducted in
exactly the same way, ensuring
consistency in the process and
reducing the risk of bias.
Candidates are provided
immediate feedback that their
responses have been saved by
the system.

Configurable “end of interview”
message alerts candidates to
next steps; helps set
expectations.

HireIQ Recruiter Process
Create & post
interview
requirements
Invite
candidates
Review,
evaluate and
score interviews
Take action
Simple, 4-step Process
Candidate responses are saved and can be shared with other
stakeholders
Administer Manage Collaborate

Configurable management
dashboards provide valuable
recruiter team performance
and candidate pipeline
information.

Convenient Recruiter “Inbox”
shows completed interviews for
review as well number of
candidates in each stage.

Each field is sortable to allow
recruiters to focus on the most
important attributes first.
Candidate Optimizer score
displayed to enable recruiters
to prioritize those who are most
likely to perform well.

Clicking on the Candidate’s
Name retrieves all the interview
details.
Recruiter Scoring Form is
customizable by the client to
help ensure collaboration and
calibration.
“Advance” or “Decline” can
send customized e-mail to
candidate regarding next steps.

Introduction to HireIQ Solutions

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