The document discusses an automated hiring tool called Runa Hiring Tool that uses data science and predictive analytics to analyze candidates and reduce the time and costs associated with manual resume reviews and candidate screening. It examines how the tool analyzes resumes/profiles to generate reports on candidates' Knowledge, Skills, Abilities, leadership style, and likelihood of employee engagement and retention. These reports allow hiring managers to quickly compare top candidates and select optimal hires, saving hundreds of dollars per candidate over traditional hiring methods.

1. Hiring Automation
Runa Resources
RUNA Hiring Tool

2. Hiring Costs
 Manager’s time in reviewing
resumes
 Calling Candidates in finding out if
they are a good fit for the
company.
 Asking questions about what kind
of person they are and what their
Knowledge, Skills, and Abilities
(KSA) are.
 Onboarding cost and having them
leave a week or two later.

3. Time Cost In Hiring
 If we have a manger that is is paid
$35 per hour
 They spend 2 hours reviewing
resumes.
 Then spend 5 hours calling the
candidates
 Then 5 hours interviewing the
candidates
 Then 3 hours onboarding with the
employee.
 Total cost - $525 per employee

4. Time Study
 We conducted a study on how
much time the mangers spend on
resuming resumes and also pre
screening the candidates.
 We believe that the person al
interview process is essential and
also the one on one time with the
employee is very important.
 What we found out is that we can
reduce your prescreening and
resume reviewing from 7 hours
down to 10 minutes.
 Savings of $245 per employee

5. How To Reduce This Cost and Time
Commitment
 The way we have found out to
reduce the amount of time to reduce
the hiring process is by using tools
and analytics to help us better see
the top candidates.
 These tools allow us to limit 500
candidates down to the top 10 or 20
for viewing and comparing side by
side.
 This allows us to compare them with
out knowing their names or where
they live but based off of KSA and
other Engagement factors that
ensure your employee will stay a long
time.

6. How You Can Automate Your Hiring
Process
 The question you probably have now is how can we automate the the process
or get the result we are looking for.
 The answer is in the following technologies.
 Data Science
 Organizational Development
 Decision Analytics
 Predictive Analytics
 Statics
 All of these tools combined allow us to see the employees and answer the
following questions. Who are they, Why are they applying, How long will
they stay, What are the key skills and traits do they bring to the table, How
are they going to add value.

7. Runa Hiring Tool
 Let me present to you the Runa
Hiring tool.
 This tool allows us to see their
 Key Skills
 Key Abilities
 Energy level
 Leadership style
 How they can be lead
 How long they are going to stay
 Which employee to hire and why

8. How It Works
 The process of using the tool is very easy for you.
 You email us the resume
 We take the resume and run it through our program
 This program then compares all of the candidates side by side.
 Figures out which candidates are the best candidates for you based on your
culture, key Words or job description, what kind of leadership you have and what
kind of employee you are looking to get.
 Then with in minutes of running several of the candidates through Power BI or
Google Data Studio you will be able to compare the results side by side with each
other
 Then you will be able to analyze and see which candidates you want to bring in for
a interview.
 Then you can hire the best candidate possible

9. Reports You Will Receive
 You might be wondering what kind of
reports will you see in this system.
 Knowledge, Skills and Abilities ( KSA)
 How long they have worked
 Energy Level
 Employee Score
 Voice – How they present themselves
 Leadership style
 More reports to show you how they
can add value and why they are the
best employee for the job.

10. How You Will Receive Your Reports
 You might be wondering how you
will be receiving these reports.
 You will log into either Google Data
studio or Power BI.
 There in your dashboard you will
see the candidates presented to
you for your viewing.
 You will be able to analyze the
candidates and move them around
till you find the right candidates
 All of this will be available to you
on your desktop, tablet, Phone or
any other device that has access to
the internet.

11. Turn Around Time For Your Reports
 How turn around till will depend on
how many applicants you have
apply for the job.
 We need to have enough
candidates to compare to others.
 Our normal turn around time in
less than 24 hours
 This is a automated process so if
we get a many applicants right
from the start. Then you will
receive your dash board in a couple
of hours.

12. How To Analyze Your Reports
 This one is easy one.
 We will go over n the next couple
of slides what each of the main
reports covers.
 The key metric in all of this is the
employee score.
 This is a combination of all of the
scores
 This gives us the best picture
possible of who is the best
candidate
 Which one we should hire.

13. Knowledge, Skills and Abilities - KSA
 This report is based off of the job
description or word choice you want
us to use to help limit down the
current candidate pool.
 This tell us if they are using the right
terminology for the right kind of job
they are applying for.
 This also show us their level and
depth of the career they are in and
how well versed they are in their
field.
 This allows us to score them to see if
they have a good KSA base in their
field of work.

14. Energy Typing
 This one is a very essential part of
the employees willingness to stay at
the company for the long haul.
 Basically this is an classification of
the flow of energy from the
individual.
 There is no good or bad result here
there is just different results.
 You might want different energy for
different roles. Like high for sales
but lower in QA for attention to
detail. So here it helps us see what
kind of energy they are so we can
put them in the right seat.

15. Voice – Written and Who Are We Hiring
 This is a very essential one as well.
 The reason why Voice is so essential
to the interviewing process is how
they are presenting themselves and
what kind of words they use to
describe themselves.
 This allows us to se the personality of
the person and if they are going to
be a right fit for the company and
the right fit for the department.
 This is essential in the longevity of
the person staying at the company
for a long time.

16. Leadership Style
 This is a two sided question
 One is what kind of leadership does
this person first use in their
instruction and leading.
 Then the other question is how
does this person receive leadership
and which one is going to be the
best for us to use.
 Once we understand the methods
for both of them we can see if they
are the right fit for the
organization and right fit for the
department.

17. What All Of These Reports Tell Us.
 What all of these reports tell us is:
 What kind of leader is this person
 How do they interact with other
people in the company and
department
 How will they interact with teams
and will they be a solo person that
does everything or will they work
with team or a combination of all
of them.
 How will they develop more of
their KSA and become a bigger
asset to company if hired.

18. The real Question We Have Is – How Long Will
This Employee Stay and Will they Be
Engaged?
 So after we have analyzed all of these reports
 We have to look at where does this person fit and how will they fit into the
culture.
 What key KSA do they bring to the table immediately
 How are they going to add value
 How are we going to keep this person engaged
 What is key elements to bring this person on board.
 How are we going to pitch this person to join our team and and what are we
going to offer them
 How do we acquire this asset?

19. How To Analyze their Employee Score?
 One of the key elements in all of this
is the employee score.
 The score takes all of the previous
reports and runs them through the
program and tell us how they
compare to other candidates
 As you can see that the score can
range from 50 to 150
 Of course the higher the score does
not always equal a better candidate.
They might just have a higher energy
and higher leadership value which is
good for leadership but maybe not so
much for other areas in the company.

20. Time Commitment With Using Tool
 The best part of this tool is that it
takes several hours of analysis on
your part down to a 10 to 30 minute
process.
 You can use these to help you in the
interview question process
 You can use these to see why they
did not score what you thought they
would
 You can also use this help in your
decision process.
 We can do additional testing on the
employees to see what they really
are capable of and what their true
style of leading and directing is.

21. Cost Savings By Using The Runa Tool
 So back to the original example of
having 20 hours to select a signal
employee now is down to two or
three hours.
 This is a cost savings of almost
$400 dollars.
 Now if you are turning over 5 to
10% of your employees a year and
have 1,000 employees.
 That means you could save $40,000
dollars to your budget.

22. Cost Benefit Of The Runa Tool
 I think the numbers from the
previous page speak for
themselves.
 If we could save you even $10,000
dollars year would be very
beneficial
 The other part is the managers
time you are savings which is very
valuable
 Then also saving the time and
headaches in failed appointments

23. Where Do We Go From Here?
 So the question is what are the
next steps?
 We would love to show you how
our services can do all of this.
 We offer a full money back
guarantee
 We guarantee our services and
have 99.9% up time with very little
down time
 We also promise that you will have
your results in less than one day.

24. Questions and Next Steps
 Questions?
 Email – runaresources@gmail.com
 Phone – 801-452-5524
 Text – 801-452-5524
 Linkedin
So the final question is what are you
waiting for? Lets get started today.

25. Contact Information
 Runa Resources
 Jason Goble and Brad Howard
 Runaresources@gmail.com
 Phone - 801-452-5524
 Text – 801-452-5524
 Linkedin
 Jason Goble
 Brad Howard