Ascentii Executive Overview

“It’s About Time…”

The Causality of Making Better Hiring Decisions Faster:
Automating Job Applicant Screening
&
Applicant Tracking Processes
©EPIC Software Corporation, 2010. Private & Confidential. All Rights Reserved.

Who is Ascentii Executive Placement Solutions?

• Ascentii Executive Placement Solutions is a Division of EPIC Software
Corporation, a Canadian company, located in Toronto.
• In mid-2008, EPIC Software decided to dedicate a Division to providing valid,
p g
reliable, legally defensible, web-based, on-demand tools, processes and
programs to support Independent, Corporate and Agency recruiters to
improve the quality of candidates and accelerate the time to hire.
• Almost 18 months later, Ascentii was created to meet the needs of recruiters
through a suite of a la carte tools that could also be configured and branded
for our clients’ use.
• Ascentii was formally launched at the January, 2010, Human Resources
Professionals Association Conference and Trade Show in Toronto; the
world’s second largest conference and trade show for HR Professionals.
• Th launch of our on-demand, valid, reliable and legally defensible initial
The l h f d d lid li bl dl ll d f ibl i iti l
suite of Ascentii tools is currently being accessed by 125 – 150 new
Recruiters per week.

• So why consider Partnering with EPIC Software Corporation and Ascentii?...

© EPIC Software, 2006. Confidential. All Rights Reserved.

Why Partner with EPIC Software Corporation & Ascentii?…

There are only 3 reasons why any organization should invest in anything
business related:


1.
1 The investment saves the organization time
time.
• Ascentii Solutions typically shorten the talent acquisition
process by as much as 50% and achieve a 100% ROI in less
than 6 months… and the savings continue.
g
e.g., In one client, Technical Hiring Manager decision time has been reduced by 3 weeks.


2. The investment saves the organization money.
• Selecting the right applicants, candidates and employees
g g pp p y
means higher employee (and customer) retention,
satisfaction and decreased costs to hire.
e.g., In another client Annual Turnover has been reduced from 76% to 26% two years later.

 3. The investment makes the organization money.
• Faster qualified hires results in faster time to individual
employee and workforce competence; employees simply
produce more profit for their organization faster.
faster
e.g., In another client, $11M has been saved in Hiring and an additional $40M in new sales was realized.


The Ascentii Suite of Recruiter Tools…

• Individual and/or Bundled Business Solutions
• A Comprehensive Menu of Systems & Professional Services;
Configured, Customized and Branded for our Clients…


Top Reasons Why Employees are Hired…

1. Resume l k d good:
1 R looked d
• Formal education
• Previous work experience

2. Aced the interview

3. Primary References were Positive


Top 10 Reasons Why Employees are Fired/Terminated…

1. Could not get along with Manager;

2. Could not get along with co-workers;

3. Not a good fit for the culture of the organization;

4. Misrepresented education, skills or experience;

5. Was unreliable, too many days absent or late;

6.
6 Used work time for personal business;

7. Did not have acceptable appearance/grooming;

8. Could t d th
8 C ld not do the work;
k

9. Worked too slowly, made too many mistakes;

10. Refused to follow orders.


Traditional Recruiting Processes & What Isn’t Working…

The I d t A
Th Industry Average and Status Quo:
d St t Q

• ADP Screening and Selection Services (a unit of ADP payroll and benefits
management company) says that in performing 2 6 million background
company), 2.6
checks, it found that 44 percent of applicants lied about their work histories, 41
percent lied about their education, and 23 percent falsified credentials or
licenses;

• Savvy job-seekers in a crowded market are “gaming” Job Application and
Applicant Tracking Systems (ATS) systems – e.g. favourable keyword search
terms are being hidd in the resume’s blank spaces using ti f t of white
t b i hidden i th ’ bl k i tiny fonts f hit
text on white background;

• Of course primary references are going to be positive;

• Fake reference and false job history services are readily available online
(e.g., www.CareerExcuse.com, www.alibiHQ.com etc)…
(e g www CareerExcuse com www alibiHQ com , etc)


Traditional Recruiting Processes & What Isn’t Working …

The Industry Average and Status Quo:

• Takes too long, typically 2 to 3+ months;

• Consumes too many resources and relies on complex manual processes;

• Is often based on erroneous applicant information (resume content is
unvalidated Info);

• Poor Recruiting p
g processes result in low employee satisfaction resulting in p
p y g poor
retention and performance; potential exposure, risk and liability; re-work &
additional cost.

?
?
?

Value Added Recruiting Processes…

The
Th Difference:
Diff

• Assess and score candidates against the specific job position to be filled;

• Screen job applicants according to the wellness of fit between them and our 54 Factor
Job Competency Model and 100 behavioural proficiency levels within the RoleFit
Survey® (RFS) – over 100,000 have already completed the survey;

• Use the RFS early in the process – send to individual applicants, use at job kiosks,
include web link in electronic job board postings;

• The RFS can be used independently, with manual applicant tracking processes and/or
in conjunction with any electronic Applicant Tracking System (ATS);

• A job applicants’ score on the RFS is causally related to predictive success in a
specific job – over 1,200 jobs available in our database;

• Once a job applicant has completed an initial RFS they are in your data base and may
be considered for numerous other/future job opportunities;


Value Added Recruiting Processes…

The
Th Difference:
Diff

• Take advantage of the Free 30 Day trial; Convert to a site license and have all the
results of your Free 30-Day Trial ported over to your site license account;
30 Day

• Integrate RFS output reports with job applicant accounts, files and resumes; attach
digitally-signed RFS report to retained on-file resumes;

• Engage in resume searches using an Applicant Tracking System and rank order job
applicants to present hiring managers with the best Candidates;

• The RFS has been developed and is supported by Industrial/Organizational
Psychologists, Statisticians,
Psychologists Statisticians Recruiting & Talent Management Experts Employment
Experts,
Lawyers and IT Architects;

• Software as a Service (SaaS) Requires NO Capital Expense budget;

• EPIC Software Corporation is a 100% Canadian owned and operated company;

• Clients as small as 7 Call Centre Reps in a local Utility company to as notable as The
US Federal Reserve Bank and NASA.


So What do Recruiters Think About Our Approach?…

"Ascentii assessments have streamlined and revolutionized my recruitment
business. I feel that I am now presenting the best and most qualified job
applicants to my corporate clients. This tool has given me the competitive
advantage and the client care I have been looking for Thanks Ascentii for
for.
saving me time, money, and energy in my recruitment process. I will be a client
of yours for life!"

Julia Cordray, Founder and Recruiting Director, Career Fox Inc.


So What do HR Professionals Think About Our Approach?…

“One of the truly ingenious things about the way Ascentii approaches recruiting
is that they have designed into their solution the ability for HR to use the same
competency model used for recruiting to shape the backbone of all other HR
processes and programs required to support the employee life cycle cycle.
We are now using this same framework to include on-boarding, new employee
orientation, learning and development, employee performance appraisals,
career pathing, workforce p
p g planning, leadership development, strategic
g p p g
succession management and even intelligent work force reduction… nothing
short of brilliant!”

Senior Vice President Human Resources Major US Bank
President, Resources,


Validity & Reliability Second to None…

... “at work, test length is a widespread concern. The RoleFit Survey
has attempted to balance practical utility with statistical soundness,
preferring for every subtrait the lowest number of items to measure
each construct yet still to have alphas in the range of .6 to .8.”

“It is the stated intent of the RoleFit Survey to serve the RoleFit
It
Survey user with minimum administrative cost (especially time) and
maximum information (that is reliable and valid). We feel that, with
five supertrait scores, 23 subtrait scores, coefficient alphas for the
supertraits averaging .824, and an average 15-20 minute
administration time, this objective has been accomplished.”

“Coefficient alphas for the short form are presented in Table 6.8. All
five trait alpha values fall just under .80, with an average alpha
value of .77, compared to an average alpha value for the long form
supertraits of .82. “

In addition, we have used the RoleFit Survey in a series of
addition
concurrent validity studies with other instruments that measure
values, learning styles, and leadership styles, as well as other trait
measures. The RoleFit Survey continues to show excellent
discriminant and convergent validity throughout these studies.

With respect to predictive validity, and the ability of the RoleFit
Survey to point towards future high performance in a specific job or
role, several studies have provided excellent evidence. In one
specific study in which the RoleFit Survey was used to profile a
supervisory position in the entertainment industry that had been
characterized by 76% annual turnover, using the RoleFit Survey
profile associated with high performance in that job resulted in
decreasing turnover to 26% two years later
later.

Completed by The Center of Applied Cognitive Studies (CentACS).


RoleFit Survey – Recruiter View (Completed Sample Survey)…

• The RoleFit Survey is a
Fine Screening Tool
and can also be placed
up front in the Job
Posting Activity to
obtain the best results
faster.
• Our flexible pricing
models will provide you
with options to obtain
the highest Return On
Investment possible.


The Ascentii Suite of Recruiter Tools…

• Individual and/or Bundled Business Solutions
• A Comprehensive Menu of Systems & Professional Services;
Configured, Customized and Branded for our Clients…


The Literacy and Language Fit…

• At one time many people thought most of the smart
people in IT came out of Silicon Valley and that
business leaders were made in Ivy League
business schools…not any more.

• In our global economy talent comes from
everywhere, and for some, literacy and language
testing provides candid insight as to how well and
how quickly they will transition into a new
organization, minimizing their time to competence
and providing a faster ROI to their employer.

• Anyone involved in recruitment will have seen
many CVs/resumes where candidates describe
themselves as b i fl
th l being fluent i a particular
t in ti l
language, or being bilingual. How does a recruiter
measure the accuracy of this statement?

• By integrating our on-demand, web-enabled Bright
y g g g
Language Tests into the recruitment process in the
same way as psychometric tests or IT tests are
used, recruiters can optimize the time spent
conducting interviews. The applicant’s language
test scores can be consulted immediately after the
test is taken. Our free trials make believers out of
Recruiters and Hiring Managers alike.



(Mandarin, Russian and Canadian English & French in final testing.)



Correspondence of Scales of Values:
The table below makes it possible to compare the scales of values of other international language tests.

In order to insure and maintain the highest quality for our clients, Bright Language Tests are continually undergoing
validation studies by Michigan University. Bright Language is also committed to aligning/mapping its test development
ope at o s a d st ateg es t the principles of the U Global Compact, t e Co
operations and strategies with t e p c p es o t e UN G oba Co pact, the Common European Framework of
o u opea a e o o
Reference for Languages, the Center for Canadian Language Benchmarks, the Goethe Institute, and the TCF
Standards.

Our tests are used today in over 180 countries for internal and external recruitment by many multinational corporations
and organizations, such as Total Oil, Thales, NATO, Schlumberger, BNP Paribas, PetroKazakhstan, the
Government of France, Areva, Valeo, KELLY Services, Adecco, Randstad/Vedior, and many, many more.


Typical Traditional Recruiting Processes…

Recruiter Recruiter (Optional) Conduct
reviews and and/or Hiring Short listed Critical
Post Job culls (many) Manager candidates Behaviour
on resumes: manually complete Interviews
Careers keyword reads/reviews third-party by
page or search and long list of assessment telephone or
job board resume resumes to process and on site;
on-site;
reading to produce short results are Score and
produce long list available to rank order
list recruiter Interviews

0 1 4 6 10 14

Elapsed time from start of process (in weeks)…


Value-
Value-Added Recruiting Processes…

ONLY
Review Conduct
Post Job Sort & Rank Resumes of Critical Present
including Order Applicants Behaviour Best
Link to Applicants by Scoring High Interviews by Candidates
RoleFit RoleFit on the telephone or to Hiring
Survey Survey RoleFit on site;
on-site; Managers –
Results Survey to Score FAST!!!
screen Interviews
further

0 1 1 3 7 7

Ascentii Elapsed time from start of process (in weeks)…


RoleFit Survey (RFS) Supplementary Information…

• The RFS is a Five Factor Assessment that uses workplace and job relevant terms and
examples in the questions asked;

• The RFS is a normative assessment and is now regarded by the psychological
community in the same way the Table of Elements is widely accepted as the
foundation of Chemistry;

• The RFS has been analyzed for accuracy by a team of 30 Industrial/Organizational
Psychologists, and all questions have also been approved by employment attorneys –
y g , q pp y p y y
eliminating exposure, risk and liability;

• The RFS has been certified as valid and reliable by a reputable 3rd party:
The Center for Applied Cognitive Studies;

• The essence of the RFS is to identify whether an individual applicant is a good fit for a
particular job/role, to rank order all job applicants for a specific job, and it is based on
the science and predictive index of sound Industrial/Organizational Psychology;

• The RFS has been completed by over 100,000 candidates and the survey’s coefficient
alpha, validity, and reliability are among the very highest of all premiere assessment
methodologies (Validity & Reliability Report available upon request);


RoleFit Survey Supplementary Information – 2…

• The RFS measures an individual’s capacity to perform a specific behaviour in a given
individual s
role, on a consistent, day-to-day basis; allowing you and your organization to have an
element of reliable predictability regarding new hires, anticipated job-relevant
performance, career pathing and strategic succession planning and management;

• The RFS has been written at a 5th Grade reading comprehension level, and with only
107 questions typically takes an applicant 10 – 15 minutes to complete;

• Based on a rigorous 54 Factor competency model and 10 different p
g p y proficiency levels
y
for each of the 54 competencies, EPIC Software uses the 1,200+ Jobs within the
O*NET job inventory and directly aligns and bridges the O*NET job inventory with the
HOLLAND RIASEC theory of matching people to jobs based on competencies,
p
preferences and intrinsic p
personality traits. As such, the RFS is the single most robust
y , g
tool available for matching people to jobs;

• In 2009, EPIC Software engaged in an ambitious project to define just how widely used
the HOLLAND RIASEC theory is used in vocational assessments and career
counselling and found 1,609 reference citations from 1953 to early 2007 on the
application of Holland's theory.


In Summary…

There are only 3 reasons why any organization should invest in anything
business related:


1.
1 The investment saves the organization time
time.
• Ascentii Solutions typically shorten the talent acquisition
process by as much as 50% and achieve a 100% ROI in less
than 6 months… and the savings continue.
g
e.g., In one client, Technical Hiring Manager decision time has been reduced by 3 weeks.


2. The investment saves the organization money.
• Selecting the right applicants, candidates and employees
g g pp p y
means higher employee (and customer) retention,
satisfaction and decreased costs to hire.
e.g., In another client Annual Turnover has been reduced from 76% to 26% two years later.

 3. The investment makes the organization money.
• Faster qualified hires results in faster time to individual
employee and workforce competence; employees simply
produce more profit for their organization faster.
faster
e.g., In another client, $11M has been saved in Hiring and an additional $40M in new Sales was realized.


The Next Steps Are Up to You… How Can we Help?

(A Division of EPIC Software Corporation)

Suite 151, 2025 Guelph Line,
Burlington, ON L7P 4X4
www.Ascentii.com
info@Ascentii.com
Direct: +1.905.634.4357

“It’s About Time…”


Ascentii Executive Overview

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