How to Use this Deck

1. How to Use this Deck • Please review this deck prior to your training and determine which slides are relevant to the way your organization utilizes the system. • All red text should be edited by you to customize this presentation according to your organization. • The system overview section can be substituted with a demo on the Select2Perform platform. • Remove this slide before your presentation.

2. <Company Name> Assessment Program

3. Agenda • Why are we testing? • About SHL • Selection Process • System Overview – Testing Your Applicants • Create A Job • Assessment Administration • Score Reporting • Understanding Scores • System Overview – Additional Features • Applicant Search • Process Guidelines • Questions/Comments/SHL Contact Information

4. Objective Assessment Objective assessment provides a better prediction of a candidate’s likely job performance +1 Perfect prediction +.65Assessment Centers +.45 Ability Tests/Job Samples +.40 Group Exercise/Personality Composites +.35 Structured Interviews/In-Tray Exercises +.30 Biodata +.15 Employment Interviews +.10 Educational Qualifications Graphology/Astrology/Phrenology Random prediction Everyday correlations: OTC Headache tablets -> Headache -> 0.14OTC Anti-histamines -> Allergies -> 0.11 Nearness to equator -> Temperature -> 0.60 Reduced risk of heart attack -> Aspirin -> 0.02 0 Source: Mike Smith, UMIST

5. Tests and Assessments Measure the WHOLE person • Tests/assessments can measure what a candidate: • Can do – current knowledge, skills, ability • Will do - predict employee and applicant job performance

6. Why Measure Talent Using Online Assessments? 1 Effective 4Efficient 2 Compliant 3 Relevant

7. Effectiveness – Making the Best Hiring Decision • Hire the best candidate in your pool • Only apples-to-apples comparison possible across candidates • Reduce Attrition • Demonstrate ROI of recruiting function Better Performance • 21% more sales in the first three months. • 75% higher customer service score. • Source: SHL Business Outcomes Studies, 2012 “Frontline managers effective at people management can improve emotional commitment by 52%, and intent to stay by 40%”. Source: CLC - Engaging Managers to Drive Employee Performance and Development

8. Assessment Scores Compared to PerformanceMetrics Sample results from actual client Business Outcome Study. In nearly every way that performance was measured, employees that had higher pre-hire assessment scores performed better on the job.

9. Compliant Assessment Programs Based on documented job requirements Objective and consistent administration Job-related assessments reduce likelihood of complaints Monitor for adverse impact

10. The Best Companies Ensure Relevance New hires are often not sure if they are necessarily the best fit for the role. Knowing that they’ve been selected via a rigorous selection process instills confidence in themselves and the organization. “Our recruitment processes often lack accurate insight” Both new hires and organizations lack confidence in their selection decisions Source: Recruiting CLC 2012 Candidates appreciate rigorous hiring processes Hand hold most viable candidates Reserve costs of interviewing and conducting background screens for successful candidates Easily update as business needs change

11. Assessments Actually IMPROVE Efficiency “Our recruitment teams are overstretched” Of recruitment teams are overstretched leading to a drop in standards Source: SHL, Candidates are customers too research, 2010 Reduced costs • 63% reduction in turnover • 61% reduction in cost per applicant contracted • Source: Source: SHL Business Outcomes Studies, 2012 • Identify top candidates earlier in process • Screen out weakest candidates sooner • Reduce or eliminate unnecessary steps in the process • Through better job match and retention, recruit less

12. Assessment Program Goals The right talent, in the right position, at the right time Increase Profitability Improve Quality of Hire Decrease Time to Hire Increase Productivity Reduce Turnover

13. Measure Everything that Matters Comprehensive Insights. Better Results. Knowledge, Ability & Skills Computer adaptive cognitive testing Fit Personality Adaptive personality measures • Custom job/culture fit • Retention predictor Biodata Simulation • Based on world’s largest biodata validity database • Past performance, Future performance Interactive, realistic, representative of the job Situational Judgment Realistic job situations

14. Potential Entry-Level solution: Tellers Knowledge, Ability & Skills Simulation Personality Biodata

15. Potential Experienced solution: Management Associates Simulation Knowledge, Ability & Skills Personality Biodata

16. Potential Manager Solution: Branch Managers Simulation Knowledge, Ability & Skills Personality Biodata

17. SHL’s family of integrated solutions Volume Recruitment Maximising quality, reducing attrition and improving time to hire College Recruitment Finding the leaders of the future • Talent Acquisition • Hire faster and smarter, saving time and money, while increasing recruitment quality, productivity and retention Managerial & Professional Hire Hiring people who drive business performance • SHL Talent Analytics™ • Quantify the impact of your talent programs SHL Enhance every talent decision our clients make, indispensable to their success Talent Audit Uncovering the gap between desired & actual talent requirements Succession Planning Identifying the potential for more senior roles Employee Development Identifying specific developmental needs Talent Mobility Understand your talent and align it to the right roles within your organization

18. Maximizing the quality of recruitment Talent Acquisition Hire faster and smarter, saving time and money, while increasing recruitment quality, productivity and retention Volume Recruitment Maximising quality, reducing attrition and improving time to hire Graduate/College Recruitment Finding the leaders of the future Managerial & Professional Hire Hiring people who drive business performance

19. Engaging and mobilizing talent Talent Mobility Understand your talent and align it to the right roles within your organisation Talent Audit Uncovering the gap between desired & actual talent requirements Succession Planning Identifying the potential for more senior roles Employee Development Identifying specific developmental needs

20. Comparing your talent to that of your competitors Talent Analytics™ Data-driven insights to improve business performance • Compare your talent by industry, region, job function and job level Insight into Quality of Hire Compare the calibre of people you attract and hire with the overall market Insight into Leadership Potential Discover if your leadership pipeline is stronger or weaker than the industry standard. Insight into Behavioural Risk Find out how your people’s ability to realise opportunities without undue risk compares to competitors.

21. Talent Measurement Options 2 3 1 Off-the-shelf Tailored Custom • Custom Content • Culture Fit • Localized Studies • Job Solutions • Job Analysis • Proven content, tailored to unique requirements Value Realized • Skills Test • Standard Solutions Effort / Investment

22. Test A TestB TestC Interview Job Analysis Use this slide if you have had SHL create a tailored or custom solution for you Understand the Job Select Components From Library of Validated Content Incorporate into Selection Process • Conduct best practice job analysis process • Identify potential solution and interview content • Document transportability of criterion-related validity for legal defensibility Designed to support business outcomes

23. How Do I Know Which Off the Shelf Solution(s) To Use?(Use this slide if you use an Off the Shelf Solution) • Assessments need to be job-related and consistent with business necessity. • If no tailored or custom assessment solution has been created for the role: • Gather job descriptions, position profiles, competency models, performance evaluation forms – any documentation summarizing the job’s responsibilities and requirements. • Is this information accurate and up-to-date? If not, consult with subject matter experts. • Match job requirements to the knowledge, skills, abilities, and other characteristics (KSAOs, or more broadly referred to as competencies) being evaluated by the assessment. • Look at the essential position functions or essential responsibilities with an eye towards the competencies underlying these tasks/behaviors. • Ex: Deli Clerk: Properly shaves and slices meats and cheeses; Ensures proper handling, sanitation, freshness, and quality of all product; Ensures proper assembly and recipes for all food, etc. •  Need to follow rules/procedures, complete tasks accurately •  Aligns with Conscientiousness and Following Instructions • When in doubt… Contact SHL Customer First at CustomerFirst@shl.com

24. Agenda • Why are we testing? • About SHL • Selection Process • System Overview – Testing Your Applicants • Create A Job • Assessment Administration • Score Reporting • Understanding Scores • System Overview – Additional Features • Applicant Search • Process Guidelines • Questions/Comments/SHL Contact Information

25. Selection Process • What is the process that will be followed for all candidates? • Where in the selection process will assessments be used? • Who is impacted by the process changes? • Who is responsible for each step?

26. Your Selection Processes • Document entire selection process • Visual presentation is helpful • Visio • PPT

27. Selection Process • Who will be administering the assessments? • Example Text: The first portion of the assessment will be sent via email through the system to the candidate. • Example Text: If the candidate receives a Recommend on the first portion, he/she is brought onsite to complete the second sitting. This sitting will be proctored by the administrator. • What if they are NOT recommended • Retest process

28. Selection Process • Which tests will be used and for whom? • Are assessments required? • Which roles? • Do they apply only to external candidates? • What is the process for referrals or temp-to-perm candidates (any different)?

29. Questions Any questions thus far regarding assessments, the vendor or the updated selection process?

30. Agenda • Why are we testing? • About SHL • Selection Process • System Overview – Testing Your Applicants • Create A Job • Assessment Administration • Score Reporting • Understanding Scores • System Overview – Additional Features • Applicant Search • Process Guidelines • Questions/Comments

31. Talent Measurement Process Sourcing Pre-Screen Web Assessments Unproctored Office Assessments Proctored Interview Guides Background Screen High-performing Employee

32. Agenda • Why are we testing? • About SHL • Selection Process • System Overview – Testing Your Applicants • Create A Job • Assessment Administration • Score Reporting • Understanding Scores • System Overview – Additional Features • Applicant Search • Process Guidelines • Questions/Comments

33. Assessment Terminology Select2Perform – SHL’s system for testing candidates. Sitting – single session, applicant completes an assessment. Two-sitting approach includes both Screening sitting and Selection sitting. Unproctored – assessment may be taken anywhere with an internet connection. Sometimes this may be referred to as screening. Proctored – assessment must be taken onsite. Sometimes this may be referred to as selection. Recommend – applicant is recommended for further consideration in the recruiting process

34. Assessment Terminology • Library - Saved group of tests or solutions along with any pre-selected test(s) and/or session options that can be administered repeatedly. • Job Template – An SHL created pre-packaged battery of assessments. • Job – A re-useable bundle of one or more assessments that is used to assess candidates. • Test Sitting – A test or group of tests that are taken by a candidate in a single administration. • Job Links – A URL that is used by a candidate to launch a test session. • Single Use Link – A unique link for each candidate that can be used to launch one session. • Multiple Use Link – One link that can be used to launch unlimited sessions for candidates.

35. ATS Integration If you are integrated with an ATS, please insert slides with screenshots.

36. Login Screen To log into the Select2Perform system, please go to: www.select2perform.comand enter in your company code, along with your username and password.

37. Home Page 1. 3. 2. 4.

38. Agenda • Why are we testing? • About SHL • Review Updated Selection Process • System Overview – Testing Your Applicants • Create A Job • Assessment Administration • Score Reporting • Understanding Scores • System Overview – Additional Features • Applicant Search • Process Guidelines • Questions/Comments

39. Creating a Job To create a new job (one for each position being hired for), select the Add Job link in any of the three locations displayed from the Home page.

40. Choose the correct option based upon your testing needs. • Quick setup using Tests and Libraries – Used for testing applicants on hard skills. Ex. Microsoft Word, Java, Typing • Quick setup using Job Templates – Used for testing applicants on soft skills (competency based). • Advanced setup using Tests, Libraries or Job Templates - Used for testing applicants on both hard and soft skills.

41. Filling in the Basic Job Information *Note that this section is contained within all three job creation types (tests, job templates, and the combination of those two). Type a name for the job in the Job Title field. If applicable, type a reference in the Reference field. This can be a purchase order number, cost center, or other reference value. Click the Application Form list arrow and select an application form for this job. Click View to preview the selected application form. The default status is Active. If the job is not ready for applicants to access, de-select the Active checkbox.NOTE: applicants already in progress when a job is inactivated may complete their sessions. However, new applicants cannot be added to the job. Click the Favorites checkbox to add this job to the Favorite Jobs list in the Activity field on the home page. (If desired) Click the Hiring Team list arrow and click a hiring team .(If created). Only users authorized to use this hiring team can view this job Click the Location list arrow and click a location (if created).. This list is created under the Account Settings menu under Locations Click the Department list arrow and click a department for the job (if created). This list is created under the Account Settings menu Company Settings

42. Quick setup using Tests and Libraries • Enter a test name in the search field or select an assessment from the available list. • Click Add to add the assessment to the Selected Assessments list. • To remove any list item select the name and click Remove • To remove the entire list, click Remove All • Click the Up and Down buttons to place items in the order you want 3. For a description of the selected test, click the Description button. Name -- test nameDescription -- a brief explanation of this testProduct -- product group of this testCategory -- category group of this test# of Questions -- number of questions in the testTime Allowed -- amount of time permitted for this testDimensions -- sub-component level of measurementOutline displays the Test Description, Product Category, Assessment Category, Assessment Type, Total Number of Questions, break-down of the number of questions for each skill level (Basic, Intermediate, Advance), topic names, the number of questions for each topic, and question details. Norms displays the table of norms, if available.

43. Quicksetup using Job Templates In the Select a Job Family and Template field, select a job family from the Job Family pull-down menu. Select a job template from the Job Template pull-down menu. For a description of the template, click the description icon to the right of the pull-down menu

44. Advanced setup using Tests, Libraries or Job Templates In the Select a Job Family and Template field, select a job family from the Job Family pull-down menu. Select a job template from the Job Template pull-down menu. For a description of the template, click the description icon to the right of the pull-down menu. You can add additional tests to the job template sittings. To add a new sitting, select a sitting from the following options in the ribbon bar: • To add a sitting with test or library content, click • the plus sign and select Testing To add a interview sitting, click the plus sign and select InterView To add a manual sitting, click the plus sign and select Manual • 4. Testing Enter a name for the report label in the Report Label field. • 5. In the Select Assessments field, select a category from the pulldown menu. • 6. Enter a test name in the search field or select an assessment from the available list. • 7. Click Add to add the assessment to the Selected Assessments list. • To remove any list item select the name and click RemoveTo remove the entire list, click Remove AllClick the Up and Down buttons to place items in the order you want • * To add another sitting type, click the plus icon.

45. More Options within Job Setup Click on the More Options button at the bottom of the job setup screen.

46. From the Job Setup screen, click on Administer Job. Determine at what point you would like to receive an email and what type of notification. You may have additional individuals receive the results by listing their email addresses. You may also choose to show your applicants their results (Summary or Detailed). It will default to None. When finished filling in this information, click on the Next button to complete your job.

47. Agenda • Why are we testing? • About SHL • Review Updated Selection Process • System Overview – Testing Your Applicants • Create A Job • Assessment Administration • Score Reporting • Understanding Scores • System Overview – Additional Features • Applicant Search • Process Guidelines • Questions/Comments

48. Administering the Assessment After logging into the Select2Perform system, click on the Assessments menu and then click on Manage Jobs. Once you have located your job from the search, clicklon the Administer icon. Or you may choose to show Favorite Jobs within the Activity menu on the Home Page. Once you have located your job, you may click on Administer. If your job is not located in the list, you may add it by clicking on Edit Favorites.

49. Administering the Assessment (cont.) • If you chose Single Use Links, you will have the following options: • Start Now – Allows your applicant to begin the assessment immediately on this pc. • Email to applicant – Allows you to send an email to your applicants containing the URL for testing. • Email to Administrator – Sends the administrator unique URLs in quantities that you specify. These URLs would then be assigned to the applicants. • eScore – If you have a paper format of the test, you are able to manually enter in the scores. • If you chose Multiple Use Links, you will have the following options: • URL – May be clicked on to allow the applicant to immediately begin the assessment or it may be copied and pasted into another document. • Email Link – Allows you to send an email to your applicants containing the URL for testing. • eScore – If you have a paper format of the test, you are able to manually enter in the scores.

50. Candidate Experience The first screen that the applicant will see upon entering the URL is the Assessment Login Screen. The applicant will need to click on the ‘Register Now’ button.