New Applicant Tracking System

1. New Applicant Tracking System Major Process Changes September 27, 2010

2. Applicant Experience Major Process Changes • WILL BE ENFORCED BY SYSTEM: Job seeker must submit completed application in order to be considered an applicant • ENHANCEMENTS: • Multiple attachments • User profile customizations • Job alerts • Candidate communication agent • Resume parsing (pre-populates fields on application)

3. System Roles Major Process Changes                        

4. Major Process Changes • Job Requisitions/Postings • CHANGE IN PRACTICE: Applicants for research jobs can now submit documentation online • NEW REQUIREMENT: It will now be standard practice across all areas to post jobs for a minimum of 5 days • CHANGE IN PRACTICE: Job requisitions will be posted 48 hours after submitted to a Talent Acquisition recruiter • CHANGE IN PRACTICE: Applicants will be referred to hiring departments 5 days after the requisition is posted

5. Major Process Changes • Job Requisitions/Postings • CHANGE IN PRACTICE: Departmental Postings will be discontinued • Internal Postings will be used (open to Institute employees) • Mitigates risk for the Institute

6. Major Process Changes • Building of Candidate Pool • INCREASED OPPORTUNITY: If pool of candidates is inadequate, recruiter will work with hiring manager to recalibrate and/or refine sourcing efforts • Mitigates risk for the Institute

7. Major Process Changes • Selection Process • CHANGE IN PRACTICE: Can no longer screen out candidates if cover letter is not submitted • It’s the law • CHANGE IN PRACTICE: All applicants must meet minimum requirements to be advanced to the hiring manager • Recruiter will partner with hiring manager to determine prescreening criteria • Differentiate jobseekers from applicants based on responses to prescreening questions

9. Major Process Changes • Status Changes • CHANGE IN PRACTICE: Take action on applicants throughout the process to trigger automatic workflow actions • ENHANCEMENTS: • Selectionand disposition will be standardized (drop down selection) • Bulk dispositioning • CHANGE IN PRACTICE: Contingent offers must now be made before background checks • Enhancement: All background check forms will now be sent and tracked through the system

10. Major Process Changes • Selection Process • CHANGE IN PRACTICE (OPTIONAL): Reference checks can now be maintained in the system • Offers potential for building repository of reference contact information • Capability to generate and collect reference requests through system • Recruiter can attach reference letters to candidate’s profile

11. Major Process Changes • Offer Process • CHANGE IN PRACTICE (Research Faculty): Finalized offer letters will be sent after background check • NEW REQUIREMENT: Offer letters will be generated and sent through the system • Offer letter templates with editable sections will be available in the system • Mitigates risk for the Institute • Provides centralized repository of offer letters • Departments will be able to enter documentation in the system which can be shared between Talent Acquisition and Global Human Resources

12. Major Process Changes • Metrics • NEW FEATURE: Reporting and analytics • Standard reports will be available to hiring managers and HR Reps/Contacts • Open Requisitions Aging • Average Time to Hire • Applicant Details • Reports are available real-time