Agenda

1. The RightThingStaffing Metrics – The Foundation to Build and Support your Recruitment Strategies

2. Agenda • Target What Is Important • Organizational Goals • Affect of the Labor Market • Real Examples - Case studies • Types Of Reporting

3. Target What Is Important

4. What Gets Measured Gets Done • Focus on the Desired Result/ Less May Be More • Understand Your Audience or Build Understanding • Understand Your Market • Industry • Labor • Understand Your Data Collection Ability • Stay the Course

5. Strategic Company Goal Gain Market Share by Improving Time to Market for New Services Staffing Organization Goals Improve Quality of Hires Reduce Time to Fill Staffing Operational Goals Target High Performers Target Candidates with Motivation Demonstrated in Track Record Target 40- 45 Days Time to Fill Metrics to Set Quality of Hire Measure resulting in a Reduction of Time Needed for New Hires to become Effective Time to Fill Organizational Goals

6. Efficiency & Process Effectiveness Based Time-to-Fill Cost per Hire Turnover Process Metrics Quality Based Performance Motivation Contribution through the Years Compatibility Sample Staffing Metrics

7. Quality Staffing Metrics

8. Efficiency & Effectiveness Staffing Metrics

9. Staffing Performance Improvement Priorities According to the Recruiting Metrics Survey most organizations would prioritize their staffing performance improvement priorities as follows: • Validate New Hire Quality: 58.0% • New Hires Start According to Plan: 22.8% • Improve Hiring Manager Satisfaction: 13.9% • Improve Cost and Efficiency: 5.3% 2004 Recruiting Metrics and Performance Benchmark Report Staffing.org

10. The Labor Market: The Workforce Challenge Excerpt from The War for Talent, (c) McKinsey & Company, Inc The most important corporate resource over the next 20 years will be talent: smart, sophisticated business people who are technologically literate, globally astute, and operationally agile. And even as the demand for talent goes up, the supply of it will be going down.

11. Total positions to be filled: 52 million Total potential employees available: 29 million Projected employee gap: 23 million What the Future Holds in the U.S. Number of jobs to be created: 20 million Number of jobs to be vacated: 32 million Total positions to be filled: 52 million Source: Bureau of Labor Statistics

12. 65+ 65+ 65+ Population Profiles (U.S.) 1950 1998 2050* 20 – 65 20 – 65 20 – 65 12% 8% 21% 0 – 20 0 – 20 0 – 20 58% 59% 54% 29% 34% 25% Males Females Males Females Males Females Total Population: 158 million 274 million 348 million And the Population Pyramid Reshapes

13. New Entrants in U.S. Labor Force 2008 Projections White Males Women and Minorities 30% 70%

14. What is Your Reality? • How do you see these factors affecting your organization today? • What has changed in the last year, 3 years? • Are there current business objectives aligned to these external factors? If so, what metrics need to be put in place to measure progress?

15. Metrics and the Talent Mindset It is important to understand the effects the future “workforce challenge” are having or will have on your organization. The success in meeting the objectives set to reduce the challenge will need to be measured appropriately.

16. Case Studies

17. Case Study One Organization X • Challenge: Industry Talent Pool is Not Diverse in Profile or Ethnicity • Objective: Improve Diversity while maintaining/improving Quality • Information Needed: • Number of Openings/Area of Opening (operations, sales) • Skill Sets – What are the successful skill sets/ Don’t know? – FIND OUT • Prove Performance Link (validate) • Redefine Profile and Job Descriptions • What is your Talent Pool? • Other Industries, Are they more Diverse? • Create New Sourcing Plan • Re-define Staffing Model • Skills Measurement/ Education of Participants • Define Metrics

18. Case Study One Possible Metrics What metrics would you recommend? • Diversity of Hire • Profile • Ethnicity • Race • Source of Hire by Diversity Category • Quality of Hire

19. Case Study Two Organization Y • Challenge: Heavy Growth Industry Requiring Doubling of Staff • Objective: Fully Engage Current Workforce • Quickly Identify Top Talent with Minimal Learning Curve • Information Needed: • Number of Projected Openings/Area of Opening (operations, sales) • Number of New Positions or Skills Needed In organization • Skill Sets – What are the successful skill sets/ Don’t know? – FIND OUT • Complete Job Analysis/ Role definition • Define Profile and Job Descriptions • Understand Expectations of the Hiring Manager and Organization • What is your Talent Pool? • Other Industries, Are they more Diverse? • Create New Sourcing Plan • Re-define Staffing Model • Skills Measurement/ Education of Participants • Define Metrics

20. Case Study TwoPossible Metrics What metrics would you recommend? • Compatibility Measurements • Work Group/ Peer • Attitudinal Surveys • Contribution Measurements • Performance Review • 30 – 60 day expectations • Hiring Manager Survey • Time to Fill

21. Sample Reports

22. Metrics & Reporting • Sample List of Typical Reports • Pipeline Report • Source of Hire Report • EEO Summary Report • Job Fair Summary Report • Breach Report • Interview-to-Hire Report • Cost per Hire Report • Rejected Offer Report • Hire Breakdown Report • Candidate Source Report • Adherence to Process Report • Diversity by Source Report • Job Status Report • Time to Fill Report • Vacancy Report • Activity Tracking Report • Detailed Applicant Flow by EEO Job Group • Applicant Adverse Impact Report • Exceptional record for meeting or exceeding quality performance benchmarks with our clients • Our people, processes, & technology allow for tremendous results • Showcased Results • Reduced reliance on outside recruiters from 50% to 5% • Reduced cycle time from 65 days to 28 days • Cut interview ratio by 40% • Lowered cost per hire by 25% within the 1st year • Reduced agency usage from 20% down to less than 1%

23. Frontline Scorecard – Region 1 *Includes candidate step to self-initiate CARCO Sub-Cycle Task Owner RTI Client Candidate Shared RTI & Client Shared Client & Candidate

24. Sample Source Detail Report Applicant Pool Hire Pool

25. Summary Requisition Data

26. Daily Recruiting Update

27. Time To Fill Report

28. Traffic Light Report

29. Getting Started • Determine your organization objectives • Identify key metrics that are currently measured or measurable and begin to collect the data • Don’t measure too much • Use a phased in approach • Ensure the measures have meaning to the stakeholders • Determine the purpose and use of the metrics • Process Improvement • Staffing Team Effectiveness • Determine your measurement capability and the capability of your technology

30. Sample Metrics to Start 2004 Staffing Metrics and Performance Benchmark Report Staffing.org

31. Question & Answer Karen Brucker Ph: 419.420.1830, Ext. 4284 brad.stevens@rightthinginc.com The RightThing, Inc. 3401 Technology Drive Findlay, OH 45840 www.rightthinginc.com 1.866.788.4464 Lisa Bresler Ph: 419.420.1830, Ext. 4248 lisa.bresler@rightthinginc.com