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2 The recruiting process typically involves multiple touch points with a variety of HR and recruiting applications, often resulting in manual or disjointed processes A recruiting solution built using Microsoft Office System integrates with existing technologies, helping you: Reduce switching back and forth between recruiting systems, supplemental tools, and processes Decrease the cost and time of the recruiting processes Hire better candidates

3 Recruiting Today: Why an Office-based Solution is Needed Solution Description Business Challenges and Solution Overview Example Features and Value to Business The Microsoft Office System Value Proposition Next Steps 3

4 Common HR and recruiting challenges: Reducing costs Improving inefficient processes and tools Improving candidate relationships Managing a fluctuating workforce Aligning HR processes with business objectives Complying with governmental regulations Solutions to the challenges: Standardization of recruiting documentation and processes Automation of recruiting business processes Integration of Microsoft and proprietary technologies Collaboration and coordination of the people involved in recruiting and hiring

5 Prepare Post Identify Assess Interview Check Background Offer Hire Applicant Tracking System Process Step

6 Check Prepare Post Identify Assess Interview Background Offer Hire Create Job Description View Résumés Applicant Tracking System Process Step Task Performed with Microsoft Office and Henson Group Templates Distribute Candidate Information Schedule and Plan Interview Capture and Summarize Feedback Write and Collaborate on Job Offer Communicate Status, Metrics, and Update Plan

7 Scheduling and assimilating feedback accounts for 40-50% of the time spent for the entire recruiting process Check Prepare Post Identify Assess Interview Background Offer Hire Create Job Description View Résumés Applicant Tracking System Process Step Distribute Candidate Information Schedule and Plan Interview Capture and Summarize Feedback Write and Collaborate on Job Offer Communicate Status, Metrics, and Update Plan Task Performed with Microsoft Office and Henson Group Templates

8 The solution provides: Improved levels of automation Increased levels of collaboration and coordination with the people involved in recruiting and hiring A consistent approach to hiring that will help improve the quality of the hiring process Microsoft Office Functions Integrated Processes Existing Recruiting Systems To be effective, a solution would also likely include: Automation of Office-centric functions, such as interview scheduling, planning, feedback gathering, and feedback review Integration with existing recruiting systems, such as an applicant tracking system Integration with Microsoft Exchange Server (or other calendar/messaging applications) Standardization of required competency questions used to evaluate candidates

9 Business Challenges Lots of administrative work to supplement processes Henson Group Solution Benefits Automate scheduling and gathering of interview feedback Pressure to reduce costs Lack of influence with IT departments Automation lowers time-to-hire and cost-per-hire Office-based solution uses familiar technology and eases deployment Inability to optimize workforce and retain top talent Hire better candidates through standardization of interview planning and feedback process Pressure to enhance service delivery Limited ability to collect and access workforce data Consistent approach to hiring improves service levels Capture interview feedback and make it available through reports

10 Interview Scheduling Access documents and people Find the best schedule View and edit schedules Value to Businesses with 2013 Release Set up interviewing activities with optimal time and resource efficiency Simplify scheduling and resolve schedule conflicts Reduce time wasted with back-and-forth communications about interview schedules Reduce time required to schedule by autogenerating a suggested schedule for all participants Better with the 2013 Microsoft Office release

11 Interview Planning Customize a plan for each interviewer Select competencies, skills, or questions Value to Businesses with 2013 Release Focus each interviewer on critical skills, questions, or competencies Create collaborative interviewing teams for optimal hiring results and consistent evaluation Align the interview and hiring process with business objectives Consistently evaluate candidates against standard company-wide or job-specific criteria Guide interviewers to ask questions that are in compliance with government regulations Better with the 2013 Microsoft Office release

12 Interview Feedback Gathering Quick Hire or No Hire decision and ability to type in feedback Provide feedback on each assigned skill or question Value to Businesses with 2013 Release Conduct directed interviews and turn processes around quickly Ensure interviews are complete and equitable Increase the value of interviewers feedback and collaboration Expedite the Hire or No Hire decision, keep HR costs low, and deliver timely results Better with the 2013 Microsoft Office release

13 Interview Assessment View open positions View which candidates are being considered for each position Value to Businesses with 2013 Release Manage the interviewing process according to HR and business objectives Quickly assess a candidate s interview performance Provide interviewers, recruiters, and hiring managers a single Web-based location to find feedback from other interviewers View feedback on specific candidates using links to feedback forms Better with the 2013 Microsoft Office release

14 Transform Information into Impact Help interviewers contribute to the interview process by transforming interview feedback into information that is useful to others. Process Integration Use the familiar tools already in use in your organization to seamlessly become part of an automated recruiting process. Collaborate More Effectively Connect all people involved in the recruiting process with a common place to find, store, and share information. Utilize Information Provide more people within the organization better visibility into recruiting information so they can gain deeper insights, make better hiring decisions, and take effective action faster.

15 Transform Information into Impact Help interviewers contribute to the interview process by transforming interview feedback into information that is useful to others. Collaborate More Effectively Connect all people involved in the recruiting process with a common place to find, store, and share information. Process Integration Use the familiar tools already in use in your organization to seamlessly become part of an automated recruiting process. Utilize Information Provide more people within the organization better visibility into recruiting information so they can gain deeper insights, make better hiring decisions, and take effective action faster. A network of dependable partners to engage for successful deployment

16 Contact Henson Group: