Resume Processing TechnologyResume Processing TechnologyPeopleSoft eRecruit & Talent AcquisitionPeopleSoft eRecruit & Talent Acquisition(Plus EHR Search Technology Overview: Slide 24-28)(Plus EHR Search Technology Overview: Slide 24-28)

By

Kevin C. Vondemkamp

Business Development Director, Western Region

kvondemkamp@resumemirror.com

(408) 807-3557

2006 Product of the Year

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To View Press Release:http://www.resumemirror.com/about/pressrelease-02-10-2006.html

What are your Pain Points?

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Recruiters do not enter resume data they received due to the high threshold of pain?

Recruiters stash resumes on their computer outside of PeopleSoft?

Contract recruiters are not providing us a copy of all resume data they receive?

Job Seekers prefer to provide an email than maintain a Job Board profile?

Job Seekers will not manually enter data on our apply online form?

Our apply online form is experiencing a high drop-off rate?

We are spending too much money and time processing resume data?

Klicks Kill – too many clicks are eliminating required processes.

Insuring “Legal Compliance” for the receipt of resume data in any form?

Search Technology is “Key Word Oriented” and does not produce adequate results.

What are your “pain points” and how do they affect your Recruiting efforts?

Do your pain points create new “unknown” processes?Do your pain points create new “unknown” processes?

Resume Processing 101

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What has not changed…?

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Garbage In – Garbage Out: Still applies today, accuracy is important.

Job Seekers want to differentiate themselves: There is no industry standard format for a resume.

Duplication Management is required: Job Seekers are tricky (i.e. 2 different emails).

Resume Source is important: Dictates where to spend marketing dollars.

OCR to Text Conversion is not a perfect science: Most misunderstood issue.

Job Seekers are Consumers: Apple sees a Job Seeker as a “Consumer”.

Job Seeker/ Recruiter Experience: If given an option, the lowest threshold of pain will be selected.

Passive vs. Aggressive Job Seekers: The “unemployed” are willing to spend more time.

Legal Compliance: Retention is still a requirement (image uploading vs. paper storage).

Resume Processing as a function, service or technological process: Mission critical.

The “Basic Rules” for data capture 10 years ago still apply today:

REPORT and SEARCHREPORT and SEARCH

Don’t forget about Applications…

ApplicationsWhy do Companies put Resumes in a Database and Handwritten Applications in a File Cabinet?

Applications can be processed just like resumes – BOTH CAN BE PUT INTO THE DATABASE

Not all Job Seekers have a resume, and not all Job Postings require a resume.

Applications require indexing, for no text summary is available like a resume.

In addition, an image of the original application is uploaded to the candidate profile – NO MORE HARD COPY STORAGE REQUIRED.

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So what is your data capture strategy…?

Are you thinking about the Job Seeker, Recruiter or Hiring Manager Experience?

Increasing the “Threshold of Pain” on the Job Seeker or your Internal Staff is not a successful data capture strategy!

Accept or upload resume data in any form: Online form, Direct Mail, Email or Fax.

Force Job Seeker, Recruiter or Hiring Manager to use an online form with extraction technology.

Force Job Seeker, Recruiter or Hiring Manager to use an online form requiring manual data entry.

Force Job Seeker, Recruiter or Hiring Manager to cut/paste resume text and manually enter all required fields.

Preferred method by Job Seekers

Extraction Technology helps to alleviate the pain.

Quick & easy

Very irritating

No way, too much work!

Not too painful

Very time consuming!

What impression does this leave with the Job Seeker?

Extra work required by the Job Seeker. No email log or profile link to review.The Pain Begins

- Volume Decreases (Passive?)- Quality Decreases- Hiring Cost Increase

How much pain will your company inflict?

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Do you need a management solution…?

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1990 100% Hard Copy Resumes ($2.50 In-House)

1995 75% Hard Copy Resumes 25% Email Resumes

1997 75% Email Resumes 25% Hard Copy Resumes

2000 % Online Self Service % Automated Processing Technology % Email Resumes (Referrals…) % Hard Copy Resume

2002 % Online Self Service % Automated Processing Technology % Kiosk (3 U’s)

% Email Resumes (Referrals…) % Hard Copy Resumes % Hand-written Applications

2005 eam – The Complete Solution

Manual resume processing was a requirement in the early 1990’s, for newly developed ATS products depended on the indexing of data to work efficiently. Since this point in time, it has been a necessary evil, and the processing of email, fax and hardcopy resume data has been avoided at all cost. 

Avoiding this need has created new processes in which both the “Job Seeker” and “Recruiter” experience has deteriorated, creating a non-passive candidate database or isolated sources of information outside the database of record.  During a down economy this strategy may be successful, but as Job Seekers once again gain leverage, this strategy will fail and costs will increase.

How do you manage each

gateway?

eamWhat’s the Difference?

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The Biggest Difference …!

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Vendor Processing

CenterScanning, OCR,

Indexing, Verification…

Customer Account ManagerWeb services

Recruiter(Desktop)

MS Outlook add-in

Auto-reply

Verified data

Verified Data

Fax

ConfirmationReview Fields

Listener

Job Boards

Custom Web Forms

e-Mail Forwarding

Applications or paper

Data Migration

Email sent directly to the recruiter

Email, web forms

No Spam

No Viruses

Extracted XML

Resume Data

Apply OnlineUpload Resume

SOAP Call XML

EmailFax & Paper

MS Word Doc add-in

Apply OnlineFormPort

80 or 443

MS IE add-inNew!

Engenium HR

i.e. 3rd Party Submission

-Mail-Fax-Digital Sender

ATSDatabase

eam - Hosted Service

ehr - Behind your Firewall

ResumeMirror EAM vs. Mohomine

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Mohomine forces resume data into the ERP applicant record and then determines if the data is valid. This results in additional load on the server.

EAM provides logical checking of resume content & extraction before passing to ERP Database. Largest client processing 5,000 to 10,000 submissions per day

Processing Load & Scalability:

Core Applicant Data, Work History, Education History

Core Applicant Data, Work History, Education History, Skills Inventory, Source Data, Applied Job Requisitions

Integrated Data:

No workflow configuration capabilities forces client to adapt to application.

Solution easily adapts to client business rules and processes thru workflow configurations.

Workflow Configuration:

4 to 5 file formats and styles80 file formats and stylesResume file formats:

No toolsFunctionality enables recruiters and employees to initialize applicant processing from their desktop

MS Outlook, Word & IE Plug-in:

Months: Complex installation with specific hardware models and configurations

Day/Weeks: Simple, enhances the TOE for the client.Installation/Implementation Cycles:

NoYesSingle Vendor Solution for all sources:

More language support for other languages and amount of data that can be extracted.

Contact information extraction: French, Spanish, Portuguese, German, Dutch & Italian

Contact information extraction plus work history, education, skills, resume text: English UK, US, CAD, AU.

Languages:

Per Oracle: “Over 10% increase in accuracy results”Data Capture Accuracy:

Per Oracle: “Over 28% improvement in performance” Processing time:

eamMeasurements

Mohomine is a dead product, development ceased over 3 years ago!

eamHow Can It Help You?

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EAM – Customer Account Manager

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Monthly reporting by Web Form, Email, Fax, Hard Copy…

Does your company know where their resumes are coming from?

eam KNOWS

Log On

Option Overview – Electronic Data Processing

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OPTION 1: Corporate Website Upload & Parse- When on the Corporate Website, you can allow a Job Seeker to create an online profile utilizing EAM’s

Upload/Parse functionality to decrease the Threshold of Pain. Decreasing 45 minute process to 3 seconds.

OPTION 2: Microsoft Outlook Add-in (Just click the “BUTTON”)- Recruiters can forward email resumes to PeopleSoft with the click of one button.- Hiring Managers or Outside Vendors can forward email resumes to PeopleSoft.- Employees or Executive Management can forward resumes as part of an ERP initiative.

OPTION 3: Microsoft Word Doc. Add-in (Just click the “BUTTON”)- Forward a Word document to PeopleSoft with the click of one button.- Allows a Recruiter to view a resume and send forward immediately.

OPTION 4: Microsoft Internet Explorer Add-in (Just click the “BUTTON”)- Forward a resume you see on the Internet to PeopleSoft with the click of one button.- Allows a Recruiter to view a resume and send forward immediately.

OPTION 5: Email Auto-Forwarding:- Allows for direct forwarding of resume data to PeopleSoft (i.e. jobs@caterpillar.com mail box)- PeopleSoft provides option to have an email sent to the Job Seeker with instructions on how to access their profile:

“Thank you for your interest in our Company, provided below is your User Name and Password to you profile…”

OPTION 6: Job Board Postings Options- Allow Job Seekers to use Online Profile or apply by email. CareerBuilder is an excellent example of a Job

Board that provides both options to the job seeker.

OPTION 7: Hard Copy Resume or Application Processing Services - ResumeMirror provides off-shore hard copy processing services at fees that are “Affordable, not Avoidable”.

Option 1: Upload and Auto-parse

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With the Resume Mirror EAM Parsing Technology, a resume can be converted to an online profile with just 3 simple steps:

Step 1: Select your resume.Step 2: Upload (and parse)Step 3: Review and Submit

Websites without Auto-Parsing technology can experience 75 – 90% drop off rates due to the high threshold of pain of manually entering resume data

Option 2: Microsoft Outlook add-in

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With the ResumeMirror Outlook add-in, a Recruiter can send a resume to PeopleSoft in just 3 simple steps:

Step 1: Select email (s).Step 2: Click eam “button”Step 3: Review and Submit

- Select Requisition- Select Source

- Select Disposition

• Do your Recruiters or Hiring Managers receive resumes by email - i.e. Referrals, Unsolicited Data…?

• Do your Recruiters or Hiring Managers have their own “stash” of resumes that never make it into PeopleSoft?

Microsoft Outlook Screen Shot:

Button uploads to navigation bar

Option 3: Microsoft Word Doc. add-in

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Are you impressed with this resume? Send it to PeopleSoft NOW! with the click of one button.

With the ResumeMirror Outlook add-in, a Recruiter can send a resume to PeopleSoft in just 3 simple steps:

Step 1: Select email (s).Step 2: Click eam “button”Step 3: Review and Submit

- Select Requisition- Select Source

- Select Disposition

Button uploads to navigation bar

Microsoft Word Screen Shot:

Option 4: Microsoft IE add-in (NEW!)

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Did you finally find the perfect Candidate on the Internet? Send it to PeopleSoft NOW! with the click of one button.

With the ResumeMirror Internet Explorer add-in, a Recruiter can send a resume to PeopleSoft in just 3 simple steps:

Step 1: Find a resume.Step 2: Click eam “button”Step 3: Review and Submit

- Select Requisition- Select Source

- Select Disposition

Microsoft Internet Explorer Screen Shot:

Button uploads to navigation bar

Option 5: Email Auto-Forwarding Options

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Andrea Johnson2341 Oaks CourtClear Springs, GA 30127Phone: 404-111-000

OBJECTIVE:Software Engineer seeking programming opportunity …

Staffing Inbox

Dear Andrea,

Thank you very much for your interest in our Company. Provide below are your USER NAME and PASSWORD for access to your online profile for review:

USERNAME: kvondy@aol.comPASSWORD: 6624

Job Seeker Response“PeopleSoft Generated Email”

eam Listener

Mailbox receives an email resume and forwards to the designated EAM email address

Once submitted EAM uploads Job Seeker profile into PeopleSoft.

eamPeopleSoft

OnlineProfile

Profile allows Job Seeker to review their information and self-identify.

Auto-Forward

XML File:- Job REQ- Original Resume- Contact Information - Work History- Education- Skills

Rejected: Spam, Junk Mail, Viruses

PeopleSoft Career Portal Form

Job Seeker receives an email from PeopleSoft confirming their data has been received, along with password access information to their profile in the PeopleSoft.

PeopleSoft Email

Option 6: Job Board Posting (apply by email…)

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What if the resume you want to use is not stored online?

What if your online profile is outdated?

With eam, the designated email address will dictate SOURCE, and the auto populated subject line will define the REQUISITION.

OnlineProfile

EmailAttachment

Which Data Capture Experience provide the “LOWEST” threshold of pain?

TO: monster.mckesson@resumemirror.eam.comSUBJECT: Software Engineer 051920

Candidates do not maintain online profiles, but they do keep their resume up to date.

Careerbuilder.com Case Study

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When given the option between a profile or email, Careerbuilder.com has found that email is the preferred choice of resume data submission

Job Seekers do not keep web profiles up to date.

Job Seekers maintain multiple resumes.

Recruiters want to see the original resume

NOTE: Careerbuilder.com auto-populates the subject line with the job REQ ID which allows EAM to collect accordingly.

Option 7: Got Paper…!

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Affordable, not Avoidable

eam

eam

Vendor Vendor ServiceService

Offshore or Offshore or North AmericaNorth America

Mail

Note: Image OCR to text conversion is not a perfect Science, expect character errors

Fax Machine:- Cost: $Machine + $Phone- 200 DPI (Quality Warning)

Digital Sender:- Cost: $2,500 Machine- 600 DPI image via email

Bulk Shipment:- Cost: Fed Ex Shipments- Information delay (2+ days)

eam

Since 1990, we have seen a full circle with regards to accepting paper. After years of trial & error, specific business verticals have decided that paper is a job seeker preference. Provided below is each option for hard copy processing:

$0.65 per Candidate

EAM Implementation Project Schedule:

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Fastestimplementation

to dateis

2 Weeks

ehr Demonstration “Pre-screening

Database”

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PAINPOINT: Verity is Key Word Limited

The Goal

EngeniumHR uses a new method called conceptual searching, which finds all relevant candidates. Not candidates who use a particular keyword the most….

Make the most of your candidate data

Pain Point One candidate skill or attribute can be expressed many different ways reflecting inaccurate results.

Many search solutions hampered by reliance on literal keyword matching.

Precision Combines “conceptual” queries with “must-have” criteria for best-of-both worlds precision

Results assigned precise scores and ranked according to relevance, therefore streamlining review process.

Compare “Resumes against a Job” or “Jobs against a Resume”

The Solution

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ResumeMirror Client Quote: “In the past few months, Corporate HR lost out 8 times to recruiting agencies.  $130K in fees were paid to those agencies, and all 8 candidates were in the system, just not found by the search agent”

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DEMONSTRATION: Candidate Search

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1. Search by Job Description 2. Instant Results 3. Review Candidate Data 4. Forward PeopleSoft

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INTERGRATION: Recruiting Landing Page

Add Link to EHR

Where do you want the link?

1. Navigation Bar2. Sub-option of Find Candidate Link?3. Separate Window Link

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Having EHR as a PeopleSoft Window Link allows…………

• Individual Company to decide what experience and process flow they want to provide to their Recruiters.

• Recruiter to sign-on once, and not to another application outside of PeopleSoft

• Recruiter to maneuver within PeopleSoft, even though EHR is a stand alone application.

• Recruiter to attach a resume within EHR to a Requisition within PeopleSoft.

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INTERGRATION: EHR Window Link

Add Link to EHR

Add Link to EHR

PeopleSoftServer

EHRServer Window Link

within PeopleSoft

Upgrades only affect link access

Stand-alone Solution

EHR Window Link

“Feels like your are in PeopleSoft”

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Business Summary

Resume Mirror provides technology that will allow a Corporation to leverage their PeopleSoft investment with tools that enhance the recruiting process.

10 years ago, Job Seekers only supplied Hard Copy Resumes. Today, resume data is received in many forms: Email, Fax, Handwritten Forms, On-line forms, Kiosks, CD’s…..

Resume Mirror is the only company that provides The Complete Solution. Our eam platform can handle resume data in any format, from any interface.

Resume Mirror eam technology focuses on improving the JOB SEEKER, RECRUITER and HIRING MANAGER EXPERIENCE, decreasing the steps to create the record in PeopleSoft.

Resume Mirror eam processing technology allows a RECRUITER or HIRING MANAGER to download a resume into PeopleSoft in just 3 simple steps, which reduces/eliminates the need for Recruiters or Hiring Managers to “stash” resume data outside of PeopleSoft.

Resume Mirror eam processing technology allows a Job Seeker to upload their resume data in seconds, without having to manually enter their information, decreasing your website drop off rate.

Resume Mirror eam technology is PeopleSoft certified , proven to be faster, with a higher degree of accuracy and more efficient than previous offerings.

Resume Mirror provides resume processing services that are “Affordable, Not Avoidable”

The leading provider of resume processing tools, technology & services….

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Founded in 1999, Corporate Offices Vancouver, Canada

Developers of innovative recruiting tools since 1991

2006 Product of the Year

Core Purpose:

Package deep, specialized functionality as “easy to deploy” components that provide a functional boost for staffing, HR and recruiting applications.

Compelling Proposition:

Enable our Clients the ability to further "leverage" the value of their investment with tools that enhance the recruiting process.

Who is Resume Mirror…?

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Technology Partners ATS Partners

Job Board Partners

RPO - Staffing PartnersBPO – HRO Partners Corporate Clients