1. Using JobCLUES Assessments October 2005

2. Objectives PART I - EDUCATION:  Why use Assessments?  How do Assessments fit into the selection process? —3 factors that affect job fit —Example of a selection process  How do “State of the Art” Assessments work? PART II - SPECIFIC BREAKDOWN OF OUR ASSESSMENT APPLICATON:  What does JobCLUES measure? —Personality and Cognitive Assessments —Attitudes Assessment  What types of information will I see in the reports? —Sample selection report for personality and cognitive measurements —Sample selection report for attitude measurements  Frequently Asked Questions Basic FAQ’s Legal FAQ’s

3. Why use Assessments?  Many companies find a 25% or more reduction in turnover from implementing quality assessments like JobCLUES.  ACC cost can decrease 5% or more from using valid personality assessments that measure “rules orientation” in industrial environments.  Un-structure interviews alone have been proven to between.05% to 14% effective at hiring the right person. A quality assessment plus behavioral interview can increase the effective rate to over 75%.  Ability to document consistent hiring practices.  Ability to have specific behavioral interview questions based on assessment results to use during interviews to help hiring managers be consistent.  Employees that are comfortable or happy with their job fit have higher productivity rates.

4. How do Assessments fit into the Selection Process? There are 3 major components to consider when looking at job fit in the selection process. All 3 of these components are critically important and usually carry equal weight in any hiring decision: Attitudinal Fit – does the person have the attitudes you want to fit in with the company’s culture? Knowledge, Skills & Experience Fit – does the person have the skill set, education, training and certifications necessary to do the job? Cognitive and Behavioral Traits – does the person have the core traits and cognitive abilities found to be successful in the job? See the diagram on the following page:

8. How do “State of the Art” Assessments work? Characteristics of state of the art Employment Assessments:  Designed for business use – easy to read, % score against benchmark  Measure “Big 5” traits – those that are widely accepted to be relevant to job fit  Normative validation that is continually updated  Built according to strict EEOC guidelines and industry standards  Includes faking scales  “Combines” cognitive abilities and personality traits for more complete picture of fit  Requires no experts to interpret results  Turnkey hiring system Examples of common, earlier generation assessments:  Myers Briggs  DISC  Predictive Index To follow are “specific” details of our state of the art assessments and reporting:

9. What do the Personality & Cognitive Assessments measure? Behavioral “Personality” Traits Measured in approximately 8 minutes:  Rules – consistency, ability to follow rules & policies  Extroversion – need to work with others, ability to talk or listen  Assertiveness – decision making, selling & closing abilities, ability to handle confrontations, willing to take direction from others  Teaming – teamwork, collaboration, competitiveness  Stability – dealing with stress, handling of criticism & feedback  Organization – planning, spontaneity, time management, ability to handle details  Social desirability – an internal validity scale to determine if candidate is being frank with their answers Cognitive Competency Measured in a 7-minute timed exercise:  Speed of learning and problem solving – Verbal, numeric ability

10. What does the Attitude Assessment measure?  New Generation “Pre-employment” Assessment measuring admission to the following categories of Counter-Productive Behaviors and Attitudes: Core Scales measured in approximately 7 minutes: Dishonesty Aggression Dependability Social Desirability (Internal Faking Scale) Plus Optional Scales measured in approximately 5 minutes: Substance Abuse Sexual Harassment Computer Misuse

11. Sample “partial” report showing Personality & Cognitive Scales “compared” to one of 30 generic job categories:

12. Sample “partial” behavioral interview report showing Personality & Cognitive Scales “compared” to one of 30 generic job categories:

13. Sample “partial” behavioral interview report and Graph report for the Attitude Assessment:

14. Basic FAQ’s  How many generic job categories are available? There are currently over 52 generic job category reports including Administrative, Customer Service, Call Center, Persuasive Sales, Retail Sales, Light Industrial, Management, Financial, Bank Teller, Health Care Provider and many more.  Do I give the applicants all the assessments at once? Most companies will give the Attitude assessment to all applicants who reach a certain step in the process and then will give the personality and cognitive assessment to the remaining applicants who reach another step in the process. This is determined by your own process and what is most convenient for you.  What if I don’t have online access? The assessments can be taken paper/pencil and then entered into the online system by the administrator.  How do I modify the profiles to meet my specific job requirements? It is important that you look at your specific positions and determine what traits and cognitive abilities are necessary for success. Then we can set up your own custom profile in the system for your reports.

15. Legal FAQ’s  Do the assessments comply with EEOC guidelines? Yes. The assessments were also constructed in accordance with the Standards for Educational and Psychological Testing.  Is it legal to give these assessments? Yes, if you are gathering information that is relevant to the job  Do I have to give the applicant their results? Most companies do not provide the results but do retain them for an appropriate period of time.  Do I have to give all applicants the assessments? In order to be consistent, all applicants who reach a particular stage in the hiring process for a particular job opening must be treated the same. Consistency of the process is critically important (To hire the best and avoid legal discrimination).  Are these assessments considered “medical exams” and are they compliant with ADA? These assessments are created for business use and do not contain questions that are unlawful under the ADA. NOTE: As with any employment practice, it is very important that individual companies follow the guidelines set out by their employment lawyer. The FAQ’s provided here are not to be construed as legal advice.

16. JobCLUES Investment Unlimited Testing – All Reports, All Test Options: Minimum cost, $1500 (30 employees and under). Then $30 per employee. For example, a company with 100 employees = $3000 per annum. Add $150 website set up fee That’s = to $250 a month – normally the cost of ONE test!!! Unit Based Account – All Reports, All Test Options: 3 = $48, 5 = 45, 10 = $42, 20 = $39 and 50 = $36 Benchmarking = $850 Private Branding = $1200 Pricing excludes GST