1. Discussion Presentation

2. Recruiting quality talent is a growing problem in both corporate and retail business sectors Associated business challenges for both types of organizations are quite similar: Limited resources Process inefficiencies Challenge projecting positive corporate image while keeping candidates engaged and interested Difficult acquiring high-quality talent

3. Limited Resources Recruitment budgets are shrinking and need for efficiency is high Limited HR staffs are being asked to do more with less Process Inefficiencies Challenge coordinating interview process and debriefings across geographic boundaries with current distributed or paper-based systems Large companies find logistical nightmare managing process of interviewing hundreds or thousands of workers simultaneously and consistently No true access to an updated, singular view of candidates Creating Pleasant Candidate Experience One-way communication stream from candidate to employer; very little true dialog or candidate visibility into process Creating personal relationship with talent pool Acquiring High-Quality Talent Need to broaden talent pool without incurring additional cost and resource needs Challenge finding viable talent that meshes with existing corporate culture Need to weed out unwanted/unqualified candidates Other Pressures to keep online application process engaging and a pleasant experience – in turn, maintaining positive corporate image

4. Limited Resources Recruitment budgets are shrinking and need for efficiency is high Owner and/or store manager has other very important tasks to focus on Process Inefficiencies Challenge coordinating interview process – especially across geographic boundaries, when using paper- based applications, etc. Logistical nightmare managing process of interviewing hundreds or thousands of workers simultaneously and consistently (e.g. during holidays) No true access to an updated, singular view of candidates Creating Pleasant Candidate Experience One-way communication stream from candidate to employer; very little true dialog or candidate visibility into process Creating personal relationship with talent pool Acquiring High-Quality Talent Ability to weed out unwanted talent with rich video interviewing capabilities

5. E-recruitment software solutions geared primarily toward driving hiring-process efficiency Some ERP/CRM systems feature HR modules with limited recruitment support functionality Mostly allow HR management to maintain a complete employee database including contact information, salary details, attendance, performance evaluation and promotion of all employees. Advanced HR module is integrated with knowledge management systems to optimally utilize the expertise of all employees. HR outsourcing HR outsourcing firms manage entire HR function: Recruitment and staffing Payroll Workforce administration Compensation program Performance management Employee satisfaction Employee training Home-grown recruitment products In-house developed software applications designed to serve the organizations specific needs Likely offer limited functionality in terms of a true, holistic talent management solution Recruiters Good option for some but take 12-20% of candidates first year salary as compensation Offer the hiring company limited visibility into the entire recruitment process

6. According to Gartners Magic Quadrant for E- Recruitment Software, 2006 : As the e-recruitment software market matures, customers are ready to move beyond basic recruiting automation toward overall effectiveness. Solutions will need to evolve to meet the increasingly varied strategies of organizations to meet their talent acquisition needs. Many good e- recruitment software solutions are already available. E-recruitment systems are applicant-tracking systems updated with support for Internet-based candidate acquisition functionality. Customers want more from e-recruitment solutions than just being able to automate the process. They want solutions that will improve recruiting effectiveness.

7. Workforce planning Recquisiti oning Candidate Acquisitio n Applicant tracking Reporting/ analytics Recruitme nt Labor budgets Labor schedules Timekeepi ng/time capture Employee evaluation Payroll Training E-Recruitment Retail Workforce Management

8. According to Gartner: Industry investment continues to grow as Web-based solutions mature and leading retailers use workforce optimization technology to improve store productivity. Gartners definition of workforce management in retail encompasses all the activities and processes related to an associates employment terms and retention, including: Recruitment Employee on-boarding Labor budgets Labor schedules Timekeeping/time capture Employee evaluation Compensation/payroll Task management Training/e-learning Employee separation/off-boarding

9. Single holistic platform for acquiring, managing and developing talent - centralizes employee recruitment function and complements with employee development and workforce management modules Marries e-Recruitment and Retail Workforce Management and adds Employee Development module Automates critical business functions to drive efficiency, standardization and process optimization Creates pleasant experience for hiring staff & candidate – communicative, informational and transparent Drives quality talent – acquisition, development and retention Workforce management component helps anticipate hiring needs Addresses multiple markets big immediate opportunity in Corporate smaller opportunity in Retail but could prove successful and pioneering with substantial market education Total Talent Management E-Recruitment Higher quality people Better experience Cost reduction Efficiency 360 degree input Data centralization Standardization & optimization Retail Workforce Management Cost reduction Efficiency Standardization & optimization Employee Development Better experience Efficiency 360 degree input Data centralization Standardization & optimization

10. Workforce planning Recquisitio ning Candidate Acquisition Applicant tracking Reporting/ analytics Recruitme nt Labor budgets Labor schedules Timekeepi ng/time capture Employee evaluation Payroll Training E-Recruitment Retail Workforce Management TalentSpan X X TalentSpan is a comprehensive hybrid of traditional e-Recruitment software and Retail Workforce Management software

11. Enterprise software solution consisting of three modules: E-Recruitment Employee Development Reatail Workforce Management Rolled out in multiple phases: Initial phase will be only employee recruitment functionality Subsequent phases will include employee development and workforce management Recruitment tools to improve decision-making, collaboration and candidate experience Multiple interfaces for different functions: managers, interviewers, administrators, HR staff, candidates, consultants, etc. Hosted or on client premises Helps identifying and acquiring top business students Recruitment Workforce Management Employee Development Strategic Focus Market Opportunity HIGH Corporate Retail

12. Singular view of candidate (resume, interview notes, test scores, owner, etc.) Centralized data repository for collaborative input, reporting, leveraging for tracking future employee performance Streamlined and automated talent acquisition process Track candidates through entire hiring process Enrich user experience for hiring staff and candidate Leverage advanced video capabilities to aid the quality acquisition process Manage candidate pipeline through interactive calendar function Identify and court MBA graduates that mesh with corporate culture Manage entire recruitment/hiring process for both parties

13. FeatureEmployee Recruitment Employee Development Workforce Management Quiz builderXX Feedback formXX Survey toolXX ReportingXXX TrackingXXX Centralized dataXXX VideoXX CalendarXXX Multiple interfacesXXX PayrollX Staff schedulingX

14. Singular view of candidate Candidate pipeline management Reporting/Tracking