ResumeMirror Extraction for Enterprise TechnologyResumeMirror Extraction for Enterprise Technology- - For PeopleSoft eRecruit & Talent Acquisition ManagerFor PeopleSoft eRecruit & Talent Acquisition Manager- Plus ResumeMirror Conceptual Search Technology Overview (Slides 23-27)- Plus ResumeMirror Conceptual Search Technology Overview (Slides 23-27)

BY:

Kevin C. VondemkampWestern Regional Director Business Developmentvondemkamp@talenttech.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

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…

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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.

So what is your data capture strategy…?

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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?

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 ResumeMirror – 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.

What’s the Difference?

ResumeMirror is a Hosted Service…!

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Reporting - 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?

ResumeMirror Knows!

Log On

Recruiting Enhancements?

Automate Resume Management from all Sources

EAM Service Bureau for Hard Copy DataProcess any kind of hard copy applicant data received into the applicant database including paper and faxed resumes as well as handwritten employment applications.

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Corporate Website Upload & Parse Job Seekers easily upload their resume to apply online forms for parsing and auto-population.

Microsoft Outlook Plug-in Recruiters, Hiring Mangers, Employees, or Executive Management can forward email resumes to ATS / ERP / HRIS with the click of a button

Microsoft Word Plug-inForward a Word document to any ATS / ERP / HRIS with the click of one button and the option of a recruiter review process

Email Forwarding and Job Board PostingsAllows Job Seekers to use apply online through the job posting or directly to the recruiter via email.

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4Microsoft Internet Explorer Add-in Mine the internet for resumes and send them right into any ATS / ERP / HRIS with the click of a button

FTP – File Transport Protocol (Bulk Processing)Process one or many resume files in real-time using this standard internet file transfer method

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Method 1: Corporate Website Upload/Parse

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With the Resume Mirror Extraction Service, 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

Method 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 plug-in “button”Step 3: Review and Submit

- Select Requisition- Select Source

- Select Disposition

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

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

Microsoft Outlook Screen Shot:

Button uploads to navigation bar

Method 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 plug-in “button”Step 3: Review and Submit

- Select Requisition- Select Source

- Select Disposition

Button uploads to navigation bar

Microsoft Word Screen Shot:

Method 4: Microsoft IE Add-in

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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 plug-in “button”Step 3: Review and Submit

- Select Requisition- Select Source

- Select Disposition

Microsoft Internet Explorer Screen Shot:

Button uploads to navigation bar

Method 5: Email Forwarding Options

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

OBJECTIVE:Software Engineer seeking programming opportunity …

- Staffing Inbox- Job Boards - Outside Recruiting Agencies- Recruiter (Working from home?)

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”

Connector

Forwards to the designated ResumeMirror email address for submission to PeopleSoft.

Once submitted EAM uploads Job Seeker profile into PeopleSoft.

ResumeMirror

PeopleSoftOnlineProfile

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

Email Forwarding

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. (Customization)

PeopleSoft Email

Manual or Auto-Forwarding

Case Study: Job Board - Monster

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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.

Case Study: Job Board - CareerBuilder

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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.

Method 6: Got Paper…!

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Affordable, not Avoidable

Connector

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)

ResumeMirror

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:

ResumeMirror

Implementation Project Schedule:

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Fastestimplementation

to dateis

2 Weeks

Conceptual Search Technology

PAIN POINT: Keyword (Traditional) Search

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Challenges with Key Word Search?• Often miss good results due to required methodology…• Recruiter must have expert knowledge of each job to search…• Not designed to find close matches… • Imprecise search irrelevant results….• Search too focused no results…• Can only find “exact” terms, ignores related terms…• Context dependent, for example: R.N. vs. RN vs. Registered Nurse…• Too much effort to qualify large list of results…• Frequency of a term does not equate to a best match

How can ResumeMirror “conceptual” Search help?Ranks all results, not missed matches…

Recruiter only requires a “job description”….

Does not rely on “exact” matches, but relevant terms

Higher accuracy…

Takes advantage of structured and non-structured data…

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

Results determined in “Human-like” way…

Uses “Artificial Intelligence” based on “Latent Symantec Analysis”….

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”

Integration Within PeopleSoft

Add Link

Add Link to EHR

PeopleSoftServer

ResumeMirrorSearch Window Link

within PeopleSoft

Upgrades only affect link access

Stand-alone Solution

Window Link

“Feels like you are in PeopleSoft”

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SEARCH: Finding the Right Candidate…

Conceptual Search

Radial Distance

Keyword Option

Search Fields

Max Result

OFCCP Data Management

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SEARCH: Evaluating Results…

Ranked List

Candidate Details

Workflow actions

Highlight Terms

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Who is ResumeMirror..? Talent Technology..?

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Innovating since 1991, Corporate Offices Vancouver, Canada

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.

Technology Partners ATS Partners

Job Board Partners

RPO - Staffing PartnersBPO – HRO Partners Corporate Clients