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Building Relationships is Our Strength<br />

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Outline<br />Company Overview<br />Sourcing, Screening, and Tactics<br />Performance Metrics<br />

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Outline <br />Geographical Coverage <br />Guarantee<br />

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Company Overview<br />Years in Business <br />October 2006 <br />Experience <br />25 years combine experience recruiting Accounting/Finance<br />

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Company Overview<br />Area of Speciality<br /> Accounting & Finance, Permanent, Contract, and Interim Placements<br />Target Industries<br />Consumer Packaged Goods<br />Pharmaceutical/Healthcare<br />Consumer Products<br />

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Company Overview <br />Points of Difference<br /><ul><li>Targeted Recruiting = Candidates who understand your industry

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High Quality Talent = Candidates who have a proven track record of innovation, accomplishments, and career growth

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Honesty/Transparency = Expectations are managed

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Long-Term Relationship = We learn your organizational, and departmental “fit” saving you time and improving overall organizational performance</li></li></ul><li>Sourcing, Screening, and Tactics<br />“How do we source top-tier Candidates?”<br />“How do we screen candidates to ensure they are top-tier talent?”<br />“What tactics do we utilize to find talented professionals for hard to fill roles?”<br />

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Sourcing Practices<br />

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Sourcing Practices<br />Database<br />Candidates we have interviewed<br />Candidates phone screened<br />Resumes received, but not contacted<br />Networking<br />Ask existing candidates for referrals.<br />Ask contacts in our database for referrals<br />Ask whomever we are speaking to for referrals<br />

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Sourcing Practices<br />Direct Recruiting<br />Proactive recruiting activities<br />Industry Specific or Similar Industries<br />Focused finding candidates who meet the key hiring criteria<br />Passive candidates who are looking for a career enhancing opportunity<br />

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Direct Recruiting: Passive Candidates<br />Approximately 17% of the workforce is active in their job search. The remaining 83% of the workforce are passive candidates<br />Many companies lack the infrastructure to engage passive candidates.<br />To maintain a competitive advantage, organizations must have a recruitment strategy that engages passive candidates. <br />

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Direct Recruiting: Passive Candidate <br />There are three advantages to hiring passive candidates:<br />1. Passive candidates represent the majority of talent in the workforce: There are 4 times as many passive candidates compared to active candidates. <br /> <br />2. Passive candidates generally represent a higher caliber of talent: Passive candidates are actively employed and contributing to the success of their employer.<br /> <br />3. Passive candidates have a higher Return On Investment: Passive candidates tend to change jobs every 5-7 years. Active candidates tend to change jobs every 2-3 years. <br />

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The 4% Rule<br />

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Screening Methodology<br />7 Step Screening Process <br />Passive Candidates<br />High Quality Candidates<br />Reduces Duplication<br />Generates Predictable Results<br />

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Screening Methodology <br />Step 1: Contact 100 prospective candidates or candidate referrals<br />Database<br />Network<br />Direct Recruiting<br />

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Screening Methodology<br />Step 2: Face-to-Face Interview of the top 10 candidates<br />Candidates motivation to determine long-term fit<br />Focus on key KSA’s<br />Behavioural Based Interview<br />Comparative Analysis of each candidate<br />

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Screening Methodology<br />Step 3: Submit Top 4 Candidates to Interview with the Client<br />Calibration Candidate (when possible)<br />Step 4: Candidate & Client Briefing<br />Step 5: The Interview<br />

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Screening Methodology<br />Step 6: Debrief Candidate and Client<br />Occurs after each interview to manage the client and candidates expectations and interest levels<br />Allows us to be proactive with the client to reduce the chances of surprises at the offer stage<br />Predict the likelihood of the client extending the offer and the candidate accepting the offer<br />

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Screening Methodology<br />Candidate must answer YES to all three questions<br /><ul><li>Do you believe that you will excel in this role?

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Do you believe this opportunity will offer opportunities for professional growth and development?

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Based on the people you met, the culture and environment of the organization, do you believe this opportunity is the “Right Fit” for you?</li></li></ul><li>Screening Methodology <br />Step 7: Offer Process<br />Conduct 3 reference checks<br />Credit/Criminal Background Checks<br />Verify Education, Designation(s)<br />Complete client specific background checks<br />Full disclosure to our client<br />

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Tactics for Hard-to-Fill Roles <br />Our recruiting methodology leads us to the resources to find candidates for Hard-to-Fill roles<br />Subject Matter Experts<br />Internet: Linkedin.com, Twitter.com, Facebook.com, Spoke.com, Hoovers.com, Google Advanced Search Engine<br />Associations: CMA, CGA, CA meetings, CCP, Local University Alumni Career Services, etc...<br />

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Performance Metrics<br />Critical Success Factor: Customer Satisfaction<br />Two Customers: The Client-Customer and the Candidate-Customer<br />Our Critical Success Factor is achieved when the candidate and client agree to the terms of an offer.<br />

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Performance Metrics<br />How We Measure Success<br />Nuvenis Order to Fill ratio is 4:1<br />Nuvenis Interview to Fill Ratio is 2:1<br />Nuvenis Offer to Fill Ratio is 5:4<br />

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Performance Metrics <br />Other Important Performance Measurements<br />100% retention during guarantee period<br />98% retention rate after one-year<br />95% retention rate after two-years<br />

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Geographic Coverage<br />2275 Upper Middle Rd East, Suite 101<br />Oakville, ON, L6H 0C3<br /> (Dundas St. and Winston Churchill Blvd)<br />Office is easily accessible from all areas of the GTA. Located near the QEW, Hwy 403 and Hwy 407<br />

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Summary<br />Why choose Nuvenis?<br />Our Expertise/Experience<br />Our Recruitment and Selection Methodology<br />Honesty/Transparency <br />Long-Term Relationship<br />

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Q&A<br />