A primary objective of the Human Resources function within a corporate setting is to attract and retain a qualified and productive workforce. Employee turnover can cost a company up to 40% of its annual profit. HR has a unique opportunity to acquire better information from job candidates, and improve insight into the corporate culture to accomplish its objectives. Interactive Recruiting provides HR with the external and internal intelligence it needs to be successful. Better matching of individuals within the corporate environment result in a domain knowledge multiplier - new hire domain knowledge along with corporate knowledge transfer results in measurable improvement in applied knowledge that leads to higher, sustainable, long-term performance.

1. Mark Rome / mark_rome@hotmail.com 1
Hiring for Best Possible Outcomes
Talent Hacking with Culture Fit Analytics
Mark Rome

2. Mark Rome / mark_rome@hotmail.com 2
Key Takeaways
Takeaway 1
– Improved matching of job candidates with the team & work environment
improves retention, lowers the cost of hiring, and optimizes performance
Takeaway 2
– Talent hacking with culture fit analytics is a data driven strategy that aids
employers in hiring for best possible outcomes
• Employers gain a holistic view of job candidates – their skills, personality, and
optimal work environments
• Improved matching of job candidates with team & work environment
• Greatly expand the pool of qualified job candidates that fit within the
organizational culture and can deliver desired outcomes
Takeaway 3
– Job candidates have an effective alternative to submitting countless
resumes to non-standard job descriptions to find the best fit
• Job applicants gain improved visibility into the employer’s team & work
environment

3. Mark Rome / mark_rome@hotmail.com 3
Value Proposition
Employers
• Hire the ideal employees
• Hire for best possible outcomes (rather than best
that apply)
Job Seekers
• Secure long-term, meaningful employment with the
ideal employers
• Lower the barriers to entry into the job market

4. Mark Rome / mark_rome@hotmail.com 4
Recruiting Challenge
Recruit Faster
• Employee turnover can cost
employers up to 40% of their
annual profit
• 1 in 3 new hires don’t fit within
the company’s culture
• Roughly 60% of terminated
employees have a tenure of less
than 2 years
Retain Longer

5. Mark Rome / mark_rome@hotmail.com 5
Hiring Strategies
5
Jamie Dimon, CEO, JP Morgan Chase
• Doesn’t even need to interview you to know who you are.
• He’d rather interview all the people around you to get the “book” on you.
Richard Branson, CEO, Virgin
• He’ll tell you it’s all about a culture fit.
• “Most skills can be learned, but it is difficult to train people on their
personality.”
What are Soft Skills
Soft skills are characteristics an employee possesses that might not be in a
job description, but are essential for performing well in the workplace.

6. Mark Rome / mark_rome@hotmail.com 6
Work is the Family you Choose
6
Most important consideration when hiring
• Whether or not the team can actually work alongside the job
candidate
• If you can prove to be a great fit for the business, you
become part of the solid foundation that has been tasked
with carrying out the company’s mission
• If you’re not aligned with the company’s culture and
values, the lack of synergy can disrupt the working
relationship and derail the mission
• If you haven’t found the right fit yet, keep looking until you
find somewhere you truly belong

7. Mark Rome / mark_rome@hotmail.com 7
Interactive Recruiting
Interactive
Resumes
Job candidates interact with
prospective supervisors & team
members
Hiring managers & team members
interact with job candidates’ former
supervisors, co-workers &
colleagues
Interactive
Team & Work
Environment

8. Mark Rome / mark_rome@hotmail.com 8
Talent Hacking with Culture Fit Analytics
Talent Hacking
• Employers gain a multi-
dimensional view of job
candidates
• Job candidates gain a multi-
dimensional view of the
Employers’ work environment
• For optimal matching of job
candidates to work environments
Culture Fit
Analytics

9. Mark Rome / mark_rome@hotmail.com 9
Virtual Employee Records Replace Resumes
9
Skills
Team-Ability
Past Performance
Work Environment
Team Members
Virtual
Employee
Record
Virtual Employee Records replace non-standard Resumes
ResumeResume

10. Mark Rome / mark_rome@hotmail.com 10
Job Candidates
10
Skills
Team-Ability
Past Performance
Work Environment
Team Members
Virtual
Employee
Record
Subordinate
Supervisor
Employers gain a multi-dimensional view of Job
Candidates connecting with supervisors, subordinates
& professional contacts

11. Mark Rome / mark_rome@hotmail.com 11
Team & Work Environment
11
Leadership
Projects
Resources
Performance
Team Members
Team &
Work
Environment
Team
Member
Team
Member
Job candidates gain a multi-dimensional view of
the Employers’ work environment

12. Mark Rome / mark_rome@hotmail.com 12
Opportunity in HR – Recruit & Retain
Job Candidates
Better Intelligence
– Skills (hard & soft)
– Qualifications
– Accomplishments
– Team-ability
– Past work environments
– Performance references
– Adaptability
– Flexibility
Corporate Culture
Better Insight
– Job assignments
– Project assignments
– Resource constraints
– Leadership style
– Bureaucratic / political
considerations
– Co-worker(s)
• Skills (hard & soft)
• Qualifications
• Team-ability
External ViewExternal View
Internal ViewInternal View

13. Mark Rome / mark_rome@hotmail.com 13
Best that Apply
Job Postings
• Skills (Hard)
• Responsibilities
• Qualifications
• Certifications
• Years of Experience
• References
Disadvantage
Employers risk hiring individuals
that can’t deliver desired outcomes
and/or fit within their culture.
Best Possible Outcomes
Mini-Project Profiles
• Capabilities (Proven)
• Performance Level
• Accomplishments
• Skills (Hard & Soft)
• Responsibilities
• Qualifications
• Certifications
• Career Plan
Advantage
Employers can attract & retain
individuals that fit within their culture
and improve corporate performance.
Hiring Alternatives

14. Mark Rome / mark_rome@hotmail.com 14
Stakeholders
Job Applicants
• Unemployed & underemployed
• Seeking career advancement, better pay &
benefits, more responsibility, longer term
employment
Employers
• Attract qualified candidates
• Reduce the time to fill job openings
Recruiters
• Seek insight & intelligence into pool of qualified
candidates

15. Mark Rome / mark_rome@hotmail.com 15
Job Targeting Techniques
Mini-Project Job Targeting
• Help employers
– Improve returns on human capital investments
– Hire for the best possible outcomes, rather than hire the best that
apply
– Reduce the cost per hire
– Reduce the time to fill open positions
– Offer effective alternative to non-standard resumes
• Help job seekers
– Secure longer term, meaningful employment
– Secure career opportunities best suited to achieve life goals
– Lower the barriers to entry into the job market for applicants
– Offer effective alternative to non-standard job descriptions

16. Mark Rome / mark_rome@hotmail.com 16
Learning more about Applicants
Expanded Tools & Techniques for Job Seekers
• Mini Project Development
– Templates & samples to help job seekers create mini projects
that demonstrate their capabilities to prospective employers
• Targeted Audience
– Generic
• Industry, Size of Company (# of employees, annual revenue,
etc.), Location, etc.
– Specific
• Company, Company Leaders/Managers, Job Title, etc.
• Go Behind Closed Doors
– Solicit feedback from current employees or individuals that have
previously worked for targeted employers, and have worked for
select leaders & managers

17. Mark Rome / mark_rome@hotmail.com 17
Mini Project Template
Process Flow Process Steps Data Elements
Job Scenario Process A
Process B
Process C
Process D
Process E
Process F
Report X
Report Y
Data A
Data B
Step 1
Description -----------------------------
Step 2
Description -----------------------------
Step 3
Description -----------------------------
Step 4
Description -----------------------------
Career Millennials use process steps and data elements to
complete project outlined in the Job Scenario

18. Mark Rome / mark_rome@hotmail.com 18
Mini Project Results
Assess candidates’ core
competencies and abilities to
achieve desired outcomes
Best Possible Outcomes
• Competencies & Capabilities
• Performance Level
• Accomplishments
• Skills (Hard & Soft)
• Responsibilities
• Qualifications
• Certifications
• References from former
supervisors/leaders/mentors
• Career Plan
Hiring Managers – Informed Decisions
Process A
Process B
Report B
Data A
Step 1
Description
Step 2
Description
Step 3
Description
Step 4
Description
Score: 96% match

19. Mark Rome / mark_rome@hotmail.com 19
Benefits
1. Reduce hiring costs
2. Reduce training costs
3. Improve retention & reduce employee turnover
4. Automate & streamline the recruiting process
• Replace ineffective job postings
• Replace ineffective, non-standard job descriptions
1. Build talent pools with the ideal candidates
• Reduce time to fill open positions
• Reduce and/or eliminate poor hiring decisions
• Replace Applicant Tracking Systems (ATS) and key word search with
machine learning
1. Eliminate errors & omissions resulting from manual data entry and
duplicate data entry between ATS, HRIS and other internal systems
2. Improve job applicant data integrity
• Verify applicant information
• Eliminate applicant misinformation

20. Mark Rome / mark_rome@hotmail.com 20
Contact
Mark Rome
• 25(+) years finance, accounting & operational leadership
• 2 startups with successful exits (IPO / acquisition by PE)
(602) 358-9586
mark_rome@hotmail.com