Our application for the job you advertised

TO WHOM IT MAY CONCERN

• We are applying for a job in your company. You have many applicants. So we thought that we would give YOU a present to accompany our application

• We studied what YOU and what YOUR Competitors are saying to the public. You are HR professionals.

• We thought you would think more of us if WE gave YOU an advantage versus your competition, by showing exactly what works more, what works less, what doesn’t work…and reveal to you BIG NEW OPPORTUNITIES right now for your firm

• Please accept this presentation as part of our job application

• Thank you Howard David Vic

DRIVING TO YESGETTING INTO YOUR CLIENT’S MIND TO MAKE YOU THE TECH HR FIRM OF CHOICE

HOWARD MOSKOWITZ

DAVID MOSKOWITZ

VICK JAISWAL

MIND GENOMICS ADVISORS

SARATOGA SPRINGS, NY, USA

914 572 1673

WWW.MINDGENOMICS.COM

HMOSKOWITZ@MINDGENOMICS.COM

SO HERE ARE THE ELEMENTS …WHICH ‘WORK?’

A1Uses multiple sourcing options…e.g., relationship-marketing, social media and advertising

A2 Hires temp contract workers until right candidate found

A3 Educational program to train potential candidate

A4 Willing to invest more for the right talent

B1 Sound interview process, including direct contact with the hiring manager

B2 Understands the biggest deciding factor for the candidate

B3 Involves upper management in meetings

B4 Streamlines the process, beat competition by moving quicker in hiring process

C1 Uses centralized data & analytics

C2 Uses most updated hiring technologies

C3 Uses cloud-based tools ... automate and manage process

C4 Work with hiring managers to understand technicalities and screen for best fit

D1 Communicate with corporate managers ... define needed skill sets

D2 Builds relationship and rapport with corporate managers ... set right expectations

D3 Emphasizes why speed important ... to find right candidate who fits

D4 Build appropriate training plans ... from hiring manager’s input

IF YOU GET IT RIGHT

• You get more customers … ‘wow … they do THAT!’

• You make customers happier…..’I chose right this time’

• You get repeat business …’You oughta call Manoj’

SO AGAIN …WHAT WINS, WHAT LOSES?

SO HERE ARE THE ELEMENTS …WHICH ‘WORK?’

A1Uses multiple sourcing options…e.g., relationship-marketing, social media and advertising

A2 Hires temp contract workers until right candidate found

A3 Educational program to train potential candidate

A4 Willing to invest more for the right talent

B1 Sound interview process, including direct contact with the hiring manager

B2 Understands the biggest deciding factor for the candidate

B3 Involves upper management in meetings

B4 Streamlines the process, beat competition by moving quicker in hiring process

C1 Uses centralized data & analytics

C2 Uses most updated hiring technologies

C3 Uses cloud-based tools ... automate and manage process

C4 Work with hiring managers to understand technicalities and screen for best fit

D1 Communicate with corporate managers ... define needed skill sets

D2 Builds relationship and rapport with corporate managers ... set right expectations

D3 Emphasizes why speed important ... to find right candidate who fits

D4 Build appropriate training plans ... from hiring manager’s input

H’MM ….HERE’S HOW WE FOUND OUT

• Want to make sure NO political correctness

• And get a gut response

• Mixed and matched the messages/elements into small ads….every

element appeared several time

• Each respondent tested a unique set of 24 combinations (concepts)

• Torture test … can’t game it

• Use regression to figure out what works …. From responses

• This is an EXPERIMENT, not a survey

WHO PARTICIPATES … FAST AND EASY WEB STUDY

DRIVING TO YES … I’D USE

GENDER DIFFERENCES?

LET’S PRIORIZE GENDERS

GUESS WHAT … AT LEAST 3 MIND SETS

SO THE ELEMENTS AGAIN …WHICH ‘WORK?’

A1Uses multiple sourcing options…e.g., relationship-marketing, social media and advertising

A2 Hires temp contract workers until right candidate found

A3 Educational program to train potential candidate

A4 Willing to invest more for the right talent

B1 Sound interview process, including direct contact with the hiring manager

B2 Understands the biggest deciding factor for the candidate

B3 Involves upper management in meetings

B4 Streamlines the process, beat competition by moving quicker in hiring process

C1 Uses centralized data & analytics

C2 Uses most updated hiring technologies

C3 Uses cloud-based tools ... automate and manage process

C4 Work with hiring managers to understand technicalities and screen for best fit

D1 Communicate with corporate managers ... define needed skill sets

D2 Builds relationship and rapport with corporate managers ... set right expectations

D3 Emphasizes why speed important ... to find right candidate who fits

D4 Build appropriate training plans ... from hiring manager’s input

A BIG BIG OPPORTUNITY – SEG 3

LOOK AT THE MENTAL DYNAMICS OF SEG 3

• Basically not interested…very low (-31 constant) … FEH

• But …. Concentrate on new stuff, and hit them hard

• No one else can get them

• There’s a lot of them out there

LET’S LOOK AT SEGMENT 3 AGAIN

SO HOW DO WE FIND THEM

A SMALL ‘PERSONAL VIEWPOINT IDENTIFIER’