Practice area: Talent Acquisition Strategy, Staffing & Recruiting

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2 Staffing & Recruiting Services Overview Unique and Hybrid Solutions for Any Organization Types of Staffing Services We Offer Recruitment Process Outsourcing (RPO) Discrete Sourcing, C-Level and Executive Placement, Unique Requirements Permanent Placement & Retained Search Services Discrete Sourcing, C-Level and Executive Placement, Unique Requirements Long-Term, Contract & Project Staffing Services Long-Term or Project-Related Assignments, International, Professional and Technical Sector Long-Term Staffing Temp-to-Perm Staffing Services Temporary, Project-Based Assignments with Potential for Full-Time Permanent Placement Industry Sectors We Service Technical Project Database Administration Developers Software Development & Testing Systems Integration Telecom & Mobility Support Network Support Helpdesk Infrastructure Support ecommerce The RPO Alternative Recruiting Process Outsourcing (RPO) is an example of Business Process Outsourcing (BPO) where a business entity outsources its all or part of the administrative recruiting support processes to a third party provider. If your organization is exploring any Recruiting Process Outsourcing (RPO) solution, please add us to the discussion to help define the field of possibilities, such as: We are capable of providing full staffing and recruiting support in the following disciplines: Industrial Skilled Labor Assemblers Tradesmen Light Industrial Facilities Maintenance Life & Health Sciences Clinical Professionals Life Sciences Engineers Healthcare Technical Mid- to Executive-level Managers Vice President and C-Levels Office and Clerical General Office Receptionists Administrative and Executive Assistants Document Operational Excellence Operations Process Reengineering Lean Six Sigma Projects and Program Deployment Professional Accounting Business Intelligence Bookkeeping Legal Advertising and Marketing Information Security Cyber Security Data Privacy Audits and Compliance Captive BPO RPO Shared Services BPO RPO Partial BPO w/ retained capability On Demand Full RPO On Demand Fractional RPO Fixed Rate Hourly Recruiting Support Hybrid Integrated Solutions Third Party Consulting Support

3 RPO Solution Model Comparison Unique and Hybrid Solutions for Any Organization This following chart provides a comparison of talent acquisition outsourcing solutions, including business case factors and options which impact total cost of ownership. Models can be applied to all types of positions, including 1099 contractor, temp-toperm, corp-to-corp, permanent placement, etc. Model Description Operational Model Cost Model In House Recruiting Team Retained Recruiting 100% of positions Internal dedicated employees Dedicated recruiting labor Dedicated sourcing labor Located in internal facility Virtual delivery options You have total operational control Fixed expense $$$$$ Full-time fixed loaded labor Additional costs include: Records management Cost of attrition Technology, etc. Recruiting Process Outsourcing Captive BPO Model 100% of positions Single-client team members Dedicated recruiters Dedicated sourcers Located in client or RPO office Client has operational input Fixed expense $$$$ Full-time labor support option Fractional labor support option Recruiting Process Outsourcing Shared Services BPO Model 100% of positions or Partial BPO w/ retained capability Multi-client team members Cross-trained recruiters Cross-trained sourcers Located in shared services office Virtual delivery components Client has little operational input Fixed expense $$$ Full-time labor support option Fractional labor support option On Demand Full RPO Actual Utilization Model 100% of positions Multi-client team members Cross-trained recruiters Cross-trained sourcers Located in shared services office Virtual delivery components Client has little operational input Variable expense $$ Actual labor on demand On Demand Fractional RPO Actual Utilization Model Partial BPO w/ retained capability Targeted positions only (e.g., management, high volume, etc.) Multi-client team members Cross-trained recruiters Cross-trained sourcers Located in shared services office Virtual delivery components Client has little operational input Variable expense $$$ Actual labor on demand Fixed Rate Hourly Recruiting Support Hybrid Integrated Solutions Third party support Many model scenarios, e.g. Outsourced leadership Consulting, benchmarking, etc. Process improvement, etc. Variable or fixed expense $$$ Full-time or fractional labor options Limited scope project or contract options

4 Example RPO Solution Talent Acquisition Support for the Consulting Project Delivery Lifecycle End-to-End Project Staffing Support The following graphic illustrates a typical end-to-end project management lifecycle, including the business development phase ( Capture ). The bullets which are aligned by phase identify specific talent management supporting activities which can be provided to support the human resources and staffing requirements throughout the entire project management lifecycle. Traditional Recruiting Process Outsourcing (RPO) is a very well-defined function; but, usually only part of the overall talent management needs. Other talent management services critical to project management operations but not traditionally included in standard RPO services are also illustrated below. Our integrated talent management team can provide these supplemental services to create a more contiguous end-to-end talent infrastructure layer in support of a project s talent management needs. Phase 0 Capture Phase 0 Phase 1 Phase 2 Phase 3 Phase 4 Resourcing for Project Proposals Labor Risk Analysis RPO Staffing: Start-up Role Staffing Pipeline Labor Market Estimating Labor Availability Assessment RPO Staffing: On-going Project Staffing Resourcing Demand Talent Retention through End Date Core RPO Staffing Services RPO Staffing: Start-up Role Staffing RPO Staffing: On-going Project Staffing Additional Talent Support Services Resourcing for Project Proposals Labor Risk Analysis Pipeline Labor Market Estimating Labor Availability Assessment Resourcing Demand Talent Retention through End Date

5 P4S Consulting Talent Practice Overview Why our past success is the best predictor of what we will do for you The Right Capabilities The Right Philosophy Global Talent Acquisition professional leadership and team with more than 20 years of experience Extensive domestic and international Human Resources and Recruiting experience Expertise in managing geographically dispersed teams of recruiters in high volume organizations A proven track record of driving transformational initiatives Alignment of Talent Acquisition with the strategy of the organization Communication and respect as the basis for Candidate Relationship Win-Win Outcomes: A fantastic career opportunity for a candidate; a game changer for the business! Stewardship as the foundation for our commitment to doing the right thing, not just filling a role As Career Coaches for our candidates, we draw upon our vast recruitment, career development and management backgrounds to help other professionals design their new career path because careers can be designed! Our job is to make all of the above happen and we can do it for you! Operational Excellence: Our Commitment to Quality P4S Consulting is committed to cultivating an ongoing culture, internally and with its clients, of continuous improvement, or Kaizen. We consistently use a collaborative partnering approach to improving quality and customer satisfaction by working closely and intimately with all supply chain process owners and end customers. The following are some examples of internal methods used by P4S Consulting to maintain, deliver and drive improving quality and consistency of service: Process Playbooks & Standard Operating Procedures Process documentation changes as needed Quality Controls Establishment of required criteria prior to receiving work Poke-Yoke / Error-Proofing Quality Control Checkpoints Quality activities are moved up-stream for prevention Training & Monitoring Managers deliver new joiner / continuing education training Performance management at the individual level Process Improvement Process improvement at the source to prevent the error Continuous improvement/kaizen cultural mindset Increased investment in prevention and appraisal so the overall cost of poor quality decreases Accountability Team members are accountable for raising attention to errors as discovered Process owners are accountable for process documentation accuracy and completeness Managers are accountable for measurable outcomes such as improving quality and increasing productivity

6 P4S Consulting Website: principles4success.com Mark Galvan LSS MMB, SPOC Phone/Mobile/Text: +1 (703)