SAY YES TO EISWhat is the Electronic Interview Service (EIS)?

The Electronic Interview Service (EIS) is provided to organizations by a group of people, who use software, to remotely capture the best thoughts from within a target group of individuals responsible to arrive, at the right outcome.

The service providers use the electronic Interview software called validator to enable transfer of intelligence online, for efficient decisions to enhance productivity.

The flow to the right decision is achieved through four service components:1. Creating electronic questionnaire (on Recorder).

2.Capturing responses in voice (on Validator). 3. Controlling consensus evolving phase. 4. Drawing last consensus value using ‘New Media’ or merit based ranking order.

EIS uses a sanitized mechanism to professionally select only best thoughts, for consensus building. This enables us to reach correct decisions within a set time frame.

The EIS is used across the board for corpora te dec is ion mak ing, including recruitments, internal HR, external HR, surveys, exit interviews and appraisals.

The Validator software captures thoughts of all stakeholders through an interview console. Questions are set as per client requirements and consensus is reached by all affected parties, for all organizational issues at hand.

WHAT IS THE VALIDATOR SOFTWARE?

Close old

School of HR!

Say Yes to New

Media EIS Now!

EIS has an asynchronous ability. All stakeholders (owners, panelists, candidates and HR associates) in client organization and the new media EIS application function independently of each other from cross geographical distances electronically.

Pack information -Google Chrome

www.medemo.com/validator_online/validator/questioninformation.php

Current Pack Time alloted is: Second100

Pack Name: Pack 1: Recruitment Interview

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Q-1. What will be the resultant value when the code is executed using the URL displayed on your Screen below?

Question Hint:Description: URL:testprint.php?c=25 This question is taken from an EIS done to fill up a software engineer post. Select your option and click on Next Question.

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Interview Name: GSBR Demo Interviewmediaibcmediaibcabout economics not money

Validator Software

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The EIS has four functional

components after the client shares

the ‘Consensus matter’ (for eg: JD in

recruitment process). In-house team

at Happy Associates creators the

questionnaire based on the

consensus matter client shares with

recruiters. After this the phase to

drive consensus commences.

Recorder software: The approved

questionnaire is uploaded as a voice

module. These questions will be

reflected on the Validator software.

Validator software: The responses

of candidates to the questionnaire

are captured in voice and uploaded

to the server.

New-Media phase commences:

From the responses received and

distributed by the in-house quality

auditors to seek consensus.

Consensus matter: Al l the

components which help us arrive at

the consensus are shared with

Client.

A democratic process leads management to indisputable steps to the best decision for the organization. To inject pure adrenalin to pump up growth.

Clients can assess emotional state of interviewee and use group dynamics for decision making, like never before. Timer incorporated for honest and to the point articulated responses.

EIS tangibly enhances productivity by enforcing deadlines and prevents delays by flagging non performers. The software ensures growth targets are achieved in real time.

Interviews are customized as per clients requirements, to guarantee satisfaction.

Helps company create goodwill amongst people it interviews even through uncomfortable questioning and deep probing. The recorded data also serves as a starting point to map the growth of interviewee within the organization, for future reference.

POSITIVE POINTS OF EIS:

EIS Quality Audit (QA): Each interview received by client has already undergone exhaustive scrutiny. This ensures client reaches his goal in the shortest distance.

Audio check of recorded Interview to check consistency of new media delivery aspects.

Auditors check all questions were answered and affirm if information is 100 percent complete.

Auditors share detailed comments on each interview which can be reviewed by all panelists for quick reference.

Supporting documents check including Focus resume and other credentials.

Shortlisted interviews dispatched to listed panelists for voting.

Web ResumeResume’s with voice

SolutionsStandardization

Lower training time

InterviewsProfessional Balanced

Scientific mappingindividualisation

BeneficiariesEnternprenuresProcess holdersIndependent HR

TechinicalSecure Display

browser enabled

ManagementStreghthen leadership

Counter attrition

External HR Recruitment Surveys Exit Interviews Associations

Internal HR 360 Appraisals SWOT to CEO Building Leadership Relocations

HR VALHR VAL

Each panelist receives

the responses online.

Panelist can listen

offline @ convenience

to decide on

consensus material

and vote.

Voice responses

captured electronically

and shared with

panelists.

THE SMART GRID OF HR

Benefits of EIS: A ‘New-Media Interview’ with voice and sixteen

pointers to display the interview and interviewee.

The best potential talent is drawn by the EIS, so you interface only with the best which saves time drastically.

Replicate best practices through scientific decision making tool to move towards consensus building within the organization.

Finalization of consensus:

Reminders sent to panelists yet to complete the voting process.

All panelists receive a Dashboard giving them the ranking order of all candidates interviewed electronically.

The candidate with the most ‘Votes in’ his favor is ranked first and so on for setting up of the face to face interviews with the client.

Voting Process: Short listed interviews are shared with panelists

who cast their respective votes. Every panelist has the option to listen to a specific response of a candidate or the entire recorded interview.

After listening to the interview, the panelists ‘Vote In’ ‘Vote Out’ or remain ‘Undecided’. EIS ensures ‘Undecided’ panelists decide sooner than later so absolute HR consensus is achieved.

Once HR Consensus is achieved, the candidate securing the highest ‘Votes In’ Tops the ranking list for the face-to-face interview. An individual panelist may also indicate his preference to have a face to face with a candidate with fewer ‘Vote Ins’ n comparison to other candidates.

Transparency is maintained to ensure participation of each panelist in completing the consensus building process.

16 INDICATORS

TO KNOW

YOU ARE ON

THE RIGHT

TRACK!

We make you a

Pearl