The Electronic Interview Service (EIS) is an online software used for professional decision making.

1. Training Manual for Marketing Freelancer
What 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’ for
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
corporate decision making,
including recruitments, internal HR,
External HR, surveys, exit interviews
and appraisals.
What is the Validator
software?
➢ 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
Say Yes to EIS!
Now!
Old school of HR

2. Positive Points of EIS:-
➢Using a democratic process enables management to take indisputable steps to the best decision for the
organization. To inject the pure adrenalin and pump up your 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.
➢Interviews are customized as per clients requirements, to guarantee satisfaction..
➢Helps company create goodwill amongst the 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.
Voice responses captured electronically and
shared with panelists.
Each panelist receives the
responses online. Panelist
can listen offline @
convenience to decide on
consensus material and vote.
Timer
Voting
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.

3. 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.
Process Flow:
The EIS has four functional components after the client shares the ‘Consensus matter’ (eg: JD in recruitment process). Happy
Associates’ in-house team creates the questionnaire based on the consensus matter that 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.
➢ Consensus matter: All the components which help us arrive at the consensus are shared with you.

4. 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.
Internal hr External hr
360 degree appraisals Recruitments
Reallocation Surveys
SWOT to CEO Exit Interviews
www.electronicinterview.com
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 the best practices through the scientific decision
making tool to move towards consensus building within the
organization.
Voting Process:-
➢Shortlisted 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’ in comparison to other candidates.
➢Transparency is maintained to ensure participation of each
panelist in completing the consensus building process.
Applications of EIS: