The Electronic Interview Service (EIS) software provides the client the shortest distance for every corporate decision to be taken professionally, with complete consensus achieved electronically.

1. New Media Electronic Interview Service (EIS)
Say Yes to EIS! Now!
Old school of HR
Elect productivity over
chaos, bias and
disorder!
Yes
Wake up the
consensus .
Yes
!

2. ➢ 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 smoothly 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.

3. Positive Points of EIS:-
➢Democratic process enables management take indisputable steps to the best decision. EIS injects the pure
adrenalin to motivate and pump up productivity.
➢Clients assess emotional state of interviewee and use group dynamics for decision making. Timer incorporated
for honest and to the point articulated responses.
➢Goodwill for organization created amongst human personnel by unbiased interview interface.
➢Uncomfortable and probing questions for discerning intent easily provided.
➢EIS ensures deadlines are met, pre-empts delays by flagging non performing stakeholders ensuring consensus
is achieved.
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.

4. 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’ (for 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.

5. Finalization of consensus:-
➢Reminders to panelists to complete voting process.
➢Panelists receive ‘Dashboard’ with ranking order of all
candidates, interviewed electronically.
➢The candidate with the most ‘Votes in’ his favor is ranked first
and so on. Face to face meeting can be scheduled for finalizing
corporate decision.
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 with sixteen pointers to
display the interview and interviewee.‘
➢The best potential talent is drawn out by EIS, so you interface
only with the best causing large time saves.
➢Replicate best practices through scientific decision making
tool to move towards consensus building within the
organization.
Voting Process:-
➢Shortlisted interviews shared with panelists who cast
respective votes. Each panelist can listen to a specific
responses of candidate or entire recorded data.
➢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. A panelist may also indicate his preference to have a
face to face with a candidate despite fewer ‘Vote Ins’ in
comparison to other candidates.
➢Transparency is maintained to ensure the voice resume
enjoys the participation of all panelists consensus based
decisions are reached.
Applications of EIS:

6. Finalization of consensus:-
➢Reminders to panelists to complete voting process.
➢Panelists receive ‘Dashboard’ with ranking order of all
candidates, interviewed electronically.
➢The candidate with the most ‘Votes in’ his favor is ranked first
and so on. Face to face meeting can be scheduled for finalizing
corporate decision.
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 with sixteen pointers to
display the interview and interviewee.‘
➢The best potential talent is drawn out by EIS, so you interface
only with the best causing large time saves.
➢Replicate best practices through scientific decision making
tool to move towards consensus building within the
organization.
Voting Process:-
➢Shortlisted interviews shared with panelists who cast
respective votes. Each panelist can listen to a specific
responses of candidate or entire recorded data.
➢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. A panelist may also indicate his preference to have a
face to face with a candidate despite fewer ‘Vote Ins’ in
comparison to other candidates.
➢Transparency is maintained to ensure the voice resume
enjoys the participation of all panelists consensus based
decisions are reached.
Applications of EIS: