LEGAL OPINIONS Curby Ligon Attorney at Law 17304 Preston Ave. #800 Dallas, Texas 75232 Phone: 972-491-7844 Fax: 972-491-7846 August 13, 2003 To Whom It May Concern: As an attorney who practices in the employment field, I am aware of the legal problems that employers encounter with hiring practices. I am very familiar with Candidate Resources, Inc., having worked with this company for 25 years, and I am aware of its products and experience in providing consulting to employers. I am favorably impressed with the web-based Employment Center, which is offered by Candidate Resources, Inc. The Employment Center makes available to the employer an effective hiring process, which avoids legal pitfalls that often confront employers. One pitfall presented involves the threshold issue of what is an applicant. Generally, employers are concerned with having to account for every applicant who sends in a paper application for a particular job. By use of the Employment Center offered by Candidate Resources, job seekers are screened on-line before they actually are categorized as applicants. That factor, in addition to others, enables the users of the Employment Center to hire the best person for a job and to consistently comply with the law. These features make the Employment Center a very attractive product, and I am excited about it's prospective uses. Yours very truly, Curby Ligon General Counsel Mel Scolnick Attorney at Law 305-935-6837 August 13, 2003 LETTER OF RECOMMENDATION To Whom It May Concern: The Employment Center is a mult-functional, web-based human resources systems that encompasses the following positive features: The Employment Center is a computerized human resource business process and system that can dramatically modernized the entire human resource applicant attraction and screening process in any organization, and eliminate the need for resume scanning, eliminate the need for the receipt of resumes by fax, email or paper, eliminate the need for the receipt of and dealing with job applications by faxing, emailing or paper, and also in general, eliminate any need for any resume tracking systems. The Employment Center automatically advertises job openings combined with asking pre-screening questions which can be automatically scored and determine if a particular job seeker is a qualified applicant for the job that is being filed. In addition, the Employment Center can provide for aptitude and behavioral testing, background checking, or tax credit screening or gathering information for EEO and affirmative action related issues and also for extensive information for new employees and current employees. Further, the Employment Center provides administrative functions such as allowing authorized individuals from an employer organization who can access information about a job seeker only through secure codes and are able to compile and run hiring data reports. The web-based Employment Center is a basic approach to handling the entire job candidate attraction and applicant screening process through the web more efficiently. The Employment Center is a computerized human resource business process for pre-screening job seekers and determining a job seeker's qualifications for possible employment that from a time, economy and efficiency standpoint is far superior to known methods and systems. The technology as defined by the Employment Center modifies, enlarges and enhances presently known methods and systems related to the Employment Center and causes these computerized employment sites to be far more efficient, effective, and less time and labor consuming. The Employment Center is a computerized method for screening job seekers and determining whether a job seeker is a qualified applicant for possible employment by an entity, the method being delivered through software and/or the web, comprising the steps of attracting a pool of job seekers to a web site; enabling each job seeker to choose at least one job of interest to the job seeker; pre-screening each job seeker for the job of interest to the job seeker by having each job seeker respond to a series of computerized questions which can be scored; scoring each of the job seeker's answers to the pre-screening questions on the computer to determine if the job seeker has a sufficiently high score to be classified as a qualified applicant for the job; and then obtaining additional information over the computer from job seekers. From a job seekers point of view: (a) the job seeker employs a process that provides general information about the overall organization that has certain jobs available, (b) the job seeker has the ability to choose one or more organizations at which to apply for a job; and (c) the job seeker has the ability to search for jobs at all of an employer's locations, and to apply for the same or different jobs in multiple locations at once. When the job seeker chooses one or more organization(s) which have one or more job openings, the job seeker would be able to read about the organization(s), choose job titles at the organization in which there are job openings, view information about particular jobs the job seeker is interested in, and then choose the option to apply to particular jobs. Each and every item that an organization would want for any job opening that would normally be handled on paper would be completed by the job seeker totally on the web, i.e. paperless. Recruiters, hiring managers or human resource administrators within an organization can enter an administration section of a job opening site in the Employment Center under a specific organization in certain job categories and see what job seekers have applied for certain jobs, or review the entire job seeker database in a particular job category for all the organizations having this job opening. In the Employment Center, all the application data on a job seeker and/or job applicant can be completed in a paperless manner; we have the ability to store any information about the candidate in various categories electronically, retrieve the information whenever the recruiter wants the information, conduct a job search by candidate name or social security number or affirmative action data, and also compile reports from any of the data. The Employment Center provides an entire electronic process of record taking and record keeping that in combination abolishes all the paper, meets Federal and State legal standards and requirements, is a non-discriminatory process for hiring and candidate selection, defines legally who an applicant is for reporting processes, maintains legal record keeping meeting state and federal laws, is tremendously economical and most importantly, helps pick the right person for the job. Cordially, Mel Scolnick Attorney at Law 305-935-6837