Eliminating Manual Q&A to Accelerate Deal Flow

by Richard Goodfellow
Account Manager, IntraLinks
POSTED ON April 6, 2010

Richard GoodfellowIn the early stages of our company we ran into a lot of clients that were struggling with putting all of their confidential documents online for transactional due diligence. The Internet was new and there was a lack of understanding and education, no matter how appealing the idea was of making the painstaking process virtual and more seamless. IntraLinks has since established itself as a proven leader in the space — in security, ease of use, and technology. The astonishing aspect of all this however, is running into customers who have standardized on our virtual data room (VDR) but who still manage the Q&A process like it’s 1998. There is a reticence in the community whereby everyone acknowledges the inefficiency of the process but isn’t quite sure how to fix it. I’m going to be running a deep dive webcast on April 7th (in the US) and on April 14th (in the UK) to take people through this functionality in-depth and to give people a chance to ask questions and learn more.

Even though the Q&A process can be completely automated through the IntraLinks platform, old habits die hard. I find that once a customer uses it they never want to go back, but many people aren’t aware of how much easier automating the process can make their lives. Our Q&A is like a better version of your inbox — automatically filtering your emails and forwarding them, with a due-date, to the relevant expert for a response. Additionally, you have the capability of smart filters giving you ease of visibility into where things stand. Instead of looking in every folder to pick up the thread, you can leverage the filters to track the status of different questions and threads in one place.

Control over the process is another aspect customers really like. Given the current process of exchanging emails and spreadsheets, the sell-side struggles with control over when questions are asked, how many are sent at a time, and how often questions are repeated. Instead, you could choose who the question submitters are and you can set the number of questions they can ask while still allowing the buyer group to discuss questions before submitting them. You can run reports to track activity and get intelligence into the questions that buyers are asking. Having insight not only into the number of questions but also the kinds of questions offers up full transparency in the process.

As you move along in the due diligence process, tracking becomes increasingly important for the audit trail. Managing the Q&A within IntraLinks means everything is dated, time stamped, and fully searchable. This means you have the security and reference that all questions on a topic were answered. When you close, this will all be stored on a DVD archive in case you ever need to refer back.

There is a huge misconception that buyers want to maintain the status-quo, but they don’t. For the buy-side, instead of sending 100 questions in a spreadsheet over email, you can ask them in IntraLinks, within the context of the information being reviewed. The faster responses and visibility into your team’s questions and the related answers will further enable the progression of the deal.

Join me on April 7th or April 14th to see IntraLinks Q&A in action, to get your questions answered, and to start moving into the 21st century with your Q&A process. I think once you see how much easier it can be, you’ll leave behind the emails, the spreadsheets, and all the time you used to spend with them. Talk to you soon!

 
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The format of a rmeuse is indeed a problem, but the problem I see is very different from that discussed.a0 What I have seen is that recruiting software that attempts to parse rmeuses which can include photographs, images, a variety of date formats, different ways of presenting job titles and employers, and generous portions of descriptive text often fails to parse it correctly.a0 It makes the task of rmeuse submission onerous, tiresome, and needlessly repetitive.a0 This is especially true considering that the rmeuse itself is never read until midway through the recruiting process.a0 Up to that time, a computer-generated digest of the rmeuse contents is forced through the initial search filter.a0 This means that what the recruiter sees as thea0filtered list is actually a list that the computer has come up with, not a human.a0 Reading the rmeuse as the first order of business is simply not done.Since this is the case,a0I think it would benefit everyone if rmeuses were required to be submitted using XML.a0 A free rmeuse preparation tool could be created that would produce XML-based rmeuses that could be read accurately by every rmeuse engine, and the application programmer's interface ( API ) or software development kit ( SDK ) could be produced by a consortium of recruiting firms and software companies to ensure that it takes into account the needs of recruiters.a0 Job seekers would use the tool to prepare a rmeuse that could be submitted and processed correctly, enabling seekers to move through the application process rapidly.a0 Further benefits to be derived from standardizing the presentation of factual information on rmeuses would be the automatic exclusion of candidates whose qualifications do not match the job or who live outside the geographic area that is acceptable to the employer.a0 Job seekers would be able to identify morea0rapidly those positions that actually match their skills and experience.a0The corollary to standardizing the rmeuse is to standardize the definition of job listings.a0 Job titles within a company can be anything that a company would wish them to be, but when employers intend to compete for talent, there should be a way of comparing apples to apples.a0 What does Product Specalist I really mean?a0 Does it mean a product manager or just someone who answers the telephone?a0 The role of the recruiter should include the requirement of interpreting company jargon into standard vocabulary for purposes of recruitment.a0 He already does that when he does live interviews, and there is no reason that he cannot do it in print.a0 An this finally gets me to the heart of the matter.a0 So often, employers bypass recruiters and simply list their open positions on aa0website, or worse, the form a relationship with a recruiter who takes company text and pastes it into a couple of boxes on a web form.a0a0What results is definitions that are fuzzy, descriptions of work requirements that are often in geek speak, or worst of all, company acronyms that are understood by no one other than those who work at the company already.a0 The reason for the last method is pretty transparent: go through the motions of doing a public search and then hire the person in the company that they intended to hire from the start.a0 Clumsy wording, inaccurate descriptions, search words that are meaningful only to the recruiter but not at all on the top of the job seeker's list of important words,a0etc. make today's method of job placement a contributor to unemployment, not a solution.Some recruiting companies focus on office space that looks like it was lifted from the the Senate Office Building in Washington.a0 Others focus on mean, lean websites that give the impression of a highly efficient operation, and others are just bucket shops where the recruiters are burned out aftera0six months and only make about $30,000 per year.a0 It would be refreshing if the industry would get its act together and start actinga0truly professionally, establish standards for data both from employers and job seekers, and stop being unwitting obfuscators that help the unemployment numbers rise as a result of their current disorganization.

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