Updates I'd like to share a few recently completed updates: 1. Pipeline Tab While the Referrals tab provides a view into candidate lists assigned to employees, we created a Pipeline tab to view Candidates by Status per Job. The Pipeline tab is the primary place for recruiters to collaborate with Hiring
employee referrals Featured Pillars for Referral Success Here is my take on ways to build a successful Employee Referral Program. Yet another "how to" article on Referral Programs? Yes. And if your organisation or RPO team is struggling to deliver on an existing program or implement a new one, it is probably because you don't have all
Candidate Mapping Here is how Referable defines our role in "Talent Mapping". A "talent map" should include two parts: 1) a list of strengths and weaknesses across the company (usually shown in a 9-box grid, or even a 4-box grid), and 2) a map of where the desired skills and experience can
direct sourcing Referable's Core Value Let's take a quick look at the right and wrong ways to use Referable, and where the core value lies. This post builds on an earlier post: How are people using Referable? Functionality Of course, we should probably start with a quick summary of what Referable does. The application seeks
Customer Success Fail In my last post I explained how Talent Mapping Automation can work from the recruiters perspective. Let's look at what life without it may look like from a Hiring Manager's perspective. Firstly by using the title "customer success" let's just remember that the recruiter is there as a business partner
collaboration The Easy Breezy Kick Off We have just introduced the Pipeline feature so recruiters can walk hiring managers and stakeholders through the Referable candidates. This is the first iteration of this feature and we already have ideas on how to improve it, but it may help illustrate how this works. As we roll it out
Best practices Featured The 1:4 Rule User data from 2022 field trials show clearly that for every 5 candidates that are sent for referral in the app, only 1 of them comes back as "referable". That's 1 in, 4 out. Let's take a look into why we feel Referable has huge potential for in-house or RPO
collaboration Featured Recruiting During a Slowdown We may not be actively hiring, but we can still be planning who to hire for when the time comes.
Best practices When Your Recruiter Leaves... Your Talent IP goes with them. Here are 3 reasons why you should be securing your Talent IP. 1. Lost Productivity When the owner of a recruiting project leaves then more often than not the momentum gets lost and whatever the IP was stored on is forgotten. Forever. What a
collaboration Featured How are people using Referable? Let's take a look at how Referable can help your candidate sourcing activities.
features Where are we at? It's high time we gave people an update on what we are doing and the challenges we have faced to get here. Firstly let's just skip past the whole pandemic conversation. It has affected everyone, everywhere and not just the team at Referable. Tragedy We were making solid progress in
features Recent Feature Updates Some of you are already familiar with Referable, and others not. I've added a number of my 1st degree LinkedIn contacts to our mailing list to share this information privately rather than all over the web. At least while we are in startup phase we want to fly somewhat under
collaboration The (Tug of) War for Talent It is inevitable that the high quality talent you are going after will get an offer from an equally interested party. How can you win the war?
