The Easy Breezy Kick Off

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 we look forward to user feedback.

The point of it all is to take you - the recruiter - from spending your day lost in mind-numbing Long Lists, straight to the Short List where the fun begins.

Easy Breezy Kick Off

As a recruiter, imagine arriving at your requisition kick off meeting with a pre-qualified shortlist of candidates that have already been recommended by the team as suitable for the role. Well, you can!

Perhaps that meeting starts like this. "Good morning! Here are 20 pre-qualified prospects and these are your team members who recommended them. Let's work as a team and get this done!"

Compared to some of what I have seen in the real world, this should bring instant credibility for any recruiter in the eyes of their stakeholder.

A Guide for Action

Even if the recruiter hasn't completed their talent map, they can still show real value. Imagine if you could show the hiring manager high potential candidates they have within their own Referable Network. "By the way, I found a bunch of people you used to work with that look good - let me share them with you for a quick review."

A Team Game

Imagine if you could show the hiring manager high potential candidates from each of their team members like the example above. The hiring manager could nudge team members to bring in the candidates as referrals, or to guide the recruiter with recommendations. Rejections are also valid as they can save the recruiter valuable time. "If you could give your people a reminder to provide feedback we can get started. It only takes them a few seconds, literally, and you get your candidates."

It's a team game, and we've seen that recruiters can save up to 80% of their sourcing time by using this method and that time can then be focused on engagement and collaboration around those high potential candidates.

The Fun Part of Recruiting

I know from my time as a hands-on recruiter I really enjoyed that part of the work. The ability to go out and get to know awesome people was probably the #1 most rewarding part of the job for me, as I expect it is for most recruiters. It sure beats sourcing at the wide end of the funnel all day.

Using the Pipeline Feature

Below is a redacted image of a job in a sample pipeline. For the job selected (Senior Customer Success Manager) there are 13 recommendations, including 4 that are being engaged as Employee Referrals and 9 that are Recommended by employees (multiple in some cases) for the recruiter to pursue.

The recruiter can go back to the Referrals tab to check for more detail on each candidate, manually change a Status based on new information, or just open up the Notes on the candidate to review Comments or Notes made during the process (including time stamps on who provided what information).

Candidates of high immediate priority can be favourited to present at the top of the list. While as yet (because we only just added this status a day ago), there is no-one who has been Moved to ATS, this status is reserved as a point of closure where the recruiter will parse the data into the ATS to pursue as a fully fledged Candidate rather than a Prospect.  

The point of it all is to take you - the recruiter - from spending your day lost in mind-numbing Long Lists, straight to the Short List where the fun begins. It is very simple and if you are an in-house or RPO recruiter, we are happy to show you how you too can benefit from talent mapping automation.

For our users, we look forward to optimising this feature so you get the best from it.

Let us know if you want more info: hello(at)referable.ai