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?

How can you make the difference that swings the candidate your way?
How can you make the difference that swings the candidate your way?

Let me share one of the obvious use cases for Referable AI.

Aside from simply narrowing down the field of "all prospects" to "highly probably prospects", the collaboration that Referable enables can make all the difference in competitive bidding situations.

When starting the headhunting process with a candidate, at a single click the recruiter can see which employees in the organization have worked with the candidate and can thereby create an approach plan. That approach plan may mean a simple employee referral when the employee knows the candidate well enough to reach out, or it may involve the recruiter making the approach. It may also involve multi-touch situations over time where multiple employees heat up the candidate to eventually bring them to a formal interview.

You need to have a collaborative approach not only in recruitment, but especially in competitive situations.

In today's environment where funding is so prevalent and hiring for top technology or sales talent is so aggressive, it is inevitable that the high quality person you are going after will concurrently be interviewing with an equally interested party. How can you make the difference that swings the candidate your way?

You need to have a collaborative approach not only in recruitment, but especially in competitive situations. By working with the employees that have the strongest connections to the candidate and tag teaming where required, you can greatly increase your chances of making the hire.

What does it take? Authentic transfer of information. When you stop and think about it, recruitment really is about transferring the right information to the right person, at the right time. Authenticity can come from the recruiter, but more often than not it is best generated from people who already know the candidate - they already have credibility. Collaborate on the approach plan and know what information is required for transfer, and know who will do what.

Consider your most recent executive hire. Almost certainly you tag teamed to close the candidate, but to do that for all mid-career hires as well as executive hires is extraordinarily intensive without an automation like Referable AI.

By providing full visibility into "referable networks", Referable saves recruiters time so they can go for help at the click of a button.

Let us know if you are open to a quick demo!! We are still in stealth mode but actively working with a handful of high profile customers predominantly out of Silicon Valley.