Predictive Talent Selection™ Suite Version 5 Release

Le document explique les principaux enjeux et défis liés à la situation actuelle. Il présente également des solutions potentielles et des recommandations pour un avenir meilleur. Enfin, il souligne l'importance de l'engagement collectif pour surmonter ces obstacles.

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Predictive Talent Selection™ Suite Version 5 Release

Notes de l'éditeur

#2 Thanks and welcome to todays webinar on Chequed.com release of our version 5 Predictive Talent Selection Suite.Many of you on the call today are current clients of Chequed.com who may be using one of the modules we will look at. Some of you are not users and just here to see what’s happening with the latest in HR technology. Either way, we are glad you are taking some time out of your day to join us today.We know most of you have attended webinars in the past and this is sort of like listening how to fasten your seat belt on an airplane now, but let me just quickly hit some administrative stuff first.We want your questions and and want this to be as interactive as possible. Please go ahead and ask those questions as you think of them. Just use the Questions section on your GTM panel on your screen. We will get to as many as possible at the end of the webinar today. But don’t wait until the end to ask them … just type them in as we go.At the end of the webinar you will be asked to complete a very brief survey when you close your GTM panel. Please take a moment and complete that survey as your feedback is really important to us.And remember that you are all on mute. No matter how loud you yell, we wont here you. So, use the question interface.That’s it for the does and donts. Now lets talk about

#3 Here is the problem. When you look at the way most screening processes are actually conducted today, they simply are not very reliable. HR departments do their best to design processes for hiring managers to follow but once these processes make it into the field, it tends to denigrate quickly. And the results is a process that looks something like …1.) A quick review of a bunch of resumes2.) A series of brief phone screenings to determine whether the person sounds like a normal functioning human and knows how to affirm what their resume said they did3.) A bunch of completely unstructured, unprepared interviews with a hiring manager or 2 that focus mostly around hard skills and trying to determine whether they like the person or not, and4.) A phone call to some references, most of which go unreturned. The ones who do return your calls answer some superficial questions and the “reference check” box is checked and offer extended.The core problem is the process is totally linear, focusing on moving a candidate through a series of events, rather than focusing on what is occurring during those events. If you use an assessment today, how much are you leveraging that information to structure a set of interview questions based on the red flags identified during that assessment. How about taking the data gathered from the interview and applying that to the reference check to really target the questions asked of the references based on that information and the info from the assessment as well? The data collected, to the extent that there is value in it, goes unleveraged.Our version 5 release is about making your screening process a living, dynamic series of events designed to fully leverage the data being collected at each step and compounding the effect it has throughout the process. Our IO team calls this “incremental predictability”, but we call it a way to reduce your time to hire while simultaneously increasing your quality of hire. In order to make this possible, we need to focus on the quality of data being collected however.

#4 Many screening processes confuse the number of steps or people involved in making a hire, with the quality of that process. We sometimes think that if we make our process complex and add more eyeballs that we are somehow increasing our odds of success. While there is some truth to this … more people can help and more well designed steps are a good thing, we need to focus on the quality of the data that we are collecting because its not all equal.The reality is that much of the data we are collecting in a screening process, if its unplanned and unstructured, can actually mislead and misguide our decision making. We hear examples of this constantly when someone tells us about their “silver bullet” question or that they only hire candidates from one school or sport. It sounds crazy, but you know its happening everyday in the field.The need to focus on collecting good screening data. And by “good” I mean that it helps to predict job success. Again, if you want an example of bad data, think of what we collect from an assessment that is measuring against an old benchmark or an unstructured interview that is really nothing more than a rambling set of questions on past jobs or the reference check that lacks any candor or job relevance.Chequed.com is about changing the nature of candidate screening by putting clearly and objectively designing the target candidate profile and then measuring with rigor against this profile at each step.

#5 The Chequed.com Predictive Talent Selection Suite is actually a series of 5 distinct screening modules, now fully integrated in a way that has never been done before and creating a breakthrough in predictive capability of the hiring process.We will take a look at the modules individually in just a minute, but let me explain the methodology …At the center is ChequedProfile, a library of over 1100 pre-defined and customizable job benchmarks. If you can name the job, chances are its in there. And each is able to be fit to your company and culture and job specifics. It allows you to really focus on the competencies and traits that are critical for success at your jobs in your company. For larger companies with large amounts of hiring in key positions, our professional services team can also custom build a series of competency profiles as well.Once the ChequedProfile is identified, the first step is the assessment. ChequedFit and ChequedCulture work together, at an early stage in the hiring process to identify both high potential and low potential candidates quickly and without any time wasted. This assessment is made against the ChequedProfile for each individual position.After the assessment is complete and your high potential candidates are identified, ChequedInterview delivers a structured, behavioral based and scorable interview guide to your managers. This ensures consistently and rigor in the interview process and is again targeted directly at that ChequedProfile.Lastly, when you get down to your finalists, ChequedReference, our predictive and automated reference checking technology delivers a high targeted, job relevant reference check driven by the candidate. Essentially, as it is measured against the same underlying ChequedProfile, it delivers a 90 second to 2 minute assessment to a series of references which further validate the data we have collected all along.Now contrast this process to the traditional, more manual process used by most companies with each step as a separate silo. The core principle at work here is a concept called incremental predictability …

#6 Unless you’re an armchair IO psychologist, this may be a new term for you. Incremental predictability really deals with the compounding effect of each step in a process and the impact that it has an the overall predictive capability of the process as a whole. It’s the 1+1=3 thing … by adding complimentary data at each step in the process, we actually get an exponential lift in the ability to predict outcomes. The key is making sure we are collecting good, relevant data. That’s why the version 5 release is so powerful. We reduce the time it takes to screen but also increase the quality of the data being collected at each step because its structured and job relevant.Again, important to contrast this concept to the traditional screening process where each step is a silo, the information collected basically ends at that steps and is not really used again in other steps. Also, the information tends to be unstructured and not particularly job relevant in many cases.So, lets take a look at each step in the process to give you a sense of how this works.

#7 First, its important to understand that we are talking about a series of modules that can be used in an integrated manner. Many clients however choose just one module, like ChequedFit to augment their current process. That’s fine. I bring that up so this doesn’t seem overwhelming here.The first step is to define the ideal hire and we do that with ChequedProfile. We look at those competencies, traits, personality characteristics and culture fit that really drive success in your positions at your company. This is not a generic benchmark, but is focused around each position.To get it deployed is simple …

#8 Our library has over 1100 unique pre-validated ChequedProfiles to choose from. For key positions, our professional services team can custom build profiles. Often our clients have a couple custom profiles built for really critical, high volume type positions and used the library for the rest. Everything is the library can be customized as well. Its pretty simple and fast to get up and running.

#9 Next, we assess using ChequedFit and ChequedCulture. These assessments work together or independently based on client preference. They are designed to be an early indicator of fit against the ChequedProfile to remove low potential candidates and tire-kickers and identify the high potentials very early in the process.

#10 We look at those competencies and traits critical for success as show how the candidate fits against each. It rolls this info into an overall score and provides a series of tools to make it very simple to understand such as an executive summary, business impact questions which as essentially follow up questions, and …

#11 We look at those competencies and traits critical for success as show how the candidate fits against each. It rolls this info into an overall score and provides a series of tools to make it very simple to understand such as an executive summary, business impact questions which as essentially follow up questions, and …

#12 Coaching and onboarding suggestions to understand how to get your new hire up and running as fast and effectively as possible. Again, the actual placement of the assessment is up to you but most of our clients tend to use it very early in the screening process, typically pre-phone screen.

#13 We look at those competencies and traits critical for success as show how the candidate fits against each. It rolls this info into an overall score and provides a series of tools to make it very simple to understand such as an executive summary, business impact questions which as essentially follow up questions, and …

#14 Once the assessment is complete and the high potentials are identified, ChequedInterview makes the previously difficult and unscalable, scalable and easy. We heard from so many of our clients that they were spending a ton of time and money on interviewing training for the managers in all the latest techniques, but managers were still going into interviews unprepared and not really putting the training into action.CI is designed to fix that problem but taking the assessment results and building a structured, behavioral interview specifically focused on those competencies and traits conducive to success from the ChequedProfile.

#15 A hiring manager just needs to ask the question and used the answer matrix to identify how to score the answer provided. Its that simple. Totally job relevant so your legal risk goes down and high focused so the quality of the interviews goes up.

#16 Now that you have identified your finalists, our first-of-its kind predictive reference checking technology called ChequedReference comes into play. If your not familiar with automated reference checking technology, it takes the traditional phone based interview process and turns it on its head.Version 5 takes builds on our previous versions and brings this new area of candidate selection to a whole new level. The candidate drives the process and adds their references. We typically recommend requesting a minimum of 5 but the actual minimum is up to you. Once the references are added, a request goes from the candidate to the reference. The reference completes a 90 second to 2 minute assessment focused on the same type of ChequedProfile used throughout the rest of the system. This means the results are predictive of job success.

#17 The outcome is a detailed reference report which compiles the data gathered from the reference. This report clearly shows the candidates strengths and weaknesses against the ChequedProfile, an executive summary, follow up questions, and other information focused on helping you and your managers make a better hiring decision.

#18 You can see what each reference said about the candidate and their fit to the job and the company. We show you this in the aggregate as an overall score and for each competency to give you a more granular view of the candidate.

#19 You can see each question asked of the references specifically, both from the assessment questions that we deliver and any questions that you would like to write as well.

#20 We also look for critical rehire information and dig into the likelihood a past manager would rehire this candidate at a past position.

#21 And we look at validity information to make sure that the references completing are who they claimed to be and that the reference check is legitimate.While we are talking about completion rates, an average of 80% of references complete within about 24 hours. The final report is generated once the minimum number of references are meet. All this for the total time spent by HR or a manager of about 30 seconds to invite the candidate.

#22 So, those are the main modules, but version 5 also extends beyond to really identify how the system and your screening process are performing.

#23 To do this, we look at a metric that we are developing called Return of Hire. This really seeks to measure the overall quality of hire in that timeframe that is most effected by the screening process, the first 90 days to 1 year, depending on the position.

#24 To measure RoH, we work with our clients to collect actual job performance data. In the early stage, before performance data is being collected, we can deliver a series of automated surveys to the hiring manager focused on the likelihood of rehire. We are looking for simple and consistent measures because the goal here is to make sure this process and especially the ChequedProfiles stay dynamic. As your company changes, so do the competencies required for the success of your people. By collecting and analyzing performance and rehire information, we can make sure your selection data is as dynamic as your company.

#25 Through our analytics module, you have real time access to what is happening across the platform and as a result, your screening process. You can view score distributions across various components of your screening process like the ChequedFit, ChequedInterview and ChequedReference.

#26 You can also see how candidate completion rates and reference completion rates to make sure the process is working efficiently.

#27 All of those analytics and the performance data getting collected are used to constantly optimize the selection process and make sure that the ChequedProfiles you are using reflect the real-world in your company so you can keep raising the bar on the level of hires you are making.

#28 That’s how we are redefining candidate selection, but there is one last thing and that is the impact of your recruitment brand and talent sourcing. The reality is that selecting better talent, faster and easier has an impact on the type of candidates you can attract to your company. We hear all the time the positive comments on the system, not only from clients but candidates and references as well! Its just a far better recruitment experience than candidates are used to and it impacts your sourcing.

#29 Our ChequedSourcing module is the first component of this. It ties directly into our CR module.Ask most recruiters what the top source of candidate pipeline is and many will tell you references. Think about this for a second. If you hiring a sales rep and ask a current candidate for references, who do you think they typically provide? Other sales reps, sales mgrs., sales support people, right? Well, we ask those references if they would like to be considered for career oppts at your organization. If they say yes, which over 70% do on average, they are added to your ChequedSourcing database and fully indexed with their profile information and a linkedin integration. It searchable and can be exported or integrated into a third party ATS.

#30 The impact of the recruitment brand is also evidenced again in CR with a fully customizable thank you screen. Once the reference completes, they can be delivered a robust thank you screen with your recruitment information, videos, feeds and anything else you would like to be displayed to drive those candidates back to your company and have them apply. Its all part of the system and is designed to leverage your screening process to continually feed your talent pipeline seamlessly.

#31 So that’s what the version 5 release of Chequed.com is all about. ChequedFit, ChequedInterview and ChequedReference being delivered as either a standalone or a fully integrated selection suite to raise your expectations of what hiring can be. The tradeoff between time to hire and quality of hire is gone. You can have both.

#32 And that’s why many of the worlds leading brands rely on Chequed.com to improve their hiring processes.

#33 A few examples include: Asurea Insurance services who saw 188% increase in first year sales revenue after implementing Chequed.com. Aspen Dental who reinvented their hiring process with Chequed.com. The case study on our website tells you how they increased applicant flow, greatly reduced turnover, and increased customer satisfaction with Chequed.com. The Learning Care group is another great example. Better known as Child Time, Tutor Time, or La Pettite Academy this company operates 1,100 pre-schools in 38 states. ChequedReference helped them reduce time spent reference checking by 90% and built a database of over 2,000 qualified teachers in the communities they serve in under 8 months.

#34 As I mentioned, it can be used per module or as an integrated suite. You can choose one module and then add more as you go as well. Our pricing however is always unlimited use so you can use it with as many candidates as you want. Its also able to be integrated into most applicant tracking systems

#35 So if you are interested and taking a full tour of the system and considering it for your company, simply click YES when asked on the survey whether you are interested in more information. A member of our sales team will connect with you can get it scheduled. Or you can also call or email us at the information on the screen.Either way, we hope to continue the conversation. Now, lets get to some questions.

#36 First a little bit about how it works. In terms of workflow, ChequedReference couldn’t be easier…The company invites the candidate by email to begin the reference checking process. The candidate completes a simple registration and adds a group of references, ideally aminimum of 5.Reference providers then receive an automated email from the candidate, enter the system and complete a very brief (typically under 3 minute) predictive reference check.Once the 3rd reference has completed, the company is alerted by email that the report is ready to be viewed.The net result is typically an 80% reference completion rate with a 90% company time savings—all with only 2 minutes of effort from the hiring manager. But most importantly, substantially reduced turnover and a much lower risk of a bad hire.

#37 The reference completes the reference assessment about the candidate. The questions are structured, job relevant, assessment type questions which relate to an underlying benchmark selected specifically for this position and company. The questionaire takes roughly 2-3 minutes to complete.

#38 Key Value Points:1.) Easy to use interface2.) Unlimited number of positions and candidatesSimilar to the positions tab, you can see all of your candidates listed and sort them by any criteria such as score or status. Also similar to the positions tab, you can have an unlimited number of candidates go through the system.Once clients start to experience the predictive power of the tool in terms of quality of hire, many want to begin using ChequedReference at an earlier stage in the screening process … immediately post interview for example. We want to encourage clients to use the system more rather than less and our unlimited use pricing model allows for this flexibility.TRANSITION ---Now that we have seen the ease of use and understand the benefit of the unlimited use pricing model, lets take a look at the most important component of the system, the final candidate report, to see the predictive power of ChequedReference and how it drives not only automation into the reference checking process, but helps you dramatically increase your quality of hire and ultimately your business result

#39 KEY VALUE POINTS ---1.) Underlying behavioral science drives predictive capability and quality of hire which leads to business results2.) No interpretation required for the hiring manager … easy to use and understandAs we start to take a look at the ChequedReference report, lets get a quick level set of what’s occurred to this point. The hiring manager or HR has invited a candidate simply by inputting first name, last name and email address or the ATS did this automatically through a simple integration. The candidate invited their references through an email template built into the system. The minimum number of references, which can be set per position by the client, have completed and the report has generated instantly.Let’s take just a minute to review the basis of scoring for this report as this is a critical differentiator of ChequedReference.We score a candidate on a 1-5 Chequeprotocal. Five cheques represents the highest potential and one is the lowest. These cheques are given based on the answers provided by the references to a series of structured, behavioral science based questions. You saw an example of these when we were looking at the reference provider interface. These questions fit within a series of competencies that are the core predictors of success in a given position. Each competency has a specific weight and scoring range that is ideal for fit to the job. When combined this set of competencies, weights and scoring ranges represent the benchmark or profile. While this can all sound sciency and complicated, its actually very easy. ChequedReference comes pre-loaded with hundreds of pre-built and pre-validated benchmarks for just about any conceivable job. So, to set up a new position, you would simply select the most relevant job description and the benchmark will load automatically. Of course, our services team can always help you modify or even custom build benchmarks if desired.DOES THIS MAKE SENSE? DO YOU HAVE ANY QUESTIONS ABOUT THE BENCHMARK?

#40 So now that we understand how ChequedReference predicts a candidates success in the job through behavioral science, lets focus around the utility of the technology a bit.You see Marissa, our candidate, scored 4.5 out of 5 cheques. She is clearly a strong candidate. In addition to the overall score, you can view each competency and see a score for each. This gives you a much more granular view of Marissa’s strengths and weaknesses. Of course you can also print or share this report with others involved in the hiring process. As always, our support team is always available to answers any questions that may crop up.TRANSITION –While this view of the overall score and competencies provide a good overview of the candidate fit based on the reference information, the View All Traits screen gives a more detailed look into how the references rated the candidate individually.

#41 KEY VALUE POINTS ---1.) Detailed look at scoring patterns helps identify trouble areas2.) Optional self-assessment provides a candidate vs. reference view of strengths and weaknessesWe discussed a benchmark and how it is created based on a set of traits, a weighting for those traits and a scoring range. You can see the benchmark indicated as the gray bar for each trait. That is the area in which you want references to place a candidate. Of course, references arent actually asked to place a candidate on each range, but answer a set of structured assessment type questions that relate to these traits.The blue triangles show how each reference scored the candidate. This view once again shows the option for confidentiality enabled. A scoring key would be visible if confidentiality was disabled.The orange triangle is another configuration option which asks a candidate to complete the same reference assessment as the references completed. Many clients find this comparative information very helpful in understanding how a candidate views their own fit to the job and company.TRANSITION ---If you don’t want to go to this level of depth of analysis, you don’t have to. Our Executive Summary rolls it all up into a quick narrative

#42 KEY VALUE POINTS ---1.) No interpretation necessary2.) Analysis of how a candidates score will affect their performanceThe narrative takes the need for interpretation out of the hands of the user and lets the technology do the work. Our science crunches the data on the report and gives you an overview of how the candidates scores on each competency will affect their job performance. This is critical information for any hiring manager to have both pre and post offer.The executive summary is unique to Chequed.com you won’t find anything else like it on the market. TRANSITION ---ChequedReference was built to be actionable and help a manager make consistently better hiring decisions. The Business Impact Questions drive this quality of hire functionality home.

#43 KEY VALUE POINTS ---1.) Enable follow up to candidates AND references2.) Written to focus on any trouble points We call them Business Impact Questions for two reasons: (1.) they can be used to follow up with both references and candidates if you have concerns, and (2.) They are written specifically to the traits that we know are consistent with success in any given position. This drives much more effective and structured interviews and follow up diligence. Basically they enable you to drive rigor into the final stages of the hiring decision. As we said, the system is not only about automation, but most importantly predicting better hires. This is a clear example of the value that can be driven. Take a moment, after seeing this type of functionality, and compare it to the traditional, phone based reference check. It’s a pretty stunning difference.TRANSITION ---While the behavioral science like you have just seen is critical, automating is helpful too. Our custom questions are a good example of this automation.

#44 KEY VALUE POINTS –1.) Easy but powerful configuration options allow the system to function based on client desires2.) The science tells part of the story, the custom questions tell the restWe just discussed the power of the predictive science, but of course there are questions that you would like to ask of each reference that may be more skill related or just information that you or your hiring managers find critical.Another big differentiator for ChequedReference is the adaptibility around your business needs and goals. We built ChequedReference to adopt to your workflow, not force you to fit ours. There are many points in which ChequedReference can be easily configured, and this is a great example. For any position, you may write your own questions for a reference provider to answer in addition to the assessment type questions that we saw previously. These custom questions are written by you within the system when you create a position and can really be anything you wish to ask.We discussed earlier the optional confidentiality provided to references. Incidentally this is another example of that configurability. This screen shows the references with confidentiality turned on. If this option were disabled, you would see the reference names associated with their answers.TRANSITION ---In addition to writing your own custom questions, there is information that we know all hiring managers or HR want to have about a candidate. Whether a past employer would rehire them ranks at the top of that list.

#45 KEY VALUE POINTS –1.) Easy to understand Hire/Rehire predictor provides critical information all managers want to knowOur Hire/Rehire Score is an easy way to see if past colleagues would want to work with this person again. The references are asked if they would rehire this person. They answer on a range from Definitely Not to Definitely or select N/A. They are also prompted to provide open ended comments as to why or why not. The system then rolls this up into a hire/rehire score. TRANSITION --- The system is really about both saving wasted time and energy on ineffective reference checks and predicting a better quality of hire. Following on the time savings theme, we have heard from many clients that they would like to get some form of employment verification from the references. The preliminary employment verification does exactly this.

#46 KEY VALUE DRIVERS –1.) Save time and wasted steps by verifying employment with the reference check2.) Spots inconsistencies in candidate informationWe ask candidates when loading a reference if this person can verify their work history. If they can, the reference is served a set of standard verification questions regarding dates of employment, salary information and eligibility for rehire. This verification saves a step that many clients have told us is invaluable.TRANSITION ---We have learned a lot about what our references have to say about candidates. It kind of begs the question, who are these references anyway.

#47 KEY VALUE POINTS ---1.) First view of sourcing through data collected and linkedinThe reference info and comments section provides some background on the completed references and any open-ended comments left by either the reference or the candidate about that reference.ChequedReference delivers three things to the reference checking process, 1.) Automation, 2.) Prediction and 3.) LeverageWhile this screen is fairly self-explanatory, its important to point out that you are actually getting your first glimpse into the third component, leverage. When we say leverage, we mean that the data being collected within the system has power. Both analytical power but also recruiting power. Its not surprise that one of the top sources of talent reported by top recruiters are references. References can be an excellent source for your talent pipeline if you can compile and harness the data. I’m going to get back to this shortly in our sourcing tab but I mention it now because we get a sense of the type of information being collected from references and how we give a simple means to connect directly to these references through our LinkedIn integration.Oftentimes we see that the open ended, subjective comments are in conflict with the data driven, objective scoring. Just like in traditional references, people are quick to SAY glowing things but when it comes to scoring the same individual on competency based questions the truth comes out. TRANSITION ---After seeing who the references are, the skeptics in the crowd often ask how do we know they are real. This is the internet afterall, right? The Chequed Quality Indicator gives you exactly this comfort

#48 Key Value Points ---1.) Ensures that references are legitimateChequedReference is constantly on the look out for faking. We run many different, proprietary algorithms within the technology to understand the patterns of fraudulent use of the system and flag this behavior. We are looking for behaviors that are consistent with the completion of a reference by someone other than who has been stated.While the Chequed Quality Indicator should never be used as a foolproof screen, we recommend verifying a reference with a phone call when the score falls below 75%. There may be perfectly legitimate reasons for a low score, but the indicator serves as an easy way to know whether some follow up is in orderTRANSITION ---So that is the candidate report. Clearly automating the reference checking process but more importantly driving significant predictive quality of hire information into the process as well. This adds huge value to an area of candidate screening in an area that has not traditionally been regarded as the best indicator of success.Now let’s look at how we can leverage the data getting collected.

#49 Key Value Points ---1.) Ensures that references are legitimateChequedReference is constantly on the look out for faking. We run many different, proprietary algorithms within the technology to understand the patterns of fraudulent use of the system and flag this behavior. We are looking for behaviors that are consistent with the completion of a reference by someone other than who has been stated.While the Chequed Quality Indicator should never be used as a foolproof screen, we recommend verifying a reference with a phone call when the score falls below 75%. There may be perfectly legitimate reasons for a low score, but the indicator serves as an easy way to know whether some follow up is in orderTRANSITION ---So that is the candidate report. Clearly automating the reference checking process but more importantly driving significant predictive quality of hire information into the process as well. This adds huge value to an area of candidate screening in an area that has not traditionally been regarded as the best indicator of success.Now let’s look at how we can leverage the data getting collected.

#50 KEY VALUE DRIVERS ---1.) Important information on system performance and effectivenessThe analytics tab provides a view of the data within the system in a number of helpful areas. It can tell you how many candidates and references are in the system at each stage and it can tell you how much talent you have added to your pipeline through the Sourcing tab which will be get to in a minute.The analytics tab also tells you how your benchmarks are performing by showing you a scoring curve. This gives you assurance that the benchmarks are performing and effectively identifying top and low potential candidates.Our services team can help customize the analytics in any way that meets your business requirements so this is just a sample of the type of information provided.TRANSITION ---To further reinforce how you can leverage the data within the system, the Sourcing tab provides a great view of the added value of the technology.

#51 KEY VALUE DRIVERS –1.) Identify passive candidates can hard to fill jobs who have a connection to your companyAsk any good recruiter for the best source of talent and you will likely hear references. Top candidates tend to have other top performers as references. These are people who now have a nexus to your company and have interacted with it previously.You can conduct a simple search within the system based on geography, job category or just about any other factor. Results populate immediately and are integrated into LinkedIn or downloadable onto Excel or into any ATS or CRMThe Sourcing tab takes the demographic and employment information provided by both the candidate and reference and compiles it into an indexed and searchable format that enables your recruiters or hiring managers to identify passive candidates for any given position.Many of our clients have thousands of references within the system that can be searched for their hiring needs. We talked earlier about Learning Care Group with over 1100 early childhood education centers in the U.S. They used the Sourcing tab to see what references may be in the system from a passive candidate perspective. Earlier this year, they had 2 openings in the same school in Houston, Texas. They did a search in our database of teachers in that zip code and were able to find 85 references that fit that criteria. They were able to reach out to this passive candidate pool and in record time was able to fill this position with NO incremental recruiting cost. This capability within ChequedReference is extremely valuable.

#52 The last thing a reference provider sees is a customized thank you page from your company. This page is a great opportunity for you to provide a message to a great pool of candidates. After all, as reference providers they have first hand knowledge of a colleague that wants to work for you and they almost certainly have industry relevant experience. They are your best source of future talent. And, unlike some less sophisticated services on the market the only brand message your candidate sees is yours, not ours.

#53 Easy, adaptive, predictive

Predictive Talent Selection™ Suite Version 5 Release

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Predictive Talent Selection™ Suite Version 5 Release

Notes de l'éditeur