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This tool has solely been researched by the WilsonHCG Innovation team.

Summary

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Today, the very best candidates on the market are being approached cold about new roles and opportunities. Candidate.ID knows that this approach rarely works. In the Age of the Candidate, it is vital to build relationships with the highly coveted 8s, 9s and 10s before attempting to engage them in a hiring conversation.

Candidate.ID’s Talent Pipeline Platform provides one central, unified SaaS solution that manages and optimises every tactic used to find, attract, engage and nurture candidates.

Featuring candidate nurturing and scoring, email marketing, ATS and CRM integration and closed-loop, real-time reporting tools, Candidate.ID aligns the efforts of recruitment marketing and talent acquisition teams, saving time-to-hire and increasing quality-of-hire. Candidate.ID’s unique scoring algorithm identifies with laser focus, exactly which candidates within your talent pipeline are ready for a hiring conversation. This is the difference between net fishing and spearfishing.

Based in the UK but serving multinational corporations, fast growing SME’s and recruitment agencies worldwide, Candidate.ID is the brainchild of talent acquisition and B2B demand generation experts.

Product Summary

FEATURES

Discover the wide range of features available with Candidate.ID.

Talent Pipelining

Candidate.ID enables you Talent Pipelining

Candidate.ID enables you to recruit strategically by building and nurturing defined talent pools to stay ahead of business demand.

Our unique IDScore accurately measures a candidate’s desire to work for an organisation in real time, enabling recruiters to cut cost and time to a higher quality shortlist.

• ‘Freshen Up’ stale candidate data from the ATS/CRM and update with all the current details – filling in missing details – to make everything old new again.

• Increase pipeline visibility: Understand each candidate’s stage of interest for a deeper insight into pipeline health and track which sources consistently produce the best quality candidates.

• Detailed candidate behaviour tracking and multi-dimensional scoring identify which candidates are becoming interested in new opportunities (including the hard-to-reach candidates everyone wants to talk to).

• Dramatically improve the front-end of your recruiting process for open and future roles with talent pipelines segmented for a targeted engagement based on role, seniority and diversity, or filter candidates by their activity and level of engagement.

• Detailed candidate behaviour tracking and multi-dimensional scoring identify which candidates are becoming interested in new opportunities (including the hard-to-reach candidates everyone wants to talk to)

Candidate Engagement

Candidate.ID gives you all the tools to get high quality passive talent aware of your organisation, engaged and considering your jobs when they’re ready to make a career change.

• ‘Freshen Up’ stale candidate data from the ATS/CRM and fill in missing details to make everything old new again.

• Combine segmentation, personalisation and nurture marketing to improve response rates and increase applications.

• Send targeted communication to candidates based on their stage of interest and skills to keep them engaged.

• Understand in real-time candidate which candidates are becoming interested in new opportunities so your team can contact them ahead of competition.

Seamless Hiring Funnels

Accelerate productivity and keep candidates moving through your hiring process with automated workflows, alerts, trigger emails, or create new actions whenever a candidate’s status changes. Make Candidate.ID your central hub for all your candidate data.

• ‘Freshen Up’ stale candidate data from the ATS/CRM and update with all the current details – filling in missing details – to make everything old new again.

• Permissions and Data Governance: Ensure data integrity, remove duplication and enforce robust processes across your teams. Setup user access permissions, admin controlled fields, requirements and global tags to keep data clean.

• Candidate Search: Fast, index-based search experience. Building candidate lists based on tags, skills, location, work or educational background, or stage of interest.

Automation

Let Candidate.ID do the heavy lifting by automatically nurturing candidates and identifying those most interested in opportunities.

• Build your perfect customised candidate journeys across their entire decision cycle with intelligent automation and triggers.

• Meet your hiring pipeline needs with short, mid and long-term engagement strategies that are based on specific candidate behaviour to make campaigns live and dynamic.

• Automatically trigger emails to engage new prospects or reduce application drop-off’s.

• Engage candidates with content based on their stage of interest, personalised with CRM data to improve pipeline conversion.

Employer Branding

Maximise your investment in employer branding by using Candidate.ID to promote your EVP to your target candidates based on their stage of interest.

• Social Reach – Boost the exposure by posting landing pages and job openings on social media. Track visits and registrations with built-in campaign analytics.

• Establish pipelines of relevant candidates using branded landing pages, custom content and email templates, all highly configurable and mobile optimised

• Use segmentation and personalisation to more effectively promote your unique EVP at every stage of the candidate journey and improve pipeline conversion.

• Use the library of fully branded and customisable email templates to standardise messaging and control your employer brand communication.

Candidate Experience

Candidate.ID enables you to maximise the personalised experience for every candidate by customising your perfect candidate journey throughout their decision cycle.

• Add anonymous, unsolicited feedback links to your emails to evaluate recruiter performance and candidate happiness.

• Engage candidates with content based on their stage of interest, personalised with CRM data to improve their experience (and pipeline conversion).

• Use custom surveys and feedback management to measure candidate experience at each stage of your hiring process.

• ‘Freshen Up’ any stale candidate data from the ATS/CRM to make sure all the important personal details are correct.

ROI Reporting

Use Candidate.ID to get the real impact of your recruitment and tie each successful candidate back to its original source with closed-loop reporting..

• Slice and dice talent pipelines based on a combination of landing page metrics, email response rates, tags from ads.

• Prioritise the most engaged candidates – detailed candidate behaviour tracking and multi-dimensional scoring identify which candidates are becoming interested in new opportunities.

• Track communication effectiveness with real time analytics on clicks, opens, replies, engagement with content, website and landing page visits.

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Find out more about the services available as part of Candidate .ID.Candidate Sourcing

Traditional sourcing processes are now defunct: hiring is no longer simple job adverts, followed by an influx of applicants that are stored in an ATS. Talent acquisition leaders must become brave explorers, searching for the very best talent.

There exists an abundance of opportunities, channels and online portals from which recruiters can directly source high-quality, passive candidates…

• Yield the power of online professional networks! Platforms such as LinkedIn have made it increasingly easy for recruiters to source the most passive candidates on the market. Using advanced search facilities, recruiters are able to connect with candidates and track their online activity. Delve into online networks and start connecting and engaging with a vast array of talent from across the globe. Last year, 81% of top recruiters used LinkedIn as their main means of talent sourcing.

• Proactive Industry Scanning. Adopt a proactive approach to sourcing and seek out the highest quality candidates causing a stir within the industry. Be aware of trends within the industry and the key players driving them. Zero-in on top talent and use traditional means or existing networks to connect with then and initiate engagement.

• Network, Network, Network! Never underestimate the value of old fashioned ‘mingling’. Attend industry conferences and professional events to engage with high quality, passive talent. It is essential to spend time getting to know potential candidates on a personal level before attempting to initiate a hiring conversation. Direct interaction with potential candidates is an effective means of sourcing and can prove to be an invaluable means of engaging the highest quality candidates.

Content DeveleopmentDevelopment

As the war on talent wages, creating and distributing engaging content that is relevant and resonates with the modern day candidate is imperative.

Excellent blog posts, spellbinding multimedia and well written emails are all an excellent way to reach out to new candidates.

• Candidate profile analysis and online activity tracking.

   An

   An organisation must have a clear understanding of what content will most interest the high quality candidates within their talent pipeline. Extensive data analysis of candidate profiles and tracking of online activity will provide insight into what content they are regularly digesting and through which channels. Following this an organisation must then effectively distribute content via the most candidate friendly channels. It is essential to keep in mind that candidates are now absorbing content almost constantly, on the go, via mobile devices. Therefore, all content must be easily accessible across a wide variety of devices and platforms to ensure it reaches the desired audience.

• Consistency.

   Another

   Another key thing to remember about sending content to potential candidates is the importance of consistency. Timing and planning is something that even full-time content marketers have proven to be weak at, with only 37% working from a long term strategy. Hiring teams can do better in this regard, with a timetable to create and promote consistent material in order to build an expectant audience.

Database Building

It is essential to develop a database of talent. Sustainable talent pipelines are the most effective means of storing, engaging and nurturing high-quality talent, to deepen relationships and drive potential candidates from a stage of engagement to application.

• One centralised master talent pipeline. To build a sustainable talent pipeline, candidates must first be sourced. CandidateID’s Talent Talent Pipelining Platform will ensure that all candidates sourced via recruitment marketing, direct means and the ATS or CRM are integrated into one centralised master talent pipeline. It must then be effectively managed to ensure a thriving and sustainable talent pipeline is maintained. There is no set rule determining the life-time of candidates within the pool but an organisation must remain vigilant, removing candidates when they are no longer fit for hire. CandidateID will automate these processes, updating candidate profiles and removing ‘stale’ talent when necessary.

• Crucial micro-segmentation. Talent pipelines must also be micro-segmented to allow the organisation to more effectively engage and nurture the talent within it. This micro segmentation is crucial as it focuses on the pivotal positions within an organisation but does not disregard the remaining workforce. The 80/20 rule applies as it is estimated that 80% of success derives from 20% of quality candidates within the talent pool. Therefore, a lack of talent segmentation can result in organisations investing too much in potential candidates that important but not pivotal to overall organisational success. Organisations must ensure that they identify precisely the pivotal talent positions and subsequently develop a definitive talent group to filter directly into these positions. Building and maintaining a database of talent is effective in reducing time to hire, cost per hire whilst also minimising business disruption and ensuring an extremely high quality hire every time.

Nurture Campaigns

Automated nurture campaigns can be developed to provide a continuous flow of high quality content to talent within the pipeline. Candidate.ID ensures that all campaigns are highly personalised and laser focused to contain only content that is guaranteed to be of interest to the candidate.

• A process of awareness and education.

   To

   To effectively nurture the relationships with candidates, campaigns should not be sent with the sole intention of initiating a hiring conversation. The process of nurturing involves first the process of awareness and education. Nurture campaigns should be an extension of your organisation and all landing pages and material distributed provides a further opportunity to promote the employer brand. The content included in nurture campaigns should accurately reflect the evolution of the potential candidate from a stage of awareness to application.

• Real-time reporting tools.

   As

   As the relationship develops, the campaign should progress to include more career specific content. With CandidateID’s real-time reporting tools, campaigns can be analysed at any stage to assess their overall success. The organisation then has the ability to identify exactly what works best for specific candidates and campaigns can be altered to incorporate these findings. In the initial stage, CandidateID will plan, develop and set-up all nurture campaigns. As the organisation grows in confidence with the Talent Pipelining Platform, the recruitment team can start to develop and plan all nurture campaigns in house.

Social Media For Recruitment

Social media is an effective means of sourcing and engaging potential high-quality candidates. Recruiters need to proactively manage these social sites to develop an active, positive presence where the majority of their target audience are active.

• Simultaneous communication to different social channels. An active presence on a range of channels allows companies to build their employer brand into something impressive, showcasing the culture and attitude of their workplace, as well as demonstrating a genuine engagement with new, interested candidates. CandidateID’s Talent Pipelining Platform allows hiring teams to post simultaneously to different social channels for regular posts and engagement

  . By automating this process, the hiring team have more time to reply to comments in a personable manner and to research brand new leads.

  . By automating this process, the hiring team have more time to reply to comments in a personable manner and to research brand new leads.

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Technology Demo Notes

1.24.2018 Call Notes

• • Angelina Playter & Crystal Kardys

• • • Allows employers to distribute content to candidates in data base and tracks responses and gives a score to the individual based on actions

    • 50-60% reduction in time to shortlist

    • Has been in the market for 1 year (as of 1.24.18)

    • • Started working with RPOs in September/October 2017

    • Accenture, Thermal Fisher

    • According to one of Candidate ID’s clients, 70% of hires are in database found through referral, applicants, previously contacted candidates

    • Look at candidate interest

    • • Then look at fit for the position

    • Marketing automation technology created for recruitment

    • Through the use of cookies, the system can track not only if the individual opened an email but what they did after (Ex. looking at the company's website, Facebook page, etc.)

    • • Distribute content to candidate database, tracks activity, automatically scores individual based on activity

    • Benefits:

      • Candidate ID begins to understand which content certain people like

    • • Reduction in time to shortlist by 50-60%; Reducing time to hire

      • Understanding of which channels, subjects, etc candidates are interested in, recruitment marketing will be better

    • Company History:

      • Accenture, Mondelez, SpecSavers, 4 RPO customers as of September 2017

      • • 1 RPO 6-wk Trial was a cost of 15,000 pounds; 150,000 pounds generated

    • • Market tested in 2015

      • Soft launch in 2016

      • Developed customer based in 2017

    • Tracking of interactions to gather insight on the candidate’s “digital footprint”

    • • Cookies

      • IP Recognition

      • Fingerprint - ability to track across browsers

    • Best uses include being used by a sourcing team or a recruitment marketing team

    • If sourcing team, the team would need to set up their ATS to create pools of candidates based on functionality

  • Open API - can integrate with any tool

  • What is your organization doing in preparation for GDPR?

  • • Didn't get a straight answer here only that the company was "on the verge of being the only marketing type tool to be fully GDPR compliant"

  • With other RPOs - do they put Candidate ID in their ATS or into their clients' ATS'

  • • Both but it sounds like it is mostly under the clients ATS'

  • Technology does not seem to be market ready; or the demo did not convey that message

Strengths:

• • Gathers insight on the candidate’s “digital footprint”

  • Understanding of which channels candidates are interested in, recruitment marketing will be better

  • Marketing automation technology created for recruitment

Opportunities:

• • Tool does not seem to be market ready

  • Pending GDPR compliance

Call Notes 3.27.2019

• Demo Completed By: Brittanie Keyser

• Demo Requested By: Craig Sweeney

Introduction:

• The company has been around for 2.5 years

• The creators came from marketing automation and recruiting/drip marketing.

• Company was created because they saw a gap in the market for building and maintaining long term relationships with candidates i.e. Managing a pipeline.

Idea Behind Product:

• The creators wanted to create a system in which hot, warm, and cold candidates were easily identified taking out all of the guesswork for recruiters and companies.

• Ability to provide automated content for engagement campaigns

• They wanted to have different levels and layers to the program. (Per click views,reporting, campaigns etc.)

Key Outcomes of the Product:

• Recruiters and companies have a first look at talent to identify people before the competition and before they are on the market.

• They follow snail trails across all digital assess to monitor candidate activity to assess if they are looking for opportunities or not.

• Marketing and Sales

• Prioritization of candidate attention & outbound focus: Less cold actions and more warm actions

• Re-generation of dead data on your CRM/ATS/ Database

• GDPR Compliant

• Reduction of advertising/third party methodologies- better handle on the market so you do not need to use 3rd parties.

• Email Campaigns/SMS Campaigns/WhatsAp Campaigns/Landing page creations, etc.

Data:

• The data comes from fingerprint technology and tracks activity by using IP recognition on anonymous profiles.

Customization:

• Companies are able to adjust the time frame that the candidates score is calculated in

• Adjustable point ranges can be customized by the company to identify level of interaction to indicate hot/warm/cold candidate.

• Create and select pages that you want to monitor

• Calendar management option to view engagement campaigns to ensure there is no overlap.

• Completed brand as your company/client

• Over 45 different reporting metrics to view and customize on the platform.

Implementation Timeframe:

• The set up time is anywhere from 2-3 weeks from engagement depending on the content included.

• Each client will have to have their own instance and they cannot be combined.

Integration:

• They have the ability to integrate with ATS/CRM but it is a working progress.

• Future talks with Avature and large ATS?CRM’s are expected to happen in the next year.

Cost:

• 1-2 Months: Roughly $13,000/month per instance. (includes 2 months of coaching/utilization of the product)

• 12 month contract

• 3-12 Months: Cost is typically $4,000/month per instance.

• They are willing to give RPO’s a little bit of a discount.

• Typical price range is roughly $30.000 total per instance.

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