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

Summary

The Right Solution to Meet Each Client’s Specific Needs and Budget

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• Supports a process that identifies, attracts and retains key talent.
• Promotes a strong overall employer brand to attract the most qualified applicants.
• Leverages social engineering to project positive recruitment experience to incoming applicants.
• Effectively sources, assesses, and matches candidates position specific. Right person, right job.
• Accelerates identifying and hiring the right candidate faster to reduce the cost of vacancy (COV).
• Increases internal recruitment resources to be more productive – reduce costs.
• Advances diversity hiring.
• Defends against litigation based on discrimination.
• Provides employee advancement and supports retention.
• Generates business metrics reporting.

Additional Resources

Technology Demo Notes

Call Notes 1112.27.2018

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19.2019

Job Role Architectural- position specific database: so not restricted to a title
Non-Binary AI- match every candidate to your particular specification and everyone is ranked from the highest number to the lowest number - but candidates are not eliminated
Communications- platform communicates for you and sends notifications as their status is updated, including if the role is filled and they didn't receive the jobs
Integrated schedule- outlook, google, ical, etc.
Cant troll the database for candidates

Add-ons:

• Video interviewing- zoom
• Background checks
• Indeed or ZipRecruiter can be connected
• Integrate ATS exchange data and message them, update profiles, etc.

Features:

• They can source candidates for you
• If they match the candidate receives a message saying do you want to apply
• They must say why if answer is no
  • Yes- goes to candidate review dashboard and can schedule an interview

Questions:

• Differentiated from ATS?
• Saves time to create jobs
• Saves time for job matching
• Matching is built around skills and competencies not position titles
• Matching is different because it doesn't leave out candidates because missing one attribute
  • If a candidate has ⅘ skills required it will still be shown even though they are missing one skill
  • Proficiency level for skills is used to match, as well
• Integrated into an ATS
• Interface anywhere you need it
• Long term resume depository

What gets matched:

• Position related skills
• Specific knowledge
• Education
• Certification
• Secret security clearance
• Ect…
• Scales
• No knowledge
• Knowledge
• Novice
• Moderate
• Average
• Above average
• Proficient, etc.

There is a warning saying they need to complete the answers truthfully to try to limit overextending skills.

Demo:

• Sign in with google or LinkedIn
  • LinkedIn profile will be pulled in if they choose LinkedIn
• Whitebox heading- can be edited
• Advertising and social media links to drive people to register
• Each broad job position heading has generic description that can be edited
• Dictionaries:
  • Hard skill categories- extensive list of skills already provided that was developed and can be used for everyone who has access to the platform
  • Soft skill categories- soft skills recommended for each position

Subscriber/Client experience:

• See your requisitions
• Open positions
• Offer sourcing matching service
• Build your own branding profile
• Use proximity for job positions (city and zipcode)
• Salary range- can access realtime salaries
• Level travel required
  • Integrated with ATS- export this information except hard or soft skills
• Associated skills and you input amount of knowledge and amount of experience and if it is required or optional
• Can add hard skills from category
• Can add specific areas of knowledge- i.e. E commerce--- Adobe analytics
• ATS integrated
  • Job requisition is already on dashboard
  • Soft skills, hard skills need to be filled in

Candidate experience: 

• Photo
• Requirements ie contract, permanent, salary
• Work history
• Resume: unstructured data
• Personal and professional characteristics
  • Forces 12 characteristics and order them- unique
  • Job roles they already had
  • Picking skills based on the roles they previously picked (same list of skills you recieve when you open a job role)
  • All of this information can be exported into the ATS: enriched data or not

Unique database exclusive for Wilson:

• Match both databases (one already in wilson and one through this platform)
• Dashboard- action
  • Contact, interview, ect.
  • Click online profile (resume, skills, specific knowledge)
• Access to everyone in the database (only access to those who are matched)
  • Cannot search by keywords or position
  • Only contact those who are interested in the position
    (can’t troll for candidates)
  • The candidate has the power (accept decline or possible interest)
    • Say why decline the position
    • Requirement to update information?- Every quarter they are asked would you like to update your information
    • If they are not interested can you contact through other platforms?- Email is required phone number is optional (can make required)
• Lower amount of candidates (because all interested and actually may want to apply to the job)
• Can update by creating a brand new job role in hours

Soft Trial:

• Give a few job positions to try out the system
• Member network number?

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