RealMatch

Additional Resources

Technology Demo Notes

7.17 Call Notes

Craig Dougherty & Crystal Kardys

• Client ATS Career Page sends jobs to RealMatch
• Job data is enriched in RealMatch with additional fields (business unit, hiring manager, recruiter, etc…)
• RealMatch advertises jobs according to budgets and configuration
• Applicants flow into RealMatch
• Applicants may also flow directly to Client ATS
• If further action is needed on those applicants, they must be entered into RealMatch
• Recruiting workflow takes place in RealMatch against applicants
• Manual at first with possible integration to follow
• RealMatch tells you if recruiting passive candidates is necessary
• If needed, passive candidates would be entered directly into RealMatch, either through its external searching capabilities, or manually.
• Recruiting workflow takes place in RealMatch on those passive candidates
• Recruiting workflow would also need to be tracked in the client ATS according to the guidelines of each account
• Technical requirements for trial accounts
• Ideally, one custom drop down list can have values that vary by client (essentially two attributes on the back end with security rules for filtering values on the front end).
• Place a pixel on client career site (optional, to avoid full manual job entry)
• Account needs to have jobs where advertising and collecting active applicants is appropriate
• Ability to add custom job fields in RealMatch
• Ability to create multiple clients (tenants) in RealMatch with user login security preventing the viewing of candidates marked as passive or active applicants for another client's job(s).
• Ability to add candidates for no specific job (for pipelining/talent mapping). Manually added by recruiters at first, but eventually as a portal where the candidates can sign up on their own.
• Configure custom recruiting workflow statuses
• Change the recruiting workflow statuses available based on the specific client. Ideally, also configure rules where certain statuses cannot be selected until another specific status has been entered.
• Ability to add custom fields to the candidate profile
• Various types of custom fields must be available, including drop down lists where we can add or change available values at any time.
• Workflow statuses should have a disposition flag that indicates a terminating status
• Disposition statuses should also offer the chance to specify a "Disposition Reason", which would be a drop down list of available values.
• Job, Candidate and Workflow data should all flow to our SQL data warehouse. This could be through CSV file shipping, API integration or some other means. Minimum frequency would be 24 hours.
• Jobs and candidates have assigned recruiters and sometimes sourcers (values that would tie to the users of the RealMatch application). We should also be able to tell "who" entered a workflow status regardless of to whom the job or candidate in question belong.
• www.Realmatch.com  
• http://www.realmatch.com/press_releases?pdi=gannett-enters-partnership-with-realmatch
• Tool is a job distributor.  It will scrap job postings from a career site and distribute the job to other job boards based on tags set by the recruiter.
• Sold as a way to predict whether or not additional sourcing support is needed; we were not able to prove that theory in our trials given the way we are modeled
• Wouldn't recommend using it for recruiting nurses 
• Example of reporting attached; rudimentary 
• Client sets the budget but there isn't a clean way to calculate how the budget is used as it is dependent on number of views of the posting and number of applicants 

Overall Assessment after trial was conducted:

• The RealMatch tool is focused on helping organizations determine if additional sourcing support should be added to a requisition or if a solid candidate pool resides within the applicant list. In our case, we were not able to prove this theory true. As outlined below, both sides encountered hiccups that inhibited us from providing a fair and unbias assessment of the tool. If relying strictly on productivity, we saw minimal candidates move through the interview process, however, had the structure we set up be better established, it is plausible the numbers would have been greater.

Strengths:

Resume search feature had good candidates (job board search)

Potential to integrate with iCIMS

Combines job skills with AI to match candidates

Opportunities:

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