Workllama

Owned by Mateusz Zajac (Unlicensed)
Last updated: Jul 13, 2020
4 min read

 

This tool has been solely researched by Wilson HCG Innovation Team

 

Overview

WorkLLama helps you automate and optimize unparalleled employment experiences and then seamlessly manages the referrals you get from candidates, employees & customers.

 

Speed to hire

Your active referral program cuts 10 days off time-to-hire vs. job boards and shaves 47% off the time it takes to hire people from your career page.

Better hires, period

Referred candidates are 5x more likely to be hired than candidates from any other source — and 15x more than applicants from a job board.

Double the retention

Research shows that both successful referrals and their sources are more likely to stay with a company longer than traditional hires.

Cost cutters

Referral networks help cut advertising costs and lost internal productivity. Plus, referred hires are less likely to need to be replaced.

Expand tenfold

Leverage your contacts’ networks to access a referral-based candidate pool 10x bigger than traditional recruiting channels.

Get a reputation

Nothing speaks louder for employment brand than candidate experiences. Make it easy for them to share that this is the place to work.

Demo Notes

  • Workllama

    • Referral Management

    • Within the ATS, mirror that data in their system

    • Allows for pushing of jobs out to those you have in your network, across social media, sms, etc.

  • Referral Program

    • On assignment or off assignment incentives:

      • ie Fixed or variable expenses

      • If they leave and come back, they could lose the annuity, so they see lower attrition rates.

  • Candidate:

    • Workllama App

      • This could look customized by client

      • Ability to apply to the role, refer, or chat with a recruiter on the role.

      • Posting of job through LI, FB, Messenger, Twitter, Whatsapp, Email

      • You would be able to see all of the people that have engaged with that role (through the link or those that were outreached to directly)

      • Once the submittal is made, communication goes out

        • Thank you to referrer

        • Recruiter gets an alert to engage

        • The person referred receives communication with a bot that can begin to engage the candidate.

        • All of this is tracked with your system of record

    • Require Name, Email address

      • Use social media to invite others to the role

    • Although you leverage the app, you can receive notifications through email.

      • 50,000 users on the app, across 3-4 customers

  • Communications platform

    • Ability to place voice calls

    • Send text messages

    • Notifications are visible in the app

      • If no app, this will switch to a text or phone communication

      • Area codes customizable?

    • Workflows with automated communications, while someone is on an assignment

    • Are those interactions trackable in the ATS?

  • NL Bot

    • This can engage immediately on application, or embedded on landing page.

    • Multiple languages?

      • Ability to support any language set, but in English right now. Looking into Spanish as a second language.

  • Permanent Hiring:

    • Talking to a few direct hire companies – there is interest.

    • How the recruiters interact with candidates, could be applied here

  • Potential Use Case

    • Contingent

  • Integrations?

    • ATS for Job / Candidate data:

      • Bullhorn

      • ViRecruit

    • Payouts:

      • On / Off Assignment: If integrated with ATS they would flag these and there is a file exchange to the payments department for approval.

      • Building integrations with ADP

Call Notes - JULY 2020

 

Workllama Call Notes

  • Recognize we are significant players in the RPO space

  • Talent Communities

    • Build, Nurture, Grow

    • Branded landing pages

      • Through templates? Or customized designs?

    • Referral component

    • Automated engagement

    • Scheduling through bot tech?

  • Map data from ATS over

    • All people mapped in database through integration – can invite them to the talent community

      • Invite them to download the app

      • Could upload via CSV too

    • De-duplication?

      • Decide which system is system of record; agree on policy, enforce that policy

  • Campaigns & Targeting

    • Created based on skill, geography, etc.

    • Can add custom attributes – education, clearances, etc.

    • Automated alignment for future leads that aligned to those pre-selected attributes

  • App

    • Branding / logo would all be WilsonHCG or the client’s brand

    • What % of adoption do you get from invite to download in the app?

      • 60-70%

      • Depends on how effective your marketing campaigns are

      • When creating pools, can send auto-communications driving further adoption.

    • Referrals

      • WilsonHCG/Client

      • Candidate

      • Referred candidate

    • Fixed and/or variable payouts

    • Find that people become ‘micro recruiters’ or brand ambassadors driving further referrals, with financial incentives

    • Gamification

      • Adding this in the future

      • What are some of those other roadmap items? It’s always helpful to understand some of those features in development.

      •  

    • WeChat?

  • Once community is in place, in the system you can control which positions get pushed from the VMS or Workday or Taleo

  • Testing sign in with Linkedin

    • Contacts, Skills

  • Sofia

    • NL AI bot

    • Can upload resume – no sign in to linkedin apparent

    • Unique:

      • Ability in real time to branch out to third party systems to get information- Skills assessment in conversation – ability to plug that in

      • Unstructured conversational data; Translates it into structured data to make real time decisions

      • Can connect lead to the recruiter immediately that is aligned to the position

  • On Demand Staffing - Jobs

    • Publish ; Determine who it should be shared out with candidate pools

    • Auto-hire feature that candidates that are pre-vetted and tagged as qualified for a role could be auto engaged once a requisition is opened.

  • Ability to tie credentials to skills

    • At application, documentation would need to be uploaded

  • Regions?

    • Foothold in US

    • Looking at EMEA

      • Negotiating pricing w a client in the UK

    • Looking at India at an additional market as well

  • Differentiators?

  • Sweet spot from a market perspective / typically target

  • Which product elements do you find most clients utilize?

    • Full Suite? Or some elements more than others?

    • Referral and engagement go hand in hand

    • Some launch engagement, then add referrals in a second phase

    • Bot ends up becoming essential

  • Battlecards

  • When you think of a clients tech ecosystem - which technologies do you typically integrate with?

    • ATS, MSP, VMS

    • Bi-directional

    • SAP approved partner

    • Fieldglass integrations on roadmap, beeline, vector VMS

    • BKG Provider

  • How long does you implementation typically take?

    • Depends on tech stack

    • Every integration is unique based on configuration

    • 6-8 week white-labeling, building portal, marketing etc.

  • Who do you see as your primary competitors?

Audience:

  • CEO

  • COO

  • Solutions Specialist

  • Sales Development

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