WorkForceConnexion

Owned by Jakub Mormul (Unlicensed)
Last updated: Mar 18, 2020 by Tom Sosnoski
5 min read

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

Summary


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


INTEGRATED SELF-MANAGED PLATFORM

The WFX Digital Talent Acquisition Platform is integrated to work in concert with a company’s existing Applicant Tracking System, adding functionalities and technologies to enhance and “supercharge” the recruitment process which make internal recruiting resources more productive and achieve better outcomes for candidate selection.


WFX MANAGED SERVICE

A managed service is offered for smaller companies who do not have internal recruiting resources which effectively provides a dedicated recruiter to the subscribing company to manage recruiting for them through the WFX Digital Talent Acquisition Platform.


ATS REFRESHMENT

As in sales, your best new customer is your existing customer.  In the same way applicants who have expressed an interest in working for a company in the past, may be your best new candidate.  The WFX Technology queries a company’s existing Applicant Tracking System to contact applicants who have applied previously and get them to update and refresh their professional information thus creating and expanding your talent pool.


EMPLOYEE ADVANCEMENT

Advancing employees within an organization is the best way to retain them.  Many companies do not have a process, other than for employees to constantly troll the careers page for open positions of knowing what other opportunities are available within the organization for them to be considered for.  By profiling current employees in a secure and private database exclusive to the company they can be matched to open opportunities within the organization, decreasing the chance they will be headhunted away to a competitor.


WFX SOLUTIONS

Leveraging the WFX Platform and its proprietary technology, WFX Solutions provides clients  Contract Recruiter and Contained Targeted Search Services as part of its commitment to offer comprehensive talent acquisition services as a TOTAL recruitment solutions provider to meet each organization’s unique requirements.


THE ADVANTAGES

  • 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 12.19.2019

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?