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HRO TODAY Oct 2013

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TekTober hires have significantly higher business impact because they produce approximately 25 percent more profit impact, and have a 10 to 13 percent higher retention rate than workers hired from other sources. But not all organizations have a set referral program nor do all employees have a large reach. "I think what's hard about referrals is that if you don't have a large network, it's time consuming to allow it in and seek referrals through your own network manually," Hohman explains. Hohman sought to solve both problems through technology. How does it work? Other features include: • • • • • • • The ability to post these jobs at dozens of free and paid job sites and boards, including Glassdoor, Simply Hired, and Monster. Full integration with Facebook, LinkedIn, and Twitter. Full-featured applicant tracking system. Internal tools for scheduling interviews and communicating with the hiring team. Mobile application support. Tools (location, skills, relevance of keywords, connections) to help narrow search. Skills analysis that summarizes key strengths. "We have a host of features designed to help At its beta stage, Connect6 has gathered public remove the friction of the hiring process and information from more than 300 million active increase the quality of hire," Hohman notes, "So social network profiles from there is a lot of stuff across the web and various on here that help the industries. In addition to person on the front finding candidate names line doing the work, The name and basic information, and makes it one Connect6 is a play process so that we things like contributions, on the movie buff don't have to go to 10 projects, and skills are game Six Degrees different sites to get extracted from various this done." of Kevin Bacon. niche social networks such as GitHub or Quora, in order Actor Kevin Bacon Continuous to create a dynamic and has had a longstanding Improvement comprehensive professional career in Hollywood, and the profile. Once these profiles "Connect6 is a game game claims that any actor can are created, this platform changer," Hohman be linked to him through their for search allows a sourcer says. "We've got some roles in six steps or less. Hence, or recruiter to see how they amazing technology. a path of connectivity similar are linked to a potential Talent is within your to the one Connect6 provides job candidate. The path reach. Simple, smart between recruiters and is revealed—it could be and effective." their next great hire. a colleague at a previous Hohman says the company or a former college technology continues alum. to work in Beta by "You can aggregate your connections in your onboarding customers and working with a few organization to provide a warm introduction," larger clients to ensure they are delivering the Hohman notes, and the odds of actually reaching value. Tweaks and customizations are being that talent are significantly increased. Hohman made before the product fully launches. reports that chances of connecting through a warm lead are one in two, whereas through a Client feedback couldn't be better. A real estate cold call are one in 20. services company is leveraging the platform for FAST FACT: In addition to creating connectivity, the platform goes further and delivers many other components of the recruiting process to make it integrated and seamless. "Recruiting and sourcing is one part of the overall process—we give all the building blocks for a one-stop shop in one place," he says. business development and is successfully gaining clients, and a recruitment process outsourcing firm is testing Connect6's ability to distribute to job boards and run talent searches. Liberation from LinkedIn At the iTalent Competition, Hohman expressed that Connect6 would liberate recruiters from LinkedIn. "LinkedIn are fantastic partners. We couldn't make our tool as valuable without partnering with LinkedIn," he says, "The challenge with LinkedIn today is that most passive candidates have very stale profiles. Many of these individuals have not updated their information in one to two years." Hohman explained that by sourcing candidate profiles from outside LinkedIn, recruiters are then able to get a much more recent account of candidates, and learn more about their most recent actions, interests and skills. "Ultimately, we see LinkedIn as a partner more than a competitor. LinkedIn is the professional network, but it is not necessarily the best recruiting tool. We aim to fill the gap between the professional networks and the front line recruiter/hiring manager," Hohman says. There may be a time soon where everyone will want to get connected. OCTOBER 2013 | www.hrotoday.com [19]

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