Building a private talent community with Authoria consistently puts the right interested, qualified and available candidates in front of hiring managers-fast. An innovative Authoria solution delivers unmatched access to top quality talent, builds proactive relationships with candidates ahead of hiring demand and speed hires the highest quality candidates. All with increased recruiter visibility and significantly enhanced candidate experience throughout. We, of course, also automate the required time-consuming administrative tasks associated with an applicant tracking system solution.

Hiring and retaining top talent depends on your company’s ability to access the right talent at the right time. This could range from someone knocking on your door to someone working in R&D at your competitor’s company to one of your own employees looking for a new challenge. Building your PTC with both active candidates (those who have already applied for a job) and passive candidates (those who are employed, do not have a resume and are not actively pursuing a career or job transition but open to new opportunities) is essential. You never know where you’ll find the perfect candidate. Or do you? If you proactively build a private talent community of potential candidates as well as employees open to job change or advancement, then your source for quality talent is right at your fingertips.

Make Your Website Your Most Powerful Recruiting Tool

Constructing a robust career website that can speak to all audiences is the first step in building your PTC. It sounds easy but takes expertise to do it successfully. In most cases, companies create a career site within their corporate website then allow visitors to view and search a jobs list. If the visitor is interested, they can apply by submitting a resume. This method typically delivers a pile of unqualified resumes to the recruiter, which we just determined is not the best solution. In addition, this method does nothing to enhance the candidate’s experience or reinforce their interest in your company.

Face it...candidates make the final hiring decision. They choose what they are going to tell you and how they want to proceed in the hiring process. Candidates are in control and, because they act when value is perceived and delivered, you have to respect their time, their privacy, and their interests. Candidates need more than just a list of jobs to know if your company, its departments and its position are right for them. Focusing on careers, not just jobs, by branding specific sections of your career website to describe department cultures, provide realistic on-the-job scenarios and detail potential career paths will encourage external and internal (employee) interest in and submission to your PTC and, ultimately, your job positions. Without a system in place to create a positive candidate experience, your company is losing valuable talent opportunities every day.

Authoria gives you a powerful way to capture candidates on their terms, providing a personalized experience for each candidate. Authoria’s hosted solutions turn your career website into a powerful recruiting tool. With some understanding of where potential candidates might visit, you can proactively entice their participation into your private talent community by strategically placing entry points to your career website throughout your corporate website. Through our best practices, you can tailor messages per audience, write exciting copy, present the organization’s strengths and opportunities, and finally measure your website effectiveness. Playing off your corporate branding initiatives, you create a more powerful employment brand, deliver a more consistent message to the candidate and save recruiting dollars.

Capture Quality Candidates Through Unique Technique

Again, using the Amazon model, it’s safe to say that if you had to tell Amazon everything about yourself before viewing their products that you would hesitate to buy from them. The same trust issue rings true with recruiting relationships. To capture both active and passive candidates, you need an approach that makes every candidate feel comfortable enough to leave their initial information and interested enough to continue the dialogue. With Authoria, you gather confidential interest-based profiles that disclose the information you require and create an authentic picture of the candidate’s fit within your organization, even allowing the candidate to remain anonymous. Because we take a different approach than other vendors, candidates are not required to apply for a job but can specify what their ideal job is. The goal of obtaining the profile is to understand what the candidate wants to do professionally and how to contact them. Of course, this isn’t enough information to make a hiring decision but, by getting this initial information, you now have a reason and permission to gather additional information over time. Through this method, you develop a more meaningful relationship with the potential candidate, on the candidate’s terms.

The traditional candidate experience delivers a capture rate of 1-3%. Capture rate is calculated by taking the number of unique visitors to your career homepage over a month or quarter, and dividing that number into the number of candidate submissions/profiles or resumes you received through your career website. The resulting number is your capture rate percentage. Using this unique technique, Authoria customers average a 21% capture rate with the highest capture rate being above 40%. With this said, don’t confuse large numbers of captured candidates to mean many applications or more work to do. It does not mean more resumes or more applications. The more candidates captured, the more relationships built, the greater the pool from which to receive quality applicants. The Authoria solution helps automate the entire candidate relationship process so you reach the best candidates-fast, when a hiring decision needs to be made.

This method is also a powerful employee mobility solution. To keep top talent at home, companies need to be proactive in giving employees a greater voice in deployment decisions. Typically, many employees avoid posting to internal positions that may make better use of their talents for fear of retribution. Most companies don’t make it easy for their employees to anonymously make it known that they desire new challenges. Instead, they require employees to notify their first line manager and update their resume. Well, with a fresh resume in hand, what stops that employee from shopping it around with other companies? Authoria provides a proven employee-driven mobility solution where companies learn more about their employee base, provide employees growth and advancement opportunities, and automate the recruiting and retention process. As a result, organizations see increased participation in employee programs, higher employee morale and retention, and reduced recruiting costs and time to hire.

Proactively Build Relationships Through Strong Communications

Once candidates have expressed an interest in your company, you can build on-going relationships by continuing to earn their trust. In many companies, once candidates submit a resume, they rarely hear back from the company and typically don’t receive regular updates about company news and new positions, leaving candidates with an unfavorable opinion of the company.

At Authoria, we help build awareness of and a connection to your company, extending your brand recognition with qualified candidates through an automated response management system. With strong communications and immediate feedback, candidates feel compelled to learn and share more, which means more candidate data for the organization. By segmenting your PTC in a variety of categories, you can tailor communications to audience types, providing only the most relevant information about the company, careers or new jobs. Through on-going, targeted campaigns, you continually build interest in the company and increase the odds of candidates sharing their information. The Authoria solution will then automatically match job requisitions to candidate profiles and notify those candidates of the open position. If the candidate chooses to apply to that position, then the qualification process begins.

Speed Hire Through Pre-Screening Techniques

When candidates submit to a position, companies need an automated way to “screen-in” the quality candidates, tactfully “screen-out” and notify the candidates that are not a fit, and push only the most qualified candidates further through the hiring process. Often, recruiting departments are forced to spend too much time manually qualifying every candidate to find the top few who have the right experience. As a result, recruiters have little time to respond to candidates that are not a fit, leaving those candidates with a bad experience with the company and possibly destroying interest in future positions.

With Authoria, when candidates apply for a position, they are asked a series of qualifying questions specific to the position and the system then tests scores their responses. Based on their answers, the candidate is either immediately notified via email that they are a potential fit and that someone will be contacting them soon; or the candidate receives a gracious response that they are not a fit but that they will continue to receive career and job information for future positions. The Authoria solution even allows you to accelerate the hiring process, bypassing the qualification questions process and sending candidates with hard-to-find skill sets directly to hiring managers. One of the important points here is that candidates that screen-out are still in the PTC and your company is still able to build the relationship with that candidate. With a “living” community, not only do you continue to build interest with candidates, the information from candidates remains fresh and up-to-date, unlike a resume database!

Authoria allows you to automatically pre-screen candidates online, quickly zeroing in on the quality choices to send to hiring managers. You spend less time reviewing resumes, trying to understand if the candidate is still available and more time with candidates that possess the qualities, skills and levels of expertise you seek. We even help you automate the hiring process tasks like interviewing, hiring team collaboration and offer management.