T3 – ENGAGE (@engage_talent) – Using Predictive Analytics to Source Talent

This week on T3 I’m reviewing the sourcing solution ENGAGE. ENGAGE allows recruiters to source from a real-time stream of over 100 million passive candidate profiles and receive alerts of when a candidate is more than likely ready to ‘engage’ you in a conversation about a new job.

How does ENGAGE know that a candidate is in the mood? Welcome to the world of predictive analytics! Named one of Gartner’s 2016 Cool Vendors, ENGAGE has built an algorithm that is fairly accurate in guessing when a person is probably more likely to be ready to change jobs.

The science behind combines a ton of stuff: competitor data, Glassdoor rating of their current company, key stats, recent company news, etc. Based on the algorithm they color-code each candidate from red to green. Green meaning they’re more likely to be able to be recruited.

ENGAGE uses 15 plus people aggregators to pull in the 100 Million plus profiles. They’ve also partnered with Payscale to also provide a ballpark salary range of the candidate based on all the criteria they’ve been able to gather on the profile.

What I liked about ENGAGE:

– ENGAGE allows you build both candidate and company ‘watch’ lists. You can build a search for let’s say “Facebook” and it will continually update your list as people at that company move from red to green, or vice verse. You can also do this by skill sets and search strings for candidates. Having a list that could change daily of when someone is ready to be recruited!

– Get daily emails sent to you on your most recent alerts for your most likely recruiting sources.

– ENGAGE also has a Chrome extension that allows you to easily pull information on target organizations and keep internal notes without having to jump back and forth into the system. This extension also works with LinkedIN showing you the ENGAGE information with one click directly from LinkedIn Recruiter.

– It has an intuitive search interface that will show you ‘similar’ candidates not only based on search terms, but on the type of target organizations, locations, etc. Also, the system allows you to export your search lists and easily upload them into your CRM.

– ENGAGE has made large investments into also providing actual candidate phone numbers and email addresses, and not just main company phone numbers, but actual cell phones, direct dial extensions, etc.

One thing that ENGAGE isn’t being sold for, yet, but I instantly saw as a secondary value is actually tracking the ENGAGE score of your own employees. Retention of your own talent is one of the most important issues we face an ENGAGE can actually be used to show you when someone in your own organization is most likely getting to the point of being recruitable.

Knowing this would allow us to set up a save strategy and work to re-recruit the individual moving them back into the red ENGAGE score, and less likely they’ll leave our organization. There a ton of sourcing tools on the market. Most of which are based on legacy data scraped from various places. What I really like about ENGAGE is the predictive nature. Well worth a look and demo (enter the code “fistfuloftalent” for a 5% discount).

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – just send me a note – timsackett@comcast.net

One thought on “T3 – ENGAGE (@engage_talent) – Using Predictive Analytics to Source Talent

  1. We are in great need of a tool that will access direct phone numbers of the bankers we recruit and or market to. Does one of your products offer this? We started our research for this product March 1 and our goal is to have it on board March 15th.
    Looking forward to hearing from you,
    Maureen McDermott
    McDermott and Associates, Inc

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