Why we partnered with Candidate.ID...
As some of you will have seen from the recent open letter [Click here] DANGERFIELD is going through a re-design. You will hear us talk about ‘us’ and ‘we’ an awful lot more as we realign our services to provide a true end to end recruiting business.
We are not embarking on this process alone, selecting a number of organisations that naturally fit along side our global consulting business. Our organisation has a focus on improving the recruitment process for organisations and making it less reactive. We have agreed to formal partnerships with a number of organisations that tick the collective boxes of being easy to engage with, having something in the market that will add real value to our clients and complement our consulting skills. As a Head of Resourcing reminded me, having a load of great technology to sell is great but it is the expertise in using it and embedding it into a business that offers the best chance of success.
We have been talking to Candidate.ID since they formed their business. The platform works on the premise that candidates are less receptive to a new role when approached cold and they need time to read content, watch videos or attend webinars to develop an understanding of the organisation before being ready to have a hiring conversation.
We like Candidate.ID’s Talent Pipeline Platform as it provides one central, unified SaaS solution that manages and optimises every tactic used to find, attract, engage and nurture candidates. It covers the full range of tools a proactive recruiter needs including candidate nurturing and scoring, email marketing, ATS and CRM integration and closed-loop, real-time reporting tools.
When used in anger, with some decent content the platform can combine the best of true ‘marketing’ and talent acquisition in one place, saving time-to-hire but with a real increase on quality-of-hire and making those initial hiring conversations relevant and successful.
If you would like to learn how Candidate.ID + DANGERFIELD can transform your traditional recruitment team into world class talent relationship marketing function (that hires) contact us.
I have a background in executive search and selection, headhunting and senior level recruitment combined with people and business management experiences. My focus has always been on the IT services, technology and management consultancy sectors on a permanent and interim basis where I have developed a personal portfolio that covers areas such as EVP, social recruitment and the successful creation of talent pools as well the management and leadership of corporate talent acquisition teams.
Currently working across Europe with high growth, high tech organisations to develop effective blended onshore/offshore recruitment models, covering full commercial engagement, transition and ongoing delivery management.
I am an investor in HiringDay.™ the agile recruitment methodology and have recently created talentpuddle. the live matching platform for corporate applicant tracking systems and work with innovative student recruitment platform Kannon.