User Guide

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New to Referable? Let’s look at how you can build your sourcing capability with referable networks®!

By matching employees to their “referable networks®” recruiters can gain insight into the wider talent pool, boost collaboration, and more importantly, results!!

See this link for an updated version of this document.

  1. Getting Started: Log in and explore. It is hard to get lost, and the more you explore the application features, the quicker you will find success.
  2. Edit Employees: While Referable automatically populates what employees we find online, you should manually add any employees who do not have a social media account such as LinkedIn – especially if they are already great collaborators! The critical information you need to add includes dates of employment and names of previous companies. Talk to Referable if you need help, as we can load a CSV to make things easy. For best results, start with the employees who you know will be most collaborative, and work your way backwards from there.
  3. Add Jobs: With so many potential referrals in the network, Referable refines candidates by matching them to jobs. Add your jobs and be sure to add appropriate words in the job title and description that will capture the terms the market is familiar with, or that you want to scout. For example, your title may be “Account Manager” but other companies use “Account Executive” or “Sales Representative”. Referable will do the rest. Keep trying if you don’t quite get it right the first time. Be sure to use the reference for the jobs that you use internally, so you can track things easily.
  4. Search by Employee: Start at the Employee tab if you want to work with specific employees. This is a good way to get started as you can focus on people hired within the past year and develop new sourcing pools. If the new employee is from a company not yet loaded into your company’s Referable account then you may need to request this. (Don’t worry, you will have it in 24 hours!) You can use the search icon to find people by name, and if they are not there you can “Add” them manually, or click the “Import” button to load their LinkedIn profile. Send any profiles you are interested in to “Referral” via one or more of their connections.
  5. Filtering Searches: Too many candidates is hard to manage, so be sure to click on the eyeglass icon to refine the match accuracy. You can adjust to candidates who currently hold the title you are searching for, or for those who have held the title within a specific number of years (or ever!). You can also adjust the matching algorithm down from the default setting of 50% if you need to explore more candidate profiles.
  6. Keyword Searching: Similar to filtering, you should refine your search at times when there are too many prospects to manage. Or, use the keyword filters if you are after a specific skill (e.g. Javascript, Python), experience (Manufacturing sales, Financial Services or FSI, etc), or certification (CCSP, RHCE, etc), or award (President’s Club, Sales Champion, etc). You can do this in any language.
  7. Search by Job: Click the flaming “match” icon to match candidates to your jobs. If there are too many results, use the filter to refine the search, then go through each profile to see who looks suitable. Click the icons to see the employees who may know the candidates, and send any profiles you are interested in to “Referral” via one or more of their connections. Again, be sure to click on the eyeglass icon to refine the match accuracy.
  8. Search by Company: Sometimes you may want to target a specific company to find certain skills or experience. Referable automatically adds relevant companies to yours, but if you have a new employee from a company not yet loaded into your company’s Referable account then you may need to request this. (It doesn’t take long!) Send any profiles you are interested in to “Referral” via one or more of their connections.
  9. Update Profiles: From time to time “update” candidate profiles so they remain fresh. Be aware that when a candidate removes their profile from a data source, such as LinkedIn, then the data will be removed as a matter of privacy.
  10. Send Referrals: Go to the Referrals tab and do a final check on the profiles you submitted. You don’t want to waste people’s time, and especially for employees you don’t know well, you want to be confident that a) the candidate is a good one, and b) that there is a high likelihood that employee can comment. When ready, click on the employee you want to share candidates with to see their “Referral History”. Then click “Copy URL” and share their unique list via email.
  11. Email Employees: You need to write a nice email when requesting for the first time, but as people become more familiar with Referable as a collaboration platform you can eventually just send the URL with a short message, or even by SMS. Ask them to add any notes or information they can that may help. Also, ask people to update their profile, which they access from the Referral link you sent them.
  12. Employee Feedback: As with all recruiting you have a great opportunity to get to know your employees when you get feedback. Talk to them! Learn as much as you can about candidates they recommend, and ask them to enrich the information with short notes on why they recommend them, or on their skills, or success cases, or perhaps contact details.
  13. Collaborate: Make sure you talk to employees about the engagement plan for each candidate. If the employee is not comfortable to contact the candidate but still recommends them, this is fine. The recruiter (you!) can go do your job! In other cases the employee may contact their old friends and introduce you later. Just make sure you track things so you avoid any confusion in future.
  14. Help: Be sure to ask for advice from your customer success representative from Referable. Check the Tips for Referable Success post as well.

USEFUL IMAGES:

FILTERING MATCHES – Learn how to use the filters as they will help you find exactly the talent you seek. Experimentation is probably the best way to find what works for you, but there are a number of tricks you can use to find the best candidates.

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Filtering by Industry and Keywords helps with targeted searches. Good use cases include searching for technical skills, or experience.

MATCHING – Referable’s default setting is to find candidates who are either in the matching role currently or in the past 2 years, with around 50% of keywords or department matching. Loosen the match score down to get more candidates, and higher to get fewer. Be sure to find the matching levels you need. Too many candidates will be hard to sort and screen, but too few will not be productive. You can also search by specific name, so for any profiles you add to Referable, you can check who may know them.

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Refining the matching accuracy helps broaden or narrow the candidate output. In this example we are looking for a candidate who holds the title of Customer Success Manager currently, or has held that title within the past 2 years.

EMPLOYEE PROFILES – While you should add your colleagues as far as a super basic profile, with name only, or their profile as imported from their LinkedIn URL, you should have employees add their own profile detail. They will be much faster at adding dates of employment, and the names of previous companies.

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Employees can add their own profiles when you send them their own unique referral link.

JOBS – Make sure to experiment with the variations of job titles used with your industry. For example, if you are looking for an Account Executive, then you should also consider other terms, like high touchenterpriseaccount managersales AE, and even other languages, if relevant (e.g. 営業 or セールス in Japanese). You may want to leave these out of the Job itself, and use them as search terms when filtering your search results. You will soon find what works best for you.

It is also useful to add important keywords into the Job Description section so they can be matched up with potential candidates. Keep it accurate, but the more information, the better!!

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Add jobs, including alternative job titles from the wider industry. Use different languages if that applies.

Please be aware that these screenshots are liable to change as we iterate the product based on user feedback.

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