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Mr. Goodwords and his Reference-as-a-Service Platform

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This is Lina in her Recruiting job explaining why she uses ...

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How it works for Hundreds of our Recruiters already onboarded?

1. Select References & Invite Candidate

2. Invite References 3. Assess & Opt-In

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Understand Job-Fit & Compare Candidates

Multi-dimensional Candidate Insights Candidate-specific „social CV“

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Recruiters build Sales Material & Tap into Candidate‘s Network

Candidate Reports Passive Job Seekers

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How we sell our product & find the right „customers?

Self-Service or API – for Pro‘s Managed Service – for lazy recruiters

+ „Project Phoenix“

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The Trojan Horse - An NPS of Candidates measuring Recruiting Channel Quality

The Project Phoenix – starting in Q1 2016 with dozens of Customers

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Dead simple! – sending a „survey-link“ to ALL candidates!

Where did hear about the job?

Why are you applying with

us?

(Optional) Invite

Promotors to recommend you

for this job!

How likely would you

recommend this candidate?

Any comments?Self-Interest?

Channels + Motivation

NPS + Passive Seeker Apply Quality Scoring

1 2 3

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KPIs Overview

Effectivness of Recruiting Channels

based on NPS

Candidates w/ NPS

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Passive Job Seekers

(Promotors)

More to be revealed in Q1 2016

Goodwords.com

Dr. Dominik Matyka Chairman Goodwords GmbH

dominik.matyka@goodwords.comMobile: +49 177 5971919

Let‘s stay in touch:

goodwords.at/twittergoodwords.at/linkedingoodwords.at/facebookgoodwords.at/xinggoodwords.at/google+

1. Getting Insights on &

NPS of Candidates

2. Attracting Passive

Job Seekers

3. Measuring Recruiting

Channel Efficiency

4. Understanding Attractivness