Hiring circa 2020 is a downward pointing vector.
A funnel. From 800 to 400 to 10 to 3 to 1. You can optimise this in a thousand different ways. Phone screening. AI phone screening. Psychometric games. 1:1 interviews. 3:1 interviews. It shortens the time to go from the top to the bottom of the funnel.
Which is great, but it doesn't change the fact that the funnel remains 1D and vertical by its definition.
The problem with this is you get locked out of a whole DIMENSION of candidates. Because each funnel is self-contained (one pipeline per job post), it is insulated from everything else.
This means for every role you need to do the same thing (800 to 400 to 100 to 1) again. Build the same funnel. Go through another 800 resumes. We normalise this and think this is hard work. It is not - it is just manual labour.
The people locked out of the funnel can be as good as the ones inside. You just can’t see them. In other words, you miss out on a whole lot of candidates who might be your dream hires, simply because you don’t have them in one particular funnel.
Who are these people? Let’s take candidate X for example. You are missing out on:
Referrals similar to X from other founders
X’s project members whom he got along with
Some of X’s friends and peers in the same industry
Candidates who have similar skill sets to X but forgot to apply
One or two of those people could be your next hire. Knowing them would save you from painstakingly building out another funnel in two weeks.
If we take a horizon cut-section of this, using X, we see this:
This is relational. X and folks who are as good as he/she is, connected via their shared skill sets, interests and experiences.
Map that for every candidate, you end up with a 3D network like this:
Candidates who are represented by nodes. What if you hire on this instead?
Build funnels still. But at every point, for every candidate, you tap into a HORIZONTAL dimension for other…
Fuzzy talents.
Interconnected funnels, not just between the two jobs you have launched but for everyone else hiring as well. A pooled talent economy. Node-based, relational.
Never worry about sourcing. Every candidate becomes a window. One rockstar gets you to multiple; all you need to do is to bring them in with a click.
You are now hiring horizontally. Not for candidates, but for talent profiles. Congrats - but how do we make this happen?
LOGIEQ AXIOMS
There are two things we do at Logieq to lay out the axioms for this model.
One: we build skills linkages between candidates to connect the nodes. A static indicator (e.g. resume) is a lagging indicator of candidate reality. To keep it accurate, a candidate needs to update continuously.
This is laborious and slow, also largely normative. Hence, we cut out resumes and use mini-tasks instead, as a means to hire.
Employers pay to assemble task modules and launch a challenge. Or, if they give feedback to all the responses for a challenge, they get to launch another one for free.
We have 80+ templates drafted by industry professionals (added every week). It takes 3 clicks and 5.6 minutes on average to design and deploy a challenge on Logieq.
We then synthesise every deliverable, comment, feedback, feedback on feedback for a candidate into a skills passport. This portfolio is updated 24/7 and requires no maintenance effort. It tracks candidate growth and captures a 3D profile.
Two: we then use this to build a relational network between candidates. Since the foundation is skills and task performance, our Fuzzy Talents Profile™ algorithm recommends similar candidates, even when they are completely outside the funnel.
Now everyone is tapping into a talent pool they wish they had.
Candidates get to pick who they want to feature on their Fuzzy Talents Profile™. We want to make sure that you are looking at people that they trust.
How does this sound for building a funnel?
Want in? Start here now.
Fair warning: you might have to scrap your ATS for this (we are not planning to integrate soon).
Also, we will be stretching your funnels - and we hope you are ok with it.