Radancy aims to categorise everything in the recruitment process ‘from hi to apply’. Recruitment Tech spoke to Ross Davies, the company’s director of digital strategy, for an in-depth video interview.
From hi to apply
Radancy’s aim is quite simple. As a talent attraction software technology stack, they’re able to solve critical recruitment challenges with its unified platform, augmented by rich data and deep industry expertise. “We categorise everything from hi to apply”, says Davies. “So the first interaction with a candidate right the way through until the point at which they hit apply. And that encompasses the programmatic attempt to get in front of the right candidates. And retarget them the career site that really powers everything that we do.”
Connected intelligence
Interviewed during UNLEASH World 2022 in Paris, Davies says there’s a reason for the T-shirt he donned that reads connected intelligence. “The CRM that we have built in-house that links behaviour from the career site and the employee referral platform as well. All of that is underpinned in interconnected together, built on a huge database. So the biggest problem that we tend to solve for recruiters is large multi-national enterprises with complex talent solutions, that struggle to fill certain areas.”
“So it’s all about getting brand profiles in front of the right candidates and being able to engage and convert them”, Davies continues. “That’s typically what our main clients struggle with. It’s really down to that connected intelligence of the platform. That’s where the recruiters get the most benefit. So it’s about understanding what those complex challenges are, who those audiences are that we need to get in front of understanding and working with the messaging.”
Software and a service
But Radancy is anything but just a bit of technology. “We have an entire agency that sits behind the technology”, Davies says. “So you could describe the company as more software with a service rather than software as a service. We really work with our customers to understand where their candidates are, how to bring them in and how to nurture them.”
“You could describe the company as more software with a service rather than software as a service.”
“That’s where we delve into specifics like retargeting, building them into a CRM or leveraging employees for referrals. And then it’s about stitching that all together to make sure it’s interconnected. So rather than just having one platform that’s not connected to the others, it’s stitching the whole experience together. To really knit it together and convert those candidates.”
‘Not just any candidate’s going to apply’
For recruiters, it’s all about lightening the load. “The idea is that we’re helping to filter through the right kind of candidates in the right qualities. So that recruiters actually don’t need to spend as much time sifting through irrelevant or not required applications. The whole idea is to create the right funnel and experience for candidates so that the right candidates go on to apply. Not just any candidate’s going to apply.”
“The idea is that we’re helping to filter through the right kind of candidates in the right qualities.”
Radancy works for an impressive variety of companies — with the likes of IKEA and Barclays represented among multiple geographies. “We tend to work with them across different language or market support that might be focused on career site or that might be focused on talent attraction strategies and difficult to fill markets”, Davies says. “So there’s really a whole host of ways that we work with different clients.”
Linking everything together
As far as the roadmap for the future goes, Davies says the emphasis will be on increasing the interconnectedness. “We’ve been growing through acquisition recently. We have a wholly owned programmatic jobs provider that we have now in-house. We recently acquired Firstbird, which is an employee referral platform. And really we’re now starting to link everything together to make a very consistent experience as well as improving on the existing functionality of the products that we’ve built in-house, like our CRM system and careers site.”
“So we’re constantly monitoring the candidate data that comes through”, Davies adds. “We have 550 career sites live across the world. That gives us an enormous data set to understand how a candidate’s using sites, how are they arriving there, what are they doing, and what do we then need to do from our product roadmap to meet those needs. That’s what we’re focused on coming out for 2023.”
