Chad Stieglitz: Expert Talent Sourcing and Engagement with Interview Invite Technologies

October 19, 2019

Do you need help in making business decisions?

Interview Invite Technologies is a shared talent network that uses artificial intelligence to automatically direct talent to your open jobs.

Its original Talent Rolodex is a multifunctional hub that captures and organizes talent. This ensures that the best talent for your company is hired, based on your company’s strengths, weaknesses, and goals.

Interview Invite Technologies helps their clients make the best decisions possible for their company.

Whether you are looking for a new career or looking to fill jobs for your clients, the artificial intelligence systems Interview Invite Technologies utilize will match you to open opportunities within their networks.

“We’re passionate about achieving better results for our clients- results that go beyond financial and are uniquely tailored, pragmatic, holistic, and enduring.” – The team at Interview Invite Technologies.

Learn more about how Interview Invite Technologies can help you make smart business choices by listening to this episode of The Thoughtful Entrepreneur above and don’t forget to subscribe on  Apple Podcasts – Stitcher – Spotify –Google Play –Castbox – TuneIn – RSS.

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Welcome to the thoughtful entrepreneur Show. I'm Josh Elledge, founder and CEO of up my where we turn entrepreneurs into media celebrities, grow their authority, and help them build partnerships with top influencers. So we believe that every person has a unique message that can positively impact the world. Even you stick around to the end of this show, where I'll share info on how you could be our next guest, three times a week, five to 15 minutes each learn from successful business owners and professionals. It's time to get inspired. Let's go right to Chad Stieglitz, you are the CEO of interview, invite technologies. Thanks for joining us. Thanks for having me. Alright, so first off, explain what interview invite is.

We provide multifunctional talent clubs to help companies capture organize and reengage talent.

Okay, and so like if someone is Had no idea what that meant? Like, how would you describe that? Like how it works?

Sure. So we are actually an additional layer on top of your applicant tracking system. So when it comes to your ATS or your job site, they might not find the correct job. So we actually help capture that incoming talent that might not have seen an open job.

Okay, so, so if I'm so I mean, you know, I've got a company, I actually have a lot of positions that I'm looking to fill. You want to make sure that that employee or that prospect prospective employee, it's coming through the front door ends up kind of picking the right position with like, you're you want to make a match, right? Is that- is that kind of it?

Exactly. So your marketing team is going to spend 10s of thousands of dollars per year trying to get that talent to come to your website or your career site. And then once they're there, there's an interesting stat I can't remember off the top my head, I think it's like 45% of the time if they don't see an open Job will never return to your career site. So we want to make sure it's easily or an easier way for that talent to create a profile so that way they can be re-engaged for when that job does open

up, huh, right. Right. So, okay, okay, I get it. So someone, someone coming through the front door, that's, that's, that's a pretty valuable lead for- for a company. And, you know, rather than just have them browse and leave, we'd rather engage with them is kind of what you're saying. Exactly. You got it now to view. So does that mean then if I'm a company and I've got positions that are available, does that mean that they need to register before they can see the positions or the details of the positions? At what point are you asking the- that prospect to share that information.

So it can be used a couple of different ways. We can set it up. So it's literally as soon as you apply to a job, you're automatically creating a profile and then you can actually apply to the job so you're capturing them right away or you can have a little later That says didn't see your dream job, join our talent community and then that way they can be re-engaged for later.

Okay. All right. So, so interview invite. So you guys were in beta for about six months. And now you've kind of officially launched at the beginning of this year, and you're off to kind of a quick start. You tell me how you find customers for interview invite?

Sure. So a lot of research goes on to it. And then that can be whether we're looking at job boards, career sites, and we'll see what companies are doing a lot of hiring. And then we'll go to their actual website and we'll say, Okay, look, there's no way of them capturing that additional talent if they don't have an extra talent, community or talent cloud. At that point, then I'll go into LinkedIn or research who their recruiter, recruiting manager or their hiring manager is and then pick up the phone and call

And tell me about exactly. Take me through step me through the process on, like what you do specifically to acquire new customers.

Sure. So it's a lot of cold calling. So yeah, one of the know,

there's probably someone listening to that that just went, man, that doesn't sound like a secret that sounds like work.

Let me tell you, it's a lot of work. But you know what it pays off. And I think the really the big thing behind cold calling, it's not so much always having that. Yes, it's more along the lines of repetition. So when they do realize that they need that specific service or technology, you're going to be the first of mine because you might catch somebody on an off day or you might catch him on and they're like, yeah, this- this is what I need.

And- and so I would imagine that get Tell me about follow up, like how do you do follow up and what do you how do you think you do follow up that most people don't do very well. And how has that led to you winning a lot more deals?

Sure. So I create my own list. And I keep detailed notes on exactly what time it cold weather had a conversation, not who I spoke with, and that's a really big thing is knowing who that front desk person is because a lot of times gatekeepers, so, you know, I'll make sure to write down their names. So that way when I call them up the next time, it's like, Hi, Jessica, it's Chad, following up again, just trying to get in touch with, you know, recruiting manager, hiring manager, and you're kind of building that rapport. So it makes it a little bit easier getting past that first step. As far as like, the follow-up, you know, just kind of depending if you have initial conversation, they might say, a chat, don't call me back for, you know, five or six months and that's an easy one. But if you don't, yeah, typically, I'll leave a message and then it's either that three to five-week follow up.

And what is your you know, I think, you know, we kind of explained how it works, but what's kind of your main kind of selling point That you offer to a hiring manager. Like how do you sum it up very easily and saying listen without us right now dot with us dot dot dot, like how do you What's your kind of your mainline that gets them to say, Oh, geez, we really need this.

Sure. So are two big things is one, you're missing about 60% of the talent that comes to your website, you know, you can check Google Analytics, you're going to see that you have a massive drop off, we can help you capture some of that drop-off. or second one is we have a lot of matching algorithms built-in. So now once you're going through the idea of Oh, and a new job opened up, our matching algorithm will search the- the interior of the platform that database and then send you a list of matching candidates and simultaneously notified those candidates as well. So now we've cut out potentially hours of cold calling those candidates to say hey, this new job has opened up and then secondly, creating that warm environment for them to call your not just an internal recruiter calling but another open position.

You know, depending on the industry to I mean, the cost of acquiring a great candidate, I mean, it can be pretty, a pretty big. And so if you can find a way to, you know, double your capture rate, you know, and, you know, a placement, I have to have to imagine the cost savings is pretty significant.

You mentioned a very good point. So that's one of the big things that we tell them. It's like, by the time you've paid a recruiter one fee, or pay for our platform, so the return on it, have two or three hires from this platform, you're already making money off of it.

Now, take me back to you know, when you said, well, Josh, I do a lot of cold calling. And I said, you know, my response is like, geez, that sounds like a lot of work. But what's the mean, I guess? Talk about Yeah, it's a lot of work. It's a sacrifice. Sometimes it's not fun, but let me tell you what why we do it? versus, like, Facebook advertising? Or you know, paid ads or something like that? Why do you choose to do a lot of cold calling over just advertising more?

Sure. So I love cold calling, you know, coming from the recruitment space is just one of those things that you learn to do. And it's a lot of preparation. And it is a lot of time work. But in the end, you're going to know so much more about that company so much more about the person. So when you finally get on the call with them, you're already prepared. You've done your research on the company, the person that you're speaking with, now, it's no longer that uncomfortable feelings. Like, look, I know what you're doing this is I know what you're trying to hire for. And then now you can actually have a one on one conversation versus a lot of times people think of just picking up a cold, no preparation, and you're having that weird uncomfortable conversation of Yeah, I think I'd like to do this or that this is what we can do. But by doing this, you're not only building rapport, you're also you might be able to, you know they might refer you to one of their buddies companies versus just Advertising adds up quick. A lot of people don't realize that but that that per click can add up real quickly. For

you, Chad, you said something you said, I love cold calling. How did you get to that mindset? Or that- that belief?

It took quite a while and you're going to hear a lot more no's. And you're going to hear Yes, but eventually, just get used to it. And then it's such a rush once you finally get that person on the call. And believe me, once you finally get that first close off a cold call, it's an MPO up so much more.

Wow, wow. So where do you see interview invite going over the next one to three years?

So we have three different versions of our platform. We're really trying to grow out all three which is, you know, not something that you typically hear from a startup but we really want to build out our relationships with recruiters specifically for recruit platform. We realize it's about a very dispersed field. So by helping clients be able to find an area or I'm sorry, expert in their recruitment field being able to search and find those recruiters directly. I think it's going to be our next big step for us.

Yeah, yeah. Awesome. Alright. Well, Chad Stiglitz, you are the CEO of interview, invite technologies, congratulations on the launch. And congratulations on the immediate success in terms of the number of clients that you're already working with. And it's a testament to your hard work and just grinding it out. But, you know, clearly, you know, we can see that, you know, those who are, you know, just unafraid to let the world know about the value that they can bring them, they can absolutely win. So Chad, thank you so much for your time.

Josh, thank you so much. I really appreciate it.

And by the way, the interview invite is on the web at which that makes sense. Good domain name. Thanks, Chad.

Thank you.

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