Different from inbound talent applications, when sourcing for passive talents, something else comes into play - convincing someone it's worth hopping on a call, even if they weren't actively looking for a new job.
To help you get the most relevant talents, Perfect isn't only looking at their professional experience - but also analyzing data points relating to the talent's career trajectory, other talents' habits, and behavior, as well as data points relating to your own company.
This is calculated into Perfect's prediction of a talent's Likelihood to Move ✨
The model is based on two endpoints: the talent's Likelihood to Leave their current company and their Likelihood to Join yours. In this article, we're gonna break down exactly the indications Perfect is analyzing to calculate this scale.
The Likelihood to Leave
One side of the equation is a talent's likelihood to leave their current company. What goes into this calculation, and what can actually help tip the scale?
The Likelihood to Join
How great is your offer, to make the talent leave their current company just to join yours? Even if they weren't looking? That's what Perfect's Likelihood to Leave is calculating, to balance the prediction of their Likelihood to Move.
At the end of the day, the purpose of Perfect's Likelihood to Move prediction is to float the most suitable talents for your open position - and help you make an informed decision when reaching out to them.
If you have any questions, don't hesitate to reach out.