Abstract: Computer-implemented methods, computer-readable media, and computer systems for acquiring talent for organizations. Multiple referrers, from each of whom referrals for candidates for a job in an organization have been sought, are identified. A respective degree of association of each referrer with the organization is determined based on a type of each referrer. A user interface that displays objects representing the organization and each of the multiple referrers is generated. Objects representing the referrers are arranged in the user interface relative to the object representing the organization according to the respective degree of association determined for each referrer based on the type of each referrer. The user interface is provided for presentation.

Abstract: Computer-implemented methods, computer-readable media, and computer systems for acquiring talent for organizations. A referrer who has referred a candidate for a job is identified. An evaluation of the candidate for the job is tracked. A metric that represents a quality of the referred is determined based on the tracking of the evaluation of the candidate for the job, and provided.

Abstract: Computer-implemented methods, computer-readable media, and computer systems for acquiring talent for organizations. Multiple job criteria that collectively represent requirements for a job are received. Multiple computer-readable storage media are identified, each of which stores social associations of multiple persons in a respective format. Each medium is searched for a person who has at least some social associations that match at least some of the multiple job criteria by comparing the job criteria transformed into the respective format of each medium with social associations stored in each medium. Persons identified in response to search each medium are provided as job candidates for the job.

Abstract: Computer-implemented methods, computer-readable media, and computer systems for acquiring talent for organizations. In response to receiving input to search for candidates for a job in an organization, multiple candidates that are internal to the organization and multiple candidates that are external to the organization are identified. In addition, ranking of the multiple internal job candidates and ranking of the multiple external job candidates according to a respective match of each candidate to the job is also identified. A combined ranking, which is generated by combining both rankings, provided.

Abstract: Computer-implemented methods, computer-readable media, and computer systems for acquiring talent for organizations. A candidate for a job in an organization can be identified based on comparing social associations of the candidate with multiple job criteria that collectively represents requirements for the job. From among the social associations of the candidate, data describing an entity with social associations that are at least partly associated with some of the job criteria and some of the social associations of the organization can be identified. The data describing the entity can be provided as an endorser who can endorse the candidate for the job.

Abstract: Computer-implemented methods, computer-readable media, and computer systems for acquiring talent for organizations. Multiple job criteria that collectively represent requirements of a job are received. Multiple referrers is identified. Each referrer is associated with multiple referrer attributes that collectively represent social associations of each referrer. Based on social associations of the multiple referrers and the requirements of the job, a subset of the multiple referrers is determined. Each referrer in the subset is associated with one or more referrer attributes that match one or more job criteria of the multiple job criteria. The subset of the multiple referrers is provided as candidate referrers from whom referrals for candidates for the job can be sought.

Abstract: A talent acquisition pipeline can be provided for managing candidates for a job opening. The talent acquisition pipeline comprises a plurality of stages. Information can be displayed along with the talent acquisition pipeline, including a count of candidates associated with the stages and/or target values associated with the stages. Candidates can be moved between stages. Stage-specific actions can be selected to perform various actions related to the candidates for a selected stage. A graphical user interface can be provided depicting a talent acquisition pipeline and a list of candidates associated with a selected stage of the pipeline.

Abstract: Embodiments of the present invention may provide a system and method for matching candidates to a job position opening. Embodiments may include automatically creating a virtual profile based on shared characteristics of known top performing employees; matching candidates to the virtual profile; and outputting the matching results. Therefore, in addition to finding qualified candidates, embodiments of the present invention may find candidates best suited to succeed at the job based on matches to shared characteristics of known top performers.

Abstract: A system and method provide for a sales forecasting application implemented on a user terminal. The sales forecasting system uses integrated predictive and statistical methods to evaluate the reliability of the forecast. The sales forecasting system may perform a statistical analysis to derive a sequence for the influencing attributes, driving sales success in the past, and display the attributes to an end user in a specific sequence. The sales forecasting system may further be implemented through a sequences of stages, including a pipeline analysis stage where the system understands the situation and any possible risks, an analysis stage where the system may analyze past or external influences, and an application stage where the forecasting system applies the insights to a current pipeline and provides a determined simulation.