Does your business have a talent pool? If so - congratulations, your stakes in the talent war are looking great!
Your recruitment team is going through the process of sifting through countless resumes every time you're on the lookout for a new hire. You may as well benefit from the hours they spend evaluating applicants, don't you think?
What Exactly Is A Talent Pool?
The term talent pool refers to a database of applicants who have shown interest in working for your company by applying for a position, but did not get a placement straight away.
They could also have been sourced or referred or arrived on your radar in another way.
The point is that they like your business, and you like their CV, but you don't currently have scope to make them an offer.
At a time when almost 80% of hiring managers say that attracting top talent is one of their biggest challenges, forward-thinking HR professionals and recruiters keep tabs on these interesting candidates by placing them in a talent pool and nurturing those leads in various ways. Here's how.
5 Ways To Nurture Your Talent Pool Effectively
1. Segment The Pool
Nurturing your talent pool starts by providing each candidate with a personalised experience. If you want them to continue opening your emails, you have to show them that you know who they are and why they made contact with your team in the first place. Today's tech-savvy jobseekers can sniff out a blanket email in a heartbeat.
As such, it's a good rule of thumb to start by dividing your talent pool according to your company's unique hiring strategies and talent acquisition needs. Start by segmenting them in terms of profession and application interest, and take it from there. A good talent experience management platform makes all the difference in this regard.
2.Take Care To Manage Expectations
It's important to ask permission to add someone to your talent pool because it means you will be storing their data, which you’re legally obliged to get their consent for. Take care to explain their rights and stipulate your privacy guidelines.
This is also a good time to share with them what they will gain from agreeing to stay in touch, how you will be communicating with them, and in which instances you will contact them.
If they need to provide you with any more information than you already have in order to be included in your pool, ask them to do so at this time. Importantly, this should be an step for them to take, otherwise you risk losing their interest.
3. Keep Your Candidates Engaged by Communicating
A well-structured talent pool requires regular communication, based on regular and useful info and content that speaks to each segment in particular. This includes targeted campaigns to find candidates for newly open positions, as well as ongoing content in the form of blogs, videos, photos and webinars that serves to establish your employer brand.
TOP TIP: Ideas for content include employee posts detailing the projects they get to work on, as well as vlogs that show how things are done at your company ('a day in the life of an XYZ at Company ABC', etc.).
4. Build & Maintain Your Community
Once you've done all the legwork in gathering the troops, it's time to reach out to them proactively to build your community. There are many ways to do so, and what works best for your business will depend on your culture, as well as the candidates you are hoping to attract to your team.
Community engagement options include online and offline events, closed groups on platforms like Facebook, interactive story posts on a dedicated Instagram profile, informative webinars, etc.
5. Keep The Database Updated
Your talent pool is only as effective as the data it contains. Make sure to reach out to your candidates regularly to see if any of their information has changed. Talent moves very quickly, so if they have moved on, you need to make a note of it.
Similarly, if they are pivoting in their careers or acquiring new skills, it's great to know about it!
Nurturing your talent pool is one of the simplest and effective ways to streamline recruitment and bolster your employer brand at the same time.
Start by segmenting the pool, managing expectations, engaging your candidates by communicating, building and maintaining your community, and keeping your database updated.