So, You Have a Talent Pool. Now What?
So, you have collected a community of people. Regardless of whether you keep them in an excel spreadsheet, saved on LinkedIn or structured in a TRM system, figuring out what to do with them next can be tricky. The profiles of these candidates you have will likely vary in their level of attractiveness and relevance. They’ve also probably gotten in touch with you through multiple venues such as career fairs, social media campaigns and career sites.
Given this pipeline of candidates, how do you manage them and ensure that they have a positive experience with you as an employer? Remember that these individuals in your database might have voluntarily taken the initiative to join your talent community. They’ve shared about themselves and want to hear from you, so it’s important that they are treated in a good way. A disengaged potential candidate risks losing interest and becoming disgruntled. They may even forget about you after signing up somewhere and then hearing nothing in return. It’s key to understand that the candidate experience can influence the candidate’s opinion about your employer brand, and these experiences can spread quickly in today’s talent market.
Here are 5 key actionable tips that you should apply to your talent pipeline:
Engage with them
Building relationships with candidates is a two-way street. If they’re coming to you, you need to meet them in the middle in order to create any value. Acknowledge everyone in your pipeline, but focus your time and resources on the high potential candidates. The segmentation and automation of this engagement should be easy in a modern TRM tool.
Jobs, jobs, jobs
Usually, individuals who sign up for job alerts or who are stored in your ATS system quickly realize that the jobs they’re being sent aren’t really relevant to them. Use the profile information you collect when they sign up to your talent community to hand-pick candidates that truly match respective jobs. Hot, but not applying? Share purpose-driven stories or send a personal message to help them stay connected and feel important. Thoughtful and targeted employee testimonials go a long way, too.
Account for timing
If some of your preferred profiles are still studying or unwilling to change jobs, keep them warm with inspirational stories and behind-the-scenes photos from the company. TRM is about using similar content as your overall employer branding, but since you know the potential talent better by now, you have the chance to be more targeted based on preferences and graduation dates.
Invite to webinars and in-person events
Invest in the relationships on a more human level. Cater to their interest in learning more and connecting with you by providing interactive opportunities for them to meet your employees and ask questions. This way they will forge stronger trust and loyalty with your organization. For the larger bulk of potential talent, webinars are a very cost-effective way of creating this interaction, and for a select few, an in-person meeting might be worth the extra investment.
Involve the organization
All information the talent receives shouldn’t necessarily originate from HR since it risks becoming too generic or corporate. Your experts and line managers may be the best people to reach out to specific target profiles since they can share information and experiences that resonate much more directly. Open the door to your talent pools so that strategic stakeholders can discover the best matches for their future positions and contact them directly.
These 5 tips will assure that the time you spend on your talent community actually makes an impact. Thanks to some efficient targeting and communication, you will conveniently have relevant candidates that are available and interested to work for you, and others that act as hot leads for the future. But, if you intend to drive significant results, communicating and engaging with your talent pool is half the battle. In other words, what you ultimately want is to realize successful recruits. To bridge this gap, make sure that your recruiters are aware of this talent pipeline right at their doorstep, and systematically source it for potential fits.
Finally, don’t forget to measure, analyze and optimize your talent attraction strategy to yield even more quality profiles in your talent database. Filter out some top profiles and check where they came from. Where is your top talent at? What channels are worth investing in to reach the right people? What engagement tactics and content types are most effective?
Before long, you have data-backed proof to show your manager that you supplied X number of successful recruits, and saved all that hefty recruitment cost. All it took was a structured approach to managing your talent pool.