How to Build Effective Recruitment “Talent Pools”

The recruiting industry’s abuzz with social recruiting, but what about Talent Pools? A talent pool is exactly like it sounds. It is a still puddle of job seekers and potential candidates who are eager, interested, and open to hear about your company’s job openings and career opportunities. The problem is that a talent pool, of any substantial size and lifespan, simply doesn’t exist. Pools in themselves are small yet separate pockets of standing water and with the internet, these talent pools and pockets of isolated candidates do not effectively exist.

Social recruiting is step one of gathering talent. This means building your online brand through Facebook Fan Pages, Tweets, and your company’s LinkedIn profile. Think of your recruitment and candidate engagement strategy as more of a talent ocean.

The sea of qualified candidates is vast, but there are communities and colonies that exist within that talent ocean. These communities are where you can establish relationships and build a reputation. Just like the ocean, finding these small communities is hard and employment branding and relationship building becomes all the more important. People trust people just like engaged and productive employees work for managers who they know, like, and trust. Recruiting talent and building relationships within the ocean is the very same way.

A Talent Ocean v. A Talent Pool

Talent oceans are built on the foundations of establishing value, building relationships and having conversations. And that means understanding and knowing what your candidates want just as much as what your company and hiring managers do. Collaborative Hiring.

This value-based relationship should not be confused with talent warehousing. In this model, companies create vast storage containers, servers, and file cabinets filled with candidate data. They are graveyards. This data is warehoused and offers no engagement, conversation, or opportunity for the information gathered to be customized, altered, or updated by the job seeker actively looking for work. These warehouses (ahem, graveyards) store this data, advertise their mass candidate warehouses to eager employers looking to fill positions only to learn that 80% of the data is old and outdated.

Building a passionate and involved community within the sea of talent is not easy.  Many hours are spent giving back, having conversations, and proving your worth. The most effective and fastest way in which to build a talent ocean is through your already established relationships. Encouraging your current employee base, previous job applicants, your customers, and their pockets of community to join in your conversations is the best way to get your talent ocean off the ground. Using Twitter and engaging in Twitter chats geared toward the job seeker like #jobhuntchat and #hirefriday chat are another effective and fast method to build momentum and a brand with very little cost.

Bottom line is that building a talent ocean is not easy, but it’s an evolutionary phase of the social recruiting and online employment branding process. By starting now, your organization can begin to build and foster those lasting relationships online that will serve as a fantastic referral and job candidate resource for years to come.

Photo Credit Planet for Life

Watch the product tour to see how our enterprise recruiting software can empower you to find, engage and hire great talent.
Share on LinkedInTweet about this on TwitterShare on FacebookShare on Google+
@blogging4jobs blogs
Jessica Miller-Merrell Jessica Miller-Merrell, SPHR is a HR consultant, new media strategist, and author who writes at Blogging4Jobs. Jessica is the host of Job Search Secrets, an internet television show for job seekers.
More posts

New Marketplace Additions: December 2016

If you haven’t seen our Marketplace yet, it’s the easiest way to add integrations to SmartRecruiters. We’re always adding new partners, and if you don’t see your preferred partner yet, request it in the Marketplace to make SmartRecruiters your top-to-bottom Talent Acquisition Suite.

In December 2016, we added three new partners, including eSkillFirst Advantage, and T&CC. For more information on these great partners, read below:

read more…

The Essential “Culture Fit” Interview Questions

After four years of startup life, I’ve come to hate the question, “is this candidate a culture fit?”. I hate it almost as much as I am repulsed by the over-used word “hacking.” I hear it every day and it makes me cringe!

Now don’t get me wrong: culture is important. A company’s culture is its personality. It is the environment in which the team operates, which is affected by its mission, goals, and leadership.

In fact, it’s what sets startups apart from the rest of the business world. It’s certainly not the size or age of the company that determines whether it is a startup or not, as there are tiny bureaucratic companies and giant public companies with startup cultures.

So how do companies make sure their culture succeeds when they add a new hire to the team? read more…

Are You Using These Recruiter Training Tips To Optimize Your Hiring Team?

Filling a position can be a tough task. You have to find the right talent, but you don’t want just anyone to sit at that desk. You need fresh talent that is going to take your company to new heights, and be a great asset to your team.

While you may be busy, you might delegate some of your recruiting tasks to other recruiters. At the same time, they probably have their hands full, and might not be taking the time to bring in best and the brightest to review. That being said, Hiring Managers have a lot of power.

If they can provide candidates with a positive, individual experience during the recruitment process, they can bring in excellent new hires and make you look like the great employer that you truly are. However, if your Hiring Managers are making some common recruiting mistakes, you will have a hard time finding those superstar hires.

The good news is that there is any easy way for you to help your Hiring Managers avoid these pitfalls and end up with the best talent the job market has to offer… read more…