As a recruitment firm, talent pools hold great importance as it is a platform where you find the top job candidates. Talent pools are a very effective place to interact with the candidates and have smooth communication with them at different stages of recruitment. A talent pool makes your work easier, efficient and a lot cheaper as well as it lets you secure high- quality candidates in no time. Here is everything you need to know about talent pools:
A job seeker need not be actively looking for a job, but they could also be people who would want a job change in the near future or students who would be starting their careers soon and might apply for a job in your organization. By joining a talent pool, they can find out about future positions as opposed to googling your organization consistently.
From HR's point of view, the very first perk is that you can save time and money. Through talent pools, you have a warm pipeline of fascinating talent that you can connect through email nurture campaigns. You can also use a survey form to understand their skills and interests after they join the recruitment team. This makes it easy to use their skills to filter out candidates for a specific vacant position.
An efficient talent pool makes the recruitment process more inbound rather than depending on external job boards. This is a great strategy as the person belonging to the community will have a better understanding of things than someone outside the community. This helps them to fit well with the company culture and the workplace with a better attitude, and more engagement post-hire.
How Talent Pools are Built?
Talent pools can be built in two ways: Inbound or Outbound recruitment strategies. One of the most widely recognized techniques used to assemble high-quality candidate's databases is by using sourcing tools which is an outbound method for building talent pools. Tools like these help to find the right profiles based on specific keywords that denote the requirements of the job. If these keywords match with the profile of the applicant, they are the right person for the job.
Referrals are another incredible method for building talent pools. Applicants that come through referrals are usually the ones that stay longest in the firm. Referred candidates also fit well with the company culture as they know what they are getting into prior to joining the company from the experience of one of your current employees.
For Inbound Recruiting, recruitment marketing strategies are used to make the competitors willingly join your talent pool. This can be done by creating a blog which has interesting content that attracts visitors and which might lead to your competitor ending up in your talent pool.