A talent pool is an effective way for recruiters to ensure a constant flow of candidates are available if an opportunity opens. The question is, how can you entice the best and brightest professionals?
Here are our top tips on building and maintaining a successful candidate talent pool:
1) Simple registration
A simple registration process is an easy and effective way to generate an immediate pool of potential candidates who are looking for their next career opportunity. It also means candidate profiles can be quickly and easily filled out, stored, and accessed – streamlining the recruitment process. The registration also provides the opportunity to gain the necessary consent as part of your GDPR compliance.
2) Collate the right information
Collating the right information is crucial to ensuring your pool of talent is more than just a database of names. Key information such as salary requirements, qualifications, skills and date the information was last updated for example will all help to quickly identify suitable candidates held within your software.
3) Searching Candidates
As well as collating the right information, you also need to be able to search for candidates on the relevant information. For example, the ability to search for candidates who have updated their information in the last 3 months ensures you only focus on the most up to date profiles whilst the ability to remove candidates from your searches using flags that you have assigned allow you to tailor your results with greater accuracy.
4) Manage and folder profiles
The ability to create folders and add candidates as you require to them will ensure that when a need arises you can quickly view the profiles of candidates that have already been screened in some way or another. For example, you could create a folder of all previously interviewed candidates or candidates who have a certain qualification.
5) Promote vacancies to registered candidates
Job alerts play an essential role when it comes to maximising the ROI and efficiency of your talent pool. The ability to promote your vacancies essentially free of charge to a wealth of candidates who have already expressed an interest in your business can dramatically reduce your recruitment costs and your time to hire. With the right tools, you can give control to the candidate and fully automate the process of matching vacancies with suitable candidates.
6) Update information (Data purge)
A talent pool, as the name suggests, shouldn’t be too excessive in size – make sure you keep the number of candidates at a level you can manage. Aim to review your talent pool every three months and automatically delete information after a set time frame to help keep your data fresh. Most importantly for this year, it is crucial to be aware of how the rules around your ability to store and process candidate data are changing. General Data Protection Regulation (GDPR) will become law on 25 May 2018, and will have a significant impact on the way organisations recruit. For more information on GDPR please click here
Follow these steps and you will be well on your way to creating and consolidating an impressive talent pool of potential candidates for your company.