One of the upcoming recruiting trends is the talent pool. It might sound overwhelming to start a whole new process, but we’re here to show you why it’s not as difficult as you think. In this article, we’ll share with you the three easy steps to building a talent pool.
How to build a talent pool in 3 easy steps
1. Get a talent pool software
In order to build a successful talent pool, you need an intuitive software to help you get started. Having a talent pool software will allow you to store candidates in an easily accessible and data-privacy conform way.
This is the first step in the process because you need a good foundation for your talent pool. If you gather your contacts first without having the software in place, you could lose a lot of information or possibly even save it in an non-secure way.
It will also help you to easily implement your talent pool into your career page and job ads. And provide you with the necessary tools to create nurturing campaigns to keep the candidates in your pool active and informed on your latest job openings.
2. Gather candidates
The second step is to start to fill up your pool with candidates. This can be done in a variety of ways, such as:
Career fairs are perfect for filling up your talent pool with active candidates. And it’s easy to have interested candidates to sign up on the spot via a tablet, phone, or computer.
Use the talent network at career fairs
Trade fairs are another good way to fill up your talent pool with candidates who have the required skills that you need for your open positions. Even if they are not actively seeking a position at the moment, they could be a potential fit in the future.
If you’re frequently hiring for entry-level positions, then you should focus on reaching out to university students. You could host an event on campus or simply ask the career center to share information about your talent pool.
Your current employees likely have friends and family members who could be qualified candidates. Ask your employees for recommendations or ask them to share the talent pool with any interested contacts they may have.
There are two easy ways to get candidates to sign up for your talent pool on your career page. First, create a pop-up that allows visitors to quickly fill out a short form in order to join the pool.
Example of a talent pool pop-up banner
Second, create a landing page dedicated to your talent pool that highlights your employer branding and also allows them to sign up for the pool.
Example of a talent pool landing page
Every job ad should include a way for candidates to sign up for the talent pool if they don’t think that position is the correct one for them. This is a great way to reach candidates who are interested in your company but don’t find an open position that they are interested in.
Example of a talent pool pop-up banner on a job ad
If you’re active on social media, you should also use it to promote your talent pool. Make sure you regularly share a link to your talent pool with your followers on Facebook, Twitter, Instagram, and LinkedIn.
Candidate sourcing will help you to reach more passive candidates, who otherwise may not have signed up for your talent pool. By sourcing, you can target professionals from a specific location or skill-level to make sure that you have the right kind of candidates in your pool. (And if you need more help with sourcing, there’s a tool for that too.)
SEO (Search Engine Optimization) is another way to create more traffic to your job ads and career page, thus increasing the sign ups for your talent pool. This process is significantly easier if you have a tool to help you optimize your job ads and landing pages.
Example of the Talention SEO tool
3. Nurture candidates
Once you’ve gathered candidates into your talent pool, it’s time for the next step. In order to keep the candidates “warm”, you need to stay in contact with them. This can be done in several different ways, but one of the most common ways is through nurturing campaigns.
A nurturing campaign means sending the candidates a series of emails, such as an introductory email, newsletters, event invitations, and updates on open positions. These campaigns are vital for keeping candidates interested in your company.
Example of a talent pool newsletter template in Talention
If you stick to these three easy steps, you’ll have a talent pool full of qualified candidates in no time!
Check out our page "The Ultimate Guide to Talent Pools" to find further resources on the topic of talent pools.
Talention offers a state-of-the-art talent pool. In a free demo, we would like to show you what your company's talent pool could look like.