Every talent pool needs to build a steady stream of new candidates that can be matched to new opportunities, whether by recruiting efforts or by sourcing candidates from among former employees and passive candidates. The thing is, it can also act as a data source that can be tapped whenever needed.
That being said, it is only fitting for you to ensure that you can build it up early on to have a wide range of skilled people at your disposal. The following are just a few essential tips in achieving that from the very beginning.
1. Use the Resources You Have
Most often than not, the company is likely to utilize the same recruiting methods that other companies are using to source new members. Having said that, you need to build a talent pool without spending a lot of money. This can be done by utilizing the existing employee base and integrating social media into your sourcing efforts.
2. Use Targeted Technology
Without question, the search for new talent is one of the most important tasks you have to do as an HR professional. Using the right technology to search for new candidates should be one of your priorities. Not only will it help you take an information-based approach to sourcing, but it can also make it easier for you to manage the overall talent pool.
3. Time Your Sourcing Efforts Like You Do for Recruiting
People change jobs much more frequently than most people think. This is why companies should invest ample time in their sourcing efforts even when they are not actively looking for talent.
4. Think of Different Sources of Talent
The most common sources of talent are those you can reach out to through employee referrals and your existing platforms. On the other hand, you can also tap your own employees and your social media platforms.
5. Be Proactive in Your Efforts to Source New Talent
You can make your own effort to find new candidates by leveraging all of your existing connections and the relationships you already have. You can do that by just posting a job on your social media channels and by reaching out to all of your connections individually.
6. Find the Right Way to Engage Passive Candidates
As you may know, passive candidates intend to change jobs in the next twelve months. This is why it is essential to establish a relationship with them early on. You can do this by just reaching out to them through social media or through social websites.
7. Work on Your Advertised Positions
The thing is, you will always know how much time you can spend on each of your positions. Make sure that you have a good idea of how much time it will take you to fill in your open positions. By doing so, you can be sure that you are not wasting your time and effort on those not getting any applications.
8. Be Sure to Know Your Goals
In this case, you have to be sure that you have an idea of what type of talent you need in the long run. Even if you are not actively looking to fill in an open position, you should still know what is going to be your long-term goal. This can help you build your talent pool, and it can also help you take a more proactive approach to build it.
9. Always Keep Your Candidates in the Loop
Suppose you have a talent pool to work with. In that case, you have to make sure that you keep your candidates updated on all the information you have about a position and the company. You can do that by reaching out to them, updating them through your social media channels, and sending automated messages.
10. Be Happy With What You Have
You already have a talent pool, so you do not have to worry about losing potential candidates. Furthermore, you should keep it up and always work on it. In this way, you can be sure that you are always ready to meet new people, whether you need them or not.
11. Be Sure to Keep In-House Talent Happy
It goes without saying that it is important for you to keep your in-house talent happy. You can do that by ensuring that your company allows them to grow, giving them the opportunity to work alongside other talented people, and giving them a chance to work on projects that they are sure they can do well.
12. Be Sure to Be Flexible With Your Recruiting Efforts
Just because you have a plan in mind, it does not mean that you have to stick to it. In this case, you should ensure that you are flexible enough to accommodate new opportunities. You can say that it is your talent pool that can help you to do that.
13. Stay in Touch With Your Candidates
The surest way to find new talent is to stay in touch with your own talent pool. You can do that by regularly inviting them over to meetings, by giving them projects to do, by scheduling check-ins, and by keeping the lines of communication open.
14. Think of Your Talent Pool as a Conversation
When you think of your talent pool as a conversation, it will be easier to see that you do not necessarily have to wait until you have an open position to talk to your candidates. This can help you build a relationship with them, and it can help you find new candidates whenever you need them.
15. Be Sure to Think of Your Talent Pool as a Feeder System
Most companies are aware that their talent pool can help them to find new employees. Not all of them are open to how their talent pool can be a feeder system. In this case, you should make sure that your talent pool will help you find the people you need.
16. Be Sure to Think of Your Talent Pool as a Residual Source of Talent
In some cases, a good talent pool can help you keep finding new candidates for more than a decade after gathering them. That being said, you need to make sure that you are always adding new people to your talent pool and always identifying those you can consider as future employees.
17. Stay Open-Minded When It Comes to Your Candidate Pool
If you want to ensure that you can find a multitude of skilled candidates, you need to make sure that you are always on the lookout for talent. You can also do that by staying open-minded.
Conclusion
Once you have built your talent pool, then you have to make sure that you are always working on it. You need to do this, even if you are not actively looking for talent. Not only can it give you a wide range of new potential candidates to work with, but it can also help you maintain a consistent flow of candidates.
Having said all of these, you now understand how you can use sources of talent to benefit your company. However, it should be noted that the success of this strategy depends on how effective you are in your own talent pool management.
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