Talent pool in a tight labor market
In all sectors, the tightness in the labor market remains unabated. Many employers are dealing with open vacancies for which they need a suitable candidate. Organizations that build a talent pool have the right talent for the organization within reach.
What is a talent pool?
A talent pool is nothing more than an active community suitable for future recruitment. When you make contacts through various activities, think of campus recruitment By organizing webinars, you can stay top of mind with talent. It makes it easier to approach people for a suitable role, shortening your recruitment time. A candidate who is already familiar with your organization's name and work culture will be more likely to be an engaged employee.
How do you build a talent pool for your organization?
Building a talent pool takes time and money. In our information society it is useful to search online for talent. You can, for example, bind talent to you with recruitment software. Does the organization make use of interns? Maintain the contact until after graduation. Also consider campus recruitment whereby you can collect contact details by organizing a a company day or another event for students.
It is important that you ensure proper follow-up. But also don't forget the company website. For example, create a registration page on your recruitment site. And last but not least: social media. Through the website, LinkedIn and other social channels you can alert your followers to the opportunities for your talent pool. There are various options you can use for sustainable contact with your potential employees.
Maintain your talent pool
A talent pool needs maintenance. After you have built a community it is important to make sure you maintain contact with the talent regularly. That does not mean you should bombard potential candidates weekly with news. Set up an automated newsletter that you send out monthly or every two months. It is also important to engage candidates via social media channels so they regularly come across updates.
Be thoughtful: send a message during the holidays or a small gift around graduation. For the most enthusiastic and suitable candidates you can call them every six months to see how they're doing. They may be looking for an internship or preparing for a new job. Whatever approach you choose; make sure you stay top of mind with the candidates.
Building a talent pool therefore takes some time and effort. Before you get started, here are a few practical tips:
1. Personal communication
When setting up your talent pool it is helpful if one or more permanent staff members work on the project. That way the organization gets a face.
2. Authenticity
When you show the real day-to-day operations within the company, candidates know what they are choosing. You attract the right people who want to work for the company for a longer period.
3. Interaction
Be careful that you are not only sending information. Make room so that candidates can ask questions. Via social media or by email you can ask for their opinion.
4. Support
Get off to a flying start by making use of the knowledge, experience and network of the recruitment professionals. Hire a recruiter temporarily or outsource part of the recruitment process out.
