In other words, candidates from different stages of their trip can be part of your talent pool. Stay in constant contact with talented people in your talent pool. This way, you`ll be available just as a candidate decides to take on a new challenge. This can be achieved without too much effort by segmenting and automating certain processes. What is talent pooling and how important is it during the recruitment process? Through the use of a talent pool, companies and human resources advisors opt for an approach that focuses heavily on candidates. When creating a talent pool, it`s not just important to manage the database. It is also important that the company communicates regularly with candidates. This does not create loyalty and interest in the company. This reinforces the impression for the candidate: the employer did not include me in his pool out of sheer embarrassment, but absolutely wants to stay in touch with me.
Thus, a company creates an advantage over its competitors and, in an ideal situation, it always has the best talent to fill its vacancies. But what measures manage to keep talent in a long-term talent pool? This is a question we will answer in our next blog post. Other popular sources of talent pool are alumni organizations, alumni, LinkedIn contacts or talent-as-a-service specialized service platforms like Topcoder. In some organizations, a talent pool may include contingent workers and staff agencies, as well as trusted agents. Imagine that every time you had a vacancy notice, you would have a pool of talents from which you can choose the best! Sounds great, doesn`t it? This is why many recruiters have begun to build a quality database for current and future needs. Internal talent pools should identify existing staff who have potential for use within an organization. They may also include employees who are in the process of acquiring additional skills or degrees that qualify them for senior positions. If you stick to these bases, there is no reason why unsuccessful candidates should not want to stay in touch and be in your talent pool. Unless they felt that the business was not the right place for them, of course. Step two.
Assess the company`s current talent to identify skills gaps. This information was also collected during staff analysis and staff planning. Companies can complete this step with a variety of techniques, including performance checks, evaluations, multiple feedbacks and interviews. A combination of techniques could prove extremely valuable. The main consideration is consistency. Talent pools can be achieved with outbound or inbound-recruiting strategies. Find and hire the best talent, with processes tailored to each role. Talent pools allow companies to maintain relationships with employees whose skills and know-how match the company`s skills and values.