How to Build Effective Talent Pools?
December 30, 2014
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Are you tired of encountering inadequate and irrelevant candidates? Fed up of the goose chase? Wondering where to find those had to get applicants, well you just described the story of most recruiters.
For a recruiter sourcing candidates is a cumbersome task even with the latest developments in popular Social Media like LinkedIn, Twitter, Facebook and Google+. The reason being ineffective talent pools created due to inadequate connections and incomplete information on sourcing via Social Media. Well if you’re reading this then you identify with these statements. It’s probably time to try a different approach or evaluate your sourcing methods. So let’s see if we can identify our short comings?
Final Round Interviewees
Do you remember those individuals who made their way to the final round but missed their chance because someone was better qualified for the role? Most recruiters tend to discard such resumes. Well the next time you come across such an applicant you would do well to remember not to discard these individuals just yet. Instead make it a point to include them in your list for future reference.
Create a Community
A community can be created either on the company website or even better on Social Media platforms like LinkedIn, Twitter, Facebook and Google+ that give you the option of creating a group or community. A group or community can be categorized when created; this will give you an immediate list of candidates that you can refer to either before or while sourcing for new applicants. Here you can even post job vacancies, send Tweets; schedule and monitor them. Such a platform is perfect because you have access to a huge database of applicants that can view job postings. This will ensure that you have a talent pool comprising of unique individuals with caliber to choose from.
Those applicants that made it all the way to the final round of interviews are the ones you need to keep under your radar. In order to do this you need to add them to your connections via Social Media. It is preferable to email them just to let them know that you will get in touch with them if a similar vacancy opens up. Make sure you communicate with your connections and are active on the social media group forums. This will ensure that you have a steady pool of talented individuals at your disposal at all times. Once you have gathered enough applicants ensure that you follow up with them on a timely base to keep them updated.
Monitoring Potential Candidates
Apart from creating a community on Social networking sites you might want to monitor the final round interviewees before getting in touch with them when a vacancy crops up. Most job seekers nowadays are usually listed on popular Social networking sites such as LinkedIn, so to verify if they are job hunting, visit these sites to be updated. Moreover these platforms are a perfect place to source for qualified individuals as the database of profiles is vast and generally up to date.
With the constant developments in Social Media and the availability of various handy tools and browser extensions or add – ons mushrooming online, adapting to these new changes and updates becomes difficult. So being updated and informed is absolutely essential for modern recruiters. In such cases applying to receive notifications when updates are made to Social Media or newer add – ons and tools can go a long way in creating a talent pool that you can rely on. These developments can boost ones sourcing if their knowledge is up to date with the current changes. No wonder Sourcing for candidates is conducted on Social Media platforms.
All of these aspects if focused on and implemented properly, will result in an improvement in sourcing but also help build an Effective Talent Pool of candidates to refer to when required. So follow these aspects and watch your tedious task be productive and enjoyable simultaneously.