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5 Effective Ways to Expand your Talent Pool

In the technological age we live in, it's ironic how difficult it is to attract and retain top talent, in any industry. The active candidate pool doesn't necessarily offer the highest caliber applicants, and for key roles--quality truly matters.

Building a solid candidate pipeline continues to be a struggle for nearly every organization. What if there were a way to effectively expand your talent pool, in a short amount of time? Today, we'll take a look at 5 ways you can begin expanding your talent pool, immediately.

1. Create and manage a talent community on Facebook. There are currently more than one billion active users on Facebook. The right candidates you are looking for are already using this social media tool. The problem with talent communities is most employers think about attracting applicants for their company, instead of delivering great content for the individual careers within their organization. For example, the information that interests someone in Information Technology is very different than content that would be suitable for someone in Accounting, Sales or even the C-Suite. To administer talent communities right, organizations need to create mini-groups that will cater to that specific pipeline. Think of it as a farming project. Pump out consistent and relevant content, conduct contests, and make your talent community fun. Watch how quickly your members share pages with other potential users. When it's done correctly, Facebook talent communities will provide needed exposure to your career brand.

2. Email blast candidates in your ATS. Companies often forget to leverage their past and present applicants to increase their candidate pool. Send out a bi-weekly or monthly newsletter with interesting content for potential candidates to re-engage them. Your newsletter can include items like a candidate referral bonus program, contests, hot job openings, and other interesting information. Leverage internal recruiters to manage this program, or hire an outside marketing firm to handle it.

3. Conduct regular virtual career fairs. In the past, employers had to spend lots of time, money and manpower to run a productive career fair. Today, with the help of the internet, companies can run a virtual career fair on a shoestring budget, and using limited resources. Simply pick a date and time, email blast your ATS candidates and everyone in your talent communities, have your website administrator place a strategic pop-up ad on your corporate career website, and have your recruiting staff share the information with their networks. To keep within a small budget, use a venue like GoToMeeting or another video conferencing platform. Create break-out rooms for specific departments, and have your recruiters prepared to present information on all the wonderful reasons why your company is the next step in their career. If you're team doesn't have time to conduct their own virtual career fair, you can check with an external marketing firm who will take care of it for you.

4. Leverage recruiting agencies as talent scouts. Search firms are able to attract candidates from competitors in a similar position, provide your organization's unique selling proposition, and move that individual through the hiring process, because that's their specialty. While more and more companies are trying to move away from using external recruiters, the fact is they deliver value and top talent. Internal recruitment teams and HR focuses on so much more than talent acquisition. As a business strategy, it doesn't make sense to have your internal team reach out to the competition to recruit them. This is one of the greatest values agencies offer to companies, whether it's a candidate or employer driven market. If you're not using recruiting agencies to scout top talent for you, you're losing competitive edge.

5. Use a Vendor Management System to managing your relationships with search firms. If your company regularly uses recruiting agencies to scout and place exceptional talent, you know that working with multiple firms can quickly become cumbersome. A Vendor Management System does not have to be a costly expense for employers. It doesn't have to include a long ramp up time for internal recruiters to learn how to use the system. A quality VMS will provide the employer with three key components: contract and fee control, simplification of communication with external recruiting partners, and time savings. Make sure the VMS you select can handle permanent and contract positions, and that you have the ability to distribute jobs on an International basis (if you hire overseas).

Technology is continually presenting new tools to increase the size and scope of your talent pool. Remember, often times the latest app or program may not deliver what is promised—quality candidates. Recruiting is a 'relationship business', so never lose sight of the human interaction that must occur in order to make a quality hire.

RecruitAlliance.com
RecruitAlliance is a Vendor Management System with an employer referred network of staffing agencies and recruiting firms, waiting to fill your most urgent hiring needs. Employers may sign up for their free* account and immediately begin posting jobs to the recruiting vendor network. Employers choose the fee they're willing to pay, the terms of the contract, and drive the hiring process. Recruiter members agree to all terms before a candidate is ever submitted through the platform. To learn more or get started today, go to www.RecruitAlliance.com.
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