Menu
This Summer Take a Deep Dive into Your Talent Pools
Wednesday, Jun 14, 2017

Talent Pool Management Software

How can I fill this job quickly? This is a question that resonates with everyone involved in the hiring process, especially during the summer months.

This summer take a deep dive into your talent pools and learn how you can make a big splash in your company’s recruiting success. It’s simple. Follow these four tips:

1. Group your talent pools 

Having one large talent pool can work sometimes, but if your company is mid-sized or growing it is best to get more detailed, and better organized. For example, group talent pools based on candidates with similar skill sets, geographic locations, or functional roles. Then when you are ready to find and fulfil a role for someone in your New York location with a specific skill or role, you can do it. Both quickly and easily. Once candidates are grouped in your CRM, sending branded communications should be quick and unlimited. 

2. Nurture your candidate relationships

In addition to collecting candidate information, a CRM keeps talent engaged, nurturing each candidate relationship, until the time is right to apply. How? By automating personalized, branded, and relevant communications in the form of emails, social posts, or newsletters to candidates. These can spotlight anything from your current employees and their specific roles to products, customer testimonials, and industry news. When communication is, timely and resonates with candidates consistently it will ultimately create excitement surrounding potential employment with your company. Maintaining your candidate’s engagement with your organization is key to getting the right candidates to eventually apply.

Words of wisdom: Rather than update all your passive candidates with an automated email announcing an opening within your company, divide and conquer. Configure your software settings to distribute different emails. For example, send leadership candidates something that better aligns with their interests, such as a thought leadership article that positions your company as an expert in the industry. This will go much further in getting you the best talent when the time is right.

3. Invite others to join the “pool” party

Start an employee referral program. Encouraging your current employees to share company news and job openings, as well as, to refer any qualified friends or connections can be extremely effective. Just think, interested candidates can then connect via social networks directly with your employees who can speak to your company’s core culture and values. A win-win for all—employees have the opportunity to help decide who joins the team, the right candidates are made aware of new opportunities, and you have a bigger pool of candidates to choose from. iCIMS Social Distribution tool within Recruit lets organizations seamlessly tap into their current employees’ networks to extend reach through automated job postings.

4. Drive talent to your CRM to keep your pool full

IBM recently shared that about half (48 percent) of recent job candidates have had some relationship with the hiring organization before applying and over half (55 percent) had a positive impression before they applied. While this is important, it also needs to be easy for candidates to apply. Therefore, ensure you have attention grabbing, graphical links to your talent CRM in your company’s career portals or sites, corporate social media pages, banner ads, and all other recruitment marketing materials.

A talent CRM, like iCIMS Connect, allows recruiters to send automated, fully-branded messages that are designed to build a relationship and educate candidates. This results in a pipeline of warm candidates for future hiring needs.

This summer take your talent pool recruitment a level deeper by leveraging tools within an effective CRM. This way you can find, classify, and communicate with candidates successfully—maximizing your sourcing activities, maintaining a constant pool of warm candidates, and filling open jobs faster. 

Start an employee referral program. Encouraging your current employees to share company news and job openings, as well as, to refer any qualified friends or connections can be extremely effective. Just think, interested candidates can then connect via social networks directly with your employees who can speak to your company’s core culture and values. A win-win for all—employees have the opportunity to help decide who joins the team, the right candidates are made aware of new opportunities, and you have a bigger pool of candidates to choose from. iCIMS Social Distribution tool within Recruit lets organizations seamlessly tap into their current employees’ networks to extend reach through automated job postings.