e-recruitment strategy

Talent Pools - a recurring theme?

Hi all,

Like the proverbial 'blast from the past', Talent Pools seem to be coming back onto the agenda.  We were with a Dutch recruitment company today that actively mines and communicates with its candidate pool of over 75,000 individuals.  I recently heard about a new research report into Talent Pool activity in the UK. 

It is, to me at least, a 'no brainer' that companies of all shapes and sizes should be spending more time thinking about the candidates they have already attracted and who have expressed interest in a career at that company and less time (and money) being devoted to the pursuit of the 75% of candidates (using the term loosely) who may not even be looking for a job or career change.

Building a Talent Pool, then fishing in the Talent Puddle for those in your active base should be far more rewarding than fishing in the Deep.  Granted, you have to fish in the Deep Water first in order to set up the pipeline to your pool  - but even that can be more effectively done via some clever direct sourcing strategies, building out your referral networks, tapping into Alumni communities and revisiting those hundreds/thousands of CVs stored deeply away in your ATS (or even in the filing cabinets in the basement!)

And, of course, if you are being clever about attracting candidates to your career site, then you MUST deliver to them a great candidate experience.  Whether or not you hire the individual, this initial contact with your company sets the groundwork for the long term communications and relationship that can be extended throughout that person's network as well.

The more that the dreaded phrase "the War for Talent" comes back into vogue, the more work you should put into your own Talent Pool.

Alan

Candidate Relationships - Again

Hi everybody and welcome back.

Trying to catch up with everybody and picking up on blogging. Note that Louise over at UK Recruiter has set up a page of various bloggers that she reads - cool idea and thanks Louise for having me on the site.

Noted a new blogger on her site, Liam Dowd who wrote a blog about Pleasant Recruitment, great to see someone else jumping on my soapbox beside Keith Robinson. The more the merrier!! Speaking of Keith, we have both started to write more on the Dutch site that we have been involved in creating, Kangarooster - the Dutch site will launch in early Feb, but already worthwhile to check out the streams, which are in both English and Dutch.

Also so a stream from Gerry Crispin of Career X Roads, as prep for his and Mark's newest Source of Hire Survey. Check out these key points (and my comment as well).

We speak with dozens of staffng leaders privately before we start and are still amazed, even today:

- how little confidence staffing leaders have in their source of hire data.
- how few specific sources (versus categories like "print" or "internet") are actually collected.
- how poorly the ATS designs are to enable recruiters and recruiting leaders to improve their data integrity (as opposed to how wonderful the reports of fatally flawed data look)
- how few are the firms who can convert traffic to hires
- how no one is able to collect and analyze the synergistic effect of multiple sources of hire.
-how infrequently the self-report data is confirmed or checked by IP source, recruiter inquiry, or onboarding survey.
- how few the firms are that perform ongoing business anayses on their sources and alter their subsequent investments as a result.
- how much data (5%) is missing even among the best of firms.

That's it for now, lots of other new blogs out there, as well as some interesting stuff from the original guys like Tim Elkington, Mike Taylor and Peter Gold talking about strategies for success.

Best wishes for a happy, successful and healthy 2007 to all.

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