Posted on 01 August 2022 In Uncategorised

Many believe that the search for new employees begins with the job advertisement and ends with the signing of the employment contract. Not correct. Companies that still see the candidate journey as a start-finish run are giving away valuable recruiting potential. Because in the application process they make contact with many valuable talents, but they lose sight of them again if, for one reason or another, the hiring doesn’t work out. The time-consuming search then starts all over again with the next vacancy.

If the tide stays out, a pool is needed

In addition, when there is a shortage of skilled workers, employers hope in vain for a flood of applicants after the publication of a job advertisement. Rather, they are now responsible for the active part, which requires that contacts with suitable candidates be actively established, established and, if necessary, maintained in the long term. A good database is the key to success. Recruiters need to be able to store relevant information about talent and also structure it in a meaningful way. The creation of specific talent pools, for example as a supplement to multi-posting, is a goal-oriented measure.

It’s all a question of (assignment) order

In a talent pool, recruiters can save a wide variety of candidate competency profiles and make them accessible to HR, department heads and other colleagues involved. Current applicants can be stored here, as well as second-best candidates, former employees, interns, trainees or working students. The amount of data can be sensibly clustered and managed by assigning tags and assigning them to topic-specific pools. Here are the great advantages of the talent pool:

#1 Hit the nerve of the target group with talent pools

Students and young professionals are interested in different topics than experienced professionals. You don’t convince the applicant for a marketing position with the same arguments as junior employees in controlling. With talent pools, you can structure the total amount of talent into more clearly defined target groups. This makes it easier for you to communicate more individually, because building and maintaining relationships requires a target group-specific approach that offers the talent personal added value.

#2 Search less and find faster in talent pools

With talent pools, the time-to-hire can be significantly reduced because positions can be filled quickly and precisely. All relevant candidate information is already available and ideally you can build on a positive contact history. Big data is worthless, however, if it represents the proverbial haystack in which the needle went missing. When you’re looking for a production temp, you don’t want to sift through programmer candidate profiles. Smart tag management and well thought-out pre-sorting in candidate pools avoid unnecessary searches and help to find the right candidate faster.

DSVGO-compliant relationship management

Talent pool solutions with extensive search and filter functions can usually be purchased as part of ATS or CMS systems. These also take into account the strict GDPR requirements. Permission is obtained via the tool to store the candidate data in a talent pool and to continue to be in contact with the talent. However, this permit must be renewed regularly. With increasing wealth in the talent pool, automated consent management pays off, in which the time for renewing the permit can be specified individually and the current consent status is visible to every recruiter.

Use the pool even without your own ATS

For companies without their own applicant or candidate management system, Broadbean offers an interesting and cost-effective alternative as a stand-alone solution. Applicant data generated via multi-posting activities can be clearly structured and managed in an integrated database by assigning tags or keywords. By being assigned to different talent pools, recruiters are able to maintain and maintain contact even after the current application round – for example by regularly sending target group-specific mailings to the pool contacts. This way, no valuable contact is lost and you can leverage the full potential of your recruiting efforts with minimal effort.

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