Candidate Pools & Proactive Recruiting

What’s Your Talent Pool Look Like?

Yesterday we heard from iCIMS’s Kelly Martin on how to best use your talent pools. Today, more tips from Martin.

  1. 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.

  1. 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 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.

Kelly Martin is a Content Writer at iCIMS.