Written by Kimberley Startup | September 30, 2013
Recruiting staff is a time-consuming process, and time is money. Wouldn’t it be great, then, if you could have the perfect talent ready to fill your vacancy, as soon as it arises? It’s possible when you build your own talent pool, and Webrecruit (http://www.webrecruit.co.uk) can show you how.
Your hiring managers will almost certainly be familiar with the frustration of not being able to find the right people to fill a position as they just aren’t in the market, or of those people being available when you don’t have any vacancies. When you create a talent pool – a database of people capable of stepping into a position left by a departing member of staff – you can maintain business continuity and productivity.
Remember that your talent pool is precisely that, not a talent lake. You should only include the top talent in your database, consisting of people able to make a real positive difference to your company. So, where should you look for your pool’s fish?
Applicants from previous staff recruitment drives are perfect candidates. Whenever a great candidate narrowly misses out on a position with your firm, retain their details and CV and keep them in mind for any future, similar roles. Those recruiting staff via talent pools also often subscribe to alerts of new, relevant additions to CV databases, bearing in mind their likely future staff requirements.
Networking can also be key to the development of the perfect talent pool, whether you meet people by chance, attend industry conferences, participate in professional associations or try to make connections via social media. That platforms like Facebook and Twitter aren’t necessarily used very often to recruit staff might make them an even better source of unusual and/or passive candidates.
If your company has sufficient resources for its own work experience scheme, this can be another great way of spotting your company’s stars of the future, as you can see at close quarters how potential talent pool additions respond to your development and training opportunities.
You could also peruse industry media – including specialist magazines and websites – to see who’s making an impact in your sector. News articles customarily mention the names of individuals involved in projects like those of your own company, and you can use the search engines to find further information about them.
The Data Protection Act dictates the need to obtain the permission of someone whose contact details you would like to retain, so you might send an email letting them know that you are doing so for future recruitment purposes, should a suitable vacancy arise. Give an option for that person to remove themselves from your database, but don’t expect too many people to do so.
You can maximise the effectiveness of your talent pool by reviewing it and making fresh contact with those in the database every few months. It all helps to make talent pools just one more valuable weapon for clients of a recruitment agency like Webrecruit (http://www.webrecruit.co.uk).