Adding candidates to a recruitment candidate database, or talent pool, is really only the first step in candidate engagement. The most basic data (names and titles) isn’t precise enough. The talent pool needs data so it can be properly segmented, allowing recruiters to make more meaningful connections with candidates to maintain their interest in the company and available positions.
While recruiters shouldn’t ask too many questions on a Talent Network opt-in form, modern systems can utilize LinkedIn profiles or resume uploads to make it easy for candidates to quickly provide right data about themselves. If you're just getting name and email and having candidates check of an area of interest, you do so at the expense of having REAL connections with potential employees.
Recruiters need enough data to be able to put the information to good use for segmentation. A resume, CV, or social profile may give recruiters some important work history information, but candidates should be given the opportunity to tell recruiters what they are looking for in a position as well.
Key data that allows for better talent pool segmentation includes:
- Desired job category
- Desired location
- Current/past employers
- Level of job desired
A Segmented Talent Pool Makes the Recruiter’s Job Easier
A pool that isn’t properly segmented with candidate data can create more work for the recruiter. Instead of knowing almost exactly what a candidate wants, it becomes a guessing game. Candidates that aren’t quite the best fit may be given more attention than they should be and the best possible candidates for a position may be slipping through the cracks.
Segmentation Improves the Candidate Experience
Most, if not all, of the principles of traditional marketing apply to recruitment marketing. However, there is a difference between engaging with potential customers and potential employees. There’s a lot more on the line with a job candidate due to a much higher level of emotional attachment to the situation. How many of us have joined a talent network for a company we are interested in, only to receive either a) no follow up communication or, b) wildly inappropriate job alerts.
If a candidate is willing to put themselves out there and provide their work history, resume, job and career wants and desires, they will have certain expectations that a prospective employer must meet. Recruiters need to show candidates that they do know who they are and do care about who they are. This can only be done with enough data that is properly segmented.
In order to engage with candidates in a meaningful way, all communications must be personalized. Generic communications are generally ineffective. All messaging should be warm and inviting and make sense for each candidate on a personal level. When recruiters properly segment the talent pool and use the data they have to personalize communications with candidates, it results in a positive candidate experience, encouraging the candidate to continue to pursue employment with the company.