Talent networks are a great way to engage passive candidates. Whether they may not be ready to apply or they don't find a job, give your website visitors a way to engage with your company. When using a talent network, it’s important for recruiters to take a proactive, strategic approach. The most qualified and interested candidate isn’t going to magically appear when a job becomes available.
It’s up to recruiters to structure their talent network in a way that gathers candidates ahead of current need. Here are some tips to follow:
Decide how to organize the talent network
Recruiters must understand that a talent network doesn’t need to be one big bucket. It’s worthwhile to be more strategic about it and segment the talent networks based on criteria such as job category, location, region, etc. Once the talent networks are properly organized, the messaging can be more strategic.
Think about the experience you want to offer
When candidates first interact with a talent network, what kind of experience are they going to have? Recruiters need to determine how much data they want to gather up front. Is it best to just get their email address and then follow up with an email in order to engage further and ask for more information? Or can you get full candidate profiles from an easy LinkedIn capture or resume extraction? It may take some time, testing, and analysis to determine what approach works best.
Don't tie your talent network to your application
Throwing a talent network opt-in at the front of your online job application not only defeats the purpose of engaging candidates who may not be ready to apply, but it also typically results in double entry for your applicant. Keep your talent network separate from your job applications and optimize each for their intended purpose.
Make opt-in easy
Structure your opt-ins to allow candidates to express interest in more than just current job openings or the job they are applying for at that moment. Even if they aren’t the best fit for a job offer immediately, it doesn’t mean that they might not be a great candidate for a future role. This is a proactive way for recruiters to have a pool of candidates to pull from when new positions become available.
They're not just for your career site
Once you have a talent network set up, encourage recruiters and employees to use the URL to invite potential candidates to apply. Put it in email signatures and spread it around liberally. Obtain an easy to remember domain like [Your company name]Talent.com and point it to your talent network URL so you can put it on business cards, ads – you name it. It's a great way to capture future employees without having them fill out an application.
Easily identify “silver medalists”
A talent network should make note of how far a candidate got in the application and selection process. Did they make it to the final interview but ultimately not get an offer? These “silver medalists” should be easily identifiable within the talent network in order for recruiters to ramp up engagement with them since it’s clear that they are highly qualified and might just be a better fit in a different position.
Taking a strategic approach to the use of talent networks allows companies and recruiters to continually plan and build pipelines of specific areas of job needs for the future. It’s never too late to become more strategic with your talent network approach.
- CRM for Oracle HCM
- Free Webinar: Leveraging Talent Networks for Optimized Recruiting
- Recruitment Marketing Handbook
- Solution Snapshot: Candidate Attraction