If you have a talent network, you’re already a step ahead of the many organizations that aren’t yet utilizing this valuable recruitment marketing tool. But what experience is your talent network providing to potential candidates? Without a positive user experience you’re not getting the most out of your talent network so it’s best to avoid these common talent network shortfalls I call my pet peeves:
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.
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.
A goal of B2B marketers is to grow their lead database. A database that’s full of high quality leads at any given time means that marketers are doing their jobs well and attracting the right audience. Of course, generating a pool of high quality leads is really only step one. In order to get the most out of the lead database, marketers must be properly segmenting it and continuing to communicate with these leads. Sending targeted marketing messages keeps the leads engaged and moving through the sales pipeline to ultimately become a customer or client. Recruiters must follow a similar path when creating a central database of candidates.
Talent networks or talent communities are a great place to cultivate passive candidates, but your talent network isn't a Field of Dreams: If you build it they will not automatically come. It's up to you and your team to actively grow and cultivate your network so that when hiring demand increases, you have the best possible talent pool to pull from.
Most modern marketers know that no single touch point will cause a lead to make an immediate purchase. It can often take a dozen or more different marketing engagements. These touch points range from emails, direct mail, events, social ads, radio, television, online marketing and others.
Topics: Talemetry Today, Recruitment Marketing & Branding, candidate sourcing, talent management, Talent Trends, recruiting trends, analytics, Talent Networks & Sourcing, career sites, hr technology, recruiting, candidate experience, recruitment marketing, talent acquisition
Recruiters have one of the most difficult positions in an organization as they are often responsible for filling all jobs across every department. Breaking it down into the types of jobs that need to be filled, each with different job title requirements, skills, qualifications, and experience, can make it quite complicated.
Topics: Talemetry Today, candidate sourcing, talent management, Talent Trends, recruiting trends, Talent Networks & Sourcing, social recruiting, hr technology, recruiting, recruitment marketing, talent acquisition
How to effectively leverage past applicants
One of the biggest untapped sources of candidates that many organizations miss is their own past applicants. This is because legacy recruiting systems were never designed to search past applicants. As a result, most recruiters don’t bother to search it. This means many miss a potential goldmine of free, qualified candidates they could contact.
I recently came across a article titled My Plea to Retire the Term #SocialRecruiting by Jeremy Roberts, and I couldn't agree more. It’s time we all decided that “Social Recruiting” simply is a part of the basic sourcing and recruiting process. Here are my reasons why:
This post is by Jeff Waldman, founder of Stratify, a social HR solutions company, and SocialHRCamp, an experiential learning HR unconference that has run events in Canada, the United States, Singapore and Philippines.