It’s no secret that today’s recruitment landscape is more complex than ever. Employers can no longer simply post a job ad and expect to attract the best quality, most qualified applicants. In order to appeal to modern day candidates, recruitment professionals need to act more like marketers to attract and retain high-calibre talent.
Successful talent pools emerge from using engaging recruitment marketing techniques to align candidates with an employer brand and build allegiance, before a vacant position arises.
Seventy-two percent of employers state that they first look to internal resources (existing employees and talent pools) when a position opens up*, however unless those employers have a talent pool of people who are engaged and up-to-date, the activity is likely to prove fruitless.
Scout Talent Recruitment Software offers solutions that allow organisations to turn this very process from reactive to proactive. General Manager Andrea Davey believes that to future-proof their recruitment strategies, companies need to reduce their reliance on job board advertising. According to Davey, “Building a talent pool is just scratching the surface. Organisations must then use the platform to regularly engage candidates with informative content about their organisation and what it’s like to work there, keeping your organisation at the forefront of candidates’ minds until a suitable position becomes available.”
In order to get a running start on filling a vacancy, organisations must adopt a marketing mind-set and focus on quality, targeted content. “It’s inefficient to be attracting candidates to apply with your organisation and then letting them sit stagnant in your database for months with no engagement – employers need to nurture a talent pool with relevant and interesting information,” Davey says.
So how can you begin engaging your talent pool today? Understanding your target candidate is key. Knowing where they live online allows employers to strategically drip-feed information in snack-sized bites directly into a candidate’s digital world. Remember, the information needs to be engaging and relevant or you’ll risk losing them to better content. Candidates are more selective than ever, so you must share content that helps them enhance their skills, learn about your company’s culture, or find out about new opportunities within your organisation to ensure that you spark their interest.
Focusing on engaging and effectively managing a talent pool is the way forward for recruitment and it will bring about positive changes in your organisation’s recruitment process.
* CareerBuilder’s 2015 Candidate Behavior Study