Group Interviews – When Should They be Used?

While most recruiters are aware of the benefits of group interviews, many are still unsure of when such a strategy is appropriate. Below are 2 situations in which a group recruitment process should at least be considered:

1.You have a large number of positions to fill in a short amount of time

Whether you’re recruiting staff for a new project or have to fill dozens of Christmas casual roles, it is likely that you will be required to make the hires in a relatively short amount of time, or even by a set deadline. Group interviews allow you to assess a large number of candidates at once, making it the ideal recruitment method when hiring in bulk.

Scout Talent’s Shortlisting team is often enlisted to run Group Assessment Days for clients who have a requirement to fill many positions over Christmas, or are opening a new branch or store.

2.It is imperative that those you hire have the right behavioural/interpersonal fit

Group interviews and assessment days allow you to observe candidates as you they work through various tasks and activities, allowing you to get a good sense of many soft skills, such as teamwork, communications skills, and leadership skills.

Group assessment days run by Scout Talent are designed with your desired skills in mind. For example, when recruiting for a Community Support Worker role, a highly desirable trait is patience, which is much easier to assess while observing group activities than at a one-to-one interview.


If the above scenarios are relevant to your organisation, you should strongly consider trialling a group interview strategy. The Scout Talent:Recruit system provides you with a multitude of tools which allow you to efficiently plan and organise your very own group interview.

Interested in running a group interview but don’t have the resources to do it yourself? Scout Talent can plan and organise a group assessment day for you – all you need to do is show up on the day! Watch this short video to get a better idea of what our Group Assessment Days look like, and for some feedback from our clients and candidates.

3 Top Tips to Employer Branding From the Experts

As the Christmas decorations come down and the new calendar is pinned up, we return to the office armed with resolutions and a fresh perspective. Somewhere on your ever-growing to-do list sits a note to revisit and refresh your employer brand. Frequently overlooked or postponed, the start of the year is the perfect time to position yourself as an employer of choice for the year ahead.

Partnering with employer branding specialists who are equipped with the tools and knowledge to unearth your Employee Value Proposition is the best way to effectively articulate and promote your talent offer.

To kick start the process, we’ve taken a look at the Top 5 Best Places to Work (with under 100 employees) in Australia for 2017 (according to Great Places To Work). Here we’ve uncovered the three biggest trends in their approach to employer branding:


While not surprising, it’s certainly interesting that of the five best organisations to work for within Australia, each enterprise is focused on the very same thing – empowering their employees, celebrating their skills and building an environment that nurtures, supports and grows their people.

At Intuit Australia, employees meet with their leaders each month to discuss their goals for professional development and establish a plan to reach them. Working at Canva, staff are looked after with communal restaurant quality dining every lunchtime, flexi hours and an in-house fitness program. By doing this, Canva says their people are happier and therefore more motivated to rise to their challenges.

Externally, these businesses are featuring their people across social media, sharing their employee journeys and promoting their unique communities through great images and content posted on relevant channels. Simply by making an effort to celebrate their people, these businesses have made significant inroads to maintaining a positive, constructive employer brand.

If you’re using Scout Talent:Recruit or Scout Talent:Engage, an easy way to highlight your people and engage candidates is by sharing stories via email. These emails can be easily templated and shared at different stages of the recruitment process. As an idea, consider how you can celebrate your current people to your future people in confirmation emails, recruitment updates and through talent pooling communications.


Importantly, each of these businesses have made a concerted effort to develop strong content strategies that are implemented across their social channels. Building a strong platform where potential candidates can seek credible information about your organisation and culture is really important. It’s also a great platform, as you can see on the Facebook pages of Avenue Dental and Intuit Australia, to offer insight into the sense of community and comradery that they’ll find at your workplace.


What we have seen across each of these top employers is a commitment to authenticity and transparency. At Canva, this starts with the recruitment process where their ‘Hiring Strategy Document’ is made available to all candidates as a way to inspire and set expectations before they join the team. As talent quickly see through inauthentic, shallow messaging, it’s important that the new year begins with a thorough, unbiased reflection of your organisation’s employer brand.

With Scout Talent:Recruit you can take this a step further and provide candidates with as much information about your brand as you desire, starting with a video featuring your current employees or even real-life testimonials.

With the help of an external Employer Branding Specialist, uncover your Employee Value Proposition, build a framework and promote your talent offer.

If you’re looking to uncover your Employer Brand, get in touch with Scout Talent’s team of Employer Branding specialists who can help you articulate your Employee Value Proposition and attract and retain the talent you’re looking for:
AU: +61 7 3330 2595 / CA: 1-866-474-3140



Scout Talent’s Top Time-Saving Hacks

At Scout Talent, we listen to our clients! We’ve noticed that there are some system features that some of our clients aren’t aware of, or aren’t using as efficiently as they could be. That is why we have put together a list of some of our most useful and least utilised hacks. You’ll be wondering how you’ve managed without them all this time!

Hack #1: Auto-Features

What is it? Auto-Rate, Auto-Status, Auto-Reply and Auto-Forward.

Key benefit(s): These features can do some of the basic candidate screening for you based on key criteria, and they allow you to screen out rejected candidates or flag/shortlist the desired ones.

We recommend that you use this feature if: Your shortlisting process is too manual to handle the high volumes of applicants (e.g. you are currently rating and changing statuses for all candidates one by one). Especially useful for those roles with easily defined minimum requirements.

Note: These features only take a couple mins to set up, so let us know if you’re unable to locate them in your system.

Hack #2: Collaboration Tools

What is it? Assign User, Job Note and Tasks.

Key benefit(s): A great way for HR Teams to communicate with each other, to keep track of who is looking after the shortlisting for certain positions, and to always know where things are at in the recruitment process. Use the Job Note to let everyone know that you’ve sent unsuccessful feedback to the candidates. Use Assigned user to find out who should be rating, ranking, and contacting candidates. Use tasks to set reminders for yourself or other users. A great way for heads of HR to delegate tasks to other members of the HR team.

We recommend that you use this feature if: You’re experiencing miscommunication within your department regarding various roles.

Note: Your Job notes & Assigned User should already be switched on. If not, please let us know!

Hack #3: Advertising Source Feature

What is it? The Source field links to Dashboard and Placements Advanced reporting.

Key benefit(s): If it’s set up on all your jobs, it makes calculating ROI for a specific job advertisement extremely easy.

We recommend that you use this feature if: You care about monitoring the effectiveness of your job advertising sources and want to produce reports that help you make the most of your advertising budget.

Note: Take a few minutes to find all the advertising sources and add them in, and aim to have a complete list of sources for best accuracy. As long as you’re consistently advertising in the same place and cloning the same job each time, you’ll only need to do this once. But be sure to update your source field if you start advertising in new/different places!

Hack #4: Suitability Comment

What is it? The ability to create a note on an application that can be changed at a later time.

Key benefit(s): Creating a Note in a candidate’s application is permanent, while the Suitability Comment can be modified or erased at any time. Think of this as a ‘scratch pad’ that is able to be edited in the future!

We recommend that you use this feature if: You’re hiring someone who may be given access to the system once they are hired – this way you can erase comments about them & their competition.




Love the (Job) Skin You’re In!


A 2014 study by Software Advice has found that as many as half of all job seekers admit that they are more likely to be attracted to a job ad if it contains visual elements.

If this is in fact true, then it is imperative that organisations do all that they can to make their careers pages visually appealing, while still ensuring that they are easy-to-navigate and consistent with their branding.

Sounds complicated? Let us break it down for you! Read on for the key five elements you must consider when deciding on the right job skin for your careers page, as advised by Scout Talent Product Specialist, Alex Hood, and front-end developer, Leo Dimacuha, our two experts in all-things job skins.

  1. Optimise for all devices
    1 in 2 job seekers apply for jobs on their mobile devices, and 76 per cent of Australians say that they would do so if it was more user friendly. It is therefore essential that your candidate-facing assets look good and work properly on mobile devices.Even more importantly, mobile-optimised career portals are significantly more accessible to job seekers in terms of search engine results, with Google now automatically ranking mobile-friendly sites higher. With only 20 per cent of employers having mobile-optimised websites, there’s a clear opportunity for organisations to bypass their competition simply by optimising their careers pages.
  2. Use captivating and relevant imagery A striking header image will draw candidates in and fuel their curiosity about your company. Your ‘hero’ image could feature your team on the job, your facilities, or even your office space – particularly if your ‘office’ is the sunburnt Australian outback or a glistening beach! Implementing an image carousel, like the one in the example below, is a cost-efficient option compared to publishing several job skins as it allows you to use multiple images to cater to a variety of job seekers applying for a single position.
  3. Consistency is key!
    The colour palette, imagery, language and font choices all contribute to the look and feel of your careers page, which is an important brand asset. It is therefore crucial that it fits seamlessly with your overall branding. If, for example, you’re currently unhappy with the quality of your website, don’t implement a careers page that is significantly superior. You’ll only confuse job seekers!
  4. Make your careers page sing and dance
    A careers page must be interactive to be truly engaging to applicants. A simple way to achieve that is to embed a careers video, or a clickable image where job seekers can click to learn more about your team, values, etc. This way you can show job seekers what it is like to work with you, not just tell them. It’s critical, however, to strike the right balance so that you are not distracting from the actual purpose of the ad. The last thing you want to do is re-direct a keen applicant – even if it is to your website or YouTube channel. Keep all content embedded, and ensure that the flow directs the job seeker towards the ‘apply now’ button, not away from it.
  5. Draw attention to your call-to-action
    Following from the above advice, your call-to-action needs to be big, bold and clear to make applying for the role as easy as possible. You will only be able to emphasise your call-to-action if the elements of your job skin complement one another, without any single aspect being overbearing. So, you’ll need to be economical when it comes to prioritising the information you include.

Editor’s Note: Contact Scout Talent today, and learn how we can create beautiful job skins to captivate job seekers and attract more applicants to your role than ever before.




Software Advice, 2014, Effect of Visual Job Listings Content on Applicants IndustryView:

Indeed Blog, 2014, 76% of Candidates Would Apply From Mobile

Linkedin 2017, Your candidates are on mobile. Are you?



How to Make Sure That Your System Integration Project is a Success

HR professionals work across multiple systems every day to stay on top of large amounts of candidate and employee data, communicate across the business and carry out virtually every other task. A well-integrated HR system amplifies the power of existing systems, enabling users to streamline their tasks, reduce double-handling, and become more efficient.

Not only does integration of HR systems save HR professionals time by avoiding the process of re-entering information that already exists in another system, but it also gives them more visibility and control over their data.

Integrating Scout Talent recruitment software with other HR systems (e.g. onboarding, payroll) opens up a host of possibilities as to how candidate information can be re-purposed both throughout the recruitment process and for post-hire activities.

According to Daniel Beach, Technical Lead at Scout Talent and Matthew Barram, Senior Technical Analyst at NetEngine, there are three main considerations when it comes to integrating your Applicant Tracking System with other HR technology:    

  1. Start with the end-result in mind

The most important thing by a long shot is to be clear about what you want to achieve through the integration. Daniel emphasises, “It’s important to quantify your goals and to communicate this to the technical team who will be performing the integration. If, for example, the aim of integrating your candidate management software with your onboarding system is to accelerate the onboarding process, inform the development team of this metric so they can be best positioned to help you achieve this goal.”

Matthew notes that a measurable target enables you to track the effectiveness of integration against the metric at hand. “Reporting on improved productivity, which is a result of upgrading HR technology, is always key to demonstrating the value of investing in HR technology to business leaders, and thus, securing funding for additional system features later on,” he notes.

  1. Consider the user experience

Although integration can be incredibly mechanical, it can also be very visual. The key, Matthew says, is to be as clear as possible about how you would like the integration to look and feel. “Would you want users to be aware when they move across platforms, or would you prefer a subtle integration that does not require visual cues?” Daniel agrees. “Some of our clients like to provide us with a rough drawing of what they imagine the integration would look like. This might be as simple as a button and a notification to inform the user that they are now exporting to an integrated platform,” he says.

  1. Consider the ROI

Sometimes integration might not be the best method to achieve your desired outcome. Matthew notes that in cases where little useful data is available or you rarely need the information, it would be quicker to obtain the data manually or with a simple CSV export when required. “If integration would only delay your implementation of the recruitment software, or if it’s simply quicker to do the task manually, then you may need to consider whether integration is a viable option for you. Remember, you can always integrate your systems at a later time should your circumstances change.”

At Scout Talent we know the value of purposeful integrations and can customise our recruitment software to integrate with many systems to ensure that you and your candidates enjoy a smooth and consistent user experience.

Editor’s Note: To learn how we can integrate Scout Talent Recruitment Software with your other HR systems, get in touch with us today.

Talent Pooling: The Key to Driving in the Fast Lane

An increasingly competitive recruitment market means that hiring managers cannot simply rely on job advertisements each time they are looking to fill a new role. In fact, online job board Seek has just experienced its highest levels of listings since 2010. With such tough competition, its hardly surprising that recruiters are turning to their own talent pools to secure top candidates.


How can talent pooling help you regain control of your recruitment process and overhaul your strategy to reveal unseen talent?


Recruit now. Reach out directly to engaged job seekers, who already want to work with you (or at the very least have been interested in working with you in the past).

Identify your ideal candidate. With a talent pool, you’ll have access to the full scope of the qualifications and experiences of the talent in your industry. Empowered with this insight, you’ll be able to set the bar high when it comes to recruitment, expect more of your applicants and uncover the best of the best.

Grow your business by hiring someone left-of-field. Take advantage of the wealth of candidate information available to you to improve your business. Inspired by the unique combinations of skills and experiences appearing in their talent pools, hiring managers can create new positions in order to accommodate outstanding talent.




Don’t miss the chance to learn the top strategies for building and managing your own talent pool that actually delivers. Sign up for this month’s webinar on Talent Pooling, presented by Scout Talent General Manager, Andrea Davey.

Top 5 Tips for Successful Talent Pooling:

Thursday, October 19th 2017 at 12pm AEST (QLD Australia)



1- Study by Taleo Research, ‘Economics of Candidate Relationship Databases’
2- Study by Page Up, ‘Utilisation of Talent Pools for External Recruitment in Australia’
3- Study by Manpower, ‘2016 Talent Shortages’
4. Study by PwC, ’18th Annual Global CEO Survey’




The Right Way to Pool Your Talent

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


Editor’s Note: To learn more about talent pooling join our webinar on Thursday, October 19th 2017, where we will discuss our top strategies for building and managing a talent pool that truly delivers! Click here to register.

The End of the Cover Letter? Five Questions to Ask Your Applicants Instead

Whether you’ve written them many times or have spent hours reading through a pile on your desk from countless applicants, cover letters have been an expectation when applying for jobs for years.

But is a cover letter enough for employers to gain an overview of whether a candidate is suited to a role and workplace?

With certain roles attracting over 100 applications, it can be easy to ignore cover letters and not have time to review each one to a high standard. In recent years, there has been a shift towards swapping cover letters for screening questions that can save you time and allow for better candidate insight.

“Increasingly, we’re seeing that our clients are moving away from traditional cover letters and opting for screening questions through the Scout Talent: Recruit application forms”, shares Andrea Davey, Scout Talent General Manager.

“Having candidates answer the same set of questions allows you to accurately and easily make comparisons using the :Recruit rating feature. It also removes the risk of missing out on top talent because you skimmed over a cover letter.”   

Beyond asking candidates to outline the basics such as their experience, working rights and income expectations, there are other questions you can ask at the screening stage to help determine early on if a candidate is exactly who you’re looking for.

Here are our top five screening questions that will help you learn more about candidates in the early stages of recruitment: 


What are you looking for in your next role and what has encouraged you to apply for this role?

This question may seem straightforward, but it will help differentiate between those who are simply applying for any role and those that have seriously considered what they’re looking for. It will also help discover if what you can offer and a candidate wants are aligned.

If you were to be hired, what could we count on you for without fail?

It’s really important to include a question that asks about strengths. If an organisation has non-negotiable needs in their next hire such as unbeatable time management, organisation and leadership abilities then it’s most efficient to try to uncover this early on when shortlisting candidates for the next recruitment stage.

Describe three things about the communication within an organisation that must be present for you to work most effectively?

Communication is key, so knowing what a candidate needs in this space is a powerful understanding to have early on. This is a different way of finding out the importance of communication to a candidate and can provide greater insight than asking directly about individual communication skills.

When has your morale been highest at work? Why?

It’s so important to understand what makes a candidate feel great in their role – people do their best work when morale is high. A question like this will help you start to recognise where someone’s professional enjoyment comes from – whether it’s from personal accomplishment, team achievements or maybe organisational outcomes.

Tell us something interesting about yourself and why you’d be a great fit for our team?

Workplace culture is increasingly being ranked by people as something that’s most important to them when considering a job. With this in mind, including a question like this is a must-have. You will be able to recognise people who are suited to your culture and what they could potentially bring to the role beyond their knowledge and skills. It’s also an opportunity for a candidate to show their personality!

To ensure you’re selecting quality candidates to interview, it is vital to make the most of the screening phase of recruitment. Not only will replacing traditional cover letters for powerful questions help get more out of your applicants, it will take away the difficulty in comparing candidates and ultimately decrease your workload and time to hire.   

Editor’s note:  Scout Talent: Recruit allows you to personalise the candidate experience by including screening questions that provide you with powerful insights and allow you to easily compare and rate candidates accurately.  Talk to us today about how recruitment software can help you hire the best talent.

Personalise Your Recruitment – Ways to Ensure that Your Candidates Feel Valued

No one wants to feel they are the same as everyone else; treated as though they are one of many or just a number. In today’s recruitment landscape where certain industries are facing a talent shortage, employers need to offer the best candidate experience possible.

When thinking about recruitment, it needs to be kept in mind that candidates are essentially customers. They are consumers of your employer brand and are researching what you can offer them professionally.  Therefore, it is critical that you focus on personalisation to make candidates feel valued from the moment they apply for a role with you. If you don’t, chances are your competitors will.

So, how do you ensure the recruitment process is a personalised experience?

Communication is the key.

While it’s easy to imagine spending hours writing individual responses to every application, using automation to enhance how you communicate with candidates and improve their experience can in fact save you time.

Read on for ways you can ensure candidates are given a personalised recruitment experience that will make them want to join your organisation even more.

Personalised Emails & Auto Responders

First and foremost, it’s important to respond to all candidates in a timely manner. Not only is this a great thing to do for your employer brand, but it will ensure your applicants feel acknowledged. 74% of people say the worst part of applying for a job is waiting to hear back, so don’t disappoint your candidates.

With Scout Talent: Recruit, you don’t need to actively respond to each application you receive with a confirmation email.  The level of automation and customisation within the system allows you to create placeholders within email templates so you’re able to auto-fill information such as name, job title and other details relating to a specific role and candidate.

Make sure you’re not only focusing on the candidates you’re taking through to the next stages. Treat those you’re not wanting to interview with respect and respond to unsuccessful applicants, by name, after 48hrs so they don’t feel they were quickly rejected. Setting up a delayed unsuccessful response is simple to do and can go a long way in making candidates who don’t meet essential criteria feel like their application was carefully considered. However, if you have found a candidate to be unsuitable after they’ve already interviewed with you, it’s best to keep away from email rejections and contact them over the phone instead.

Share What You Can

Don’t limit yourself to using personalised automated emails for updates, confirmations, rejections or interview invites. Think outside the box and consider what information you could be sharing with candidates that will help them in the recruitment process and get them excited about what you have to offer.

If you’re hiring a marketing assistant, share with them a staff profile story from someone within the marketing team.  If you’re hiring graduates, share with them information about the company and the experiences you offer for young professionals. Maybe your organisation has a blog with plenty of industry content – share this with candidates so they can learn more about you and the world you operate in.

By creating emails that address the candidate by name and offer information that will be of value to them, they will feel supported through the recruitment experience and as though you’re truly encouraging them to succeed.

SMS Reminders & Updates

Don’t overlook the power of being able to send updates right into candidates’ hands. Get directly to the candidate with an SMS, sent within appropriate hours of course. Use SMS to thank candidates for their time after interviews, after they’ve completed required testing, or to confirm upcoming interview times. And don’t forget – use their name in anything you send! Beyond showing that you’re an employer who knows how to keep people informed, candidates will appreciate the extra effort you go to in making sure they’re recognised.

Move Away from Generic Questions

It’s easy to fall into the trap of asking generic interview questions, especially when conducting interviews with many candidates. However, it is vital that a high amount of effort is put into asking the right questions, and ones that specifically focus on the individual candidate. Without doing so, you’re putting yourself at risk of making an uninformed hire.

In addition to helping you make the very best hire, asking personalised questions will let the candidate know that you have invested time into understanding their application, the strengths they can bring to a team and where you’d specifically like to find out more about them.

Use the company names of past employers and include role titles in the questions you ask. Instead of saying “Could you give me an overview of your experience?” approach the question in a more candidate-centric way, such as “I see you’ve had experience at (organisation), can you tell me about what experience and knowledge you gained working here?”

Make sure you do your research – find out more about their most recent workplace and ask questions that relate to that industry or job. Show that you are listening to the candidate and don’t ask questions where they will need to repeat information they’ve already shared with you during the interview.  And remember to ask questions that relate to their aspirations and can help you find out more about them and their potential cultural fit within your team.

Editor’s Note: Scout Talent recruitment software allows HR teams and hiring managers to easily personalise communication with candidates to provide an unbeatable recruitment process.  Talk to us today about how Scout Talent can enhance and streamline your recruitment.

Why You Always Need to Be Recruiting

Take a look around your workplace. Who do you see? Hardworking and dedicated employees who are loyal to your organisation? Or do you see people who are seriously considering another job, perhaps with a competitor? Right now, 35% of your workforce is searching for new job opportunities on a daily basis.

What’s more, 70% of people are looking at what’s on offer elsewhere at least once a month. Recruitment can no longer be seen as a reactive process that organisations go through when a vacant position becomes available. In a candidate driven market, recruitment needs to be proactive with organisations on the front foot.

Read on to learn how continuous recruitment can benefit you and ultimately lead to better hiring outcomes.

1. Enrich your Employer Brand

To always be recruiting means to be actively engaging job seekers in your employer brand – creating interest in you as an employer of choice. Being present on job boards creates essential touch-points with potential candidates.

According to Glassdoor, 69% of job seekers said they are likely to apply to a job if the employer actively manages its employer brand and candidate experience (e.g. replies to reviews, updates their profile, shares news on company culture and the work environment).

Further to this, organisations who represent a strong employer brand are twice as likely to receive responses from candidates they contact. The first step to a strong employer brand is getting your name out there!

2. Benefit from Talent Pooling with Talent Pooling Software

If you are always on the search for candidates, you will always be developing your talent pool – and there are a range of benefits to nurturing a growing talent pool. By consistently collecting candidate information such as resumés, responses to screening questions and metrics on levels of skills and experience, you’ll be empowered to:

  •  Recruit faster. Of course, the main point of a talent pool is to have a first point of contact when a position opens up, significantly reducing the time to recruit. Research found that 50% of organisations using talent pools reduce their time to hire and significantly increase 12-month retention rates.
  • Realise your ultimate candidate. With the scope of skills and abilities of each member in your talent pool available to you, you’ll be able to see who pushes the limits and paint a picture of your optimum applicant. When it’s time to recruit, you won’t need to set the bar low – but can aim for the qualifications of the most outstanding members of your talent pool.
  •  Develop your business in new ways by employing someone you didn’t know you needed. A talent pool represents a shifting ecosystem of unique combinations of skills and experiences. For some hiring managers, this can flip the recruitment process on its head and they create positions within their organisation to take advantage of the unique skill sets appearing in their talent pool. Consider the most impressive candidates swimming in your talent pool – how can they be introduced to your organisation to drive your business goals? Be inspired by the skill sets and experiences of your talent pool members.
  •  Know what your candidates value and expect of you. Critical information about career goals and workplace expectations found at the top of resumes will empower you with the knowledge you’ll need to appeal to candidates and position yourself as an employer of choice.
  •  Be prepared for a tough candidate market. By always playing the recruitment game, you’ll know if a role is particularly difficult to recruit. Therefore, even if candidates in your talent pool are not necessarily the right fit for your role when it comes time to recruit, you’ll have the tools ready to undertake a long-term recruitment advertising strategy.

In short, continuous recruitment through talent pooling underpins a strong employer branding strategy and provides game-changing job seeker insights, giving you a must-have advantage in today’s competitive and candidate-driven recruitment market.

Editor’s note: Scout Talent provides leading recruitment software and cutting-edge candidate management technology and talent pooling software, empowering organisations to effortlessly grow and nurture candidates.