How to Build a Bigger, Better Talent Pool

dv1492010In an ideal world, when a job order comes in you always have the perfect candidate in mind and ready to go. The reality is that finding and placing quality talent isn’t usually that simple. Fortunately, there are plenty of fish in the sea — you just have to bait and catch them.

Building and tending to an internal database of candidates ensures that quality talent is readily available, when it’s time to fill a new position. In fact, recent research by Bullhorn revealed that respondents made nearly half (49 percent) of their total hires using candidates from their internal databases or talent pools.

Rather than waiting to recruit until the very moment (or last moment) you need someone, always be fishing for quality talent to fill your talent pool. If you’re not, you’re missing out on prime opportunities. Here are four ways to build and populate bigger, better talent pools:

1. Don’t return runners-up back to the sea. One simple way staffing pros can speed up the time it takes to find and place talent is by referring to previous job candidates. Rather than releasing second- and third-choice candidates back into the sea of job seekers, never to be heard from again, keep in touch with those who have considerable future potential.

While a candidate might not be the right fit for a particular job, they could potentially be the perfect fit for a job later down the line. To easily create a library of top candidates, consider screening or interviewing candidates with one-way or two-way video interviews.

Video interview platforms typically allow you to record candidates during the interview process. These recordings can be easily shared and referred back to as new job openings become available.

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2. Keep current candidates afloat. You’ve started populating your talent pool. The next step is to keep it fresh. Maintain your talent pool by regularly assessing candidates and updating their skills, qualifications, experiences, etc. as needed. Having an up-to-date talent pool ensures that you are never without quality options for job orders.

In addition to maintaining your talent pool, keep candidates actively engaged to deter them from losing interest and moving on. Social professional networks (keyword: professional), like LinkedIn, are a great way to keep in touch and up-to-date with the candidates in your talent pool.

3. Expand to global waters. In an effort to find top-tier talent, it’s often necessary to fish in global waters. Social media and video interviewing tools can help break down geographic barriers and reveal talent from around the globe. While social media can give you insight into candidates’ personal and professional lives, video interviewing can literally let you see who you are looking into.

Video interviews provide a way for staffing pros to connect visually with candidates overseas. Additionally, it gives those candidates an opportunity to interview for positions they might otherwise pass on, due to hefty travel expenses associated with the in-person interview.

4. Appeal to the candidates who’ve already been caught. So what about the fish who’ve already been caught? Passive candidates, or candidates who are usually already employed and not looking for a job, should not be overlooked. Especially when you consider the fact that 75 percent of professionals categorize themselves as “passive” candidates.

Not only are passive candidates abundant, but since they’re not actively searching for a new job they’re not likely to be interviewing with anyone else, which makes them an ideal target when recruiting. Just because they’re employed, doesn’t mean they shouldn’t be considered for new job opportunities. Appeal to these candidates by maintaining a strong employer brand and promoting that brand on your social channels.

Having a solid talent pool can help you identify potential external candidates before a role even needs to be filled. Tend to your talent pool by regularly connecting with talent and updating their information, as well as continuously expanding your talent pool with new, diverse candidates.

What do you think? How has having a talent pool helped streamline your recruiting process? Share in the comments!

More: Interviewer mistakes and how to overcome them

Josh Tolan

Josh Tolan
Josh Tolan is the CEO of Spark Hire, a video interviewing platform. Learn more about using video interviews for staffing and connect with Spark Hire on Facebook and Twitter.

Josh Tolan

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