When this is all over, how amazing would it be to have a shortlist of highly engaged people ready to work for you…
Having the right hire for crucial roles is essential for any small to medium-sized business. The problem is most SMEs will be fighting over the same tiny pool of talent, possibly burden themselves with a recruitment fee and perhaps a second-rate employee
I spoke with two in house recruiters late last week who are seizing this opportunity to build their talent pool. I was so impressed with their proactiveness, it was obvious why they had a successful thriving and loyal workforce.
‘Talent Pool’ may sound a bit corporate; it’ s simply just creating a list of people who you would like in your business. Why not try and do at least 1 or all 3 of the following:
- At the very least, if you have a careers page, advertise vacancies you either recruit for on an ongoing basis or a role that you will be recruiting for.
- Where do people in your industry ‘digitally’ hang out? LinkedIn is an easy way to find and contact people.
- Advertising across multiple job sites will usually generate the highest volume of applications. This is quick and easy and won’t distract you from your day job. Some online job advertising agencies will even manage the candidate engagement for you through applicant tracking software.
75% research you before applying
According to LinkedIn, 75% of job seekers research the employer and their brand before applying. By building a talent pool, potential employees already know who you are. This will put you in a stronger position than other employers
Once you have built your talent pool, stay in touch with your candidates throughout the recruitment process, even if the start date has not been established yet.
Your efforts will improve your company’s perception, strengthen your employer brand and result in better-engaged candidates. Furthermore, It will generate public interest as they wonder what it is like to be working for your company.