How to Build a Talent Community
Recruiters spend a lot of time sourcing candidates for their jobs. They spend their energy, time, and resources to ensure that the candidate has a positive candidate experience. And even after going through the entire recruitment process, the candidate still may not accept the job offer. But every effort made by the recruiter to source the perfect candidate is not futile. The organisation can use this effort to build a talent community.
Handling passive candidates is necessary when your candidates are qualified to become a part of your company but are not ready to accept your job offer.
Talent Community Definition
A talent community refers to a group of passive candidates who the employers constantly engage for future recruitment. This recruitment strategy requires constant effort to keep the candidates interested in the organisation.
The company engages the candidate with news, messages, information, and their organisation’s company culture. This will cause the candidates to consider your organisation when looking for a job change.
The talent community is a recruitment strategy that mainly targets passive candidates. Since passive candidates have the required experience for the job role and perform well in their current job, recruiting them should be easier.
A talent community usually consists of many candidates, which makes it easier for recruiters to get in contact with them if the need arises.
Since it takes a lot of time to nurture these candidates in the talent community, this approach is not suitable for the recruitment process, where the role needs immediate recruitment.
Methods to Build a Talent Community for Your Organisation
A growing organisation needs to think of future recruitment and the roles that will open up in the future. Recruiters need to keep this in mind and start building a talent community as early as possible.
The following are some of the ways to help build a talent community for the organisation:
There are no better advocates for your organisation than your employees. When someone speaks well about the company, candidates are more likely to trust the words if that someone is an employee working there instead of the testimonials of the CEO and other management-level employers.
Leverage employee testimonials to engage candidates about the organisation when an employee working in an organisation talks about their experience working in the company. This can give a sense of relatability to the candidates. Candidates will likely show more trust towards them.
It is essential to keep your talent community engaged through employee testimonials. The employee testimonials can be posted on your company’s website and social media handles.
Social media platforms and recruitment work together seamlessly. A social media handle for your company helps you build your brand image and keep the talent community engaged by highlighting your company’s events.
A good approach would be to create a separate social media handle for your careers and post everything related to those careers on that handle. This will segment the social media handle’s content and make it easier for candidates to keep track of new job openings and their requirements.
Social Recruitment will also make it easier for you to approach the candidate and the other way around. Candidates in your talent community can ask their questions and get answers quickly. This removes a barrier and helps the candidate build trust with your organisation.
A Candidate Relationship Management software can help you manage all the candidates in the talent community with ease. The candidate can be sorted out, and all their details listed by relevance. A CRM works even better when integrated with an applicant tracking system. They are vital for the recruitment process.
Using tools for your recruitment needs can help you reduce the time to hire, which is a vital recruitment KPIs. Since many candidates are handled concurrently, it is easier to communicate with them using the tools.
Handling multiple candidates at a time can become a nightmare without the proper tool to approach them and keep track of their data. When it comes to a talent community, recruiters are expected to keep them engaged with emails and recruitment campaigns. Tasks such as these are made much more attainable by using an applicant tracking system.
Attend Career Fairs
Sometimes the best way to acquire more candidates for your talent community is to approach them as they graduate from college or a bit earlier. Students can get exposure to companies, and the career fairs act as an entry point for their first job. This is an excellent place to start building a talent community.
Analyse all the career fairs around your region and ensure that you participate in all the significant events. This also helps you gain more recognition. This will automatically bring in more candidates to join your talent community.
The candidates in the career fair might be looking for an internship or an entry-level job. Ensure that you have relevant job openings prepared or at least plan it out so that your organisation looks approachable to the candidates in your talent community.
When an employee leaves your company, that does not mean that you should terminate communication with them. You can stay in contact with the employees by building an alumni group for your organisation. This can improve your employer branding and build a network of referrals for your recruitment needs.
Also, there is a chance that past employees could return to your organisation as boomerang employees. In a competitive job market, a boomerang employee is valuable for an organisation since they also save time in training and getting up to speed on the company’s workings.
Building a talent community that also has your past employees is the best way to expand your network. This helps you attract more candidates and keep them engaged with your organisation.
When it comes to recruitment, you need to use all possible ways to attract more candidates. Building a talent community for your company is one such method that is necessary for quick recruitment. A talent community is essential to ensure that none of your recruitment efforts are wasted as you work to build a community for your organisation to help fill your future roles.
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Finding the right candidate for a job role comes with many challenges. At this point, even the best candidate can be lost when the interviewer’s expectations are set high. This is termed Interviewer bias.
A candidate may not always be available to do an in-person interview. The interview location, the candidate’s availability, or when the world faces a global pandemic, Remote interviews are the only way for an employer to assess candidates.
Candidates make it to the final recruitment process, the company might not have the time to engage individually, This is when group interviews come in.