Building and Maintaining Talent Pools
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The document outlines key challenges in building talent pools, emphasizing the need for proactive recruiting and effective engagement strategies to maintain these pools. It defines terms such as 'talent pool,' 'talent pipeline,' and 'talent bank,' and provides guidance on structuring recruitment roles and sourcing candidates. Additionally, it offers top tips for successful talent pooling, including the importance of managing candidate expectations and securing buy-in from senior management.
Building and Maintaining Talent Pools
- 1. Building and Maintaining Talent Pools Focus Group Outputs 10th May 2012
- 2. Key Challenges • Recruitment demand planning and forecasting requirements • Lack of ‘pooling’ capability from ATS • Reactive recruiting vs proactive talent pooling (balance required) • Maintaining the talent pools • Risk on Employer Brand if it doesn’t work • Lack of engagement and support from the line and HR
- 3. Defining ‘Talent Pools’ Many different terms and methodologies appear to be used – key ones as follows from the group: • Talent Pool – open and generic requisitions • Talent Pipeline – requisition opened 90 days before a vacancy arises to pipeline candidates for a specific future vacancy • Talent Bank – engaged candidates that have already been spoken to and part assessed
- 4. What works Structure your recruiters roles accordingly 10% Direct Sourcing on 20% open roles Building Talent 70% Pools Other Initiatives
- 5. How to Talent Pool • Draw up a list of target companies and find five people who have left and ask them who they would recommend • Employee referrals • New starter referrals • Leverage speculative applicants • Build mechanism for continued engagement • Treat every pool as if it were a requisition • Choose the role carefully (i.e. Works well for volume requirements but won’t work for senior finance roles!) • Track pools on a quarterly basis
- 6. Talent Pooling Top Tips • Only talent pool for your top talent and critical roles • Be open and honest with candidates and ensure you are managing their expectations • Incentivise your recruitment team to talent pool • Sort out your internal forecasting and planning first • Ensure there is a real business need for a particular pool • Get sign off at a senior level • Ensure buy in from Line Managers and HR • Using a great system (Harbour and File finder recommended!) • Each recruiter should have 10-30 engaged ‘pipeline star candidates’ at any one time that they are keeping in touch with
- 7. Many thanks to all the focus group attendees for their inputs and insights