Talent communities may be the next big thing in the world of hiring and HR, but too few companies are using them. If businesses want to access the best job candidates for their open positions and glean employee referrals, they’ve got to start using this technique.
Every good company thrives when its ideas are tied together by a great team with common values and a desirable workplace culture. Talent communities are perhaps the best way to pool existing talent and gain access to referrals and job seekers who would be a great company fit.
Talent communities have traditionally been referred to as “talent pools” or “talent pipelines,” but the advent of the web and spread of social media means traditional methods of keeping talent pools together — email and phone calls — are now outdated. But while 55% of employees believe it’s important that other people want to work for their employer, 60% say their workplaces don’t offer a way for making employee referrals or engaging with potential talent.
If a business wants to succeed, it must create relationships first. Here are five steps for creating a talent community for your company or small business.
1. Find a Platform
Use your company’s careers page to create a hub for all types of talent: past employees (company alumni), current employees, recruiters, HR managers and interested job candidates. Other options include creating a closed Facebook group to post updates, or investing in recruiting software that allows you to create an internal talent network. Once you’ve chosen a platform, select a hiring manager or recruiter to manage the talent community on an ongoing basis.
2. Invite Employees and Alumni
Invite employees, hiring managers and company alumni to join your online network. Explain the platform and how it will be used, then tell them to invite friends, former colleagues and other professional contacts who may be interested in working at your company, whether now or at some point in the future. Encourage your newly-created talent network to post updates and participate in discussions.
3. Scale Your Networks
Create smaller talent networks within your broader talent community to target specific audiences. Consider adding a group just for discussion and updates among company alumni, or a group just for interested job candidates and current employees to chat. This will help you to target your communications to specific audiences when needed.
Your talent will want exclusive, behind-the-scenes information about your organization, spotlighting employees and company culture. Send updates via an e-newsletter, or provide information on career advancement in the form of blog posts, webinars, videos, or other shareable online content. Hold contests or invite members to contribute opinions on certain topics and compile quotes into a blog post. Connecting on social media sites is also a great way to keep talent communities engaged.
5. Reap the Benefits
A well-maintained talent community means tons of benefits for employers. It means less time and money spent on job boards and advertisements and more time pulling in passive candidates. It means better quality of job applicants and more interaction with job candidates, plus the opportunity to give them a much better grasp of what your company really does every day.
Employers that have established talent communities have seen their talent pipeline grow, their company culture made better and the quality of hires improve. Start one today and reap the benefits for your company or organization in no time.
Trackback from your site.