Second Generation Talent Pooling

Second Generation Talent Pooling

These are the thoughts and takeaways from the latest Resourcing Think Tank held on Tuesday the 12th of November and hosted by Ian Woodward, Group HR Director @Caesars Entertainment. This Think Tank sought to discuss the approaches to Second Generation Talent Pooling.

The following summary has been prepared to reflect a segment of the discussion held amongst senior Talent Acquisition professionals from leading national and international businesses. Specific company details, experiences and examples have been omitted from this summary as all discussions are held under ‘Chatham House Rules’.

Talent pooling has always been a burning issue in the HR sector, but have we really mastered the technique of acquiring the right talent into our business? Should we be focusing on how to progress within this issue and what can we do differently to attract the right talent into our business. We focus on this and more at our Resourcing Think Tank @Caesars Entertainment. Below are the 5 main findings from the day.

Business expectations – Businesses need to attract the right talent but this is often a challenge; how do you find this talent? Typically you will find that the best candidates are not reviewing job adverts or indeed not interested in “your” talent pool. Businesses need to develop a pool of relevant people, these people are star performers in their current role and probably won’t turn their heads to join your talent pool. You need to attract them.

The attraction – Talent pools are a great tool when done correctly, it is the most eloquent way to build relationships and find potential candidates. To do this, you first have to build that relationship through trust and goodwill, partner with agencies. Once you have that person’s trust, only then will you be able to influence them. Focus on building the business’ brand to draw top talent in. There are so many online platforms nowadays to build your brand; linkedin, twitter, facebook and instagram a good place to begin.

Don’t have experience – Research organisations that own the relationship already; hiring a third party that have more experience in the field will give you access to that pool. Once you start drawing in the talent; do not stop there, keep them engaged! Keeping them in the pipeline and sending them useful content through social media, build a community. Don’t be an arrogant recruiter that shouts out to talent to come and join the pool because “we’re hiring”. You are inviting top talent to join your pool, don’t sell to them.

Talent pool don’ts – Just because it is a talent pool does not mean you have to call it that. First, forecasting what you need to get that buy in and then create a community. This can be easily achieved through hiring managers connecting with quality candidates on linkedin and then build a supportive relationship so you can recruit them in the future. Engage with employees to promote the company, map the market and locate where that talent is.

Problems faced – Timelines, smaller companies not having enough resources, placing expectations up front, CRM system; the list goes on. Finding a CRM system that suits the business needs is fundamental to the success of managing talent and you need to find one that can effectively engage with talent, bringing talent into “resourcing”. The best recruiters should already be pipelining this talent.

Talent pooling is a great tool when executed in the right way but use it to your advantage; you want to attract talent not draw them away. Build your brand, take it online through social media platforms because that is where your talent can easily engage with your business. The importance of building a community rather than a “talent pool” cannot be stressed enough. The talent will stick around if they find your content useful, build a trustful community to maintain a lasting relationship with quality candidates, that will allow you to recruit for the future.

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