talent pools Archives - Employment Office

With circumstances changing daily and a variety of new challenges to navigate, we want you to know that you’re not alone. We’ve been maintaining communication with our clients, and in doing so, we understand many of them are in different situations. Some have implemented recruitment freezes, others have their hands full with workforce management, digitising processes and health and safety measures. Others need to recruit, but are uncertain about what messaging to use, or are being inundated with applications.

At Employment Office, we’re here to help you overcome these challenges and support you in any capacity we can. So, no matter your situation, here are some ways we can help you bridge the gaps.

Tailored solutions

If your team members are out of the office or you have your hands full with competing priorities, our reliable Specialists can step in to act as an extension of your team.

Our Specialists work with you to understand your requirements, provide informed recommendations and tailor the right solution. They can assist you with:

Recruitment Advertising – Designing advertisements with appropriate, timely messaging to maintain transparency with candidates.
Shortlisting and Selection – Creating a robust screening process, so your organisation isn’t overwhelmed with applications, maintaining great candidate care, and conducting video interviews, behavioural testing, reference checks, and more.
Employer Branding – delivering branded communication templates to keep your talent pipeline warm and engaged (because your employer brand still matters, now, more so than ever!). Or, if your team has time to implement some new projects, they can consult with you about the best way to identify your Employee Value Proposition and brand messaging, so when you’re ready to hire, you’re amplifying the right message to the marketplace.

20% off video interviews

You may have team members working from home or your organisation may need to reduce face-to-face contact in general. However, if you need to continue moving valuable candidates through the talent pipeline, you can’t let recruitment grind to a complete halt due to an inability to conduct interviews.

We want to make a difference to help you meet your recruitment needs and protect your team members from nonessential exposure. To support you during this time, we’re offering 20% off our video interviewing services to give you a fast-tracked, immediate video interview solution if needed. Find out more an enquire here.

Talent pipelining

High-quality talent is available now. During this temporary time of adjustment with a number of organisations and industries in the midst of recruitment freezes, talent pipelining is a critical long-term strategy. A number of proactive employers are using this time to put measures in place to stay ahead of their talent competitors. When stability returns and hiring gains momentum, competition will be fierce and the A-players will be snapped up quickly.

Our Specialists can work with you to run campaigns to grow your talent pipeline and maintain timely, appropriate communication to keep them engaged – so when you’re ready to hire again, you have a strong candidate pool to make a selection from.

Longer campaigns and delayed onboarding

Perhaps you’re not sure when you’ll be ready to make a hire. Aside from talent pipelining, there are a number of outside-the-box strategies we can recommend. Employment Office can provide longer campaigns to grow your talent pipeline and delay onboarding. (However, there’s a right and wrong way to do this – we can provide recommendations on how to avoid the pitfalls.)

During challenging times, we understand recruitment doesn’t always grind to a halt. Whether you need assistance designing the right messaging for your recruitment advertisements, or need shortlisting or talent pipelining support, Employment Office is here to help in any capacity we can. Don’t let short-term challenges throw you off your course.

For assistance with any of the above, schedule a discussion with our Recruitment Specialists on 1300 366 573 or email info@employmentoffice.com.au.

Talent pools are a beneficial, proactive approach to talent acquisition. A talent pool is a database of candidate profiles interested in working for your organisation. They can be a limited group with a specific area of expertise, or a broad group capable of performing a variety of tasks.

There are a number of reasons talent pools are becoming more widespread in recruitment marketing strategy.

1. Reducing the cost of recruitment

While talent pools take time to build, if they’re built correctly they can greatly reduce your recruitment costs. Talent pools reduce or eliminate the need to need to advertise. A recent study found that recruitment costs could be reduced by up to 50% when using talent pools.

2. Reducing time to hire

Talent pools save you time, as you’ve already screened, selected and prequalified a group of candidates. Talent pools allow you to quickly fill a role with the right candidate, with minimal effort from hiring managers and less impact on your day-to-day business. Research has found that 50% of organisations using talent pools had reduced their time to hire.

3. Identify quality candidates for the future

Having a qualified talent pool helps you identify future potential candidates before you need a role filled. A high-quality talent pool is one where you are continually connecting with talent and updating them with relevant, engaging information, and continuing to grow it by bringing in new, diverse talent.

Whether you’re looking to speed up the recruitment process, reduce cost or identify skill sets, talent pooling is an excellent solution. At Employment Office, we have built our own talent pools and have seen positive results.

“Since we started treating recruitment as a sales process, we’ve been able to funnel talent into one database, our talent pool. As a result, we’ve reduced our recruitment time and costs while nurturing and developing relationships with candidates.” Tudor Marsden-Huggins, Employment Office Managing Director.

How to create your own talent pools

There are a number of different resources to use and factors to consider when developing your own talent pools. Here’s what you need to keep in mind.

Collect and manage candidate data: Plan how you will collect and manage candidate information. Will you use an Applicant Tracking System or manually collect data? Great recruitment software gives you the ability to segment talent pools based on skills and experience, and provides a platform to send communications with ease. When communicating with your talent pool, software gives you greater control and accuracy, and is often easier and more effective to use than data on spreadsheets.
Publish an “Expression of Interest” form: Having an expression of interest form on your careers site is a quick and simple way to capture candidate data, even if you don’t have any current vacancies. It allows both passive and active job seekers to express their interest in working for your organisation.
Post regular job advertisements: Posting regular, branded recruitment advertisements to stay front of mind for active candidates and will result in a steady stream of applications, who you can add to your talent pool and keep in touch with personalised recruitment marketing content.
Utilise social media: Social media adds another touch point with potential candidates and enables you to grow your talent pools. Interact with potential employees through social media channels, such as Facebook, LinkedIn and Twitter. Share your expression of interest form and recruitment advertisements to continue to grow your talent pools.
Implement Google Adwords campaigns: Google Ads don’t just work for regular marketing. It’s great for recruitment marketing too and increasing brand awareness.

Decide how to segment your talent pools, based on your recruitment needs and the resources you have available. You might like to create a large talent pool of all candidates who have applied for role with your organisation (who do not currently work in your organisation) to send general recruitment marketing content to. Alternatively, you might like to create smaller talent pools based on skills, experience or location. You can also establish exclusions, so candidates who were ineligible for your roles, or duplicate profiles, are not included.

Designing a content strategy and communication plan

To get the most from your talent pool, determine how often you want to communicate with candidates.

Depending on your organisation’s needs and if you have the resources and skills in place, you can design a more sophisticated, advanced communication strategy. An engaging content marketing plan keeps potential candidates warm, well-informed and excited about the prospect of working for your organisation.

Create communication templates: Having branded communication templates in place ensures you’re keeping your communication with candidates consistent and on-brand. For example, you may like to design templates for sharing a job vacancy, or sharing a piece of interesting content.
Conduct an employer branding project: Establishing your Employee Value Value Propositions (EVPs) makes it easier to design content that promotes your core messaging and connect with your ideal candidates.
Consider your upcoming recruitment needs: Understanding the roles you need to fill will help you design content in line with the type of talent you need to attract. For example, if you regularly recruit people to join your customer service team, you can incorporate employee profile stories that showcase a “day in the life” of these roles.
Assign a dedicated content manager: Sending relevant, timely communication takes dedicated work and planning. Regular communication with your talent pool can easily fall off the radar without a dedicated content manager. Assign someone the responsibility of designing your content marketing plan, making updates to your talent pool, and managing any responses you receive from candidates. Do you have a dedicated content specialist or someone in your marketing team with the capacity and skills to execute this strategy? If not, consider outsourcing this responsibility to an external specialist to work with you and support your strategy.

Create a structured process for reviewing applications and communicating with candidates who have submitted an expression of interest form. Set clear expectations from the start; being part of your talent community does not guarantee people a role in your organisation, but is a way to keep in touch and stay up to date with new opportunities.

Talent pools are a proactive recruitment initiative that will help you find great candidates in a shorter time frame, without spending big bucks. You’ll develop better relationships with potential candidates and be able to fill positions as they become available, instead of scrambling to find candidates. Although they take some time to build and develop, the long-term payoff can be priceless.

At Employment Office, we have experienced Recruitment Marketing Specialists and advanced talent pooling software to help you design an effective strategy. Find out more about our talent pooling solution here.

Do you need support building talent pools and designing an engaging content marketing strategy? Schedule a discussion with our Recruitment Advertising Specialists here, call us on 1300 366 573 or email info@employmentoffice.com.au.

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