Talent Pools… Are they right for you?

Jennifer CunninghamHead of Employer Marketing

Some of the topics I have

touched during this tim e…

What

why

how

Some of the typical answers……

What Why How

My Talent Pool

Journey WIN the best talent first.

My Talent Pool Journey

So we took a step back...

The

Vision

Speed to market

Reduced

Business risk

Talent Ready

Our

vantage point

We learnt from our mistakes

We were brave

We gained respect

We strengthened our relationships

Importance of internal & the role of CRM & Data

We were not

reducing TTF or

converting talents

We had invested a

LOT of time for

little return

Demands were growing, resources were not

Static process against the fluidity of business and people

Dataengagement

conversation

Measure

Attraction

The Result...It was a process

problem not a Talent Pool problem...

The

TAP

The Talent Acquisition Plan

Hi I’m the Hiring Manager!

Bi-annual

time frame

Meeting of the Minds

Hi I’m the Recruiter!

Hi I’m the HRBP!

Hi I’m the Financial Controller!

Defines Business Growth Strategy

Competitive Targets

Talent pool needs

This Meeting is critical to understanding the

talent pool focus area

Planning Attraction:

A strategic approach

Take your time

Plan your

strategic search

Recruitment

Agency

Target your job postings to your region & audience.

Think through where you would find these candidates

Industry Events

& Networking

Competitive

Intelligence Gathering Social Media Channels

Analyze

search criteria

Database

Searches

Employee

Referral Programme

The more time I spend on the front-end of a search the more relevant my results become

engagement & management:

creating a culture of talent

Achieving a true “talent ready” organisation starts with understanding that this requires involvement and commitment from all stakeholders.

The Business, HRM and TA must work in unison to continuously feed, nurture and engage the talent attraction process.

Culture of Talent - Key Drivers

Business / HRM Investment

Employer Branding

Transparency

CRM

Culture of talent

TALENT AcQUISITION

HRM

LINE MANAGERS / BUSINESS

This is John

candidate engagementKeeping John engaged

Post TED talk ran

by business to

LinkedIn page.

Congratulate him on his birthdayecom voucher.

Post new brand video of

globe trotting careers to insta.

Meet the TA team newsletter

ask him to join our group.

Send brand update on recent signing and connect to our true craftmanship

Call Pranav and check in

email: Call me!

I have a job opening to discuss with you!

The

conversation

Put the candidate at the heart of

everything we do

Leveraged our

employer brand

pillars to feed

the topics

measurementHiring great talents, faster and with more accuracy.

Increasing fan base and improving employer reputation

Creating a culture of talent inside three stripes

All without talent pools but with great candidate and business engagement

So before you head off on your Talent pool journey, ask yourself:

What is the problem you are trying to solve?

How will you identify your target audiences?

How will you manage your top talents and drive ongoing engagement?

How committed is your business to your success?

If you cannot answer any of these questions, SMRS can help!

Thanks!